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A

Project Report

On

Human Resource A c t iv i ty

In B ig B azaar

A STUDY IN BIG BAZAAR

SUBMITTED IN THE PARTIAL FULFILLMENT OF THE

REQUIREMENT OF THE DEGREE

OFMASTER OF BUSINESS ADMINISTRATION

2009-2011

Submitted To:- Submitted By:-Mrs. Nidhi P. Pillai Akanksha Goswami

MBA 4 th

Bhilai Business School, ChandrakuriDurg


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CERTIFIC TE

This is to certify that the project work done on Human Resource Activity

in Big Bazaar Submitted to Bhilai Business School , Durg by Akanksha

Goswami in partial fulfillment of the requirement for the award of degree

Master of Business Administration is a bonafide work carried out by her

under my supervision and guidance. This work has not been submitted

anywhere else for any other degree/diploma. The original work was carried

out during 07 -05-2011 to 20-06-20111 in Big Bazaar.

DATE: Store Manager

Ashis Mohan

Big Bazaar Pandri Raipur


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Declaration

I, the student of Master of Business Administration, Bhilai Business School,

Durg Chhattisgarh, (2009- 2011), hereby declare that this project report

Human Resource Activity In Big Bazaar prepared, is my original work,

which I had submitted in Big Bazaar to my guide Mr. Debasis Rath( People

Office)

All the information and data given in my project are authentic to the best of

my knowledge and taken from reliable sources .

Place: Bhilai Akanksha Goswami


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cknowledgement

I would like to express my sincere gratitude to the management of theBHILAI BUSINESS SCHOOL, for their support and guidance providedduring the MBA program and while doing this project. I specially thanks toMrs. NIDHI P. PILLAI (Dean) for her perseverance and attention whichshe extended to us.

I would like to thank my guide Mr.Debasis Rath ,Senior Executive HR andMr. Ashis Mohan(Store karta) who helped me to complete this project.

This acknowledgement is incomplete without giving special thanks to the persons who are directly or indirectly associated with the project.

Last but not the least I pay my deep regard to my parents and gratitude toGod, without whom I was not able to complete this project.

I do sincerely hope that my report would give value to the organization.

Akanksha Goswami


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PREF CE

The project reports on the topicHuman Resource Activity in Big Bazaar

This project report has prepared for the organization Big Bazaar. In whichthe problem in Training and Development of employees has found, and somerecommendation has given on the basis of data analysis, program going on

some of the executive participants & its effectiveness on non-participantexecutives.

The purpose behind this research is to get an exposure ofcorporate world as well as w orking culture by getting associated withresearch .If this report proves to be fruitful to anybody/any organization byany means, I will consider my work worthwhile.

This research helps in understanding practicalapplicability, which is a part from theoretical concept. Finally the findings,records & suggest


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CONTENTS Chapters Title Page No.

Chapter- 1 Introduction1.1 Company Profile1.2 Big bazaar promise1.3 Vision, mission & core values1.4 Organization Structure1.5 SWOT Analysis

7 - 16

Chapter-2 Introduction to HumanResource Management

2.1 Meaning2.2 Objective2.3 Key functions2.4 Recruitment and Selection2.5 Perform ance Appraisal2.6 Training and Development

17 - 47

Chapter- 3 Research Objective 48 49

Chapter- 4 Research Methodology 50 53

Chapter- 5 Data Analysis & Interpretation 54 66Chapter- 6 Findings & Suggestions 67 70

Chapter- 7 Conclusion7.1 The cases of satisfaction7.2 The cases of dissatisfaction

71 74

ReferenceBibliography 75 76

AppendixQuestionnaire 77 79


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Company Profile

Pantaloon Retail (India) Limited, is Indias leading retailer thatoperates multiple retail formats in both the value and lifestylesegment of the Indian consumer market. Headquartered in Mumbai(Bombay), the company operates over 16 million square feet of retailspace, has over 1000 stores across 73 cities in India and employsover 30,000 people.The companys leading formats include Pantaloons, a chain offashion outlets, Big Bazaar, a uniquely Indian hypermarket chain,Food Bazaar, a supermarket chain, blends the look, touch and feel ofIndian bazaars with aspects of modern retail like choice, convenienceand quality and Central, a c hain of seamless destination malls. Someof its other formats include Brand Factory, Blue Sky, aLL, Top 10 andStar and Sitara.

Future Value Retail Limited is a wholly owned subsidiary of PantaloonRetail (India) Limited. This entity has been created keeping in mindthe growth and the current size of the companys value retailbusiness, led by its format divisions, Big Bazaar and Food Bazaar.

The company operates 148 Big Bazaar stores, 169 FoodBazaar stores, among other formats, in over 70 cities across thecountry, covering an operational retail space of over 6 million squarefeet. As a focussed entity driving the growth of the group's value retailbusiness, Future Value Retail Limited will continue to deliver morevalue to its customers, supply partners, stakeholders andcommunities across the country and shape the growth of modern

retail in India. A subsidiary company, Home Solutions Retail (India) Limited,operates Home Town, a large-format home solutions store, Collectioni, selling home furniture products and eZone focused on catering tothe consumer electronics segment. Pantaloon Retail is the flagshipcompany of Future Group, a business group catering to the entireIndian consumption space.


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Future Group

Future Group, led by its founder and Group CEO, Mr. Kishore Biyani,is one of Indias leading business houses with multiple businessesspanning across the consumption space. While retail forms the corebusiness activity of Future Group, group subsidiaries are present inconsumer finance, capital, insurance, leisure and entertainment,brand development, retail real estate development, retail media andlogistics.

Led by its flagship enterprise, Pantaloon Retail, the group operatesover 16 million square feet of retail space in 73 cities and towns and65 rural locations across India. Headquartered in Mumbai (Bombay),Pantaloon Retail employs around 30,000 people and is listed on theIndian stock exchanges. The company follows a multi-format retail

strategy that captures almost the entire consumption basket of Indiancustomers. In the lifestyle segment, the group operates Pantaloons, afashion retail chain and Central, a chain of seamless malls. In thevalue segment, its marquee brand, Big Bazaar is a hypermarketformat that combines the look, touch and feel of Indian bazaars withthe choice and convenience of modern retail.

The groups speciality retail formats include supermarket chain - FoodBazaar, sportswear retailer - Planet Sports, electronics retailer -eZone, home improvement chain -Home Town and rural retail chain -

Aadhaar, among others.

Future Group believes in developing strong insights on Indianconsumers and building businesses based on Indian ideas, asespoused in the groups core value of Indianness. The groupscorporate credo is, Rewrite rules, Retain values.


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THE BIG BAZAAR PROMISES :

1. MANUFACTURERS WARRANTIES ON ALL PRODUCTS :

Big Bazaar promises to sell only the original products from theauthorized dealers; so that all applicable products carry the originalmanufacturers warranty. To service any product purchased at BigBazaar, customer can visit the authorized service centre of themanufacturer. The invoice accompanying the product is the warrantydocument.

2. GUARANTEED DELIVERY :

Big Bazaar guarantees to deliver the exact product that has selected,without defects. In case of receiving a different product, or if theproduct is damaged in transit, the customer should contact it withinthe stipulated time period and Big Bazaar will ensure that it isreplaced or refunded.

3. SECURE PAYMENT :

It commits to ensure that no payment misuse happens, so we workwith banks and payment gateways to ensure that your information isprotected. Payments are protected both by it and by the policies ofcustomers bank, and the chances of fraud in these channels areactually very low. Big Bazaar openly publishes its office addressesand is part of India s largest retail company with a presence all overIndia so you know how to contact us in person, if required.

4. OUR SIMPLE 7-DAYS RETURN POLICY:

If customer has purchased something at Future Bazaar and theproduct did not meet its expectations or does not fit to his needs, thenit can return the product to us; no questions asked, as long as it is inits original packaging and accompanied by its invoice. We will evenmake the return process simple for you just contact our customer


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support and well ar range to pick up the product from your home. Alternately, you can drop it off at the nearest Big Bazaar.

5. PROMPT CUSTOMER SUPPORT :

Our customer support is manned by dedicated call centre personnel,who can take decisions and resolve your problems. They are eagerto solve your problems and are aware of the processes and means tohandle them. In case they cannot solve the problem at their end,they will trigger the required action on your behalf or advise you thebest possible method to a successful fulfillment of all yourqueries/issues. Be assured that when you call us, your call is beingtaken seriously.


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GROUP VISION:

Future Group shall deliver Everything, Everywhere, Every time for

Every Indian Consumer in the most profitable manner.GROUP MISSION :

We share the vision and belief that our customers and stakeholdersshall be served only by creating and executing future scenarios in theconsumption space leading to economic development.

We will be the trendsetters in evolving delivery formats, creating retailrealty, making consumption affordable for all customer segments for classes and for masses.

We shall infuse Indian brands with confidence and renewed ambition.

We shall be efficient, cost- conscious and committed to quality inwhatever we do.

We shall ensure that our positive attitude, sincerity, humility andunited determination shall be the driving force to make us successful.


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CORE VALUES:

Indianans : confidence in ourselves.

Leadership : to be a leader, both in thought and business.

Respect & Humility : to respect every individual and be humble.

Introspection : leading to purposeful thinking.

Openness : to be open and receptive to new ideas, knowledge andinformation.

Valuing and Nurturing Relationships : to build long termrelationships.

Simplicity & Positivity : Simplicity and positivity in our thought,business and action.

Adaptability : to be flexible and adaptable, to meet challenges.

Flow : to respect and understand the universal laws of nature.


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Organization structure

Store Manger

Asst. Store Manager

Dept. Manager Human Resources

Visual Merchandising

Marketing Manager Administration

CSD

Asst. DM

Team Leader

Team Member

Maintenance

Housekeeping

Ware House


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SWOT Analysis

STRENGTHS

Through understanding of the needs of Indian consumers. Vast range of products under one roof. Benefit of being pioneer in the Indian retail industry. Superior quality goods are available at reasonable prices. Fast growing Indian middle class with reasonably good

purchasing power. It has a good brand name. One stop shop for variety of products, increasing customer time

and available choices.

WEAKNESSES

Unable to meet store opening target so far. Falling revenue per squ are feet. Stiff competition from traditional (unorganized sector)

OPPORTUNITIES

Potential rural markets.

Can enter into production of various products due to its in depthunderstanding of customers taste and preferences

Scope of expansion in smaller cities as there is a lot ofopportunities.

There remains a large future scope for the retail industry inIndia, as incomes rise and consumption increases

The opportunity for widening the business all over Indiabecause Big Bazaar opens new stores in untapped market.

THREATS

Government Policies encouraging the unorganized sector willaffect adversely the big players.

High taxes in India suppress consumption


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Smaller specialty shops and informal shops are sometimes ableto avoid taxes, offering lower total prices to customers.


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Introduction

To Human

Resource

Management


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Meaning of Human Resource Management

The total knowledge, skills, creative abilities and talents andaptitudes of an organization's workforce, as well as value, attitutes

and beliefs of the individuals involved Leon C.MegginsonHuman Resource Management (HRM) is the function within anorganization that focuses on recruitment of, management of, andproviding direction for the people who work in the organizationHuman Resource Management is the organizational function thatdeals with issues related to people such as compensation, hiring,performance management, organization development, safety,wellness, benefits, employee motivation, communication,

administration, and training. Human Resource Management ismanaging (planning, organizing, directing and controlling) thefunctions of employing, developing and compensating humanresources resulting in creati ng and developing human relations andutilization of human resources with a view to contributeproportionately to the organizational, individual and social goals.

Objectives of HRM

To effective utilization of the human resources To establish and maintain an organizational structure To secure integration to the individuals and organization by

reconciling individual group goals To generates maximum development of individuals groups To recognize and satisfy individual needs and group goals. To maintain high morale and better human relations To develop and maintain a quality of work life

To establish and maintain productive self-respecting workingrelationships


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Key Functions

Human Resource Planning Recruitment & Selection

Performance Appraisals Training & Development Compensation & Benefits

Functions of HRM

Managerial Function

Planing

Directing

Organizing

Controling

Operative Function

Employement

HR Development

Human Relation

Compansention


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Recruitment and Selection

Recruitment - A process to discover the sources of manpower tomeet the requirements of the staffing schedule and to employee

effective measures for attracting that manpower in adequate numbersto facilitate effective sele ction of an efficient workforce. Activitiesdesigned to attract a qualified pool of job applicants to anorganization.

Selection - Choosing from a pool of applicants the person or personswho offer the greatest performance potential.

Recruitment Source

Internal source External source

Recruitment in Big Bazaar

Recruitment at big bazaar is done through following sources:

A) Consultancy Services : For top level management, employeesare recruited through private consultants. They are usuallyappointed as departmental manager.

B) Walk-ins : This is the main source through which Big Bazaarrecruits is employees. People seeking job usually themselvesapproach the HR department for job vacancy. Employeesusually selected from this source are appointed at the entrylevel as team members.

C) Employee Referrals : This is the other main source throughwhich employees referrals are first interviewed and from theirprevious employer opinion is taken about their behavior andperformance in the job. If they receive a positive opinion fromtheir previous employer they are selected.

D) Campus Recruitment : Young people bring new ideas andfresh enthusiasm. Therefore Big Bazaar visits some of thereputed educational institutions to hire some of the posttalented and promising students as its employees.


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E) Internal source : Persons who already working in anorganization constitute the internal sources.

INTERNAL JOB APPLICATION

POST APPLIED FOR: ________________ Biz Unit/Zn/Off : _________________

Per sonal Inf or m

ation

Name: Date of Application:

Email Id: Contact No:

DOB: Band:

Current Role: Designation:

DOJ PRIL: Emp Code: HOD(Name & Contact No):

Total Experience: PRIL Experience:

Educ

ational

Course School/College Board/University Percentage

Year of Passing


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Details

Pr e PRIL

Exper

Name of

Organizati

on

Position

Held

Yrs of exp Responsibilities handled

Why do you consider yourself suitable for the given position?

______________________________________________________________________ ______________________________________________________________________

_______________________________

What are your Career Aspirations?

______________________________________________________________________ ______________________________________________________________________ _________________________________________________

--Thank You--

Selection Procedure

Interview Psychometric Tests 5 days training


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Performance Appraisal

Performance appraisal is a method of evaluating the behavior ofemployees in the work spot, normally including both the quantitative

and qualitative aspects of job performance.Performance appraisal is the process by which an employeescontribution to the organization during a specific period of time isassessed

C.D. Fisher

Performance Appraisal at Big Bazaar

Performance appraisal at Big Bazaar generally passes from twostages:

Confirmation Appraisal Annual Performance Appraisal

Annual Performance & Development

I. Background :

An effective Performance Management System serves as a keyenabler to drive a performance oriented culture in an organization. Inthis direction, the Policy on Annual Performance & DevelopmentReview aims to provide basic understanding and a framework foreffectively conducting a fair and objective Performance Appraisalwhich will help link performance to rewards and capturing theperformance gap areas/ developmental needs to drive peoplecapability development in the organization.

II. Objective :

To facilitate an effective annual stock taking of performance againstthe set targets of the employees and recognize superior performance.To serve as a tool to help identify performance gaps and thereby take


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appropriate measures to address these gaps through developmentinterventions for the employee.

III. Scope & Eligibility :

Employees who are on the regular rolls of the Company only will bepart of the review. All Employees in Bands 1 to 4 in Store Operationswho have joined the organization on or before 30th Sep are eligiblefor the review (eg. Those joined before 30.9.10 is eligible for the

Appraisals for 10-11) The concerned employee should be confirmedas on 31-Mar 2011. All employees under temporary/part time/contract/ flexi manning scheme will not be a part of the review Employees,who are members of the Groups PRISM Store Karta Talent -pipeline

Program, shall also be apprised & rated as per this policy.IV. Review Period :

The Performance review period for the Store employees is April 1st

to

March 31st

V. Cases of Mid Year Transfer:

In case of role change/ transfer during the appraisal year, theappraiser with whom the employee has spent 6 months or more willbe responsible for appraising the employee with inputs from the otherreporting managers [where less than 6 months was served]concerned.

VI. Appraisal Forms :

There are 4 sets of different Appraisal forms which are to be used forthe Store Appraisals:

(A) Band1: Team Member/Team Leader/Support

(B) Band 2 & 3: ADM/DM/ASM/Support

(C) Band 2 & 3: Store In charge

(D) Band 4: Store Managers


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VII. Assessment Criteria & Weight age :

The overall Performance Assessment will be done on following threecriteria each carrying a weight age depending on the Bands:

VII.1. Key Result Areas (KRA):

KRAs are a set of performance parameters/measures/targets for theemployee set during the performance year. To ensure alignment ofthe KRAs to the vision, strategy and ABP of the organization, theyshould be set in line with the four objectives of the Balance ScoreCard format:

Financial : KRAs should be set based on financial measures like

revenue growth, profit margins, costs etc.

Customer : KRAs should be set based on the Value proposition thatwill be applied to satisfy customers. E.g. Customer Satisfaction,Conversion rates etc.

Internal Processes : KRAs should take into account processes thatcreate and deliver customer value proposition e.g. StatutoryCompliance, Process Compliance, process efficiency etc.

Learning & Growth : Employees are the main repository ofknowledge in an organization and hence the most critical resources.Initiatives taken towards people development are vital and should bea part of KRAs. E.g. Developing people thru Training, grooming,People Engagement/Satisfaction, Productivity etc

The employees in Band 1 / Front-end Staff are not required to use theBSC format. They will be assessed using another format with only

KRAs, weight ages & targets as its components.Each KRA has a weight age assigned to it & sum of all KRAs is equalto 100. The weighted score for each KRA is arrived at by multiplyingthe assigned Weight age & Rating.

The final KRA score = the sum of weighted scores for all KRAs.


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VII.2. Competencies:

A Competency is a combination of applied skills, knowledge andbehaviors that is important for the successful performance in a

specific role. The appraisal form clearly defines each competencyand the Appraiser is required to relate to the extent the employeedemonstrated behaviors on the job in relation to the competency,while rating them. The total Competency score is the Average scoreof all competency ratings.

VII.3.Value Orientation :

Our shared Values are critical for our growth & Success and thereforeall employees need to demonstrate positive behaviors reinforcingthem. Appraiser needs to assess the appraise on the orientation toeach of the 9 Core values of the Company. The total ValueOrientation score is the Average score of all Value orientation ratings.

The applicability & weight ageof the above assessmentcriteria will be as per following:Band

BSC /KRA's

Competencies

ValueOrientation

Band 1 85% Not Applicable

15%

Band 2 70% 15% 15%

Band 3 70% 15% 15%

Band 4 60% 25% 15%

VIII. Rating Scale:

The rating as per the Assessment criteria will be done on thefollowing scale:

VIII.1. Foremployees in

band 1: In line with

Rating Scale3 2 1


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our core value ofSimplicity it hasbeen decided tohave a 3 Point

Rating scale forband 1.Assessment

CriteriaKRA Significantly

ExceedsExpectations

MeetsExpectations

BelowExpectations

Value Orientation Always Frequently Rarely

VIII.2. For employees in band 2, 3 & 4: The assessment will bedone on a 5 Point Rating scale

AssessmentCriteria Rating Scale

KRA 5 4 3 2 1Competencies Outstanding Excellent Good Need

improvementUnderperformer

ValueOrientation Always _ Frequently _ Rarely

IX. Respondent Matrix:

The Appraisals will be done through a three tier Approach:

Assessment by Self Assessment by Reporting Manager

Assessment by ReviewerIn case of SM including Store In charge Assessment by Zonal Headwill also be done.


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X. Appraisal Process:

The Appraisal process is divided into 3 Stages as enlisted under:

X.1.Pre-Appraisal :

a. Performance Planning :

The performance expectations and targets communicated to theappraise as per the KRA format at the beginning of the appraisal yearshall form the basis of the appraisal process. KRA setting is thestarting point of the Performance Management Exercise and shouldbe undertaken as under: Employee should draft KRAs based on the

ABP, Targets & Objectives The reporting Manager should discuss &

review these KRAs with the employee A set of KRAs should bedefined and weight ages assigned to each KRA

b. Appraiser & Appraise Preparedness :

The People Office in the respective locations shall be responsible fortraining and orienting the Appraises & Assessors on the PMSprocess. Every Store/Zone will have a Help Desk to facilitateresolution of Appraisal Policy & Process related queries during the

period of Appraisal. Queries/concerns on Appraisals only (not onpromotions/increment rates etc.) can be directed to the Help DeskRepresentative.

c. Self Assessment (Band2 & above only):

Self Appraisal is intended to give an opportunity to the Appraisee toassess his/her own performance /achievements with respect to theKRAs, Value Orientation & Competencies . A Self Assessment should

be done as per prescribed rating scale. All information pertaining toperformance, achievements & learnings , Training Needs should befurnished in the appraisal form.


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X.2.Appraisal Discussions:

a. Performance Assessment :

The Appraiser should have a detailed discussion with the Appraiseeon various aspects covered in the Self Appraisal and should providefeedback based on actual data and examples which the Appraiseewould be able to relate to. The performance rating is to be providedas per applicable Assessment criteria & rating scale. The totalperformance score after completion of performance rating as perprescribed Assessment criteria & rating scale will be forwarded to thereviewer. The Reviewer should go through the assessment and givehis consent/recommend correction in the Ratings/Overall

Assessment, as the case may be, based on data. The Zonal Head (ifapplicable) should go through the assessment and give hisconsent/revise the Ratings/Overall Assessment, as the case may be,based on data. The highest assessor/respondents Overall Ratingsare to be considered for Vitality Curve Input and should not berounded off.

b. Development Review:

Areas of Training & Development in terms of Functional/behavioralSkills are also to be identified & recommended along with suitablemode of learning.

c. Potential Assessment :

The Appraiser & Reviewer should also assess the Appraisee on hispotential for the following:

Preparedness of the Appraise for larger assignments

considering timelines. Promotion, if any, should be based on individuals readiness for

the role as well as availability of suitable vacancies. Adequate justifications in terms of enhanced and changed responsibilities/ role etc are also to be furnished.


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Promotion to Store Karta roles shall not be effected through thePMS route & will be only through the PRISM Store KartaTalent-pipeline Program.

Note: In case of Store Staff who are members of the Groups PRISMStore Karta Talent-pipeline Program , following guidelines are to beadhered:

Appraisal & performance rating as per the regular PMS processapplicable to others is to be considered for PRISM participants[including application of increment amounts].

Promotion to Store Karta roles shall not be effected through the PMSroute.

In special cases where the PRISM participant is below the minimumgrade of DM, up-gradation to the next immediate grade is mandatory.

PRISM participants can be considered for promotion to non-StoreKarta ASM positions in BB Cut-Ins or equivalents [E.g. ASM-Fashion@BB or ASM-Food]

There will be no promotion on any other grounds for PRISM

participants vide the appraisal process and their career progressionwill be managed through the PRISM program.

X.3.Post Appraisal Discussions:

a. Vitality Curve (VC) Administration:

The Overall Ratings of the highest Assessor/Respondent are to beconsidered for administering the Vitality Curve. The PerformanceRatings are final only after the Vitality Curve is decided for eachcategory of employee. These ratings will be treated as Final and formthe basis on which Annual Increments will be decided. The VCguidelines based on the levels of store performance along with exactpercentage distribution of employees at each of the Rating Levels willbe communicated separately in the guidelines to be issued by theHO.


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b. Increments/ Promotion :

Guidelines for Increments will be issued by the HO and may differacross concepts/ businesses based on concept/ business

performance and performance rating of the employee. Promotionsbased on recommendations, if any, are to be considered based onthe indi viduals readiness for the role as well as availability of suitablevacancies.

c. Performance Improvement Program (PIP ):

In case of consistent non-performance for a period of 3 months, theemployee will be put on the Performance Improvement Program(PIP). The PIP aims at improving performance of the employeethrough formal training, on-the-job training and other methods.

Following this the employees performance is reviewed by acommittee which would make a decision on further course of action.

XI. General guidelines :

All guidelines/instructions enumerated in the policy including those inthe Appraisal Forms, Appraiser Guide, and Appraise Guide are to be

followed during the Appraisal Process. Relaxation to any of theconditions laid down in the policy will be allowed only with theapproval of Head HR. The Policy can be revised /altered as per needfrom time to time. Decision on any issue/conflict arising out of thepolicy will rest with the Head HR. The Policy comes into effect from

Appraisal year 10-11 (1st

March 2011).


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Meaning of Training

Training is the act of increasing the knowledge and skill of anemployee for doing a particular job. Training is a short-term education

process and utilizing a systematic and organized procedure by whichemployees learn technical knowledge and skills for a definitepurpose. Training improves, changes moulds the employeesknowledge, skill, behavior, aptitude, and attitude towards therequirement of the job and organization. Thus training bridges thedifference betw een job requirement and employees presentspecifications.

Definition

The organized procedure by which people learn knowledge and/orskills for a definite purpose

Dale s.Beach

Meaning of Developmen t

More future oriented and more concerned with education than istraining. Management Development activities attempt to instill soundreasoning processes to enhance ones ability to understand andinterpret knowledge.

It focuses on the personal growth & on Analytical, Conceptual Humanskill.


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Methods

Training

On the job Methods Off the job Methods

Job rotation Vestibule training

Coaching Role Playing

Job instruction Lecture methods

Training through Step by step Conference or Discussion

Committee Assignments Programmed Instruction

Internship Training Audio- visual Methods

Computer-based Training and

E- Learning


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Types of Training Provided By Big Bazaar

Customer happiness including selling skills. Communication skills.

Cashiering Product training. Gurukul Analytical skill. Value internalization for all employees. Store Guru. Supervisory skills. Analytical kills and commercial acumen. Analytical skill and decision making. Interpersonal skill and effectiveness. Innovation and disruptive thinking.


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Customer Happiness including Selling Skills Band 1/2

Overview

Helps them to internalize the importance of customer is GOD andunderstand that customer delight is all about going the Extra Mileand creating unexpected delight. Provides them with techniques andstrategies to help them to drive sales by understanding andresponding to customer needs.

What They Will Learn ?

Who is there customer? Customer touch points (Moments of Truth)

Impact of behavior on service Elements of service Customer Buying Behavior Sales Process (Open to Close)

Why Should They Attend?

At the end of the workshop, they will get a clear understanding of the

concept of customer delight and how to ensure the same at all timesthrough pro-active behavior and closing a sale based on customerrequirements

Duration

3 days

.


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Band 1 Program (TL): Communication Skills

Overview

Equips them with skills to improve their verbal and non-verbalcommunication and highlights barriers to communication.

What they will learn?

How do they communicate? Non-verbal communication: Body language The communication process Barriers to communication Listening/ Probing

Positive language Effective written communication Giving clear instructions Feedback


At the end of the workshop, they will be able to understand the

importance of verbal and non-verbal communication and how toeliminate barriers. How to give clear instructions and feedbacktechniques

Duration

2 days

.


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Band 1 Program: Cashiering (Old & New POS)

Overview

Equips them to understand the entire cashiering process with anemphasis on providing customer delight.

What They Will Learn ?

Accepting merchandise, scanning and billing Troubleshooting Updating offers and promotions Back-end cash handling Cash retention standards

Cash till management

Why should they Attend?

At the end of the workshop, they will be to handle the cashieringequipment efficiently and adhere to the standard cashieringprocesses resulting in customer delight.

Duration

2 days


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Band 1 Program: Product Training - Level 2

Overview

Specific level 2 Product Training Including basics of VM and ProductHandling and Display for the following categories

Apparel Food General Merchandise Electronics Home

What they will learn?

Product Handling Display Basics Stacking Norms

Why Should They Attend ?

At the end of the workshop, they will have complete knowledge ofproducts USPs and the standard handling and display techniques.

Duration3 days


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Band 1 Programme: Gurukul

Overview

Gurukul will help them to develop self confidence and belief in theirself through a series of activities focusing on stress management andconfidence building

What They Will Learn?

Building openness and awakening dreams Personal effectiveness Overcoming obstacles Understanding others

Positive attitude Turning dreams into reality Celebrating potential Managing time effectively Stress management

Why Should They Attend ?

At the end of the workshop, they are ready to face challengingsituations more confidently and learn to work effectively with others

Duration

3 days


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Band 1 Programme: Analytical Skills (DSR Interpretation)

Overview

Equips them in gathering, analyzing and processing relevantinformation; identifying the root cause(s) or source(s) of the problemin order to generate alternative solutions or responses; determininghow well they are supported by the information. Helps participantsunderstand the implications of cost and improve the quality of theirdecision making.


Analyzing commercial data using the following process Understanding and analyzing the situation Evaluating alternatives Making a decision Monitoring and evaluating the outcome


At the end of the workshop, they will be able to interpret commercialdata in an organized fashion and make use of various tools foranalysis and action planning

Duration

2 days


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Value Internalization for All Employees

Overview

Value Internalization is a workshop designed to introduce the Values,Beliefs and Culture that form the corner stone of Future Group.During the workshop, they are introduced to the concept of retailingwhich is the core business of Future Group.


Preamble Introduction to retail Future Retail

Organization values. Belief Behavior Business Retail is Religion (Customer is Bhagvan) Change KARTA


At the end of the workshop, they will be able to imbibe and upholdorganizational beliefs and culture. It would also help them tounderstand their belief and behavior in relation to People, Products,Customers and Process.

Duration

1.5 days + 0.5 (For store management team only)


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Band 2 Programme: Store Guru

Overview

Covers the various aspects of facilitation skills. Introduces the Vikramand Vetal methodology of training .Helps them to gain anunderstanding of the factors that contribute to a successful trainingprogram.


Importance of Icebreakers Expectation Mapping Vikram and Vetal Training methodology

Storytelling as a training tool Pre-Training During Training Post Training


At the end of the workshop, they will be able to conduct training

sessions effectively. They will be able to successfully build knowledgelevels of the participants keeping in view the shop floor perspectiveand operational requirements.

Duration

3 days


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Band 2 Programme: Supervisory Skills

Overview

Helps them to make the transition into efficient and effectivesupervisors and equips you with all the skills required to not justmanage people but also harness potential.


Communication skills Clear instructions Coaching for performance Micro and macro-vision Delegation Conflict management Feedback Managing stress: Self and team Time management

Why They Should Attend?The programme will help them to develop their ability to supervise ateam by encompassing the following skills:

Team management. Delegation and effective feedback

Help them understand the keys to effective planning, prioritizing andbuilding productive relationships with other work groups

Duration

3 days


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Band 2 Programme: Analytical Skills & Commercial Acumen

Overview

Equips them in gathering, analyzing and processing relevantinformation; identifying the root cause(s) or source(s) of the problemin order to generate alternative solutions or responses; determininghow well they are supported by the information. Helps participantsunderstand the implications of cost and improve the quality of theirdecision making.


Analyzing commercial data using the following process: Understanding and analyzing the situation Evaluating alternatives Making a decision Monitoring and evaluating the outcome


At the end of the workshop, they will be able to interpret commercialdata in an organized fashion and make use of various tools foranalysis and action planning

Duration

2 days


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Band 2, 3 & 4 Programme: Interpersonal Skills and GroupEffectiveness

Overview

This workshop will help them to develop insights into their personality,how it can be perceived by others and also how other people feel,think and act.


Johari window Communication style grid Listening and barriers to listening

Non-verbal communication Communicating assertively Constructive feedback Team communication skills


At the end of the workshop, they will be able to a get a betterunderstanding of self which in turn will help them to relate with their

team and co-workers effectivelyDuration

2 days


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Band 3 Programme: Analytical Skills and Decision Making

Overview

Enables them to tackle decision making in a methodical andanalytical manner. It also deals with the EQ (emotional intelligence)element in decision making that takes into account the human aspect,long-term consideration and the understanding of emotions as apowerful tool in decision-making.


The analytical and decision making process What is the need Understanding and analyzing the situation Balancing facts with feelings Evaluating/identifying alternative Optimizing versus satisfying Monitoring and evaluating the outcome


This session will help them to develop their analytical skills and alsostrengthen your decision- making ability.

Duration

2 days


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Band 4 Programme: Innovation and Disruptive Thinking

Overview

To stimulate new ways of thinking so as to create a constant streamof fresh and original ideas.


Understand and utilise the 'process' of creativity Mind mapping Blending Right and Left Brain Thinking Lateral Thinking


This session will help them to understand and utilize the 'process' ofcreativity and learn tools like mind mapping. They will be able to lookat a situation creatively and come up with out of the box solutions.

Duration

2 days


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ResearchObjective


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Research Objective

To know human resource functions of Big Bazaar. To know training methods used in Big Bazaar.

Determining and evaluating the effectiveness of the trainingmethods ..

To know training and development can help store to achieve itstarget.

To know the performance appraisal system of Big Bazaar. To know the recruitment and selection procedure of Big Bazaar. To know benefits provided to employees.


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ResearchMethodology


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Research Methodology

The study is based on personal decision, interview schedules,documentary observation; the data has been collected from the

executives of the organization and through the published sources.The study is based on the outcomes of personal interviews anddocumentary observation. But the extreme care has been taken toinvolve the constructive suggestion from the executives. The successof research basically depends upon the method, which is adopted tosolve the research problem i.e.

A. To collect desired information and data in a systematic manner. B. Appropriate selection of method is necessary.


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Method of collection

Questionnaire:-

Questionnaire I have prepared consists of a number of questionsprinted or typed in definite order on a form. Questionnaire is filled byrespondents who are expected to read & understand the questions &write down the reply in the space meant for purpose in questionnaireitself. Questionnaire contains simple & straight forward questions forthe respondents.

Survey: -

Survey I have done is concerned with describing, recording,analyzing & interpreting conditions that either existed or exist.Surveys are example of field research.

Sample Unit:-

Sample size I have taken is the representative unit of the population.It is feasible to cover entire population so; the sample size taken 58.


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Source of Data

Primary Data :

Direct Personal Interview with my project guide at Big Bazaar Direct Oral Investigation, survey reports and other concerned

employees at Big Bazaar.

Secondary Data:

Published data about Future Group through newspapers,magazines, journals and books.

Company information from Future group official website.


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Data Analysis &

Interpretation


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DATA ANALYSIS & INTERPRETATION

1. Do you like your job and your organization where you work?

Interpretation

In the survey of 55 samples all employees like their job and thereorganization.

Employees

YesNo


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2. Did you get induction from company?

INTERPRETATION:

In the survey of 55 samples out of which 49% of the employees getinduction by the company.

Employees

Yes

No


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3. Are you aware of performance appraisal of the company?

INTERPRETATION

In survey of 55 samples 89% of employees are aware of performanceappraisal of the company.

Yes

No


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4. If you get an opportunity would you like to change yoursection?

INTERPRETATION

In survey of 55 samples 67% of the employee doesnt want to change

their section.

Employee

Yes

No


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5. Did you get salary at right time?

INTERPRETATION

In survey of 55 samples 100% employees said that they get salary atright time.

Employees

Yes

No


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6. Do you think your grievance are properly handled andredressed?

INTERPRETATION

In survey of 55 samples 89% of the employees said that theirgrievance are properly handled and redressed.

Employees

Yes

No


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7. Are aware of training program of the organization?

INTERPRETATION

In survey of 55 samples 83% of the employees know the trainingprogram of the organization.

Employees

Yes

NO


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8. Did you get any motivation from training program?

INTERPRETATION

In survey of 55 samples 90% of employees said that they getmotivation from company training and development program.

Employees

Yes

No


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9. Are you aware of your salary structure?

INTERPRETATION

In survey of 55 samples 81% of the employees know the salarystructure of the company.

Employees

Yes

No


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10. Are you getting any career development program by yourcompany?

INTERPRETATION

In survey of 55 samples 92% said they get career developmentprogram by company.

Employees

No

Yes


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11. Did you get any incentive when you achieve target?

INTERPRETATION

In survey of 55 samples 96% of the employees said they getincentive when they achieve target.

Yes

No


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12. Do you feel performance appraisal is motivating factor foryou?

Interpretation

In survey of 55 samples 87% of the employees said that they get

motivation from performance appraisal.

Employees

Yes

No


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Findings &

Suggestions


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SWOT Analysis

Strength Weakness

Employee is considering asbiggest asset of the company.

Regular training program. Salary is provided at right time. Good atmosphere to work. Policy followed by the

company is very good. Company is very strict about is

policy.

Training is provided to eachemployee but not in regularbasis.

Employee get bore by doingsame kind of work.

Salary is less and working houris more.

Lack of motivating factor.

Opportunities Threats

Targeting more employ ees fordevelopment.

Career progression byShiskha, seekho, PRISM

More training program foremployees.

Increase the standard ofmanpower.

Many competitors are there. Employee resists change by

company policy.


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Findings After Data Analysis & Interpretation, I find that:-

100% of the employees like their job and organization. 89% of the employees are aware of performance appraisal of

the company. 67% of the employee doesnt want to change their section. 100% of the employee said that they get salary at right time. 89% of the employee said their grievance are properly handled

and redressed. 83% of the employees are aware of the training program of the

Organization.

90% of the employee said that get motivation from the training. 81% of the employees are aware of their salary structure. 92% said they are getting career development program by their

company. 96% of the employees said they get incentive when they

achieve their target. 87% of the employees said they get motivation from

performance appraisal.

Apart from this my finds are:

Department manager and team member daily try to achievetheir target.

Employees are happy with atmosphere of the Big Bazaar. Employees like the work environment of the company.


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Suggestions

Company should more focus on the training program of theemployees.

Training should be provided in every quarterly to eachemployee.

Training provided by the store Guru should be moremotivational.

Employees performance improvement should be judge aftertraining program.

Employees section should keep on changing. Quality of manpower should increase. In store training should be provided by trained trainer. Induction should be given every employee.


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Conclusion


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Conclusion

Future Group promises a glowing future for itself and the countrysdevelopment in order to improve the benefit and the standard of living

of the people of the state and the country. The company is reachingout to all the sections of the society as it is creating a hypermarketwhere not only the rich people shop but also the middle and the lowerclass customer come to enjoy the whole shopping experience. After45 days of vocational training I came to the conclusion that theemployees of the future group are satisfied with their training anddissatisfied in few other areas.


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The Cases of satisfaction are

Employees are satisfied with the training and developmentprogram.

Employees are satisfied with their work environment. Employees are satisfied with the facilities there provided at the

time of training.


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The Cases of dissatisfaction are

Employees feel that job they do is repetitive. Work pressure is more.

Working Hour is more.


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BIBLIOGRAPHY

&

WEBLIOGRAPHY


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BIBLIOGRAPHY & WEBLIOGRAPHY

BIBLIOGRAPHY

Essentials of Human Resource Management

And industrial Relation: P.Subba Rao

Training and Development of Employees: Raymond

A.Noe

WEBLIOGRAPHY

www.citehr.com

www.futuregroup.com

www.futurebytes.com

www.managementparadise.com
http://www.citehr.com/http://www.citehr.com/http://www.futuregroup.com/http://www.futuregroup.com/http://www.futurebytes.com/http://www.futurebytes.com/http://www.managementparadise.com/http://www.managementparadise.com/http://www.managementparadise.com/http://www.futurebytes.com/http://www.futuregroup.com/http://www.citehr.com/


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ANNEXURE


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QUESTIONNAIRE

1. Name:________________________________________

2. Phone no:__________________________________________

3. Email:_______________________________________________

4. Address:______________________________________________

5. Gender: Female Male

6. Designation & Band: ____________________________________

7. Experience in future group: ______ Years ______ Months

8. Do you like your job and your organization where you work?

i) Yes ii) No

9. Did you get induction from company?

i) Yes ii) No

10. Are you aware of performance appraisal of the company?

i) Yes ii) No11. If you get an opportunity would you like to change your section?

i) Yes ii) No

12. Did you get salary at right time?

i) Yes ii) No

13. Do you think your grievance are properly handled and redressed?

i) Yes ii) No

14. Are aware of training program of the organization?

i) Yes ii) No


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15. Did you get any motivation from training program?

i) Yes ii) No

16. Are you aware of your salary structure?

i) Yes ii) No

17. Are you getting any career development program by yourcompany?

i) Yes ii) No

18. Did you get any incentive when you achieve target?

i) Yes ii) No19. Do you feel performance appraisal is motivating factor for you?

i) Yes ii) No

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