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8/3/2019 Employee Retention BB
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A STUDY ON EMPLOYER EMPLOYEE RETENTION IN
BIG BAZAATR, CHENNAI.
Submitted in partial fulfillment of the requirement for the award
Of the degree of Master of Business Administration
by
R.ABINAYA
(Reg No: 2K10MBA02)
Under the guidance of
Ms.S.PadmaPraba MBA. M.PHIL
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DEPARTMENT OF MANAGEMENT STUDIES
FATIMA COLLEGE (AUTONOMOUS)
(COLLEGE WITH POTENTIAL FOR EXCELLENCE)
RE-ACCREDITTED WITH A GRADE BY NAAC
MARY LAND
MADURAI-625018
BONAFIDE CERTIFICATE
This is to certify that the project work entitled A Study on employee retention in
BIG BAZAAR, Chennai, is a bonafide record of work done by R.ABINAYA (Reg. No.
2K10MBA02) submitted in partial fulfillment of the requirement for the Degree of
Master of Business Administration, 2010-2012.
Signature of the Faculty Guide Signature of the Head
(Ms.S.PadmaPraba, B.com,MBA., ) (Dr. Mrs. P. Uma, B.E., MBA,)
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FATIMA COLLEGE (AUTONOMOUS)
DEPARTMENT OF MANAGEMENT STUDIES
MARY LAND
MADURAI-625018.
R.ABINAYA
(Reg No: 2K10MBA02)
DECLARATION
I hereby declare that the project done under the title A Study on employees
retention in Big Bazaar, vadapalani, chennai submitted for the award of the degree of
Master of Business Administration is my original work and that no part of this report has
been submitted fully or partly for any other recognition earlier.
Signature of Candidate
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ACKNOWLEDGEMENT
First and foremost, I thank and praise almighty for his guidance and protection
throughout the course of our study.
It is a great pleasure to acknowledge my sincere thanks to Dr. Sr. Jospin Nirmala
Mary, Principal, Fatima College, and Madurai for her motivation to carry out the course
of study.
It is a great pleasure to acknowledge my sincere thanks to Sr. Celine Sahaya
Mary, Vice Principal, Fatima College, Madurai for her valuable support and guidance.
I convey my heartfelt thanks to beloved head of the department Dr. P. Uma for
her constant support, co-operation and timely direction.
I wish to express my gratitude to the faculty guide Ms. S.Padmapraba, Dept of
Management Studies for her encouragement and assistance for completing this project..
I am greatly indebted to my guide Mr.N.Somu, - People officer of Big Bazaar
vadapalani, Chennai for his patient approach and for providing all the necessary
assistance needed for the project.
I wish to express my gratitude to all the staff members in the Department of
Management Studies for their encouragement for completing this project.
Finally I thank my teachers, respondents, friends and parents who helped us in
completing the project successfully
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CONTENT
S.NO PARTICULARS
PAGE NO
1.
Introduction
2. Company profile
3. Industry profile
4. Objective of the study
5. Scope of the study
6. Limitation of the study
7. Review of Literature
8. Research Methodology
9. Data Analysis and Interpretation
10. Findings
11. . Suggestions
12. Conclusion
13. Bibliography
14. Annexure
LIST OF TABLES
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S.No TABLES PAGE NO1 The number of respondents based on the gender
2 Based on the age of the respondents
3 The number of respondents based on the experience
4The number of respondents depending on the income
5 salary and compensation
6 Table showing Leave benefits
7 Table shows about the health related benefits
8 Table showing the Long term care insurance
9 Table showing data about the tuition reimbursement
10 Table showing the respondents of Deferred compensation
11 Table to represent data about the Employee Assistant Program
12 Table shows about the alternative work schedule
13Table showing the respondents of the mentoring
14 Table showing the help with career planning
15 Table showing the respondents rewards and recognition
16 Table showing the respondents job rotation and newassignments
17 Table shows about the employee suggestion program
18 Table shows about the training opportunities
19 Table showing the respondents about the performance appraisal
20 Table showing about the Employees in my organization are
treated with fairness and respect.
21 Table shows about the Supervisors spend a good deal of timelistening to employees ideas
22 Table showing the respondents job is secured
23 Table shows about the Employees doing their job independently
24 Table showing about the Satisfaction about the fringe benefits
25 Table showing the respondents Employees satisfied with theirrelationship with colleagues
26 Table showing the respondents The superior is helpful togetting their job done
27 Table showing about the opportunity for promotion is good28 Table showing the respondents the opportunity for promotion is
good
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LIST OF CHARTS
S.No CHARTS PAGE NO1 Chart showing the number of respondents based on the gender.
2 Chart showing the respondents age group of respondents
3 Chart showing the years experience of the respondents.
4 Chart showing the income level of the employees
5 Chart showing the salary and compensation6 Chart showing Leave benefits
7 Chart shows about the health related benefits
8 Chart showing the Long term care insurance
9 Chart showing data about the tuition reimbursement
10 Chart showing the respondents of Deferred compensation
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11 Chart to represent data about the Employee Assistant Program
12 Chart shows about the alternative work schedule
13 Chart showing the respondents of the mentoring
14 Chart showing the help with career planning
15Chart showing the respondents rewards and recognition
16 Chart showing the respondents job rotation and newassignments
17 Chart shows about the employee suggestion program
18 Chart shows about the training opportunities
19 Chart showing the respondents about the performance appraisal
20 Chart showing about the Employees in my organization are
treated with fairness and respect.
21 Chart shows about the Supervisors spend a good deal of timelistening to employees ideas
22 Chart showing the respondents job is secured23 Chart shows about the Employees doing their job independently
24 Chart showing about the Satisfaction about the fringe benefits
25 Chart showing the respondents Employees satisfied with theirrelationship with colleagues
26 Chart showing the respondents The superior is helpful togetting their job done
27 Chart showing about the opportunity for promotion is good
28 Chart showing the respondents the opportunity for promotion is
good
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1.1 INTRODUCTION TO THE STUDY
Retail consists of the sale of physical goods or merchandise from a fixed
location, such as a department store,boutique orkiosk, or by mall, in small or
individual lots for direct consumption by the purchaser.[1] Retailing may include
subordinated services, such as delivery. Purchasers may be individuals or
businesses. In commerce, a "retailer" buys goods orproducts in large quantities
from manufacturers orimporters, either directly or through a wholesaler, and then
sells smaller quantities to the end-user. Retail establishments are often called
shops or stores. Retailers are at the end of the supply chain.
Manufacturing marketers see the process of retailing as a necessary part of their
overall distribution strategy. The term "retailer" is also applied where a service
provider services the needs of a large number of individuals, such as apublic
utility, like electric power.
Shops may be on residential streets, shopping streets with few or no houses
or in a shopping mall. Shopping streets may be forpedestrians only. Sometimes a
shopping street has a partial or full roofto protect customers fromprecipitation.
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http://en.wikipedia.org/wiki/Saleshttp://en.wikipedia.org/wiki/Department_storehttp://en.wikipedia.org/wiki/Boutiquehttp://en.wikipedia.org/wiki/Kioskhttp://en.wikipedia.org/wiki/Consumption_(economics)http://en.wikipedia.org/wiki/Retail#cite_note-fas-0http://en.wikipedia.org/wiki/Commercehttp://en.wikipedia.org/wiki/Product_(business)http://en.wikipedia.org/wiki/Manufacturinghttp://en.wikipedia.org/wiki/Importhttp://en.wikipedia.org/wiki/Wholesalehttp://en.wikipedia.org/wiki/End-userhttp://en.wikipedia.org/wiki/Supply_chainhttp://en.wikipedia.org/wiki/Marketinghttp://en.wikipedia.org/wiki/Distribution_(business)http://en.wikipedia.org/wiki/Public_utilityhttp://en.wikipedia.org/wiki/Public_utilityhttp://en.wikipedia.org/wiki/Electric_powerhttp://en.wikipedia.org/wiki/Shopping_mallhttp://en.wikipedia.org/wiki/Pedestrianhttp://en.wikipedia.org/wiki/Roofhttp://en.wikipedia.org/wiki/Precipitation_(meteorology)http://en.wikipedia.org/wiki/Saleshttp://en.wikipedia.org/wiki/Department_storehttp://en.wikipedia.org/wiki/Boutiquehttp://en.wikipedia.org/wiki/Kioskhttp://en.wikipedia.org/wiki/Consumption_(economics)http://en.wikipedia.org/wiki/Retail#cite_note-fas-0http://en.wikipedia.org/wiki/Commercehttp://en.wikipedia.org/wiki/Product_(business)http://en.wikipedia.org/wiki/Manufacturinghttp://en.wikipedia.org/wiki/Importhttp://en.wikipedia.org/wiki/Wholesalehttp://en.wikipedia.org/wiki/End-userhttp://en.wikipedia.org/wiki/Supply_chainhttp://en.wikipedia.org/wiki/Marketinghttp://en.wikipedia.org/wiki/Distribution_(business)http://en.wikipedia.org/wiki/Public_utilityhttp://en.wikipedia.org/wiki/Public_utilityhttp://en.wikipedia.org/wiki/Electric_powerhttp://en.wikipedia.org/wiki/Shopping_mallhttp://en.wikipedia.org/wiki/Pedestrianhttp://en.wikipedia.org/wiki/Roofhttp://en.wikipedia.org/wiki/Precipitation_(meteorology)8/3/2019 Employee Retention BB
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Online retailing, a type ofelectronic commerce used for business (B2C)
transactions and mail order, are forms of non-shop retailing.
Shopping generally refers to the act ofbuying products. Sometimes this is
done to obtain necessities such as food and clothing; sometimes it is done as
a recreational activity. Recreational shopping often involves window shopping
(just looking, not buying) and browsing and does not always result in a purchase.
ETYMOLOGY
Retail comes from the Old French word tailer (compare modern
French retailler), which means "to cut off, clip, pare, divide" in terms of tailoring
(1365). It was first recorded as a noun with the meaning of a "sale in small
quantities" in 1433 (from the Middle French retail, "piece cut off, shred, scrap,
paring").[2] Like the French, the word retail in both Dutch and German
(detailhandel and Einzelhandel, respectively) also refers to the sale of small
quantities of items.
TYPES OF RETAIL OUTLETS
A marketplace is a location where goods and services are exchanged. The
traditional market square is a city square where traders set up stalls and buyers
browse the merchandise. This kind of market is very old, and countless such
markets are still in operation around the whole world.
In some parts of the world, the retail business is still dominated by small family-
run stores, but this market is increasingly being taken over by large retail chains.
Retail is usually classified by type of products as follows:
Food products
Hard goods ("hard-line retailers") - appliances, electronics, furniture,
sporting goods, etc.
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Soft goods - clothing, apparel, and other fabrics.
There are the following types of retailers by marketing strategy:
Department stores - very large stores offering a huge assortment of "soft"
and "hard goods; often bear a resemblance to a collection of specialty stores. A
retailer of such store carries variety of categories and has broad assortment at
average price. They offer considerable customer service.
Discount stores - tend to offer a wide array of products and services, but
they compete mainly on price offers extensive assortment of merchandise at
affordable and cut-rate prices. Normally retailers sell less fashion-oriented
brands.
Warehouse stores - warehouses that offer low-cost, often high-quantity
goods piled on pallets or steel shelves; warehouse clubs charge a membership
fee;
Variety stores - these offer extremely low-cost goods, with limited
selection;
Demographic - retailers that aim at one particular segment (e.g., high-end
retailers focusing on wealthy individuals).
Mom-And-Pop: is a retail outlet that is owned and operated by individuals.
The range of products are very selective and few in numbers. These stores are
seen in local community often are family-run businesses. The square feet area
of the store depends on the store holder.
Specialty stores: A typical specialty store gives attention to a particular
category and provides high level of service to the customers. A pet store thatspecializes in selling dog food would be regarded as a specialty store.
However, branded stores also come under this format. For example if a
customer visits a Reebok or Gap store then they find just Reebok and Gap
products in the respective stores.
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General store - a rural store that supplies the main needs for the local
community;
Convenience stores: is essentially found in residential areas. They provide
limited amount of merchandise at more than average prices with a speedycheckout. This store is ideal for emergency and immediate purchases.
Hypermarkets: provides variety and huge volumes of exclusive
merchandise at low margins. The operating cost is comparatively less than
other retail formats.
Supermarkets: is a self service store consisting mainly of grocery and
limited products on non food items. They may adopt a Hi-Lo or an EDLP
strategy for pricing. The supermarkets can be anywhere between 20,000 and
40,000 square feet (3,700 m2). Example: SPAR supermarket.
Malls: has a range of retail shops at a single outlet. They endow with
products, food and entertainment under a roof.
Category killers or Category Specialist: By supplying wide assortment in a
single category for lower prices a retailer can "kill" that category for other
retailers. For few categories, such as electronics, the products are displayed at
the centre of the store and sales person will be available to address customer
queries and give suggestions when required. Other retail format stores are
forced to reduce the prices if a category specialist retail store is present in the
vicinity.
E-tailers: The customer can shop and order through internet and the
merchandise are dropped at the customer's doorstep. Here the retailers use drop
shipping technique. They accept the payment for the product but the customer
receives the product directly from the manufacturer or a wholesaler. This
format is ideal for customers who do not want to travel to retail stores and are
interested in home shopping. However it is important for the customer to be
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wary about defective products and non secure credit card transaction.
Example: Amazon, Pennyful and Ebay.
Vending Machines: This is an automated piece of equipment wherein
customers can drop in the money in machine and acquire the products.
Some stores take a no frills approach, while others are "mid-range" or "high end",
depending on what income level they target.
Other types of retail store include:
Automated Retail stores are self service, robotic kiosks located in airports,
malls and grocery stores. The stores accept credit cards and are usually open
24/7. Examples include ZoomShops andRedbox.
Big-box stores encompass larger department, discount, general
merchandise, and warehouse stores.
Convenience store - a small store often with extended hours, stocking
everyday or roadside items;
General store - a store which sells most goods needed, typically in a rural
area;
Retailers can opt for a format as each provides different retail mix to its customers
based on their customer demographics, lifestyle and purchase behaviour. A good
format will lend a hand to display products well and entice the target customers to
spawn sales.
RETAIL PRICING
Thepricing technique used by most retailers is cost-plus pricing. This involves
adding a mark-up amount (or percentage) to the retailer's cost. Another common
technique is suggested retail pricing. This simply involves charging the amount
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suggested by the manufacturer and usually printed on theproduct by the
manufacturer.
In Western countries, retailprices are often calledpsychological prices or odd
prices. Often prices are fixed and displayed on signs or labels. Alternatively, when
prices are not clearly displayed, there can beprice discrimination, where the sale
price is dependent upon who the customer is. For example, a customer may have
to pay more if the seller determines that he or she is willing and/or able to.
Another example would be the practice of discounting for youths, students, or
senior citizens..
TRANSFER MECHANISM
There are several ways in which consumers can receive goods from a retailer:
Counter service, where goods are out of reach of buyers and must be
obtained from the seller. This type of retail is common for small expensive
items (e.g. jewelry) and controlled items like medicine and liquor. It was
common before the 1900s in the United States and is more common in certain
countries like India.[which?]
Delivery, where goods are shipped directly to consumer's homes or
workplaces. Mail orderfrom a printed catalog was invented in 1744 and was
common in the late 19th and early 20th centuries. Ordering by telephone is
now common, either from a catalog, newspaper, television advertisement or a
local restaurant menu, for immediate service (especially forpizza
delivery). Direct marketing, including telemarketing and television shopping
channels, are also used to generate telephone orders. Started gaining
significant market share in developed countries in the 2000s.
Door-to-doorsales, where the salesperson sometimes travels with the goods
for sale.
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http://en.wikipedia.org/wiki/Product_(business)http://en.wikipedia.org/wiki/Pricehttp://en.wikipedia.org/wiki/Psychological_pricinghttp://en.wikipedia.org/wiki/Price_discriminationhttp://en.wikipedia.org/wiki/Counter_servicehttp://en.wikipedia.org/wiki/Wikipedia:Avoid_weasel_wordshttp://en.wikipedia.org/wiki/Delivery_(commerce)http://en.wikipedia.org/wiki/Mail_orderhttp://en.wikipedia.org/wiki/Telephonehttp://en.wikipedia.org/wiki/Television_advertisementhttp://en.wikipedia.org/wiki/Menuhttp://en.wikipedia.org/wiki/Pizza_deliveryhttp://en.wikipedia.org/wiki/Pizza_deliveryhttp://en.wikipedia.org/wiki/Direct_marketinghttp://en.wikipedia.org/wiki/Telemarketinghttp://en.wikipedia.org/wiki/Shopping_channelhttp://en.wikipedia.org/wiki/Shopping_channelhttp://en.wikipedia.org/wiki/Door-to-doorhttp://en.wikipedia.org/wiki/Product_(business)http://en.wikipedia.org/wiki/Pricehttp://en.wikipedia.org/wiki/Psychological_pricinghttp://en.wikipedia.org/wiki/Price_discriminationhttp://en.wikipedia.org/wiki/Counter_servicehttp://en.wikipedia.org/wiki/Wikipedia:Avoid_weasel_wordshttp://en.wikipedia.org/wiki/Delivery_(commerce)http://en.wikipedia.org/wiki/Mail_orderhttp://en.wikipedia.org/wiki/Telephonehttp://en.wikipedia.org/wiki/Television_advertisementhttp://en.wikipedia.org/wiki/Menuhttp://en.wikipedia.org/wiki/Pizza_deliveryhttp://en.wikipedia.org/wiki/Pizza_deliveryhttp://en.wikipedia.org/wiki/Direct_marketinghttp://en.wikipedia.org/wiki/Telemarketinghttp://en.wikipedia.org/wiki/Shopping_channelhttp://en.wikipedia.org/wiki/Shopping_channelhttp://en.wikipedia.org/wiki/Door-to-door8/3/2019 Employee Retention BB
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Self-service, where goods may be handled and examined prior to purchase
SECOND HAND RETAIL
Some shops sell second-hand goods. In the case of a non-profit shop, the public
donates goods to the shop to be sold. In give-away shops goods can be taken for
free.
Another form is thepawnshop, in which goods are sold that was used as collateral
for loans. There are also "consignment" shops, which are where a person can place
an item in a store and if it sells, the person gives the shop owner a percentage of
the sale price. The advantage of selling an item this way is that the established
shop gives the item exposure to more potential buyers.
CHALLENGES
To achieve and maintain a foothold in an existing market, a prospective retail
establishment must overcome the following hurdles:
Regulatory barriers including
Restrictions on real estate purchases, especially as imposed by local
governments and against "big-box" chain retailers;
Restrictions on foreign investment in retailers, in terms of both absolute
amount of financing provided and percentage share of voting stock
(e.g., common stock) purchased;
Unfavorable taxation structures, especially those designed to penalize or
keep out "big box" retailers (see "Regulatory" above);
Absence of developed supply chain and integrated IT management;
High competitiveness among existing market participants and resulting
lowprofit margins, caused in part by
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Constant advances in product design resulting in constant threat of product
obsolescence and price declines for existing inventory; and
Lack of properly educated and/or trained work force, often including
management, caused in part by
Lack ofeducational infrastructure enabling prospective market entrants to
respond to the above challenges.
SALES TECHNIQUES
Behind the scenes at retail, there is another factor at work. Corporations and
independent store owners alike are always trying to get the edge on their
competitors. One way to do this is to hire a merchandising solutions company to
design custom store displays that will attract more customers in a certain
demographic. The nation's largest retailers spend millions every year on in-store
marketing programs that correspond to seasonal and promotional changes. As
products change, so will a retail landscape. Retailers can also
use facing techniques to create the look of a perfectly stocked store, even when it
is not.
A destination store is one that customers will initiate a trip specifically to
visit, sometimes over a large area. These stores are often used to "anchor" a
shopping mall or plaza, generating foot traffic, which is capitalized upon by
smaller retailers.
CUSTOMER SERVICE
Customer service is the "sum of acts and elements that allow consumers to
receive what they need or desire from your retail establishment." It is important for
a sales associate to greet the customer and make himself available to help the
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customer find whatever he needs. When a customer enters the store, it is important
that the sales associate does everything in his power to make the customer feel
welcomed, important, and make sure he leave the store satisfied. Giving the
customer full, undivided attention and helping him find what he is looking for willcontribute to the customer's satisfaction.
STATISTICS FOR NATIONAL RETAIL SALES
United States
The Retail Sales report is published every month. It is a measure ofconsumer
spending, an important indicator of the US GDP. Retail firms provide data on the
dollar value of their retail sales and inventories. A sample of 12,000 firms is
included in the final survey and 5,000 in the advanced one. The advanced
estimated data is based on a subsample from the US CB complete retail & food
services sample. It has been published by the US Census Bureau since 1951.
CONSOLIDATION
Among retailers and retails chains a lot of consolidation has appeared over the last
couple of decades. Between 1988 and 2010, worldwide 40'788 mergers &
acquisitions with a total known value of 2'255 bil. USD have been announced.
[5] The largest transactions with involvement of retailers in/from the United States
have been: the acquisition ofAlbertson's Inc. for 17 bil. USD in 2006,[6] the
merger between Federated Department Stores Inc with May Department
Stores valued at 16.5 bil. USD in 2005[7] - now Macy's, and the merger
between Kmart Holding Corp and Sears Roebuck & Co with a value of 10.9 bil.
USD in 2004.
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COMPANY PROFILE
C
Big Bazaar is a chain ofhypermarket in India. Currently,[when?] there are
210 stores across 80 cities and towns in India. Big Bazaar is designed as an
agglomeration of bazaars or Indian markets with clusters offering a wide range of
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merchandise including fashion and apparels, food products, general merchandise,
furniture, electronics, books, fast food and leisure and entertainment sections.
Big Bazaar is part ofFuture Group, which also owns the Central
Hypermarket, and is owned through a wholly owned subsidiary ofPantaloon
Retail IndiaLimited(BSE: 523574 523574), that is listed on Indian stock
exchanges.
HISTORY
Big Bazaar was launched in September, 2001 with the opening of its first
four stores in Calcutta,Indore, Bangalore and Hyderabad in 22 days. Within a
span of ten years, there are now 150 Big Bazaar stores in 80 cities and towns
across India.
Big Bazaar was started by Kishore Biyani, the Group CEO and Managing
Director of Pantaloon Retail. Though Big Bazaar was launched purely as a fashion
format including apparel, cosmetics, accessory and general merchandise, over the
years Big Bazaar has included a wide range of products and service offerings
under their retail chain. The current format includes Big Bazaar, Food Bazaar,
Electronic Bazaar and Furniture Bazaar.
OPERATIONS
Most Big Bazaar stores are multi-level and are located in stand-alone
buildings in city centers as well as within shopping malls. These stores offer over
200,000 SKUs in a wide range of categories led primarily by fashion and food
products.
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Food Bazaar, a supermarket format was incorporated within Big Bazaar in
2002 and is now present within every Big Bazaar as well as in independent
locations. A typical Big Bazaar is spread across around 50,000 square feet
(4,600 m
2
) of retail space. While the larger metropolises have Big Bazaar Familycentres measuring between 75,000 square feet (7,000 m2) and 160,000 square feet
(15,000 m2), Big Bazaar Express stores in smaller towns measure around 30,000
square feet (2,800 m2).
Big Bazaar has the facility to purchase products online through its official
web page, and offers free shipping on some of their products.
INNOVATION
WEDNESDAY BAZAAR
Big Bazaar introduced the Wednesday Bazaar concept and promoted it as
Hafte Ka Sabse Sasta Din. It was mainly to draw customers to the stores on
Wednesdays, when least number of customers are observed. According to the
chain, the aim of the concept is "to give home makers the power to save the most
and even the stores in the city don a fresh look to make customers feel that it is
their day".
MAHA BACHAT
Maha Bachat was started off in 2006 as a single day campaign with
attractive promotional offers across all Big Bazaar stores. Over the years it has
grown into a 6 days biannual campaign. It has attractive offers in all its value
formats such as Big Bazaar, Food Bazaar, Electronic Bazaar and Furniture Bazaar
- catering to the entire needs of a consumer.
TIME LINE
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2001 Three Big Bazaar stores launched within a span of 22 days in Kolkata,
Bangalore and Hyderabad
2002 Big Bazaar - ICICI Bank Card is launched. Food Bazaar becomes part of
Big Bazaar with the launch of the first store in Mumbai at High Street Phoenix2003 Big Bazaar enters Tier II cities with the launch of the store in Nagpur. Big
Bazaar welcomes its 10 million-th customer at its new store in Gurgaon
2004 Big Bazaar wins its first award and national recognition. Big Bazaar and
Food Bazaar awarded the countrys most admired retailer award in value retailing
and food retailing segment at the India Retail Forum. A day before Diwali, the
store at Lower Parel becomes the first to touch Rs 10 million turnover on a single
day
2005 Initiates the implementation of SAP and pilots a RFID project at its central
warehouse in Tarapur. Launches a unique shopping program: the Big Bazaar
Exchange Offer, inviting customers to exchange household junk at Big Bazaar.
Electronic Bazaar and Furniture Bazaar are launched
2006 Mohan Jadhav sets a national record at Big Bazaar Sangli with a Rs
1,37,367 shopping bill. The Sangli farmer becomes Big Bazaars largest ever
customer. Big Bazaar launches Shakti, Indias first credit card program tailored for
housewives. Navaras the jewellery store launched within Big Bazaar stores
2007 The 50th Big Bazaar store is launched in Kanpur. Big Bazaar partners with
Futurebazaar.com to launch India's most popular shopping portal. Big Bazaar
initiates the Power of One campaign to help raise funds for the Save The Children
India Fund Pantaloon Retail wins the International Retailer of the Year at US-
based National Retail Federation convention in New York and Emerging Retailer
of the Year award at the World Retail Congress held in Barcelona.
2008 Big Bazaar becomes the fastest growing hypermarket format in the world
with the launch of its 101st store within 7 years of launch. Big Bazaar dons a new
look with a fresh new section, Fashion@Big Bazaar. Big Bazaar joins the league
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of Indias Business Superbrands. It is voted among the top ten service brands in
the country in the latest Pitch-IMRB international survey.
2009 Big Bazaar opens its second store in Assam at Tinsukia. Big Bazaar
initiates Maha Annasantarpane program at its stores in South India a uniqueinitiative to offer meals to visitors and support local social organizations. Big
Bazaar captures almost one-third share in food and grocery products sold through
modern retail in India.
2010 Future Value Retail Limited is formed as a specialized subsidiary to
spearhead the groups value retail business through Big Bazaar, Food Bazaar and
other formats. Big Bazaar wins CNBC Awaaz Consumer Awards for the third
consecutive year. Adjudged the most preferred Most Preferred Multi Brand Food
& Beverage Chain, Most Preferred Multi Brand Retail Outlet and Most Preferred
Multi Brand One Stop Shop. Big Bazaar connects over 30,000 small and medium
Indian manufacturers and entrepreneurs with around 200 million customers
visiting its stores. Big Bazaar opens its third store in Kanpurat Z Square Mall. Big
Bazaar should opens its fourth store in Kanpurat Jajmau which is the largest
leather tannery garrison of Asia.
OUR VISION
Future Group shall deliver Everything, Everywhere, Every time for Every
Indian Consumer in the most profitable manner.
OUR MISSION
We share the vision and belief that our customers and stakeholders shall be
served only by creating and executing future scenarios in the consumptionspace leading to economic development.
We will be the trendsetters in evolving delivery formats, creating retail
realty, making consumption affordable for all customer segments for
classes and for masses.
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We shall infuse Indian brands with confidence and renewed ambition.
We shall be efficient, cost- conscious and committed to quality in whatever
we do.
We shall ensure that our positive attitude, sincerity, humility and united
determination shall be the driving force to make us successful.
CORE VALUES
Indian ness: confidence in ourselves.
Leadership: to be a leader, both in thought and business.
Respect & Humility: to respect every individual and be humble in our
conduct.
Introspection: leading to purposeful thinking.
Openness: to be open and receptive to new ideas, knowledge and
information.
Valuing and Nurturing Relationships: to build long term relationships.
Simplicity & Positivity: Simplicity and positivism 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.
SWOT Analysis
Strengths:
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Highbrand equity enjoyed by Big Bazaar
State of the art infrastructure
A vast variety of stuff available under one roof
Everyday low prices, which attract customers
Maximum percent of footfalls converted in sales
Huge investment capacity
Biggest value retail chain in India
It offers a family shopping experience, where entire family can visit
together.
Available facilities such as online booking and delivery of goods
Weakness:
Unable to meet store opening targets on time
Falling revenue per sq ft
General perception: Low price = Low quality
Overcrowded during offers
Long lines at billing counters which are time consuming
Limited only to value offering low price products.
A no of branded products are still missing from Big Bazaars line of
products. E.g. Jockey, Van heusen,
Opportunity:
A lot of scope in Indian organized retail as it stands at approximately 4%.
Increasing mall culture in India.
More people these days prefer to visit big stores where they can find large
variety under one roof
Threats:
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Competition from other value retail chains such as Shoprite, Reliance
(Fresh and trends), Hyper city and D mart.
Unorganized retail also appears to be a threat to Big Bazaars business. A
large population still prefers to visit local convenient stores for dailypurchases
Changing Government policies
International players looking to foray India
OBJECTIVES OF THE STUDY
To find the factors that influence employee retention
To find the factors which motivates the employee to retain in
organization
To make recommendation for future research.
PRIMARY OBJECTIVE:
To identify the factors influencing participation in employee retention
activities.
SECONDARY OBJECTIVE:
To identify the employees expectation from the rewards andrecognition system.
To ascertain the motivational drivers that help to create a retain
workplace.
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SCOPE OF THE STUDY
The scope of the study includes:
1. To understand the relationship between the employer and employees.
2. This study is helpful to the organization for conducting further research.
3. It is helpful for the organization to understand the employee relationship regarding
human resource practices in the organization.
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1.6 LIMITATIONS OF THE STUDY:
1. The findings of the study are subjected to bias and prejudice of the respondents.
2. Area of the study is confined to the employees in Big Bazaar vadapalani only.
3. Time factor can be considered as a main limitation.
4. The findings of the study are solely based on the information provided by the
respondents.
5. The accuracy of findings is limited by the accuracy of statistical tools used for
analysis.
6. Findings of the research may change due to area, age condition of economy etc.
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REVIEW OF LITERATURE
A literature review is a body of text that aims to review the critical points of
current knowledge including substantive findings as well as theoretical and
methodological contributions to a particular topic.
EMPLOYEE RETENTION:
1) Employers have a need to keep employees from leaving and going to work for
other companies. This is true because of the great costs associated with hiring and
retraining new employees. The best way to retain employees is by providing them
with job satisfaction and opportunities for advancement in their careers
(Eskildesen 2000, Hammer 2000).
2) Employees that are satisfied and happy in with their jobs are more dedicated in
doing a good job and taking care of customers that sustain the operation. Job
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satisfaction is something that working people seek and a key element of employee
retention (Marini 2000; Denton 2000).
3) Research has shown that there may be many environmental features that canbe created and maintained to give employees job satisfaction. Pay and benefits,
communication, motivation ,justice and leisure time all seem to play a part as to
whether employees are satisfied with their jobs, according to studies which helps
to retain employees. (Brewer 2000; Employee 2000; Money 2000; Wagner 2000).
4) The employees are extremely crucial to the organisation since their value to the
organization is essentially intangible and not easily replicated Meaghan et al.
(2002). Therefore, managers must recognize that employees as major contributors
to the efficient achievement of the organizations success (Abbasi et al. (2000)).
5) Employee engagement, the organizations capacity to engage, retain, and
optimize the value of its employees hinges on how well jobs are designed, how
employees' time is used, and the commitment and support that is
shown to employees by the management would motivate employees to stay in
organizations (Johnson et al (2000)).
6) Knowledge accessibility, the extent of the organisations collaborativeness and
its capacity for making knowledge and ideas widely available to employees,would
make employees to stay in the organisation. Sharing of information should be
made at all levels of management.This accessibility of information would lead to
strong performance from the employees and creating strong corporate culture
Meaghan et al. (2002).
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7) Workforce optimization, the organisations success in optimizing the
performance of the employees by establishing essential processes for getting work
done, providing good working conditions, establishing accountability and making
good hiring choices would retain employees in their organisation. (Badawy, 1988;Basta and Johnson, 1989; Garden, 1989; Parden, 1981; Sherman, 1986).
3.1 RESEARCH METHODOLOGY
Research methodology is the systematic way to solve the research problem. It
gives an idea about various steps adopted by the researcher in a systematic manner with
an objective to determine various manners.
RESEARCH DESIGN:
The Research design is purely and simply the framework of plan for a study that
guides the collection and analysis of data. Descriptive Research design was used for this
research
DATAUSED:
The type of data collected comprises of Primary data and Secondary data.
Primary data is the first hand data collected from the employer and employee. It was
collected through questionnaire.
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Secondary data for the study has been compiled from the reports and official
publication of the organization, which have been helped in getting an insight of the
present scenario existing in the operation of the company.
RESEARCH INSTRUMENT:
The method used for data collection was questionnaire method. The
questionnaire is a structured one. It was a mixture of close ended and multiple choices.
POPULATION SIZE:
The population size is 100
SAMPLE SIZE:
The size of the sample is 25
SAMPLING TECHNIQUE:
The technique adopted here is the probability sampling, simple random sampling
was adopted.
The Statistical tools applied
1. Chi-Square Test
2. ANOVA
3. Weighted Average
4. Percentage analysis
SCALING TECHNIQUE:
Likert - type scaling is adopted for this study. Likert type scale
consists of a number of statements which express either a favorable or unfavorable
attitude towards the given object to which the respondents is asked to react.
DIAGRAMMATIC REPRESENTATION
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Bar diagram:
A bar diagram can be drawn either on a horizontal or vertical base.
Bars on horizontal base are more common. A bar diagram is simple to draw and
more common to understand.
Pie diagram:
Pie diagram is an important and a popular means of
representation. Pie diagram should be used on a percentage basis and not on an
absolute basis, Pie diagram showing absolute figures would require the larger totals
represented by larger circles. When pie diagram are constructed on a percentage
basis, percentage can be presented by circles equal in size.
DATA ANALYSIS AND INTERPRETATION
It is an astonishing skill to discover the new things for a researcher in his
study. It calls for the researchers own judgment and skill. Analysis means a critical
examination of the assembled and grouped data for studying the characteristics of the
object studying and for determining the patterns of relationship among the variables
relating to it.
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PERCENTAGE ANALYSIS METHOD
It is a special kind of ration. It is used in making comparison between two
or more series of data that are used to describe relationship. Moreover % can also be used
to compare the relative terms of the distribution of two or more series of data.
Percentage analysis
Actual populationSimple Percentage = ------------------------ x 100
Sample size
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PERCENTAGE ANALYSIS
TABLE 1
Table No.1 shows the employees category distribution on the basis of gender
S.No Gender No. of employees Simple percentage
1. Male 58 58
2. Female 42 42
Total 100 100
INFERENCE
The above table shows that 58% of the employees are belong to male categoryand the rest 42% are belongs to female category.
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CHART 1
Chart showing the number of respondents based on gender
male
Femal
Slice 3
Slice 4
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TABLE 2
Table No.2 shows the age wise distribution of the employees
S.No Age group No. of employees Simple percentage
1. 18-25 years 25 25
2. 26-35years 50 50
3. 36-45years 25 25
4. 46-55 years 0 0
5. Above 55 years 0 0
Total 100 100
INFERENCE
The above table shows that majority of the employees i.e., 50% are attained the
age 18-25years, 25% of the employees are attained the age 18-25years and 25% of theemployee are attained the age between 36-45years and there is no respondents in the age
46-55 and above 55 years.
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CHART 2
Chart showing age group of respondents
18-25 years26-35years
36-45years
46-55 year
above 55
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TABLE 3
Table No.3 shows the experience of the employees
S.No Experience No. of employees Simple percentage
1. Below 1 year 48 48
2. 1-3 years 35 35
3. 4-6 years 17 17
4. 7-9 years 0 0
5. 10-12 years 0 0
Total 100 100
INFERENCE
The above table shows the experience of the employees i.e., 48% of the
employees is below 1 year, 35% of the employees are between1-3 years and 17%
of the employees are between 4-6 years, there is no respondents in the 7-9 years
and 10-12 years
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CHART 3
Chart showing the experience of the respondents
0
10
20
30
40
50
60
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TABLE 4
Table No.4 shows the income level of the employees
S.No Income No. of employees Simple percentage
1. Rs.3001-4000 68 68
2. Rs.4001-5000 12 12
3. Rs.5001-6000 5 5
4. Rs.6001-7000 15 15
5. Above 7000 0 0
Total 25 100
INFERENCE
The above table shows the income level of the employees i.e., 68% of the
employees is Rs.3001-4000, 15% of the employees are Rs.6001-7000 and 12% of
the employees are Rs.4001-5000, 5% of the employees are Rs.5001-6000 and
above Rs.7000.
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CHART 4
Chart showing the income of the respondents
0
10
2030
40
50
60
70
Rs.3001-400
Rs.4001-500
Rs.5001-600Rs.6001-700
above Rs.70
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TABLE 5
Table No.5 Salary and compensation
S.No Factors No. of employees Simple percentage
1. Highly satisfied 2 2
2. Satisfied 17 17
3. Neutral 20 20
4. Dissatisfied 43 43
5. Highly dissatisfied 18 18
Total 100 100
INFERENCE
The above table shows employees satisfied with their salary and
compensation i.e., 2% of the employees said highly satisfied, 17% of the
employees said satisfied and 20% of the employees are said neutral and 43% of
the employees said dissatisfied and 18% are highly dissatisfied.
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CHART 5
Chart showing Salary and compensation
0
10
20
30
40
50Highly
satisfiedSatisfied
Neutral
Dissatisfied
Highlydissatisfied
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TABLE 6
Table No.6 Leave Benefits
S.No Factors No. of employees Simple percentage
1. Highly satisfied 12 12
2. Satisfied 46 46
3. Neutral 33 33
4. Dissatisfied 9 9
5. Highly dissatisfied 0 0
Total 100 100
INFERENCE
The above table shows employees leave benefits. i.e., 12% of the
employees said highly satisfied, 46% of the employees said satisfied and 33% of
the employees said neutral and 9% are dissatisfied and no response are highly
dissatisfied.
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CHART-6
Chart shows about the employees leave benefits
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
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TABLE 7
Table No.7 Health related benefits
S.No Factors No. of employees Simple percentage
1. Highly satisfied 12 12
2. Satisfied 39 39
3. Neutral 35 35
4. Dissatisfied 14 14
5. Highly dissatisfied 0 0
Total 100 100
INFERENCE
The above table shows Health related benefits i.e., 12% of the employees
said highly satisfied, 39% of the employees said satisfied and 35% of the
employees said neutral and 14% of the employees said dissatisfied and 0% are
highly dissatisfied.
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CHART 7
Chart showing about the Health related benefits
0
10
20
30
40
Highly satisfie
Satisfied
Neutral
Dissatisfied
Highlydissatisfied
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TABLE 8
Table No.8 Long term care insurance
S.No Factors No. of employees Simple percentage
1. Highly satisfied 12 12
2. Satisfied 64 64
3. Neutral 13 13
4. Dissatisfied 11 11
5. Highly dissatisfied 0 0
Total 100 100
INFERENCE
The above table shows Long term care insurance i.e., 12% of the employees
said highly satisfied, 64% of the employees said satisfied and 13% of the
employees said neutral and 11% of the employees said dissatisfied and0% of the
employees said highly.
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CHART 8
Chart showing about the Long term care Insurance
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfie
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TABLE 9
Table No.9 Tuition Reimbursement
S.No Factors No. of employees Simple percentage
1. Highly satisfied 3 3
2. Satisfied 68 68
3. Neutral 17 17
4. Dissatisfied 12 12
5. Highly dissatisfied 0 0
Total 100 100
INFERENCE
The above table shows tuition reimbursement i.e., 3% of the employees
said highly satisfied, 68% of the employees said satisfied and 17% are in neutral
and 12% are in dissatisfied and 0% are highly dissatisfied.
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CHART 9
Chart showing about the Tuition Reimbursement
0
20
40
60
80
100
120
Highly dissatisfie
Dissatisfied
Neutral
Satisfied
Highly satisfied
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TABLE 10
Table No.10 Deferred compensation
S.No Factors No. of employees Simple percentage
1. Highly satisfied 9 9
2. Satisfied 68 68
3. Neutral 17 17
4. Dissatisfied 12 12
5. Highly Dissatisfied 0 0
Total 100 100
INFERENCE
The above table shows the Deferred Compensation i.e., 9% of the
employees said highly satisfied, 68% of the employees said satisfied and 17% of
the employees said neutral and 12% of the employees said dissatisfied and 0% are
highly dissatisfied.
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CHART-10
Chart showing about the Deferred Compensation
0 20 40 60 80
Highlysatisfied
Satisfied
Neutral
Dissatisfied
Highly
Dissatisfied
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TABLE 11
Table No.11 Employee Assistant Program (Counseling)
S.No Factors No. of employees Simple percentage
1. Highly satisfied 5 5
2. Satisfied 39 39
3. Neutral 27 27
4. Dissatisfied 21 21
5. Highly Dissatisfied 8 8
Total 100 100
INFERENCE
The above table shows the Counseling i.e., 5% of the employees said highly
satisfied, 39% of the employees said satisfied and 27% of the employees said
neutral and 21% of the employees said dissatisfied and8% are highly dissatisfied.
CHART-11
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Chart showing about the Employee Assistant Program Counseling
0
5
10
15
20
25
30
35
4045
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfie
.
TABLE 12
Table No.12 Alternative work schedule
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S.No Factors No. of employees Simple percentage
1. Highly satisfied 7 7
2. Satisfied 49 49
3. Neutral 23 23
4. Dissatisfied 18 18
5. Highly Dissatisfied 3 3
Total 100 100
INFERENCE
The above table shows Alternative work schedule i.e., 7% of the employees
said highly satisfied, 49% of the employees are satisfied, 23% are in neutral, 18%
are dissatisfied, and 3% are highly dissatisfied.
CHART-12
Chart shows about the Alternative Work Schedule
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0
10
20
30
40
50 Highlysatisfied
Satisfied
Neutral
Dissatisfie
HighlyDissatisfie
TABLE 13
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Table No.13 Mentoring
S.No Factors No. of employees Simple percentage
1. Highly satisfied 23 23
2. Satisfied 68 68
3. Neutral 8 8
4. Dissatisfied 1 1
5. Highly Dissatisfied 0 0
Total 100 100
INFERENCEThe above table shows Mentoring i.e., 23% of the employees said highly
satisfied, 68% of the employees are satisfied, 8% are in neutral, 1% are
dissatisfied, and 0% are highly dissatisfied.
CHART-13
Chart shows about the Mentoring
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0
10
20
30
40
50
60
70 Highly satisfie
Satisfied
Neutral
Dissatisfied
HighlyDissatisfied
TABLE 14
Table No.14 Help with career planning
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S.No Factors No. of employees Simple percentage
1. Highly satisfied 25 25
2. Satisfied 48 48
3. Neutral 10 10
4. Dissatisfied 12 12
5. Highly Dissatisfied 5 5
Total 100 100
INFERENCEThe above table shows Help with career planning i.e., 25% of the
employees said highly satisfied, 48% of the employees are satisfied, 10% are in
neutral, 12% are dissatisfied, and 5% are highly dissatisfied.
CHART- 14
Chart shows about the health with career planning
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Highly satisfied
Satisfied
Neutral
Dissatisfied
HighlyDissatisfied
TABLE 15
Table No.15 Rewards and recognition
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S.No Factors No. of employees Simple percentage
1. Highly satisfied 25 25
2. Satisfied 49 49
3. Neutral 23 23
4. Dissatisfied 3 3
5. Highly Dissatisfied 0 0
Total 100 100
INFERENCE
The above table shows rewards and recognition i.e., 25% of the employees
said highly satisfied, 49% of the employees are satisfied, 23% are in neutral, 3%
are dissatisfied, and 0% are highly dissatisfied.
CHART-15
Chart shows about Rewards and recognition
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0
10
20
30
40
50
60
Highly satisfie
Satisfied
Neutral
Dissatisfied
HighlyDissatisfied
TABLE 16
Table No.16 Job Rotation and new assignments
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S.No Factors No. of employees Simple percentage
1. Strongly agree 12 12
2. Agree 59 59
3. Neutral 22 22
4. Disagree 5 5
5. Strongly disagree 3 3
Total 100 100
INFERENCE
The above table show job rotation and new assignments i.e., 12% of the
employees are strongly agree and 59% of the employees said agree ,22% are in
neutral,5% are said to be disagree, and 3% are strongly disagree..
CHART-16
Chart shows about the Job Rotation and new assignments
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0
10
20
30
40
50
60
Strongly agree
Agree
Neutral
Disagree
Strongly disagre
TABLE 17
Table No.17 Employee suggestion program
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S.No Factors No. of employees Simple percentage
1. Strongly agree 27 27
2. Agree 35 35
3. Neutral 23 23
4. Disagree 10 10
5. Strongly disagree 5 5
Total 100 100
INFERENCE
The above table shows employee suggestion program i.e., 27% of the
employees said strongly agree and 35% of the employees said agree and 23% of
the employees are Neutral, 10% are disagree, and 5% are strongly disagree.
CHART-17
Chart shows about the Employee suggestion program
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0 10 20 30 40
Strongly disagre
Disagree
Neutral
Agree
Strongly agree
TABLE 18
Table No.18 Training opportunities
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S.No Factors No. of employees Simple percentage
1. Strongly agree 35 35
2. Agree 27 27
3. Neutral 22 22
4. Disagree 12 12
5. Strongly disagree 4 4
Total 100 100
INFERENCE
The above table shows training opportunities. i.e., 35% of the employees said
strongly agree and 27% of the employees said agree and 22% of the employees said
Neutral, 12% are disagreeing and 4% are strongly disagreeing.
CHART-18
Chart shows about the Training opportunities
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0
5
10
15
20
25
30
35
Strongly agree
Agree
Neutral
Disagree
Strongly disagre
TABLE 19
Table no: 19 Annual performance appraisals
S.No Factors No. of employees Simple percentage
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1. Strongly agree 43 43
2. Agree 21 21
3. Neutral 36 36
4. Disagree 0 0
5. Strongly disagree 0 0
Total 100 100
INFERENCE
The above table shows about annual performance appraisal i.e. 43% of the
employees said strongly agree, 21% of the employees said agree and 36% of the
employees said neutral 0% of the employees said disagree 0% are strongly disagree
CHART-19
Chart shows about the Annual performance appraisals
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0
10
20
30
40
50
Strongly agree
Agree
Neutral
Disagree
Strongly disag
TABLE 20
Table No.20 Employees in my organization are treated with fairness
and respect.
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S.No Factors No. of employees Simple percentage
1. Strongly agree 35 35
2. Agree 58 58
3. Neutral 4 4
4. Disagree 3 3
5. Strongly disagree 1 1
Total 100 100
INFERENCE
The above table shows adequate space at the workplace i.e., 35% of the
employees said strongly agrees and 58% of the employees said agree and 4 of the
employees said neutral,3% says disagree and 1% say strongly disagree.
CHART-20
Chart shows about the Employees in my organization are treated with
fairness and respect.
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0
2
4
6
8
10
Stronglyagree
Strongly agree
Agree
Neutral
Disagree
Strongly disagre
TABLE 21
Table No.21 Supervisors spend a good deal of time listening to
employees ideas
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S.No Factors No. of employees Simple percentage
1. Strongly agree 49 49
2. Agree 33 33
3. Neutral 12 12
4. Disagree 5 5
5. Strongly disagree 1 1
Total 100 100
INFERENCEThe above table shows supervisors spend a good deal of time listening to
employees ideas i.e., 49% of the employees said strongly agree and 33% of the
employees said agree and 12% of the employees said neutral,5% are disagree, and
1% are strongly disagree.
CHART-21
Chart showing about the Supervisors spend a good deal of time
listening to employees ideas
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Strongly agree
Agree
Neutral
Disagree
Strongly disagre
TABLE 22
Table No.25 job is secured
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S.No Factors No. of employees Simple percentage
1. Strongly agree 12 12
2. Agree 37 37
3. Neutral 41 41
4. Disagree 7 7
5. Strongly disagree 3 3
Total 100 100
INFERENCE
The above table shows job is secured i.e., 12% of the employees said
strongly agree and 37% of the employees said agree, 41% are in neutral,7% are
disagree and 3% are strongly disagree
CHART-22
Chart showing about the job is secured
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0 2 4 6
Strongly disagre
Disagree
Neutral
Agree
Strongly agree
TABLE 23
Table No.23 Employees doing their job independently
S.No Factors No. of employees Simple percentage
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1. Strongly agree 23 23
2. Agree 73 73
3. Neutral 3 3
4. Disagree 0 0
5. Strongly disagree 0 0
Total 100 100
INFERENCE
The above table shows employee independence in their job i.e., 23% of the
employees said strongly agree and 73% of the employees said agree and 3% of the
employees said neutral,0% said disagree, and 0% are strongly disagree.
CHART-23
Chart showing about the Employees doing their job independently
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0
10
20
30
40
50
60
70
80
Strongly
agree
Agree Neutral Disagree Strongly
disagree
TABLE 24
Table No.24 Satisfaction about the fringe benefits
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S.No Factors No. of employees Simple percentage
1. Strongly agree 35 35
2. Agree 28 28
3. Neutral 20 20
4. Disagree 12 12
5. Strongly disagree 5 5
Total 100 100
INFERENCE
The above table shows satisfaction level i.e., ,35% of the employees said
strongly agree and 28% of the employees said agree and 20% of the employees
said neutral and 12% of the employees said disagree, 5%are strongly disagree
CHART-24
Chart showing about the Satisfaction about the fringe benefits
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0
10
20
30
40
Strongly
agree
Neutral
Strong
ly
disagree
Strongly agree
Agree
Neutral
Disagree
Strongly disagre
TABLE 25
Table No.25 Employees satisfied with their relationship with colleagues
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S.No Factors No. of employees Simple percentage
1. Strongly agree 10 40
2. Agree 5 20
3. Neutral 4 16
4. Disagree 3 12
5. Strongly disagree 3 12
Total 25 100
INFERENCE
The above table shows communicating openly and honestly i.e., 40% of the employees
said strongly agree, 20% of the employees said agree and 16% of the employees said neutral
and 12% of the employees said disagree. 12% are strongly disagree.
CHART-25
Chart showing about the employees satisfied with their relationship
with colleagues
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0 2 4 6 8 1
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
TABLE 26
Table No.26 The superior is helpful to getting their job done
S.No Factors No. of employees Simple percentage
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1. Strongly agree 45 45
2. Agree 35 35
3. Neutral 12 12
4. Disagree 8 8
5. Strongly disagree 0 0
Total 100 100
INFERENCE
The above table the superior is helpful to getting their job done i.e., 45% of the
employees said strongly agree, 35% of the employees said agree and 12% of the employees
said neutral and 8% of the employees said disagree. 0% is strongly disagree.
CHART-26
Chart showing about the superior is helpful to getting their job done
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0
10
20
30
40
50
Strongly
agree
Neutral
Strong
ly
disagree
Strongly agree
Agree
Neutral
Disagree
Strongly disagre
TABLE 27
Table No.26 The opportunity for promotion is good
S.No Factors No. of employees Simple percentage
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1. Strongly agree 12 12
2. Agree 12 12
3. Neutral 13 13
4. Disagree 39 39
5. Strongly disagree 24 24
Total 100 100
INFERENCE
The above table the opportunity for promotions is good. i.e., 12% of the
employees said strongly agree, 12% of the employees said agree and 13% of the
employees said neutral and 39% of the employees said disagree. 24% is strongly
disagreeing.
CHART-26
Chart showing about the opportunity for promotion is good
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Strongly agree
Agree
Neutral
DisagreeStrongly disagre
CHI-SQUARE ANALYSIS
The chi-square test is one of the tests of significance. It is written as x (pronounced as
kisquare). It is also called as test of association. It is used in relation to sampling
analysis for comparing variance to a theoretical variance.
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When we have nominal data in from of frequencies and when each and every
observation is independent of all other observation in such cases this is applied
This test can also be used to decide if two classifications are independent as a non
parametric test. All the researcher may use this test for the
a- Goodness fit test
b- Significance of association between two attributes.
c- Significance of population variance.
FORMULA:
CHI-SQUARE= (O-E) /E
Where O = Observed Frequency, E =Expected Frequency
CHI-SQUARE TEST
TESTING OF HYPOTHESIS 1
Null Hypothesis (H0)
There is no association between the educational qualification of the respondents
and satisfaction towards salary in the company.
Alternate hypothesis (H1)
There is an association between the experience level of the respondents
and job security in the company.
Relationship between the job security and experience of the respondents
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89
Job
security
Experience
STRONGLY
AGREE
AGREE NEUTRAL DISAGREE STRONGLY
DISAGREE
TOTAL
Below 1 year
8 20 15 3 2 48
1-3 year
2 12 16 4 1 35
4-6 year2 5 10 0 0 17
7-9 year
0 0 0 0 0 -
10-12 year
0 0 0 0 0 -
TOTAL
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Observed frequency
(O) Expected frequency(E)(O-E)
(O E)2 [(O E)
8 5.76 2.24 5.0176 0.871
20 17.76 2.24 5.0176 0.282
15 19.68 -4.68 21.9024 1.112
3 3.36 -0.36 0.1296 0.038
2 1.44 0.56 0.3136 0.217
2 4.20 -2.20 4.84 1.152
12 12.95 -0.95 0.9025 0.069
16 14.35 1.65 2.7225 0.189
4 2.45 1.55 2.4025 0.980
1 1.05 -0.05 0.0025 0.002
2 2.04 -0.04 0.0016 0.000
5 6.29 -1.29 1.6641 0.264
10 6.97 3.03 9.1806 1.317
TOTAL 6.499
Calculated value
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2 = [(O E) 2 / E]
=6.49998
Degree of freedom= (r-1) (c-1)
= (5-1) (5-1) =16
Table value at 12 degree of freedom at 5 % significance=6.49998
Inference:Calculated value (6.49998) is less than the table value (26.296), so null
hypothesis is accepted (i.e.) there is no significant relationship between the experience
and of the job secure of the respondents.
TWO WAY ANOVA
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Two-way ANOVA analyzes one interval dependent in terms of the categories (groups)
formed by two independents, one of which may be conceived as a control variable. Two-
way ANOVA technique is used when data are classified on the basis of two factors and it
may have repeated measurements of each factor or may not have repeated values
The following is an analysis of variance done to find out the relation between age of the
respondents and satisfaction towards quantum of work allotted to the respondents
Null hypothesis (H0)
There is no significant difference in means of income of the respondents and
opportunities of the respondents
Alternate hypothesis (H1)
There is a significant difference in means of income of the respondents and opportunities
of the respondents
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Computation for TWO WAY ANOVA to income of the respondents and
opportunities of the respondents
93
Opportunities
Income
STRONGLY
AGREE
AGREE NEUTRAL DISAGREE STRONGLY
DISAGREE
TOTAL
3001-4000
10 5 9 25 19 68
4001-5000
0 3 2 6 1 12
5001-6000
1 0 1 3 0 5
6001-7000
1 4 1 5 4 15
Above 7000
0 0 0 0 0 -
TOTAL
12 12 13 39 24 100
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Source of variation SS D.F MS F-Ratio 5% F-Lim
Between columns 110.8 (5-1)=4 27.7 27.7/-1014.4=
-0.0273
F(4,16)
=3.01
Between rows 603.6 (5-1)=4 105.9 105.9/-1014.4=
-0.1044
F(4,16)
=3.01
Residual errors -300 (5-1) *
(5-1)=16
-18.75 -18.75/-1014.4=
0.0185
Total 52
Calculation:
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Step1 :-
T=100: n=25
Correction factor=T^2/n= (25) ^2/25 = 25
Step 2:-
Total SS= (10+5+9+25+19+0+3+2+6+1+1+1+3+1+4+1+5+4)-400
=100-400=-300
Step 3:-
SS Between column treatments = (Tj) ^2/ Nj- (T) ^2/n= (144/5+144/5+169/5+1521/5+576/5)-300 =
Step 4:-
SS Between rows treatments = (Ti) ^2/ Ni- (T) ^2/n
= (4624/5+144/5+25/5+225/5+25/5)-25
= 1003.6
Step 5 :-
SS Residual or error = Total SS-(SS between columns + SS
Between rows)
= -300-(603.6+110.8)
= -1014.4
Inference
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The calculated value of between columns (48) is greater than the limit value at
5 % significant level (2.78). Null hypothesis is rejected (i.e.) there is significant
difference between the income of the respondents and opportunities of the respondents.
The calculated value of between rows (52) is greater than the limit value at 5%
significant level (2.78). Null hypothesis is rejected (i.e.) there is significant difference
between the income of the respondents and opportunities of the respondents.
.
.
WEIGHTED AVERAGE CALCULATIONStatutory & Non-Statutory benefits
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FACTORS
STRONGLY
AGREEAGREE NEUTRAL DISAGREE
STRONGLY
DISAGREE
WEIGHTED
AVERAGERA
X W WX X W WX X W WX X W WX X W WX
Salary/
Compensation2 5 10 17 4 68 20 3 60 43 2 86 18 1 18 2.42
Leave
Benefits12 5 60 46 4 184 33 3 99 8 2 16 1 1 1 3.60
Health
Related
Benefits12 5 60 39 4 156 35 3 105 14 2 28 0 1 0
3.49
Long-TermCare
Insurance12 5 60 64 4 256 13 3 39 11 2 22 0 1 0
3.77
Tuition
Reimbursement
3 5 15 68 4 272 17 3 51 12 2 24 0 1
0 3.62
Deferred
Compensation 9 5 45 63 4 252 13 3 39 10 2 20 5 1 5 3.61
EAP
(counseling) 55
2539 4 156 27 3 81 19 2 38 10 1 10
3.10
INFERENCE:
It is inferred that satisfaction level of statutory and non statutory. The
long-term care insurance is first rank; the tuition reimbursement is the second
rank; deferred compensation is the third rank; leave benefits is the fourth rank;
health benefits is the fifth rank; Employee Assistance Program is the sixth rank
and salary/Compensation is the seventh rank.
FINDINGS
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PERCENTAGE ANALYSIS
1. 58% of the employees are belong to male category
2. There are 25% of the employees attained the age between the 36-45 years,
25% of the employees are attained the age between 18-25years and 50% of
the employee are attained the age between the 26-35years.
3. 48% of the employees is below 1 year, 35% of the employees are between
1-3 years, 17% of the employees are between 4-6 years of experience.
4. 68% of the employees are Above Rs.4001-up toRs.5000 and 12% of the
employees are Above Rs.5001-6000 and 5% of the employees are above
Rs.6001-7000 and 15% of the employees are above 7000.
5. 17% of the employees said satisfied with their salary and compensation.
6. 46% of the employees said satisfied with their leave benefits.
7. 12% of the employees said to be highly satisfied &39% of the employees
said satisfied in their health related benefits.8. 64% of the employees said satisfied in the long term care insurance.
9. 68% of the employees said satisfied in their tuition reimbursement.
10. 63% of the employees said satisfied with their deferred compensation.
11. 39% of the employees said satisfied in Employee Assistance Program or
Counseling
12. 49% of the employees say yes for the employees alternative work schedule.
13. 68% of the employees said satisfied with their Mentoring.
14. 48% of the employees said satisfied with their career planning
15. 49% of the employees said satisfied with their rewards and recognition.
16. 59% of the employees said satisfied with their job rotation and newassignments
17. 35% of the employees said satisfied and 27% of the employees said highly
satisfied with their employee suggestion programs.
18. 35% of the employees said satisfied and 27% of the employees said highly
satisfied with their training opportunities.
19. 43% of the employees said satisfied and 21% of the employees said highly
satisfied with their annual performance.
20. 35% of the employees said satisfied and 58% of the employees said highly
satisfied with their respect for employees in the organization.
21. 33% of the employees said satisfied and 49% of the employees said highly
satisfied with their employees ideas.
22. 37% of the employees said satisfied and 41% of the employees said neutral
with their job security.
23. 73% of the employees said satisfied and 23% of the employees said highly
satisfied with their independency in their jobs.
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24. 28% of the employees said satisfied and 35% of the employees said highly
satisfied with their fringe benefits.
25. 35% of the employees said satisfied and 35% of the employees said highly
satisfied with people employee talk.
26. 35% of the employees said satisfied and 45% of the employees said highly
satisfied with their superior getting their job done.
27. 12% of the employees said satisfied and 12% of the employees said highly
satisfied with opportunities for promotions.
CHI-SQUARE TEST
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From this chi-square test it is clear that there is a significant relationship
between the job security and experience of the respondents. According to the
findings it clearly exhibits that thejob security is good in the organization.
ANOVA TEST
From this ANOVA test it is clear that there is a significant difference between
the income of the respondents and opportunities of the respondents.
WEIGHTED AVERAGE
From this Weignted Average testis clearly shoes the satisfaction level of
statutory and non statutory. The long-term care insurance is first rank; the tuition
reimbursement is the second rank; deferred compensation is the third rank; leave
benefits is the fourth rank; health benefits is the fifth rank; Employee Assistance
Program is the sixth rank and salary/Compensation is the seventh rank.
SUGGESTIONS
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1. Employer and employee relationship can be enhanced by conducting weekly seminar
and meeting.
2. Management games, and fringe activities, will give the team spirit and through can be
held to build a good relation among employees.
3. The employer should make each and every employee realize their job security in
Sundaram Industries ltd; this can be lead to build a positive relationship among the
employees.
4. Organization Culture must be a path to enhance the relationship between employer and
employee
5. E