A STUDY ON

ADVERTISING AND PROMOTIONAL MANAGEMENT OFIDEA

AT
BIG BAZAAR A PROJECT REPORT SUBMITTED IN PARTIAL FULFILLMENT OF THE DEGREE OF

MASTER OF BUSINESS ADMINISTRATION IN RETAIL OPERATIONS MANAGEMENT

Submitted by:

DASARI KOTESWAR RAO

ROLL. NO. 520869898

GANDIKOTA INSTITUTE OF TECHNOLOGY &MANAGEMENT (2008-2010)

DECLARATION

I hereby declare that this project report ADVERTISING AND PROMATIONAL MANAGEMENT OF IDEA Submitted by me to the department of the Business Administration is a bonfied work undertaken by me and it is not submitted any other university or institution for a award of any degree, diploma/certificated or published any time before.

DATE: PLACE:
(DASARI KOTESWARRAO)

Introduction

The ADVERTISING AND PROMOTIONAL MANAGEMENT OFIDEA report is prepared as part of project for partial fulfillment of practical examination of MBA Fourth SEM in GITAM (affiliated to SIKKIM MANIPAL UNIVERSITY), Hyderabad. This report is prepared for the better understand of employee perspectives on their jobs, and how they felt about working for BIG BAZAAR, Hyderabad. Purpose was to detect changes or improvements in employee perspectives The survey used was administered again with some minor modifications and changes .and also to decrease attrition rate of BIG BAZAAR, Hyderabad. This report contains detailed description of the project for the users. It is prepared by my own efforts with guidance of store manager of BIG BAZAAR, Hyderabad. Mr. Ravi Kumar. I have tried my level best to satisfy specific queries. My project endeavors to make the Management better understand of employee perspectives. Pantaloon retail (India) Ltd is one of them who operates multiple retail format in a view of both value and lifestyle segment for the Indian customer market and affiliated with more than 18 companies winning not less than 40 award from 2006-2008, covering the entire activates of the work. Big bazaar is one of the chains having an Indian hypermarket chain. So it has opened the doors the doors of fashion and general merchandise including home furnishings, utensils, crockery, cutlery, sports goods etc. I as an employee trainee has done a one month project under the guidance if Mr. Ravi Kumar, store manager. Under his words I have done a project in
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Human Resource in a topic of EMPLOYEE SATISFACTION basically done to reduce the attrition rate. And according to the request I have give some suggestion which might be helpful to reduce the attrition rate

Importance of Study

BIG BAZAAR, Hyderabad is a successful company as evident by the recent analysis. The need for the study is to ensure that all employees in BIG BAZZAR, Hyderabad have satisfaction in their job which will be help full for the company for creating and executing future scenarios in the consumption space leading to economic development.

Evaluation of Advertising and promotional management of idea in understanding the direction in which the company is moving so as to decide and implement the future course of action with a view to achieve the objectives in the best interest of the organization .

The main need of the study is to ensure the methods & system followed by the organization should be utilized effectively by keeping time in mind. To illustrate the efficient implementation of the methods followed by the organization. Applying the suggestion helps the company employees to:

Use their general conditions and make the climate to their favor. Improve their productivity and accomplish more by making use of employee Makes time for the things they want and value. Find greater balance, fulfillment, and satisfaction.
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Focus on the thing which gives more satisfaction to both employee and organization and energy on what is most important to them. Set and achieve their long-term goals. Get things done while reducing anxiety, overwhelm, and stress. Become an excellent man power user in all areas of their life.

Scope of the study

 The subjective scope of the study is to know or verify the actual relationship between the theoretical basis and the practical implementation of the program. The objective of the study is to retrieve the best result out of the managing the best employment satisfaction & vary the improvement of the results.

Methodology
The information presented in the study report has been collected from both primary and secondary sources. Secondary sources of information have been aided by standard text book, standard websites, company websites etc. The primary information required for the study has been collected by continuous observation and nothing down the details of the every bit observed. In most cases, the employees where tracked and the details of every reason was noted down. Direct interaction was also held with some of the employees and staff of the organization. The information so collected is presented systematically and analyzed meaningfully. This helped a lot in drawing meaningful conclusions and making appropriate suggestions.

Title of the study

: ADVERTISING AND PROMOTIONAL MANAGEMENT OF IDEA

Selection of the Study

The Manager suggested going for the study

of Employee satisfaction in BIG BAZAAR, Hyderabad. Preparation of Questionnaire: dimensions. Finalization of the Questionnaire: After having discussions with responding manager in the organization the questionnaire if prepared. Sample: The Employee Satisfaction is concentrated on BIG In the Light of the above objectives a

questionnaire is prepared based on the various satisfaction related

BAZAAR, Hyderabad employees. The Sample has been taken sequentially from the total manpower list i.e., 50. Target Group: The Survey was targeted at all employees excluding Top

Management, because they are the people who propagate and maintains the culture of the organization. Collection of Data: The Data was collected through questionnaire

method under primary data collection method includes explanation of questionnaire and distribution of the questionnaire to the target group and collection of the filled questionnaire from the target group.

Limitation The study has been conducted in a systematic and comprehensive way to make the project work an able one. However, the topic under my study may not be free from limitations due to following factors. The study of the topic in any organization may have many limitations, which give inaccurate results. They are

Confidential information cannot be gathered from the authorities of the company. The employees may respond incorrectly to the questionnaire prepared. The recorded data may not be accurate. The study may not analyze the developments for the present techniques. The major limitation of the projects under study was time. Since it was to be completed

With in a short period, this is not sufficient to undertake a comprehensive study.

Sample size used may be a constraint. Employees may not respond properly to the questionnaire prepared. The study could have been performed more accurately if time permits and could cover more

INDUSTRY PROFILE

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INTRODUCTION TO RETAILING The word retail is derived from the French word Retailer, which means to cut off a piece or to break bulk. What is retail? According to Philip Kotler: Retailing includes all activities involved in selling goods or services to the final consumers for personal, non-business use. A retailer or retail store is any business enterprise whose sales volume comes primarily from retailing. Any organization selling to final consumers whether it is a manufacturer, wholesaler- is doing retailing. It does not matter how the goods or services are sold (by person, mail, telephone, vending machine or internet or where they are sold- in a store, in the street or in the consumers home.) Retailing is the set of business activities that adds value to the products and services sold the consumers for their personal or family use. Often people think of retiling only as the sale of products in stores. But retailing also involves the sale of services and not all retailing is done in stores. Retailers attempt to satisfy consumer needs by having the right merchandise, at the right price, at the right place, when the consumer wants it. Retailer also provides markets for producers to sell their merchandise. Retailers are the final business in a distribution channel that links manufacturers to consumers.

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Functions performed by Retailer Though there are situations where it is easier and cheaper to buy directly from manufacturers, retailers provide important functions that increase the value of the products and services for those who produce them. The functions are: Providing an assortment of products and services Breaking bulk Holding inventory Providing services

Types of retailers Retailers can be classified in terms of Their retail mix Their ownership

Basing on retail mix, the various retailers are

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o Food and combination stores Super markets Big-box retailers Supercenters Hypermarkets Warehouse club Convenience stores

o General merchandise retailers Discount stores Specialty stores Category specialists Department stores Home improvement centers Off-price retailers Value retailers

o Basing on ownership, the major classifications are Independent, single-store establishments Corporate chains Franchises

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Preliminary assessment by retailer Retail managers need to understand their environment, especially their customers and competition, before they can develop and implement effective strategies. The critical environmental factors in the world of retailing are Microenvironment which includes technological, social, ethical, legal and political factors. The microenvironment factors which include the retailers competitors and customers.

Developing a retail strategy Retailing strategy is the bridge between understanding the world of retailing i.e., the analysis of the retail environment and the more tactical merchandise management and store operation activities undertaken to implement the retail strategy. The retail strategy provides the directions retailers need to take to deal effectively with their environment, customers and competitors. A retail strategy is a statement identifying The retailers target market The format the retailer plans to use to satisfy the target markets needs and The basis upon which the retailer plans to build a sustainable

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competitive advantage. There are seven important opportunities for retailers to develop sustainable competitive advantages Location Human resource management Distribution and information system Unique merchandise Vendor relations
Customer service

Implementing the retail strategy To implement a retail strategy, management develops a retail mix that satisfies the needs of its target market better than its competitors. The retail mix is the combination of factors retailers use to satisfy customers needs and influence their purchase decisions. Elements in the retail mix include: Convenience of stores location Types of merchandise and services offered Merchandise pricing Advertising and promotional programs
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 Store design and merchandise disply and assistance to customers provided by sales people. RETAIL IN GLOBAL SCENARIO

Retailing in developed countries is big business and better organized than what it is in India. According to a report published by Mc Kinsey &Co. Along with the confederation of the Indian industry the global retail business is worth $ 6, 6 trillion. In the developed world, most of it is accounted for by the organized retail sector. For instance, the organized sector has up to 80% share of retail sales in the US. The corresponding figure for Western Europe is 70% while it is 50% in Malaysia and Thailand, 40% in Brazil and Argentina, 35% in Philippines, 25% in Indonesia and 15% in South Korea. Organized retailing however remains poorly developed, accounting for a paltry 10% in China. The service sector accounts for a large share of GDP in most developed economies. And the retail sector forms a very strong component of the service sector. Hence, the employment opportunity offered by the industry is immense.

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RETAIL SECTOR OVERVIEW

After 50 years of unorganized retailing and fragmented kirana stores, the Indian retail industry has finally begun to move towards modernization, systematization and consolidation. Today, modernization is the catch phase and the key to understanding retail in the next decade. It is Indias largest industry, accounting for over10 percent of the countrys GDP and around eighty per cent of the employment. Retail industry in India is at the cross roads. The total retail trade in India is estimated at about $240 billion or Rs 11, 00,000 crore, out of which organized business accounts for only Rs 14,000 crore or $240 billion. The organized retail industry is poised to grow at 35 percent per annum in the next five years. It has emerged as one of the most dynamic and fast paced industries with several players entering the market. But because of the heavy initial investments required, break even is difficult to achieve and many of these players have not tasted success so far. However, the future is promising; the market is growing, government policies are becoming more favorable and emerging technologies are facilitating operations.

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DRIVERS OF RETAIL IN INDIA

The first driver is a self-sustaining buoyant Indian economy that is growing at eight percent a year. The second is that as the economy grows and expands, the consumption habits and patterns of people also change- and it is changing real fast in India. The third important driver of organized retail is the countrys demography- India is home to the largest and the youngest population in the world. Indias 300 million-odd middle-class, the real consumers, is catching the attention of the world.

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CHALLENGES TO RETAIL DEVELOPMENT IN INDIA.

Retail not being recognized as an industry in India. The high costs of real estate High stamp duties Lack of adequate infrastructure Multiple and complex taxation system Lack of skilled manpower.

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RETAIL FORECASTS

Organized retail will form 10% of total retailing by the end of this decade(2010). From 2006 to 2010, the organized sector will grow at the CAGR of around 49.53% per annum. Cultural and regional differences in India are the biggest challenges in front of retailers. This factor deters the retailers in India from adopting a single retail format. Hypermarket is emerging as the most favorable format for the time being in India. The arrival of multinationals will further push the growth of hypermarket format, as it is the best way to compete with unorganized retailing in India.

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COMPANY PROFILE

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Pantaloons Retail (India) Limited Pantaloon Retail (India) Limited, is Indias leading retailer that operates multiple retail formats in both the value and lifestyle segment of the Indian consumer market. Headquartered in Mumbai (Bombay), the company operates over 11 million square feet of retail space, has over 1000 stores across 63 cities in India and employs over 30,000 people. The companys leading formats include Pantaloons, a chain of fashion outlets, Big Bazaar, a uniquely Indian hypermarket chain, Food Bazaar, a supermarket chain, blends the look, touch and feel of Indian bazaars with aspects of modern retail like choice, convenience and quality and Central, a chain of seamless destination malls. Some of its other formats include, Depot, Shoe Factory, Brand Factory, Blue Sky, Fashion Station, aLL, Top 10, mBazaar and Star and Sitara. The company also operates an online portal, futurebazaar.com. A subsidiary company, Home Solutions Retail (India) Limited, operates Home Town, a large-format home solutions store, Collection i, selling home furniture products and E-Zone focussed on caterng to the consumer electronics segment. Pantaloon Retail was recently awarded the International Retailer of the Year

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2007 by the US-based National Retail Federation (NRF) and the Emerging Market Retailer of the Year 2007 at the World Retail Congress held in Barcelona. Pantaloon Retail is the flagship company of Future Group, a business group catering to the entire Indian consumption space.

Future Group

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

Led by its flagship enterprise, Pantaloon Retail, the group operates over 11 million suqare feet of retail space in over 63 cities and towns and 65 rural locations across India. Headquatered in Mumbai (Bombay), Pantaloon Retail employs around 30,000 people and is listed on the Indian stock exchanges. The company follows a multi-format retail startegy that captures almost the entire consumption basket of Indian customers. In the lifystyle segment, the group operates Pantaloons, a fashion retail chain and Central, a chain of
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seamless malls. In the value segment, its marquee brand, Big Bazaar is a hypermarket format that combines the look, touch and feel of Indian bazaars with the choice and convenience of modern retail.

In 2008, Big Bazaar opened its 100th store, marking the fastest ever organic expansion of a hypermarket. The first set of Big Bazaar stores opened in 2001 in Kolkata, Hyderabad and Bangalore.The groups speciality retail formats include, books and music chain, Depot, sportswear retailer, Planet Sports, electronics retailer, Ezone, home improvement chain, Home Town and rural retail chain, Aadhar, among others. It also opeartes popular shopping portal, futurebazaar.com.Future Capital Holdings, the groups financial arm provides investment advisory to assets worth over $1 billion that are being invested in consumer brands and companies, real estate, hotels and logistics. It also operates a consumer finance arm with branches in 150 locations. Other group companies include, Future Generali, the groups insurance venture in partnership with Italys Generali Group, Future Brands, a brand development and IPR company, Future Logistics, providing logistics and distribution solutions to group companies and busines partners and Future Media, a retail media initiative.

The groups presence in Leisure & Entertainment segment is led through, Mumbai-based listed company Galaxy Entertainment Limited. Galaxy leading leisure chains, Sports Bar and Bowling Co. and family entertainment centres, F123. Through its partner company, Blue Foods the group operates around 100 restaurants and food courts through brands like Bombay Blues,
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Spaghetti Kitchen, Noodle Bar, The Spoon, Copper Chimney and Gelato. Future Groups joint venture partners include, US-based stationery products retailers, Staples, French womenswear retailer, Etam, Middle East-based Axiom Communications and India-based Blue Foods, Liberty Shoes, Talwalkars and Asian Electronics.

The groups flagship company, Pantaloon Retail was awarded the International Retailer of the Year 2007, by the US-based National Retail Federation, the largest retail trade association and the the Emerging Market Retailer of the Year 2007 at the World Retail Congress in Barcelona.

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

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CORPORATE STATEMENT

The future group manifesto Future the word which signifies optimism, growth, achievement, strength, beauty, rewards and perfection. Future encourages us to explore areas yet unexplored, write rules yet unwritten; create new opportunities and new successes. To strive for a glorious future brings to us our strength, our ability to learn, unlearn and re-learn our ability to evolve. We, in Future Group, will not wait for the Future to unfold itself but create future scenarios in the consumer space and facilitate consumption because consumption is development. Thereby, we will effect socio-economic development for our customers, employees, shareholders, associates and partners. Our customers will not just get what they need, but also get them where, how and when they need. We will not just post satisfactory results, we will write success stories. We will not just operate efficiently in the Indian economy, we will evolve it.

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We will not just spot trends; we will set trends by marrying our understanding of the Indian consumer to their needs of tomorrow. It is this understanding that has helped us succeed. And it is this that will help us succeed in the Future. We shall keep relearning. And in this process, do just one thing. Rewrite Rules. Retain Values. 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 stakeholders shall be served only by creating and executing future scenarios in the consumption space 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. We shall infuse Indian brands with confidence and renewed ambition. We shall be efficient, cost- conscious and committed to quality in whatever
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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

Indianness: 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 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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Company time line

Major Milestones 1987 Company incorporated as Manz Wear Private Limited. Launch of 1991 1992 1994 Pantaloons trouser, Indias first formal trouser brand. Launch of BARE, the Indian jeans brand. Initial public offer (IPO) was made in the month of May. The Pantaloon Shoppe exclusive menswear store in franchisee format launched across the nation. The company starts the distribution of branded garments through multi-brand retail outlets 1995 1997 2001 2002 2004 2005 across the nation. John Miller Formal shirt brand launched. Company enters modern retail with the launch of the first 8000 square feet store, Pantaloons in Kolkata. Three Big Bazaar stores launched within a span of 22 days in Kolkata, Bangalore and Hyderabad. Food Bazaar, the supermarket chain is launched. Central Indias first seamless mall is launched in Bangalore. Group moves beyond retail, acquires stakes in Galaxy Entertainment, Indus League Clothing and Planet Retail.

Sets up Indias first real estate investment fund Kshitij to build a

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2006

chain of shopping malls. Future Capital Holdings, the companys financial is formed to manage over $1.5 billion in real estate, private equity and retail infrastructure funds. Plans forays into retailing of consumer finance products. Home Town, a home building and improvement products retail chain is launched along with consumer durables format, Ezone and furniture chain, Furniture Bazaar. Future Group enters into joint venture agreements to launch insurance products with Italian insurance major, Generali. Forms joint ventures with French retailer, ETAM Group and US

2007

office stationery retailer, Staples. Future Group crosses $1

billion

turnover

mark.

Specialised companies in retail media, logistics, IPR and brand development and retail-led technology services become operational. Pantaloon Retail wins the International Retailer of the Year at USbased National Retail Federation convention in New York and Emerging Retailer of the Year award at the World Retail Congress held in Barcelona.Futurebazaar.com becomes Indias most popular 2008 shopping portal. Future Capital Holdings becomes the second group company to make a successful Initial Public Offering in the Indian capital markets. Big Bazaar crosses the 100-store mark, marking one of the fastest ever expansion of a hypermarket format anywhere in the world.Total

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Affiliate companies Home Solutions Retail (India) Limited Home Solutions Retail (India) Limited (HSRIL) offers complete retailing solutions for all products and services related to home building and home improvement. The key product categories are Consumer Durable & Electronics (CDE), Furniture, Home furnishing & decor, Home improvement and Home services. HSRIL operates retail format Collection-i, Furniture Bazaar, Electronics Bazaar, Home Town and e-zone. Future Brands Limited Future Brands Limited (FBL) has been incorporated on November, 2006 and is involved in the business of creating, developing, managing, acquiring and dealing in consumer-related brands and IPRs (Intellectual Property Rights). Future Media (India) Limited Future Media (India) Limited (FMIL) was incorporated as the Groups media venture, aimed at creation of media properties in the ambience of consumption and thus offers active engagement to brands and consumers. FMIL offers relevant engagement through its media properties like Visual Spaces, Print, Radio, Television and Activation. Future Logistic Solutions Limited Future Logistic Solutions Limited (FLSL) has been incorporated as a separate entity and is involved in the business of providing logistics, transportation and warehousing services for all group companies and thirdparties.

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Convergem Communication (India) Limited Convergem Communication (India) Limited (CCIL) (formerly known as Convergem Retail (India) Limited) was incorporated to set up a chain of retail outlets for dealing in areas of communication, data & voice storage and other related products. The company operates m Bazaar, m Port and Gem, among other retail formats. Pantaloon Food Product (India) Limited Pantaloon Food Product (India) Limited (PFPIL) was incorporated with the object of sourcing and backward integration of food business of the Company. PFPIL has sourcing and distribution bases at all key cities across the country. Future Knowledge Services Limited Future Knowledge Services Limited (FKSL) was incorporated on January, 2007 and is engaged in the business of business process outsourcing and knowledge process outsourcing. Future Capital Holdings Limited Future Capital Holdings Limited (FCH) was formed to manage the financial services business of Pantaloon Retail (India) Limited and other group entities. FCH is one of the fastest growing financial services company in India, with presence in Asset Advisory, Retail Financial Services and Proprietary Research. The company operates a consumer finance retail format, Future Money and manages assets worth over US$ 1 Billion through Indivision, Kshitij, Horizon and Future Hospitality Funds. FCH subsidiary companies include Kshitij Investment Advisory Company Ltd., Ambit Investment Advisory Company Ltd., and Indivision Investment Advisors.
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Future Generali India Insurance Company Limited Future Generali India Insurance Company Limited (FGIICL) was incorporated on October 30, 2006 to undertake and carry on the business of general insurance. The approval for carrying on General Insurance Business has been received from the Insurance Regulatory and Development Authority of India (IRDA) on September 4, 2007. Future Generali India Life Insurance Company Limited Future Generali India Life Insurance Company Limited (FGILICL) was incorporated on October 30, 2006 to establish and conduct the business of life insurance in India, which comprises of whole life insurance, endowment insurance, double benefit and multiple benefits insurance etc. The approval for carrying on Life Insurance Business has been received from the IRDA in September, 2007. Futurebazaar India Limited Futurebazaar India Limited (FBIL) is set up as the e-Retailing arm of the Future Group for providing on-line shopping experience. Futurebazaar.com was launched on January 2, 2007, and has emerged as one of the most popular online shopping portals in India. It was awarded with the Best Indian Website award, in the shopping category, by the PC World Indian Website Awards. Weavette Texstyles Limited Weavette Texstyles Limited was incorporated on December 8, 1994 and is involved in the business of designing, manufacturing, buying and selling, importing, exporting, spinning etc of various types of textile fabrics.

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Staples Future Office Products Private Limited Staples Future Office Products Private Limited (SFOPPL) was incorporated on January, 2007 and is involved in the business of dealing in all kinds of office supplies, office equipments and products. SFOPPL is a joint venture between the Company and Staples Asia Investment Limited (a subsidiary of Staples Inc USA). The companys first retail outlet opened in Bangalore in December, 2007. Alpha Future Airport Retail Private Limited Alpha Future Airport Retail Private Limited (AFARPL) was incorporated on November 17, 2006 and is involved in the business of retailing of all consumable products, foods and beverages at airport terminals world-wide. AFARPL is a 50:50 joint venture company between Alpha Airport Retail Holdings Private Limited and the Company. Pan India Food Solutions Private Limited Pan India Food Solutions Private Limited (PIFSPL) was incorporated on May 1, 2006 and is involved in the business of restaurants and Food Courts. PIFSPL is a 50:50 joint venture between the Company and Blue Foods Private Limited. The company operates popular restaurants and food courts Cream Centre, Bombay Blues, Copper Chimney, Spaghetti Kitchen, Noodle Bar, Gelato and The Spoon. Talwalkars Pantaloon Fitness Private Limited Talwalkars Pantaloon Fitness Private Limited (TPFPL) was incorporated on December 19, 2006 and is involved in the business of setting up

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gymnasiums and dealing in fitness equipments and other health products. TPFPL is a 50:50 joint venture between the Company and Talwalkars Better Value Fitness Private Limited. The company opened its first gym at Orchid City Centre Mall in Mumbai. Joint Venture with Axiom Telecom LLC, UAE The Company has entered into a 50:50 joint venture with Axiom Telecom LLC, UAE on July 20, 2007 to do sourcing and wholesale distribution of mobile handsets, accessories and setting up service centres and authorized after sales service centres for mobile handsets in India.

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AWARDS AND RECOGNITION YEAR- 2008 The reid & taylor award for retail excellence 2008 Retail leadership awards: Kishore Biyani Retail best employer of the year: Future Group Retailer of the year: Home Products and office improvements: Home Town

YEAR 2007 Image retail awards Most admired retail face of the year: Kishore Biyani Most admired retailer of the year: Large format, multi-product store: Big Bazaar Most admired retailer of the year: Food and grocery: Food bazaar Most admired retailer of the year: Home and office improvement: Home Town Most admired company of the year: Pantaloon Retail (India) Ltd. National Retail federation Awards International Retailer for the year 2007 Pantaloons Retail (India) Ltd. World Retail Congress Awards Emerging Market Retailer of the year 2007 Pantaloons Retail (India) Ltd.

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Hewitt Best Employers 2007 Best employer in India (Rank 14th) Pantaloon Retail (India) Ltd. PC world Indian Website Awards Best Indian website in the Shopping Category Future Bazaar.com

Readers Digest Trusted Brands Platinum Awards Trusted Brand Platinum Award (Super market Category) Big Bazaar Year 2006 Retail Asia Pacific Top 500 Awards Asia Pacific Best of the Best Retailers Pantaloon Retail (India) Ltd. Best retailer in India Pantaloons Retail (India) Ltd Asiamoney Awards Best managed company in India ( mid- cap) Pantaloon retail (India) Ltd. Ernst & Young Entrepreneur of the year Award Ernst & Young Entrepreneur of the year ( services) Kishore Biyani CNBC Indian Business Leaders Awards The First Generation Entrepreneur of the year Kishore Biyani Lakshmipat Singhania IIM Lucknow National Leadership Awards Young Business Leader Kishore Biyani
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Images Retail Awards Best value Retail store - Big Bazaar Best Retail Destination Big Bazaar Best food and grocery Store food bazaar Retail Face of the year Kishore Biyani Readers Digest Awards Platinum Trusted Brand Award Big Bazaar CNBC Awaaz Consumer Awards Most Preferred large food & grocery supermarket Big Bazaar Reid & Taylor Awards for Retail Exellence Retail Entrepreneur of the year Kishore Biyani

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BIG BAZAAR

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BIG BAZAAR

Pantaloon Retail (India) Limited has opened its Big Bazaar, countrys largest hypermarket chain, in Hyderabad. This is the fifth one in Andhra Pradesh and 68th in the country. The company expects the store to do a business of Rs 55 crore this year, Rohit Malhotra, head of operations, Pantaloon South zone, said. He said the firm would soon open two more stores in the city and 12 more in Andhra Pradesh. The business, which was Rs 75 crore in AP last financial, is expected to touch Rs 600 crore this year. Ultimately, AP would have 25 stores in a couple of years. He said the company would invest Rs 800 crore in the state in the coming months in opening new stores.

Big Bazaar is not just another hypermarket. It caters to every need of your family. Where Big Bazaar scores over other stores is its value for money proposition for the Indian customers. At Big Bazaar, you will definitely get the best products at the best prices thats what we guarantee. With the ever increasing array of private labels, it has opened the doors into the world of fashion and general merchandise including home furnishings, utensils, crockery, cutlery, sports goods and much more at prices that will surprise you. And this is just the beginning. Big Bazaar plans to add much more to complete your shopping experience.

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STORE LAYOUT AND DESIGN

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F IR S T L E V E L
K AL AS A M S W E E T S & E XIT B E AK E R C H IL L S T A R IEOVNE L O N T
C U S T O M E R S E R V IC E V E G E T A SB H O P E LE
HEAD TO TO E

CA SH CO UN T ERS (10 )

Es M E N S C L IF G R O O M IN G T C H E A D T O T O E A R G O L I F T a E N TR Y GOLDEN La H AR VE S T to r

H A N G R Y KCYHAE F Z O N E HUNGRY KYA

ST AI S P IC R SS P A N N

F A B R IK C N E A R L STOR E R OO M

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S E C O N D LE VEL
C R O C K O R Y ( V e sM- BleAs Z) A A A R W A T C H E N A V A R A S A ic S AN D ( J e w e le r) S U N G L AS S ES C U T E N S IL S ( S te e l Ite m ) A L I FT L A TO R (P L A S )T IC

C AS H C OU N TE R S (4 )

AP P IAN C E

ST AI RS

S T A T IO N A R Y B .R

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T H IR D L E V E L
D J &C B L Z O RK SI N I G H T S H A R T R I ( D e s i g n e r D J & C ( C a s u a l w e a H ) O O D ( S Nh Ji r ts , r c o m fo r ts ) tr o u s e rs ) C o tto n
(k u r th a , p a ja m a )

ES ( B o o t c u t) CA L I F TL A H E R O W AR AN G LE R TO ( A m e r i c a n c la s s i c R je a n s ) F A M O U S B A S IC S ( O r ig i n a l j e a n s w a r e ) ST AI RS

CRGO L IF T

C AS H C OU N TE RS (4 ) K A L A M A N D IR (d re s s m a te ri a ls ) (s a r e) e s B .R

D J & C G i r ls wear

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FO R TH LE VE L
P I N-BKL U E s T O Y S ( G a m (eSs h i r ts , fa s h ioKn ID , S J E A N S ) tr o u s e rs ) FO O T W AR E FR OC KS ES L I F TC A LU G G AG E LA TO R LO O T M AR T ( G irls , b o ys , k id s ) ST AI RS L AT H E RS P O R T S B AG S B .R
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C R GO L IF T

C AS H C O U N TE R S (4 )

M O T S E R H C AR E

F IV T H L E V E L
F U R N IT FUUR RE N IT U R E B A Z A AE RL E C T R O IC S B A Z A A R B A ZA A R
CRGO L IF T

ES CA L IFT LA H O M E D E C O R ATO R S TO ( G i fts ) R

C AS H C OU N TE RS (4 ) ELEC TR ON I CS B AZ A AR B .R

ST H O M IEN E N L AI ( T o w e ls , b e d s h e e ts ) R S

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INTRODUCTION TO ADVERTISING AND PROMOTIONAL MANAGEMENT OF IDEA

ADVERTISING AND PROMOTIONALMANAGEMENT OF

IDEA

Advertising and promotional management of idea surveys provide the information needed to improve levels of productivity, job satisfaction, and loyalty. Organizations can identify the root causes of job issues and create solutions for improvements with an accurate perspective of employee views. These root causes can be identified using employee satisfaction survey. Discover what motivates people, what drives loyalty, and what genuinely makes and keeps your employees happy. Satisfaction levels will increase when employees know that their issues are being addressed. There is a direct link between employee satisfaction and financial results. Management could be certain that the results of the employee survey truly represented the thinking of the employee population.

Employee satisfaction surveys from BIG BAZAAR, Hyderabad include 17 questions covering 16 topics and each employee survey may be customized to meet your organization's specific needs.
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Standardadvertising and promotional management of idea Survey Topics Autonomy Compensation Job Satisfaction Management Style Recognition Working Relationships Benefits Culture Job Training Organizational Change Supervision Communications Engagement Life Balance Performance Evaluations Work Life Employee surveys are an important and popular tool that organizations use to solicit employee feedback. Employee opinion surveys can be moraleboosting for those who may not have many other opportunities to confidentially express their views. Employee attitude surveys provide a way to improve levels of productivity and commitment by identifying the root
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causes of workplace attitudes. Employee satisfaction surveys allow for increased productivity, job satisfaction, and loyalty by identifying the root causes of employee satisfaction and targeting these areas. Employee engagement surveys measure the extent to which employees are passionate about their work and emotionally committed to their company and to their coworkers. Organizations may also benefit by conducting a more comprehensive organizational assessment survey. Listening to employees' insights and suggestions for improvement provides the organization with valuable information that can be acted upon to increase satisfaction in the workplace. Also, employees leaving the organization can provide valuable feedback through employee exit interviews. Employee Satisfaction, Opinion, Attitude, Engagement, and Organizational Assessment Surveys along with Exit Interviews are all tools that may be used to measure and improve loyalty and commitment. The information from these surveys will allow you to boost organizational productivity and positively affect your organization's top and bottom lines. They are very effective tools for measuring and ultimately improving various relationships within organizations. An Employee Survey will provide improved profitability and organizational performance by identifying the root causes of employee behavior. This allows the organization to take action targeted directly at those root causes. Commonly known as "employee surveys", BIG BAZAAR psychological assessment instruments assess the thoughts, feelings, and behaviors of employees. BIG BAZAAR analyzes and identifies the root causes of the employee thought process through the survey data. BIG BAZAAR interventions target those root causes, resulting in improved organizational
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performance and profitability! ATTRITION:Definition 1 Unpredictable and uncontrollable, but normal, reduction of work force due to resignations, retirement, sickness, or death. Definition 2 Loss of a material or resource due to obsolescence or spoilage. Calculating employee attrition Sudipta Dev reasons out why the rate of employee turnover in an organisation does not always show the whole truth. The high attrition rate in the IT industry has always been its greatest concern and a subject of much analysis and debate. Organisations use different methodologies for calculating their turnover rate. It is a known fact that turnover calculation is a grey area which does not always depict the true picture. While a few techniques are common, there are no proven theories. Further, the approach to this calculation might vary from organisation to organisation. Disclosure of the figure not only has a direct impact on the business but also affects employee morale and productivity. Significantly, it might also trigger a chain reactiona high attrition rate will lead to more people leaving the organisation, while a lower rate will act as a retention strategy. It is therefore not surprising that most industry observers are sceptical when organisations disclose their employee turnover.

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A high attrition reflects poorly on an organizations ability to hold on to its people. Monisha Advani, CEO, Emmay HR, says that attrition is unfortunately viewed as a management flaw when in fact it could well be a recruitment error. In some cases it can be simply seen as an organizations competitor appreciating its quality of hires, and its output, post-training almost a backhanded compliment. Ideally, attrition should be calculated on a monthly basis for companies that have over 50 employees for the first five years of its business. Subsequently, a quarterly index should be applied till a companys 10th anniversary. After this, annual attrition figures should be measured and accounted for. This is the optimum within the services industry as companies tend to have different challenges at different stages of their business lifecycle; also, maturity achieves stability around a companys 10th anniversary, opines Advani. Employee attrition is a very big problem not only in India but outside India too. Attrition rate is increasing day by day and its especially the software industry which is affected the most. Why an Employee leaves a company is the question asked by most of the employers. Companies even hire Private HR professionals to study the company's work and find out why an employee is dissatisfied. HR department does the recruiting of new employees and then send them for training so that they can understand work and work culture and become better professionals. Each and every company faces employee turn over problem whether big or small. An employee leaves his present job for another job to get better pay package and good working conditions.

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Every Company calculates Employee attrition rate and takes measures to reduce it. The facts and figures are not made public as it may tarnish the image of the company in front of its own employees and its loyal customers. A survey has found out that there are various reasons for Employee Attrition 1. Higher Pay Package in another company 2.Good working Conditions 3.Opportunities for growth in new company 4.Change of Place problem 5.A better Boss in new company 6.Brand Image of the new company Employee attrition costs a lot to the company. There are various costs which are borne by the company at the start when the employee is under training period. Costs such as 1.Conveyance Cost 2.Cost of lodging of the new employee 3.Trainers cost 4.Cost of venue where training will be conducted 5.Materials to be supplied during training process A company has a training period of 3 to 6 months. During this time an employee is not fruitful for the company. If an employee leaves the company when he starts working, company suffers a big loss in terms of money as well as workforce. Every company takes measures to hold the talented workforce by means of perks, Increments, Bonus and extra facilities. No one

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wants to lose good brains to their competitors. Now the question is how to reduce employee attrition. What should a company do to hold on the talent.There are various companies like TATA's and Reliance who do a lot to reduce attrition rate. Flexible working conditions have been given to employees who have problem working 10 5. Private hospitals for employees where they can get their regular health check up done without spending much money. Free overseas tour once in a year when a target is achieved. Few Companies are getting more and more work savvy and just want to get their work done by hook or by crook. The mentality needs to be changed. Target for completion of a work should be there but that should not hamper an employees personal life. Companies should conduct various seminars on how to balance personal and professional life. A employee can be productive if and only if his personal life is balanced. Make employees a part of your work culture family and see the difference. Attrition rate cannot become completely obsolete but it can surely be minimized.

Factors to Consider in the Cost of Attrition Here are some things to consider that demonstrate clear financial costs. You basic need is to know the cost to the organization when an employee leaves or is not rehired?

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What you want to identify are your organization's costs for:

New employee recruitment, especially for recruiting the kind of diverse staff a great organization wants? Management time for trips to job fairs & colleges, screening applications time, interviewing, meetings to make decisions? Newspaper, journal, Internet and other ads Technology specialist time for placing recruitment and job info on the organization web site Brochure and flyer printing, folding, addressing, and mailing Personnel staff time processing applications, answering phones, dealing with certifications, and other inquiries, etc. Cost of background checks New employee initial orientation New employee training during the first year or two? (both that just for new employees and all other organization training) Reduced results during the year or two that a new employee is learning their new job? Reduced results when an employee leaves with what they have learned from trial and error, and a different new employee is hired without that hard won experience and starts over at the beginning again. Loss of work flow continuity when employees leave or are not rehired because they are not as successful as required? Management time spent orienting, evaluating, coaching, developing, and supporting new employees who are not retained?

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What is the biggest reason for employee attrition ?

Better salary Bad treatment (Bad Boss, taken for granted feeling, promises not met etc)

Lack of growth Better work environment (flexi timing, more vacation time etc) Too much commute time Monotonous work Stress More than one of the above Other factors that are not

Research shows the reasons for employee departures are, in descending order
1. Employee/manager relationship 2. Inability to use core skills 3. Not able to impact the organizations goals, mission 4. Frequent reorganizations; lack of control over career 5. Inability to grow and develop 6. Employee/organization values misalignment 7. Lack of resources to do the job 8. Unclear expectations 9. Lack of flexibility; no whole life balance 10. Salary/benefits

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Most organizations experience high staff attrition for one simple reason: They fail to take a logical, planned approach to employee retention. Here are the 5 logical steps to designing an effective employee attrition strategy that we set out in Employee Retention Secrets: 1. Profile the target group(s): precisely where are you experiencing attrition?
2. Find out exactly why are they leaving;

3. Be clear on why you want to keep them (a vital step that just about everyone misses); 4. Establish clear attrition goals, and finally 5. Design the strategy to achieve those goals

Frame work of the study analysis Observation This project Employee Satisfaction is done to know the internal satisfaction of the employee on the job and of the job, in a way to reduce the attrition rate of the organization. So I started my project Employee Satisfaction, by observing and interacting with the employee directly. I started my observation and interaction with the employees based on the following 16 points

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Standard Employee Satisfaction Survey Topics Autonomy Compensation Job Satisfaction Management Style Recognition Working Relationships Benefits Culture Job Training Organizational Change Supervision Communications Engagement Life Balance Performance Evaluations Work Life So base on this I started directly interaction with the employee and asking some questions based on the above points. So by this I noted down the facial expressions and the feeling I got some answers. Some of issues are on 1. Increments & bonus 2. Working hours 3. Offers
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4. Salary 5. Shifts 6. Targets 7. Team work 8. Recognition 9. Burden & stress 10.Job duties 11.Interaction with management

When these are some of the issues, and there are more which os mentioned in the questioner

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Survey: Results

QUSTIONS RESULTS Q1) Are you feeling that you are recognized by the AGREED=20, DISGREED=30 work? Q2) How many times in the past three months have you shopped at this store? Q3) Are you finding satisfaction with the job & POSSITIVE=18, company? NEGATIVE=32 Q4) How often do you find problems with shifts & AGREE=35, DISAGREE=15 its systems? Q5) How are you feeling with the working hours? POSSITVE=28, NEGATIVE=22 Q6) Are the targets achievable? YES=22, NO=28 Q7) How far you felt burden on your work in the POSSITIVE=17NEGATIVE=33 space of one month. Q8) Do you know the VISION of the company? YES=33, NO=17

Q9) Do you know the MISSION of the company? YES=33, NO=17 Q10) I do most of my shopping in big bazaar. AGREE=21, DISAGREE=29 Q11) I am confused with the work and duty I have AGREE=05, DISAGREE=45 to do Q12) Managers clearly defines my responsibilities Q13) What do you like most about the store? Q14) What do you like least about this store? ALL MOST ALL AGREED

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Q15) Employees have a voice in major decision AGREE=37, DISAGREE=13 regarding changes in the work environment. 1 Q16) EMPLOYEE RECOGNITION ABILITY TO MAKE DECISION TRAINING PROGRAMS PICK NICKS COMFORTABILITIES Q17) Overall please opt your satisfaction level of MINIMUM=31, your work EVEN=19 BREAK 4 2 3

Findings So based on this questioner the following are issues where the management has to keep an
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eye of improvement

Recognition
S.NO 1 2 RESPONSE Agreed Disagreed Total NO OF EMPLOYEES 20 30 50 PERCENTAGE 40% 60% 100%

RECOGNISTION
EM LO P YEES

2 ,4 % 0 0 AGREE D A IS GREE 3 ,6 % 0 0

Satisfaction S.NO 1 2 RESPONSE Satisfied Unsatisfied Total NO OF EMPLOYEES 18 32 50

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PERCENTAGE 36% 64% 100%

SATISFACTION LEVEL
EMPLOYEES

18, 36% SATISFIED UNSATISFIED 32, 64%

Shifts S.NO 1 2 RESPONSE No problem Problem Total NO OF EMPLOYEES 28 22 50 PERCENTAGE 56% 44% 100%

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SHIFTS
E P Y E M LO E S

2 ,4 % 2 4 2 ,5 % 8 6

N PRO LEM O B PRO LEM B

Working hours S.NO 1 2 RESPONSE Problem No problem Total NO OF EMPLOYEES 22 28 50 PERCENTAGE 44% 56% 100%

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Targets S.NO 1 2 RESPONCE Achievable Not achievable Total NO OF EMPLOYEES 22 28 50 PERCENTAGE 44% 56% 100%

TARGETS
EM LO P YEE

2 ,4 % 2 4
ACH IEVABLE

2 ,5 % 8 6

N ACH OT IEVABLE

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Burden S.NO 1 2 RESPONCE Often Never Total NO OF EMPLOYEES 33 17 50 PERCENTAGE 66% 34% 100%

BURDEN S
EM PLOYEES
17, 34% OFTEN NEVER 33, 66%

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VISION S.NO 1 2 RESPONCE Yes No Total NO OF EMPLOYEES 17 33 50 PERCENTAGE 34% 66% 100%

VISION
EM PLO YEES

1 34 7, %

YES NO 3 66% 3,

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Mission S.NO 1 2 RESPONCE Yes No Total NO OF EMPLOYEES 33 17 50 PERCENTAGE 66% 34% 100%

MISSION
EM PLO YEE
17, 34% YES NO 33, 66%

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Shopping in big bazaar S.NO 1 2 RESPONCE I do I wont Total NO OF EMPLOYEES 21 29 50 PERCENTAGE 42% 58% 100%

I DO MY SHOPPING IN BIG BAZAAR

EMPLOYEES

21, 42% I DO I WONT 29, 58%

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Confused in duty S.NO 1 2 RESPONSE Agree Disagree Total NO OF EMPLOYEES 5 45 50 PERCENTAGE 10% 90% 100%

I AM CONFUSED IN MY DUTIES
Employees

5, 10% AGREE 45, 90% DIS AGREE

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Choice in decision making S.NO 1 2 RESPONSE Agreed Disagreed Total NO OF EMPLOYEES 13 37 50 PERCENTAGE 26% 74% 100%

I HAVE A VOICE IN DECISION MAKING

EM PLO YEES
13, 26 %

AGREE DISAGREE

3 74% 7,

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Big Days
Big bazaar as a promotional strategies has introduced an conceopt called BIG DAYS which menace they give huge discount to customers, in a way to bring a huge number of customers to the stores Which is called SABSE SASTHA THEEN DHIN. Basically big bazaar celebrate this days twice a year one on January 24th to 26th .and the second on August 15th. I have given a chance to work as an employee for those three days in electronics department. MY CONTRIBUTON ON THOSE THREE DAYS FIRST DAY COMBO OFEERS (DVD + home theatre) 3000 w 50 piece (50 * 3000) = 150000/-

(DVD + home theatre) 4000 w 15 piece (15 * 4000)= 60000/Stem iron box (50* 300) = 15000/=225000/-

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SECOND DAY COMBO OFEERS (DVD + home theatre) 3000 w 55 piece (55* 3000) = 165000/-

(DVD + home theatre) 4000 w 20 piece (20 * 4000)= 80000/Stem iron box (50* 300) = 15000/= 260000/THIRS DAY COMBO OFEERS (DVD + home theatre) 3000 w 50 piece (50* 3000) = 150000/-

(DVD + home theatre) 4000 w 10 piece (10 * 4000)= 40000/Stem iron box Washing machine Personal computers Printers (15* 300) = 4500/(2* 4000)= 8000/(1* 1500)=15000/(2* 2500)= 5000/= 222500/72

Over all it was a sales of Rs 707500 Suggestions

So observing those areas which I have mentioned in the pie charts shows clearly that how many are feeling satisfied in their job when we talk about 50 employees The following are some of the important suggestion in which management should have an eye on it to develop and improve Exit interview: There should an exit interview where the views of an outgoing employee will know In todays competitive employment market, employee retention is an increasingly important consideration. The challenge is obtaining accurate information about the reasons that employees choose to leave. So as not to burn any bridges, many employees who are surveyed by internal staff dont always provide candid responses. In addition, HR departments often find themselves too busy to sustain an exit interview program. The solution to these challenges is In Touchs time-tested Exit Interview Service. All you need to do is provide In Touchs skilled interviewers with the contact information for your voluntarily terminated employees and they will set-about to call them and conduct an interview using a combination of qualitative and quantitative questions approved by your company. In Touch then compiles the information collected and packages it for review by your organizations leadership.
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Video cameras; There should be video cameras These are now a days more important in every organization. Though it is important most of the companies are making the limitations up to cash counters only. My suggestion is to keep cameras in the working sections also so we can observe the behavior of all individuals. And we can exactly know who is working and who is not. And u can then interact with them directly and know the problem. Like this we have many other uses also. Web site for employees: This is an innovative idea because only few and large growing companies this. In this an site having the total information about the company, new event, etc. should be there. And a login id should be given to each employee to write the queries and problems. And the HR should go through it at least weekly once and try to solve the problem. This will help the employee to educate himself by learning the internet process.

Suggestion box: Suggestion box should be maintained, where people can pass their problem by writing and levying in it. If it is all ready there then we have to open frequently, say twice a month and try to read the problem and solve it. The present rate of attrition in 2.5% , So using this we can at least reduce the attrition rate to 1%. So it can come to 1.5% where it is un avoidable in any
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company.

Conclusion

Behavioral change is never easy, and it is never successfully accomplished without an all-out internal communications program. Such a program can and should be carefully orchestrated and controlled for maximum effectiveness. Truth and candor should be the lynch pins of your effort. Leadership and management will need to speak with a single voice. It should be made clear to everyone that there will be no room in the new workplace culture for those who can't or won't make the commitment to change. Finally, the internal communications cascade should not end when the immediate goals are accomplished. An effective, vibrant, and barrier-free internal communications program will in many cases be an important symbol, and measure, of the change you're seeking.

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Questioners

EMPLOYEE SATISFACTION QUESTIONNAIRE OF BIG BAZAAR. NAME: ____________________________ _______________ AGE: ______ EDUCATION: ________ EXPERIENCE: ______ SALARY&DESIGNATION: ___________ 1) I do most of my shopping in Big Bazaar. a) Strongly disagree. b) Disagree. c) Agree. d) Strongly agree. GENDER:

2) How many times in the past three months have you shopped at this store?

3) Are you finding satisfaction with the job & company? a) Definitely. b) Often. c) Some time. d) Never.

4) How often do you find problems with shifts & its systems? a) Often. b) Sometimes.
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c) Never

5) How are you feeling with the working hours? a) Superb b) No problem c) Bad

6) Are the targets achievable? a) Yes b) No

7) How far you felt burden on your work in the space of one month. a) Often b) Sometimes c) Never

8) Do you know the VISION of the company? a) Yes b) No

9) Do you know the MISSION of the company? a) Yes b) No

10) Are you feeling that you are recognized by the work? a) Strongly agree b) Agree c) Disagree d) Strongly agree

11) I am confused with the work and duty I have to do a) Strongly agree b) Agree c) Disagree d) Strongly disagree

12) Managers clearly defines my responsibilities a) Disagree b) Agree

13) What do you like most about the store?

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________________________________________________________ _____ 14) What do you like least about this store? _________________________________________________________ ____ 15) Employees have a voice in major decision regarding changes in the work environment. a) Strongly disagree b) Disagree c) Agree 16) Please rate EMPLOYEE RECOGNITION ABILITY TO MAKE DECISION TRAINING PROGRAMS PICK NICKS COMFORTABILITIES 1 d) Strongly agree 2 3 4

17) Overall please opt your satisfaction level of your work a) Optimum b) Minimum c) Break even (THANKS FOR YOUR CO-OPERATION)

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Bibliography

www.pantaloon.com www.thehindubusinessline.com www.businessworld.com www.wekipedia.com www.indiadaily.org www.indiaretailbiz.com www.futurebazaar.com

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