Professional Documents
Culture Documents
Human Resource Activity in Big Bazaar: Bhilai Business School, Chandrakuri Durg
Human Resource Activity in Big Bazaar: Bhilai Business School, Chandrakuri Durg
Project Report
On
OF
MASTER OF BUSINESS ADMINISTRATION
2009-2011
Submitted To:-
Submitted By:-
Akanksha Goswami
MBA 4th
CERTIFICATE
This is to certify that the project work done on Human Resource Activity
in Big Bazaar Submitted to Bhilai Business School, Durg by Akanksha
Goswami in partial fulfillment of the requirement for the award of degree
Master of Business Administration is a bonafide work carried out by her
under my supervision and guidance. This work has not been submitted
anywhere else for any other degree/diploma. The original work was carried
out during 07-05-2011 to 20-06-20111 in Big Bazaar.
Store Manager
DATE:
Ashis Mohan
Big Bazaar Pandri Raipur
Declaration
I, the student of Master of Business Administration, Bhilai Business School,
Durg Chhattisgarh, (2009- 2011), hereby declare that this project report
Human Resource Activity In Big Bazaar prepared, is my original work,
which I had submitted in Big Bazaar to my guide Mr. Debasis Rath( People
Office)
All the information and data given in my project are authentic to the best of
my knowledge and taken from reliable sources.
Place: Bhilai
Akanksha Goswami
Acknowledgement
I would like to express my sincere gratitude to the management of the
BHILAI BUSINESS SCHOOL, for their support and guidance provided
during the MBA program and while doing this project. I specially thanks to
Mrs. NIDHI P. PILLAI (Dean) for her perseverance and attention which
she extended to us.
I would like to thank my guide Mr.Debasis Rath ,Senior Executive HR and
Mr. Ashis Mohan(Store karta) who helped me to complete this project.
This acknowledgement is incomplete without giving special thanks to the
persons who are directly or indirectly associated with the project.
Last but not the least I pay my deep regard to my parents and gratitude to
God, without whom I was not able to complete this project.
Akanksha Goswami
PREFACE
The project reports on the topic Human Resource Activity in Big Bazaar
This project report has prepared for the organization Big Bazaar. In which
the problem in Training and Development of employees has found, and some
recommendation has given on the basis of data analysis, program going on
some of the executive participants & its effectiveness on non-participant
executives.
The purpose behind this research is to get an exposure of
corporate world as well as working culture by getting associated with
research .If this report proves to be fruitful to anybody/any organization by
any means, I will consider my work worthwhile.
This research helps in understanding practical
applicability, which is a part from theoretical concept. Finally the findings,
records & suggest
CONTENTS
Chapters
Title
Chapter- 1 Introduction
Page No.
Chapter-2
7 - 16
Introduction to Human
Resource Management
2.1 Meaning
2.2 Objective
2.3 Key functions
2.4 Recruitment and Selection
2.5 Performance Appraisal
2.6 Training and Development
17 - 47
48 49
50 53
54 66
67 70
Chapter- 7 Conclusion
7.1 The cases of satisfaction
7.2 The cases of dissatisfaction
Reference
Bibliography
Appendix
Questionnaire
71 74
75 76
77 79
Company Profile
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 16 million square feet of retail
space, has over 1000 stores across 73 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 Brand Factory, Blue Sky, aLL, Top 10 and
Star and Sitara.
Future Value Retail Limited is a wholly owned subsidiary of Pantaloon
Retail (India) Limited. This entity has been created keeping in mind
the growth and the current size of the companys value retail
business, led by its format divisions, Big Bazaar and Food Bazaar.
The company operates 148 Big Bazaar stores, 169 Food
Bazaar stores, among other formats, in over 70 cities across the
country, covering an operational retail space of over 6 million square
feet. As a focussed entity driving the growth of the group's value retail
business, Future Value Retail Limited will continue to deliver more
value to its customers, supply partners, stakeholders and
communities across the country and shape the growth of modern
retail in India.
A subsidiary company, Home Solutions Retail (India) Limited,
operates Home Town, a large-format home solutions store, Collection
i, selling home furniture products and eZone focused on catering to
the consumer electronics segment. Pantaloon Retail is the flagship
company of Future Group, a business group catering to the entire
Indian consumption space.
7
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 16 million square feet of retail space in 73 cities and towns and
65 rural locations across India. Headquartered 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
strategy that captures almost the entire consumption basket of Indian
customers. In the lifestyle segment, the group operates Pantaloons, a
fashion retail chain and Central, a chain of 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.
The groups speciality retail formats include supermarket chain - Food
Bazaar, sportswear retailer - Planet Sports, electronics retailer eZone, home improvement chain -Home Town and rural retail chain Aadhaar, among others.
Future Group believes in developing strong insights on 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.
8
BIG BAZAAR
Big bazaar is the companys foray into the world of hypermarket
discount stores, the first of its kind in India. Price and the wide array
of products are the USPs in Big Bazaar. Close to two lack products
are available under one roof at prices lower by 0 to 60 per cent over
the corresponding market prices. The high quality of service, good
ambience, implicit guarantees and continuous discount offers have
helped in changing the face of the Indian retailing industry. A leading
foreign broking house compared the rush at Big Bazaar to that of a
local suburban train.
Big Bazaar is a chain of shopping malls in India, owned by the
Pantaloon Group and which work on Wal-Mart type economies of
scale. They have had considerable success in many Indian cities and
small towns. Big Bazaar provides quality items but at an affordable
price. It is a very innovative idea and this hypermarket has almost
anything under one roof.Apparel, Footwear, Toys, Household
Appliances and more.
The ambience and customer care adds on to the shopping
experience.
Is Se Sasta Aur Accha Kahin Nahin !
support and well arrange to pick up the product from your home.
Alternately, you can drop it off at the nearest Big Bazaar.
11
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 we do.
We shall ensure that our positive attitude, sincerity, humility and
united determination shall be the driving force to make us successful.
12
CORE VALUES:
Indianans: confidence in ourselves.
Leadership: to be a leader, both in thought and business.
Respect & Humility: to respect every individual and be humble.
Introspection: leading to purposeful thinking.
Openness: to be open and receptive to new ideas, knowledge 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.
13
Organization structure
Store Manger
Dept. Manager
Human Resources
CSD
Visual Merchandising
Administration
Marketing Manager
Asst. DM
Maintenance
Team Leader
Housekeeping
Team Member
Ware House
14
SWOT Analysis
STRENGTHS
15
16
Introduction
To Human
Resource
Management
17
18
Key Functions
Functions of HRM
Managerial Function
Operative Function
Planing
Employement
Directing
HR Development
Organizing
Human Relation
Controling
Compansention
19
P
e
r
s
o
n
a
l
Name:
Date of Application:
Email Id:
Contact No:
DOB:
Band:
Current Role:
Designation:
DOJ PRIL:
Emp Code:
Total Experience:
PRIL Experience:
Course
Board/University
I
n
f
o
r
m
a
t
i
o
n
School/College
E
d
u
c
a
t
i
o
n
a
l
21
Percent
age
Year of Passing
D
e
t
a
i
l
s
P
r
e
P
R
I
L
Name of
Position
Organizati
Held
Yrs of exp
Responsibilities handled
on
E
x
p
e
r
i
e
Why
do you consider yourself suitable for the given position?
n
c
______________________________________________________________________
e
______________________________________________________________________
_______________________________
Selection Procedure
Interview
Psychometric Tests
5 days training
ion
22
Performance Appraisal
Performance appraisal is a method of evaluating the behavior of
employees in the work spot, normally including both the quantitative
and qualitative aspects of job performance.
Performance appraisal is the process by which an employees
contribution to the organization during a specific period of time is
assessed
C.D. Fisher
Performance Appraisal at Big Bazaar
Performance appraisal at Big Bazaar generally passes from two
stages:
Confirmation Appraisal
Annual Performance Appraisal
st
VII.2. Competencies:
A Competency is a combination of applied skills, knowledge and
behaviors that is important for the successful performance in a
specific role. The appraisal form clearly defines each competency
and the Appraiser is required to relate to the extent the employee
demonstrated behaviors on the job in relation to the competency,
while rating them. The total Competency score is the Average score
of all competency ratings.
VII.3.Value Orientation:
Our shared Values are critical for our growth & Success and therefore
all employees need to demonstrate positive behaviors reinforcing
them. Appraiser needs to assess the appraise on the orientation to
each of the 9 Core values of the Company. The total Value
Orientation score is the Average score of all Value orientation ratings.
The applicability & weight age
of the above assessment
criteria will be as per following:
Band
BSC /
KRA's
Competen Value
cies
Orientatio
n
Band 1
85%
Not
15%
Applicable
Band 2
70%
15%
15%
Band 3
70%
15%
15%
Band 4
60%
25%
15%
Value Orientation
Significantly
Exceeds
Expectations
Always
Meets
Expectations
Below
Expectations
Frequently
Rarely
Rating Scale
5
4
3
2
1
Outstanding Excellent Good Need
Under
improvement performer
Always
_
Frequ
_
Rarely
ently
27
X. Appraisal Process:
The Appraisal process is divided into 3 Stages as enlisted under:
X.1.Pre-Appraisal:
a. Performance Planning:
The performance expectations and targets communicated to the
appraise as per the KRA format at the beginning of the appraisal year
shall form the basis of the appraisal process. KRA setting is the
starting point of the Performance Management Exercise and should
be undertaken as under: Employee should draft KRAs based on the
ABP, Targets & Objectives The reporting Manager should discuss &
review these KRAs with the employee A set of KRAs should be
defined and weight ages assigned to each KRA
b. Appraiser & Appraise Preparedness:
The People Office in the respective locations shall be responsible for
training and orienting the Appraises & Assessors on the PMS
process. Every Store/Zone will have a Help Desk to facilitate
resolution of Appraisal Policy & Process related queries during the
period of Appraisal. Queries/concerns on Appraisals only (not on
promotions/increment rates etc.) can be directed to the Help Desk
Representative.
c. Self Assessment (Band2 & above only):
Self Appraisal is intended to give an opportunity to the Appraisee to
assess his/her own performance /achievements with respect to the
KRAs, Value Orientation & Competencies. A Self Assessment should
be done as per prescribed rating scale. All information pertaining to
performance, achievements & learnings, Training Needs should be
furnished in the appraisal form.
28
X.2.Appraisal Discussions:
a. Performance Assessment:
The Appraiser should have a detailed discussion with the Appraisee
on various aspects covered in the Self Appraisal and should provide
feedback based on actual data and examples which the Appraisee
would be able to relate to. The performance rating is to be provided
as per applicable Assessment criteria & rating scale. The total
performance score after completion of performance rating as per
prescribed Assessment criteria & rating scale will be forwarded to the
reviewer. The Reviewer should go through the assessment and give
his consent/recommend correction in the Ratings/Overall
Assessment, as the case may be, based on data. The Zonal Head (if
applicable) should go through the assessment and give his
consent/revise the Ratings/Overall Assessment, as the case may be,
based on data. The highest assessor/respondents Overall Ratings
are to be considered for Vitality Curve Input and should not be
rounded off.
b. Development Review:
Areas of Training & Development in terms of Functional/behavioral
Skills are also to be identified & recommended along with suitable
mode of learning.
c. Potential Assessment:
The Appraiser & Reviewer should also assess the Appraisee on his
potential for the following:
Preparedness of the Appraise for larger assignments
considering timelines.
Promotion, if any, should be based on individuals readiness for
the role as well as availability of suitable vacancies. Adequate
justifications in terms of enhanced and changed responsibilities
/ role etc are also to be furnished.
29
b. Increments/ Promotion:
Guidelines for Increments will be issued by the HO and may differ
across concepts/ businesses based on concept/ business
performance and performance rating of the employee. Promotions
based on recommendations, if any, are to be considered based on
the individuals readiness for the role as well as availability of suitable
vacancies.
c. Performance Improvement Program (PIP):
In case of consistent non-performance for a period of 3 months, the
employee will be put on the Performance Improvement Program
(PIP). The PIP aims at improving performance of the employee
through formal training, on-the-job training and other methods.
Following this the employees performance is reviewed by a
committee which would make a decision on further course of action.
XI. General guidelines:
All guidelines/instructions enumerated in the policy including those in
the Appraisal Forms, Appraiser Guide, and Appraise Guide are to be
followed during the Appraisal Process. Relaxation to any of the
conditions laid down in the policy will be allowed only with the
approval of Head HR. The Policy can be revised /altered as per need
from time to time. Decision on any issue/conflict arising out of the
policy will rest with the Head HR. The Policy comes into effect from
st
31
Meaning of Training
Training is the act of increasing the knowledge and skill of an
employee for doing a particular job. Training is a short-term education
process and utilizing a systematic and organized procedure by which
employees learn technical knowledge and skills for a definite
purpose. Training improves, changes moulds the employees
knowledge, skill, behavior, aptitude, and attitude towards the
requirement of the job and organization. Thus training bridges the
difference between job requirement and employees present
specifications.
Definition
The organized procedure by which people learn knowledge and/or
skills for a definite purpose
Dale s.Beach
Meaning of Development
More future oriented and more concerned with education than is
training. Management Development activities attempt to instill sound
reasoning processes to enhance ones ability to understand and
interpret knowledge.
It focuses on the personal growth & on Analytical, Conceptual Human
skill.
32
Methods
Training
Job rotation
Vestibule training
Coaching
Role Playing
Job instruction
Lecture methods
Conference or Discussion
Committee Assignments
Programmed Instruction
Internship Training
33
34
35
Duration
2 days
.
36
37
Apparel
Food
General Merchandise
Electronics
Home
38
39
40
Preamble
Introduction to retail
Future Retail
Organization values.
Belief
Behavior
Business
Retail is Religion (Customer is Bhagvan)
Change
KARTA
41
Importance of Icebreakers
Expectation Mapping
Vikram and Vetal Training methodology
Storytelling as a training tool
Pre-Training
During Training
Post Training
42
Communication skills
Clear instructions
Coaching for performance
Micro and macro-vision
Delegation
Conflict management
Feedback
Managing stress: Self and team
Time management
43
44
Johari window
Communication style grid
Listening and barriers to listening
Non-verbal communication
Communicating assertively
Constructive feedback
Team communication skills
45
46
47
Research
Objective
48
Research Objective
To know human resource functions of Big Bazaar.
To know training methods used in Big Bazaar.
Determining and evaluating the effectiveness of the training
methods..
To know training and development can help store to achieve its
target.
To know the performance appraisal system of Big Bazaar.
To know the recruitment and selection procedure of Big Bazaar.
To know benefits provided to employees.
49
Research
Methodology
50
Research Methodology
The study is based on personal decision, interview schedules,
documentary observation; the data has been collected from the
executives of the organization and through the published sources.
The study is based on the outcomes of personal interviews and
documentary observation. But the extreme care has been taken to
involve the constructive suggestion from the executives. The success
of research basically depends upon the method, which is adopted to
solve the research problem i.e.
A. To collect desired information and data in a systematic manner.
B. Appropriate selection of method is necessary.
51
Method of collection
Questionnaire:Questionnaire I have prepared consists of a number of questions
printed or typed in definite order on a form. Questionnaire is filled by
respondents who are expected to read & understand the questions &
write down the reply in the space meant for purpose in questionnaire
itself. Questionnaire contains simple & straight forward questions for
the respondents.
Sample Unit:Sample size I have taken is the representative unit of the population.
It is feasible to cover entire population so; the sample size taken 58.
52
Source of Data
Primary Data:
Direct Personal Interview with my project guide at Big Bazaar
Direct Oral Investigation, survey reports and other concerned
employees at Big Bazaar.
Secondary Data:
Published data about Future Group through newspapers,
magazines, journals and books.
Company information from Future group official website.
53
54
1. Do you like your job and your organization where you work?
Employees
Yes
No
Interpretation
In the survey of 55 samples all employees like their job and there
organization.
55
Employees
Yes
No
INTERPRETATION:
In the survey of 55 samples out of which 49% of the employees get
induction by the company.
56
Yes
No
INTERPRETATION
In survey of 55 samples 89% of employees are aware of performance
appraisal of the company.
57
Employee
Yes
No
INTERPRETATION
In survey of 55 samples 67% of the employee doesnt want to change
their section.
58
Employees
Yes
No
INTERPRETATION
In survey of 55 samples 100% employees said that they get salary at
right time.
59
Employees
Yes
No
INTERPRETATION
In survey of 55 samples 89% of the employees said that their
grievance are properly handled and redressed.
60
Employees
Yes
NO
INTERPRETATION
In survey of 55 samples 83% of the employees know the training
program of the organization.
61
Employees
Yes
No
INTERPRETATION
In survey of 55 samples 90% of employees said that they get
motivation from company training and development program.
62
Employees
Yes
No
INTERPRETATION
In survey of 55 samples 81% of the employees know the salary
structure of the company.
63
Employees
No
Yes
INTERPRETATION
In survey of 55 samples 92% said they get career development
program by company.
64
11.
Yes
No
INTERPRETATION
In survey of 55 samples 96% of the employees said they get
incentive when they achieve target.
65
Employees
Yes
No
Interpretation
In survey of 55 samples 87% of the employees said that they get
motivation from performance appraisal.
66
Findings &
Suggestions
67
SWOT Analysis
Strength
Weakness
Employee is considering as
biggest asset of the company.
Regular training program.
Salary is provided at right time.
Good atmosphere to work.
Policy followed by the
company is very good.
Company is very strict about is
policy.
Opportunities
Threats
68
Findings
After Data Analysis & Interpretation, I find that: 100% of the employees like their job and organization.
89% of the employees are aware of performance appraisal of
the company.
67% of the employee doesnt want to change their section.
100% of the employee said that they get salary at right time.
89% of the employee said their grievance are properly handled
and redressed.
83% of the employees are aware of the training program of the
Organization.
90% of the employee said that get motivation from the training.
81% of the employees are aware of their salary structure.
92% said they are getting career development program by their
company.
96% of the employees said they get incentive when they
achieve their target.
87% of the employees said they get motivation from
performance appraisal.
Apart from this my finds are:
Department manager and team member daily try to achieve
their target.
Employees are happy with atmosphere of the Big Bazaar.
Employees like the work environment of the company.
69
Suggestions
Company should more focus on the training program of the
employees.
Training should be provided in every quarterly to each
employee.
Training provided by the store Guru should be more
motivational.
Employees performance improvement should be judge after
training program.
Employees section should keep on changing.
Quality of manpower should increase.
In store training should be provided by trained trainer.
Induction should be given every employee.
70
Conclusion
71
Conclusion
Future Group promises a glowing future for itself and the countrys
development in order to improve the benefit and the standard of living
of the people of the state and the country. The company is reaching
out to all the sections of the society as it is creating a hypermarket
where not only the rich people shop but also the middle and the lower
class customer come to enjoy the whole shopping experience. After
45 days of vocational training I came to the conclusion that the
employees of the future group are satisfied with their training and
dissatisfied in few other areas.
72
73
74
BIBLIOGRAPHY
&
WEBLIOGRAPHY
75
P.Subba Rao
76
Raymond
ANNEXURE
77
QUESTIONNAIRE
1. Name:________________________________________
2. Phone no:__________________________________________
3. Email:_______________________________________________
4. Address:______________________________________________
5. Gender:
Female
Male
ii) No
ii) No
ii) No
11. If you get an opportunity would you like to change your section?
i) Yes
ii) No
ii) No
13. Do you think your grievance are properly handled and redressed?
i) Yes
ii) No
ii) No
78
ii) No
ii) No
ii) No
18. Did you get any incentive when you achieve target?
i) Yes
ii) No
ii) No
79