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As pioneers of electronic retailing and India's preferred chain of electronics superstores, have a high level of responsibility towards our customer for the faith they place upon us.
Kohinoor Sales would give its customers best value, best products and the best

available service in the industry.

Honesty towards our customers ,principals and our associates would be the pillar on

which Kohinoor Sales would stand and grow Buyers of consumer electronics products face a problem of plenty: hundreds of brands, thousands of products, a mind-boggling range of features which one do you choose? At Croma, we help you make a choice that's just right for you. Our friendly, welltrained and knowledgeable store advisors will give you sound and personalised advice so that you can make informed buying decisions about any technology or consumer electronics product. You can shop for 6000 products across eight categories in a world-class ambience. Croma is promoted by Infiniti Retail Ltd, a 100% subsidiary of Tata Sons. Woolworths, one of the worlds leading retailers, provides technical and strategic sourcing support, ensuring that you buy nothing but the best. Croma's first store opened on October 9, 2006 at Juhu in Mumbai, and it's rolling out many more stores across India. So, no matter where you are, if you want high-quality products, backed by advice you can trust, head for the nearest Croma store.


For agree

QUESTION NO. 4 11 2 17 12 3



STANDARED DEVIATION 0.63 0.62 0.69 0.74 0.76 0.76

Induction programmed training Calendars systematic recruitment improve performance Sufficient Training Opportunity to Express

3.34 3.21 3.32 3.79 3.35 3.65



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I found that the clearly communicate, job responsibility, opportunity to do job, sufficient training, promotion system & opportunity to express are strongly agree from employee point of view. Their mean is also around 4, that focused more on clearly communicate & job responsibility than their promotion system and opportunity to express strength and feelings of opinions. Older colleagues and were more likely to actively look for work elsewhere.

The study found that the biggest satisfaction for employees under 4.56 mean & 0.72 S.D with career opportunities to do job and job content. This suggests the importance of establishing and communicating career path opportunities, work development and interesting work assignments to successfully recruit and retain younger employees.

Both age groups had similar concerns about opportunity to express and benefits but, as has been traditional for employees, opportunity to express remains less important than benefits for all workers, regardless of age. Nevertheless, satisfaction levels for benefits and opportunity to express were low for both age groups. These findings reflect the challenge of attracting and keeping new talent in state and local public service.



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QUESTION NO. 8 14 13 7 9 5


MEAN STANDARED DEVIATION 3.9 3.76 3.7 3.56 3.53 3.43 0.71 0.76 0.95 1.00 1.27 0.81

Job responsibilities Before Appraisal Period Training &Seminars Job description Tools and resources Information


I found that the preference for the existing employee, the employees those who wants to stay remain with this company, performance appraisal, salary structure, training & seminar improvement in performance are strongly disagree from employee point of view. Their mean is also around 4, that focused more on clearly communicate & job

responsibility than their promotion system and opportunity to express strength and feelings of opinions. Older colleagues and were more likely to actively look for work elsewhere. But from the managers point of view the penalties for not being correctly staffed are costly. Understaffing loses the businesses economies of scale and specialization, sales, customers and profits. Overstaffing is wasteful and expensive, if sustained, and it is costly to eliminate because of modern legislation in respect of redundancy payments, consultation, minimum periods of notice, etc. More importantly, training - or learning, to look at it from the trainee's view - is anything offering learning and developmental experience. Training and learning development includes aspects such as: ethics and morality; attitude and behaviour; leadership and determination, as well as skills and knowledge. This recruitment process is also very costlier better than the employee recruited internally and gives them or arranges them special training programs and seminars for well performance purpose. The recruitment process for new employee which is costlier is as followes:



PARTICULAR Induction programme

MEAN 4.56


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11 2 17 12 3 8 14 13 7 9 5 6 23 16 15 10 24 25 18 19 20 21 22 1

training Calendars systematic recruitment improve performance Sufficient Training Opportunity to Express job responsibilities Before Appraisal Period Training &Seminars job description tools and resources information Job Profile Employee disputes Performance Feedback Performance Appraisal Opportunity to do job Remain with this co Career Advancement Pay & Performance Promotion System Salary Structure Retirement Benefits Health Care Existing Employee


4.33 4.16 4.13 4 3.86 3.83 3.76 3.7 3.56 3.53 3.43 3.36 3.36 3.3 3.23 3.16 2.9 2.83 2.8 2.76 2.73 2.5 2.5 2.4

0.95 0.83 0.86 0.83 0.86 0.71 0.76 0.95 1.00 1.27 0.81 0.92 1.03 1.17 1.40 1.31 1.51 1.34 1.12 1.10 1.22 1.43 1.07 0.85

The overall performance if we are going to see then the managers and supervisor are

clearly communicates what is expected from employee before appraisal period because the mean is 3.76 & standard deviation is 0.76 & hence the employees gets good opportunity to work on interesting project. Some employees are satisfied with their promotions but still they are disappointed with their salary that they did not get salary on time.


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Our HR managers main strategy is to identify and satisfy individual and group needs by providing adequate and equitable wages, incentives, employee benefits and social security and measures for challenging work, prestige, recognition, security, status etc.
The all decisions makes by the HR Manager, with the help of Different kinds of Test

like written test, interview, medical checkup etc.

The function of HRM comes into playcreating an environment that will motivate and

reward exemplary performance. One way to assess performance is through a formal review on a periodic basis, generally annually, known as a performance appraisal or performance evaluation. Because line managers are in daily contact with the employees and can best measure performance, they are usually the ones who conduct the appraisals. Other evaluators of the employee's performance can include subordinates, peers, group, and self, or a combination of one or more company have job description as it contains information about their job identification, job summary, relation to other job, condition of work location of work etc. & in job specification in our company involves all information about education, experience, training, physical efforts, communication skills etc.

The largest decline in overall Questionnaire, that managers did not guide in improves performance because the mean is 4.13 & standard deviation is 0.86 occurred among workers. The second largest decline took place among workers in training & development program, which is very costlier for managers from employees point of view. The fourth largest increment in Promotion system because these companies did not recruited from external area.


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Overall job satisfaction is neutral & making these employees, the most satisfied with their jobs. The employees are neutral condition in health care benefits, retirement benefits i.e mean is2.5 & standard deviation is 1.43. Training and learning development includes aspects such as: ethics and morality; attitude and behavior; leadership and determination, as well as skills and knowledge therefore it is important from managers point of view & hence the employees are well being satisfied if we are going to compare with overall performance of companies. The performance appraisal level is very poor condition because the company can used the ranking method that the employees are ranked from best to worst on some characteristics, which is sometimes not perfect and not accurate. Current system for career development is committed to offering our employees a benefits package that will allow them to find a balance between their professional and personal life as well as the opportunity for career development.

Employees want pay systems and promotion policies that they perceive as being just,

unambiguous, and in line with their expectations. When pay is seen as fair based on job demands, individuals skill level, and community pay standards, satisfaction is likely to result. Similarly, employees seek fair promotion policies and practices .Promotions provide opportunities for personal growth, more responsibilities and increased social status.
People prefer jobs that give them opportunities to use their skills and abilities and offer

a variety of tasks, freedom and feedback on how well they are doing. These characteristics make work mentally challenging..


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Employees are concerned with their work environment for both personal comfort and facilitating doing a good job. Studies demonstrate that employees prefer physical surroundings that are not dangerous or uncomfortable. In addition, most employees prefer working relatively close to home, in clean and relatively modern facilities, and with adequate tools and equipment. People get more out of work than merely money or tangible achievements. For most employees, work also fills the need for social interaction. Not surprisingly, therefore, having friendly and supportive coworkers leads to increased job satisfaction. The behavior of one Boss is also a major determinant of satisfaction Managers can create satisfied employees. There are some factors conducive to high levels of employee job satisfaction, performance appraisal, Training & Development program which is mentally challenging work, supportive working conditions, equitable rewards and supportive colleagues.

The analysis and interpretation of data on study of performance appraisal and its effectiveness in an organization led to the following conclusions:
The process of performance appraisal followed in the three companies at the

supervisory and above level IS to say not well but of satisfactory level.

The employees do not rate it very good.


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The organization at present does not lay career planning & career suggestions.

The appraisal outcome has to be used for proper reward to be given to the employees.

Feedback in all the three organizations is provided very rarely.

More emphasis on training should be given as a remedial measure

During the course of interviewing I came to know that the employees want the participative style of management.


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