Internship Report On

“A STUDY ON EMPLOYEE ENGAGEMENT AT PANTALOONS

FASHION & RETAIL LTD.”
By
DIVYANI DEBNATH
1NH14MBA32
Submitted to
VISVESVARAYA TECHNOLOGICAL UNIVERSITY, BELGAUM

In partial fulfilment of the requirements for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION
Under the guidance of
INTERNAL GUIDE EXTERNAL GUIDE
Ms. SAUMI ROY Mr. S MOHAMMED ASLAM
Asst. Prof. Senior Executive
NHCE, Bangalore Pantaloons Fashion & Retail Ltd.

DEPARTMENT OF MANAGEMENT STUDIES

NEW HORIZON COLLEGE OF ENGINEERING
MARATHAHALLI, BANGALORE-560087
BATCH: 2014-2016
 ACKNOWLEDGEMENT

I thank the almighty God for the blessing that have been showered upon me to complete the

project successfully.

I am extremely thankful to the principal Mr. Manjunatha, New Horizon College of

Engineering, for providing me the opportunity to conduct this research project. I express my

deep sense of gratitude to Mrs. SheelanMisra, Head of Dept. of Management Studies for her

valuable guidance.

I am very thankful to my internal guide Ms.Saumi Roy , Department of Management Studies

for her valuable inputs and support on completion of this project report.

I express my sincere thanks to Mr. S Mohammed Aslam, Senior Executive, Pantaloons

Fashion & Retail Ltd., Bangalore for the valuable suggestions, observation, and

encouragement which helped me a great deal in accomplishment of this project work.

I also acknowledge with a deep sense of reverence, my gratitude towards my parents and my

friends, who has always supported me during the time of the project.

DIVYANI DEBNATH

(1NH14MBA32)
 TABLE OF CONTENT

CHAPTER NUMBER TITLE PAGE NUMBER

EXECUTIVE SUMMARY

1 INTRODUCTION 1-5

2 INDUSTRY PROFILE AND 6-21

COMPANY PROFILE

3 THEORITICAL 22-35
BACKGROUND OF THE
STUDY

4 ANALYSIS AND 36-78

INTERPRETATION

5 FINDINGS, SUGGESTIONS 79-81

AND CONCLUSION

BIBLIOGRAPHY AND
ANNEXURE
 LIST OF TABLES

TABLE PAGE
NUMBER PARTICULARS NUMBER
Table 4.1 Table showing age group of respondents 36

Table 4.2 Table showing employees’ work experience at Pantaloons 38

Table 4.3 Table showing infrastructure of the store 40

Table 4.4 Table showing rewards and recognition given by the 42

management
Table 4.5 Table showing engagement activities motivate employees 44
towards organization’s goal
Table 4.6 Table showing employees enjoy their job in the company 46

Table 4.7 Table showing employees having clear description of 48

their job task
Table 4.8 Table showing employees find their work environment 50
friendly
Table 4.9 Table showing factors that motivates employees to work 52
in Pantaloons
Table 4.10 Table showing satisfaction level of employees towards the 54
opportunities for promotion
Table 4.11 Table showing motivation given by the manager 56

Table 4.12 Table showing employees’ relation with their co-workers 58

Table 4.13 Table showing safety of the work place 60

Table 4.14 Table showing recommendation of employment to others 62

Table 4.15 Table showing determination of employees to give their 64

best effort at work each day

Table 4.16 Table showing initiativeness to help other colleagues 66

Table 4.17 Table showing employees get excited about going to work 68

Table 4.18 Table showing employees know what manager expects 70

from them at work
Table 4.19 Table showing supervisors giving regular feedback to the 72
employees

Table 4.20 Table showing department providing excellent services to 74

the customers
Table 4.21 Table showing opportunities to contribute in decision 76
making that affects them
Testing of Hypothesis ( chi-square) 78
 LIST OF CHARTS

CHART PAGE
NUMBER PARTICULARS NUMBER

Chart 4.1 Chart displaying age group of respondents 37

Chart 4.2 Chart displaying employees’ work experience at 39

Pantaloons
Chart 4.3 Chartdisplaying infrastructure of the store 41

Chart 4.4 Chartdisplaying rewards and recognition given by the 43

management
Chart 4.5 Chartdisplaying engagement activities motivate 45
employees towards organization’s goal
Chart 4.6 Chartdisplaying employees enjoy their job in the 47
company
Chart 4.7 Chartdisplaying employees having clear description of 49
their job task
Chart 4.8 Chartdisplaying employees find their work 51
environment friendly
Chart 4.9 Chartdisplaying factors that motivates employees to 53
work in Pantaloons
Chart 4.10 Chartdisplaying satisfaction level of employees 55
towards the opportunities for promotion
Chart 4.11 Chartdisplaying motivation given by the manager 57

Chart 4.12 Chartdisplaying employees’ relation with their co- 59

workers
Chart 4.13 Chartdisplaying safety of the work place 61

Chart 4.14 Chartdisplaying recommendation of employment to 63

others
Chart 4.15 Chartdisplaying determination of employees to give 65
their best effort at work each day
Chart 4.16 Chartdisplaying initiativeness to help other colleagues 67

Chart 4.17 Chartdisplaying employees get excited about going to 69

work
Chart 4.18 Chartdisplaying employees know what manager 71
expects from them at work
Chart 4.19 Chartdisplaying supervisors giving regular feedback to 73
the employees
Chart 4.20 Chartdisplaying department providing excellent 75
services to the customers
Chart 4.21 Chart displaying opportunities to contribute in 77
decision making that affects them
EXECUTIVE SUMMARY:

'Worker Engagement' for quite a long while now, has been a hotly debated issue in corporate
circles. It's a popular expression that has caught the consideration of working environment
onlookers and HR supervisors, and the official suite. Also, it's a subject that businesses and
representatives alike they see, yet can't verbalize effortlessly.

In the course of recent years, distinctive studies and research embraced have characterized the
term in an unexpected way, and thus, concoct diverse key drivers and suggestions. In
engagement, people use and convey what needs be physically, subjectively, and sincerely amid
part exhibitions.

Worker Engagement is connected with numerous alluring results, for example, work
fulfilment, goal to stay and employment execution. Organizations with a more prominent
number of drew in representatives commonly have lower working costs, higher consumer
loyalty and higher benefits. There is a substantial money related advantage to organizations
putting time and assets in encouraging higher engagement inside of their representatives.

The point of Employee Engagement is of famous significance to think about workers'

enthusiastic connection, association and responsibility towards occupation and association. It
offer us to see how representatives some assistance with working with energy and feel a
significant association with their organization. It will concentrate on building up a prevalent
understanding of variables, for instance, nature of work associations and estimations of the
affiliation interface and their association with basic work result.
 CHAPTER 1
INTRODUCTION
1.1 INTRODUCTION ABOUT THE INTERNSHIP:
As a part of academic requirement and completion of MBA program, I have been assigned to
complete my internship report on “A Study on Employee Engagement” at “Pantaloons Fashion
and Retail Limited” under the guidance of Ms. Jyothi. The internship was for the tenure of 10
weeks.

The major objective of this study is to properly understand ‘EMPLOYEE ENGAGEMENT’ at

PANTALOONS, and suggest measure to overcome the fit falls if any. This is done by using
the survey method for analytical study, structural questionnaire was used to collect the data.

A basic limitation of project is that they did not provide all the information related to the
company. Cooperation and coordination also vary from one to another, hence there are a few
information uncertainties. The time limit is considered to be a big constraint.

The data required for analysis is obtain from primary and secondary sources and analytical
study is survey method and structural questionnaire.

Many tools and techniques have been used for conducting the study which includes the survey
method, structural questionnaire, once the data has been collected by the personal observation
and interaction with HR specialist and employees, it is subjected to analysis. The data is
analysed according to the information collected through structured questionnaire.

1.2 TOPIC:
“A Study on Employee Engagement at Pantaloons Fashion and Retail Ltd.”.

1.3 STATEMENT OF THE PROBLEM:

Separation or distance is an issue of employees' absence of duty and inspiration. The absence
of engagement influences expansive and little associations everywhere throughout the world,
making them bring about overabundance expenses, to fail to meet expectations on significant
undertakings, and to make boundless client disappointment.

1
1.4 NEED FOR THE STUDY:

The need for the study is to understand the present representative engagement in the association
and which business related viewpoints should be enhanced with the end goal of more profound
engagement in the association.

1.5 OBJECTIVE OF THE STUDY:

1. To understand the significance of employee engagement at Pantaloons.

2. To identify the various factors influencing employee engagement.
3. To study the importance given by the staffs to their work and level of their commitment.
4. To analyse the satisfaction level of workers from different employee engagement
exercises that happens in the association.

1.6 SCOPE OF THE STUDY:

1. This is academic study confirmed for 10 weeks, on Employee Engagement of

employees.
2. The study is conducted at Pantaloons, Mantri Mall, with a simple sample size of 100
employees of the company.
3. In order to examine the study the survey has been directed to the Employees.

1.7 RESEARCH METHODOLOGY:

Descriptive Research has been utilized, which involves surveys and fact findings of
various kind. The significant motivation behind this particular research is the depiction of
the situation, as it occurs at present.
The primary normal for this strategy is that the analyst has no influence over the variable,
he/she can just report what has occurred or what is occurring.

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1.7.1 DATA COLLECTION:

The information for assessment of Employee Engagement practices in Pantaloons is

collected through primary and secondary sources.
 Primary data: Primary data is gathered by consulting and interviewing the
departmental head and through questionnaire which is filled by the employees
of Pantaloons.
 Secondary data: Secondary data is collected from the past records or already
collected information from books, websites, articles on the topic, and
company’s brochure and manuals.

1.7.2 SAMPLING:

Sampling Frame:

Sampling frame is the set of people or objects from which sample is selected.

The sample frame used for the study is “Pantaloons Fashion and Retail Ltd.”, Mantri Mall,
Bangalore.

Sampling Method:

The sampling method used for the study is Simple random sampling.

Sampling Size:

Sampling size is the demonstration of picking the quantity of perceptions or duplicates to

incorporate into a factual specimen.

The sample size used here is 100 employees.

1.7.3 TOOLS FOR DATA ANALYSIS:

Data Collection Tool: Structured Questionnaire

Analytical Techniques used:

 Microsoft Excel
 SPSS-20

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1.8 LITERATURE REVIEW:

1. (Little, 2006) The Author in his article "Worker Engagement-Conceptual Issues" has
given different meanings of representative engagement taken after by illumination of
specific inquiries that set off his psyche, for example, is engagement is a mentality or a
conduct? Is engagement an individual or a gathering level wonder? What is the
relationship in the middle of engagement and other surely understood builds like
hierarchical responsibility, work fulfilment, work association and authoritative
conduct?
2. Robertson-Smith and Mark wick (2009) has shown what engagement is and uncovers
that it is a vital yet complex test. There remains an incredible breadth for talking about
the different methodologies of representative engagement.

3. Simpson (2009) talked about the present condition of information about engagement at
work through an audit of writing. The four lines of engagement exploration is appeared
by this audit. It additionally concentrates on the elements and outcomes of engagement
at work place.

4. Shashi (2011) strengthened the significance of worker correspondence on the

accomplishment of a business. As per her an association ought to understand the
significance of workers, more than some other variable, as the most effective supporter
to an association's focused position.

5. Siddhanta and Roy (2012) investigated suggestions for hypothesis, further research and
practices by coordinating cutting edge "Representative Engagement" exercises being
drilled by the corporate with the audit of discoveries from past inquires about or
reviews. Singh and Shukla (2012) attempted to discover what variables are essential to
make a drew in workforce. The study directed by them was exploratory in nature and
the information has been gathered from an association of tin assembling.

6. Driscoll (2013) in his article "The Rulebook to Engagement" has said that different
divisions and commercial ventures have distinctive engagement. There can't be one size
that fits all when discussing tenets of engagement. He discusses the Dos and Don'ts of
representative engagement, the pragmatic use of engagement. The Dos incorporate

4
 open doors, correspondence, strengthening, compassion, prepping your pioneers. The
Don'ts incorporate maintain a strategic distance from small scale administration,
segregation, pointless confinements, not strolling the discussion, and so on.

7. Truss, Job Design and Employee Engagement(2014) in the article "Work Design and
Employee Engagement" the writer tries to relate work plan, substance of occupation,
workplace and part of chief with engagement. Her study in different associations has
come about indicating relationship between occupation content like personality,
assortment in aptitude, self-rule, criticism information of results, and so on.
Additionally the workplace like physical working condition, association structure,
group and gathering work, work process are imperative variables under workplace
which impact representative engagement.

1.9 LIMITATION OF THE STUDY:

 The information gathered will be restricted to certain sample population because of the
time and population limitation.
 There may be a bias in the response given.
 The study is concerned only to Pantaloons, Mantri Mall, Bangalore.
 The frame of respondents is 100 only.

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 CHAPTER 2
INDUSTRY AND COMPANY PROFILE
2.1 INDUSTRY PROFILE:
Retail begins from the Old French word "retailer", which means "to cut off, catch, trim, and
separate" similarly as altering that is arrangement in little sums. Retailing is significantly more
than just promoting, it's to make relationship with customers. Retailing should be possible in
either altered domains, for instance, shops or bazaars, way to deal with entryway or by
transport. Trade is the proposal of things and associations from people or relationship until the
end-clients. Retailers are somewhat of a joined structure called the stock framework. A retailer
buys things in incomprehensible totals from makers especially or through wholesale, and later
offers littler entireties to the client for preference. In the 2000s, a growing measure of retailing
was done using destinations (online), electronic portion, and after that passed on through a
counter distinctive organizations. India has the fifth most appealing rising retail showcase.

Retailing consolidates subordinated organizations, for instance, transport. The expression

"retailer" is in like manner related where a business trader advantages the necessities of a
sweeping amount of people, for instance, for the all-inclusive community. Stores may be on
reserved paths, streets with few houses or in a mall. Shopping roads may be for individuals by
walking figuratively speaking. As a rule a shopping path has a central or complete housetop to
shield clients from precipitation. Internet retailing, a sort of electrical trade utilised for
business-to-buyer trades and mail solicitation, are sorts of non-store transaction.

Retailing may fuse subordinated organizations, for instance, movement. Purchasers may be
individual or associations. In business a retailer buys stock or things in immense sums from
creators or vendors, either particularly or through whole merchants, and a short time later offers
more diminutive adds up to the final customers. Retail establishments consistently called stores
or bazaars. Traders are toward the end of the stock system. Creating promoters see the
technique of retailing as a vital piece of their common flow framework.

Indian retail industry is partitioned into organised and unorganised divisions. Composed
Retailing alludes to exchanging exercises embraced by authorized retailers. These fuse the
corporate-supported supermarkets and retail chains, moreover the elite broad retail
associations. Messy retailing, of course, implies the ordinary designs of insignificant exertion
retailing, the adjacent Kirana stores, had watched out for general stores, solace stores, handcar
and black-top dealers, and many more.

Accordingly, shopping generally implies the showing of buying things. Here and there this is
done to acquire requirements, for instance, sustenance and apparel or as a recreational

6
movement. Recreational shopping frequently includes window shopping and perusing does not
generally bring about a buy.

It requires heavy initial investments and has evolved from:

 Change in consumer behaviour.

 Working population and double income houses.
 Increase in buying and spending capacities.
 Evolution of nuclear families.

2.1.1 BRIEF ABOUT THE RETAIL INDUSTRY IN INDIA:

The Indian Retail Industry is the greatest among each one of the business wanders, speaking to
more than 10% of the country's Gross domestic product and around 8% of the vocation. The
Retail Business in India has drawn closer as a winner amongst the most energetic and fast paced
business endeavours with two or three players entering the business division. The Indian Retail
Industry is orderly crawling its bearing towards transforming into the following impact
industry. Regardless, every one of them have not yet tasted accomplishment as a consequence
of the generous starting ventures that are required to make back the underlying speculation
with various associations and opponent them.

The total thought and considered shopping has encountered a thought drawing in change terms
of course of action and buyer obtaining conduct, presenting a turmoil in purchasing in India.
Front line trading has gone into Retail platform in India as is understood through clamouring
strip shopping centres, multi-storied malls and the massive structures that provide shopping,
beguilement and provisions all beneath one housetop. A broad energetic employed public,
fissionable families in urban extents, close by growing working women masses and rising open
gateways in the association part will be the key segments in the change of the figured out Retail
region in the country. The advancement outline in created retailing and in the usage made by
the Indian masses will take after a rising diagram offering the fresher agents to enter the Indian
some help with retailing Industry.

7
2.1.2 GROWTH OF RETAIL SECTOR IN INDIA:

Retail, one of India's greatest organizations, has immediately come up as a superior amongst
the most vibrant and quick paced business endeavours of our times with a couple of players
entering the business segment. Speaking in excess of 10% of the India's Total national output
and about 8% of the vocation retailing in the country is ceaselessly steering its way toward
transforming into the accompanying impact industry.

As the modern retail area in India is reflected in extensive strip shopping centres, multiplex-
malls and goliath structures offer shopping, incitement and support all under one housetop, the
thought of shopping has altered similarly as arrangement and buyer obtaining conduct,
presenting an insurgency in shopping in India.

With retail change happening, India's retail division is experiencing exponential advancement
in genuine urban groups, and in minor urban zones. As far as per capita retail store availability,
India is among the most noteworthy on the planet.

Extra dependable variable in the probabilities of the retail division in India is the growth in the
young working people. In India, profound pay pack, fissile people in cities, nearby extending
working-women people and rising open gateways in the association’s range. These key
variables have been the advancement drivers of the formed retail division in India which now
gloat about retailing each one of the slants of life - Attire and Adornments, Gadgets, Beautifying
agents and Toiletries, Machines, Household and Office Items, Travel and Relaxation and some
more.

The retail separation in India is considering reclamation to be traditional markets clear a way
for new courses of action, for instance, departmental shops, superstores, supermarkets and
distinguishing strength stores.

2.1.3 PRESENT SCENARIO OF INDIAN RETAIL SECTOR:

In India retailing is seeing an enormous patching up activity. India is appraised the fifth most
alluring developing retail advertise. Evaluated to be US$ two hundred billion, of which sorted
out retailing makes up 3 percent or US$ 6.3 billion for each a report by KPMG the yearly
development of retail chains is assessed at 24 percent. The Administration of India has
acquainted revisions with pull in Remote Direct Venture (RDV) in retail industry. Additionally

8
India is positioned second in a Worldwide Retail Improvement Record of 30 creating nations
drawn up by AT Kearney. The Organization has embraced 52% FDI in multi-check retail and
extended FDI limit to 100 percent in single brand retail.

 In the following five years India is required to wind up the world's quickest developing
e-business market and online selling is depended on to be at standard with the physical
provisions.
 India's utilization level is set to twofold inside of five years to US$ 1.4 trillion from the
present level of US$ 740 billion.
 According to the Branch of Modern Strategies and Advancement, the Indian retail
industry has gotten Remote Direct Venture value inflows in the single-brand section
totalling US$ 344.8 million amid April 2000-September 2015.

2.1.4 FUTURE PROSPECTS:

The long haul standpoint for the retail business in India is sure, bolstered by rising livelihoods,
ideal demographics, increasing urbanization, and section of outside players in the business
sector. Within retail, apparel, food, electronics, e-commerce, fashion and lifestyle would be the
emerging sectors in India.

Enlisting a Compound Yearly Rate of 16.7% more than 2015-20, retail industry in India is
required to develop to US$ 1.4 trillion by 2020. E-trade is most likely the greatest unrest in
Indian retail industry which has high potential for development in the years to come. With FDI
coming in, the bargaining power of the consumers will increase further. In this way, India being
one of the world's most youthful markets can possibly develop in retail part.

9
2.2 COMPANY PROFILE:

Pantaloons Fashion and Retail Ltd. is an Indian finest garments retail chain. The principal store
was propelled in Gariahat, Kolkata in the year 1997. As per the Trust Report of Brand 2014, a
study directed by Trust Research Consultative, Pantaloons included among 100 best reliable
brands in India. Pantaloons were formerly regulated by the Future Group, yet have now been
assumed control by Aditya Birla Nuvo Ltd.

With a chain of 87 design stores crosswise over 41 urban areas and towns, Pantaloons is always
amplifying its foot shaped impression into whatever remains of advanced India with a space of
1.6 billion square feet which is amongst the biggest in the country.

Pantaloons suggest different embellishments and dress brands over a range of classifications
for men, children, and ladies. Pantaloons offer significantly more than mere apparels. The
organization gives a mind boggling and finish one-quit shopping knowledge to its purchasers
through its boundless accumulation of more than 100 prestigious brands. Clients can shop from
an arrangement of watches from eminent worldwide brands. Trendy sunglasses, colour
cosmetics and attractive collection of handbags for women are also an added advantage.

Pantaloons is perceived by its warm modified administration that finishes the centre suggestion
of its popular chain. Today Pantaloons, is India's driving retail organization and it deals with
different retail arranges that take into account a wide cross-area of the Indian culture. It can
catch just about the whole utilization wicker ampule of the Indian buyer.

2.2.1 HISTORY OF PANTALOONS

Previously, Pantaloons was possessed by Kishore Biyani’s Future Group, an Indian private
aggregate, headquarter located in Mumbai. The association is known for having a noteworthy
unmistakable quality in Indian trade and design areas, with prevalent grocery chains of store
like Big Bazaar and Food Bazaar, stores like Central, Brand Factory and so forth still to have
striking vicinity in coordinated nourishments and FMCG fabricating divisions.

Pantaloons retail Ltd. was fused in 1987 which dispatched Pantaloons trousers as Manz wear.
It turned into India's first formal trousers brand. Later it propelled BARE, which is a jeans
brand.

10
In 1992, the company launched wide range of ready-made garments. On July 30, The Equity
Shares of Pantaloons were first registered on BSE, DSE and ASE.

In 1994, it opened the Pantaloons Shoppe, a retail store in the franchisee organize solely for
men with John Miller's. From that point organization began the retail chain for marked pieces
of clothing.

In 1997, the organization propelled ladies' wear, apparels for children and family unit items.

In 2001, organization manufactured a partnership with Arvind Mills for the supply of fabric
and attire for its in-house marks and enter a strategic alliance with them.

In 2006, the company also entered a joint venture with Generali, an Italian insurance company
to foray into the Indian insurance market.

In 2007, Pantaloons entered an agreement with Ruchi Soya Industries, a producer and supplier
of edible oils, to expand its refined edible oil business in the same year company launched
futurebazaar.com, its online retail store. Future Office, a subsidiary of the company, acquire
the operations and management of Office edge, an online business to business office products
company, and entered the office products market. Staples, a US based office products company,
entered a joint venture with Future Office to establish ‘Staples Future Office’ for offering office
products in India.

In 2008, pantaloons planned to invest INR 3,000 million in a retail joint venture with National
Textile Corporation (NTC). It also entered into a joint venture with United Arab Emirates based
Axiom Telecom to establish 750 new mobile phone stores in India. the organization chose to
make four of its commercial separations, including Food Bazaar, Big Bazaar, Speciality Trade
Commercial Exercises and Property and Shopping centre Administration Division, into
independent backups. In the same month, Pantaloons subsidiary, Future Capital Holdings made
an Initial Public Offering. Further, the company’s hypermarket format, Big Bazaar has achieve
the 100 store mark and the total trade space of the Big Bazaar crossed 11 million sq.ft, mark in
2008. Pantaloons acquired Aadhar, which is the rural retail chain which was present in 64 rural
places. The company divested its holding in Alpha Future Airport Retail, which is a 50:50 joint
undertaking company between pantaloons and Alpha Group by the end of 2008. Due to
uncertain external economic environment, pantaloons initiated various cost control measures
and conducted scenario planning exercise in FY2008. These initiatives enhanced the efficiency
and productivity of the company.

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In 2009, the company’s hypermarket format, Big Bazaar was launched in Zirakpur, a town of
Mohali district and Tinsukhia, the business capital of Assam. Celio, men’s attire which is the
French brand marketed by pantaloons in India launched its exclusive store in Mumbai in March
2009. Winner Sports, a wholly-owned subsidiary of pantaloons entered an agreement with
SKECHERS, a footwear industry and a worldwide pioneer to permit and disperse SKECHERS
footwear and attire in India.

In 2010, Tata Teleservices in key organization with Future Group dispatched new Brand of
telecom –T24-on GSM Stage. For the first time the union between the organizations brings one
of a kind promoting idea of Retailer-Telco Association to India.

In 2011, pantaloons dispatched its green card steadfastness program in Bengaluru and also
Bengaluru invites cutting edge Pantaloons store.

In 2012, Kishore Biyani’s pantaloons retail was renamed as future Retail India Ltd post
demerger and additionally Future Group demerges Pantaloons Retail Design from lead
organization Aditya Birla Nuvo to put resources into Pantaloons group. Future group’s
pantaloons was taken over by Aditya Birla Nuvo on 30th of April 2012 for 1600 crores.

In 2013, Pantaloons Retail (India) Ltd. has, went into Offer Buy Concurrence with Industrial
Investment Trust Ltd. to offer its part holding in Future General India Life Insurance
Organization Ltd.

Pantaloons outsourced its IT operations across all its outlets to Wipro Infotech, an IT business
transformation service provider.

2.2.2 PROMOTERS:

Mr. Pranav Barua – Managing Director, PFRL

Mr. Shitalkumar Mehta – Chief Executive Officer

Mr. S. Visvanathan – Chief Financial Officer

Mr. Chandrashekhar Chavan – Chief People Office

Ms. Geetika Anand – Company Secretary and Compliance Officer

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2.2.3 VISION:

To be a premium global conglomerate, with a clear focus on each of the businesses.

2.2.4 MISSION:

To deliver superior value to our customers, shareholders, employees and society at large.

2.2.5 QUALITY POLICY:

With a focus on today’s youth, Pantaloons offers trendy and hip fashion that outlines their
hopes and aspirations. Their stores reflects their philosophy: Fresh Feeling, Fresh Attitude, and
Fresh Fashion. They offer new collection that are visually stimulating, thanks to appealing
interiors and alluring item show.

2.2.6 CORE VALUES:

Integrity: Acting and taking choices in a way that is reasonable and legitimate. Taking after
the most astounding models of demonstrable skill and being perceived for doing as such.
Integrity for us implies budgetary and scholarly honesty, as well as incorporates every other
structure as are for the most part caught on.

Commitment: On the establishment of Integrity, doing all that is expected to convey quality
to all partners. All the while, being responsible for our own particular activities and choices,
those of our group and those in the part of the association for which we are responsible.

Passion: A vivacious, instinctive energy that emerges from enthusiastic engagement with
the association that makes work cheerful and moves everyone to put forth a strong effort. An
intentional, unconstrained and tenacious quest for objectives and destinations with the most
abnormal amount of vitality and excitement.

Seamlessness: Thinking and cooperating crosswise over practical gatherings, hierarchies,

organizations and geographies. Utilizing various skills and points of view to accumulate
advantages of cooperative energy while advancing authoritative solidarity through sharing and
community oriented endeavors.

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Speed: Reacting to inner and outside clients with a feeling of earnestness. Constantly
endeavoring to complete before due dates and picking the best musicality to upgrade
hierarchical efficiencies.

2.3 PRODUTS/ SERVICE:

Pantaloons, the recently gained business by The Aditya Birla Group, one of India's driving
multinational aggregates, are a force place of crisp style and development. Pantaloons are
India's quickest developing premium way of life clothing organization. While weaving its
enchantment crosswise over way of life sections, Pantaloons takes into account the observing
and in vogue Indian shopper. With creative outlines, ideas and items, the organization acquires
the most recent patterns fashion and attire style to clothing market. Pantaloons array spell
solace and polish, joined with freshness.

A Pantaloons store is spread over a sprawling retail space of around 27,000 sq.ft, involving a
brand collection that keeps running over the extensive variation of style that has class.

The various collection in store contains:

 Variety of Ready-made western and ethnic attire collection for men, children and ladies.
 Various collection and series of fashion accessories
 Assortment of watches
 Cosmetics
 Wide range of handbags
 Footwear
 Exotic fragrances

Brands available for Women:

 Western wear: Western wear like Bare Denim, Rig, Bare Leisure, Candies’, Honey,
Ajile, and Annabelle
 Ethnic wear: Rangmanch, Trishaa, Global desi, Jamini, and Akkriti
 Popular brands: SF Jeans, Jealous 21, Kraus, Biba, Zinc London, AND, and W.

Brands available for Gents:

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  Western wear: Western wear brands like Lombard, Rig, JM sport, Bare Denim,
Scullers, Bare Leisure, John Miller, Urban Eagle, and also Indigo Nation.
 Formal wear: Van Huesen, Lombard, John Miller, Louis Philippe, Indigo Nation, etc.
 Ethnic wear for Men: Ethnic wear brand for men is Indus route.

Brands available for Children:

 Children can select from various brands like Bare Kids, Bare Leisure and also has
brands like Lee cooper juniors, Mini club, Chalk, Poppers. They also include foreign
brands like Barbie and Disney.
 Traditional wear: Akkriti.

Accessories:

Pantaloons provide a wide range of accessories for men and women including a wide range of
watches, jewerelly, footwear, handbags and perfumes.

Brands available in Watches:

 Pantaloons offers many brands such as Tommy Hilfiger, Esprit, Citizen, Kenneth Cole,
Titan and FastTrack.

Brands available in Footwear:

 Inc. 5, Paprika, Honey, Ginger, Cross, Solvaga, Catwalk and many more.

Brands available in Sunglasses:

 Brands like Police, Scott, I Dee, Polaroid and Opium are offered.

Brands available for lady’s Handbags:

 Lavie, Caprese, Baggit, Butterfly, Wild crafts, Honey, FastTrack.

Brands available for women in Cosmetics:

 Chambor, Revlon, Maybelline, Lakme, and many more.

15
 2.4 AREAS OF OPERATION:

Pantaloons Fashion and Retail Limited operates in multiple locations in India. Headquartered
in Mumbai, the company has over more than 100+ stores across many cities in India.

2.5 INFRASTRUCTURE FACILITIES:

The Infrastructure facilities at Pantaloons can be compared or matched with the best
infrastructure in the country. Highlights of company infrastructure facilities are:

 Fully Air-conditioned premises

 Fire prevention and protection measures
 Good Lighting and Ventilation
 Canteen Facilities
 Wash rooms
 Trial Rooms
 Good ambience to visitors and customers
 CCTV’s

2.6 COMPETITORS:

Pantaloons faces competition from four major fashion and retail stores namely

 Westside
 Lifestyle
 Shoppers Stop
 Reliance Trends

2.7 SWOT ANALYSIS:

SWOT Analysis is a frame work which helps an organisation to understand what advantages it
has so as to enhance its capabilities and to analyse what they lag to overcome their weaknesses.

16
Strengths:

 Pantaloons is the discoverer in the business and has biggest piece of the overall industry
and capitalisation.
 Notoriety for estimation of cash (Focused Evaluating), accommodation and also has an
extensive variety of items all in one store.
 It has its existence in many places like Delhi, Bangalore, Chennai, Kolkata, and
Mumbai.
 Highly strategic human resource management and development.
 Management of employees are done in proactive manner. Segments of human resource
such as procuring candidates, controlling and payrolls furthermore includes working
with representatives in order to help maintenance and enhance the nature of the work.
 Most trusted as well as respected brand by consumer.
 One of the strongest brands in terms of finance.
 Improvement and modernization are high at Pantaloons India with respect to its items
and buyer inclination and way of life changes which keep it in front of its rivals.

Weakness:

 It does not function in International market. It’s confined only in India so it’s unable to
reach the customers overseas.
 Competition from speciality companies such as West side, Shoppers Stop, Lifestyle,
and Central as this retail provide variety of ranges of products of different brands as
compared to pantaloons.
 Skilled labour force is not suitable when compared with worldwide guidelines, the
staffs who are working on shop floor are not given proper training as to how to
communicate with customers and how to deal with tough customers.
 Offers limited brands i.e., they don’t provide luxury brands Bossini, Elle, Only, Mufti,
Killer, etc.
 Pantaloons experiences high attrition rate due to availability of job opportunities in the
market.

Opportunities:

 As Government permitted FDI in India in single brand and multi mark retail, India is
rising quickly as retail centre point for top brands.
17
  Retail Industry in India has faced progress of 10.5 per cent somewhere around 2010
and 2012 and is also depend on to increment to USD 740-850 billion by the year 2015.
The business in India has long method to go as there is huge opportunities.
 At present India constitutes just 8 per cent of sorted out retail.
 New locations as well as store types offer Pantaloons Fashion and Retail Limited
opportunities to exploit market development.

Threats:

 Strong competition from unorganised retail market.

 Shopping society has not created in India so far. Indeed, even now shopping centres are
only a spot to roam with family and companions and generally doesn’t end in purchases
always.
 Extra completion and new contenders entering the business sector could temperamental
Pantaloons and its sales.
 Value wars between contenders, and value cuts, etc. could harm benefits for Pantaloons
store.
 Online shopping is turning into a developing pattern in buyers because of comfort and
ease.

2.8 FUTURE GROWTH AND PROSPECTS:

Pantaloons Fashion and Retail Limited plans to invest Rs 125 crore towards launch of 30-35
stores across the country. The company is having a target of achieving 3000+ Crore worth of
business. After its merger with Aditya Birla Group, Pantaloons Fashion and Retail is trooping
towards becoming the largest and most profitable fashion clothing behemoth in India.

18
2.9 FINANCIAL STATEMENTS:
BALANCE SHEET:

EQUITY AND As at 31st March 2015 As at 31st March 2014

LIBILITIES

(Rupees in Crores) (Rupees in crores)

Share Holder’s Funds

Share Capital 9330 101

Share Suspense Account - 84,632

Reserves and Surplus 48,617 57,947 (7,780) 76,953

Non-Current Liabilities

Long Term Borrowings 101,500 48,493

Other Long Term Liabilities 4,279 3,646

Long Term Provisions 568 106,347 229 52,368

Current Liabilities

Short term Borrowings 46 99,881

Short Term Provisions 970 281

Trade Payables 37,558 31,630

Other current Liabilities 12,455 51,029 27,115 158,907

TOTAL 215,323 288,228

Assets

Fixed Assets

Tangible Assets 44,322 46,961

Intangible Assets 118,985 116,759

19
Capital work in Progress 1,802 1,361
Intangible Assets Under 697 -
Development
165,798 165,083

Deferred Tax Assets - -

Long Term Loans and Advances 7,695 173,497 6,255 171,336

Current Assets

Current Investments 599 80,000

Inventories 35,835 32,487

Trade Receivables 1,700 96

Cash and Bank Balance 1,082 2,523

Short Term Loans and Advances 1,670 1,185

Other Current Assets 940 41,826 599 116,892

TOTAL 215,323 288,228

STATEMENT OF PROFIT AND LOSS:

As at 31st March, 2015 As at 31st March, 2014

Revenue

Revenue from Operation 166,121 128,514

Other Income 513 6322

Total Revenue 166,634 134,836

Expenses

Purchase of Traded Goods 98,976 75,104

(Increase)/Decrease in (3,750) 2334

Inventory of Traded Goods

20
Employee Benefits Expense 14,971 9,429

Other Expenses 52,585 35,035

Total Expenses 162,782 121,902

Profit Before Depreciation 3,852 12,934

Interest and Tax
Depreciation and 10,900 5,443
Amortisation Expenses
Finance Cost 11,725 14,380

(Loss)/Profit Before Tax (18,773) (6,889)

Tax Expenses:

Current Tax - -

Deferred Tax - -

(Loss)/Profit for the Year (18,773) (6889)

Earnings per share (nominal

value 10 Rs each)
Basic (20.24) (9.89)

Diluted (20.24) (9.89)

21
 CHAPTER 3
THEORITICAL BACKGROUND
3.1 INTRODUCTION TO EMPLOYEE ENGAGEMENT:
The theme Employee Engagement is an intricate equation that mirrors every individual's one
of a kind and individual association with work. This could be described as any activity that
tries to hold the attention of employees to their organization and their work and in return
provides them with incentives for their commitment towards the organization. The term implies
diverse things to various associations. Some liken it with occupation fulfilment, and some by
gaging representative's enthusiastic duty to their organization.

Worker Engagement is not just about holding attention or rewarding, it comprises of a whole
lot of strategies to make an employee align his/her work ethics and culture towards organization
vision and mission. Engaged employees understand the mission, and therefore take personal
responsibilities for serving customers. They feel totally involved and excited about their work
and the organization.

The wind of employee engagement caught up in India with advent of new Economic Policies
of 1990s when economy was thrown open to foreign organization and norms for starting a new
venture was relaxed. From then a new work culture has started and race started for getting
talented work force and then retaining them. As India was in shortage of skilled labour force,
it became imperative for organization to put their hands on talented work force. Also employers
should get their team involved in all aspects of their business which helps them to learn in a
better way.

There is no single technique for drawing in representatives in their work and in the
organization. Rather, there are number of basic parts that add to engagement, for example,
work place connections, the workload, the measure of control inside of the work put, support,
saw decency in the work spot, the prize and acknowledgment structure, and capacity to have
significant and esteemed work. One way to deal with making engagement is that there is a need
for a level of equal reliance for the person to connect with and for the association to succeed.

Engagement, spoke to as a two path relationship in the middle of representative and business
where connected with representatives are required to likewise have a comprehension of the
work to be done, needs to do with how individual employs themselves in the execution of their
occupation and includes the dynamic utilization of feelings and behaviours notwithstanding
what they think about their employments.

22
3.2 IMPORTANCE OF EMPLOYEE ENGAGEMENT IN HRM:

 Once HR division was considered as "mechanical" specialists, helping the association

to contract, prepare and terminate workers. In the course of the most recent 20 years,
the significance of very talented, all around roused, and adaptable work power has
expanded. HR divisions are currently anticipated that would "add esteem" to the
association and not just bring about expense.
 Today's HR experts should be more dynamic than just a specialist on staff issues.
He/she likewise should be talented agent since HR experts must assume a key part in
offering their association to stay focused in the business sector some assistance with
placing. It is more than an administrative need.
 Human Resource Management needs to change as the business environment changes.
It needs to do this as a blend of reacting to changes in that environment, foreseeing such
changes and settling on proactive choices about the way of HRM. What's to come is
erratic and it is difficult to figure out what it will bring. It is essential to be adaptable
and to obtain however much learning as could be expected to adapt to these instabilities.
Human Resource Management need to incorporate issues identifying with their centre
faculty capacities with the general financial and business issues, while staying in
contact with mechanical improvements. Effective HR supervisors and offices have a
noteworthy key effect on their associations.
 Innovation is one specific sign of progress. It is given that associations must hope to
continually survey and overhaul their innovation. All change is troublesome and HR
offices must see themselves as an operators of progress. They should guarantee that
workers are given essential preparing and bolster procedures to have the capacity to
adapt to the progressions.
 The web and the web empowered programming is a specific part of innovation of worry
to HRM proficient as it can change courses in which representatives identify with the
association. HR experts need to utilize their feeling of duty, bury individual abilities
and preparing to make their organization achievement. The earth of steady change
implies they should give careful consideration to developing abilities in correspondence
and choice making aptitudes. They should have the capacity to comprehend the vision
of the organization plainly. Workers should likewise have clear and useful impression
of the operational administration needs. They have to look at and survey existing
strategies to guarantee that enhanced arrangements can be planned and assembled. The

23
 significance of ceaseless advancement should be underlined by them and overseeing
change through objective setting. Lastly, they should guarantee that the subsequent
association is populated and driven by engaged workers.

3.3 IMPORTANCE OF EMPLOYEE ENGAGEMENT:

Representative Engagement is just as critical for both workers and additionally business. It is
an imperative worker execution and association administration point. All real associations
concurs that there is an association between worker engagement and productivity increment
through engaging employees in the work place which prompts increment in yield, expanded
deals, purchaser joy and representative maintenance.

 Worker engagement is imperative keeping in mind the end goal to shape an enthusiastic
association in the middle of representatives and the organization which affects their
state of mind towards the organization's customers, and along these lines it also
enhances consumer loyalty and administration levels.
 It helps in building enthusiasm, arrangement and responsibility with company’s
methodologies and objectives.
 It is essential keeping in mind the end goal to give high vitality working atmosphere
and help business development.
 It helps in increasing workers’ trust in the work place.
 A highly engaged employee will constantly deliver beyond expectation which is
possible only through engaging employees in the work place.
 It helps in creating better understanding between co-workers which is essential for a
friendly work environment. It also creates a healthy competition between employees.
 Employee engagement is important in order to motivate employees in the work place
which helps them to perform better and increase their productivity.
 It helps the employees being fully included as the member of the team, focussed on
clear goals and developing new skills.
 It makes a feeling of steadfastness in a focused domain.
 It is important in order to retain employees in the organization.
 It helps in building strong relationship between employees and employer where two
way promises and commitment are understood and fulfilled.

24
  Employee engagement is important in order to reduce employee absenteeism,
grievances and conflicts, employee turnover rates.
 It enhances fulfilment level of the workers which thusly expand the efficiency level of
representatives.

Employee Engagement plays a very important role in developing positive attitude towards the
organization. It helps in increasing organization productivity.

3.4 CATEGORIES OF EMPLOYEES:

The categories of Worker Engagement is based upon the level of commitment and engagement
of employees. As indicated by the Gallup, the counselling association there are diverse classes
of representatives. They are:

 Engaged: The first category of people are those who are passionate about their work,
connected to the company, and are innovative. These employees are defined as builders.
They need to comprehend what is normal from them with the goal that they can meet
and surpass them. They contribute new ideas and turn them into reality which also
makes them curious about their company and their position in it. They are positive in
their outlook and also spread positivity around them. These are also proactive. They
work with energy and advance their association for which they constantly perform at
high levels by using their aptitudes and potencies at office each single time.

 Not Engaged: The second category of people are those who want to be told what to do
and they like only one instruction at a time. They concentrate on finishing assignment
as opposed to focusing on objectives and yields they are required to perform. They put
in time but not energy and passion. They wait for instructions from their superiors and
are not proactive as well. These representatives might be either positive or negative as
they would see it about the association. These employees don’t have productive
relationship with their co-workers and managers.

 Actively Disengaged: These classification of individuals are despondent, as well as

spread misery in the association. Withdrawn representatives can bring about
extraordinary harm to the association's lowering so as to work the efficiency level of
different representatives. They spread pessimism in the association by inciting and

25
 persuading individuals to leave their occupations. In any case, they are the ones who
stay in the association for the longest timeframe. They attempt to demotivate different
representatives with their contrary words and attempt to separate individuals.

3.5 ELEMENTS LEADING TO EMPLOYEE ENGAGEMENT:

There are numerous factors which leads to Employee Engagement. They are:

a) Motivation: Managers are required to motivate the employees for their work and make
them feel proud about their organization. A motivated employee is highly engaged and
always work hard in order to accomplish the goal. If an employee is motivated, he/she
will always give their best in work place.
b) Job satisfaction: Managers should keep a track on the employees regarding their
satisfaction level on the job and keep taking feedback whether they are satisfied with
the job they are performing and the management. An employee will work for the
maximum only when there is right match between their job and skills they possess. Job
satisfaction of employees are very important in order to engage them with the
organization.
c) Commitment: Creating a workforce of committed employees is not an easy thing.
However, a committed employee would always work for the betterment of the
organization. They would always stand with the organization and will always put on a
good image of the organization. They are always committed to their work and gives
their best every single day at work.
d) Loyalty: Every organization needs employees who would remain loyal to them and be
with them in times of crisis. Loyal employees are always engaged at work place and
with the organization.
e) Trust: Trust is very important between employer and employees. Employer should
have trust on their employees to take them as a part of important decisions and
employees should have trust on their employer in matters regarding administrative and
functional decisions of organization.
f) Leadership: A good and fair leader is required to take organization to pinnacles of
success. If there is a democratic and hardworking leader, he/she would easily motivate
and lead employees by his/her work standards. A good leader can unite all employees

26
 towards the engagement of the organization and helps the employees to build a strong
relationship.

3.6 METHODS OF EMPLOYEE ENGAGEMENT:

When employees work in an organization, they would like to get proper due of the work that
they are doing in the organization. They would like to be recognised and appreciated and get
benefits for the work they are doing. There are various methods through which an employer
can engage the employees and increase the engagement level in the work place in a better way.

a) Appraisal system: A proper appraisal system should be followed in all the organization.
It could be annually or six monthly. KRA’s are prepared and job responsibility is given
to the employees. Then the work of employee is marked through feedback system and
proper increment is provided.
b) Promotion/Increment: A sound promotion and increment policy is required for
employee engagement. Promotion policy is required to keep employees motivated about
the work they do. It depends on KPA’s and KRA’s and it is on timely basis. It helps
employees to work better and improve their working level in the organization. They get
motivated by this and work hard in order to improve their working level and contributing
towards the profit of the organization.
c) Participation: Everyone likes to give his/her idea and every person like to participate
and get appreciated. Employer who allows their employee to take active participation in
a decision making are tend to be more engaged in the work place. Every organization
must encourage active participation from their employees to get new and better ideas for
the organization’s development. In return, they are praised and also given extra benefits.
d) Training and Development: This has become one of the trendiest factors in employee
engagement. It is important to train and develop workforce according to their job profile
and also to make workforce multi skilled. It also gives opportunity to the employees to
learn new things and new aspects of their work. It provides them a chance to improve
their skills and perform their job in a better manner. Training helps employees to
enhance their skills and ability to work efficiently.
e) Appreciation: Employees love to get appreciation apart from monetary benefits from
their colleagues and superiors when they do some good work. It boost their morale and

27
 makes them feel important in the organization. Employers must appreciate employees
for their good work which will help them to perform better.

f) Rewards and Recognitions: Timely recognition and proper rewards by the

management to the employees is very important in order to make them feel proud and
keep them attached to the organization. It increases the morale of the employees and
boost their self-esteem. Rewards and recognitions by the employer plays a very
important role in engaging employees in the work place.
g) Monetary Benefits: when employees get benefitted in terms of monetary benefit for
some work done them, it keeps employees on toes and they work harder than before in
order to achieve monetary benefit again and again. Employer gives monetary benefit in
terms of incentives which can be weekly or monthly or according to the company’s
norms. It helps both the employer and the employees.

3.7 CHARACTERISTICS OF ENGAGED WORK FORCE:

Followings are the attributes of engaged work force that assume a vital part in the
accomplishment of any association.

 Shared Trust: An exceedingly drew in workforce needn't bother with bearings at every
stride. Giving individuals a chance to perform their task without letting them know how
to accomplish it is one of the most ideal approaches to draw in workforce.
Representatives welcome one another’s suppositions and discover an inclusive
assortment of approaches to perform a specific assignment. They can accomplish their
occupations with common support and belief.
 Occupation and Profession Fulfilment: Work fulfilment is one of the primary
qualities of a connected with employees. The person who is fulfilled by their profession
and the way their profession graph is rising wants to adhere to the association for a
drawn out stretch of period. Exchanging the associations every now and again is not a
normal for fulfilled worker.
 Engaged and Quick to Take up Challenges: A connected with workforce is
completely engaged and recognizes what to do and when. They are constantly quick to
take up new difficulties with a specific end goal to tackle the current issues in the

28
 association and also get new aptitudes. They are constantly quick to learn new things
and extending their frame of reference.
 Sound Initiative: A connected with workforce needn't bother with bearings for
performing a particular employment every once in a while. Representatives know how
to do it in the most ideal way. They not just show dependable initiative qualities in
routine undertakings additionally think of inventive approaches to manage emergency
or crises.
 Better Execution: Worker engagement is straightforwardly identified with better
execution. Representative execution is the best way to gauge the engagement, inclusion
and devotion of workers towards their employments. In the event that every one of these
variables can't be interlinked, there is no importance of anything. It can be said that the
workforce is not locked in or effectively withdrawn.
 Critical thinking State of mind: Drew in workforce conveys its employment
obligations as well as keeps a critical thinking mentality dependably. A very connected
with representative shows a feeling of belongingness towards the association and tries
to tackle the issues that represent a deterrent in the association's method for
achievement.

3.8 PROCEDURE OF EMPLOYEE ENGAGEMENT:

Worker
Formulate Result Activity Activity
Engagement
and Design Evaluation Planing Follow-Up
Survey

1. Formulate and Design: The initial phase in the process is formulate and plan which is
about finding the particular necessities of the association and settling on a choice about
needs. A tweaked plan minding the entire procedure can be outlined after that. Looking
for counsel of master administration specialist is prescribed with a specific end goal to
expand the odds of completing it comfortable first endeavour.

29
 2. Worker Engagement Survey: the following step is planning the subject of
representative engagement overview and conveying with the support of a suitable
media. The poll can be in a printed structure or set web contingent on the solace level
of workers and survey assessment process.
3. Result Evaluation: Result evaluation is the most imperative stride in this whole
process. In this stride the reports are to be dissected to discover what precisely
persuades representatives to perform their best in the work place and what truly pulls
back them ultimately constrains them to leave the affiliation. The results and
information can then be passed on in different ways.
4. Activity Planning: The association need to manage a testing inquiry of how the
aftereffect of the overview can be transformed into an activity. Instructing the line
directors and HR experts is essential. They must be told about customs with the goal
that the employees can represent the advancements effectively. Honing supervisors is
imperative with a specific end goal to let them know how make a move in a suitable
approach to draw in workers.
5. Activity Follow-up: after the move has been made it is important to catch up the
activity which is essential keeping in mind the end goal to understand whether the
change has been made in the right way or not and whether desired outcomes is been
delivered.

3.9 10 COMMON SUBJECTS: HOW COMPANIES MEASURE

ENGAGEMENT:

Organizations regularly assess their delegates' engagement level with companywide

perspective supposition audits. A testing criteria incorporated into such instruments revels 10
fundamental points related to engagement:

1. Pride in administrator
2. Job fulfilment
3. Satisfaction with business
4. Opportunity to perform well in testing environment
5. Personal sponsorship from one's supervisor
6. Recognition and positive feedback for one's duties
7. Efforts beyond the minimum

30
 8. Understanding the connection between one's occupation and association’s focal
objective
9. Prospects for future advancement with one's supervisor
10. Intention to stay in the association

3.10 THE 10 C’S OF WORKER ENGAGEMENT:

In what capacity can pioneers draw in representatives' heads, hearts, and hands? The writing
offers a few roads for activity; we outline these as ten c's of representative engagement, which
should be key for engagement of employees.

1. Connect: Pioneers must exhibit that they regard specialists. Labourer focused
exercises, for instance, advantage sharing and completing work-life equality exercises
are basic. Regardless, if delegates' connection with their chiefs is broken, then no
measure of favourable circumstances will motivate specialists to accomplish their best.
Delegate commitment is a prompt impression of how specialists think about their bond
with chief. Delegates look at whether affiliation and their pioneer walk the discourse
when they telecast that," our labourers are most noteworthy asset."
2. Career: Pioneer should give testing and imperative work with open entryways' for
expert achievement. Most of the overall public need to do new thing in their occupation.
Case in point, do affiliations give work turn to their top capacity? Are individual's
distributed stretch targets? Do pioneers consider people in charge of progression? Are
occupations enhanced with commitments and commitments? Extraordinary pioneers
challenge delegates.

3. Clearness: Pioneer must grant an unique visualisation. Individuals need to fathom the
vision that senior activity has for the affiliation, and the destinations that pioneers or
office sets out have toward the division, unit, or gathering. Achievement in life and
relationship, in a manner of speaking, directed by how clear individuals are about their
targets and what they genuinely need to perform.
4. Carry: Pioneers clarify what they anticipate from representatives furthermore give
criticism on their working in the association. A decent pioneer build up procedures and

31
 methods that individuals expert critical assignments and encourage objective
accomplishment.
5. Contribute: People should understand that their information matters and they are
adding to the association's accomplishment meaningfully. This may be anything but
difficult to explain in settings, for example, hospitals, learning institutes. Part of the
turnaround arrangement was the advancement of an arrangement of measures-known
as Total Performance indicators which gaged how well Singes are getting along with
its workers, clients and speculators.
6. Congratulate: Reviews demonstrates that, again and again, workers dependably get
criticism at whatever point their execution is not up to the imprint or poor. The same
representatives likewise feels that they additionally get acknowledgment and
remunerates less at whatever point they perform well. It is essential to salute workers
at whatever point they perform well keeping in mind the end goal to support their spirit
which will help them to contribute more to the organization's objective.
7. Control: Workers' control over quality over the stream and pace of their careers and
pioneers can make open doors for representatives to practice these control. The
achievement of Microsoft, for instance, stems to some degree from Bill Gates'
conviction that keen individuals anyplace in the organization ought to have the ability
to drive an activity. Activity, for example, Six Sigma are autonomous, to some extent,
on the dynamic investment of the representatives on the shop floor.
8. Credibility: Pioneers ought to do all the conceivable things to keep up the notoriety of
the association and show high moral measures. He ought to make workers feel glad for
the organization, enhance their execution, and make them like their employments. For
instance, West Jet carriers is among the most appreciated association in Canada and has
accomplished various recompenses.
9. Co-operate: Concentrates on demonstrates that representatives who work in a group or
have a trust on their colleagues, they beat groups which are having absence of trust in
the group pioneer furthermore enhance the execution level. Group pioneer assumes an
imperative part in enhancing the relationship between colleagues. They helps in making
a pleasant atmosphere in the work place.
10. Confidence: Pioneer make trust in representatives in an organization to help the resolve
of the workers and expanding the execution models.

32
3.11 HOW TO KEEP EMPLOYEES ENGAGED:
Employees need their leaders to:
 ENVISION a strong, clear, and persuasive future for the workers and additionally for
the association.
 EMPATHIZE with the representatives to comprehend their inspirations and qualities
and to know whether they are confronting any issue in the work place and additionally
in their life.
 ENHANCE their aptitudes through training, introduction, and experience with the goal
that they can be mastery in their occupation and can deal with the work weight in the
organization.
 EMPOWER them to do work in a fitting way and to give their best in every one of the
assignments they do in the organization.
 EVALUATE the employees on timely basis based on their performance on the job.
 ENCOURAGE the representatives in all the conceivable way to keep them cheerful
and enthusiastic at work.

3.12 10 THINGS THAT ENSURE EMPLOYEE ENGAGEMENT

SUCCESS:
Enhancing Employee Engagement is not the result of one activity. Association need
appropriate structure to accomplish huge change in drawing in representatives. Sequencing and
substance of the activity are basic, as is correspondence.
With old and new methodologies, the elements that should be tended to are:

 Significance of Occupation: A worker needs to know how their employment and

obligation is imperative for the organization. He should have clear depiction about his
errands to perform in the organization.
 Clarity of what is expected of them: The employees should know what managers are
expecting from them while performing their job.
 Career advancement: Administration ought to give better professional success to the
workers in the association. Workers need to know whether the organization has suitable
and stable professional success with the goal that they perform well. The chiefs must

33
 consider workers for progression in the event that they are performing great in their
given task.
 Rewards and improvement: Employees always try to improve themselves in terms of
their performance and quality of their job. The management need to give employees
rewards and recognition for the exceptional work done by the employees.
 Feedback: management should provide regular feedback to the employees in order to
know if they are performing well or not. It helps the employees to know what the
managers are expecting from them and whether employees are able to stand on their
expectations.
 Good Relationship: having a good relation between employee and the management is
very important in order to have a friendly work environment. Employees should be able
to ask or consult employers whenever required.
 Clear values: Representatives ought to have clear values and conduct which will be
looked upon positively by the chief.
 Good communications: There should be proper communication between employer
and employees in the organization in order to have a clear picture of what the employer
is expecting from the employees and what employees need to do.

3.13 CHALLENGES IN EMPLOYEE ENGAGEMENT:

1. Controlling steady loss: Detecting weakening in the association is vital as it impacts
the workplace of the organization. Weakening rates are high in every one of the areas
which incorporate retail, IT, Corporate division, and so forth. Individuals are anxious
and change work every now and again. It is an exceptionally critical things and
associations are taking preventive measures to control wearing down level.
2. Driving High Performance: Association think that it’s hard to expand the execution
level of the representatives in the association. Adjusting mind set towards elite is not a
simple errand for directors. Administration ought to embrace certain methodologies
keeping in mind the end goal to expand execution level of representatives.
3. Creating Future Leadership: administration face difficulties to discover pioneers
among the representatives and train him keeping in mind the end goal to take right
choice for the workers and also for the association. A good leader will propel different
workers and causes in adding to the organization's prosperity.

34
 4. Attracting Women towards Powerful Occupations: High level jobs, for example,
Executives, President still set apart by nonattendance of female in them. It's about time
that administration begins working towards having goal-oriented and skilled ladies in
corporate where the real choices will be taken by them.

3.14 ADVANTAGES OF WORKER ENGAGEMENT:

The various advantages of engaging employees in the work place are:

 Engaged workers will stay in the organization for quite a while and contribute towards
the accomplishment of association. They generally tend to give their best in the work
put and give astounding support of the clients.
 They are typically carry out in a better manner and are self-inspired.
 There is a relationship among representative commitment and gainfulness of the
association.
 They structure an emotive connection with the organization which results change in
their behaviour towards the organization's customers and in this manner enhances
fulfilment level of clients and expanded administration level.
 It constructs energy of workers, build responsibility level and arrangement with the
organization's objectives and future prospects.
 It additionally helps in expanding trust of representatives towards the association.
 Employees will be faithful towards the organization and it additionally diminish the
wearing down rate in the organization.
 Enhance business growth
 Provides better working environment for the employees

35
 CHAPTER 4
ANALYSIS AND INTERPRETATION
TABLE 4.1 : SHOWING THE AGE GROUP OF RESPONDENTS.

Particulars No. of Respondents Percentage

18-22 27 27%

22-25 34 34%

25-30 27 27%

30 and Above 12 12%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:
From the above table it is observed that 27% of the respondents belongs to the age group of
18-22, 34% of the respondents belongs to 22-25 age group, 27% of the respondents belongs
to 25-30 age group, and 12% of respondents fall in 30 and above age group.

36
CHART 4.1: DISPLAYING THE AGE GROUP OF RESPONDENTS.

12%
27%

27%

34%

18-22 22-25 25-30 30 and Above

SOURCE: Table

INTERPRETATION:
The above chart displays that majority of the respondents falls into the age group of 22-25
years.

37
TABLE 4.2: SHOWING EMPLOYEES’ WORK EXPERIENCE AT
PANTALOONS

Particulars No. of Respondents Percentage

0-6 Months 22 22%

6-9 Months 34 34%

9-12 Months 25 25%

More than 12 19 19%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:
The above data states that 22% of the respondents have 0 to 6 months of experience, 34% of
respondents have 6 to 9 months, 25% of employees have 9 to 12 months, and 19% of employees
have more than twelve months of experience.

38
CHART 4.2: DISPLAYING EMPLOYEES’ WORK EXPERIENCE AT
PANTALOONS

19% 22%

25%

34%

0-6 Months 6-9 Months 9-12 Months More than 12

SOURCE: Table

INTERPRETATION:
From the above diagram we can interpret that majority of respondents i.e. 34% have more
than 12 months of experience at Pantaloons.

39
TABLE 4.3: SHOWING INFRASTRUCTURE OF THE STORE.

Particulars No. of Respondents Percentage

Highly satisfied 35 35%

Satisfied 65 65%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:
From the above information it is understood 35% of representatives are very satisfied with
the infrastructure of the store, and 65% of the representatives are satisfied with infrastructure
of store.

40
CHART 4.3: DISPLAYING INFRASTRUCTURE OF THE STORE

35%

65%

Highly satisfied Satisfied

SOURCE: Table

INTERPRETATION:
From the above chart we can interpret that maximum number of the representatives are
pleased with the infrastructure of the store.

41
TABLE 4.4: SHOWING REWARDS AND RECOGNITION GIVEN BY
THE MANAGEMENT.

Particulars No. of Respondents Percentage

Highly satisfied 18 18%

Satisfied 24 24%

Neutral 58 58%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:
The data states that 18% of employees are extremely satisfied with the recognition and
rewards given, 24% of the employees are satisfied, and 58% of the employees are neutral
about the recognition and rewards given by the management.

42
CHART 4.4: DISPLAYING REWARDS AND RECOGNITION GIVEN BY
THE MANAGEMENT.

18%

58% 24%

Highly satisfied Satisfied Neutral

SOURCE: Table

INTERPRETATION:
Majority of the respondents are neutral about the recognition and rewards given by the
management in Pantaloons.

43
TABLE 4.5: SHOWING ENGAGEMENT ACTIVITY MOTIVATES
EMPLOYEES TO BE MORE COMMITTED TOWARDS
ORGANIZATION’S GOAL.
Particulars No. of Respondents Percentage

Yes 62 62%

No 8 8%

May be 30 30%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:
From the above table it is observed that 62% of the respondents says that employee
engagement activities motivates employees to be more committed towards organization’s
goal, 8% of the respondents replies in negative, and 30% of the respondents says may be.

44
CHART 4.5: DISPLAYING ENGAGEMENT ACTIVITY MOTIVATES
EMPLOYEES TO BE MORE COMMITTED TOWARDS
ORGANIZATION’S GOAL.

30%

62%
8%

Yes No May be

SOURCE: Table

INTERPRETATION:
The above chart displays that majority of the respondents i.e., 62% agrees that employee
engagement activities motivates employees to be more committed towards organization’s
goal and perform their task in a better manner.

45
TABLE 4.6: SHOWING EMPLOYEES ENJOY THEIR JOB IN THE
COMPANY

Particulars No. of Respondents Percentage

Extremely high 29 29%

High 50 50%

Neutral 21 21%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:
The above states that 29% of the respondents enjoy their job extremely high, 50% of the
respondents highly enjoy their job in the company, and 21% of the respondents are neutral
about their opinion.

46
CHART 4.6: DISPLAYING EMPLOYEES ENJOY THEIR JOB IN THE
COMPANY.

21%
29%

50%

Extremely high High Neutral

SOURCE: Table

INTERPRETATION:
From the above analysis it is inferred that maximum number of employees highly enjoy their
job in Pantaloons.

47
TABLE 4.7: SHOWING EMPLOYEES HAVING CLEAR DESCRIPTION
OF THEIR JOB TASK.

Particulars No. of Respondents Percentage

Highly agree 61 61%

Agree 39 39%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:
The above table gives a clear picture that 61% of respondents are highly agree that they have
clear description of their job, and 39% of the respondents agree that they are clear about the
description of their job task.

48
CHART 4.7: DISPLAYING EMPLOYEES HAVING CLEAR
DESCRIPTION OF THEIR JOB TASK.

39%

61%

Highly agree Agree

SOURCE: Table

INTERPRETATION:
The above chart shows that most of the employees have clear description of their job task in
the company.

49
TABLE 4.8: SHOWING EMPLOYEES FIND THEIR WORK
ENVIRONMENT FRIENDLY.

Particulars No. of Respondents Percentage

Highly agree 39 39%

Agree 48 48%

Neutral 13 13%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:
The above table gives a clear picture that 39% of the representatives are highly agree, 48% of
the representatives agree with the statement, and 13% of the respondents are neutral.

50
CHART 4.8: DISPLAYING EMPLOYEES FIND THEIR WORK
ENVIRONMENT FRIENDLY.

13%

39%

48%

Highly agree Agree Neutral

SOURCE: Table

INTERPRETATION:
The chart above gives a clear picture that majority of the respondents agree that they have a
friendly work environment.

51
TABLE 4.9: SHOWING FACTORS THAT MOTIVATES EMPLOYEES
TO WORK IN PANTALOONS

Particulars No. of Respondents Percentage

Management 24 24%

Salary 10 10%

Work environment 38 38%

Co-workers 28 28%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:
From the above table it is observed that 24% of the respondents think that management
motivates employees to work in Pantaloons, 10% of respondents think salary, 38% of the
respondents think work environment is the motivation factor, and 28% of the respondents
think Co-workers are the motivation factor.

52
CHART 4.9: DISPLAYING FACTORS THAT MOTIVATES
EMPLOYEES TO WORK IN PANTALOONS.

28% 24%

10%

38%

Management Salary Work environment Co-workers

SOURCE: Table

INTERPRETATION:
The above diagram displays that most of the employees believe that work environment is the
factor that motivates the employees to work in Pantaloons.

53
TABLE 4.10: SHOWING SATISFACTION LEVEL OF EMPLOYEES
TOWARDS THE OPPORTUNITIES FOR PROMOTION.

Particulars No. of Respondents Percentage

Highly satisfied 26 26%

Satisfied 53 53%

Neutral 12 12%

Dissatisfied 9 9%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:
The above table states that 26% of the employees are very satisfied with the opportunities for
promotion, 53% of employees are pleased, 12% of the employees are Unbiased, and 9% of
the employees are disappointed with the opportunities for promotion.

54
CHART 4.10: DISPLAYING SATISFACTION LEVEL OF EMPLOYEES
TOWARDS THE OPPORTUNITIES FOR PROMOTION.

9%
26%
12%

53%

Highly satisfied Satisfied Neutral Dissatisfied

SOURCE: Table

INTERPRETATION:
The above diagram displays that majority of the respondents are satisfied with the
opportunities for promotion given by the management in the company.

55
TABLE 4.11: SHOWING EMPLOYEES’ OPINION TOWARDS THE
MOTIVATION GIVEN BY THE MANAGER.

Particulars No. of Respondents Percentage

Highly satisfied 25 25%

Satisfied 54 54%

Neutral 21 21%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:
The above table states that 25% of the representatives are very satisfied about the motivation
given by the manager, 54% of the representatives are pleased with the statement, and 21% of
the respondents are neutral about the motivation given by the manager.

56
CHART 4.11: DISPLAYING EMPLOYEES’ OPINION TOWARDS THE
MOTIVATION GIVEN BY THE MANAGER.

21% 25%

54%

Highly satisfied Satisfied Neutral

SOURCE: Table

INTERPRETATION:
The above chart indicates that maximum number of employees are pleased with the motivation
given by the manager to the employees.

57
TABLE 4.12: SHOWING EMPLOYEES’ RELATION WITH THEIR CO-
WORKERS.

Particulars No. of Respondents Percentage

Extremely high 46 46%

High 27 27%

Neutral 15 15%

Low 12 12%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:
From the information above we understand that 46% of the employees have extremely high
relation with their co-workers, 27% of the employees have high relation, 15% of the
employees are neutral, and 12% of the employees are having low relation with their co-
workers.

58
CHART 4.12: DISPLAYING EMPLOYEES’ RELATION WITH THEIR
CO-WORKERS.

12%

15%
46%

27%

Extremely high High Neutral Low

SOURCE: Table

INTERPRETATION:
From the above study it is inferred that maximum number of the employees have extremely
high relationship with their co-workers in the company.

59
TABLE 4.13: SHOWING SAFETY OF THE WORK PLACE.
Particulars No. of Respondents Percentage

Highly satisfied 55 55%

Satisfied 32 32%

Neutral 13 13%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:
From the above table it is observed, 55% of the employees are highly satisfied, 32% of the
employees are satisfied, and 13% of employees are neutral about the safety of the work place.

60
CHART 4.13: DISPLAYING SAFETY OF THE WORK PLACE.

13%

32% 55%

Highly satisfied Satisfied Neutral

SOURCE: Table

INTERPRETATION:
The above diagram displays that majority of the employees are extremely satisfied with the
safety of the work place in the store.

61
TABLE 4.14: SHOWING RECOMMENDATION OF EMPLOYMENT TO
OTHERS.
Particulars No. of Respondents Percentage

Strongly agree 34 34%

Agree 55 55%

Neutral 11 11%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:
From the above table it is clear that 34% of employees strongly agree, 55% of the employees
Agree, and 11% of the employees are neutral about their opinion.

62
CHART 4.14: DISPLAYING RECOMMENDATION OF EMPLOYMENT
TO OTHERS.

11%

34%

55%

Strongly agree Agree Neutral

SOURCE: Table

INTERPRETATION:
The above chart shows that maximum number of employees agree that they would like to
recommend employment to their friends and relatives in the company.

63
TABLE 4.15: SHOWING DETERMINATION OF EMPLOYEES TO GIVE
THEIR BEST EFFORT AT WORK EACH DAY.
Particulars No. of Respondents Percentage

Extremely high 33 33%

High 57 57%

Neutral 10 10%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:
From the table it is observed that 33% of employees are extremely high determined, 57% of
employees are high determined, and 10 % of employees are neutral in their opinion.

64
CHART 4.15: DISPLAYING DETERMINATION OF EMPLOYEES TO
GIVE THEIR BEST EFFORT AT WORK EACH DAY.

10%
33%

57%

Extremely high High Neutral

SOURCE: Table

INTERPRETATION:
From the above chart it is seen that majority of the employees have high determination to give
their top effort at work every day.

65
TABLE 4.16: SHOWING INITIATIVENESS TO HELP OTHER
COLLEAGUES.

Particulars No. of Respondents Percentage

Extremely high 37 37%

High 24 24%

Neutral 23 23%

Low 16 16%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:
From the above table it is observed that 37% of employees have extremely high initiative to
help other employees, 24% of employees are high, 23% of employees are neutral, and 16 % of
employees have low initiative to help other employees.

66
CHART 4.16: DISPLAYING INITIATIVENESS TO HELP OTHER
COLLEAGUES.

16%

37%

23%

24%

Extremely high High Neutral Low

SOURCE: table

INTERPRETATION:
Majority of the employees take full initiative to help other employees at work when the need
arises.

67
TABLE 4.17: SHOWING EMPLOYEES GET EXCITED ABOUT GOING
TO WORK.

Particulars No. of Respondents Percentage

Almost always 25 25%

Often 45 45%

Sometimes 21 21%

Seldom 9 9%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:
From the above information it is clear that 25% of respondents almost always get excited
about going to work, 45% of the respondents often get excited, 21% of the respondents
sometimes get excited about going to work, and 9% of the respondents are seldom.

68
CHART 4.17: DISPLAYING EMPLOYEES GET EXCITED ABOUT
GOING TO WORK.

9%
25%

21%

45%

Almost always Often Sometimes Seldom

SOURCE: Table

INTERPRETATION:
From the above chart it is seen that majority of the employees often get excited about going to
work.

69
TABLE 4.18: SHOWING EMPLOYEES KNOW WHAT MANAGER
EXPECTS FROM THEM AT WORK.

Particulars No. of Respondents Percentage

Strongly agree 64 64%

Agree 23 23%

Neutral 13 13%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:
From the above table we can say that 64% of employees are strongly agree, 23% of employees
are agree, and 13% of the employees are neutral.

70
CHART 4.18: DISPLAYING EMPLOYEES KNOW WHAT MANAGER
EXPECTS FROM THEM AT WORK.

13%

23%

64%

Strongly agree Agree Neutral

SOURCE: Table

INTERPRETATION:
From the chart above it is clear that majority of the employees strongly agree that they know
what is expected of them at work.

71
TABLE 4.19: SHOWING SUPERVISORS GIVING REGULAR
FEEDBACK TO THE EMPLOYEES IN PANTALOONS.

Particulars No. of Respondents Percentage

Strongly agree 52 52%

Agree 37 37%

Neutral 11 11%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:
From the above table it is observed that 52% of the employees strongly agree that supervisors
give regular feedback to the employees, 37% of the employees agree, and 11% of the
employees are neutral about their opinion.

72
CHART 4.19: DISPLAYING SUPERVISORS GIVING REGULAR
FEEDBACK TO THE EMPLOYEES IN PANTALOONS.

11%

52%
37%

Strongly agree Agree Neutral

SOURCE: Table

INTERPRETATION:
From the above chart it is observed that maximum number of the respondents strongly agree
that they get regular feedback from their superiors regarding their performance.

73
TABLE 4.20: SHOWING DEPARTMENT PROVIDING EXCELLENT
SERVICES TO THE CUSTOMERS.

Particulars No. of Respondents Percentage

Strongly agree 56 56%

Agree 38 38%

Neutral 6 6%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:
The above table shows that 56% of employees strongly agree about providing excellent
services to the customers, 38% of the respondents are agree, and 6% of the respondents neither
agree nor disagree.

74
CHART 4.20: DISPLAYING DEPARTMENT PROVIDING EXCELLENT
SERVICES TO THE CUSTOMERS.

6%

38%
56%

Strongly agree Agree Neutral

SOURCE: Table

INTERPRETATION:
From the above chart it is clear that maximum number of the employees strongly agree that
their department provides excellent services to the customers.

75
TABLE 4.21: SHOWING OPPORTUNITIES TO CONTRIBUTE IN
DECISION MAKING THAT AFFECTS THEM

Particulars No. of Respondents Percentage

Strongly agree 5 5%

Agree 17 17%

Neutral 56 56%

Disagree 22 22%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:
The above data states that 5% of the employees are strongly agree, 17% of the employees
agree, 56% of the employees are neutral about their opinion, and 22% of employees disagree.

76
CHART 4.21: DISPLAYING OPPORTUNITIES TO CONTRIBUTE IN
DECISION MAKING THAT AFFECTS THEM

5%
22% 17%

56%

Strongly agree Agree Neutral Disagree

SOURCE: Table

INTERPRETATION:
Majority of the employees neither agree nor disagree regarding their opportunity to contribute
in decision making in the organization.

77
TESTING OF HYPOTHESIS:
H0: There is no significant difference between the genders with respect to overall satisfaction
on employee engagement.
H1: There is a significant difference between the genders with respect to overall satisfaction
on employee engagement.

Gender of the respondents * Overall satisfaction of employees on employee

engagement Cross tabulation
Count
Overall satisfaction of employees on Total
employee engagement
Highly Satisfied Neutral
satisfied
Gender of the Male 36 26 10 72
respondents Female 9 11 8 28
Total 45 37 18 100

Chi-Square Tests
Value df Asymp. Sig.
(2-sided)
Pearson Chi-Square 3.898a 2 .142
Likelihood Ratio 3.791 2 .150
Linear-by-Linear
3.793 1 .051
Association
N of Valid Cases 100
a. 0 cells (0.0%) have expected count less than 5. The
minimum expected count is 5.04.

RESULTS:
The above said hypothesis was tested by using a statistical tool chi-square with the help of
SPSS-20, it is observed in chi-square table that significant value is 0.142 which is greater than
0.05, therefore there is no proper evidence to reject null hypothesis, hence null hypothesis is
accepted.

78
 CHAPTER 5
FINDINGS, SUGESSTIONS AND CONCLUSION
5.1 FINDINGS:
 62% of the respondents agrees that employee engagement activities motivates
employees to be more committed towards organization’s goal.
 The 58 out of 100 representatives are neutral about the recognition and rewards given
by the administration.
 The employees more than 60% in the company say that they have clear description of
their job task.
 52% of the employees strongly agree that the supervisors encourage and give regular
feedback to the employees regarding their performance at work place.
 The 38 out of 100 representatives say that workplace is the main consideration that
inspires them to work in Pantaloons, 28 out of 100 workers believe that its colleagues,
24 representatives say its management and 10 representatives are encouraged by the
pay.
 The analysis demonstrates that greater part of the respondents are satisfied by the open
doors for advancement and development given by the organization. Whereas, 9% of the
respondents showed disappointment.
 Majority of the employees have very good relationship with their co-workers. Whereas,
12 out of 100 employees say that the relationship with the co-workers is low.
 The determination of the representative to give their best at work every day is high and
they regularly get amped up for going for work.
 Majority of the employees are neutral about the opportunity to have a voice in decision
making that affects them.

79
5.2 SUGGESTIONS:

 Majority of the employees are unbiased with the rewards given by the management and
hence giving better recognition and prize frequently will increase the morale of
employees.
 Supervisors and managers should meet employees at regular intervals which will help
in creating a better relationship between them.
 The representatives say that the opportunity in the organization for advancement or to
develop is moderate and thus the organization can bring more necessities required.
 The management should conduct team work activities more often in order to improve
the relationship between colleagues.
 The superiors can give more feedback to the representatives and urge them to
accomplish more effective work.
 The employees give a view that they are not much encouraged to contribute in decision
making in the company. So the company should give them opportunity to give their
ideas and suggestions in decision making process.
 The worker engagement exercises are exceptionally gotten by the employees and
consequently the organization can make more exercises to carry a good relationship
with workers.

80
5.3 CONCLUSION:

The idea of representative engagement ought not to be respected simply one more HR
procedure. It is a mix of enthusiastic, knowledgeable and physical angles and how it is
connected with the worker engagement. . An association needs to recognize the variables that
draw in individuals and ought to embrace certain procedures with a specific end goal to expand
the engagement level of the representatives in the work place. Representative's engagement is
a long haul process and connected to vital inhabitants of the business, for example, society,
values and administrative theory.

The worker engagement exercises are critical and as of now the majority of the association are
attempting to give great engagement measures in order to hold their representatives
furthermore build up the vocation of their workers, aside from statutory measures which are
obligatory, associations are additionally giving recreational and participative measures. The
procedures received by the association offers them to expand the engagement some assistance
with levelling of the workers.

Consequently with these exercises both worker and representative are in win-win circumstance.
Representatives get remunerates and advantages and manager have a tendency to get faithful
and connected with workforce.

For satisfying every one of their objectives, associations require effectively connected with
workers. Worker engagement happens just in those associations which regard their kin as their
greatest resources and deal with their fundamental necessities and other mental needs. Working
environments that meet every one of these states of representative engagement develop much
quicker and maintain any longer that the individuals who neglect to meet them.

81
 BIBLIOGRAPHY

BOOKS:

1. K. Aswathappa, “Human Resource and Personnel management”, Tata Mc Graw- Hill

Education, 4th Edition, 2005.
2. Mishra Tripathi, “Employee Engagement and HR Initiatives”, Himalaya Publishing
House Pvt. Ltd., 1st Edition, 2011.
3. V.S.P Rao, “Human Resource Management”, Excel Books, 2nd Edition, 2005.

ARTICLES:

1. Little, B (2006), Issues Employee Engagement: Conceptual, Journal of Organizational

Culture, Communications and Conflicts, Volume 10, No. 1, 111-120.
2. Siddhanta A & Roy.D (2012), Employee Engagement- Engaging the 21st Century
workforce. Asian Journal of Management Research, 170-189.
3. Truss, K. (2014). Job Design and Employee Engagement. Engage for Success Peer
reviewed white paper series, 1-22.
4. Simpson, M.R (2009). Engagement at Work: A review of the Literature International
Journal of Nursing Studies 46.

WEBSITES VISITED:

 www.Pantaloons.com
 www.citehr.com
 http://www.ibef.org/industry/retail-india.aspx
 ANNEXURES
QUESTIONNAIRE

I Divyani Debnath, management student conducting a study on “Employee

Engagement” at Pantaloons Fashion & Retail Company, Bangalore.

I would be grateful if you would spend time and answer the following questions.

I assure you that all the information provided will be kept confidential and be
used for academic purpose only.

Gender: a) Male b) Female

Age: a) 18-22 b) 22-25 c) 25-30 d) 30 and above

Designation: ………………………………………………………….

1. Your experience at Pantaloons.

a) 0-6 month b) 6-9 month c) 9-12 month d) More than 12

2. What do you feel about the infrastructure of the store?

a) Excellent b) Above Average c) Average d) Below Average e) Very Poor

3. How satisfied are you with the recognition and rewards given by the management?

a) Highly satisfied b) satisfied c) Neutral d) Dissatisfied e) Highly dissatisfied

4. Does employee engagement activities motivates employees to be more committed

towards organization’s goal?

a) Yes b) No c) May be
5. How much you enjoy your job?

a) Extremely high b) High c) Neutral d) Low e) Extremely low

6. Your clear description of your job task?

a) Highly agree b) Agree c) Neutral d) Disagree e) Highly disagree

7. I find the work environment friendly?

a) Highly agree b) Agree c) Neutral d) Disagree e) Highly disagree

8. What motivates you to work in Pantaloons?

a) Management b) Salary c) Work environment d) co-workers

9. How satisfied are you with the opportunities for promotion?

a) Highly satisfied b) satisfied c) Neutral d) Dissatisfied e) Highly dissatisfied

10. What do you feel about the motivation given by the manager?

a) Highly satisfied b) satisfied c) Neutral d) Dissatisfied e) Highly dissatisfied

11. Yours relation with co-workers.

a) Extremely high b) High c) Neutral d) Low e) Extremely low

12 How satisfied are you with the safety of the work place?

a) Highly satisfied b) satisfied c) Neutral d) Dissatisfied e) Highly dissatisfied

13. Would you like to recommend employment at your company to a friend?

a) Strongly agree b) Agree c) Neutral d) disagree e) Strongly disagree

14. How determined are you to give your best effort at work each day?
 a) Extremely high b) High c) Neutral d)Low e) Extremely low

15 Your Initiative to help other employees when the need arises.

a) Extremely high b) High c) Neutral d) Low e) Extremely low

16. I get excited about going to work.

a) Almost always b) Often c) Sometimes d) Seldom e) Never

17. I know what is expected of me at work.

a) Highly agree b) Agree c) Neutral d)disagree e) highly disagree

18. My supervisors give me regular feedback on how I am doing.

a) Strongly agree b) Agree c) Neutral d) Disagree e)Strongly disagree

19. My department always provides excellent services to the customers.

a) Highly agree b) Agree c) Neutral d) disagree e) Highly disagree

20. Do you have the opportunity to contribute to decisions that affect you?

b) Strongly agree b) Agree c) Neutral d) disagree e) Highly disagree

21. How satisfied are you with the employee engagement exercises conducted in the

association?

a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e)Highly dissatisfied