e-ISSN: 2582-5208

International Research Journal of Modernization in Engineering Technology and Science

( Peer-Reviewed, Open Access, Fully Refereed International Journal )
Volume:05/Issue:06/June-2023 Impact Factor- 7.868 www.irjmets.com
INNOVATION IN HR POLICIES - A CASE STUDY OF SHOPPER STOP
Pratima Chaubey*1, Dr. Neeraj Sharma*2
*1(Ph.D. Scholar) Research Scholar, Shri Venkateshwara University, Gajraula,
Amroha (U.P.), India.
*2Assisstant Professor, Shri Venkateshwara University, Gajraula, Amroha (U.P.), India.
DOI : https://www.doi.org/10.56726/IRJMETS41918
ABSTRACT
Indian retail industry is standing at its point of inflexion, waiting for the boom to take place. The inception of
the retail industry dates back to times where retail stores were found in the village fairs, melas or in the weekly
markets. Those stores were highly unorganized. The maturity of the retail sector took place with the
establishment of retail store in the locality for convenience with the government intervention the retail
industry in the India took a new shape. Outlets for public distribution system. Cooperative stores and khadi
stores were set up. These retail stores demanded low investment for its establishment.
The study is about innovative sprite of HR department of shopper stop. The present study is an attempt to
analyze the investigate the policies and practices of human resource development in shopper stop. This study
also includes analysis of view of managers and employees about HRD separately.
I. INTRODUCTION
The success of an organization largely depends on how its human resources have been developed over a period
of a time and it is necessary that an organization makes its own assessment through which one can evaluate the
progress made on the human side over a period of time. The term human resources from the organizational
point of view can be defined as, the total knowledge, skill, creativeness effective and efficient decision making
abilities, talents, values, beliefs, attitudes and commitment of individuals and group involved in and concerned
with and organization. ‘Hardel Koontz’ views management is the art of getting things done through and with the
people in formally organized groups.
Human resources management has a pivotal role in developing the capability and capacity of the organization,
therefore, the importance of human resources cannot be over emphasized. The economist ‘Alfred Marshal’
wrote in his book “Principles of Economics” that most of valuable of all capital is vested in human resources.
Therefore, the caliber and quality of workforce in general and the higher-level managers in particular
determine the quality and caliber of the organization itself.
II. SHOPPER STOP
Shopper stop is an Indian department store chain promoted by the K. Raheja Corp Group (Chandra Raheja
Group)1, started in the year 1991 with its first store in Andheri, Mumbai. Shopper Stop Ltd. has been awarded
‘the Hall of Fame’ and won the Emerging Market Retailer of the year award by World Retail Congress at
Barcelona on April 10, 20082. Shopper Stop has covered a long journey from being a single brand shop to
becoming a fashion life store for family. It has emerged as the highest benchmark in India retail industry due to
its credibility and superior quality. In this report, we are focusing on the people behind its success its
employees and their management.3 The performance driven company is an employee friendly organization and
is open experiences.
III. NEED FOR THE STUDY
Human resources management has a pivotal role to play in developing the capabilities and capacity of an
organization, therefore, the importance of “Human Resource Development” in an organization cannot be
overemphasized because the caliber and the quality of the workforce in general and the higher level mangers in
particular determines the quality and caliber of organization itself. To have good organization is to have right
and competent people. It these men, who run the organization, are incapable, inefficient and unsuitable the
organization will never be able to get off the ground.4
The concept of modern management is primarily concerned with the planning and development of human
resources. The main behind the machine has rightly become the focus of attention with a sense of responsibility
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 e-ISSN: 2582-5208
International Research Journal of Modernization in Engineering Technology and Science
( Peer-Reviewed, Open Access, Fully Refereed International Journal )
Volume:05/Issue:06/June-2023 Impact Factor- 7.868 www.irjmets.com
to make most of the skills, experience and initiative of its employees. Managers good or bad is unthinkable
without personnel.5
Peter Drucker is right when he calls ‘personnel’ as the “only dynamic and life giving element” in every
organization which as he assets, plays critical role in the desired transformation of the resources of production
into ‘real production’6 :
In the last three decades dramatic political, social and economic changes have overtaken the world. These
changes have established very clearly that no nation can isolate itself completely from rest of the world. These
changes have established very clearly that no nation can isolate itself completely from rest the world and
survive for too long with India as no exception. Structural and technological changes have shrunk the world to a
global village. This process of globalization has given rise to new dialogues on the future of development but it
is human beings that are both the means and the end of development, therefore, human resource should be the
root of all development.7
There has been, of late, an increase on emphasis on this aspect at various levels-national and international and
the role and importance of human resources is no less in the context of the private and public enterprises. It is,
in fact, much more important, how effectively an organization is run, and how successfully achieves the
declared social and economic objectives of the national policy ultimately it depends on the human resources is
an organization. It is, therefore very essential for retail industry. Like shopper stop measuring customer loyalty
and developing a retention strategy are critical to an organization success. The organization that understands
and manages the competition.
The success of an organization largely depends on how its human resources have developed over a period of
time and it is necessary that an organization makes its own assessment.
It is in view of the role and increasing significance of human resources development in modern business
organization. It has been decided to carry out comprehensive and research on Human Resources development
in retail sector like Shopper Stop in India.
IV. HUMAN RESOURCES PRACTICES
In Human resources development of Shopper Stop, HR program and processes and techniques that actually
implemented in the department, there is a need of an approach to achieve better performance, to originate and
implement HRM practices.
HRM practices refer to organizational activities directed at managing the pool of human resource and ensuring
that the resources are employed towards the fulfillment of organizational goal8 (Schules & Jackson 1987).
Human Resource Management practices is the management of people with in the internal environment of
organizations, comprises the activities, policies and practices involved in planning, obtaining, developing
utilizing, evaluating maintaining and retaining the appropriate numbers and skill mix of employees to achieve
the organizations objectives (Appelbaum 2001).9
Minbarwa (2005)10 viewed HRM practices a set of practices used by organization to manage human resources
through facilitating the development of competencies that are firm specific, produce complex social relation
and generate organization knowledge to sustain competitive advantage.
There are some practices which denote best practice that use in Shopper Stop. But this was later refined to the
following practices :
 Employment Security
 Selective Hiring
 Self-managed team/team working
 High compensation contingent an organizational performance
 Extensive training
 Reduction in status difference
 Sharing information
 Performance/Merit based promotion of employ
 Employee recognition awards
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 e-ISSN: 2582-5208
International Research Journal of Modernization in Engineering Technology and Science
( Peer-Reviewed, Open Access, Fully Refereed International Journal )
Volume:05/Issue:06/June-2023 Impact Factor- 7.868 www.irjmets.com
 Quality initiatives
 Performance appraisal
 Employee engagement initiatives
 Employee Welfare Schemes
 Empowerment
 Profit Sharing
That is why human resource plays an integral role in growth and achieving competitive advantage for the store
but this is possible only when an organization focuses on its HR practices to not just motivate or satisfy
employees but also is able to stimulate generation of new ideas and provides a process for successful
implementation of the same.
V. OBJECTIVES
The objectives of the study are as follows :
1. To identify the human resources development policies and practices in the Shopper Stop.
2. To identify the process and problems in designing Human Resources Development Systems.
3. To identify the strategy and explore people related issues faced by the organization.
4. To identify the different criteria dimensions to understand and evaluate the performance of the employees
in the Shopper Stop.
VI. SCOPE OF THE STUDY
The attainment of objectives of Human Resource Management significantly depends upon the development of
human resources with the increasing application of science and technology. The quality of education will need
to be upgraded so that the knowledge and skills of the personnel based processes. Thus human resource
development can be attributed to the fact that it helps in improving human relations, developing congenial
organizational climate in moulding organizational culture and in maximizing employees contributions in
attaining the organizational goles economically and effectively. Therefore, the focus of this study is on various
aspects of human resource development systems in shopper stop of India chosen for investigation. The present
study is important to deal with the function like recruitment and selection, training and development,
performance appraisal, career planning and personnel information etc. This study shall be helpful to identify
the demand of manpower in specialized skills and to develop and maintain standards of professional excellence
in human resources development to carry out the various functions of the organization.
The HRD can be attributed to the fact that it helps in improving human relations developing congenial
organizational climate in moulding organizational culture and in maximizing employees. Contributions in
attaining the organizational goles economically and effectively. Therefore, the focus of this study is on various
aspects of HRD system of shopper stop of India like recruitment and selection training and development,
performance appraisal, career planning and personnel information etc.
VII. CONCLUSION
The study looks at the interplay between HR practices and organization innovation. The study identifies that
the best way for organizations to sustain is embed innovation into their organizational culture, by hiring people
of passion, out of the box thinking, process of planning, organizing, leading and controlling the work of
organization, development refers to those learning opportunities which designed to help employees growth.
VIII. REFERENCES
[1] Chief Executive Officer ‘Corporate Shopper Stop.com Retrieved 19 March, 2018.
[2] Harold Koontz, 1961. The Management Theory Jungle Journal of Academy of Management, Dec. p. 174.
[3] Marshal A. 1920. Principles of Economics 8th Edition.
[4] Chandru L. Raheja Resigns a chairman of Shopper Stop Ltd.
[5] World Retail Awards 2008 winners, World Retail Congress 10 April, 2008.
[6] Shopper Stop Ltd. Retrieved 4 April, 2018 via Business Standard.
[7] Corporate Information Shopper Stop Bombay Stock Exchange : Script 532638.
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 e-ISSN: 2582-5208
International Research Journal of Modernization in Engineering Technology and Science
( Peer-Reviewed, Open Access, Fully Refereed International Journal )
Volume:05/Issue:06/June-2023 Impact Factor- 7.868 www.irjmets.com
[8] George R.T. 1977. Principles of Management New York Richard D. Irioin, p. 300.
[9] Drucker Peter F. 1994. The practices of Management London, Macmillan.
[10] Rao T.V. 2003, Readings in Human Resource Department, New Delhi, Oxford and IBH p. 20-21.
[11] Stoner, A.F. and Freeman, R.E. and Gilbert DR 1997. Management 6 th ed. New Delhi, Prentice Hall in
India.
[12] Schular and Jackson, 1987. (Organizational goal).
[13] Appelbaum SH. “Human Resources Management”, John Molson School of Business, Concordia
University Montreal 2001.
[14] Minbaeva (2005) HRM Practices.
[15] Koontz and O. Donnell 1972, Principles of Management, New York McGraw Hill.

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