Professional Documents
Culture Documents
Date:
Sakshi Jain (09181)
Samta Gupta(09184)
Saurabh Srivastava(09189)
Shashi Kant Kumar(09195)
Shivi Bindra(09198)
Shradha Suman(09202)
Shweta Rai(09205)
Sonu Sharma(09213)
Vaibhav Jain(09230)
Ziauddin(09238)
Priyanka Sharma(09240)
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CERTIFICATE
Professor:
Dr. Shekher
(I.M.S Ghaziabad)
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ACKNOWLEDGEMENT
This report bears the imprint of many people and without there
support it would not have existed.
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INDEX
S.NO. TOPIC PAGE
1. Introduction 5
2. Industry Profile 7
3. Company Profile 10
4. Management Functions 12
5. Human Resource 15
Management
6. People Management 19
System
7. HRD of Big Bazaar 21
8. Employees Motivation 29
9. Work Culture 33
10. Customer Satisfaction 35
11. SWOT Analysis 36
12. Conclusion 38
13. Bibliography 39
INTRODUCTION
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Future Group is India’s leading business group that caters to the
entire Indian consumption space. Led by Mr. Kishore Biyani, the
Future Group operates through six verticals: Retail, Capital, Brands,
Space, Media and Logistics:
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From its beginning in 1987, they have today evolved as one of the
leading retailer and are among the pioneers in setting up a nation-
wide chain of large format stores in India. They believe that the
various initiatives taken by them have played a key role in enhancing
the standards of retail in the country. They believe their focus on
customers supported by systems and processes and a committed work
force are the key factors that have contributed to our success and will
help us scale up as we embark on our strategic growth plan.
Pantaloons is the first organized departmental store format targeting
the Indian middle class and upper class customers across age and
gender.
BIG BAZAR
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Big Bazaar is a chain of department stores in India currently
with 100 outlets. It is owned by Pantaloon Retail India Ltd, Future
Group. It works on the same economy model as Wal-Mart and has
been successful in many Indian cities and small towns. The idea was
pioneered by entrepreneur Mr. Kishore Biyani, the CEO of Future
Group. Currently Big Bazaar stores are located only in India. It is the
fastest growing chain of department stores and aims at having 350
stores by 2010.
Big Bazaar is the destination where you get products available at
prices lower than the MRP, setting a new level of standard in price,
convenience and quality.
INDUSTRY PROFILE
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Retail is India’s largest industry, accounting for over 10 percent of
the country’s GDP and around 8 percent of the employment. Retail
industry in India is at the crossroads. It has emerged as one of the
most dynamic and fast paced industries with several players entering
the market. But because of the heavy initial investments required,
break even is difficult to achieve and many of these players
have not tasted success so far. However the future is promising;
the market is growing, government policies are becoming more
favorable and emerging technologies are facilitating operations.
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India has a large number of retail enterprises. With
close to 12 million retail outlets India has one of the
highest retail densities in the world. In terms of the
structure, the industry is fragmented and
predominantly consists of independent, owner-
managed shops.
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COMPANY PROFILE
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Retail Congress in Barcelona.
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MANAGEMENT FUNCTION
It was described by Henry Fayol in the year 1800 when he was the
CEO of a large mining company.
Fayol has noted managers at al levels operating in a for profit or not
for profit organization, must perform each of the functions of :
Planning
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Directing
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APPLYING MINTZBERG’S MODEL
Organization Pyramid
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WHAT IS HUMAN RESOURCE
MANAGEMENT?
H.R manager was only black box. Their role was more closely aligned
with personnel and administration functions.
• Potent
• Recruiting
• Hiring
• Training
• Organization Development
• Communication
New H R Role
• Coaching
• Policy Recommendation
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• Salary and Benefits
• Team Building
• Employee Relations
• Leadership
• Globalization
• Government regulation
• Stronger knowledge/research base
• Changing role for labor unions
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interpretations depending on context. The original usage derives
from political economy and economics, where it was traditionally
called labor, one of four factors of production although this
perspective is changing as a function of new and ongoing research
into more strategic approaches at national levels. This first usage is
used more in terms of 'human resources development', and can go
beyond just organizations to the level of nations . The more traditional
usage within corporations and businesses refers to the individuals
within a firm or agency, and to the portion of the organization that
deals with hiring, firing, training, and other personnel issues, typically
referred to as `human resources management.
Key functions
Human resource management serves these key functions:
4. Promotions
5. Redundancy
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8. Compensation, pensions, bonuses etc in liaison with Payroll
We believe that service is our core philosophy and people are our
most important resources. Our attempt has always been to create an
environment where our employees feel pride of being called
‘Pantaloonians’.
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BIG BAZAAR People Management
System
a. Culture Building
c. People Processes
d. Management Processes
e. Leadership Excellence
Organisation Structure
Our organization is headed by our Managing Director. We
follow an inverse pyramid structure; as a result decisions are taken
closest to the point of customer action. Sales executive are
encouraged to think customer first. They are empowered to run their
respective departments like ‘small siness owners’.
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Inverse Pyramid Structure
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The HR department of Big Bazaar is very dynamic. Employees
are the biggest strength and asset of any organization and the HR dept
realises this very well.
Sources of Recruitment
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usually appointed as Departmental Managers.
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ii) Psychometric Tests: For higher and top level jobs, candidates are
asked to answer a few questions which basically test their sharpness,
analytical ability, ability to handle stress, presence of mind etc. This
is done as Managers are required to work under stress all the
time and still maintain a cool head to make some vital decisions.
Induction
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The new employees will be on probation for a period of 6
months. After this period the HR period along with the department
manager will review the performance of the employee. If the
employee’s performance is good and encouraging, the employee’s
services will be confirmed.
The employees and their dependents are also entitled for medical
treatment in recognised hospitals with cashless hospitalisation with
whom the company has tie-ups.
Along with these all the employees are given a card known as
‘Employee Discount card’ (EDC) through which they can buy any
product at Big Bazaar at a special discount of 20-30 %.
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Leaves and other rules
All the employees will be given identity cards which they have to
wear and also swipe while at the time of entering and leaving the
Store.
Performance Appraisal
Future group has its own training division for all its employees,
known as ‘Future Learning & Development Limited’ (FLDL). All the
employees are given training for 20 days in a year spread over
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different periods.
Retention Strategy
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suggestions. Every quarter the best suggesstion
received per zone per format is awarded prize called
“Golden Cap”.
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• Identify potential areas for improving process
efficiency
The main issue that every manager talks about relating to his
employee is, that he might have better-motivated employee. In big
bazaar the scenario is different. Here employees are motivated
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through various ways and some of the ways are discussed below.
Maslow’s says that human beings are motivated to satisfy their needs.
These needs can be classified under various heads such as :
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Self-actualization needs.
• Physiological needs - basic needs like hunger and thirst.
• Safety needs - security of all kinds.
• Love needs - need to relate closely to others.
• Ego needs - need for status and recognition.
• Self-actualization needs - relate to achieving one’s potential.
Good wages.
Job security.
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rise to dissatisfaction he called hygiene factors.
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Rank
Good wages 1
Job security 2
Tactful disciplining 9
Interesting work 3
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Freedom at Work is what you get. We believe our most valuable
assets are our People. Young in spirit, adventurous in action, with an
average age of 27 years, our skilled & qualified professionals
work in an environment where change is the only constant.
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international standards
At Pantaloon you will work with some of the brightest people from
different spheres of industry. We believe it’s a place where you can
live your dreams and pursue a career that reflects your skills and
passions.
Measurement of Customer
Satisfaction
We have devised a model called CEM- Customer Experience
Management Model to measure customer satisfaction in our stores.
The Customer Experience Management Model focusses on the
customer’s experience at every touch point in the store ranging from
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their first impression of the store, to their experience at the trial
rooms, toilets, with our staff through various processes such as billing
and exchanges. We have hired a research agency called MACRO-
Market Analysis and Consumer Research
SWOT Analysis
Strengths
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• Better understanding of customers helping the company to serve
them better.
Weaknesses
Opportunities
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• Lot of potential in the rural market.
Threats
CONCLUSION
Big Bazaar is undoubtedly the number one retailer in India. It
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has built a very emotional and cordial relationship with its customers.
It is also very intending to build long-term relationship with all its
stakeholders, which is very essential for a successful business venture.
It is observed that the organisation hierarchy is professional as all
the departmental Managers directly report to the Store Manager who
in turn reports to the Zonal Head. Big Bazaar, with 25 years of
experience in the field of weaving fabrics, is the leading Apparels and
fashion design Fabric Company.
REFERENCES
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• http://www.pantaloon.com/
• http://en.wikipedia.org/wiki/Pantaloon_Retail_India
• www.scribd.com
• www.google.com
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