A

PROJECT REPORT
ON
HUMAN
HR DEPARTMENT IN
BIG BAZAAR

Submitted to : Vipul sir

Submitted by : Milan Patel-19
Dhaval Patel
Dhyanesh Busa
Rajesh Busa

Company profile
Type
Founded
Headquarters
Industry
Products
Promoter
Parent
Punch line

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Hypermarket
2001
Jogeshwari, Mumbai
Retail
Department, Grocery store
Kishore Biyani
Pantaloon Retail India Ltd.
Is se sasta aur accha kahin

nahi!
Currently 142 outlets in India

Human Resource

Selects & recruits employees through various sources such

as consultancy services, walk-ins, Referrals, Campus
recruitment .
Trains & develops employees through its own specialized
training centre known as Gurukul. Motivates all employees to
perform to their best through various monetary and nonmonetary rewards.
Employees are retained by keeping them happy and
satisfied through various schemes of the Company.
Regular and periodic performance appraisal of all the
employees is conducted and suitably rewarded.

Big Bazaar People

Management System
Big Bazaar People management system is built on 5
pillars of people based growth:
Culture Building
Performance Management through Balanced Score
Card
People Processes
Management Processes
Leadership Excellence

HUMAN RESOURCE DEPARTMENT OF BIG

BAZAAR
The HR department of Big Bazaar is very dynamic.
Employees are the biggest strength and asset of any
organization and the HR dept realizes this very well.
This is very evident from the way the HR department
handles all its employees. They take utmost care to select, train,
motivate and retain all the employees. programmed for all They
have continuous developmental the employees. Currently Big
Bazaar Hebbel (Bangalore) is employing 150 full time and 60
part time employees. There are two shifts for the employees.
The first shift employees arrive at 10AM in the morning and
leave at 7.30 in the evening, while the second shift employees
report at 12.30 in the afternoon and leave at the time of Store
closing (10pm).
For any HR activity one of the major activity is recruitment
of the employee. The following are the main sources through
which Big Bazaar recruit it employees.

a) Consultancy Services: For top level management,

employees are recruited through private consultants. They are
usually appointed as Departmental Managers.
b) Walk-ins: This is the main source through which Big Bazaar
recruits its employees. People seeking job usually themselves
approach the HR department for job vacancy. Employees usually
selected from this source are appointed at the entry level as team
members.
c) Employee Referrals: This is the other main source through
which employees are selected. Candidates who have given their
previous employer as referrals are first interviewed and from their
previous employer, opinion is taken about their behavior and
performance in the job. If they receive a positive opinion from their
previous employer they are selected.
d) Campus Recruitment: Young people bring new ideas and
fresh enthusiasm. Therefore Big Bazaar visits some of the reputed
educational institutions to hire some of the most talented and
promising students as its employees. Selection Procedure The

i) Interview: For entry level jobs, the candidates are interviewed

by a HR person. They are asked a few basis questions about their
education, previous work experience if any, languages known etc.
This is done to evaluate the candidates ability to communicate
freely
and
also
other
skills.
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.
iii) Group Discussion: In campus recruitment students are
involved in a Group Discussion, where they will be given a topic
on which the group has to deliberate, discuss and arrive at a
solution or a decision which is accepted by the whole group.
Along with the G D they are also given a written aptitude test.
Finally a formal interview will be conducted to
assess the overall skills of the student.

Induction
New employees selected will be given a 13 day induction
and training program. They will be given information about the
companys business, different departments etc. They will be
informed of their roles, duties and responsibilities. They will also
be informed about the HR policies and rules of the company.
The new employees will be on probation for a period
months. After this period the HR period along with
department manager will review the performance of
employee. If the employees performance is good
encouraging, the employees services will be confirmed.

of 6
the
the
and

Wage and Salary

The employees are rewarded suitably with attractive pay packages.
The salary of an employee includes basic pay. HRA, special
allowance, PF,ESI, Medical etc.
Annual bonus will be given at the time of Diwali.
The employees and their dependents are also entitled for
medical treatment in recognized hospitals with cashless
hospitalization with whom the company has tie-ups.
If a hospital is not recognized, the amount spent by the employee
will be reimbursed.
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 %.

Salary
Total 60 workers in Big Bazaar at Rajkot and

around 1,00,000 all over India.

45 workers are own of Big Bazaar and 15
employees are private . The salary of private
employees are paid by their respective
organization. E.g., Mobile, Crockery, Jewellery
Position

Salary

Store manager

Rs. 65,000-Rs. 70,000

HR manager

Rs. 23,000- Rs.30,ooo

Head cashier

Rs. 8,000 -Rs. 12,000

Cashier

Rs.6ooo

Departmental

Rs. 5,100

Performance Appraisal
The HR department conducts
performance appraisal of all the employees
annually in the month of April. Big bazaar use
rating method to evaluate performance. Big
bazaar give stars to employee and as well as
they are awarded on their performance bases.
Based on their performance increments
will be given in their pay. In addition to this if an
employee achieves or exceeds the target given
to along with their team members will be
provided with attractive cash and other
incentives

Training & Development

Future group train their employee through
of the job training method 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 different periods.
Gurukul which is a part of FLDL gives
training to all the employees on various skills like
team work, dedication discipline improving
customer service etc to make them more
knowledgeable and productive

Promotion and Transfer

Big bazaar give promotion to its employee on

bases of performance of employee and

achievement of given target at given time.
Big bazaar transfer its employee from one
department to another department. If private
company provide the staff for their brand or
product then the current staff of particular
department will be transferred to another
department.
E.g., Electronic company provide their own staff
for selling their product in Electronic Bazaar

Retail unions
The retail unions are nowhere close to being

as powerful. The newly formed unions at Big

Bazaar. They are fighting for better pay,
shorter hours, faster promotions, staff rooms,
educational and medical facilities, and other
benefits. The union at Big Bazaar hopes for
higher increments.

Retention Strategy
We strive to foster a feeling of wellbeing in our employees through care and respect,
we have several structured processes including
employee mentoring and grievance management
programmes which are intended to facilitate a
friendly and cohesive organisation culture. Off-site
activities are encouraged improve inter-personal
relationship. We also acknowledge the efforts
exerted by our employees by organisation an
annual celebration called Pantaloon Day where we
recognize employees who have shown exceptional
talent, sincerity and dedication. We have
implemented an employee suggesstion programme
called Prerna where in the employee can give
their suggestions. Every quarter the best
suggestion received per zone per format is