CONTENTS

PART 1 about the organization

1.1 Origin, vision & mission of organization.

1.2 Business profile.

1.3 Functional Areas.

1.4 Organizational structures.
1.5 Product/ Service ranges
1.6 Comparative performance of the organization
1.7 SWOT Analysis.
1.8 employee welfare
1.9 Business Processes.

PART 2 ABOUT STUDY

2.1 Introduction of the topic

2.2 Scope and objective(s) of the study

2.3 Research Design

2.4 Data analysis and interpretation

2.5 Findings, Recommendations & limitations

2.6 Bibliography

2.7 Annexure

1
 EXECUTIVE SUMMARY

Marketing theory and practice has become more and more customer centered, and managers

have increased their emphasis on long-term client relationships because loyalty, stronger

relationships and therefore longer customer lifetimes likely are associated with a greater

degree of cross-buying, a more significant level of transactions and therefore higher profits.

This makes Customer retention rates and customer share of category purchase as important

metrics in customer relationship management. and loyalty programs or frequency reward

programs. Thus it is important to find out whether these loyalty programs are influencing the

buying behavior of customers or not and if they are influencing then how impactful is there

influence.

2
 INTRODUCTION OF PANTALOONS

Pantaloons Retail Limited India

Pantaloons Retail Limited, is a large Indian retailer, part of the Aditya Birla Group, and

operates in multiple retail formats In both, value and lifestyle, segments of the Indian

consumer market. Headquarters: Mumbai, India Founded: India Pantaloons Retail (India)

Limited, was a large Indian retailer, part of the Future Group, and operates in Multiple retail

formats in both, value and company had over 1,000 stores across 71 cities in India and

employs over 35,000 people, and as of 2010, it was the country's largest Listed retailer by

market capitalization and revenue.

A subsidiary company, Home Solutions Retail (India) Limited, operates Home Town, alarge-

format home solutions store.

3
 Aditya Birla Group (Parent Group of Pantaloons)

Aditya Birla Group

Type Private

Industry Conglomerate

Founded 1857

Founder(s) Sanjay Sena

Headquarters Mumbai, Maharashtra, India

Area served Worldwide

Key people Kumar Mangalam Birla(Chairman)

Products Metals, cements, textiles, chemicals, agribusiness,

carbon, mining, wind power, , financial
services, information technology, retail,

Revenue US$ 40 billion (2017)

Employees 136,000 (2015)[3]

Subsidiaries List of subsidiaries

Website www.adityabirla.com

4
 ORIGIN OF PANTALOONS

The first Pantaloons were opened in Gariahat in 1997. Over the years, it has undergone

several transitions. When it was first launched, this store mostly sold external brands.

Gradually, it started retailing a mix of external brands while at the same time introduced its

own private brands. Initially positioned as a family store, it finally veered towards becoming

a fashion store with an emphasis on 'youth' and clear focus on fresh fashion. Today, the

fashion store extends to almost all the major cities across the country. Pantaloons have

established its presence with stores not just in the metros, but also in smaller towns. Today

there are around 46 Pantaloons store across the country.

It is led by its flagship enterprise, Pantaloons Retail, the group operates over 12million square

feet of retail space in over 71 cities and towns and 65 rural locations across

India.Pantaloons are among India's largest chains of fashion stores. Pantaloons Fresh

Fashion, with its focus on 'fresh look, feel and attitude' offers, trendy and hip collections that

are in sync with the hopes and aspirations of discerning young and 'young-at-heart'

consumers.

5
Pantaloons Fresh Fashion stands out as a fashion trendsetter, on the lines of how fashion is

followed internationally. This 'fresh fashion' destination allows customers to shop for the

latest in fashion apparel and accessories throughout the year in an attractive and visually

stimulating ambience.

Spotlighting today's buoyant youth, Pantaloons, India's premium lifestyle apparel company

offers chic and trendy fashion to meet their ever- changing needs. Pantaloons reflects the

ideology of always keeping alive the 'newness factor' through fashion apparel and accessories

that are visually appealing and fashionably upbeat. The first Pantaloons store was launched

amidst much fanfare in Gariahat, Kolkata in 1997. Over the years, the brand has undergone

several transitions and re-invented itself to bring forth compelling trends and styles catering

to the evolving fashion hub.

Since its inception, Pantaloons progressed from retailing just a mix of brands to its very own

popular private labels as well, designed by the in-house Design Studio. With a sharp focus on

bringing the latest in fashion, the Design Studio combines its prowess in design and

aesthetics to present styles that keep the consumer fashionably dressed each season.

Initially positioned as a store catering to the fashion needs of the entire Pantaloons has

transitioned to a fashion and lifestyle brand with an emphasis on youth and a focus on designs

that are inherently in sync with current fashion trends.

6
This compelling combination has helped Pantaloons retain its place on the style radar of

every consumer's wardrobe. Pantaloons stores have an abundance of choices across

categories that range from western to Indian wear, formal to party wear and active wear for

men, women and kids. To further add to the customer's innumerable choices that reflect style,

attitude, and comfort, Pantaloons has extended its horizons to fashion accessories like

fragrances, footwear, handbags, watches, sunglasses and much more. With a chain of 75

fashion stores across 38 cities and towns, Pantaloons is constantly extending its foot-prints

into the rest of modern India. A Pantaloon which was previously controlled by the Future

Group has established.

7
 VISION & MISSION

GROUP VISION

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

GROUP MISSION

To deliver superior value to our Customers, Shareholders, Employees and Society at large.

8
 BOARD & MANAGEMENT TEAM

Dr. Rakesh Jain

Mr. Pranab Barua, Managing Director
Mr. Sushil Agarwal
Mr. P. Murari
Mr. Bharat Patel

MANAGEMENT TEAM

Mr. Shital Mehta, Chief Executive Officer, Pantaloons Fashion & Retail Ltd.
Mr. Chandrashekar Chavan, Chief People Officer, Apparel Business,
Mr. Manoj Kedia, Chief Financial Officer, Pantaloons Fashion & Retail Ltd.

9
INTRODUCTION TO FORMER PARENT GROUP OF PANTALOONS

FUTURE GROUP

Future Group was established in 1981 and over the past decades has evolved from a regional

concern to a truly global entity.

Headquartered in Dubai with offices in London and New York and business hubs worldwide,

Future Group today is a holding company that oversees 30 privately held companies across

four core sectors spanning five continents. Under the Group's leadership those companies

now employ over 5000 people and had a collective turnover of nearly USD$1 billion in

2009.Since its inception Future Group has realized its vision through Greenfield ventures and

acquisitions as well as vertical and horizontal integration. The Group's network of subsidiary

businesses now embraces a wide variety of sectors entrepreneurially serving multiple

communities.

Future Group has three core segments; Operating Businesses, the Investment Group

and The Family Office. The corporate leadership team at Future Group has direct

responsibility for the supervision, governance and strategic support across all three. The

team's fundamental ethos is to lead through others. This philosophy has been translated into a

unique structure and process of cross-functional expertise. It has evolved into the leveraging

of a multitude of talent across the divisions to better achieve collective goals and implement

strategies.

10
 We believe that our people are our greatest asset. We pride ourselves on attracting and

retaining world class leaders to help realize our Vision and continue to build upon our

success. Selecting those who share our vision and represent the best of breed in management

and workforce, has catapulted us into a highly dynamic enterprise with both global reach and

impact. Within Future Group we strive to secure not just the leaders of today, but to invest in

those who will lead us tomorrow.

Tanzania, Thailand

11
 MUMBAI, APRIL 30

Pantaloons Retail India Ltd (PRIL) is de-merging its apparel and accessories business. The

company, which is part of Kishore Biryanis Future Group, operates the pantaloons

format' business through 65 stores and 21 factory outlets. This will now be hived off to a

new company that will be listed on both the BSE and the NSE. Aditya Birla Nuvo

(ABNL) will pick up a majority stake in the new company. It will subscribe to debentures

amounting to Rs 800 crore issued by Pantaloons in the hived-off company. On completion

of this process, the debentures will convert into equity in the new entity. The move is

expected to reduce Pantaloons huge debt burden by Rs 1,600 crore Pantaloons Retail will

retain a minority stake in the new company and continue to manage it.

OPEN OFFER

According to officials at the Future Group, Aditya Birla Novo, through its group company,

Madura Fashion & Lifestyle, is expected to pick up to 50.01 per cent stake in the new

company. This is expected to trigger an open offer.

12
 MARKET SHARE

Pantaloon Retail shareholders would be holding another 25 per cent stake in the company.

Pantaloons Retail would offload Rs 800 crore debts from its balance-sheet into the new

company. At the same time Aditya Birla would invest Rs 800 crore into the new company

The Group has been ranked Number 4 in the global Top Companies for Leaders

survey and ranked Number 1 in Asia Pacific for 2011. Top Companies for Leaders is the

most comprehensive study of organizational leadership in the world conducted by Aon

Hewitt, Fortune Magazine, and RBL (a strategic HR and Leadership Advisory firm).Over

50 per cent of the Aditya Birla Groups revenues flow from its overseas operations. The

Group operates in 36 countries Australia, Austria, Bangladesh, Brazil, Canada, China,

Egypt, France, Germany, Hungary, India, Indonesia, Italy, Ivory Coast, Japan, Korea,

Laos, Luxembourg, Malaysia, Myanmar, Philippines, Poland, Russia, Singapore, South

Africa, Spain, Sri Lanka, Sweden, Switzerland, Tanzania, Thailand, Turkey, UAE, UK,

USA, and Vietnam.

Mumbai: Aditya Birla Nuvo Ltd (ABNL), a unit of the $28 billion (Rs.1.5 trillion) Aditya

Birla Group, will acquire a majority stake in the Pantaloons retail chain of debt-laden

Pantaloons Retail (India) Ltd (PRIL), Indias largest listed retail company.

The proposed transaction, which will help the Future Groups PRIL pare debt, is likely to

be completed within 8-10 months, subject to the scheme of arrangement being finalized,

due diligence, and statutory and other approvals, ABNL said in a statement. Future Group

founder Kishore Biyani has been looking to reduce debt thats been accumulated by rapid

expansion as PRIL has sought to build scale rapidly. Meanwhile, the intense political

13
opposition to foreign direct investment in multi-brand retail has meant that any plans of

selling stakes to overseas retail companies had to be shelved. The separation will help

PRIL, which had debt of Rs 5,800 crore as of December 2011, reduce this amount by Rs

1,600 crore, according to a PRIL statements over 50 per cent of the Aditya Birla Groups

revenues flow from its overseas operations.

Tanzania, Thailand, Turkey, UAE, UK, USA, and Vietnam.

Mumbai: Aditya Birla Nuvo Ltd (ABNL), a unit of the $28 billion (Rs.1.5 trillion) Aditya

Birla Group, will acquire a majority stake in the Pantaloons retail chain of debt-laden

Pantaloons Retail (India) Ltd (PRIL), Indias largest listed retail company by revenue. The

proposed transaction, which will help the Future Groups debt, is likely to be completed

within 8-10 months, subject to the scheme of arrangement being finalized, due diligence,

and statutory and other approvals, ABNL said in a statement. Future Group founder

Kishore Biyani has been looking to reduce debt thats been accumulated by rapid

expansion as PRIL has sought to build scale rapidly. Meanwhile, the intense political

opposition to foreign direct investment in multi-brand retail has meant that any plans of

selling stakes to overseas retail.

The Group operates in 36 countries

Australia, Austria, Bangladesh, Brazil, Canada, China, Egypt, France, Germany,

Hungary, India, Indonesia, Italy, Ivory Coast, Japan, Korea, Laos, Luxembourg, Malaysia,

Myanmar, Philippines, Poland, Russia, Singapore, South Africa, Spain, Sri Lanka,Sweden,

Switzerland, Tanzania, Thailand, Turkey, UAE, UK, USA.

Aditya Birla Group is in the League of Fortune 500. It is anchored by an extraordinary

force of over 136,000 employees belonging to 42 different nationalities. The Group has

been ranked Number 4 in the global Top Companies for Leaders survey and ranked

Number 1 in Asia Pacific for 2011. Top Companies for Leaders is the most

14
comprehensive study organizational leadership in the world conducted by Aon Hewitt,

Fortune Magazine, and RBL (a strategic HR and Leadership.

Over 50 per cent of the Aditya Birla Group revenues flow from its overseas operations.

The Group operates in 36 countries Australia, Austria, Bangladesh, Brazil, Canada,

China, Egypt, France, Germany, Hungary, India, Indonesia, Italy, Ivory Coast, Japan,

Korea, Laos, Luxembourg, Malaysia, Myanmar, Philippines, Poland, Russia, Singapore,

South Africa, Spain, Sri Lanka, Sweden, Switzerland, Tanzania, Thailand, Turkey, UAE,

UK, USA, and Vietnam.

Aditya Birla Group is in the League of Fortune 500. It is anchored by an extra ordinary

force of over 136,000 employees belonging to 42 different nationalities. The Group has

been ranked Number 4 in the global Top Companies for Leaders survey and ranked

Number 1 in Asia Pacific for 2011. Top Companies for Leaders is the most

comprehensive study organizational leadership in the world conducted by Aon Hewitt,

Fortune Magazine, and RBL (a strategic HR and Leadership.

Over 50 per cent of the Aditya Birla Group revenues flow from its overseas operations.

The Group operates in 36 countries Australia, Austria, Bangladesh, Brazil, Canada,

China, Egypt, France, Germany, Hungary, India, Indonesia, Italy, Ivory Coast,Japan,

Korea, Laos, Luxembourg, Malaysia, Myanmar, Philippines, \

15
 BUSINESS PROFILE

Type Public (BSE: 523574)

Industry Retail

Founded India

Headquarters Mumbai

Area served India

Key people Mr. Kumar Mangalam Birla

Products Discount Stores

Supercenters

Revenue 60.190 billion (US$1.0 billion)

Employees 35,000

Parent Aditya Birla

16
 FUNCTIONAL AREAS

1st Floor:

Women- Casual, Formal, Sports and Footwear.

Men- Casual, Formal, Occasion wear, Accessories, All the plus size zone, Planet sport

and Footwear.

Ground Floor:

Fragrances

Women Ethnic

Watch and Sunglasses

Cosmetics

Jewellery

Fashion Accessories

CSD

Baggage Counter

17
 STORE STRUCTURE

STORE MANAGER

WARE HOUSE MANAGER-(WAREHOUSE ASSISTANT)

CSD MANAGER-(CSD ASSISTANT)

DEPARTMENT MANAGER-(FASHION ASSISTANT)

VISUAL MERCHANDISER-(MERCHANDISER ASSISTANT)

OPERATION MANAGER

HEAD CASHIER-(CASHIER)

ADMINISTRATION MANAGER

MARKETING MANAGER

18
 PRODUCTS OVERVIEW:

Pantaloons have wide variety of categories like

Casual wear

Ethnic wear

Formal wear

Party wear

Sport wear

Fragrances

Jewellery

For men, women and kids.

19
 SERVICES OVERVIEW

Welcome customers with Smile and Namaste.

Baggage counter.

Wheel chair for handicap people.

Permanent Fashion assistant.

Drinking Water facilities.

Sitting facilities.

Exchange without question.

Feedback system.

20
SWOT ANALYSIS

21
This analysis helps in pointing out the objective and flow of business under internal and
external factors.

Strength: Weakness:

Best services. Time consuming process

It is countrys largest retailer by No negotiation

market capitalization and revenue.
High in price
It is Indias largest retailer having
1000 stores across 70 cities in India.

22
 EMPLOYMENT WELFARE
Employee welfare activities benefit not only workers but also the management in term of
greater industrial efficiency.
Employee plays a very important role in the industrial production of the country. The human resource
managers are really concerned with the management of people at work. It is necessary to secure the
cooperation of employee in order to increase the production and earn higher profits. The Welfare of employee
force is possible only when the workers are fully satisfied with their employer and the working condition on
the job. In the course of time with the introduction of the concept of human resource management
psychological researches convinced them that the worker required something more important. In addition to
providing monetary benefits, human treatments given to employee play a very important role in seeking their
cooperation.

EMPLOYEE WELFARE A REVIEW:

There are various aspects of employee welfare in India but social security is consider one main of
them in other words we can say social security is one of the pillars on which the structure of a welfare
state rests, and it constitutes the hard core of social policy in most countries. It is through social
security measures that the state attempts to maintain every citizen at a certain prescribed level below
which no one is allowed to fall. It is the security that society furnishes through appropriate
organization, against certain risks to which its members are exposed (ILO, 1942). Social security
system comprises health and unemployment insurance, family allowances, provident funds, pensions
and gratuity schemes, and widows and survivors allowances. The essential characteristics of social
insurance schemes include their compulsory and contributory nature; the members must first subscribe
to a fund from which benefits could be drawn later. On the other hand, social assistance is a method
according to which benefits are given to the needy persons, fulfilling the prescribed conditions, by the
government out of its own resources. The present section reviews employee welfare activities in India
with particular emphasis on the unorganized sector. Although provisions for workmens compensation
in case of industrial accidents and maternity benefits for women workforce had existed for long, a
major breakthrough in the field of social security came only after independence.

The Constitution of India (Article 41) laid down that the State shall make effective provision for

23
securing the right to public assistance in case of unemployment, old age, sickness and disablement and
in other cases of underserved want. The Government took several steps in compliance of the
constitutional requirements. The Workmens Compensation Act (1926) was suitably revised and social
insurance programmes were developed for industrial workers. Provident funds and gratuity schemes
were introduced in most industries, and maternity legislation was overhauled. Subsequently, State
governments instituted their own social assistance programmes. The provisions for old age comprise
pension, provident fund, and gratuity schemes. All the three provisions are different forms of
retirement benefits.

CONCEPT OF EMPLOYEE WELFARE:

The concept of labour welfare is flexible and elastic and differs widely with time, region, industry,
social values and customs, degree of industrialization, the general socio-economic development of the
people and the political ideologies prevailing at a particular time . It is also molded according to the
age-groups, socio-cultural background, marital and economic status and educational level of the
workers in various industries In its broad connotation, the term welfare refers to a state of living of an
individual or group in a desirable relationship with total environment ecological, economic, and
social. Conceptually as well as operationally, labour welfare is a part of social welfare which, in turn,
is closely linked to the concept and the role of the State which is applicable in coca cola plant. The
concept of social welfare, in its narrow contours, has been equated with economic welfare. As these
goals are not always be realized by individuals through their efforts alone, the government came into
the picture and gradually began to take over the responsibility for the free and full development of
human personality of its population. Labour welfare is an extension of the term Welfare and its
application to labour. During the industrialization process, the stress on labour productivity increased;
and brought about changes in the thinking on labour welfare.

In its broad connotation, the term welfare refers to a state of living of an individual or group in a
desirable relationship with total environment ecological, economic, and social. Conceptually as well
as operationally, labour welfare is a part of social welfare which, in turn, is closely linked to the
concept and the role of the State. The concept of social welfare, in its narrow contours, has been
equated with economic welfare. Pigou defined it as that part of general welfare which can be brought
directly or indirectly into relations with the measuring rod of money (Pigou, 1962). According to
Willensky and Labeaux, social welfare alludes to those formally organised and socially sponsored
institutions, agencies and programmes which function to maintain or improve the economic

24
conditions, health or interpersonal competence of some parts or all of a population. As these goals
may not always be realised by individuals through their efforts alone, the government came into the
picture and gradually began to take over the responsibility for the free and full development of human
personality of its population. Employee welfare is an extension of the term Welfare and its application
to employee. During the industrialization process, the stress on employee productivity increased; and
brought about changes in the thinking on employee welfare. An early study under the UN observed as
follows in our opinion most underdeveloped countries are in the situation that investment in people is
likely to prove as productive, in the purely material sense, as any investment in material resources and
in many cases, investment in people would lead to a greater increase of the flow of goods and services
than would follow upon any comparable investment in material capital. The theory that welfare
expenditure, especially expenditure on health and education, is productive investment has led to the
view that workers could work more productively if they were given a fair deal both at the work place
and in the community. The concept of employee welfare has received inspiration from the concepts of
democracy and welfare state. Democracy does not simply denote a form of government; it is rather a
way of life based on certain values such as equal rights and privileges for all. The operation of welfare
services, in actual practice, brings to bear on it different reflections representing the broad cultural and
social conditions. In short, employee welfare is the voluntary efforts of the employers to establish,
within the existing industrial system, working and sometimes living and cultural conditions of the
employees beyond what is required by law, the custom of the industry and the conditions of the market
The constituents of employee welfare included working hours, working conditions, safety, industrial
health insurance, workmens compensation, provident funds, gratuity, pensions, protection against
indebtedness, industrial housing, restrooms, canteens, crches, wash places, toilet facilities, lunches,
cinemas, theatres, music, reading rooms, holiday rooms, workers education, co-operative stores,
excursions, playgrounds, and scholarships and other help for education of employees children.

FEATURES OF EMPLOYMENT WELFARE:

On the basis of the various definitions, the basic characteristics of Employment welfare work may be
noted thus:
1. It is the work which is usually undertaken within the premises or in the vicinity of the undertakings
for the benefit of the benefit of the employees and the members of their families.
2. The work generally includes those items of welfare which are over and above what the employees
expect as a result of the contract of service from the employers.

3.The purpose of providing welfare amenities is to bring about development of the whole personality

25
of the worker -his social, psychological, economic, moral, cultural and intellectual development to
make him a good worker, a good citizen and a good member of the family.

4. These facilities may be provided voluntarily by progressive and enlightened entrepreneurs at their
own accord out of their realization of social responsibility towards employee or statutory provisions
may compel them to make these facilities available; or these may be undertaken by the government or
trade unions, if they have the necessary funds for the purpose.

5. Employee welfare is a very broad term, covering social security and such other activities as
medical aid, crches, canteens, recreation, housing, adult education, arrangements for the transport of
employee to and from the work place.

6. It may be noted that not only intra-mural but also extra-mural, statutory as well as non-statutory
activities, undertaken by any of the three agencies- the employers, trade unions or the government- for
the physical and mental development of the worker, both as a compensation for wear and tear that he
undergoes as a part of the production process and also to enable him to sustain and improve upon the
basic capacity of contribution to the processes of production, which are all the species of the longer
family encompassed by the term Employee welfare

OBJECTIVES OF EMPLOYEE WELFARE

1. Enabling workers to live richer and more satisfactory lives;

2. Contributing to the productivity of employee and efficiency of the enterprise;
3. Enhancing the standard of living of workers by indirectly reducing the burden on their purse;
4. Enabling workers to live in tune and harmony with services for workers obtaining in the
neighborhoods community where similar enterprises are situated; 5. Based on an intelligent prediction
of the future needs of the industrial workers, designing policies to cushion off and absorb the shocks of
industrialization and urbanization to workers;
6. Fostering administratively viable and essentially developmental outlook among the workforce; and
7. Discharging social responsibilities.

PRINCIPLES OF EMPLOYMENT WELFARE:

Certain fundamental considerations are involved in the concept of employee welfare. The following
are the more important among them.

26
1. SOCIAL RESPONSIBILITY OF INDUSTRY

This principle is based on the social conception of industry and its role in the society that is, the
understanding that social responsibility of the state is manifested through industry. It is assumed that
employee welfare is an expression of industrys duty towards its employees. Social responsibility
means that the obligation of the industry to pursue those policies, to take such decisions, and to follow
those lines of action which are desirable in terms of the objectives and values currently obtaining in
the society. The values of the Indian community are enshrined in the constitution of the country.
Employee welfare is not embroidery on capitalism or the external dressing of an exploitative
management; rather, it is an expression of the assumption by industry of its responsibility for its
employees (Maurioce Bruce, 1961). Industry is expected to win the co-operation of the workers,
provide them security of employment, fair wage, and equal opportunity for personal growth and
advancement, and make welfare facilities available to them.

2. DEMOCRATIC VALUES

The principle of democratic values of employee welfare concedes that workers may have certain
unmet needs for no fault of their own, that industry has an obligation to render them help in gratifying
those needs, and that workers have a right of determining the manner in which these needs can be met
and of participating in the administration of the mechanism of need gratification. The underlying
assumption to this approach is that the worker is a mature and rational individual who is capable of
taking decisions for himself/herself.

3. ADEQUACY OF WAGES

The third principle of employee welfare is adequacy of wages; it implies that employee welfare
measures are not a substitute for wages. It will be wrong to argue that since workers are given a
variety of employee welfare services, they need be paid only low wages. Right to adequate wage is

4. EFFICIENCY

The fourth principle of employee welfare lays stress on the dictum that to cultivate welfare is to
cultivate efficiency. Even those who deny any social responsibility for industry do accept that an

27
enterprise must introduce all such employee welfare measures which promote efficiency (Marshall,
1950). It has been often mentioned that workers education and training, housing, and diet are the three
most important aspects of employee welfare, which always accentuate employee efficiency. Re-
personalization Since industrial organization is rigid and impersonal, the goal of welfare in industry is
the enrichment and growth of human personality. The employee welfare movement seeks to bring
cheer, comfort, and warmth in the human relationship by treating man as an individual, with quiet
distinct needs and aspirations. Social and cultural programmes, recreation and other measures
designed after taking into consideration the workers interests go a long way in counteracting the
effects of monotony, boredom, and cheerlessness.

5. Co-RESPONSIBILITY

The fifth principle of employee welfare recognizes that the responsibility for employee welfare lies on
both employers and workers and not on employers alone (Moorthy, 1958). Employee welfare
measures are likely to be of little success unless mutuality of interest and responsibilities are accepted
and understood by both the parties, in particular the quality of responsibility at the attitudinal and
organisational level.

Totality of welfare The final principle of employee welfare is that the concept of employee welfare
must permeate throughout the hierarchy of an organization, and accepted by all levels of functionaries
in the enterprise.

EMPLOYEE WELFARE AND GOVERNMENT

Welfare of employee one of the major concerns of the Government has been the improvement of
employee welfare with increasing productivity and provision of a reasonable level of social security.

Social Security There are a variety of laws enacted and schemes established by the Central/State
Governments with a view to provide for social security and welfare of specific categories of working
people. The principal social security laws enacted centrally are the following:

1. The Workmen's compensation Act, 1923 (WC. Act)

2.The Employees State Insurance Act, 1948 (ESI Act)
3. The Employees' Provident Funds and Miscellaneous Provisions Act, 1953 (EPF & MP Act)

28
4. The Maternity Benefit Act, 1961 (MB Act)

5. The Payment of Gratuity Act, 1972 (PG Act) The EPF and MP Act are administered exclusively by
the Government of India through the EPFO. The cash benefits under the ESI Act are administered by
the Central Government through the Employees State Insurance corporation (ESIC), whereas medical
care under the ESI Act is being administered by the State Government and Union Territory
Administration. The Payment of Gratuity Act is administered by the Central Government in
establishments under its control, establishments having branches in more than one State, major ports,
mines, oil fields and the Railways and by the State Governments and Union Territory Administrations
in all other cases. In mines and circus industry, the provisions of the Maternity Benefit Act are being
administered by the Central Government through the Chief employee Commissioner (Central) and by
the State Governments in factories, plantations and other establishments. The provisions of the WC
Act are being administered exclusively by State Governments. Programmes of the State Sector
Important programmes undertaken by the State Governments relate to diversification and expansion of
the vocational training programme, improvement in the quality of training and extension of training
opportunities for women, the World Bank-assisted Vocational Training Project, extension and
modernization of employment services, strengthening of employee administration, rehabilitation of
bonded employee, welfare of rural and urban unorganized employee etc. Social security is the pillar of
employee welfare

The concept of social security has been mentioned in the early Vedic hymn which wishes everyone to
be happy, free from ill- health, enjoy a bright future and suffer no sorrow. The phrase social security
is, therefore, a new name for an old aspiration. Today is based on the ideals of human dignity and
social justice. Social security is defined as the security that society furnishes, through appropriate
organization, against certain risks to which its members are exposed. These risks are essentially
contingencies against which the individual, who has small means, cannot protect himself. These
contingencies include employment injury, sickness, disablement, industrial disease, maternity, old age,
burial, widowhood, orphan hood and unemployment. Social security is also broadly defined as the
endeavor of the community, as a whole, to render help to the utmost extent possible to any individual
during periods of physical distress inevitable on illness or injury and during economic distress
consequent on reduction or loss of earnings due to illness, disablement, maternity, unemployment, old
age or death of working member. Social security thus provides a self-balancing social insurance or
assistance from public funds or a combination of both. Though social security programmes vary from
country to country, their three major characteristics are: they are established by law; they provide

29
some kind of cash payment to individuals to replace at least a part of their lost income that our due to
such contingencies as unemployment, maternity, work injury, invalidism, sickness, old age and death;
the benefits or services are provide in three major ways:
1 Social insurance,

2 Social assistance or

3 Public service

SOCIAL INSURANCE:

The features of social insurance are:

1) It is financed entirely by or mainly from the common monetary contributions of workers, employers
and the state..
2) The state and the employers make major contribution to this fund, while the employees pay only a
nominal amount.
3) When there is total or partial loss of income, these benefits, within limits, ensure the maintenance of
the beneficiarys minimum standard of living.
4) Social insurance benefits are granted without an examination of an individuals need and without
any means test, without affecting the sense of self respect of the beneficiary.
5) These benefits are so planned as to cover, on a compulsory basis, all those who are sought to be
covered. Social insurance reduces the suffering arising out of the contingencies faced by an
individual contingencies which he cannot prevent.

Social insurance is different from commercial insurance, for the latter is voluntary and is meant for the
better paid section of the population, and its benefits are in proportion to the premiums paid; it offers
protection only against individual risks and does not aim at providing a minimum standard of living.

SOCIAL ASSISTANCE:

Social assistance is provided as a supplement to social insurance for those needy people who cannot
get social insurance payments, and is offered after a means test. The general revenues of the
government provide the finance for social assistance payments, which is made available as a legal
right to those workers who fulfill given conditions. Social assistance and social insurance go side by
side. Social assistance programmes cover such programmes as unemployment assistance, old age

30
assistance, public assistance and national assistance. Social security is the combination of social
assistance and social insurance. Social insurance, however, falls midway between the two, for it is
financed by the state as well as by the insured and their employers; whereas social assistance is given
gratis to the needy by the state or the community

PUBLIC SERVICE:

Public service programmes constitute the third main type of social security. They are financed directly
by the government from their general revenues in the form of cash payment and services to every
member of the community falling within the defined category. This kind of public service is currently
available in a number of countries in the form of national health service providing medical care for
every person in the country, old-age pension, pension for invalidism, survivors pension to every
widow or orphan, and a family allowance to every family having a given number of children.
Although these social security programmes have different characteristics, it is not always easy to draw
a line of demarcation among them. In many cases, two or even three programmes have common
characteristics. Apart from state there are many other agencies which provide se4curity against
contingencies. In many countries trade union have their own sickness, old-age, unemployment
schemes. Saving funds, sickness benefits and old-age pensions have also been provided by a large
number of organizations to their employees.The underlying idea of social security measures is that a
citizen, who has contributed, or is likely to contribute to his countrys welfare, should be given
protection against certain hazards. The 1952 ILO convention on social security (minimum standard)
divided.

Employee Welfare Schemes

Organization provide welfare facilities to their employees to keep their motivation levels high .The employee
welfare schemes can be classified into categories viz .statutory and non-statutory welfare schemes .The
statutory schemes are those schemes that are compulsory to provide by an organization as compliance to the
laws governing employee health and safety. These include provisions provided in industrial acts like Factories
Act 1948(safety, health and welfare)1986,Mines Act 1962.The non statutory schemes differ from organization
to organization and from industry to industry

31
Statutory Welfare Schemes

The statutory welfare schemes include the following provisions:

a) Drinking Water: At all the working places safe hygienic drinking water should be provided.
b) Facilities for sitting: In every organization, especially factories, suitable seating arrangements are to
be provided.
c) First aid appliances: First aid appliances are to be provided and should be readily assessable so that
in case of any minor accident initial medication can be provided to the needed employee.
d) Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in the office and
factory premises and are also to be maintained in a neat and clean condition.
e) Canteen Facilities: Cafeteria or canteens are to be provided by the employer so as to provide hygienic
and nutritious food to the employees.
f) Spittoons: In every work place, such as ware houses, store places, in the dock area and office premises
spittoons are to be provided in convenient places and same are to be maintained in a hygienic
condition.
g) Lighting: Proper and sufficient lights are to be provided for employees so that they can work safely
during the night shifts.
h) Washing places: Adequate washing places such as bathrooms, wash basins with tap and tap on the
stand pipe are provided in the port area in the vicinity of the work places
i) Changing rooms: Adequate changing rooms are to be provided for workers to change their cloth in
the factory area and office premises. Adequate lockers are also provided to the workers to keep their
clothes and belongings.
j) Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions of water
supply, wash basins, toilets, bathrooms, etc.

NON STATUARY SCHEMES

Many non statutory welfare schemes may include the following schemes:
a) Personal Health Care (Regular medical check-ups): Some of the companies provide the facility for
extensive health check-up.
b) Flexible-time: The main objective of the flexi time policy is to provide opportunity to employees to
work with flexible working schedules. Flexible work schedules are initiated by employees and
approved by management to meet business commitments while supporting employee personal life

32
 needs.
c) Harassment Policy: To protect an employee from harassments of any kind, guidelines are provided
for proper action and also for protecting the aggrieved employee.
d) Maternity & Adoption Leave: Employees can avail maternity or adoption leaves. Paternity leave
policies have also been introduced by various companies.
e) Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance coverage of
employees for expenses related to hospitalization due to illness, disease or injury or pregnancy.

Employee Referral scheme: In several companies employee referral scheme is implemented to

encourage employees to refer friends and relatives for employment in the organization.

THA FACTORIES ACT,1948

The Factories Act, is a social legislation which has been enacted for occupational safety, health and
welfare of workers at work places. This legislation is being enforced by technical officers i.e.
Inspectors of Factories, Dy. Chief Inspectors of Factories who work under the control of the Chief
Inspector of Factories and overall control of the employee Commissioner, Government of National
Capital Territory of Delhi

It applies to factories covered under the Factories Act, 1948. The industries in which ten (10) or more
than ten workers are employed on any day of the preceding twelve months and are engaged in
manufacturing process being carried out with the aid of power or twenty or more than twenty workers
are employed in manufacturing process being carried out without the aid of power, are covered under
the provisions of this Act.

I. Health
II. Safety
III. Welfare facilities
IV. Working hours
V. Employment of young persons
VI Annual Leave with wages etc.

EMPLOYEE PROVIDENT FUND AND MISCELLANEOUS PROVISIONS

ACT,1952
EMPLOYEE PROVIDENT FUNDS SCHEME

33
(1) The Central Government may by notification in the Official Gazette frame a Scheme to be called
the Employees' Provident Funds Scheme for the establishment of provident funds under this Act for
employees or for any class of employees and specify the establishments or class of establishments to
which the said Scheme shall apply and there shall be established as soon as may be after the framing
of the Scheme a Fund in accordance with the provisions of this Act and the Scheme.

(1A) The Fund shall vest in and be administered by the Central Board constituted under section 5A.
(1B) Subject to the provisions of this Act a Scheme framed under sub-section (1) may provide for all
or any of the matters specified in Sch. II.

(2) A Scheme framed under sub-section (1) may provide that any of its provisions shall take effect
either prospectively or retrospectively on such date as may be specified in this behalf in the Scheme.

THE MINIMUM WAGES ACT,1948

MINIMUM RATE OF WAGES

(1) Any minimum rate of wages fixed or revised by the appropriate government in respect of
scheduled employments under section 3 may consist of
(i) a basic rate of wages and a special allowance at a rate to be adjusted at such intervals and in such
manner as the appropriate government may direct to accord as nearly as practicable with the variation
in the cost of living index number applicable to such workers (hereinafter referred to as the "cost of
living allowance"); or
(ii) a basic rate of wages with or without the cost of living allowance and the cash value of the
concessions in respect of suppliers of essential commodities at concession rates where so authorized;
or
(iii) an all-inclusive rate allowing for the basic rate the cost of living allowance and the cash value of
the concessions if any.

(2) The cost of living allowance and the cash value of the concessions in respect of supplied of
essential commodities at concession rate shall be computed by the competent authority at such
intervals and in accordance with such directions as may be specified or given by the appropriate
government.

34
APPRENTICES ACT, 1961
HEALTH, SAFETY AND WELFARE OF APPRENTICES.

Where any apprentices are undergoing training in a factory, the provisions of Chapters III, IV and V
of the Factories Act, 1948 (63 of 1948), shall apply in relation to the health, safety and welfare of the
apprentices as if they were workers within the meaning of that Act and when any apprentices are
undergoing training in a mine, the provisions of Chapter V of the Mines Act, 1952 (35 of 1952), shall
apply in relation to the health and safety of the apprentices as if they were persons employed in the
mine.

PROCEDURE FOR FIXING AND REVISING MINIMUM WAGES

(1) In fixing minimum rates of wages in respect of any scheduled employment for the first time under
this Act or in revising minimum rates of wages so fixed the appropriate government shall either -

(a) Appoint as many committees and sub-committees as it considers necessary to hold enquiries and
advise it in respect of such fixation or revision as the case may be or

(b) By notification in the Official Gazette publish its proposals for the information of persons likely to
be affected thereby and specify a date not less than two months from the date of the notification on
which the proposals will be taken into consideration.

(2) After considering the advice of the committee or committee appointed under clause (a) of sub-
section (1) or as the case may be all representations received by it before the date specified in the
notification under clause (b) of that sub-section the appropriate government shall by notification in the
Official Gazette fix or as the case may be revise the minimum rates of wages in respect of each
scheduled employment and unless such notification otherwise provides it shall come into force on the
expiry of three months from the date of its issue :

Provided that where the appropriate government proposes to revise the

minimum rates of wages by the mode specified in clause (b) of sub-section (1) the appropriate
Workmen's Compensation Act, 1923

EMPLOYER'S LIABILITY FOR COMPENSATION

35
(1) If personal injury is caused to a workman by accident arising out of and in the course of his
employment, his employer shall be liable to pay compensation in accordance with the provisions of
this Chapter
Provided that the employer shall not be so liable - (a) in respect of any injury which does not result in
the total or partial disablement of the workman for a period exceeding three days;

(b) In respect of any injury, not resulting in death or permanent total disablement, caused by an
accident which is directly attributable to - (i) the workman having been at the time thereof under the
influence of drink or drugs, or

(ii) The willful disobedience of the workman to an order expressly given, or to a rule expressly
framed, for the purpose of securing the safety of workmen, or
(iii) The willful removal or disregard by the workman of any safety guard or other device which
he knew to have been provided for the purpose of securing the safety of workmen,

(2) If a workman employed in any employment specified in Part A of Schedule III contracts any
disease specified therein as an occupational disease peculiar to that employment, or if a workman,
whilst in the service of an employer in whose service he has been employed for a continuous period of
not less than six months (which period shall not include a period of service under any other employer
in the same kind of employment) in any employment specified in Part B of Schedule III, contracts any
disease specified therein as an occupational disease peculiar to that employment, or if a workman
whilst in the service of one or more employers in any employment specified in Part C of Schedule III,
for such continuous period as the Central Government may specify in respect of each such
employment, contracts any disease specified therein as an occupational disease peculiar to that
employment, the contracting of the disease shall be deemed to be an injury by accident within the
meaning of this section and, unless the contrary is proved, the accident shall be deemed to have arisen
out of, and in the course of, the employment :

Provided that if it is proved, - (a) that a workman whilst in the service of one or more employers in any
employment specified in Part C of Schedule III has contracted a disease specified therein as an
occupational disease peculiar to that employment during a continuous period which is less than the
period specified under this sub-section for that employment, and

(b) That the disease has arisen out of and in the course of the employment; the contracting of such
disease shall be deemed to be an injury by accident within the meaning of this section :

36
Provided further that if it is proved that a workman who having served under any employer in any
employment specified in Part B of Schedule III or who having served under one or more employers in
any employment specified in Part C of that Schedule, for a continuous period specified under this sub-
section for that employment and he has after the cessation of such service contracted any disease
specified in the said Part B or the said Part C, as the case may be, as an occupational disease peculiar
to the employment and that such disease arose out of the employment, the contracting of the disease
shall be deemed to be an injury by accident within the meaning of this section.

(2) If a workman employed in any employment specified in Part C of Schedule III contracts any
occupational disease peculiar to that employment, the contracting whereof is deemed to be an injury
by accident within the meaning of this section, and such employment was under more than one
employer, all such employers shall be liable for the payment of the compensation in such proportion as
the Commissioner may, in the circumstances, deem just.

(3) The Central Government or the State Government, after giving, by notification in the Official
Gazette, not less than three months' notice of its intention so to do, may, by a like notification, add any
description of employment to the employments specified in Schedule III, and shall specify in the case
of employments so added the diseases which shall be deemed for the purposes of this section to be
occupational diseases peculiar to those employments respectively, and thereupon the provisions of
sub-section (2) shall apply In the case of a notification by the Central Government, within the
territories to which this Act extends or, in case of a notification by the State Government, within the
State as if such diseases had been declared by this Act to be occupational diseases peculiar to those
employments.

(4) Save as provided by Sub-sections (2), (2A) and (3), no compensation shall be payable to a
workman in respect of any disease unless the disease is directly attributable to a specific injury by
accident arising out of and in the course of his employment.

(5) Nothing herein contained shall be deemed to confer any right to compensation on a workman in
respect of any injury if he has instituted in a Civil Court a suit for damages in respect of the injury
against the employer or any other person; and no suit for damages shall be maintainable by a workman
in any Court of law in respect of any injury - (a) if he has instituted a claim to compensation in respect
of the injury before a Commissioner; or

(b) if an agreement has been come to between the workman and his employer providing for the

37
payment of compensation in respect of the injury in accordance with the provisions of this Act.
4. AMOUNT OF COMPENSATION. - (1) Subject to the provisions of this Act, the amount of
compensation shall be as follows, namely :- (a) where death results an amount equal to fifty from the
injury cent of the monthly wages of the deceased workman multiplied by the relevant factor; or an
amount of fifty thousand rupees, whichever is more;

PAYMENT OF GRATUITY ACT,1972

The Act provides for the payment of gratuity to workers employed in every factory, shop &
establishments or educational institution employing 10 or more persons on any day of the proceeding
12 months. A shop or establishment to which the Act has become applicable shall continue to be
governed by the Act even if the number of persons employed falls bellow 10 at any subsequent stage.

All the employees irrespective of status or salary are entitled to the payment of gratuity on completion
of 5 years of service. In case of death or disablement there is no minimum eligibility period. The
amount of gratuity payable shall be at the rate of 17 days wages based on the rate of wages last drawn,
for every completed year of service.

IMPORTANT BENEFITS

The important benefits of welfare measures can be summarized as follows:

a) They provide better physical and mental health to workers and thus promote a healthy work
environment.
b) Facilities like housing schemes, medical benefits, and education and recreation facilities for workers
families help in raising the or standards of living. This makes workers to pay more attention towards
work and thus increases their productivity.
c) Employers get stable labor force by providing welfare facilities. Workers take active interest in their
jobs and work with a feeling of involvement and participation.
d) Employee welfare measures increase the productivity of organization and promote healthy industrial
relations thereby maintaining industrial peace.
e) The social evils prevalent among the labors such as substance abuse, etc. are reduced to a greater

38
extent by the welfare policies. Satisfied employees contribute to the development and growth of the
organization. Organization provides welfare facilities to their employees to keep their motivation
levels high. The employee welfare schemes can be classified into two categories viz. statutory and non
statutory welfare schemes. Statutory welfare measures are compulsory by law while non-statutory
welfare measures are provided voluntarily by the organization.

39
 LEADERSHIP

In a similar vein avers Mr. Kumar Mangalam Birla, "Transformational leadership to me

means leadership in its highest form, such that it transcends the trappings of hierarchies,

authority, power, as well as, formal and informal systems of reward and recognition and in

the political sphere, votes.

In the words of our Chairman, "Quintessentially, transformational leadership is about taking

people on an all-together different plane. At the same time though, few great leaders follow a

path deliberately designed to make them popular. Nor do they promise easy times ahead.

On the contrary, they ask for sacrifice, for 'blood, toil, tears and sweat'. Nor do great leaders

always score high on charisma, as we normally think of it. And surprisingly, many leaders

don't even have a platform that automatically leverages them with the power and the

authority. Rather, their influence derives from their idea, their conviction, The example they

set, and their extraordinary ability to mobilize people and make things happen.

40
 CORE VALUES

Integrity: Honesty in every action

Acting and taking decisions in a manner that is fair, honest, and following the highest

standards of professionalism. Integrity for us means not only financial and intellectual

integrity, but in all other forms as are commonly understood.

Commitment: Deliver on the promise.

On the foundation of integrity, doing whatever it takes to deliver value to all stakeholders. In

the process, taking ownership of our actions and decisions, those of our team and that part of

the organization that we are responsible for them.

Passion: Energized action.

A missionary zeal arising out of emotional engagement with the organization that makes

work joyful and inspires each one to give our best. Relentless pursuit of goals and objectives

with the highest level of energy and enthusiasm, that is voluntary and Spontaneous

41
Seamlessness: Boundary less in letter and spirit

Thinking and working together across functional silos, hierarchies, business and

geographies. Leveraging the available diversity to garner synergy benefits and promote

openness through sharing and collaborative efforts.

Speed: One step ahead always

42
 BOOMING OF APPAREL RETAIL INDUSTRY

In India the retailers plays vital role in selling goods to the ultimate customer and day by day

number of retailers are increasing tremendously and ultimate end users are being confused

and customers keep on changing the retail store

The apparel retailers try to adopt change with new fashion and promotional activities to

ultimate customers now a days many franchise apparel retail store are being increased and so

that number of stores are increasing easily and retaining a customer by apparel retailers are

becoming very difficult and in order to retain customers now top apparel retail giant like

pantaloons, lifestyle, globes, shopper stop, Westside and many more apparel retailers try to

retain customer using various customer program because relationship with customer is more

important or else they may move easily to other retail store.

The India Retail Industry is the largest among all the industries. The Retail Industry in India

has come forth as one of the most dynamic and fast paced industries with several players

entering the market. But all of them have not yet tasted success because of the heavy initial

investments that are required to break even with other companies and compete with them.

The India Retail Industry is gradually inching its way towards.

43
 AWARDS

The Indian Digital Media Awards 2013 (an exchange4media group initiative) were held on 25th

June at ITC Grand Central, Mumbai amidst much fanfare. These Awards recognize, celebrate

and honor outstanding creativity and effectiveness in the burgeoning digital media space of

advertising and marketing communications with specific emphasis on internet, mobile, gaming,

social media and the blogosphere. Pantaloons Rationale To generate buzz for Pantaloons End of

Season Sale (Jan2013) an innovative rich-media interactive web-banner was designed to give the

main users a visual delight.

A-12 hour roadblock was held on Indiatimes.com (11th February, 2013), wherein visitors could

view only 50% of the websites homepage. The idea was to step up the curiosity quotient to

creatively communicate Up to 50% Sale by revealing only half of the India times homepage.

The users had to drag the zipper with their mouse to view the rest of the website. As soon as the

user finished zipping the page, the Pantaloons Upton 50% Off message would reveal itself.

This innovation won For Pantaloons awards in 2 categories: Gold for Web-rich Media Banner

Campaign Silver for Best Digital Innovation.

44
 COMPETITORS OF PANTALOONS

Reliance trends

Reliance Trends is the fashion and accessories brand of Reliance Retail. The uniqueness of

the store is the core, which delivers "fashion at great value". Reliance Trends offers a mix of

private brands and brands across men's, women's and children's categories.

Reliance Retail, Ltd. is a subsidiary company of Reliance Industries Founded in 2006 and

based in Mumbai it is the second largest retailer in India Its retail outlets offer foods,

groceries, apparel and footwear, lifestyle and home improvement products, electronic goods,

and farm implements and inputs. The companys outlets also provide vegetables, fruits, and

flowers. It focuses on consumer goods, consumer durables, travel services, energy,

entertainment and leisure, and health and well-being products, as well as on educational

products and services.

Reliance Retail Limited (RRL), a subsidiary of Reliance Industries Limited under Mukesh

Ambani, is Reliance Groups foray into organized retail. RRL is based on the Growth

strategy of backward integration, and it generates inclusive growth and prosperity for

farmers, vendor partners, small shopkeepers and consumers.

RLL is the second largest retailer in India. Its retail outlets offer foods, groceries, apparel and

footwear, lifestyle and home improvement products, electronic goods,

45
 RESEARCH BACKGROUND

Research - Quantitative

Research design - Descriptive study

Data collection - Primary Data

Sample area - Bareilly

Sample size - 50 customers

Sampling design - Non-probability

Sampling Technique - Convenience sampling

Research approach - Survey method

Research instrument - Questionnaire

Sampling tool - Structured Question

Analytical tool - Percentage

46
 RESEARCH METHODOLOGY

Research method is an academic activity and as such as the term should be used in a technical

sense. This research comprises of defining and redefining problem, formulating hypothesis or

suggested solution; collecting; organizing and evaluating data; making deduction and

reaching conclusion; and at last carefully testing the conclusion to determine they fit the

formulating hypothesis. By this way proper methodology is an essential step in conducting

research study.

In recent years, the word methodology has become a "pretentious substitute for the

word method". Many recent uses of the word methodology mistakenly treat it a synonym

for method or body of methods. Doing this shifts it away from its true meaning and reduces it

to being the procedure itself, the set of tools or the instruments that should have been its

outcome. A methodology is the design process for carrying out research or the development

of a procedure and is not in itself an instrument for doing those things. Using it as a synonym

for method or set of methods, leads to misinterpretation and undermines the proper analysis

that should go into designing research. Generally for any research study both primary and

secondary research is done which facilitates in the better understanding of the entire study.

Primary research helps garner relevant and adequate data of the current state of affairs

pertaining to any subject and provides an insight into the exact nature of the problem. Owing

to the broad and complex nature of this research topic which would require delving into many

aspects of the study including an ethnographic study which would in turn include a

longitudinal time horizon which cannot be possibly encompassed within this research as it

goes

47
 RESEARCH DESIGN

A research design is the arrangement of condition for collection and analysis of data in a

manner that aim to combine relevance to research purpose with procedure. The research

design adopted for this study is descriptive type. The objective of such a study is to answer

who, what, where and how of the subject under investigation. It is used because of its

extensive flexibility, scope and convenience. A descriptive research study is basically

concerned with narration of particular individual or group with specific predictions.

Sometimes a distinction is made between "fixed" and "flexible" or, synonymously,

"quantitative" and "qualitative" research designs. However, fixed designs need not be

quantitative, and flexible design need not be qualitative. In fixed designs, the design of the

study is fixed before the main stage of data collection takes place. Fixed designs are normally

theory driven; otherwise it is impossible to know in advance which variables need to be

controlled and measured. Often, these variables are measured quantitatively. Flexible designs

allow for more freedom during the data collection process. One reason for using a flexible

research design can be that the variable of interest is not quantitatively measurable, such as

culture. In other cases, theory might not be available before one starts the research. However,

these distinctions are not recognized by many researchers, such as Stephen Gorard who

presents a simpler and cleaner definition of research design

48
 DESCRIPTIVE RESEARCH DESIGN

Descriptive research is used to describe characteristics of a population or phenomenon being

studied. It does not answer questions about how/when/why the characteristics occurred.

Rather it addresses the "what" question (What are the characteristics of the population or

situation being studied?) The characteristics used to describe the situation or populations are

usually some kind of categorical scheme also known as descriptive categories. For example,

the periodic table categorizes the elements. Scientists use knowledge about the nature of

electrons, protons and neutrons to devise this categorical scheme. We now take for granted

the periodic table, yet it took descriptive research to devise it. Descriptive research generally

precedes explanatory research. For example, over time the periodic tables description of the

elements allowed scientists to explain chemical reaction and make sound prediction when

elements were combined.

Hence, research cannot describe what caused a situation. Thus, Descriptive research cannot

be used to as the basis of a causal relationship, where one variable affects another. In other

words, descriptive research can be said to have a low requirement for internal validity.

The description is used for frequencies, averages and other statistical calculations. Often the

best approach, prior to writing descriptive research, is to conduct a survey investigation.

49
 RESEARCH APPROACH

The survey method was adopted for collecting the primary data. Survey research is the

systematic gathering of data from respondents through questionnaire.

RESEARCH INSTRUMENT

The data for this research was collected by survey techniques using survey method, guided by

questionnaire.

SAMPLING

Sample denotes only a part of the universe / population. The sample represents the population

and is having the same characterizing as the population.

SAMPLING METHOD

Non probability sampling

50
 CONVENIENCE SAMPLING

Sampling refers the method of selecting items to be observed for the study. The samples have

been selected for the study based on the convenience of the researcher. The method used here

is convenient sampling, where the samples are selected based on the convenience of

researcher.

SAMPLING SIZE

Sampling size is the number of items to be selected from the universe to constitute the

sample. In this study, a sample study of 50 has been chosen.

SAMPLING AREA

This study was undertaken at pantaloons Bareilly.

PERIOD OF STUDY

The study was undertaken between 26 June 2014 and 18 August 2014

51
 DATA COLLECTION DESIGN

A marketing researcher has to make a plan for collecting data which may be primary data,

secondary data or both.

PRIMARY DATA

The primary data was obtained by administering survey method, guided by questionnaire to

collect information from customers. The questionnaire are Closed ended

These methods were adopted since the data which is required is highly focused on customer

satisfaction.

SECONDARY DATA

The secondary data are collected through various sources like

1. Secondary data are collected through internet related to industry, company,

competitors , etc

2. Review of articles being published on the topic in various magazines and newspapers

3. Data are also collected from the company brochures etc

52
 EMPLOYEE WELFARE DATA ANALYSIS & INTERPRETATION

1) Are employee welfare schemes necessary for an employee?

Table No 1

Sl.No Description No. of Responds % of Respondents

A Yes 90 90%
B No 10 10%
Total 100 100%

Above the table presents the opinions of sample respondents on the statement that
90% employees are agreed YES and remaining 10% employees are not agreed NO that the
employee welfare scheme necessary for an employee.

Chart No 1

% Respondents

100 90
90
80
70
60
50 % Respondents
40
30
20 10
10
0
Yes No

53
 2) Does the company provide the bus allowance?

Table No 2

Sl.No Description No. of Responds % of Respondents

A Yes 0 0%
B No 100 100%
+Total 100 100%

Above the table presents the opinions of sample respondents on the statement that 100%
employees are disagreed No that the company provide bus facility for employee.

Chart No 2

% Respondents

120
100
100

80

60 % Respondents

40

20
0
0
Yes No

54
3) If not the company provide the vehicle allowance?

Table No - 3

Sl.No Description No. of Responds % of Respondents

A Yes 100 100%
B No 0 0%
Total 100 100%

Above the table presents the opinions of sample respondents on the statement that
100% employees are agreed yes that the company provide bus facility for employee.
.

Chart - 3

% Respondents

120
100
100

80

60 % Respondents

40

20
0
0
Yes No

55
4) How employees feeling about the organizational environment?

Table No - 4

Sl.No Description No. of Responds % of Respondents

1 Good 20 20%
2 Average 50 50%
3 Poor 30 30%
Total 100 100%

Above the table presents the opinions of sample respondents on the statement that
20% is good, 50 % is average and remaining 30% poor that the employees employee feeling
about the organization.

Chart 4

% Respondents

60
50
50

40
30
30 % Respondents
20
20

10

0
Good Average Poor

56
5) Does the company provide quarter for all the employees?

Sl.No Description No. of Responds % of Respondents

A Yes 80 80%
B No 20 20%
Total 100 100%

Above the table presents the opinions of sample respondents on the statement that
80% employees are agreed Yes that the company provide bus facility for employee

Chart 5

% Respondents

90 80
80
70
60
50
% Respondents
40
30 20
20
10
0
Yes No

57
6) Does the company give (or) issue bonus, incentives etc.. to motivate the employees

Sl.No Description No. of Responds % of Respondents

A Yes 80 80%
B No 20 20%
Total 100 100%

Above table presents the opinions of sample respondents on the statement that 80%
Aged employees are not agreed and 20% of the are not agreed that the company gives (or)
issue bonus incentives ect to motivate the employee

Chart 6

% Respondents

90 80
80
70
60
50
% Respondents
40
30 20
20
10
0
Yes No

58
7) Were the employee welfare programs influence over the employee performance?

Sl.No Description No. of Responds % of Respondents

A Yes 80 80%
B No 20 20%
Total 100 100%

Above table presents the opinions of sample respondents on the statement that 80%
Aged employees are agreed and 20% of the are not agreed that the employers welfare
programs influence over the employee performance.

Chart 7

% Respondents

90 80
80
70
60
50
% Respondents
40
30 20
20
10
0
Yes No

59
8) are the employee refreshment like Tea, Snacks should be providing?

Sl.No Description No. of Responds % of Respondents

A Yes 90 90%
B No 10 10%
Total 100 100%

Above table presents the opinions of sample respondents on the statement that 90%
employees are agreed and 10% of they are not agreed that the employee refreshment like Tea,
Snacks should be provide

Chart - 8

% Respondents

100 90
90
80
70
60
50 % Respondents
40
30
20 10
10
0
Yes No

60
9) What do you feel about the quarter facility?

Sl.No Description No. of Responds % of Respondents

1 Very much 10 10%
2 Satisfied 20 20%
3 Dissatisfied 70 70%
Total 100 100%

Above table presents the opinions of sample respondents on the statement that 10%
very much and 20% satisfied, 70% dissatisfied that the employee feel above the quarter
facility.
chart 9

% Respondents

80 70
70
60
50
40 % Respondents
30
20
20 10
10
0
Very much Satisfied Dissatisfied

61
 10) Does the company provide education facilities for the employees children?

Table 10

Sl.No Description No. of Responds % of Respondents

A Yes 90 90%
B No 10 10%
Total 100 100%

Above table presents the opinions of sample respondents on the statement that 90%
employees are agreed and 10% of the are not agreed that the company provides education
facility for all employee children.

Chart 10

% Respondents

100 90
90
80
70
60
50 % Respondents
40
30
20 10
10
0
Yes No

62
11) How your satisfaction level you medical facility?
Sl.No Description No. of Responds % of Respondents
1 Very High 20 20%
2 Medium 30 30%
3 Low 50 50%
Total 100 100%

From the above table, out of 100 sample respondents 20% of the employees feel very
high, 30% of the employees feel medium and the remaining 50% of the employees felt
dissatisfied.
Chart - 11

% Respondents

60
50
50

40
30
30 % Respondents
20
20

10

0
Very High Medium Low

63
12) How is the drinking water facility?

Table 12

Sl.No Description No. of Responds % of Respondents

1 Good 20 20%
2 Better 30 30%
3 Poor 50 50%
Total 100 100%

From the above table, out of the 100 sample respondents 20% of the employees feel good,
30% of them feel better and remaining 50% of the employees felt poor.

Chart - 12

% Respondents

60
50
50

40
30
30 % Respondents
20
20

10

0
Good Better Poor

64
13) Are satisfied with the salary?

Table 13

Sl.No Description No. of Responds % of Respondents

1 Very much 20 20%
2 Satisfied 50 50%
3 Not Satisfied 30 30%
Total 100 100%

From the above table out of the 100 sample respondents 20% of the employees feel very
much, 50% of employees of the employees feel satisfied and the remaining 30% of the
employees feel not satisfied.
Chart 13

% Respondents

60
50
50

40
30
30 % Respondents
20
20

10

0
Very much Satisfied Not Satisfied

65
 14) Is/are training program useful for you In your company ?

Table 14

Sl.No Description No. of Responds % of Respondents

A Useful 90 90%
B Not useful 10 10%
Total 100 100%

Above table presents the opinions of sample respondents on the statement that 90%
employees are useful and 10% of the employees are not use ful that the training programs are
useful for you in your company.

Chart 14

% Respondents

100 90
90
80
70
60
50 % Respondents
40
30
20 10
10
0
Yes No

66
 15) The organization encouraging potentiality of the employee through some education
facilities like games. Cultural programs etc..

Table 15

Sl.No Description No. of Responds % of Respondents

A Yes 90 90%
B No 10 10%
Total 100 100%

Above table presents the opinions of sample respondents on the statement that 90%
employees are agreed and 10% of the employees are not agreed that the organization
encouraging potentiality of the employee though some education facility like games, cultural
programs.

Chart 15

% Respondents

100 90
90
80
70
60
50 % Respondents
40
30
20 10
10
0
Yes No

67
 16) How do you feel about the organizational encouragement through cultural programs
and games?

Table - 16

Sl.No Description No. of Responds % of Respondents

1 Satisfied 20 20%
2 Somewhat satisfied 50 50%
3 Not satisfied 30 30%
Total 100 100%

Above table presents the opinions of sample respondents on the statement that 20%
satisfied 50% somewhat satisfied 30% not satisfied that the feel about the organization
encouraging though some cultural programs and games.

Chart 16

% Respondents

60
50
50
40
30
30 % Respondents
20
20
10
0
Satisfied some what Not satisfied
satisfied

68
 17) How do rate security measures of the organization in various departments?

Table 17

Sl.No Description No. of Responds % of Respondents

1 Good 30 30%
2 Average 50 50%
3 Poor 20 20%
Total 100 100%

Above table presents the opinions of sample respondents on the statement that 30%
good 50% average 20% poor that the rate security measures of the organization in various
deportments.

Chart 17

% Respondents

60
50
50

40
30
30 % Respondents
20
20

10

0
Good Average Poor

69
 18) How is the employer-employee relationship in the organization?

Table 18

Sl.No Description No. of Responds % of Respondents

1 Good 30 30%
2 Average 50 50%
3 Poor 20 20%
Total 100 100%

Above table presents the opinions of sample respondents on the statement that 30%
good 50% average 20% poor employee employee realization ship in the organization.

Chart 18

% Respondents

60
50
50

40
30
30 % Respondents
20
20

10

0
Good Average Poor

70
 19) What do you feel about the library?

Table 19

Sl.No Description No. of Responds % of Respondents

1 Good 10 10%
2 Average 50 50%
3 Poor 40 40%
Total 100 100%

Above table presents the opinions of sample respondents on the statement that 10%
good 50% average 40% poor that you feel about the library.

Chart 19

% Respondents

60
50
50
40
40

30 % Respondents

20
10
10

0
Good Average Poor

71
20) To which percentage the welfare facilities are providing?

Table 20

Sl.No Description No. of Responds % of Respondents

1 20-40 20 20%
2 40-60 60 60%
3 60-100 20 20%
Total 100 100%

From the above table out of the 100 sample respondents 20% of the employees feel 20-
40, 60% of employees of the employees feel 40-60 and the remaining 20% of the
employees feel 60-100.

Chart 20

% Respondents

70
60
60
50
40
% Respondents
30
20 20
20
10
0
20-40 40-60 80-100

72
 CONCLUSION

Organization welfare facilities & Programs good

More number of the Employees satisfied with the Fringe benefits.

Medical Facilities to the Employees in the organization somewhat good.

Drinking Water Facilities Good.

70% of the Employees were satisfied with the salary provided by the company.

Training programs were useful to the employees.

Rest Rooms / Shelter Facilities are good.

Employees satisfaction about provident fund & Gratuity average.

Employees want more improvement in welfare programs and facilities.

Employee relationship with management is good.

Compensation for accidents to the Employees Average.

73
 SUGGESTIONS

In my opinion more number of Employees was satisfied by the welfare measures

provided by the company. Remaining of the employees was not satisfied. They
suggested further improve welfare activities.

In the organization more number of Employees was satisfied with the Fringe
benefits. Increase the Fringe benefits remaining employees also feel Satisfy.

Organization provided medical facilities to the employees. 65% of the employees

satisfied. Remaining 35% employees some what satisfied. So provide the more
medical facilities to the Employees.

Drinking water facilities good continue this type of water facilities.

Majority of employees are satisfied with the Training activity. Hence I can found
maximum satisfaction. Some of the employees suggested for further
improvements.

Organization should improve the Educational facilities to the children as well as

increase provident fund gratuity.

More number of the employees is satisfied with work environment. Remaining of

the employees want to change in work environment.

50% of Employees are not totally convinced about compensation for accidents
company need to take a steps to win there confidence.

74
 QUESTIONNAIRE
Employee Name:
Designation :
Department:

1) Are employee welfare schemes necessary for an employee?

a) Yes b) No ( )
2) Does the company provide the bus allowance?
a) Yes b) No ( )

3) If not the company provide the vehicle allowance?

a) Yes b) No ( )

4) How employees feeling about the organizational environment?

a) Good b) Average c) Poor ( )

5) Does the company provide quarter for all the employees?

a) Yes b) No ( )

6) Does the company give (or) issue bonus, incentives etc.. to motivate the employees
a) Yes b) No ( )

7) Were the employee welfare programs influence over the employee performance?
a) Yes b) No ( )

8) are the employee refreshment like Tea, Snakes should be providing?

a) Yes b) No ( )

9) What do you feel about the quarter facility?

a) Yes b) No ( )

10) Does the company provide education facilities for the employees children?
a) Yes b) No ( )

75
11) How your satisfaction level you medical facility? ( )
A. Good B. Average C. Poor

12) How is the drinking water facility? ( )

A. Good B. Average C. Poor

13) Are satisfied with the salary? ( )

A. Good B. Average C. Poor

14) Is/are training program useful for you in your company?

a) Yes b) No ( )

15) The organization encouraging potentiality of the employee through some education
facilities like games. Cultural programs etc..
A. Yes B. No

16) How do you feel about the organizational encouragement through cultural programs
and games? ( )
A. Good B. Average C. Poor

17) How do rate security measures of the organization in various departments?

( )
A. Good B. Average C. Poor

76