CASE STUDY ON EMPLOYEE MOTIVATION

IN AN ORGANIZATION IN THE
PANTALOONS FASHION & RETAIL
LIMITED

NAME : POOJA SHETTY

ROLL NO: HPGD/JL15/5024
SPECIALIZATION: HUMAN RESOURCES
PRIN. L. N. WELINGKAR INSTITUTE OF
MANAGEMENT & DEVELOPMENT RESEARCH
YEAR OF SUBMISSION: JAN2018
Concentration, dedication and application are necessary but not
sufficient to achieve any goal. They must be awarded by guidance,
assistant and cooperation of some people to make it enable.

Gratitude is short lived but when put it blank and white; one hopes it to
enjoy a longer life. Many people have given their valuable time and
ideas to enable us to complete our project and project report. I am
highly grateful to “Pantaloons Fashion & Retail ltd.” for
providing me the opportunity and I am deeply indebted to all for
their ideas and assistance.

I express my whole hearted thanks to my mentor Mr. Deepak

Vyavahare (Project Guide) and Mr. Prashant Satam(Colleague) for
his engagement and support and constant guidance in organizing my
work and giving me valuable inputs in my learning.
Lastly I would like to thank all those, who have, directly or indirectly,
helped me in making the project.
 INDEX

Company Profile
1.1 Introduction
1.2 PFRL Pantaloons Fashion & Retail Limited
1.3 Departments
1.4 Our Vision, Our Mission, Integrity, Commitment, Passion,
1.5 Why pantaloon
1. 6 Motivation
1. 7 Employee Motivation Strategies
1.8 Keeping your employees motivated
1.9 Factors to encourage motivation
2.0 A simple model of human motivation
2.1 Importance of motivation
2.2 Recommendations / SUGGESTIONS
2.3 Case study
2.4 Values of Pantaloons/HR Policies and Rules
2.5 Conclusion
2.6 Summary of case
4.2 Key learning's
Fashion is perhaps the very first expression of success of a free nation.
Fashion is a celebration and a joy. It is an expression that can
manifest itself in different ways for different people and these ways are
forever evolving.

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
becoming the next boom industry. Most people in the world today wear
what can be described as “world fashion,” a simplified and very low-
cost version. The fashion industry forms part of a larger social and
cultural phenomenon known as the “fashion system,” a concept that
embraces not only the business of fashion but also the art and craft of
fashion, and not only production but also consumption. The fashion
designer is an important factor, but so also is the individual consumer
who chooses, buys, and wears clothes, as well as the language and
imagery that contribute to how consumers think about fashion. The
fashion system involves all the factors that are involved in the entire
process of fashion change. Fashion is a complex social phenomenon,
involving sometimes conflicting motives, such as creating an individual
identity and being part of a group, emulating fashion leaders and
rebelling against conformity. The fashion industry thrives by being
diverse and flexible enough to gratify any consumer’s desire to embrace.

Aditya Birla Fashion and Retail Ltd. (ABFRL) emerged after the
consolidation of the branded apparel businesses of Aditya Birla Group
comprising ABNL'S Madura Fashion division and ABNL's subsidiaries
Pantaloons Fashion and Retail (PFRL) and Madura Fashion & Lifestyle
(MFL) in May 2015. Post the consolidation, PFRL was renamed Aditya
Birla Fashion and Retail Ltd

This consolidation will create India's largest pure play Fashion and
Lifestyle Company with a strong bouquet of leading fashion brands
and retail formats. This move brings India's #1 branded menswear
and women swear players together." - Kumar Mangalam Birla,
Chairman, Aditya Birla Group.

ABFRL has been founded in the belief that the first sign of success of a
modern nation lies in the ability of its citizens to celebrate. India's young
working population and robust economic performance has led to rising
incomes which, combined with increasing global exposure, are
empowering many latent wants to morph into demands. With retail
expanding independently through brick and mortar as well as e-
commerce, the Indian fashion consumer now deserves futuristic and
comprehensive Omni-channel options. The time for ABFRL to arrive
was ripe.

ABFRL aims to catalyse the business of fashion through superior

infrastructure and experiences, towards a new future.
ABFRL brings together the learnings and businesses of two renowned
Indian fashion icons, Madura Fashion & Lifestyle and Pantaloons
Fashion and Retail. This will create a synergistic core that will act as the
nucleus of the future fashion businesses of the Aditya Birla Group.

ABFRL is India's No 1. Fashion Lifestyle entity with a combined

revenue of INR 6,633 crore for FY'17, growing at a rate of 10 percent
and EBITDA of INR 476 crore for FY'17 that has grown at 18 percent
over the last year.
The ABFRL umbrella includes:

Madura Fashion & Lifestyle

The custodian of several icons, including the top four fashion brands of
India - Louis Philippe , Van Heusen, Allen Solly and Peter
England — each of which clocked MRP sales in the vicinity of INR
1,000 crore. It also includes India's first fast-fashion youth brand,People;
India's largest fully integrated fashion multi-brand outlet chain, Planet
Fashion; India's largest premium international brand retailer, The
Collective and the British fashion icon, Hackett London's mono-brand
retail in India.
ABFRL has acquired exclusive online and offline rights to market the
global brand – ‘Forever 21’ and its existing store network, in the fast-
fashion segment in India.
To expand its international portfolio, ABFRL entered into exclusive
partnerships with two of UK’s most successful fashion brands, ‘Simon
Carter’ and `Ted Baker’.

Pantaloons
India's largest big box fashion retailer, Pantaloons is one of the fastest
growing lifestyle apparel retail destinations in India. Constantly
innovating designs, concepts and products by infusing the latest trends in
fashion and clothing styles, Pantaloons has a repertoire of lifestyle
brands to cater to every consumer's needs across multiple occasions.
ABFRL altogether hosts India's largest fashion network with over
8000 points of sale across over 700+ cities and towns, which include
more than 2,000 exclusive ABFRL brand outlets. With ~19 million
Loyalty Members as of 30th June 2017, ABFRL has a strong
bouquet of loyalty programmes in India. ABFRL boasts of creating
more than 20,000 new designs every year.
The Aditya Birla Group endeavors to become the leading Indian
conglomerate for sustainable business practices across its global
operations, balancing its economic growth with environmental and
social interests

PANTALOONS FASHION & RETAIL LIMITED

Pantaloons Fashion & Retail Limited is an Indian premium clothing
retail chain. The first Pantaloons store was launched in Gariahat,
Kolkata in 1997. As of DECEMBER 2017, there are 86 Pantaloons
stores. Pantaloons were previously controlled by the Future Group, but
have now been taken over by Aditya Birla Nuvo Limited (ABNL).
Spotlighting today's buoyant youth, Pantaloons Fashion Retail Ltd.,
India's premium lifestyle apparel company offers chic and trendy
fashion to meet their ever-changing needs. With innovative designs,
concepts and products, the company brings the latest trends in fashion
and clothing styles to the apparel market. Pantaloons reflect 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

family, Pantaloons has now 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. 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 86 fashion stores across cities/towns, Pantaloons is

constantly extending its foot-prints into the rest of modern India.
Pantaloons which was previously controlled by the Future Group has
now been taken over by Aditya Birla Nuvo Limited ['ABNL']. ABNL is
a part of the prestigious Aditya Birla Group, a $40 billion Indian
multinational, operating in 36 countries across the globe with over
136,000 employees.

The company offers an incredible and complete one-stop shopping

experience to its buyers through its vast collection of more than 100
prestigious brands for the discerning fashionista. The 81 aesthetically
designed stores spread across the country display a range of classy and
trendy merchandise that truly lives up to Pantaloons’ maxim of ‘fresh
fashion”.

A typical Pantaloons store is spread across a sprawling retail space of

about 28,000 sq. ft., comprising a brand portfolio that runs across a wide
gamut of styles that spell class. The collection includes ready-to-wear
western and ethnic apparel for men, women and kids, complemented by
an exhaustive range of accessories.

The women’s section houses the private labels — Bare Denim, Bare
Leisure, Rig, Annabelle, Honey, and Ajile — in western wear, as well as
the choicest ethnic wear from RangManch, Trishaa and Akkriti. Popular
brands like Lee Cooper, Biba and W are also available.

The private labels for men in western wear include Lombard, Rig, Bare
Denim, Bare Leisure and JM Sport apart from trendy brands like
Urbana, Scullers, John Miller, and Indigo Nation. Akkriti provides a
wide selection of ethnic wear.

Kids can choose from private labels like Bare Denim, Bare Leisure, Rig,
or indulge in exclusive brands like Lee Cooper Juniors, Chalk exclusive,
Chirpy Pie & Bare in addition to international brands like Barbie and
Disney. For the ethnic look, they can opt for traditional wear from
Akkriti.

Pantaloons offer much more than just apparel. Customers can shop from
an assortment of watches from renowned international brands like
Tommy Hilfiger, Esprit, Kenneth Cole, Citizen, Timex, and Titan,
among other brands.

Trendy sunglasses from Polaroid, Guess, Police, Scott, I Dee and Allen
Solly are also available. The accessories and beauty segments display an
attractive collection of lady’s handbags from Lavie, Caprese, Fiorelli
and Fastrack. Also available are products from colour cosmetic brands
such as Bourjois, Chambor, Deborah, Faces, Revlon, Maybelline, and
Lakmé, as well as a wide collection of exotic fragrances.

With its overwhelming repertoire of lifestyle apparel brands, Pantaloons

is focused on growth while continuing to create fresh fashion.
Pantaloons isrecognized by its warm personalized service that completes
the core proposition of this trendy chain.

The Aditya Birla Group ranks high in the League of Fortune 500
Corporations of the world with a strong mix of talented and capable
personnel comprising of 42 different nationalities, who are credited with
anchoring the organization and scripting one brilliant success story after
another.

Backed by the giant conglomerates, ABNL and Future Group, both the
entities will work in tandem to derive operational synergies for back-
end, supply chain and other crucial value drivers of the business.
With its overwhelming repertoire of lifestyle apparel brands, Pantaloons
is focused on growth while continuing to create fresh fashion.
Pantaloons is recognised by its warm personalised service that completes
the core proposition of this trendy chain.
All the departments work closely with each other to complete their task
and achieve their individual goals. Each department is interdependent
with each other. The objective of these departments is to accompolish
mission and vision of the company.

• Design Department: This department is basically developing

sample of merchandise and developing range of merchandise for
upcoming season and work closely with buying department.
Designer attains fashion events and shows to keep tap on current
and upcoming trends.

• Buying Department: This department is selecting what

merchandise will be stocked in store based on discussion happened
with planning team. They work closely with design department to
approve sample and range of merchandise, attain fashion events
and forecast the trends. They also interact with other departments
like marketing, sourcing, planning and quality control to get
appropriate advice that will help them in achieving company’s
ultimate target. Apart from this, they frequently keep in touch with
suppliers and vendors.

• Sourcing Department: It is management of a supply market to

ensure access to adequate resources required for the long term
needs of the firm: understand market characteristics, identify
relevant potential suppliers, define a strategy for the firm, and set
the objectives for any market shaping effort. Sourcing frames the
agreement with the suppliers involved in the strategy, without
necessarily going into the details of the contract. Sourcing teams
include elements internal and external to the firm to reach their
objectives, to include the eventual optimization of specifications in
coordination with engineering, marketing, and / or research.
Sourcing is the strategic management of external resources. They
 have to figure out different vendors who can give them better value
in terms of price, production, lead time, shipment mode and other
production aspect after the budget allocates for range by other
departments, coordinates with buying and design department.

• Planning Department: This department is making OTB plan,

Option plan, allocation, offers, monitors day wise sells, end of
season sell, stock in warehouse and store. They also recommend
buyer about which style is hitting the shopping floor, monitor
sales, stock in warehouse and shop floor, sell through, offer
planning and do allocation of merchandise according to
requirement of particular merchandise in particular store. This is
also known as Inventory Management and Distribution
Management. Planner are the backbone of any company if there
over stock or stock out its planner responsibility to control
inventory and coordinate with other team like buying and also do
meeting with other senior people of company.

• Operation Department: They work to make sure that employers'

businesses run effectively, smoothly and professionally. This
includes all those who work in the organisation from the
management to assembly line workers up to the guys loading and
offloading trucks in manufacturing and retail distribution centers.

• VM Department: This department coordinates with designer and

buyer for the theme of season and then they make visual of store
accordingly. Their responsibility to change visual of all store at the
same time, this include display of merchandise and lighting. There
are some elements that are involved in visual merchandising are
Window Displays, Interior Displays, Signs, Cosmetic Productions
 and other Special Sales and Promotions. Team tries to combine
these element and covey their idea to customer.

• Marketing Department: They basically communicate the value

of product to the customers for that this department is divided in
three teams ATL (Above The Line), BTL (Below The Line) and
LOYALTY. In ATL they are covering large Geographical area by
advertising from Radio, TV and National news papers and in BTL
they are covering particular targeted area by organising fashion
events and shows. In LOYALTY they are distributing Cards and
coupons to customer first to check loyal customer and then start
analyse about loyal customer’s next need and offer it to customer
on discount. It is one of innovative department and generating new
idea.

• Finance Department: Major roles of the finance department are

to identify appropriate financial information prior to
communicating this information to managers and decisionmakers,
in order that they may make informed judgments and decisions.
This department’s responsibility for organising the financial and
accounting affairs including the preparation and presentation of
appropriate accounts, and the provision of financial information for
manager.

• Admin Department: They are managing and distributing

information within office like greeting clients and employees,
answering the calls, maintaining files, record of expenditure,
stationary, printing, housekeeping, Administrative assistants are
responsible for communicating with clients, outside vendors and
staff members on behalf of their employer. They greet customers,
 answer the phone, take messages and set up meetings. This
department is interrelated to HR department.

• HR Department: Human resource management (HRM) in

organizations designed to maximize employee performance in
service of their employer’s strategic objectives. In Pantaloons, HR
is primarily concerned with how people are managed within
organizations, focusing on policies and systems. HR department is
responsible for a number of activities, including employee
recruitment, training and development, performance appraisal, and
rewarding. Human resources assistants may process and regularly
update personnel, payroll and job applicant records.

• Garment Technology Department: It is divided in three teams

one is Construction /Fit Team, another is Testing team and last is
Inspection team. Construction team basically checking the size
measurement and its grading, Testing team are doing chemical like
crocking, bleeding, color fastness to light etc and physical test like
pilling, abrasion resistance etc and inspection team is visiting
manufacturing unit to see the directed production, there also
checking for complete garment which is done in last by Testing
team.

• Supply Chain Department: It is the management of the flow of

goods. It includes the movement and storage of raw materials,
work-in-process inventory, and finished goods from point of origin
(Manufacturing Unit) to point of consumption (Store).
Main function of supply chain management are as follows:
1)inventory management

2)distribution management

3)channel management

4)payment management

5)financial management

6)supplier management

7)transportation management

8)Customer service management.

Some of their work is already done by planning team only Inventory

Management and Distribution Management. They closely work with
planning department and interchange information regarding stock
delivery from supplier to warehouse and warehouse to store or if any
stock is available for inter store transfer or vendor has to direct supply
to store SCM team take care of this things.
 • Asset Management
• Life Insurance
Financial Services • NBFC
• Private Equity, Broking, Wealth Management, General
Insurance Advisory

• Pantaloons
Telecom Fashion • Madhura
and Lifestyle
• Textile

• Agri
Manufacturing • Rayon
• Insulators

 Our Vision

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

the businesses.

• Our Mission

To deliver superior value to our customers, shareholders, employees

and society at large.

• Integrity:

We believe in growth of the organization with the growth of our

people. People are our investors, partners (Vendors), employees,
customers and stakeholders of the companies.
  Commitment:

Aditya Birla is a name known for higher value and good quality. We do
what we commit to our people.

 Passion:

Our excellence in every field of business and promise to provide the best
shows the passion of the organization.

 Seamlessness:

We work beyond limits; we go one step ahead of others to serve and to

benefit.

 Speed:

Growth is important but timely growth is the key to success. We believe

to act early.

Why pantaloon
Pantaloon is not just an organization – it is an institution, a center of
learning & development. We believe that knowledge is the only weapon
at our disposal and our quest for it is focused, systematic and
unwavering.

At Pantaloon, we take pride in challenging conventions and thinking out

of the box, in traveling on the road less traveled. Our corporate doctrine
‘Rewrite Rules, Retain Values’ is derived from this spirit.

Over the years, the company has accelerated growth through its ability
to lead change. A number of its pioneering concepts have now emerged
as industry standards. For instance, the company integrated backwards
into garment manufacturing even as it expanded its retail presence at the
front end, well before any other Indian retail company attempted this. It
was the first to introduce the concept of the retail departmental store for
the entire family through Pantaloons in 1997. The company was the first
to launch a hypermarket in India with Big Bazaar, a large discount store
that it commissioned in Kolkata in October 2001.

And the company introduced the country to the Food Bazaar, a

unique 'bazaar' within a hypermarket, which was launched in July
2002 in Mumbai. Embracing our leadership value, the company
launched all in July 2005 in Mumbai, making us the first retailer
in India to open a fashion store for plus size men and women.

Today we are the fastest growing retail company in India. The

number of stores are going to increase many folds year on year along
with the new formats coming up.

The way we work is distinctly "Pantaloon". Our courage to dream and

to turn our dreams into reality – that change people’s lives, is our
biggest advantage. Pantaloon is an invitation to join a place where
there are no boundaries to what you can achieve. It means never
having to stop asking questions; it means never having to stop raising
the bar. It is an opportunity to take risks, and it is this passion that
makes our dreams a reality.

Come enter a world where we promise you good days and bad days,
but never a dull moment!

Motivation
Abstract Employees are the heart of any organization. For any
organization to operate smoothly and without any interruption,
employee cooperation cannot be replaced with anything else. It is of
utmost importance that the employees of an organization not only
have a good relationship with the top management, but also, they
maintain a healthy and professional relationship with their coworkers.
The following study is a self-conducted research on how motivational
tools impact the performance of employee for betterment. The study
also focused on de-motivation factors affecting employee
performance negatively. A sample of individuals was selected and
was interviewed with self-administrated questionnaire to obtain
primary data. The data were analyzed using descriptive statistical
analysis methods. The results obtained indicate that if employees are
positively motivated, it improves both their effectiveness and
efficiency drastically for achieving organizational goals

Motivation is defined as “the intention of achieving a goal, leading to

goal-directed behavior.”When we refer to someone as being
motivated, we mean that the person is trying hard to accomplish a
certain task. Motivation is clearly important for someone to perform
well. However, motivation alone is not sufficient. Ability—having
the skills and knowledge required to perform the job—is also
important and is sometimes the key determinant of effectiveness.
Finally, environmental factors—having the resources, information,
and support one needs to perform well—are also critical to determine
performance.

What makes employees willing to “go the extra mile” to provide

excellent service, market a company’s products effectively, or
achieve the goals set for them? Answering questions like this is of
utmost importance to understand and manage the work behavior of
our peers, subordinates, and even supervisors. As with many
questions involving human beings, the answers are anything but
simple. Instead, there are several theories explaining the concept of
motivation

Performance – motivation multiply ability multiply environment

According to this equation, motivation, ability, and environment are

the major influences over employee performance.
Employee Motivation Strategies
Their Culture:

Passion for Retail is why they are here.

At Pantaloon Retail, Empowerment is what you acquire and Freedom at

Work is what you get. They believe their most valuable assets are their
People. Young in spirit, adventurous in action, with an average age of 27
years, their skilled & qualified professionals work in an environment
where change is the only constant.

Powered by the desire to create path-breaking practices and held

together by values, work in this people intensive industry is driven by
softer issues. In their world, making a difference to Customers’ lives is a
Passion and performance is the key that makes it possible. Out of the
Box thinking has become a way of life at Pantaloon Retail and living
with the change, a habit.

Leadership is a value that is followed by one and all at Pantaloon Retail.

Leadership is the quality that motivates them to never stop learning,
stretching to reach the next challenge, knowing that they will be
rewarded along the way. In the quest of creating an Indian model of
retailing, Pantaloon Retail has taken initiatives to launch many retail
formats that have come to serve as a benchmark in the industry.
Believing in leadership has given them the optimism to change and be
successful at it. They do not predict the future, but create it.

At Pantaloon Retail you will get an opportunity to handle multiple

responsibilities, and therein, the grooming to play a larger role in the
future. Work is a unique mix of preserving their core Indian values and
yet providing customers with a service, on par with international
standards.

At Pantaloon you will work with some of the brightest people from
different spheres of industry. They believe it’s a place where you can
live your dreams and pursue a career that reflects your skills and
passions. Pantaloon Retail follows a team incentive model, and its
employees are able to increase their salaries by 30 per cent to 40 per
cent. It has a much lower annual attrition rate of...

Keeping your employees motivated

Of late, employee motivation has become the catchword in the retail
industry as employees form one of the three pillars of the retail, after
product and customer. If they stumble, the chances of retail’s fall
increase. Employee retention and motivation should be the focus of a
retailer to enhance efficiency. However, what do the retailers need to
do to keep their employees motivated?

Measures taken

To minimise the rate of attrition some retailers have embarked on

innovative HR policies that keep the employees’ morale high.
Shoppers Stop, Pantaloon Retail, and Aditya Birla Retail endorse
robust HR policies to address the issue.

Shoppers Stop’s Jo Jeeta Wohi Sikandar

At Shoppers Stop, different employee motivation programmes are

followed, for example, ‘Jo Jeeta Wohi Sikandar.’ Under this
programme, each Customer Care Associate (CCA) is rated on product
knowledge, operational skills and customer feedback. After the
evaluation process, Sikandars or Champions are selected and
endowed with monetary rewards. Cash rewards are also offered to the
best store, which is then distributed among the team members with
good performance. Also, there are open employee/management
forums and employee opinion page in the company’s in-house
magazine, Retale.

Pantaloon Retail’s Employee of the month

At Pantaloon retail each division is categorised as house named after
colours like women’s apparel is red house and men’s apparel, blue
house, to select the employee of the month. Two employees from
each house are nominated for the title and the store manager along
with the unit HR officer selects the employee of the month for each
division.

Benefits of motivated employees

Motivated employees imply improved productivity and hence growth,

so do not just hire good talent but retain them too. Motivation enables
reduced sickness and absenteeism of employees.

Engaging your employee

Involvement can boost the sense of belonging and hence the level of
commitment. By involving the front office staff in the monthly
management meetings and seeking their advice for increasing sales,
retailers can motivate them.

Sounding board

Sanjay Jog, Chief People Officer at Pantaloon Retail says, “Keeping

an employee motivated has many dimensions, providing opportunities
for learning and growth, encouraging employees to take additional
responsibility, financial security and respect, and having fair policies.
We ensure to provide these.”

N V Balachandar. Chief People Officer, Textiles & Apparel Business,

Aditya Birla Group says, “To balance learning and growth
opportunities we offer job rotation, brand rotation, or category
rotation to the employees. We equip the store managers with tools of
people engagement to manage and motivate the front staff. There are
reward mechanisms besides compensation to keep them on the go.”

Conclusion: There is no standard rule implementing which a retail

enterprise can boost its employees’ motivation. Assess your
employees’ psyche to formulate policies that befit your business set-
up and include them as core business policies.
 It is unique to hear about a CEO who studies happiness and motivation
and builds those principles into the company’s core values or about a
company with a 5-week training course and an offer of $2,000 to quit
anytime during that 5 weeks if you feel the company is not a good fit.

Top that off with an on-site life coach who also happens to be a
chiropractor, and you are really talking about something you don’t hear
about every day.

Performance is a function of motivation, ability, and the environment in

which you work. The company delivers above and beyond basic
workplace needs and addresses the self-actualization needs that most
individuals desire from their work experience. the secret to customer
loyalty is to make a corporate culture of caring a priority.

Motivators are factors that are intrinsic to the job, such as achievement,
recognition, interesting work, increased responsibilities, advancement,
and growth opportunities. According to Herzberg’s research, motivators
are the conditions that truly encourage employees to try harder.

FACTORS TO ENCOURAGE MOTIVATION

 Management and leadership actions that empower employees,
 Transparent and regular communication about factors important to
employees,
 Treating employees with respect,
 Providing regular employee recognition,
 Feedback and coaching from managers and leaders,
 Average benefits and compensation,
 Providing employee perks and company activities, and
 Positively managing employees within a success framework of
goals, measurements and clear expectations.
IMPORTANCE OF MOTIVATION

 Motivation coupled with ability leads to performance.

 Motivated employee will do the quality work with more
motivation and by his own will.
 Motivated employee will be more productive than the apathetic
workers.
 Low attrition.
 Low turnover rate.
 The employee will be more loyal towards the organization.
 He will be more comfortable while doing the work in the office.
 Employee will love his/her job.

RECOMMENDATONS/SUGGESTIONS

Thanks personally, timely, often and sincerely.

Take time to meet and listen to staff.

 Provide feedback.

Encourage new ideas and initiatives.

Explain how the employee fits into the organizational plans.

Involve employees in the decision making.

Provide them ownership in their work.

Recognize, reward and promote based on performance.

Give chance to learn new skills.

Celebrate the successes of the employees.

CASE STUDY

Rohit Narang joined Apex Computers (Apex) in November after a

successful stint at Zen Computers (Zen), where he had worked as an
assistant programmer. Rohit felt that Apex offered better career
prospects, as it was growing much faster than Zen, which was a
relatively small company. Although Rohit had enjoyed working there, he
realized that to grow further in his field, he would have to join a bigger
company, and preferable one that handled international projects. He was
sure he would excel in his position at Apex, just as he had done in his
old job at Zen. Rohit joined as a Senior Programmer at Apex, with a
handsome pay hike. Apex had international operations and there was
more than a slim chance that he would be sent to USA or the UK on a
project. Knowing that this would givehim a lot of exposure, besides
looking good on his resume, Rohit was quite excited about his new job.
Rohit joined Aparna Mehta’s five-member team at Apex. He had met
Aparna during the orientation sessions, and was looking forward to
working under her. His team members seemed warm and friendly, and
comfortable with their work. He introduced himself to the team
members and got to know more about each of them. Wanting to know
more about his boss, he casually asked Dipti, one of the team members,
about Aparna. Dipti said, “Aparna does not interfere with our work. In
fact, you could even say that she tries to ignore us as much as she can.”
Rohit was surprised by the comment but decided that Aparna was
probably leaving them alone to do their work without any guidance, in
order to allow them to realize their full potential.
At Zen, Rohit had worked under Suresh Reddy and had looked up to
him as a guide and mentor – always guiding, but never interfering.
Suresh had let Rohit make his own mistakes and learn from them. He
had always encouraged individual ideas, and let the team dicover the
flaws, if any, through discussion and experience. He rarely held an
individual member of his team responsible if the team as a whole failed
to deliver – for him the responsibility for any failure was collective.
Rohit remembered telling his colleagues at Zen that the ideal boss would
be someone who did not interfere with his/her subordinate’s work.
Rohit wanted to believe that Aparna too was the non-interfering type. It
that was the case, surely her non-interference would only help him t
grow. In his first week at work, Rohit found the atmosphere at the office
a bit dull. However, he was quite excited. His team had been assigned a
new project and was facing a few glitches with the new software. He had
thought about the problem till late in the night and had come up with
several possible solutions. He could not wait to discuss them with his
team and Aparna. He smiled to himself when he thought of how Aparna
would react when he told her that he had come up with several possible
solutions to the problem. He was sure she would be happy with his
having put in so much effort into the project, right from
day one He was daydreaming about all the praise that he was going to
get when Aparna walked into the office. Rohit waited for her to go into
her cabin, and after five minutes, called her up, asking to see her. She
asked him to come in after tem minutes. When he went in, she looked
at him blankly and asked, “Yes?” Not sure whether she had recognized
him, Rohit introduced himself. She said, “Ok, but why did you want to
meet me?” Rohit started to tell her about the problems they were having
with the
software. But before he could even finish, she told him that she was busy
with other things, and that she would send an email with the solution to
all the members of the team by the end of the day, and that they could
then implement it immediately. Rohit was somewhat taken aback.
However, ever the optimist, he thought that she had perhaps already
discussed the matter with the team. Rohit came out of Aparna’s cabin
and went straight to where his team members sat. he thought it would
still be nice to bounce ideas off them and also to see what solutions
others might come up with. He told them of all the solutions he had in
mind. He waited for the others to come up with their suggestions but not
one of them spoke up. He was surprised, and asked them point-blank
why they were so disinterested. Sanjay, one of the team members, said,
“What is the point in our discussing these things? Aparna is not going to
have time to listen to us on discuss anything. She will just give us the
solution she thinks is best, and we will just do what she tells us to do;
why waste everyone’s time?”

Rohit felt his heart sink. Was this the way things worked over here?
However, he refused to lose heart and thought that maybe, he could
change things a little.But as the days went by, Rohit realized that Aparna
was the complete opposite of his old boss. While she was efficient at
what she did and extremely intelligent, she had neither the time nor the
inclination to groom her subordinates. Her solutions to problem were
always correct, but she was not willing to discuss or debate the merits of
any other ideas that her team might have. She did not hold the team
down to their deadlines not did she ever interfere. In fact, she rarely said
anything at all! If work did not get finished on time, she would just
blame her team, and totally disassociate herself from them. Time and
again, Rohit found himself thinking of Sureshm his old boss, and of how
he had been such a positive influence. Aparan, on the other hand, even
without actively doing anything, had managed to significantly lower his
motivation levels. Rohit gradually began to lose interest in his work – it
had become too mechanical for his taste. He didn’t really need to think;
his boss had all the answers. He was learning nothing new, and he felt
his career was going nowhere.As he became more and more
discouraged, his performance suffered. From being someone with
immense promise and potential Rohit was now in danger of becoming
just another mediocre techie

Values of Pantaloons
The Success story of Pantaloons had built on a number of core company
values that have remained almost unchanged. These values are:
Indianness: confidence in their business structure.
Leadership: To be a leader, both in thought and business.
Respect & Humility: To respect every individual and be humble in
conduct.
Introspection: leading to purposeful thinking.
Openness: to be open and receptive to new ideas, knowledge and
information.
Valuing and Nurturing Relationships: to build long term
relationships.
Simplicity & Positivity: Simplicity and positivity in our thought,
business and action.
Adaptability: to be flexible and adaptable, to meet challenges.
Flow: to respect and understand the universal laws of nature.

HR Policies and Rules

Promotion Policy & Rules:
Promotion Policy and rules are applied to employees depending upon on
their ability of performing work, managing their skills and the level of
experience.

Wage Structure:
Every Job has awarded different wages depending upon the position of
the employee and the responsibility levels which the employees take
over. This enables the company to: Provide competitive salaries for each
job taking into account market rates.
Reward everyone according to their contribution.
The Salary allocated ranges depends upon the employees position type
for employees performing the standard duties of their jobs. Set up
maximum and minimum levels within those ranges to account for
variations in experience and skill levels. The pay defers from Store
Administered employee to Head Office Administered employee. The
payment of the employees is directly by the manager or it is deposited
into the savings account which the employee holds. The Company
reserves the right to suspend pay where an employee fails to notify about
absence from work.

Employee motivation & welfare schemes:

Reward Policies
Pantaloon believes in sharing its progress and profitability and reward
accordingly. They offer a range of benefits which are service-related, so
they build up as service of an employee increases. Each element of the
benefits package is reviewed regularly to ensure it remains competitive
and maintains pantaloon as a leading employer. Some of them are:
To extend a discount facility to employees of Future Group.

Healthcare Offers
Pantaloons offer following healthcare options to all monthly paid
employees and their partners:
Private health insurance
Gratuity Scheme
Free medical treatment for the employee, spouse and the dependent
family members.
Female employees can have Maternity leave - 84 days maximum on
completion of 160 days.

Travel & Expenses

Travel is an integral part of work for many people. Pantaloons offers
travel options and expenses so employees can travel in a secure and
comfortable manner.

Social Activities
Pantaloons provides the employees the scheme named "Seekho" which
enables them to develop their skill sets and opt for any educational
courses so that they can increase their productivity which adds
additional value for the company development in future. Every
employee of the pantaloon contributes small amount of money from
their salary each month voluntarily to the pantaloon foundation which
they can use for any emergency needs.

Lifestyle Options
Pantaloon provides following options and benefits:
Flexible working
Employees can avail advance of 7 days of all purpose leave during the
probation period which will be adjusted in the employees leave balance.
Leave accumulation will be permissible up to 90 days period. Only 15
days will be carried forward to the next fiscal year. Corporate helpline -
A 24-hour confidential support service which help employees to manage
stress, personal, traumatic or financial issues which are affecting their
attendance or performance at work.

Health & safety rules:

Pantaloon is committed to ensure the health, safety and well being of all
its employees, customers and others who visit or work in their premises.

Company's Policy on Health and Safety includes:

The Health & Safety Committee
The Committee member's advice on health & safety policy who
monitors employees effectiveness and reviews the key performance and
take measures on a quarterly basis.
The Store/Site Manager
The Store/Site Manager is responsible for ensuring with Fire, Health &
Safety Officer that Company Health & Safety Policy is implemented.
This includes:
Suitable Induction and Legislative Update training for Fire, Health &
Safety. The prevention, investigation and the reporting of accidents. The
completion of ongoing Risk Assessments and maintenance of known
hazard information. Property, Development and Facilities Management.
They are responsible for the provision of working areas, equipment and
materials that are safe and don't pose any risk to health. Training and
development:

Personal Development
Learning & career development
Pantaloons are committed to develop its employees into skilled,
customer-focused, enthusiastic and motivated employees. They provides
the employees the scheme named "Seekho" which enables them to
develop their skill sets and opt for any educational courses so that they
can increase their productivity which adds additional value for the
company development in future. An employee is equally responsible for
learning and development. Training is given as and when required e.g.
the implementation of new systems.

Review of performance
 Line managers review performance continually in order to assess
how a particular employee is doing. It helps employee in assessing
themselves and look for further development.
  Highlights of Equal Opportunities Policy are:
 Promote a working environment free from discrimination,
harassment and victimization on the basis of:
 Gender, sexual orientation.
 Marital status
 Race, color, nationality.
 Working Hours
 Religion or Political views.
 Age and Disability.

Identification of Jobs and their Analysis:

Pantaloons as above mentioned it has around 30,000 employees who are
working under different roles depending upon their qualifications. This
means there is diversity in the Company distribution of work load as per
the qualifications of the persons applying in. There are three levels of
Jobs in any company viz. Entry Level, Middle Level, Senior Level.
These levels have their own Job description, Job Specification and the
Recruitment and Selection procedure etc These are briefly discussed
below:-

Entry Level:
The entry level jobs at Pantaloons for example the Stock and Inventory
staff and others.

Job description:
The Applicant for the Stock and Inventory the employees are
responsible for shipping of inventory and supplying the inventory from
the internal locations to the other departments. This means he pulls all
the items from the storage, physically move them.

Job Specification:
  Strong Organizational Skills.
 Multi Tasking ability.
 Basic computer knowledge.
 Strong Communication Skills.
 Must be soft spoken and must have a smiling face while treating
the customer.
 Able to work under pressure.

Detailed recruitment and staffing:

For recruitment in this level a mass number of people are required.
The company goes with advertisements and newspaper for walk in
interviews.
The company chooses reference and consultancies for the recruitment of
the employees as one strategy.
There are interviews conducted by departmental managers , store
managers, HR heads and the team leaders respectively
After all this process done if the person gets through all the interview
rounds then he is given his place in the team or the job part for which
he/she is fit for.

Middle Level:
The middle level job is of a Store Manager who is supposed to be
responsible for both the functioning of the firm in maintaining the store
and the management of the entry level people.

Job Description:
Minimum 3-5 years of experience in maintaining stores and performing
the operational requirements.
Monitoring the entire store and planning about the future services and
training the new employees in their work.
Must provide extremely high customer service and must make sure that
the employees working under him must also provide same level
customer satisfaction.
The candidate is expected to develop functional understanding of
business as well as understand the way information about the workplace
and scheduling the processes.
Good understanding of concepts such a Market basket analysis,
Regression analysis etc.

Job Specification:
Graduate (preferable in retail management) with strong Maths
background.
Business Systems Analyst Skills.
An experience of minimum 3-5 years is required.
Advanced Computer knowledge.
Effective verbal and written communication skills.
Project management skills and strong leadership skills.
Ability to manage multitasks in very fast pace environment.
Broad knowledge on retail business.
Strong analytical skills.
Must be able to make seasonal strategy of a product.

Detailed recruitment and staffing:

The company produces vacancies in the consultancies, news paper
advertisement for walk in.
Now the company selects or shortlists the viable profiles and then starts
the recruitment.
Now the interviews are conducted as per these persons one by one viz.
department head, store manager, zonal manager, HR.
 Senior Level:
The senior level job is of Operations Manager who is responsible for all
marking targets for different groups and is responsible for the other high
end activities in the organization.

Job Description:
Minimum 5+ years of experience in performing the operational
requirements.
Interviewing the low level managers and make sure that all the
employees understands the organization goals.
Must provide extremely high customer service and must make sure that
the employees working under him must also provide same level
customer satisfaction.
Must manage business operations activities and have to deliver the
results according to the organizational strategy.
Good understanding of concepts such a Market basket analysis.

Job Specification:
Excellent communication is required.
Knowledge of business processes & their interdependencies.
Ability to give short-term solutions to business problem from a business
continuity point of view.
Develop report and review on all the operations which are taking place
under his control.
Ability to develop long term solutions for business problems with a view
on repercussions on the whole business.
Leadership skills required.
An experience of minimum 5+ years is required
 Detailed recruitment and staffing:
Same process is followed while giving ads in the news papers and
consultancies.
The main interview is taken by the HR and then supervised by the
directors and the BOD's.

SELECTION PROCESS
Finalization of the Candidate: Once a candidate is finalized, he has to
submit the following documents:
Last salary slip
Last appointment letter
REFERENCE CHECK: After the submission of slip and the
appointment letter, the candidate has to give the names and contact
details of two professional references from his current company/any of
the previous companies where he has worked earlier.
A telephonic call is made to the persons and the following is checked:
Education background
Professional Background
Personal background
Interpersonal skills for the formalities.
OFFER LETTER: After checking all the references, if the candidates are
found suitable, the offer letter is rollout to the candidate for joining.

Effective Training Methodologies:

Effective training methodology which a firm uses to adopt for the junior
level executive is "Experiential action learning". This method requires
an instructor to be very skilled and knowledgeable about the process
which the firm is following for its growth. Employees who are new to
the organization are a part in the experiential action learning which may
indeed help them to develop a better sense of knowledge which can
improve the capabilities of the employee.
Effective training methodology which a firm uses to adopt for the
middle level executive is "On-the-job training" which is a kind of Word-
Driven Training, in this type of training, supervisors or mentors-who
must be very skilled in the work being taught- instruct participants in a
hands-on environment. Design time is usually minimal because on-the-
job training is not a formal process
Effective training methodology which a firm uses to adopt for the senior
level executives are "Problem-bases learning" in which participants
focus on problems with the help of resource person, as required.
Learners determine the pace of the training and its content. Training
occurs in the sense that the group learns about the problem; at the same
time, a solution is developed. The research indicated that people learning
through problem-based training are more motivated.

Conclusion:
Pantaloon Retail (India) limited is not only an organization but it is an
institute which provides its employees an opportunity for learning which
helps in development of the company. They always look for the people
who are high in knowledge which will help the organization success.
Pantaloons always welcome change in fashion by thinking out of the
box. Pantaloons has achieved success through its capability and
competence to lead the change when compared to past. Pantaloons most
innovative concepts are now considered as the base line in the retail
industry. Pantaloon Retail (India) limited started of with manufacturing
of garment later it expanded into the retailing market when compared to
any other retail company. Pantaloon Retail (India) limited was the 1st to
introduce the concept of the departmental store in retail sector for the
entire family members through Pantaloons. Pantaloon Retail (India) also
launched hypermarket in India as Big Bazaar, a large discount store and
it also launched Food Bazaar. Today Pantaloon Retail (India) limited is
diversified into so many fields and evolved as largest retail company in
India.
The way we work is distinctly "Pantaloon". The biggest advantage of
pantaloons is the courage of dreaming of becoming diversified into
many fields and turning the dream into reality which changes the lives of
the consumer. Pantaloon is an invitation to join a place where there are
no boundaries to what you can achieve. Means employee are given
importance to be open in their thoughts and requested to give their
opinions for the organizational success.

Employees are asset for the company. A strong team needs

individuals who are dedicated to giving their best work. Highly self-
motivated, committed, ambitious employees give the most to their
company and get the most from their work. But, if there is lacking of
employee motivation in the workplace the effects can be dramatic.
So, Employee motivation is very necessary to get the profitable
results

I think to Reduce the excess of option plan every person from

Category, Design, Planning, Sourcing Team have to sit together and
list down the things which can be removed or reduce which is
lacking to develop the option plan.

Summary of case
Teamwork: PANTALOONS do all work in team, they work effective
and efficient.
The PANTALOONS Corporation achieve success not only provide
quality product they supply but the atmosphere of corporation and
their effective teamwork.
We learn from PANTALOONS that a good relationship among the
organization & their customers and the great lead to success.
Three Issues that need to be addressed in the planning process:

Equal Treatment
Listen to the Employees
Good Welfare Measure

Three things that PANTALOONS can do continually to ensure

goals accomplishment are:

Motivate Employees
Continue teamwork and communicate properly
Maintain excellent relationship

Key learning’s
 Getting a wonderful Team to be interact with and working under
Arivu sir is like doing a Real Job I sometimes feels like I am an
employee. I think Employees are the soul of the company
 Punctuality
 how to maintain a relation with a co-team
 good hand in excel
 Even in hard situation here people talks like team mates to solve
the company’s problem/issues
 Patience word I really learn from this organization

4 Aspect
Management needs to commit to certain aspects in order to empower
employees, there are 4 aspects
 Giving Reward
 Developing Competency
 Delegating Tasks
 Sharing Information
Thank you