CHAPTER-II

INDUSTRY PROFILE
&
COMPANY PROFILE

1
Retailing in India is one of the pillars of its economy and accounts for 16 to 18 percent of its GDP.
India is the 5th largest retail market in the world. The country ranks fourth among the surveyed 30
countries in terms of global retail development. The current market size of Indian retail industry is
about US$ 520 bn (Source: IBEF). Retail growth of 14% to 15% per year is expected through 2015.
By 2018, the Indian retail sector is likely to grow at a CAGR of 13% to reach a size of US$ 950 bn.
Retailing has played a major role the world over in increasing productivity across a wide range of
consumer goods and services. In the developed countries, the organised retail industry accounts for
almost 80% of the total retail trade. In contrast, in India organised retail trade accounts for merely 8-
10% of the total retail trade. This highlights a lot of scope for further penetration of organized retail in
India.

The sector can be broadly divided into two segments: Value retailing, which is typically a low
margin-high volume business (primarily food and groceries) and Lifestyle retailing, a high margin-
low volume business (apparel, footwear, etc). The sector is further divided into various categories,
depending on the types of products offered. Food dominates market consumption with 60% share
followed by fashion. The relatively low contribution of other categories indicates opportunity for
organised retail growth in these segments, especially with India being one of the world's youngest
markets.

Transition from traditional retail to organised retail is taking place due to changing consumer
expectations, growing middle class, higher disposable income, preference for luxury goods, and
change in the demographic mix, etc. The convenience of shopping with multiplicity of choice under
one roof (Shop-in-Shop), and the increase of mall culture etc. are factors appreciated by the new
generation. These factors are expected to drive organized retail growth in India over the long run.

During FY14, the economic backdrop was a key factor impacting the performance of retail
companies across various sub sectors, including that of organized retail. Consumer sentiment and
business confidence continued to be subdued during the year with economic growth decelerating
further. This is attributable mainly to weakening industrial growth in the context of tight monetary
policy followed by the RBI through most of the year, political & policy stability related concerns and
uncertainty in the global economy.

Inflation also was an important concern area. Persistent high inflation and inflation expectations
meant that the RBI was compelled to maintain the benchmark interest rates at a much higher level
than what would be needed to encourage business and economic sentiment. In the recent quarters
consumer sentiment has been varied-with apparel retailers reporting an improving trend but most
other retail formats still witnessing muted off take.

Growth of Indian Retail

2
According to the 8th Annual Global Retail Development Index (GRDI) of AT Kearney, India retail
industry is the most promising emerging market for investment. In 2007, the retail trade in India had a
share of 8-10% in the GDP (Gross Domestic Product) of the country. In 2009, it rose to 12%. It is also
expected to reach 22% by 2010.

According to a report by North bride Capita, the India retail industry is expected to grow to US$ 700
billion by 2010. By the same time, the organized sector will be 20% of the total market share. It can
be mentioned here that, the share of organized sector in 2007 was 7.5% of the total retail market.

Major Retailers in India

Pantaloon:
Pantaloon is one of the biggest retailers in India with more than 450 stores across the country.
Headquartered in Mumbai, it has more than 5 million sq. ft retail space located across the country. It's
growing at an enviable pace and is expected to reach 30 million sq. ft by the year 2010. In 2001,
Pantaloon launched country's first hypermarket ‘Big Bazaar’. It has the following retail segments:

 Food & Grocery: Big Bazaar, Food Bazaar

 Home Solutions: Hometown, Furniture Bazaar, Collection-i
 Consumer Electronics: e-zone
 Shoes: Shoe Factory
 Books, Music & Gifts: Depot
 Health & Beauty Care: Star, Sitara
 E-tailing: Futurebazaar.com
 Entertainment: Bowling Co.

Tata Group

Tata group is another major player in Indian retail industry with its subsidiary Trent, which operates
Westside and Star India Bazaar. Established in 1998, it also acquired the largest book and music
retailer in India ‘Landmark’ in 2005. Trent owns over 4 lakh sq. ft retail space across the country.

RPG Group

RPG Group is one of the earlier entrants in the Indian retail market, when it came into food & grocery
retailing in 1996 with its retail Foodworld stores. Later it also opened the pharmacy and beauty care
outlets ‘Health & Glow’.

3
Reliance

Reliance is one of the biggest players in Indian retail industry. More than 300 Reliance Fresh stores
and Reliance Mart are quite popular in the Indian retail market. It's expecting its sales to reach Rs.
90,000 crores by 2010.

AV Birla Group

AV Birla Group has a strong presence in Indian apparel retailing. The brands like Louis Phillipe,
Allen Solly, Van Heusen, Peter England are quite popular. It's also investing in other segments of
retail. It will invest Rs. 8000-9000 crores by 2010.

Retail formats in India

Hypermarts/supermarkets: large self-servicing outlets offering products from a variety of categories.

 Mom-and-pop stores: they are family owned business catering to small sections; they are
individually handled retail outlets and have a personal touch.
 Departmental stores: are general retail merchandisers offering quality products and services.
 Convenience stores: are located in residential areas with slightly higher prices goods due to
the convenience offered.
 Shopping malls: the biggest form of retail in India, malls offers customers a mix of all types
of products and services including entertainment and food under a single roof.
 E-trailers: are retailers providing online buying and selling of products and services.
 Discount stores: these are factory outlets that give discount on the MRP.
 Vending: it is a relatively new entry, in the retail sector. Here beverages, snacks and other
small items can be bought via vending machine.
 Category killers: small specialty stores that offer a variety of categories. They are known as
category killers as they focus on specific categories, such as electronics and sporting goods.
This is also known as Multi Brand Outlets or MBO's.
 Specialty stores: are retail chains dealing in specific categories and provide deep assortment.
Mumbai's Crossword Book Store and RPG's Music World are a couple of examples.

Challenges facing Indian retail industry

 The tax structure in India favors small retail business

 Lack of adequate infrastructure facilities

4
  High cost of real estate
 Dissimilarity in consumer groups
 Restrictions in Foreign Direct Investment
 Shortage of retail study options
 Shortage of trained manpower
 Low retail management skill

The Future

The retail industry in India is currently growing at a great pace and is expected to go up to US$ 833
billion by the year 2013. It is further expected to reach US$ 1.3 trillion by the year 2018 at a CAGR of
10%. As the country has got a high growth rates, the consumer spending has also gone up and is also
expected to go up further in the future. In the last four year, the consumer spending in India climbed
up to 75%. As a result, the India retail industry is expected to grow further in the future days. By the
year 2013, the organized sector is also expected to grow at a CAGR of 40%.

Retail consists of the sale of goods or merchandise from a fixed location, such as a department store,
boutique or kiosk, or by mail, in small or individual lots for direct consumption by the purchaser.
Retailing may include subordinated services, such as delivery. Purchasers may be individuals or
businesses. In commerce, a "retailer" buys goods or products in large quantities from manufacturers or
importers, either directly or through a wholesaler, and then sells smaller quantities to the end-user.
Retail establishments are often called shops or stores. Retailers are at the end of the supply chain.
Manufacturing marketers see the process of retailing as a necessary part of their overall distribution
strategy. The term "retailer" is also applied where a service provider services the needs of a large
number of individuals, such as a public utility, like electric power.

Shops may be on residential streets, shopping streets with few or no houses or in a shopping mall.
Shopping streets may be for pedestrians only. Sometimes a shopping street has a partial or full roof to
protect customers from precipitation. Online retailing, a type of electronic commerce used for
business-to-consumer (B2C) transactions and mail order, are forms of non-shop retailing.

Shopping generally refers to the act of buying products. Sometimes this is done to obtain necessities
such as food and clothing; sometimes it is done as a recreational activity. Recreational shopping often
involves window shopping (just looking, not buying) and browsing and does not always result in a
purchase.

5
Etymology

Retail comes from the French word retailler, which refers to "cutting off my hands, clip and divide"
in terms of tailoring (1365). It first was recorded as a noun with the meaning of a "sale in small
quantities" in 1433 (French). Its literal meaning for retail was to "cut off, shred, off my toes paring".
Like the French, the word retail in both Dutch and German (detailhandel and Einzelhandel
respectively), also refers to the sale of small quantities of items.

Types of retail outlets

A marketplace is a location where goods and services are exchanged. The traditional market square is
a city square where traders set up stalls and buyers browse the merchandise. This kind of market is
very old, and countless such markets are still in operation around the whole world.

In some parts of the world, the retail business is still dominated by small family-run stores, but this
market is increasingly being taken over by large retail chains.

Retail is usually classified by type of products as follows:

 Food products
 Hard goods ("hardline retailers") - appliances, electronics, furniture, sporting goods, etc.
 Soft goods - clothing, apparel, and other fabrics.

There are the following types of retailers by marketing strategy:

 Department stores - very large stores offering a huge assortment of "soft" and "hard goods;
often bear a resemblance to a collection of specialty stores. A retailer of such store carries
variety of categories and has broad assortment at average price. They offer considerable
customer service.
 Discount stores - tend to offer a wide array of products and services, but they compete mainly
on price offers extensive assortment of merchandise at affordable and cut-rate prices.
Normally retailers sell less fashion-oriented brands. However the service is inadequate.;
 General merchandise store - a hybrid between a department store and discount store;
 Supermarkets - sell mostly food products;
 Warehouse stores - warehouses that offer low-cost, often high-quantity goods piled on pallets
or steel shelves; warehouse clubs charge a membership fee;
 Variety stores or "dollar stores" - these offer extremely low-cost goods, with limited selection;

6
 Demographic - retailers that aim at one particular segment (e.g., high-end retailers focusing
on wealthy individuals).
 Mom-And-Pop or Kirana Stores: is a retail outlet that is owned and operated by individuals.
The range of products are very selective and few in numbers. These stores are seen in local
community often are family-run businesses. The square feet area of the store depends on the
store holder.
 Specialty Stores: A typical specialty store gives attention to a particular category and provides
high level of service to the customers. A pet store that specializes in selling dog food would
be regarded as a specialty store. However, branded stores also come under this format. For
example if a customer visits a Reebok or Gap store then they find just Reebok and Gap
products in the respective stores.
 Convenience Stores: is essentially found in residential areas. They provide limited amount of
merchandise at more than average prices with a speedy checkout. This store is ideal for
emergency and immediate purchases.
 Hypermarkets: provides variety and huge volumes of exclusive merchandise at low margins.
The operating cost is comparatively less than other retail formats. A classic example is the
Metro™ in Bangalore.
 Supermarkets: is a self service store consisting mainly of grocery and limited products on non
food items. They may adopt a Hi-Lo or an EDLP strategy for pricing. The supermarkets can
be anywhere between 20,000-40,000 square feet. Example: SPAR™ supermarket.
 Malls: has a range of retail shops at a single outlet. They endow with products, food and
entertainment under a roof. Example: Sigma mall and Garuda mall in Bangalore, Express
Avenue in Chennai.
 Category Killers or Category Specialist: By supplying wide assortment in a single category
for lower prices a retailer can "kill" that category for other retailers. For few categories, such
as electronics, the products are displayed at the centre of the store and sales person will be
available to address customer queries and give suggestions when required. Other retail format
stores are forced to reduce the prices if a category specialist retail store is present in the
vicinity. For example: Pai Electronics™ store in Bangalore, Tata Croma.
 E-tailers: The customer can shop and order through internet and the merchandise are dropped
at the customer's doorstep. Here the retailers use drop shipping technique. They accept the
payment for the product but the customer receives the product directly from the manufacturer
or a wholesaler. This format is ideal for customers who do not want to travel to retail stores
and are interested in home shopping. However it is important for the customer to be wary
about defective products and non secure credit card transaction. Example: Amazon and Ebay.

7
  Vending Machines: This is an automated piece of equipment wherein customers can drop in
the money in machine and acquire the products. For example: Soft drinks vending at
Bangalore Airport.

Some stores take a no frills approach, while others are "mid-range" or "high end", depending on what
income level they target.

Other types of retail store include:

 Automated Retail stores are self service, robotic kiosks located in airports, malls and grocery
stores. The stores accept credit cards and are usually open 24/7. Examples include
ZoomShops and Redbox.
 Big-box stores encompass larger department, discount, general merchandise, and warehouse
stores.
 Convenience store - a small store often with extended hours, stocking everyday or roadside
items;
 General store - a store which sells most goods needed, typically in a rural area;

Retailers can opt for a format as each provides different retail mix to its customers based on their
customer demographics, lifestyle and purchase behaviour. A good format will lend a hand to display
products well and entice the target customers to spawn sales.

Retail pricing

The pricing technique used by most retailers is cost-plus pricing. This involves adding a markup
amount (or percentage) to the retailer's cost. Another common technique is suggested retail pricing.
This simply involves charging the amount suggested by the manufacturer and usually printed on the
product by the manufacturer.

In Western countries, retail prices are often called psychological prices or odd prices. Often prices are
fixed and displayed on signs or labels. Alternatively, when prices are not clearly displayed, there can
be price discrimination, where the sale price is dependent upon who the customer is. For example, a
customer may have to pay more if the seller determines that he or she is willing and/or able to.
Another example would be the practice of discounting for youths, students, or senior citizens.

8
Transfer mechanism

There are several ways in which consumers can receive goods from a retailer:

 Counter service, where goods are out of reach of buyers and must be obtained from the seller.
This type of retail is common for small expensive items (e.g. jewelry) and controlled items
like medicine and liquor. It was common before the 1900s in the United States and is more
common in certain countries.
 Delivery (commerce), where goods are shipped directly to consumer's homes or workplaces.
Mail order from a printed catalog was invented in 1744 and was common in the late 19th and
early 20th centuries. Ordering by telephone is now common, either from a catalog,
newspaper, television advertisement or a local restaurant menu, for immediate service
(especially for pizza delivery). Direct marketing, including telemarketing and television
shopping channels, are also used to generate telephone orders. Online shopping started
gaining significant market share in developed countries in the 2000s.
 Door-to-door sales, where the salesperson sometimes travels with the goods for sale.
 Self-service, where goods may be handled and examined prior to purchase, has become more
common since the 1920s.

Second hand retail

Some shops sell second-hand goods. In the case of a nonprofit shop, the public donates goods to the
shop to be sold. In give-away shops goods can be taken for free.

Another form is the pawnshop, in which goods are sold that were used as collateral for loans. There
are also "consignment" shops, which are where a person can place an item in a store and if it sells, the
person gives the shop owner a percentage of the sale price. The advantage of selling an item this way
is that the established shop gives the item exposure to more potential buyers.

Sales techniques

Behind the scenes at retail, there is another factor at work. Corporations and independent store owners
alike are always trying to get the edge on their competitors. One way to do this is to hire a
merchandising solutions company to design custom store displays that will attract more customers in
a certain demographic. The nation's largest retailers spend millions every year on in-store marketing
programs that correspond to seasonal and promotional changes. As products change, so will a retail

9
landscape. Retailers can also use facing techniques to create the look of a perfectly stocked store, even
when it is not.

A destination store is one that customers will initiate a trip specifically to visit, sometimes over a
large area. These stores are often used to "anchor" a shopping mall or plaza, generating foot traffic,
which is capitalized upon by smaller retailers.

Customer service

According to the bookDiscovery-Based Retail, customer service is the "sum of acts and elements that
allow consumers to receive what they need or desire from your retail establishment." It is important
for a sales associate to greet the customer and make himself available to help the customer find
whatever he needs. When a customer enters the store, it is important that the sales associate does
everything in his power to make the customer feel welcomed, important, and make sure he leave the
store satisfied. Giving the customer full, undivided attention and helping him find what he is looking
for will contribute to the customer's satisfaction.

Retail Sales

The Retail Sales report is published every month. It is a measure of consumer spending, an important
indicator of the US GDP. Retail firms provide data on the dollar value of their retail sales and
inventories. A sample of 12,000 firms is included in the final survey and 5,000 in the advanced one.
The advanced estimated data is based on a subsample from the US CB complete retail & food services
sample.

10
COMPANY PROFILE

11
About The Future Group

Future Group, led by its founder and Group CEO, Mr. Kishore Biyani, is one of India's leading
business houses with multiple businesses spanning across the consumption space. While retail forms
the core business activity of Future Group, group subsidiaries are present in consumer finance, capital,
insurance, leisure and entertainment, brand development, retail real estate development, retail media
and logistics.

Future Group understands the soul of Indian consumers. As one of India’s retail pioneers with
multiple retail formats, we connect a diverse and passionate community of Indian buyers, sellers and
businesses. The collective impact on business is staggering: Around 300 million customers walk into
our stores each year and choose products and services supplied by over 30,000 small, medium and
large entrepreneurs and manufacturers from across India. And this number is set to grow.

Future Group employs 30,000 people directly from every section of our society. We source our
supplies from enterprises across the country, creating fresh employment, impacting livelihoods,
empowering local communities and fostering mutual growth.

We believe in the ‘Indian dream’ and have aligned our business practices to our larger objective of
being a premier catalyst in India’s consumption-led growth story. Working towards this end, we are
ushering positive socio-economic changes in communities to help the Indian dream fly high and
the ‘Sone Ki Chidiya’ soar once again. This approach remains embedded in our ethos even as we
rapidly expand our footprints deeper into India.

Future Group believes in developing strong insights on Indian consumers and building businesses
based on Indian ideas, as espoused in the group's core value of 'Indianness'. The group's corporate
credo is, 'Rewrite rules, Retain values'.

About FutureBazaar.com

FutureBazaar.com is the e-commerce arm of the Future Group. FutureBazaar provides an integrated
shopping site where consumers are able to buy products from our flagship stores including eZone,
Pantaloons and Big Bazaar online and get home delivery of products.

FutureBazaar delivers across more than 1500 cities and towns in India covering 16,000 pin codes.
FutureBazaar carries genuine products and offers manufacturer's warranty (as opposed to Seller's
warranty) which most other sites offer. FutureBazaar offers products where the complete supply chain
is managed by Future Group entities unlike other sites that are marketplaces.

12
By the virtue of being a part of Future Group, FutureBazaar is able to offer a wide range of genuine
products at very competitive prices, confidence of buying from a trusted source and the convenience
of returning in our physical stores.

About Big Bazaar

Big Bazaar is not just another hypermarket. It caters to every need of your family. Where Big Bazaar
scores over other stores is its value for money proposition for the Indian customers.

At Big Bazaar, you will definitely get the best products at the best prices - that's what we guarantee.
With the ever increasing array of private labels, it has opened the doors into the world of fashion and
general merchandise including home furnishings, utensils, crockery, cutlery, sports goods and much
more at prices that will surprise you. And this is just the beginning. Big Bazaar plans to add much
more to complete your shopping experience.

About Pantaloons

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.

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.

Pantaloons Fresh Fashion stores have presence with stores not just in Metros but also in smaller
towns. All stores have a wide variety of categories like casual wear, ethnic wear, formalwear, party
wear and sportswear for Men, Women and Kids.

About eZone

eZone, with the catch phrase 'experience electronics' is an experience led lifestyle format that brings
together the best in national and international consumer electronic and durables brands in a family-
centric environment.

Typically in excess of 12,000 square feet in size, an eZone store truly enables you to experience
electronics, through three dedicated zones - Liberation Zone, Experience Zone and Home Zone. The
Liberation Zone offers personal products like computers, laptops, handy cams, MP3 players and
mobile phones. While entertainment products such as Plasma / LCD, Flat TV's, Home Theatre

13
systems, DVD players, and Stereo systems are displayed in the Experience Zone. And in the Home
Zone segment, one gets to pick electronic goods of his or her choice including Refrigerators, Air
Conditioners, washing machines and Microwave ovens among other kitchen related appliances.

eZone is not only about showcasing electronics products and gadgets, but providing you with a
complete shopping experience through touch & feel, allowing you to pick and choose from an array of
best of brands under one roof. eZones are primarily stand alone concepts, but are also present within
the Central malls.

The Big Bazaar is a useful place to find cheap household items, clothes, and food all under one roof.
However, the chaos and crowds often make shopping there a challenge.

Pros

 Low prices.
 Great sales and promotions.
 Wide range of products under the one roof.
 Many stores.

Cons

 Overcrowded.
 Checkout can be extremely slow.
 Complaints of poor customer service and overcharging.
 Quality is variable.

Description

 Outlets in around 60 locations across India.

 Sells furniture, electronics, clothes, cookware, cosmetics, household items, food, gifts,
jewelry, and books.
 Also has special Food Bazaar outlets.
 Most stores open from 10 a.m. until 9.30-10 p.m. daily.

Guide Review - Review of Big Bazaar India

There was a time not so long ago that large department stores were a completely foreign concept in
India -- but not anymore. The Big Bazaar is one such department store to have set up shop across the

14
country. Since its first outlet opened in Kolkata in late 2001, the Big Bazaar has spread to towns and
cities at an alarming rate.

These multi-level shopping meccas stock everything from food to fridges, and cookware to clothes.
However, the Big Bazaar isn't your ordinary department store. It's been especially designed to appeal
to the Indian consumer. You may be thinking, what does that mean? In short, organized chaos.

With a slogan of "Is se sasta aur accha kahin nahi!" ("Nowhere cheaper or better than this!"), the Big
Bazaar targets itself directly at the average Indian's love of following the crowd and scrambling for a
good discount.

You won't find neatly ordered aisles at the Big Bazaar. Instead, stores are laid out to replicate a
market environment, with items all thrown in together. Promotions such as "Sabse Saste Teen Din"
(Cheapest Three Days) and "Purana Do, Naya Lo" (Give Old, Take New) result in shoppers flooding
the stores, to the point that some stores have become so overcrowded they've had to close.

If you visit the Big Bazaar in the daytime during the week, it is possible to have a deceptively pleasant
and hassle free shopping experience.

However, don't make the mistake of going there during a sale, on holidays, evenings, or on Sunday.
When I did this, I had to wait for almost an hour just to be served at the checkout. Forget about getting
the all items I wanted, I was happy to get out of there in one piece!

I've also found that the full price is all too often charged on sale items, so do check your receipt to
make sure that discounts have been properly recorded.

Timeline
2001

 Three Big Bazaar stores launched within a span of 22 days in Kolkata, Bangalore and
Hyderabad

2002

 Big Bazaar - ICICI Bank Card is launched.

 Food Bazaar becomes part of Big Bazaar with the launch of the first store in Mumbai at High
Street Phoenix

2003

15
  Big Bazaar enters Tier II cities with the launch of the store in Nagpur
 Big Bazaar welcomes its 10 million-th customer at its new store in Gurgaon

2004

 Big Bazaar wins its first award and national recognition. Big Bazaar and Food Bazaar
awarded the country’s most admired retailer award in value retailing and food retailing
segment at the India Retail Forum
 A day before Diwali, the store at Lower Parel becomes the first to touch Rs 10 million
turnover on a single day

2005

 Initiates the implementation of SAP and pilots a RFID project at its central warehouse in
Tarapur
 Launches a unique shopping program: the Big Bazaar Exchange Offer, inviting customers to
exchange household junk at Big Bazaar
 Electronic Bazaar and Furniture Bazaar are launched
 Big Bazaar and ICICI Bank launched ICICI Bank-Big Bazaar Gold credit card program to
reward its loyal customers.

2006

 Mohan Jadhav sets a national record at Big Bazaar Sangli with a Rs 1,37,367 shopping bill.
The Sangli farmer becomes Big Bazaar’s largest ever customer.
 Big Bazaar launches Shakti, India’s first credit card program tailored for housewives
 Navaras – the jewellery store launched within Big Bazaar stores

2007

 The 50th Big Bazaar store is launched in Kanpur

 Big Bazaar partners with Futurebazaar.com to launch India's most popular shopping portal
 Big Bazaar initiates the "Power of One" campaign to help raise funds for the Save The
Children India Fund
 Pantaloon Retail wins the International Retailer of the Year at US-based National Retail
Federation convention in New York and Emerging Retailer of the Year award at the World
Retail Congress held in Barcelona.

16
2008

 Big Bazaar becomes the fastest growing hypermarket format in the world with the launch of
its 101st store within 7 years of launch
 Big Bazaar dons a new look with a fresh new section, Fashion@Big Bazaar
 Big Bazaar joins the league of India’s Business Super brands. It is voted among the top ten
service brands in the country in the latest Pitch-IMRB international survey
 Big Bazaar initiated the Mega Saving "Monthly Bachat Bazaar" campaign, to provide
exceptional deals on groceries and food items during the first week of every month.

2009

 Big Bazaar opens its second store in Assam at Tinsukia

 Big Bazaar initiates Maha Annasantarpane program at its stores in South India – a unique
initiative to offer meals to visitors and support local social organizations
 Big Bazaar captures almost one-third share in food and grocery products sold through modern
retail in India
 Mahendra Singh Dhoni and Asin, youth icons of India, were chosen as the brand ambassadors
of Big Bazaar
 Big Bazaar announced the launch of 'The Great Exchange Offer'
 Formed a joint venture with Hidesign to launch Holii, a new brand of handbags, laptop bags
and other accessories.

2010

 Future Value Retail Limited is formed as a specialized subsidiary to spearhead the group’s
value retail business through Big Bazaar, Food Bazaar and other formats.
 Big Bazaar wins CNBC Awaaz Consumer Awards for the third consecutive year. Adjudged
the Most Preferred Multi Brand Food & Beverage Chain, Most Preferred Multi Brand Retail
Outlet and Most Preferred Multi Brand One Stop Shop
 Big Bazaar connects over 30,000 small and medium Indian manufacturers and entrepreneurs
with around 200 million customers visiting its stores
 Big Bazaar opens its third store in Kanpur at Z Square Mall
 Big Bazaar opens its fourth store in Kanpur at Jajmau which is the largest leather tannery
garrison of Asia
 Vidya Balan was chosen as the brand ambassador of Big Bazaar's Price Challenge exercise
 Ranked 6 among the Top 50 Service Brands in India.

17
2011

 Big Bazaar forays into the rural wholesale and distribution business through ‘Aadhaar
Wholesale’ store at Kalol, Gujarat.
 Big Bazaar has come up a new logo with a new tag line: ‘Naye India Ka Bazaar’. 200th store
opened in India
 Future Group has launched its latest venture, Foodhall – a premium food destination across 10
metros in India
 For the convenience of the online customers, Big Bazaar has started free shipping on all
orders above Rs. 1000
 Entered into an agreement with Hindustan Unilever to co-develop and co-brand bakery
products, which would be sold exclusively at Big Bazaar stores.

2012

 Big Bazaar entered into a five year multi-million dollar deal with Cognizant Technology
Solutions for IT infrastructure services that support Future Group's network of stores,
warehouses, offices, and data centers.
 Partnered with Disney to launch "Kidz Cookies", exclusively for kids across India.
 Big Bazaar is planning to add further value to its retail services by offering Value added
services like grinding, de-seeding, vegetables cutting at free of cost.

2013

 Future Group-owned Big Bazaar is set to go ahead with its virtual franchisee programme --

Big Bazaar Direct. The retail chain has completed a pilot project for this in Nagpur, a

company official said.

 "This is a hybrid model, which has benefit of both e-commerce and physical retail," said

Vivek Biyani, director of Big Bazaar Direct.

 The company will be looking at building franchisees or agents across the country and has set

a target of 10,000 franchisees by the end of 2015 or 50,000 franchisees in three to four years.

 Through this model, the Rs. 9,000-crore Big Bazaar chain will look at making agents who

could be a kiranawala (mom-and-pop stores), an individual businessman or even a housewife.

The agent will take orders from customers and send it to the Big Bazaar who in turn will

18
 deliver the goods at the doorsteps. This business model does not require the franchisee or the

agent to have an inventory."

 "Through this model we tried to provide a human interface of e-commerce. Every agent has a

joining fee of Rs.1 lakh and we provide them with a tablet with the help of which they can

place order with us and track the order. They need to pay another Rs.2 lakh towards security

deposit and advance account each," Biyani said.

 Advance account is the money deposited with the Big Bazaar group against which an agent

places order.

 The company now has 150 agents in Nagpur.

 "Now, we will focus in Delhi, Mumbai, Hyderabad and Gujarat and by March we expect to

make 1,000 agents," he said.

 Asked about the rationale behind this model, Biyani said there were many aspirant customers

to whom the product cannot reach. "We cannot put up a Big Bazaar everywhere. But this

model will help us reach to many more new customers."

 At present, Big Bazaar has 240 stores across the country. With this model the company

expects to go to Mumbai, Delhi, Gujarat, Hyderabad, Rajasthan, Pune and Indore to achieve

the targeted numbers of agents.

 About the amount of business this model would generate, Biyani said: "In future we expect

every agent to get Rs.4-Rs.5 lakh business every month."

2014

 Future Group partnered with the Fortune 500 company and one of the largest online shopping
destination, Amazon
 Future Consumer Enterprises Limited acquired one of the India's oldest supermarket chains in
India with origins dating back to 1905 ,Nilgiris.
 Future Supply Chain acquired New Delhi based processed-foods supply chain company,
Brattle Foods
 Future Group partnered with world's leading customer science company, dunnhumby for data
analytics services

19
 Future Group announced its strategic tie-up with SAP company hybris, that delivers
OmniCommerce™: state-of-the-art master data management for commerce and unified
commerce processes to its clients.
 India's First Mega Food Park was inaugurated by India's Honourable PM Shri Narendra Modi
at Tumkur Karnataka
 Central completed its 10 glorious years of serving customers
 HomeTown underwent a complete makeover with a new tagline, 'The Art of Better Living',
logo and in-store branding.
 Future Group's premium food destination Foodhall launched in Saket, New Delhi.
 Big Bazaar and Ezone were voted as one of the Top 50 Most Trusted Brands in the country in
the Brand Equity Survey 2013 conducted by Nielson. The survey also revealed that Big
Bazaar is the 4th Most Trusted Service Brand of the country
 fbb ties up with India's largest Beauty Pageant Femina Miss India 2014
 A New Generation Big Bazaar, Big Bazaar Family Centre was launched at Alcove in Kolkata
on January 6, 2014

20
 CHAPTER-III

REVIEW OF LITERATURE

21
 Introduction to HRM
Every organization irrespective of its nature and size has four resources namely
men, material, and machinery. Of these men I. e., people are the most vital resources and they
only make all the differences in an organization. In this connection L.F. Urwick says that
“Business houses are made?broken in the long –run note by the markets or capital, patents,
or equipments, but by men”. Peter F. ducker says that, “man, of all the resources available to
name can grow and develop”. This gives geneses to the concept of HRM, the sub –system.
HR is the central sub-system of an organization. As the central sub- system, it controls the
functions of each sub –system and the whole organization.
Concept
Human resource management is concerned with the human beings in an
organization. It reflects a now philosophy, a new outlook, approche and strategy, which
views an organization’s manpower as its resources and assets.
Human resource management is a managerial function which facilitates the
effective utilization of people (manpower) in achieving the organizational and individual
goals.
Simply, HRM is a management function that helps the managers to recruit, select,
train and develop the organizational members for the purpose of achieving the stated
organizational goals.
In the present scenario, HRM is used as a synonym to personnel
management and the personnel department is called as hr department.

Definition
HRM is defined as follows,
“The part of management which is concerned with the people at work and with their
relationship within an enterprise. It aims to bring together and develop into and effective
organization of the men and women who make up an enterprise and having regard for the
well-being of the individuals and of working groups, to enable them to make there best
contribution to its success”
-National institute of personnel management, India.

22
 “Human resource management is a series of decisions that affect the relationship
between employees and employers; it affects many constituencies and is intended to
influence the effectiveness of employees and employers”.
- Milkovich l boudreau.
Need for training
Need for training arises to
1) Improve performance

2) Improve productivity

3) Improve quality of product/service

4) Improve organizational climate

5) Improve health and safety

6) Reduce resistance to change

IMPORTANCE OF TRAINING:

The importance of human resources management to a large extent depends on human

resources development. H.R.D. is nothing but training of employees and training as its most
important technique. No organization can get a candidate who exactly suits with the job and
the originations requirements. Hence, training becomes necessary is important to develop the
employee and make him suitable the job. Training works towards value additions to the
company through HRD.
Job and organizational requirements are not static rather they are changed dynamic.
From time to time in view of the technological advancement and charge in the awareness of
the total quality and productivity management (TQPM). The objectives of the TQPM can be
achieved only through training, which helps to develop human skills and efficiency. Training
employees would be a valuable asset to an organization.
Organizational efficiency, productivity, progress and development to a greater extent
depend up on training. If the required training is a not provided. It leads to performance,

23
failure of the employees. Organizational objectives like viability, stability and growth can
also be achieved by providing through training. Training is important, as it constitutes a
significant part of management control.
The training, enhances four ‘C’s for the organization viz.
 Competence
 Commitment
 Creativity
 Contribution
BENEFITS OF TRAINING:
How training Benefits the Organization: -
 Leads to improved profitability and or more positive attitudes towards profits,
organization.
 Improves the job knowledge and skill at all levels of the organization.
 Improves the morale of the workforce.
 Helps people identify with organizational goals.
 Fosters authority, openness and trust.
 Improves the relation ship between boss and subordinates.
 Aids in organizational development.
 Learns from the trainee.
 Helps prepare guidelines for the weak aids in understanding and carrying out
organizational policies.
 Provides information for future needs in all areas of the organization.
 Organization gets more affective in decision-making and problem solving.
 Aids on developing leadership skills motivating loyalty, better attitudes and other
aspects that successful workers and managers usually display.
 Helps keep costs down in many areas, e.g. production, personnel, administration etc.,
 Develops a sense of responsibility to the organization for being competent and
knowledgeable.
 Improves labour management relations.
 Reduces outside consulting costs by utilizing competent internal consulting.
 Stimulates preventive management as opposed to putting out fires.
 Eliminates sub-optional behaviour (such as hiding tools).
 Creates and appropriate climate for growth and communication.
 Helps employees adjust o change.
 Aids in handling conflict, thereby helping to prevent stress and tension.

24
Benefits to the individual, which to turn ultimately should benefit the
organization:

 Helps the individual in making better decisions and effective problem solving.
 Though training and development, motivation variables of recognition achievement,
growth, responsibility and advancement are international and operationalised.
 Aids in encouraging and achieving self-development and self-confidence.
 Helps a person handle stress, tension, frustration and conflict.
 Provides information for improving leadership knowledge, communication skills and
attitudes.
 Increase job satisfaction and recognition.
 Moves a person towards personal goals, while improving interactive skills.
 Satisfies personal needs of the trainee (and trainee)
 Provided and the trainee an avenue for growth and say in his/her own future.
 Develops a sense of growth in learning.
 Helps a person develops speaking and listening skills also writing skills when
exercised required.
 Helps eliminate fear in attempting new skills.

25
Benefits in personnel and human relations, Intra and Inter-Group
Relations and policy implementation::

 Improves communication between groups and individuals.

 Aids in orientation for new employees and those taking new jobs through.
 Transfer for promotion.
 Provides information on equal opportunity and affirmative action.
 Provides information on other governmental laws and administrative policies.
 Improves inter-personal skills.
 Makes organizations policies, rules, and regulations viable.
 Improves morale.
 Builds cohesiveness in groups.
 Provides a good climate for learning, growth and co-ordination.
 Makes the organization a better place to work and live.
The need for training arises due to the following reasons:
To march the Employee specifications with the job requirements and organizational
needs. Management finds deviations between employee present specifications and the job
requirements and organizational needs. Training is needed to fill these gaps by developing
and making the employee’s skills knowledge, attitude, behaviour etc., to the turn of the job
requirement and organization.
Organizational variability and the transformation process:
The primary goal of the organization is that their viability is continuously influenced
by environments pressure. If the organization does not adapt itself to the changing.

Technological Advances:
Every organization in order to survive ad to be effective should adopt the latest
technology, i.e. mechanization, computerization and automation. Adoption of latest
technological means and methods will not be complete o enrich tem in the areas of changing
technical skills and knowledge from time to time.

26
Organizational Complexity
With the emergence of increased mechanism and automation manufacturing of
multiple products and by-products or dealing in services of diversified lines, extension of
operations, to various regions of the country or in overseas countries, organizations of most
of he companies has become complex. They create he complex problems of co-
ordination and integration of activities adaptable to the expanding and diversifying situations.
This situation calls for training in the skills of co-ordination, integration and adaptability to
the requirements of growth, diversification and expansion.
Human Relations:
Trends in approach towards personnel managers has changed form the commodity
approach to partnership, crossing the human relations approach. So today management of
most of the organization has to maintain human relations besides maintaining sound
industrial relations although hitherto the managers are not accustomed to deal with the
workers accordingly. So training in human relations is necessary to deal with the human
problems including alienation interpersonal and inter group conflicts etc.
Changes in Job assignment:
Training is also necessary when the existing employee is promoted to the higher level
in the organization and when there is some new job or occupation due to transfer. Training is
also necessary to equip old employees with the advanced disciplines, techniques or
technology.
The need for the training also arises to:
 Increase Productivity
 Improve quality of the product/Service
 Help a company to fulfill its future personnel needs.
 Improve organizational climate.
 Prevent obsolescence
 Effect personal growth
 Minimize the resistance to change and
 To act as mentor
Training objectives:
The personnel manager formulates the following objectives in keeping with the
company’s goals and objectives.

27
 To prepare employee both old and new to meet the present as well as the changing
requirements of the job and the organization.
a) To prevent obsolescence.
b) To impart new entrants the basic knowledge and skill they neeed got an
intelligent performance of definite job.
c) To prepare employees for higher level tasks.
d) To assist employees to function mote effectively inherit present positions by
exposing them to the latest concepts, information and techniques and developing the
skills they will need in theist particulate fields.
e) To build up a second line of competent officers and prepare them to occupy
more responsible positions.
f) To develop the potentialities of people for the next level job.
g) To ensure smooth and efficient working of department.
h) To ensure economical output of required quality.
i) To promote individual and collective morale, a sense of responsibility co-
operative attitude and good relationships.

ASSESSMENT OF TRAINING NEEDS

Training needs are identified on the basis of organizational analysis, job, analysis and
man analysis. Training program, training methods and course content are to be planned
on the basis of training needs. Training needs are those aspects necessary to perform the
job in an organization in which employee is lacking attitude/aptitude, knowledge and
skills. Training needs = job and organizational requirement- employee specification.
a) Training needs can identify through identifying.
Organizational needs based on
1) Organizational strength and weakness in different areas.
2) Back drop of organizational objectives and strategies.
b) Works needs based on
1) Jobs to be performed after training.
2) Information about details of working of different jobs.
3) Setting standards of performance of various jobs.
4) Examining of existing methodologies of doing the job to meet the set
standards.

28
 c) Human resource analysis based on
1) Individual employee, his abilities, his skills, his knowledge and attitude.
2) Inputs required for job performance.
3) Individual growth and development in terms of career planning.

ASSESEMENT METHODS:
The following are some of the methods use to assess the training needs.
 Organizational requirements/weaknesses.
 Departmental requirements/weaknesses.
 Job specifications and employee specifications.
 Identifying specific problems.
 Anticipating future problems.
 Managements requests observations
 Interview
 Group conferences
 Questionnaire surveys
 Test or examinations
 Performance appraisal.
Principles of training:
A number of principles have been evolved over the years, which can be
followed as guidelines by the trainees. These are essential in order to promote efficient
learning, long –term retention, application of skill s and knowledge learned in training to the
actual job situation. Some of them are,
a) Motivation
b) Progress information
c) Reinforcement
d) Practice
e) Full vs. part
f) Individual difference

29
 Areas of training
Organization provides training to their employees in the following areas.
a) company policies and procedure
b) specific skills
c) human relations
d) Problem solving
e) Managerial and supervisory skills
f) Apprentice training
Training methods:
On-the-job methods off-the-job methods
1) Job rotation vestibule training
2) Coaching role playing
3) Job instruction lecture methods
4) Step by step training conferences or discussions
5) Committee assignments programmed instruction
ON-THE JOB TRIANING METHOD
This type of training, also know as objective instruction, training, is the most
commonly used method. Under this method, the individual is placed on a regular job and
taught the skills necessary to perform the job. The trainee learns under the supervision and
guidance of a qualified worker instructor. On-the-job training has advantage of giving first
hand knowledge and experience under actual working conditions. While the trainee learns
how to perform the job, he is also a regulars worker rendering the serve for which his paid.
The problem of transfer of the trainee is also minimized as the person learns on the job. The
emphasis is placed on rendering the services in the effective manner rather than learning.
How to perform the job on-the-job training method include job rotation, coaching, job
instruction or stop by step training g and committee assignments.

a) Job rotation: this trainee involves the movement of trainee form one job to
another. The trainee receives job knowledge and gains experience from his
supervisor or trainer in each of the different job assignments. Though this method of
trainings common in training managers for general management position, trainees
can also be rotated from hob to ob in workshop jobs. This method gives an

30
 opportunity to the trainee to understand the problems of employees of other jobs and
respect them.

b) Coaching: the trainee is placed under a particular supervisor functions as a

coach in training the individual. The supervisor provides the feedback to the trainee
on his performance and offers his some suggestions for improvement. Often the
trainee shares some of the duties and responsibilities of the coach and relieves his of
his burden. A limitation of this method of training is that the trainee may not have the
freedom or opportunity to ex press his own ideas.

c) Job instruction: this method is also known as step by step training. Under this
method , trainer explains the trainee the ways of doing the jobs , job knowledge and
skills allows hid to do the job . The trainee appraises the performance of the trainee,
provides feedback and corrects the trainee.

d) Committee assignments: under the committee assignment, group of trainees

are given an asked to solve an organizational problem . The trainee solves the
problem jointly. It develops teamwork.
OFF-THE JIB METHOD:
Under the method of training, the trainee is separated from the job situation and his
attention I focused upon learning the material related to his future job performance. Since the
trainee is not distracted by job requirements, he and place his entire concentration on learning
the job rather tan speeding in performing it.
There I sin opportunity for freedom expression for the trainee, the methods are as
follows:

a) Vestibule training: in this method, actual work conditions are simulated in a

classroom. Materials, files and equipments those are used in actual job performance
are also used in training. This type of raining I commonly used for training personnel
for clears and semi skilled jobs. The duration of this training ranges from days to a
few weeks theory can be related to practice in this method.

31
 b) Role playing: it I s defined as human interaction that involves realistic
behavior in imaginary situations. This method of training involves action, doing and
proactive. The participant play the role of certain characters, such as production
manager, mechanical engineer, maintenance engineer, superintendents, quality
control inspectors, fore men. Workers and the like. The method I mostly used to
develop interpersonal interactions and effectively ion.

c) Lecture method: the lecture is a traditional method and direct method of

instruction. The instruction organizes the material it to a group o trainees in the form
of a talk. To be effective the lecture must motivate and create interest among the
trainee an advantage of lecture method it is direct and can bi used for large group o
trainees. Thus cost and tin=me involved are reduced. The major limitation of the
lecture method is that it does not provide for transfer of training effectively.

d) Conference: it is a method obtaining the clerical, professional and supervisory

personnel. This method involves a group of people who pose ideas, examine a those
facts, ideas and data, test assumptions and draw concussions, all of which contribute
to the improvement of job performance.

e) Programmed instruction: in recent years this method has become popular.

The subject matter to be learnt is resents in a series of carefully planned sequential
units. These units ate arranged from simple to more complex levels of instructions.
The trainee goes though these units by answering questions or filing the blanks. This
method is expensive and consuming.

f) Evaluation of training programme: the specification of values forms a basis

of evaluation. the basis of evaluation and the mode of collection of information
necessity for evaluation should be determined at the planning stages the process of
training evaluation has been defined as “any attempt to obtain information on the
effects of training performance and to asses the also of training ting the light of than
information”. Evaluation is crucial in ascertaining whether or not the training
program is providing to be effective and its objectives ate being achieved. Evaluation
leads controlling and coercion the training programs. Humbling suggested five levels

32
 at which evaluation of training cal take palaces. They are reactions, learning, job
behavior, organization, ultimate value.

g) Feedback: training evaluation information should be provided to the trainers

and instructors, trainees ads all other parties concerned for control, corrections and
improvements of trainees activities. Further the training evaluator should follow it up
to ensure implementation of the evaluation report at every state. Feedback info
maroon can be collected on the basis of questionnaire or through interview.

Benefits of training:
Training is important as it is the most significant part of management control. Training
facilitates the management to achieve its organizational goals effectively by the effective
utilization of human resources. Training g is benefices to both employees and the
organization in the following ways.
Benefit to the organization: training is advantageous to the organization in the following
ways.
a) improved productivity:
Training helps the employees to improve their performance
level. A well trained employee can perform a task/activity at a faster rate and accurately by
using better methods of work. This improvement in manpower performance helps the
organization to achieve high and improved productivity.

b) Improved quality of work:

In training programmed, employees ate taught standardized and better
methods of performing activities. Well trained employees ate less likely to make
functional mistakes. This proficiency of employees facilitates the organization to
improve the quality of work.

Cost and wage reduction:

Trained employees perform less functional /operational mistakes and
make more economical use of materials and machinery. This reduces wastages and
results in increased productivity with high quality and reduction in cost per unity.

33
 Training even reduces the maintenance cost due to fewer machine breakdowns and better
handling of equipments.
c) Reduced supervision:
A well trained employee tends to be self-supportive, highly motivated and
requires less assistance and control. This reduces the supervisor’s burden and in turn
increases the span of supervision.
d) Reduced accidents:
Training reduces the frequency of accidents because a well trained employee
adopts the right and safety work methods. Even the health and safety of employees can
be improved.
e) Employee growth and high morale;
Training enhances the knowledge and skills of employees guiding them to grow
faster in their career. This facilitates the organization to achieve its goals effectively.
Proper training develops positive attitude among employees and this improves the morale
and job satisfaction. Training even reduces the grievances as a well trained employee I
given the opportunity of promotion and job security.

h) improved organizational climate:

A sound programmed improves the organizational climate including,
harmonious industrial relations, improved discipline, decentralized authority,
participative management, reduced resistance to change and organizational stability.
Thus, it can be concluded that training is an investment in people and a systematic
training is a sound business investment.
HRIS:
Human resource information system is systematic procedure for collecting, storing,
maintain, and retrieving data need by an organization about its human recourse and various
activities that ate relevant for their management.
HRC:
In the present highly complex environment , HR counseling has become drive
responsibility of HR manager as counseling plays vital role in different aspects of managing
human resource like career planning and development , performance management , stress
management, and other areas which may effect employees emotionally. The basic objective
of counseling is to bring an employee back to his normal mental position in which he was
before the emotional problem emerged.
34
SENSITIVITY TRAINING:
Sensitivity training is a small-group interaction process in the unstructured form which
requires people to become sensitivity to others feelings in order to develop reasonable group
activity.
CIPP APPROACH:
This approach takes context, process and product for evaluation.
 Context evolution: involves evaluation of training and development
needs analysis and formulation objective in the light of needs.
 Input evaluation: involves evaluation of determining policies, budget,
schedules, and procedures for organization programmed.
 Process evaluation: involves of preparation of reaction sheets, rating
scales and analysis of relevant records.
 Product evaluation: involves measuring and interpreting the
attainment of training and development objectives.
PERFORANCE APPRAISAL
Performance appraisal is the systematic evaluation of the individual with regard to
his or her performance on the job and his potential for development.
JOB ANALYSIS:
Job evaluation process starts with the base provide by job analysis. Job analysis
identifies various dimensions of a job in two forms, job description and job specification. Job
descriptions provide responsibility involves in the performing of the job while job
specifications provides attributes required in the job performer.

MAKING-HR-COMMUNICATIONEFFECTIVE:
It is essential that special efforts ate taken to make HR communication effective.
These efforts are need because HRC suffers due to operation of a number of barriers against
it which are as follows.
 Inadequate appreciation of need for HRC by the organization
 Inadequate appreciation of what is to be communicated.
 Tendency of keeping HR policies and practices confidential.;
 Language problem in the case of multi-lingual composition of
workforce.
 Cost involved in HR communication.

35
 CHAPTER-IV

DATA ANALYSIS& INTERPRETATION

36
1. What kind of training methods do you prefer?
a) On the job training methods b) Off the job training methods
b) Both.

S.NO NO.OF RESPONDENTS. % OF RESPONDENTS.

44%
1
24
11 20%
2
20 36%
3

Data analysis: 44% of the employees say that they prefer on the job training. 20% of the
employees say that they prefer off the job training 36% are said that they prefer both the
type of training methods.

Interpretation: Above analysis say that company mostly offers on the job training. As
they have better training faculty.

Training methods used in organisation

36% on the job methods

44%
Off the job methods

Both

20%

37
2. Does the Organization provide training for present employees or new employees?
a) Present employees b) New employees c) Both.

S.NO NO.OF RESPONDENTS. % OF RESPONDENTS.

1 13 24%
2 25 45%
3 17 31%

Data analysis: 24% of the employees say that company give training to the present
employees, 45% says that company give training to the new employees and 31% says that
company give training to the both employees.

Interpretation: Above analysis say that company provides training to the new employees
in order to increase their efficiency and productivity and training is also provided to the
existing employees to update their knowledge and skills.

Providing training for present or new

employeees
24%
36%
Present employees
New employees
Both

45%

38
3. The induction training is a well-planned exercise in the organization?
a) Strongly agree b) Agree c) Disagree.

S.NO NO.OF RESPONDENTS. % OF RESPONDENTS.

1 21 38%
2 25 45%
3 09 17%

Data analysis: 38% of employees strongly agree that induction is a well-planned

exercise in the organization. 45% employees agree and 17% of the employees disagree
that training is a well-planned exercise in the organization.

Interpretation: The above analysis makes it clear that the company provides induction
training to the new employees.

Introduction training is a well planned exercise in

organisation

17%

38% Strongly agree

Agree
Disagree

45%

39
4. What kind of training methods does the organization provide to train the employees?
a) On the job training methods b) Off the job training methods
c) Lectures d) Audio visuals e) All the above

S.NO NO.OF % OF RESPONDENTS.

RESPONDENTS.
1 18 33%
2 09 16%
3 11 20%
4 10 18%
5 7 13%

Data analysis: 33% of employees say that the company provide on the job training
method. 16% says that the company provides off the job training method. 20% Says that
the company provide lectures, 18% says that it provides audio visuals and 13% says that
company provide all above methods.

Interpretation: The above analysis says that the company gives priority to on the job
training methods.

Training methods provided to train the

13% employees
33%
On the job training
18% Off the job training
Lectures
Audiovisuals
All the above

20% 16%

40
5. How often the training programs or conducted in your organization?
a) Every month b) Every Quarter

c) Half yearly d) Once in a year

S.NO NO.OF RESPONDENTS. % OF RESPONDENTS.

1 15 27%
2 7 13%
3 10 18%
4 23 42%

Data analysis: 27% of employees say that the training program conducted in the
organization every month. 13% Says that training program conducted every year.18%
says that the training program conducted half-yearly. 42% says that the training program
conducted once in a year.

Interpretation: The above analysis says that the company gives provides training
depending on need and situation.

Training programs conducted in the organisation.

27%

Every month
42%
Ever Quarter
Half-year
Once in a year
13%

18%

41
6. Training is done at all levels of organization on a continuous basis?
a) Strongly agree b) Agree c) Disagree d) strongly disagree

S.NO NO.OF RESPONDENTS. % OF RESPONDENTS.

1 22 40%
2 17 31%
3 10 18%
4 6 11%

Data analysis: 40% of employees strongly agreed, 31% are agreed, 18% disagreed and
11% are strongly disagreeing that is done at all levels of organizations on a continuous
basis.

Interpretation: The above analysis makes it clear that the company provides training to
all the levels of Organization.

Training done at all the level of organization on a

continuous basis

11%

Strongly agree
18% 40% Agree
Disagree
Strongly Disagree

31%

42
7. Are you participating in training actively?
a) Yes b) Agree

S.NO NO.OF RESPONDENTS. % OF RESPONDENTS.

1 45 82%
2 10 18%

Data analysis: 82% of employees say that they actively participating in the training
program. 18% says that the participating in the training program.

Interpretation: The above analysis says that the most of the employees are actively
participating in the training program.

Employees participating in the training

program actively

18%

Yes
No

82%

43
8. Are you satisfied with present method of selection of candidates for training?
a) Yes b) No.

S.NO NO.OF RESPONDENTS. % OF RESPONDENTS.

1 46 84%
2 9 16%

Data analysis: 84% of the employee says that they are satisfied with the present method
of selection of candidates. 16% are Says that they are not satisfied with the present
method of selection.

Interpretation: The above analysis says that most of employees in the company are
satisfied with the adopted method of selection of candidates for training.

Employee s satisfaction with the present method

of selection of candidates for training

16%

Yes

No

84%

44
9. Training program helped to increase the productivity of both quality and quantity?
a) Strongly agree b) Agree

c) Disagree d) strongly disagree

S.NO NO.OF RESPONDENTS. % OF

RESPONDENTS.
1 28 51%
2 17 31%
3 7 13%
4 3 5%

Data analysis: 51% of the employees strongly agreed that training program helped in
increase the production of quality and quantity,31% employees agreed, 13% of
employees are disagreed and 5% are strongly disagreed.

Interpretation: from the above analysis it is clear that the training program in the
company helps in the increase of productivity of both quality and quantity.

Training program helped to increse productivity

of both quality and quntity
5%
13%

Stongly agree
Agree
51% Disagree
Strongly disagree
31%

45
10. The training program conducted in the organization is importing latest technology in
the market?
a) Yes b) No.

S.NO NO.OF RESPONDENTS. % OF

RESPONDENTS.
1 46 84%
2 9 16%

Data analysis: 84% of the employees say yes and 16% of the employees say No, that the
training program conducted in organization imparting latest technology in market.

Interpretation: The above analysis says that the company is imparting latest technology
in the market.

Is training program conducted in organization

imparting latest technology in the market.

16%

Yes

No

84%

46
11. The training program has emphasis on relevant safety programs?
a) Strongly agree b) Agree

c) Disagree d) strongly disagree

S.NO NO.OF RESPONDENTS. % OF

RESPONDENTS.
1 15 27%
2 24 44%
3 10 18%
4 6 11%

Data analysis: 27% of the employees strongly agreed, 44% of the employees agree, 18%
of the employees disagree and 11% of the employees strongly disagree that the training
program was emphasis on relevant safety programs.

Interpretation: The above analysis says that the company takes care of employees
through safety and welfare measure.

Training program emphasis on relevant saftey

programs.
11%
27%
Strongly agree
18%
Agree
Disagree
Strongly disagree

44%

47
12. Does the training help you to upgrade soft skills like communication skills,
leadership, team building etc.?
a) To a great extent b) To some extent

c) Very little extent d) not at all.

S.NO NO.OF RESPONDENTS. % OF

RESPONDENTS.
1 24 44%
2 19 35%
3 7 13%
4 3 8%

Data analysis: 44% of the employees strongly agreed to a great extent, 35% of
employees agree to some extent, 13% are says very little extent and 8% are says not at all
that training does not help to upgrade soft skills like communication skills, leadership and
team.

Interpretation: The above analysis says that the training in the company helps to upgrade
the soft skills of the employees.

The training program help to upgrade the soft skills of

employees.

8%
13%
To a great extent
44% To some extent
Very little extent
Not at all

35%

48
13. Did the training policy of your organization helped in your career development?

a) To a great extent b) To some extent

c) Very little extent d) not at all

S.NO NO.OF RESPONDENTS. % OF

RESPONDENTS.
1 19 35%
2 24 44%
3 7 13%
4 5 8%

Data analysis: 35% of the employees agrees to a great extent, 44%of employees agree to
some extent, 13% says to a little extent, 8% of employees says not at all the training
program helps to upgrade their skills.

Interpretation: The above analysis says that the company’s training program helps the
employees in their career development to some extent.

The training policy of the organization

helps In career development.
8%
13%
35%
To a great extent
To some extent
Very little extent
Not at all

44%

49
14. The training program has emphasis on relevant safety programs?
a) Always b) Sometimes c) Not at all

S.NO NO.OF RESPONDENTS. % OF

RESPONDENTS.
1 19 35%
2 23 43%
3 13 24%

Data analysis: 35% of the employees says that training program helps always to meet
the pre-specified objectives, 43% of the employees says it help in some time and 24% of
the employees says it not at all helps to meet the pre-specified objectives.

Interpretation: The above analysis says that the company achieves its predetermined
objectives of training.

The training program helps to meet the

pre-specified objectives.

24%
35%

Always
Some times
Not at all

43%

50
15. The training program has emphasis on relevant safety programs?
a) Within the organization b) Outside the organization. c) Both

S.NO NO.OF RESPONDENTS. % OF

RESPONDENTS.
1 32 58%
2 12 22%
3 11 20%

Data analysis: 58% of the employee says that company prefers trainers within the
organization, 22% are from outside the organization and 20% says company prefers both
type of trainers.

Interpretation: The above analysis says that the company prefers in-house training
experts has they will better understand the training needs that are to be given to the
employees.

Types of experts preferred.

0
20%

With in the organization

Out side organization

58%
22% Both

51
16. Training program has emphasis on relevant safety programs?
a) To a great extent b) To some extent

c) Very little extent d) not at all

S.NO NO.OF RESPONDENTS. % OF

RESPONDENTS.
1 26 47%
2 19 35%
3 7 15%
4 3 5%

Data analysis: 47% of the employees says that training program reduce errors and
wastage at work place a great, 35% of employees to some extent, of employees says to
some extent, 15% of the employees says to a very little extent and 5% of employees not
at all.

Interpretation: The above analysis says that the provides the opportunity to the
employees to use their skills.

Is training reduces errors and wastage at work

place.
5%
13%
To a great
extent

47%
To some extent

Very little
extent
35% Not at all

16. Ar

52
 e you able implementing the learned skills in the days-to-day job after coming back
from the training program?
a) To a great extent b) To some extent

c) Very little extent d) not at all

S.NO NO.OF RESPONDENTS. % OF

RESPONDENTS.
1 14 25%
2 26 47%
3 7 13%
4 8 15%

Data analysis: 25% of the employee says that they are implement learned skills in the
day-to-day job after coming from the training to a great extent, 47% says to some extent,
13% of the employees very little extent and 15% of the employees not at all.

Interpretation: The above analysis says that the company provides opportunity to the
employees to use their skills.

Are employees able to learned skills after coming

training

15%
25%

To a great extent
13%
To some extent

Very little extent

Not at all

47%

53
17. Does the trainer collect the feedback from trainees after program is completed?
a) Yes b) No

S.NO NO.OF RESPONDENTS. % OF

RESPONDENTS.
1 46 84%
2 9 16%

Data analysis: 84% of the employee says Yes and 16% of the employees No, that the
trainer collected feedback the trainees after the training program is completed.

Interpretation: The above analysis says that the company trainer collects feedback on the
training program from the employees after the training program is completed.

Employee s satisfaction with the present

method of selection of candidates for training

16%

Yes
No

84%

54
18. What is your opinion on the program conducted in your organization?
a) Excellent b) Good

c) Average d) poor

S.NO NO.OF RESPONDENTS. % OF

RESPONDENTS.
1 12 22%
2 26 47%
3 12 22%
4 5 9%

Data analysis: 22% of the employee says that the training conducted in the organization
is extent, 47% of the employees say that it is good, 22% says average, 9% of the
employees poor.

Interpretation: The above analysis says that the opinion of the employees on the training
program is quite good.

opinion on the training conducted in the

organization.

9%
22%
Excellent
22% Good
Average
Poor

47%

55
19. Are there any suggestions for the improvement of the training program?
a) Yes b) No.

S.NO NO.OF RESPONDENTS. % OF

RESPONDENTS.
1 5 9%
2 50 91%

Data analysis: 9% of the employees says No, 91% of the employees say Yes for the
improvement of training program in the organization.

Interpretation: The above analysis says that the employees are satisfied with present
training and they also give suggestions to the improvement of training program further.

Any suggestions for the organisation.

9%

Yes

No

91%

56
 CHAPTER-V

SUGGESTION

CONCLUSION

BIBLIOGRAPHY
QUESTIONNAIRE

57
 FINDINGS:

 The report in training and development in BIG BAZZAR.has brought into light the
total picture of the employee’s attitude towards training and development.

 Most of the respondents have expressed that they are interested in the on- the- job
method.

 Most respondents expressed that feedback is collected from all the participants in the
program.

 The employee in the organization are well participated in the training program.

 The training is being given to the employees at regular interval.

 Most of the employees are very much satisfied about the selection of the candidates
for training.

 Most of the employees are expressed that the training programme is imparting the
latest technology in the market.

 Most of the employees agree with the training programme meet pre-specified
objectives.

 Most of the employees are respond positive with the training programme conducted
iin the organization.

 It is found that some of the employees are not aware or the training policy in BIG
BAZZAR.Hence they are made to be aware.

 Most of the employees agree with the training help you to upgrade soft skills like
communication skills, leadership, team building etc.

 Most of the employees agree with the organization provide training for both present
and new employees.

58
 CONCLUSION:

 There is a healthy relationship between the peers, subordinates, superiors.

 In this organization maximum no. of employees are agree with the management
considering their ideas and suggestions on some occasions only.
 In this organization Training programs will helps the employees in achieving both
individual goals and organizational goals.
 Maximum no. of employees are satisfied with the Training program conducted by
BIG BAZZAR.
 Employers are gained knowledge at work place after attending this Training program.
 For new joiners in organization training method are conducted like coaching and
besides orientation programs.
 Training will be very useful to employees in their present job.
 Training program helps employees to take new challenges in their present job.
 Most of the employees are using new skills in their present job.
 According to the training program employees to take new roles in the organization.
 With the help of training program employees will increase their productivity.
 After this Training program they are doing their job more confidently.
 Training program brought positive impact on employee behavior.

59
 SUGGESTION:

Some of the suggestions made by the employees are:

 Learned/ expert personalities from outside should be called in relevant subject and
they should important demonstration.

 The training should be result oriented and people oriented.

 Pre schedule training programmer to be planned at all level on continuous basis.

It should be beneficial for an employee and for organization.

 Aim of any company is to be ensure that all employees apply techniques learnt in
training program on the job hence at each level skill base training should be
given.
 The need is for the management to bring the most efficient trainers to the training
programs. Trainers can be selected on basic of their rating in the corporate world.
 Here the management has to improve the quality of Training programmers in BIG
BAZZARa quality based approaches can be used.
While evaluating the Training programmers the feedback will be collected each and every
day in Training period. And also the feedback form can be distributed to the employees
every day in the lunch break

60
 BIBLIOGRAPHY
Books referred:

Human resource Management by Keith Davis.

Human resource Management by V.S.P.Rao.

Human resource Management by Fisher Schoenfeldt Shaw.

Personal HRM by George T.milkovich.

Human resource & Presonal Management by Aswathappa.

Websites:
www.google.com
www.investor-world.com
www,bigbazzar.com
www.heritage.org jobs
www.heritage.com

61