The Deep Study of Performance Appraisal of Employees at Big Bazaar (Autosaved)

7/27/2019 The Deep Study of Performance Appraisal of Employees at Big Bazaar (Autosaved)

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The Deep Study of Performance Appraisal Of

Employees at Big Bazaar

Research Report

Submitted towards partial fulfillment

Of

Master of business management

(Approved byMahamaya Technical University)Academic session

2011-2013

UNDER THE GUIDANCE OF:SUBMITTED TO: Mrs. HIMANI GOSWAMI SUBMITTED BY:

(HOD) MBA DEPT. ZARQUA NEYAZ

ROLL NO.-1122270057

ITS ENGINEERING COLLEGE

GREATER NOIDA


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DECLARATION BY STUDENT

I, ZARQUA NEYAZ student of MBA, ITS Engineering College, Gr. Noida hereby declares

that all information, facts and findings furnished in this research report are based on my

indigenous work and any resemblance from existing work is purely coincidental in nature.

ZARQUA NEYAZ

(Candidate Name)


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ACKNOWLEDGEMENT

I wish sincere thanks and appreciation to all those ideas that have been helpful in preparing this

Research report.

First of all, I would like to acknowledge my gratitude to the entire staff of BIG BAZAAR for

providing me ample opportunities to learn a lot and to complete my Research Report.

I gratefully acknowledge my deep sense of gratitude to Mr. AMIT BANSAL(HR manager) of

future group, big bazaar- who, very kindly accepted my request for undertaking my Research

report in pursuance of my MBA course approved by MAHAMAYA TECHNICAL

UNIVERSITY and extended his expert guidance in preparing this research report.

Mrs. Himani Goswami

HR Faculty

ITS Engineering College, Gr.Noida


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PREFACE

Research Report is an integral part of our academic curriculum. During the Research a studen

gets an opportunity to set the practical aspects of theory. Research makes the concept clear and

it gives the perfect knowledge of the practical life.

This Research Report is the outcome of the Research that I have undergone for performance

appraisal in big bazaar.

Due to short span of time I analyzed a proper number of employees to fulfill my requirements

of the Research work through questionnaire and personal interview.

I offer my courteous thanks to Mr. AMIT BANSAL for h is guidance and help which they

provided me while preparing this Research Report.

ZARQUA NEYAZ


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TABLE OF CONTENTS

Executive Synopsis.......................................................................................7

Preamble..... ..9

Chapter 1

Company Profile.................. 16

Corporate Governance Report......................................................................................................17

Future Group...............................................................................................................................18

Board of directors........................................................................................................................21

Company history.... ..22

Future group, vision&mission.... ..32

Values.......33

Customer

Interaction... .34

Objectives of study...44

Organization profile.....45

Chapter 2

Research methodology.................................................................................................................47

Research Design...........................................................................................................................47


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Sample Design.............................................................................................................................47Data collection & Analysis.......................................................................................................48

Tools of Analysis & presentation.................................................................................................49

Chapter 3..

Findings and Analysis .57

Chapter 4..

Conclusion.. ..............................58

Limitations...5 9

Chapter 5.......................................................................................................

ANNEXURE.. 60

Bibliography.... .74


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EXECUTIVE SYNOPSIS

A performance appraisal (PA) is a systematic and periodic process that assesses an individual

employees job performance and productivity in relation to certain pre-established criteria and

organizational objectives. Performance appraisals of Employees are necessary to understand

each employees abilities, competencies and relative merit and worth for the organization.

Performance appraisal rates the employees in terms of their performance. Performance

appraisals are widely used in the society. Performance appraisal is necessary to measure the

performance of the employees and the organization to check the progress towards the desired

goals and aims.

The purpose of the report is to study and analyze the motivation of employees and to

Study the impact of the performance appraisal of the employees considering it as a long term

process.

Performance appraisal helps to rate the performance of the employees and evaluate their

contribution towards the organizational goals. If the process of performance appraisals is formal

and properly structured, it helps the employees to clearly understand their roles and

responsibilities and give direction to the Individuals performance. It helps to align the

individual performances with the organizational goals and also review their performance.Performance appraisals should focus on three objectives: performance, not personalities; valid,

concrete, relevant issues, rather than subjective emotions and feelings; reaching agreement on

what the employee is going to improve in his performance and what you are going to

do.Employee motivation is a reflection of the level of energy, commitment, and creativity that


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company'sworkerbring to their jobs. Performance is considered to be a function of ability andmotivation thus:

Job performance =f(ability)(motivation)

Ability in turn depends on education, experience and training and its improvement is a slow and

long process. On the other hand motivation can be improved quickly. There are many options

and an uninitiated manager may not even know where to start. As a guideline, there are broadly

seven strategies for motivation.

Positive reinforcement

Effective discipline and punishment

Treating people fairly

Satisfying employees needs

Setting work related goals

These are the basic strategies, though the mix in the final 'recipe' will vary from workplace

situation to situation. Essentially, there is a gap between an individuals actual state and some

desired state and the manager tries to reduce this gap.

Motivation is, in effect, a means to reduce and manipulate this gap. It is inducing others in a

specific way towards goals specifically stated by the motivator. Naturally, these goals as also

the motivation system must conform to the corporate policy of the organization. The

motivational system must be tailored to the situation and to the organization.


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PREAMBLE

PERFORMANCE APPRAISAL

(Literature review)

People differ in their abilities and their aptitudes. There is always some difference between the

quality and quantity of the same work on the same job being done by two different people

Performance appraisals of Employees are necessary to understand each employees abilities,

competencies and relative merit and worth for the organization. Performance appraisal rates the

employees in terms of their performance. Performance appraisals are widely used in the society.

The history can be dated back to the 20th century and then to the second world war when the

merit rating was used for the first time. An employer evaluating their employees is a very old

concept.

Performance appraisal is necessary to measure the performance of the employees and the

organization to check the progress towards the desired goals and aims.

The latest mantra being followed by organizations across the world being "get paid according

to what you contribute"the focus of the organizations is turning to performance management

and specifically to individual performance. Performance appraisal helps to rate the performance

of the employees and evaluate their contribution towards the organizational

Goals. If the process of performance appraisals is formal and properly structured, it helps the

employees to clearly understand their roles and responsibilities and give direction to the


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Individuals performance. It helps to align the individual performances with the organizationalgoals and also review their performance.

Performance appraisal takes into account the past performance of the employees and focuses

on the improvement of the future performance of the employees. We attempt to provide an

insight into the concept of performance appraisal, the methods and approaches of

performance appraisal, sample performance appraisal forms and the appraisal softwares

available etc.


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Pitfalls to Avoid

When conducting performance appraisals on any level, it is important to keep in mind the

common pitfalls to avoid.

These pitfalls may include but are not limited to:

1. Bias/Prejudice. Race, religion, education, family background, age, and/or sex.

2. Trait assessment. Too much attention to characteristics that have nothing to do with the job

and are difficult to measure.

3. Over-emphasis on favorable or unfavorable performance of one or two tasks which could

lead to an unbalanced evaluation of the overall contribution.

4. Relying on impressions rather than facts.

5. holding the employee responsible for the impact of factors beyond his/her control.

6. Failure to provide each employee with an opportunity for advance preparation (Maddux,

1993)


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Employee Motivation

"The only way to get people to like working hard is to motivate them. Today, people must

understand why they're working hard. Every individual in an organization is motivated by

something different." -Rick Pitino

There are many employee motivation definitions. Personally I like this simple one: Employee

motivation is a reflection of the level of energy, commitment, and creativity that a company's

workers bring to their jobs.

I think thats a clear way to look at it but if that one doesnt quite work for you, heres an

alternative employee motivation definition:

"Psychological forces that determine the direction of a person's behavior in an organization, a

person's level of effort and a person's level of persistence. All managers want to motivate their

employees to do well.

Why is employee motivation important?

You can have a lovely shiny car, but its worthless if it doesnt have the power of a great engine

behind it. Your employees are the engines of your organization and like any finely tuned engine

your workforce to operate smoothly and effectively. The fact is employee motivation is directly

linked to business profits, and the more self-motivated your employees are, the moredifferentiated and successful you will be as a business.

Motivated employees look for better ways to do a job.

Motivated employees care about their customers

Motivated employees take pride in their work.


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Motivated workers are more productive.

What motivates employees?

Every person has a different reason for going to work. These reasons are as individual as

whichever person you may ask. But all of the reasons for working share a common thread. We

all obtain something from work we need.

The most effective factors relating to employee motivation are related to intrinsic motivation:

1. Empowerment: Feeling trusted and empowered is a tremendous motivator.

2. Growth: Feeling that they are growing and developing personally

3. Inclusion: To belong is a fundamental need, whether as a member of a family, peer group

network, team or company. Its human nature to want to be on the inside, not the outside.

4. Purpose: Today people care more about what happens tomorrow, and want to contribute to

ensuring the future of our children, and the health of our communities and planet.

5. Trust: the fabric that holds it all together and makes it real.

Methods and techniques for motivating employees:

Employee motivation through job rotation.

Employee motivation through job enlargement.

Employee motivation through job enrichment.

Employee motivation through job involvement.


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CHAPTER 1:

COMPANY PROFILE

Pantaloon retail (India) limited is Indias leading retailer that operates multiple retail format in

both the value and lifestyle of the Indian consumer market in Mumbai, the company operates

over 12 million square feet retail space, has over 35000 people.

The companys leading formats include pantaloons, a chain of fashion outlets, big bazaar, a

uniquely Indian hypermarket chain, food bazaar, a supermarket chain, blends the loop, touch

and feel of Indian bazaars with aspects of modern retail like choice, convenience and quality

and central, chain of seamless destination malls. Some of its others formats include depot, shoe

factory, brand factory, blue sky, fashion station, mobile bazaar and star sitar (beauty clinic). The

company also operates an online portal, futurebazaar.com.

a subsidiary company, home solution retail(India) limited , operates home town, a large format

home solution store , selling home future products and e-zone focused on category to the

consumer electronics segment.

Pantaloon retail was awarded the international retailer of the year of 2012, by the US based

national retail federation, the largest retail trade association and the emerging market retailer

of the year of 2012 at the world retail congress in Barcelona.

Pantaloon retail is the flagship company of future group, a business group catering to the entire

Indian consumption space.

The groups subsidiary companies includes, home solutions retail Indian limited, pantaloon

industries ltd, galaxy entertainment and Indus league clothing.


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Corporate governance report

Corporate governance indicates transparency, accountability and reliability on any organization.

One of the core missions of the organization is to achieve excellence in all spheres, be it

profitability, growth in market share, superior quality of products and services to the

satisfaction of the stakeholders through an efficient and effective code of governance.

We aim to providing fairness, clarity and transparency in all our dealing and increasing the

value of stakeholders of the company.


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Future group

Future group, led by its founder and group CEO, Mr. Kishore Biyani, is one of Indias 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.

Led by its flagship enterprise, pantaloon retail, the group operates over 12 million square feet of

retail space in 71 cities and towns and 65 rural locations across India. Headquartered in Mumba

(Bombay), pantaloon retail employs around 35,000 people and is listed on the Indian stock

exchanges. The company follows a multi-format retail strategy that captures almost the entire

consumption basket of Indian customers. In the lifestyle segment, the group operates

pantaloons, a fashion retail chain and central, a chain of seamless malls. In the value segment

its marquee brand, big bazaar is hypermarket formant that combines the look, touch and feel of

Indian bazaars with the choice of convenience of modern retail.

In 2010, big bazaar opened its 100th store, marking the fastest ever organic expansion of a

hypermarket. The first set of big bazaar stores opened in 2008 in Kolkata, Hyderabad and

Bangalore.


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The groups specialty retail formats include books and music chain, depot, sportswear retailer,planet sports , electronics retailer, ozone , home town and rural retail chain, adhere, among

others. It also operates popular shopping portal, futurebazaar.com.

Future capital holdings, the groups financial arm provides investment advisory to assets worth

over $1 billion that are being invested in consumer brands and companies, real estate, hotels

and logistics. It also operates a consumer finance arm with branches in 150 locations.

other group companies include , future general, the groups insurance venture in partnership

with Italys general group, future brands a brand development and pier company, future

logistics, providing logistics and distribution solutions to group companies and business

partners and future media , a retail media initiative.

The groups presence in leisure & entertainment segment is led through; Mumbai- based listed

company galaxy entertainment limited. Galaxy leading leisure chains, sports bar and bowling

co.

And family entertainment centers, through its partner company , blue foods the group operates

around 100 restaurants and food courts through brands like Bombay blues, spaghetti kitchen,

noodle bar, the spoon, copper chimney and gelato.

Future groups joint venture partners include, us-based stationery products retailer, staples and

middle east- based axiom communications.Future group believes in developing strong insights on Indian consumers and building

businesses based on Indian ideas, as espoused in the groups core value of Indianans. The

groups corporate credo is, rewrite rules, retain values.


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Consumption cosmos

The retail formats are geared to capture consumption spending in key categories in both value

and lifestyle segment. And specialized businesses backed by capital and investments in

developing the necessary consumption infrastructure is helping build a consumption ecosystem.


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Board of directors

Mr. Kishore BiyaniManaging director

Mr. GopikishanBiyaniWhole time director

Mr. ShaileshHaribhaktiDirector

Dr. DarlieKoshyDirector


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COMPANY HISTORY

Year events

1987- the company was incorporated on the 12 th October, under the name of man wear private

limited.

1991- The company was converted into a public limited company under the name of man wear

limited on 20th September.

-The company name was changed to pantaloon fashions (India) limited vide certificate of

incorporation dated the 25th September.

-The company is engaged in the manufacture and marketing of quality ready- made garments

for men, including trousers, shirts, denims, blazers and sleep suits, at its units located at Andrei

in Bombay.

-The companys products are being marketed under the brand name pantaloon and barenecessities through a network of over 300 dealers spanning the metro and class 1 city in the

country.

-The company is promoted by Shri Kishore Biyani, friends and associates.

1992- The company has successfully launched the pantaloon trousers, shirts, denims, sleep

suits and other ready- made garments.

1993- The company recently made a public issue of 25,55,000 equity shares of rs.10/- each for

cash at par in may. The company has allotted 36,57,100 equity shares.

On 28th July in consultation with the stock exchange Bombay.


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1994- The company is launching a new brand of shirts called john miller at affordable prices.

1995- Pantaloon fashions (India) limited has launched john miller shirts.

1996- Pantaloons fashions (India) ltd. has launched the Yorker to concede with the world cup.

2000- The company has launched womens wear, childrens wear and household products in the

last few months.

-The company has issued 10,00,000 non- cumulative preference shares Rs.10/- each

aggregating Rs. 1,00,000/- on private placement basis.

2001- The company has introduced Shristi range ofSalwaarKameez. The company has also

knitted t-shirts to its range of products.

2003- The company opened a state-of-art family store at prestigious crossroads , hajji Ali,

Mumbai, spread over an area of 4,500 sq. ft.

-The name of the company was changed with the approval of the members to pantaloon retail

(India) ltd.

-The company has recently set up a state-of-the-art trouser manufacturing plant in Mumbai with

a capacity of 1,200 pieces per day.-Entrepreneurial Judea is setting up a joint venture sportswear company with the promoters of

pantaloon retail (India) ltd.


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2004- The company share transfer committee, have allotted 10, 00,000 no. of equity shares ofRs. 10/- each at a premium of Rs. 33/- per share on private placement basis to ICICI ltd. a/c

structured products fund.

-The total paid up capital of the company is 1, 25, 19,413 no. of equity shares of Rs. 10/- each,

ICICI ltd. a/c structured products fund will be holding 7.99% of the enhanced share capital.

Pantaloon retail (India) ltd. has launched stain free with scotch guard, a new range of formal

shirts and trousers.

2005- Retail major pantaloons have forged an alliance with Arvin mills for the supply of fabric

and apparel for its house brands.

-finalized a leasing deal to occupy 50,000 sqft of space for Rs 25 Lakhs.

-Issue of 4 million equity shares of rs.10/- each to the promoters of the company on a

preferential basis at a price as per SEBI guidelines.

-Tied up with Andhra Pradesh handloom weavers cooperative society and national institute of

fashion technology.

2006- Pantaloon retail India ltd has informed that the board of directors of the company has

allotted 40 Lakh equity shares to the promoters and their associates on preferential basis at a

price of rs.31.50 per share.

-Promoters sell 584098 shares.-Pantaloon has launched a range of movie-specific merchandise such as notebooks, folders

pens, mouse pads etc.


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-Incidence of fire occurred at one of ATM centre in Maheshwari plaza mall/ big bazaar atabides, Hyderabad.

-Preferential issue of 8, 65,000 equity shares of Rs.10 each at a premium of rs.40 per share to

promoters and associates.

2008- Allotment of 8,65,000 equity shares to the promoters and their associates on preferential

basis at a price of rs.50/- per shares as approved by the members of the company at their

meeting held on December 20, 2002.

-Change of registered office from pantaloon house, g-11, midi, cross road a, Andrei (east),

Mumbai- 400093 to knowledge house, off. Jogeshwari- Vikhroli link road, shy am Nagar

Jogeshwari (e), Mumbai- 400060 i.e. January 31, 2003.

-Acquires the trademark and exclusive licensing rights for apparel brand nodules in India, from

us- based nodules Inc.

-Forged an alliance with ICICI Lombard to offer one year free insurance cover to customers

acquiring gold from gold bazaar.

-Teams up with Italian apparel behemoth mode and musical to market its casual sportswear

brand umm in domestic market.

-Received a letter from ICICI venture funds management company limited, in which they have

stated that they have sold 2,71,083 shares aggregating to 2.04% of the total paid-up capital of

the company as on September 12, 2003.-ICICI venture funds management company ltd. sells 279900 equity shares of the company,

bring down the stake in the company to 3.37% (449017 shares).


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-Board approves a proposal to allot 9.5 Lakh shares (of Rs 10 each) to promoters and associatesat premium of Rs. 102 per share.

-Promoters sell 4.6% stake of the company.

-Pantaloon industries ltd. acquires 3, 00,000 shares aggregating to 1.57% of the paid up equity

share capital of the company.

-American funds insurance series global small capitalization fund have acquired 2, 09,500

shares of pantaloon retail India ltd. representing 1.1525 of the total paid up capital of the

company.

2009- Pantaloon retail (i) ltd. enters into strategic alliance with Arvin brands ltd.

-Pantaloon retail calls off strategic alliance with arcos ltd.

-Appoints Mr. Veda PrakashArya as chief operating officer. Mr. Arya will take charge of the

retail operations of the company.

-Ties up Arvin brands ltd for ruff and tuff brand at its big bazaar outlets across the country.

-Pantaloonretail(India) ltd has signed a memorandum of understanding (MOU) with K.J.

Somiya institute of management and research studies to offer a specialized course in retail

management.

-Pantaloon joins hands with Unitech for home stores chain.

2010- the pantaloon retail has made an offer under regulation 10 of the SEBI (sass) regulationsto the public shareholders of galaxy entertainment corporation ltd (target company) to acquire

up to 2,542,400 fully paid equity shares of Rs 10/- each, representing in

the aggregate 20% of the post issue voting capital at a price of Rs 51/- (rupees fifty one only0

per share (the offer price) payable in cash subject to the terms and conditions mentioned.


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-Pantaloons set up restaurant at Bangalore central hall.

2011- Pantaloon retail enters into an agreement with CapitaLand Singapore.

-Pantaloon retail join hands with management schools across the country.

-Pantaloon retail India ltd has launched its newest retail venture depot.

-Pantaloon retail- strategic alliance agreement with ruche soya industries.

-Pantaloon retail signed MOU with blue foods on July 31, 2006.

-Pantaloon retail signs MOU with Mani pal health systems on august 05, 2006.

2007- pantaloon retail India ltd has entered into a 50:50 joint venture (JV) with axiom telecom

LLC, UAE, to do sourcing and wholesome distribution of mobile handsets, accessories and

setting ape service centers and authorized after sales service centers for mobile handsets in

India.

2011- Pantaloon retail (India) ltd. has appointment Mr. Deepak Tanana as deputy company

secretary and he shall be compliance officer with immediate effect.

-Pantaloon retail has inked a 50-50 joint venture pact with French apparel firm Celia to add to

its garment retailing in India.

-The company has issued bonus shares in the ratio of 1:10.

-Pantaloon retail joins hand with French firm.


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Strategy3-C Theory

According toKishore Biyani's 3-C theory, Change and Confidence among the entire population

is leading to rise in Consumption, through better employment and income which in turn is

creating value to the agricultural products across the country. Big Bazaar has divided India into

three segments:

India one: Consuming class which includes upper middle and lower middle class (14% of

India's population).

India two: Serving class which includes people like drivers, household helps, office peons,

liftmen, washermen, etc. (55% of India's population) and

India three: Struggling class (remaining 31% of India's population).

While Big Bazaar is targeted at the population across India one and India two segments,Aadhaar Wholesale is aimed at reaching the population in India three segment. With this,

Future Group emerged as a retail destination for consumers across all classes in the Indian

society.
http://en.wikipedia.org/wiki/Kishore_Biyanihttp://en.wikipedia.org/wiki/Kishore_Biyanihttp://en.wikipedia.org/wiki/Kishore_Biyanihttp://en.wikipedia.org/wiki/Future_Grouphttp://en.wikipedia.org/wiki/Future_Grouphttp://en.wikipedia.org/wiki/Future_Grouphttp://en.wikipedia.org/wiki/Kishore_Biyani


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Operations:

The Big Bazaar Store in Chaudhary Mall Ghaziabad.

Most Big Bazaar stores are multi-level and are located in stand-alone buildings in city centers as

well as within shopping malls. These stores offer over 200,000 SKUs in a wide range of

categories led primarily by fashion and food products.

Food Bazaar, a supermarket format was incorporated within Big Bazaar in 2002 and is now

present within every Big Bazaar as well as in independent locations. A typical Big Bazaar is

spread across around 50,000 square feet (4,600 m2) of retail space. While the larger

metropolises have Big Bazaar Family centres measuring between 75,000 square feet (7,000 m2)

and 160,000 square feet (15,000 m2), Big Bazaar Express stores in smaller towns measure

around 30,000 square feet (2,800 m2).

Big Bazaar has the facility to purchase products online through its official web page, and offers

free shipping on some of their products.
http://en.wikipedia.org/wiki/File:Nagpurmallapnabazaar.jpghttp://en.wikipedia.org/wiki/File:Nagpurmallapnabazaar.jpghttp://en.wikipedia.org/wiki/File:Nagpurmallapnabazaar.jpghttp://en.wikipedia.org/wiki/File:Nagpurmallapnabazaar.jpg


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InnovationsWednesday Bazaar

Big Bazaar introduced the Wednesday Bazaar concept and promoted it as HafteKaSabseSasta

Din. It was mainly to draw customers to the stores on Wednesdays, when least number of

customers are observed. According to the chain, the aim of the concept is "to give home makers

the power to save the most and even the stores in the city don a fresh look to make customers

feel that it is their day".

SabseSasta Din

With a desire to achieve sales of Rs 26 Crore in a one single day, Big Bazaar introduced the

concept of "SabseSasta Din". The idea was to simply create a day in a year that truly belonged

to Big Bazaar. This was launched on January 26, 2013 and the result was exceptional that police

had to come in to control the mammoth crowd. The concept was such a huge hit that the offer

was increased from one day to three days in 2013 (24 to 26 Jan) and to five days in 2013 (22-26

Jan).

MahaBachat

MahaBachat was started off in 2013 as a single day campaign with attractive promotional offers

across all Big Bazaar stores. Over the years it has grown into a 6 days biannual campaign. It has

attractive offers in all its value formats such as Big Bazaar, Food Bazaar, Electronic Bazaar and

Furniture Bazaar - catering to the entire needs of a consumer.


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The Great Exchange OfferOn February 12, 2013 Big Bazaar launched "The Great Exchange Offer", through with the

customers can exchange their old goods in for Big Bazaar coupons. Later, consumers can

redeem these coupons for brand new goods across the nation.


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Future groups vision:

To deliver everything, everywhere, every time ,to every Indian customer in the most profitable

manner.

One of the core values at future group is, India Ness and its corporate credo is - rewrite rules

retain values.

We share the vision and belief that our customers and stakeholders shall be served only by

creating and executing future scenarios in the consumption space leading to economic

development.

We will be the trendsetters in evolving delivery formats, creating retail realty, making

consumption affordable for all customer segments- for classes and masses.

We shall infuse Indian brands with confidence and renewed ambition.

We shall be efficient and, cost-conscious and committed to quality in whatever we do.

We shall ensure that our positive attitude, sincerity, humility and united determination shall be

the driving force to make us successful.


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Core values:Indian Ness: confidence in ourselves.

Leadership: to be a leader, both in thought and business.

Respect and humility: to respect every individual and be humble in our 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 and positivity: simplicity and positivity in our thought, business and work.

Adaptability: to be flexible and adaptable, to meet new challenges.

Flow: to respect and understand the universal laws of nature.


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Customer Interaction

Our business largely encourages a self-service culture among our customers. Everything

is well communicated and displayed in the store, and this helps the customers to shop on

their own. However, customers would still like to get help when they need from somebody who

is courteous, helpful & effective.

Every customer interaction is an opportunity for us to contribute to the customers

satisfaction. The customer maybe looking for something specific, or have a question

about our products, our store or our policies. Or the customer may just be looking around

sometimes a customer could have dissatisfaction against our system, have experienced.

Some incident where we went wrong, or have a suggestion for us to improve.

At all these times, effective and courteous interactions with all our customers go a long

Way in ensuring the success of our store. An effective customer interaction is about

Communication and problem solving. If we are able to provide a solution to them, we win

A loyal customer for life.

The following procedures have been put together to enable effective & courteous

Customer interactions between staff from our various sections and customers walking into

Our stores.


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Grooming

A well-groomed person is a pleasure to be around. There is a natural liking felt for

such a person and a certain amount of respect also follows. Every person who is part

of the Future Group family should strive to be seen as a well-groomed person.

The customers entering our stores are looking forward to a shopping experience thatis easy, friendly and pleasant. They would like to shop in a place which is easy on

their senses, and not offensive in any manner. Meeting well-groomed staff will

definitely add to her pleasant experience.

Hence, it is important that all our staff members come across as clean & neat in

appearance& courteous in their behavior.

The following standards, when maintained, will go a long way in ensuring that the in store

experience for the customer is pleasant & enjoyable.

These standards apply to all people working in-the-store including floor sales staff,

floor supervisory staff, back-office staff, security & housekeeping personnel.


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Appearance

Present a neat & clean appearance.

Prescribed uniform(incl. shirt, trousers, shoes & socks) must be worn clean &

Ironed

.

No stains, broken buttons, or loose thread on uniform

.

Shoes to be clean & polished.

No sandals/slippers/sports shoes to be worn while on duty.

Nails must be clean & cut.

when in store premises, even during off-duty hours, a well dressed appearance

Needs to be maintained

Hair to be combed before commencing duty, never in front of customers.


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Specifically for Men

Hair must be short, clean & tidy

Incase of long hair, it must be tied

Must be clean-shaven

Incase of beards/moustaches, must be trimmed, neat & tidy

Earrings & bracelets not to be worn on the floor

Only black socks & black belts are allowed

Specifically for Women

Long hair must be tied

No flowers on the head

No bright colored nail polish


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Minimum, non-flashy jeweler can be worn

Dangling earrings, noisy anklets & bangles must not be worn on the floor

Only very light make-up to be applied (lipstick of very light shades only)

Socks & belts, if worn, must be black in color.

Personal Hygiene

Hands to be clean at all times

Body odor & bad breath to be under control as they are offensive to the

Customer.

Chewing gum / eating are not allowed on the floor.

Presenting Self

Straight & upright posture to be maintained

Slouching on the floor to be avoided


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Hands in pockets & hands on the hips is not courteous to the customer &

hence to be avoided.

Cell phones are to be carried on the floor only by employees duly authorized

by Area Manager with a written permission. However, the use of cell phones

is strictly prohibited while interacting with the customers on shop floor.

Dress Code / Uniform

Besides being trained and competent, it is important for staff to be properly

groomed and presentable at all times at work. The Uniforms provided play a

major role in the same

Personnel in Band 2 and above to be in prescribed uniform, without exception

During working hours, entire store staff to be in complete prescribed uniform

(includes shirts/t-shirt, trousers, socks & shoes, belt & ID card, gloves for staff


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handling edible foodstuff and caps for staff at Your Kitchen & Live Bakery)The Store HR will issue Uniforms to all staff & will provide the following sets

of uniforms to each employee:

Frontline staffBand 1Co-coordinators: 3 shirts/t-shirts (BB Shirt/ FB T-shirt),

2 pairs of black trousers and 1 pair of formal black shoes every year.

Winter wear, for stores in the zones where applicable2 jerseys every 2

years.

Store ManagementBand 2 & above: 3 Yarn-dyed-stripes Shirt and 2 Navy

Blue trousers (both with Future Group logo) every year. Winter wear2 Navy

blue jerseys every 2 years.

Flexi & Part timers will be provided with company apron/appropriate clothing

as decided.

Promoters & SIS Staff : either Brand uniforms or standard Store Uniforms

with their Brand logo or prescribed dress code

Security & Housekeeping staff to wear uniforms as provided by theiremployers i.e. Contract agency as per agreement with us.

Replacement of Uniforms


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Replacement of uniforms will be done by Store-HR, in case of: Defect and / or damage

Mismatch with indented size

Wear-and-tear ( Store HR to assess the need for such replacement and

recommend )

Incase of separation - resignation or otherwise, the employee to return the

Uniforms to the Store HR.

If the employee loses the Uniform or leaves the company within 6 months of

joining, a sum of Rs. 450 for lady employees and Rs. 650 for male employees

will be recovered from their full and final settlement.


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Fun Zone

A Staff Room is the only space in the workplace, which belongs to the staff,

where they can unwind without any hesitations. They can regain their energy, get

refreshed and get all geared up for the work.

It is our responsibility to provide a healthy working environment for the Staff. The

project Our Fun Zone must ensure Staff Room (Our Fun Zone) in every store.

Besides the basic facilities that need to be there, the space must be exciting for the

Staff.


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Responsibility

It is the responsibility of the Store Manager to ensure that this process is

adhered to at the store without any deviation.

The Store HR must carry out the process set forth in this SOP and ensure

that there is no deviation. Store HR to also appoint a Fun Zone Team

consisting of four members to assist him/her in the Fun Zone operations

Requirements in the Fun Zone

Ambience

Ideally 250 sqft for every 100 employees in the Store

Bright color walls with themes. For e.g. Big Bazaar Colors

Eyecatching display of Company Vision, Mission and Values

Proper ventilation & cooling system

Enough Ceiling space


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OBJECTIVES OF PROJECT

To study and analyze the motivation of employees. To study the impact of the performance appraisal of the employees considering it as a

long term process.

To understand the needs and the areas of improvement in the employees workingprocedure.


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Organization profile

Big bazaar is a chain of department store in India currently with 100 outlets. It is owned by

pantaloons India ltd., future group. it works on the same economy model as wall-mart and has

been successful in many Indian cities and small towns. The idea was pioneered by entrepreneur

Mr. Kishore Biyani, the CEO of future group. Currently big bazaar stores are located only in

India. It is the fastest growing chain of department stores and aims at having 350 stores by2012.

Big bazaar has democratized shopping in India and is so much more than a hypermarket. Here

you will find over 17000 products under one roof that cater to every need of a family, making

big bazaar Indias favorite shopping destination.

At big bazaar, you will get the best products at the best prices- this is our guarantee. from

apparel to general merchandise like plastics, home furnishings, utensils, crockery, cutlets

sports goods, car accessories, books and music , computer accessories and many more. Big

bazaar is the destination where you get products available at prices lower than map, setting a

new level of standard in price , convenience and quality.

If you are as fashion conscious buyer who wants great clothes at great prices, big bazaar is the

place to be. Leveraging on the companys inherent strength of fashion, big bazaar has created a

strong- value-for money propositions for its customers. This highlights the uniqueness of big

bazaar as compared to traditional supermarkets, which principally revolve around food

groceries and general merchandise.


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Big bazaar has clearly emerged as the favorite shopping destination for millions of itscustomers, across the country, its success is a true testament to the emotional bonding it has

established with the Indian customer, on account of its value offerings, inspirational appeal and

service levels. We believe big bazaar is a true pan-Indian model that can enter into most towns

in India and democratize shopping everywhere.


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CHAPTER 2:

RESEARCH METHODOLOGY

The methodology used in the study report by using both primary & secondary data. The primary

data has been collected with the help of unstructured questionnaire as well as personal

observation book, magazine; journals have been referred for secondary data.

Research Design:-

Research Design is the basic framework, which provides guidelines for the rest of research

process. . The foundation of research design is to ensure that the required data is accurate and

economical.

In this project research used:-Descriptive research

Descriptive design is used when the subject matter of the research topic is neither absolutely

ambiguous nor absolutely certain.

Sample Design:-

Sampling can be defined as the section of some part of an aggregate or totality on the

basis of which judgment or an inference about aggregate or totality is made.

Sample Unit:- Sampling unit was the employees of big bazaar.


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Sample Size:-

The sample consists of 70 employees of the store including the managers as well as store

manager.

Sample Technique:-The technique of sampling is non- probability sampling.

Sampling area:- The area of sampling is big bazaar

Data Collection and Analysis:-

Data Collection: Information has been collected from both Primary and Secondary

Sources of data collection.

Secondary sources- Secondary data are those, which have already been collected by someone

else, which already had been passed through the statistical process. Secondary data had been

collected through websites, newspapers and journals. The research is mainly based on

secondary research .The secondary data is collected from various databases, websites .

Primary sources- Primary data are those, which are collected are fresh and for the first timeand thus happen to be original in character. The questionnaire was given to the employees for

responses. The questionnaire consisted on the theory Maslows need hierarchy needs theory.

Tools:- Tools were questionnaire and journals.


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Tools of Analysis &Presentation

Data Analysis

Can the variables (d1-d4) be represented by a reduced set of variables

Factor Analysis

Mean Std. Deviation

Visibility 1.46 .584

Work recognized 1.12 .323

Status 2.36 1.071

Satisfaction 2.13 .662

KMO and Bartlett's Test

Kaiser-Meyer-Olkin Measure of Sampling

Adequacy.

.627

Bartlett's Test of

Sphericity

Approx. Chi-Square 3.875

df 6

Sig. .694


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Communalities

Initial Extraction

Visibility 1.000 .117

Work recognized 1.000 .581

Status 1.000 .927

Satisfaction 1.000 .632

Total Variance Explained

Component

Initial Eigenvalues

Extraction Sums of

Squared Loadings

Rotation Sums of Squared

Loadings

Total

% of

Variance

Cumulative

% Total

% of

Variance

Cumulative

% Total

% of

Variance

Cumulative

%

1 1.234 30.847 30.847 1.234 30.847 30.847 1.234 30.847 30.847

2 1.023 25.573 56.419 1.023 25.573 56.419 1.023 25.573 56.419

3 .984 24.607 81.026

4 .759 18.974 100.000


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Component Matrix

Component

1 2

Satisfaction -.773

Work recognized .720

Visibility .342

Status .962


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Rotated Component Matrix

Component

1 2

Satisfaction -.772

Work recognized .721

Visibility .342

Status .962


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Component Score Coefficient Matrix

Component

1 2

Visibility .277 -.024

Work recognized .585 .241

Status -.019 .941

Satisfaction -.626 .185

Bartletts test of sphericity is significant at 5% level of significance. Thus, sample size is

appropriate and

KMO value is .627>.05Therefore, factor analysis is appropriate for analyzing the correlation

matrix.

Here 2 factors are extracted with Eigen value>1 which accounts for 56.419% of the total

variance.

Factor 1 explains the variance of 1.234, which is 30.847% of total variance of 4 variables, factor

2.

Explains a variance of 1.023, which is 25.57% of the total variance.

The amount of variance accounted for by the factors is 5.6419 and the remaining together

accounts for 342.58% of the total variance. Therefore, by the loss of 43.58% of the informationwe can trust on these 2 factors.


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Inferences

On an average, respondents have given .611 score to the factor 1. Therefore, respondents are

neutral towards (factor 1 visibility and responsibility).

Factor 2 has an average score of .962. This implies respondents agree with (factor 2 status)

mean rating for the company is .786. This implies that as whole respondents are satisfied with

the company.


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CHAPTER 3:

Findings and Analysis

Future group is one of Indias leading business houses with multiple businesses spanning across

the consumption space. Pantaloon retail employs around 35,000 people and is listed on the

Indian stock exchanges. The company follows a multi-format retail strategy that captures almost

the entire consumption basket of Indian customers.

The groups specialty retail formats include books and music chain, depot, sportswear retailer,

planet sports , electronics retailer, ozone , home town and rural retail chain, adhere, among

others. It also operates popular shopping portal, futurebazaar.com.

Future group believes in developing strong insights on Indian consumers and building

businesses based on Indian ideas, as espoused in the groups core value of Indianans.

Big bazaar has democratized shopping in India and is so much more than a hypermarket. Here

you will find over 17000 products under one roof that cater to every need of a family, making

big bazaar Indias favorite shopping destination.

Big bazaar has clearly emerged as the favorite shopping destination for millions of its

customers, across the country, its success is a true testament to the emotional bonding it has

established with the Indian customer, on account of its value offerings, inspirational appeal and

service levels.


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CHAPTER 4:

CONCLUSION

As the report study was on the Study of Performance Appraisal of Employees of Big Bazaar

through Employee Motivation. Through the Summer Training the study was drawn on the

above topic and the primary data was collection from the employees. By the help of primary

data the conclusion was drawn on the Performance Appraisal of Employees of through

Employee Motivation.

The purpose of the report was to study the impact of the performance appraisal of the

employees considering it as a long term process and to understand the needs and the areas of

improvement in the employees working procedure.

Some statistical tools have also been applied on the primary data collected through the

questionnaire. SPSS tools were used to draw some analysis and interpretation on the data.

Factor analysis is used as a statistical tool to reduce the data and make them specific and

meaningful.


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LIMITATIONS OF THE STUDY

This study suffers from various limitations because of various problems I encountered during

the study.

First and foremost difficulty was that, the published was not available for which I wanted to

study.

Though I tried to collect some primary data but they were too inadequate for the purpose of

study.

One more limitation of this project was the ample size , which represents the population had the

sample size more than what has been taken, the findings would have been more authenticated.

Finally whatever limitations the published had, also creep into my studies.

Since the sample for the study consists of only the employees of big bazaar, generalization may

not be accurate enough for the student community in general. Further the validity and

generalization of the results may hold good only for big bazaar.

The chance of non sampling error may prove to be a limitation as respondents may not give

accurate information and even employees bias while collecting the data should be considered.

Questionnaire used as the only instrument of the primary data.


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CHAPTER 5:

Annexure

QUESTIONNAIRE ON PERFORMANCE APPRAISAL THROUGH EMPLOYEE

MOTIVATION

Section: A- Personal Details

Name: _________________

Gender: Male Female

Age Group: Below 18 Above 18

Date of joining the company: ____________

Department: ______________

Date of joining the department: ______________

Designation: _______________

Section: B- Professional Details

Rating scale answer choices as:

1) Strongly agree__


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2) Agree__3) Neither agree nor disagree__

4) Disagree__

5) Strongly disagree__

PSYCHOLOGICAL:

Questions Rating (1 to 5)

1. The quality of the relationships in the informal workgroup is quite

important to me.

1 2 3 4 5

2.I am satisfied with the support from the HR department.

1 2 3 4 5

3. In this organization there is fair amount of team spirit

1 2 3 4 5

4. I feel more motivated while participating in activities done here like dumb

sharads, NachBaliye, blind folded.

1 2 3 4 5


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SAFETY:


1. Good physical working conditions are provided in the organization.

1 2 3 4 5

2. The employees in the organization feel secured in their job.

1 2 3 4 5

3. The retirement benefits available are sufficient

1 2 3 4 5

4. The medical benefits provided in the organization are satisfactory.

1 2 3 4 5


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BASIC NEEDS:


1. The salary increments given to employees who do their jobs very well

motivates them.

1 2 3 4 5

2. Financial incentives motivates me more than non financial incentives.

1 2 3 4 5

3. I am satisfied with the salary I draw at present.

1 2 3 4 5

4. I am satisfied with the lunch break, rest breaks and leaves given in the

organization.

1 2 3 4 5


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ESTEEM:


1. Visibility with top management is important to me.

1 2 3 4 5

2. I feel that my superior always recognizes the work done by me.

1 2 3 4 5

3. I feel that the job I do gives me a good status.

1 2 3 4 5

4. I am satisfied with the responsibility and role that I have in my work.

1 2 3 4 5


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SELF ACTUALIZATION:


1. I want to be the best at my own job.

1 2 3 4 5

2. I generally like to schedule my own work and to make job-related

decisions with a minimum of supervision.

1 2 3 4 5

3. I find opportunities for advancement in this organization.

1 2 3 4 5

4. My aim is self-knowledge and enlightenment. The most important thing to

me is realizing my ultimate personal potential.

1 2 3 4 5


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Checklist: Grooming

To be used by Department Managers & Security at Staff room/Fun Zone to

ensure adherence to Grooming Standards:

Please tick Appropriately Yes\ No:

Appearance

1. Neat & Clean Appearance____

2. Uniform clean & ironed_____

3. Black Shoes clean & polished____

4. Nails clean & cut short_____

5. Hair combed____

6. No stains, broken buttons, loose threads on the uniform____

7. No sandals, slippers, sports shoes____


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Men

1. Hair to be short, clean & tidy

2 .If long hair, must be tied

3. Must be clean-shaven

4. In case of beards/moustaches : they must be trimmed, neat & tidy

5. Earrings & bracelets not to be worn on the floor

Women

1. Long hair must be tied

2. No flowers on the head

3. No bright nail polish colored

4. Only minimum, non-flashy jewellery to be worn


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5. No dangling earrings, noisy anklets & bangles

6. Only very light make-up to be applied

Personal Hygiene

1. Hands to be clean at all times

2. No body odor or bad breath

Presenting Self

1. Straight & upright posture to be maintained

2. No slouching on the floor

3. No hands in pockets or hips when on the floor

Dress Code

1.Prescribed uniform to be worn.


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2. All direct & indirect staff always to display ID card.

3. Staff handling edible foodstuff to wear clean gloves.

Audit Sheet

Store Manager and Area / Zonal Business Manager to ensure adherence to

grooming standards in respective stores

Audit Includes

Appearance

1.Neat& Clean Appearance Yes / No

2.Uniform clean & ironed Yes / No

3.Black Shoes clean & polished Yes / No

4.Nails clean & cut short Yes / No

5. Hair combed Yes / No


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6. No stains, broken buttons, loose threads on the uniform Yes / No

7. No sandals, slippers, sports shoes Yes / No

Men

8. Hair to be short, clean & tidy Yes / No

9. Must be clean-shaven Yes / No

10. In case of beards/moustaches : they must be trimmed, neat & tidy Yes / No

11. Earrings & bracelets not to be worn on the floorYes / No

12. Only black socks & black belts. Yes / No

Women

13. Long hair must be tied Yes / No

14. No flowers on the head Yes / No

15. No bright colored nail polish Yes / No


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16.Only minimum, non-flashy jewellery to be worn Yes / No

17.No dangling earrings, noisy anklets & bangles Yes / No

18.Only very light make-up to be applied Yes / No

19.Socks or Belts, if worn, must be black in colorYes / No

Personal Hygiene

20.Hands to be clean at all times Yes / No

21.No body odor or bad breath Yes / No

22.Staff not Eating / chewing Gum on Floor? Yes / No

Presenting Self

23.Straight& upright posture to be maintained Yes / No

24.No slouching on the floorYes / No


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25.No hands in pockets or hips when on the floorYes / No

26.Cell Phone being carried only by authorized personnel (only after written

permission by Area Manager) Yes / No

27.Cell Phone not being used during customer interaction on the shop floorYes / No

Dress Code

26.Prescribed uniform to be worn Yes / No

27.All direct & indirect staff always to display ID card Yes / No

28.Staff handling edible foodstuff to wear clean Gloves and Caps. Yes / No

29.Only black socks & black belts. Yes / No

30.Are Part Time and Flexi staff wearing Apron / Approved Uniform/Black

Shoes Yes / No

31.Are Promoters and SIS wearing Brand Uniform or Store Uniform with Brand

Logo or prescribed dress code? Yes / No

32.Housekeeping, Security & other contractual staff to wear the approveduniforms. Yes / No


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Documentation

33.Daily Grooming Audit done by every department's respective DM/ TL? Yes / No

34.Weekly Audit done by SM / ASM? Yes / No

35.Is Store HR maintaining data on Uniforms Issued? Yes / No

Remarks

Audited By Store Manager

Date:


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Bibliography

www.future group.co. in www.google.com http://en.wikipedia.org/wiki/performance appraisal http://en.wikipedia.org/wiki/performanceappraisalNewspaper
http://www.future/http://www.google.com/http://en.wikipedia.org/wiki/http://en.wikipedia.org/wiki/performancehttp://en.wikipedia.org/wiki/performancehttp://en.wikipedia.org/wiki/http://www.google.com/http://www.future/

Documents

The Deep Study of Performance Appraisal of Employees at Big Bazaar (Autosaved)