Download pdf - Employee Retention BB

8/3/2019 Employee Retention BB

1/103

A STUDY ON EMPLOYER EMPLOYEE RETENTION IN

BIG BAZAATR, CHENNAI.

Submitted in partial fulfillment of the requirement for the award

Of the degree of Master of Business Administration

by

R.ABINAYA

(Reg No: 2K10MBA02)

Under the guidance of

Ms.S.PadmaPraba MBA. M.PHIL

1


2/103

DEPARTMENT OF MANAGEMENT STUDIES

FATIMA COLLEGE (AUTONOMOUS)

(COLLEGE WITH POTENTIAL FOR EXCELLENCE)

RE-ACCREDITTED WITH A GRADE BY NAAC

MARY LAND

MADURAI-625018

BONAFIDE CERTIFICATE

This is to certify that the project work entitled A Study on employee retention in

BIG BAZAAR, Chennai, is a bonafide record of work done by R.ABINAYA (Reg. No.

2K10MBA02) submitted in partial fulfillment of the requirement for the Degree of

Master of Business Administration, 2010-2012.

Signature of the Faculty Guide Signature of the Head

(Ms.S.PadmaPraba, B.com,MBA., ) (Dr. Mrs. P. Uma, B.E., MBA,)

2


3/103

FATIMA COLLEGE (AUTONOMOUS)

DEPARTMENT OF MANAGEMENT STUDIES

MARY LAND

MADURAI-625018.

R.ABINAYA

(Reg No: 2K10MBA02)

DECLARATION

I hereby declare that the project done under the title A Study on employees

retention in Big Bazaar, vadapalani, chennai submitted for the award of the degree of

Master of Business Administration is my original work and that no part of this report has

been submitted fully or partly for any other recognition earlier.

Signature of Candidate

3


4/103

ACKNOWLEDGEMENT

First and foremost, I thank and praise almighty for his guidance and protection

throughout the course of our study.

It is a great pleasure to acknowledge my sincere thanks to Dr. Sr. Jospin Nirmala

Mary, Principal, Fatima College, and Madurai for her motivation to carry out the course

of study.

It is a great pleasure to acknowledge my sincere thanks to Sr. Celine Sahaya

Mary, Vice Principal, Fatima College, Madurai for her valuable support and guidance.

I convey my heartfelt thanks to beloved head of the department Dr. P. Uma for

her constant support, co-operation and timely direction.

I wish to express my gratitude to the faculty guide Ms. S.Padmapraba, Dept of

Management Studies for her encouragement and assistance for completing this project..

I am greatly indebted to my guide Mr.N.Somu, - People officer of Big Bazaar

vadapalani, Chennai for his patient approach and for providing all the necessary

assistance needed for the project.

I wish to express my gratitude to all the staff members in the Department of

Management Studies for their encouragement for completing this project.

Finally I thank my teachers, respondents, friends and parents who helped us in

completing the project successfully

4


5/103

CONTENT

S.NO PARTICULARS

PAGE NO

1.

Introduction

2. Company profile

3. Industry profile

4. Objective of the study

5. Scope of the study

6. Limitation of the study

7. Review of Literature

8. Research Methodology

9. Data Analysis and Interpretation

10. Findings

11. . Suggestions

12. Conclusion

13. Bibliography

14. Annexure

LIST OF TABLES

5


6/103

S.No TABLES PAGE NO1 The number of respondents based on the gender

2 Based on the age of the respondents

3 The number of respondents based on the experience

4The number of respondents depending on the income

5 salary and compensation

6 Table showing Leave benefits

7 Table shows about the health related benefits

8 Table showing the Long term care insurance

9 Table showing data about the tuition reimbursement

10 Table showing the respondents of Deferred compensation

11 Table to represent data about the Employee Assistant Program

12 Table shows about the alternative work schedule

13Table showing the respondents of the mentoring

14 Table showing the help with career planning

15 Table showing the respondents rewards and recognition

16 Table showing the respondents job rotation and newassignments

17 Table shows about the employee suggestion program

18 Table shows about the training opportunities

19 Table showing the respondents about the performance appraisal

20 Table showing about the Employees in my organization are

treated with fairness and respect.

21 Table shows about the Supervisors spend a good deal of timelistening to employees ideas

22 Table showing the respondents job is secured

23 Table shows about the Employees doing their job independently

24 Table showing about the Satisfaction about the fringe benefits

25 Table showing the respondents Employees satisfied with theirrelationship with colleagues

26 Table showing the respondents The superior is helpful togetting their job done

27 Table showing about the opportunity for promotion is good28 Table showing the respondents the opportunity for promotion is

good

6


7/103

LIST OF CHARTS

S.No CHARTS PAGE NO1 Chart showing the number of respondents based on the gender.

2 Chart showing the respondents age group of respondents

3 Chart showing the years experience of the respondents.

4 Chart showing the income level of the employees

5 Chart showing the salary and compensation6 Chart showing Leave benefits

7 Chart shows about the health related benefits

8 Chart showing the Long term care insurance

9 Chart showing data about the tuition reimbursement

10 Chart showing the respondents of Deferred compensation

7


8/103

11 Chart to represent data about the Employee Assistant Program

12 Chart shows about the alternative work schedule

13 Chart showing the respondents of the mentoring

14 Chart showing the help with career planning

15Chart showing the respondents rewards and recognition

16 Chart showing the respondents job rotation and newassignments

17 Chart shows about the employee suggestion program

18 Chart shows about the training opportunities

19 Chart showing the respondents about the performance appraisal

20 Chart showing about the Employees in my organization are

treated with fairness and respect.

21 Chart shows about the Supervisors spend a good deal of timelistening to employees ideas

22 Chart showing the respondents job is secured23 Chart shows about the Employees doing their job independently

24 Chart showing about the Satisfaction about the fringe benefits

25 Chart showing the respondents Employees satisfied with theirrelationship with colleagues

26 Chart showing the respondents The superior is helpful togetting their job done

27 Chart showing about the opportunity for promotion is good

28 Chart showing the respondents the opportunity for promotion is

good

8


9/103

1.1 INTRODUCTION TO THE STUDY

Retail consists of the sale of physical goods or merchandise from a fixed

location, such as a department store,boutique orkiosk, or by mall, in small or

individual lots for direct consumption by the purchaser.[1] Retailing may include

subordinated services, such as delivery. Purchasers may be individuals or

businesses. In commerce, a "retailer" buys goods orproducts in large quantities

from manufacturers orimporters, 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 apublic

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 forpedestrians only. Sometimes a

shopping street has a partial or full roofto protect customers fromprecipitation.

9
http://en.wikipedia.org/wiki/Saleshttp://en.wikipedia.org/wiki/Department_storehttp://en.wikipedia.org/wiki/Boutiquehttp://en.wikipedia.org/wiki/Kioskhttp://en.wikipedia.org/wiki/Consumption_(economics)http://en.wikipedia.org/wiki/Retail#cite_note-fas-0http://en.wikipedia.org/wiki/Commercehttp://en.wikipedia.org/wiki/Product_(business)http://en.wikipedia.org/wiki/Manufacturinghttp://en.wikipedia.org/wiki/Importhttp://en.wikipedia.org/wiki/Wholesalehttp://en.wikipedia.org/wiki/End-userhttp://en.wikipedia.org/wiki/Supply_chainhttp://en.wikipedia.org/wiki/Marketinghttp://en.wikipedia.org/wiki/Distribution_(business)http://en.wikipedia.org/wiki/Public_utilityhttp://en.wikipedia.org/wiki/Public_utilityhttp://en.wikipedia.org/wiki/Electric_powerhttp://en.wikipedia.org/wiki/Shopping_mallhttp://en.wikipedia.org/wiki/Pedestrianhttp://en.wikipedia.org/wiki/Roofhttp://en.wikipedia.org/wiki/Precipitation_(meteorology)http://en.wikipedia.org/wiki/Saleshttp://en.wikipedia.org/wiki/Department_storehttp://en.wikipedia.org/wiki/Boutiquehttp://en.wikipedia.org/wiki/Kioskhttp://en.wikipedia.org/wiki/Consumption_(economics)http://en.wikipedia.org/wiki/Retail#cite_note-fas-0http://en.wikipedia.org/wiki/Commercehttp://en.wikipedia.org/wiki/Product_(business)http://en.wikipedia.org/wiki/Manufacturinghttp://en.wikipedia.org/wiki/Importhttp://en.wikipedia.org/wiki/Wholesalehttp://en.wikipedia.org/wiki/End-userhttp://en.wikipedia.org/wiki/Supply_chainhttp://en.wikipedia.org/wiki/Marketinghttp://en.wikipedia.org/wiki/Distribution_(business)http://en.wikipedia.org/wiki/Public_utilityhttp://en.wikipedia.org/wiki/Public_utilityhttp://en.wikipedia.org/wiki/Electric_powerhttp://en.wikipedia.org/wiki/Shopping_mallhttp://en.wikipedia.org/wiki/Pedestrianhttp://en.wikipedia.org/wiki/Roofhttp://en.wikipedia.org/wiki/Precipitation_(meteorology)


10/103

Online retailing, a type ofelectronic commerce used for business (B2C)

transactions and mail order, are forms of non-shop retailing.

Shopping generally refers to the act ofbuying 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.

ETYMOLOGY

Retail comes from the Old French word tailer (compare modern

French retailler), which means "to cut off, clip, pare, divide" in terms of tailoring

(1365). It was first recorded as a noun with the meaning of a "sale in small

quantities" in 1433 (from the Middle French retail, "piece cut off, shred, scrap,

paring").[2] 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 ("hard-line retailers") - appliances, electronics, furniture,

sporting goods, etc.

10
http://en.wikipedia.org/wiki/Electronic_commercehttp://en.wikipedia.org/wiki/Mail_orderhttp://en.wikipedia.org/wiki/Shoppinghttp://en.wikipedia.org/wiki/Tradehttp://en.wikipedia.org/wiki/Recreationhttp://en.wiktionary.org/wiki/fr:retailerhttp://en.wikipedia.org/wiki/Retail#cite_note-1http://en.wikipedia.org/wiki/Marketplacehttp://en.wikipedia.org/wiki/Market_squarehttp://en.wikipedia.org/wiki/City_squarehttp://en.wikipedia.org/wiki/Retail_chainshttp://en.wikipedia.org/wiki/Electronic_commercehttp://en.wikipedia.org/wiki/Mail_orderhttp://en.wikipedia.org/wiki/Shoppinghttp://en.wikipedia.org/wiki/Tradehttp://en.wikipedia.org/wiki/Recreationhttp://en.wiktionary.org/wiki/fr:retailerhttp://en.wikipedia.org/wiki/Retail#cite_note-1http://en.wikipedia.org/wiki/Marketplacehttp://en.wikipedia.org/wiki/Market_squarehttp://en.wikipedia.org/wiki/City_squarehttp://en.wikipedia.org/wiki/Retail_chains


11/103

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.

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 - these offer extremely low-cost goods, with limited

selection;

Demographic - retailers that aim at one particular segment (e.g., high-end

retailers focusing on wealthy individuals).

Mom-And-Pop: 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 thatspecializes 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.

11
http://en.wikipedia.org/wiki/Department_storehttp://en.wikipedia.org/wiki/Discount_storehttp://en.wikipedia.org/wiki/Warehouse_storehttp://en.wikipedia.org/wiki/Warehouse_clubshttp://en.wikipedia.org/wiki/Variety_storehttp://en.wikipedia.org/wiki/Specialty_storehttp://en.wikipedia.org/wiki/Department_storehttp://en.wikipedia.org/wiki/Discount_storehttp://en.wikipedia.org/wiki/Warehouse_storehttp://en.wikipedia.org/wiki/Warehouse_clubshttp://en.wikipedia.org/wiki/Variety_storehttp://en.wikipedia.org/wiki/Specialty_store


12/103

General store - a rural store that supplies the main needs for the local

community;

Convenience stores: is essentially found in residential areas. They provide

limited amount of merchandise at more than average prices with a speedycheckout. 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.

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 and

40,000 square feet (3,700 m2). Example: SPAR supermarket.

Malls: has a range of retail shops at a single outlet. They endow with

products, food and entertainment under a roof.

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.

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

12
http://en.wikipedia.org/wiki/General_storehttp://en.wikipedia.org/wiki/Convenience_storehttp://en.wikipedia.org/wiki/Hypermarkethttp://en.wikipedia.org/wiki/Supermarkethttp://en.wikipedia.org/wiki/Shopping_Mallhttp://en.wikipedia.org/wiki/Category_killerhttp://en.wikipedia.org/wiki/E-tailerhttp://en.wikipedia.org/wiki/General_storehttp://en.wikipedia.org/wiki/Convenience_storehttp://en.wikipedia.org/wiki/Hypermarkethttp://en.wikipedia.org/wiki/Supermarkethttp://en.wikipedia.org/wiki/Shopping_Mallhttp://en.wikipedia.org/wiki/Category_killerhttp://en.wikipedia.org/wiki/E-tailer


13/103

wary about defective products and non secure credit card transaction.

Example: Amazon, Pennyful and Ebay.

Vending Machines: This is an automated piece of equipment wherein

customers can drop in the money in machine and acquire the products.

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 andRedbox.

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

Thepricing technique used by most retailers is cost-plus pricing. This involves

adding a mark-up amount (or percentage) to the retailer's cost. Another common

technique is suggested retail pricing. This simply involves charging the amount

13
http://en.wikipedia.org/wiki/Vending_Machinehttp://en.wikipedia.org/wiki/No_frillshttp://en.wikipedia.org/wiki/Automated_Retailhttp://en.wikipedia.org/wiki/ZoomShopshttp://en.wikipedia.org/wiki/Redboxhttp://en.wikipedia.org/wiki/Big-box_storehttp://en.wikipedia.org/wiki/Convenience_storehttp://en.wikipedia.org/wiki/General_storehttp://en.wikipedia.org/wiki/Pricinghttp://en.wikipedia.org/wiki/Cost-plus_pricinghttp://en.wikipedia.org/wiki/Markup_(business)http://en.wikipedia.org/wiki/Suggested_retail_pricehttp://en.wikipedia.org/wiki/Vending_Machinehttp://en.wikipedia.org/wiki/No_frillshttp://en.wikipedia.org/wiki/Automated_Retailhttp://en.wikipedia.org/wiki/ZoomShopshttp://en.wikipedia.org/wiki/Redboxhttp://en.wikipedia.org/wiki/Big-box_storehttp://en.wikipedia.org/wiki/Convenience_storehttp://en.wikipedia.org/wiki/General_storehttp://en.wikipedia.org/wiki/Pricinghttp://en.wikipedia.org/wiki/Cost-plus_pricinghttp://en.wikipedia.org/wiki/Markup_(business)http://en.wikipedia.org/wiki/Suggested_retail_price


14/103

suggested by the manufacturer and usually printed on theproduct by the

manufacturer.

In Western countries, retailprices are often calledpsychological prices or odd

prices. Often prices are fixed and displayed on signs or labels. Alternatively, when

prices are not clearly displayed, there can beprice 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..

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 like India.[which?]

Delivery, where goods are shipped directly to consumer's homes or

workplaces. Mail orderfrom 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 forpizza

delivery). Direct marketing, including telemarketing and television shopping

channels, are also used to generate telephone orders. Started gaining

significant market share in developed countries in the 2000s.

Door-to-doorsales, where the salesperson sometimes travels with the goods

for sale.

14
http://en.wikipedia.org/wiki/Product_(business)http://en.wikipedia.org/wiki/Pricehttp://en.wikipedia.org/wiki/Psychological_pricinghttp://en.wikipedia.org/wiki/Price_discriminationhttp://en.wikipedia.org/wiki/Counter_servicehttp://en.wikipedia.org/wiki/Wikipedia:Avoid_weasel_wordshttp://en.wikipedia.org/wiki/Delivery_(commerce)http://en.wikipedia.org/wiki/Mail_orderhttp://en.wikipedia.org/wiki/Telephonehttp://en.wikipedia.org/wiki/Television_advertisementhttp://en.wikipedia.org/wiki/Menuhttp://en.wikipedia.org/wiki/Pizza_deliveryhttp://en.wikipedia.org/wiki/Pizza_deliveryhttp://en.wikipedia.org/wiki/Direct_marketinghttp://en.wikipedia.org/wiki/Telemarketinghttp://en.wikipedia.org/wiki/Shopping_channelhttp://en.wikipedia.org/wiki/Shopping_channelhttp://en.wikipedia.org/wiki/Door-to-doorhttp://en.wikipedia.org/wiki/Product_(business)http://en.wikipedia.org/wiki/Pricehttp://en.wikipedia.org/wiki/Psychological_pricinghttp://en.wikipedia.org/wiki/Price_discriminationhttp://en.wikipedia.org/wiki/Counter_servicehttp://en.wikipedia.org/wiki/Wikipedia:Avoid_weasel_wordshttp://en.wikipedia.org/wiki/Delivery_(commerce)http://en.wikipedia.org/wiki/Mail_orderhttp://en.wikipedia.org/wiki/Telephonehttp://en.wikipedia.org/wiki/Television_advertisementhttp://en.wikipedia.org/wiki/Menuhttp://en.wikipedia.org/wiki/Pizza_deliveryhttp://en.wikipedia.org/wiki/Pizza_deliveryhttp://en.wikipedia.org/wiki/Direct_marketinghttp://en.wikipedia.org/wiki/Telemarketinghttp://en.wikipedia.org/wiki/Shopping_channelhttp://en.wikipedia.org/wiki/Shopping_channelhttp://en.wikipedia.org/wiki/Door-to-door


15/103

Self-service, where goods may be handled and examined prior to purchase

SECOND HAND RETAIL

Some shops sell second-hand goods. In the case of a non-profit shop, the public

donates goods to the shop to be sold. In give-away shops goods can be taken for

free.

Another form is thepawnshop, in which goods are sold that was 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.

CHALLENGES

To achieve and maintain a foothold in an existing market, a prospective retail

establishment must overcome the following hurdles:

Regulatory barriers including

Restrictions on real estate purchases, especially as imposed by local

governments and against "big-box" chain retailers;

Restrictions on foreign investment in retailers, in terms of both absolute

amount of financing provided and percentage share of voting stock

(e.g., common stock) purchased;

Unfavorable taxation structures, especially those designed to penalize or

keep out "big box" retailers (see "Regulatory" above);

Absence of developed supply chain and integrated IT management;

High competitiveness among existing market participants and resulting

lowprofit margins, caused in part by

15
http://en.wikipedia.org/wiki/Self_servicehttp://en.wikipedia.org/wiki/Non-profit_organizationhttp://en.wikipedia.org/wiki/Give-away_shophttp://en.wikipedia.org/wiki/Pawnbrokerhttp://en.wikipedia.org/wiki/Consignmenthttp://en.wikipedia.org/wiki/Barriers_to_entryhttp://en.wikipedia.org/wiki/Regulationshttp://en.wikipedia.org/wiki/Municipalityhttp://en.wikipedia.org/wiki/Municipalityhttp://en.wikipedia.org/wiki/Big_boxhttp://en.wikipedia.org/wiki/Common_stockhttp://en.wikipedia.org/wiki/Tax_codehttp://en.wikipedia.org/wiki/Competition_(economics)http://en.wikipedia.org/wiki/Profit_marginhttp://en.wikipedia.org/wiki/Self_servicehttp://en.wikipedia.org/wiki/Non-profit_organizationhttp://en.wikipedia.org/wiki/Give-away_shophttp://en.wikipedia.org/wiki/Pawnbrokerhttp://en.wikipedia.org/wiki/Consignmenthttp://en.wikipedia.org/wiki/Barriers_to_entryhttp://en.wikipedia.org/wiki/Regulationshttp://en.wikipedia.org/wiki/Municipalityhttp://en.wikipedia.org/wiki/Municipalityhttp://en.wikipedia.org/wiki/Big_boxhttp://en.wikipedia.org/wiki/Common_stockhttp://en.wikipedia.org/wiki/Tax_codehttp://en.wikipedia.org/wiki/Competition_(economics)http://en.wikipedia.org/wiki/Profit_margin


16/103

Constant advances in product design resulting in constant threat of product

obsolescence and price declines for existing inventory; and

Lack of properly educated and/or trained work force, often including

management, caused in part by

Lack ofeducational infrastructure enabling prospective market entrants to

respond to the above challenges.

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 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

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

16
http://en.wikipedia.org/wiki/Inventoryhttp://en.wikipedia.org/wiki/Education_in_the_United_Stateshttp://en.wikipedia.org/wiki/Marketinghttp://en.wikipedia.org/wiki/Facing_(retail)http://en.wikipedia.org/wiki/Anchor_storehttp://en.wikipedia.org/wiki/Customer_servicehttp://en.wikipedia.org/wiki/Inventoryhttp://en.wikipedia.org/wiki/Education_in_the_United_Stateshttp://en.wikipedia.org/wiki/Marketinghttp://en.wikipedia.org/wiki/Facing_(retail)http://en.wikipedia.org/wiki/Anchor_storehttp://en.wikipedia.org/wiki/Customer_service


17/103

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 willcontribute to the customer's satisfaction.

STATISTICS FOR NATIONAL RETAIL SALES

United States

The Retail Sales report is published every month. It is a measure ofconsumer

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. It has been published by the US Census Bureau since 1951.

CONSOLIDATION

Among retailers and retails chains a lot of consolidation has appeared over the last

couple of decades. Between 1988 and 2010, worldwide 40'788 mergers &

acquisitions with a total known value of 2'255 bil. USD have been announced.

[5] The largest transactions with involvement of retailers in/from the United States

have been: the acquisition ofAlbertson's Inc. for 17 bil. USD in 2006,[6] the

merger between Federated Department Stores Inc with May Department

Stores valued at 16.5 bil. USD in 2005[7] - now Macy's, and the merger

between Kmart Holding Corp and Sears Roebuck & Co with a value of 10.9 bil.

USD in 2004.

17
http://en.wikipedia.org/wiki/Consumer_spendinghttp://en.wikipedia.org/wiki/Consumer_spendinghttp://en.wikipedia.org/wiki/Gross_domestic_producthttp://en.wikipedia.org/wiki/Sampling_(statistics)http://en.wikipedia.org/wiki/Statistical_surveyhttp://en.wikipedia.org/wiki/Food_servicehttp://en.wikipedia.org/wiki/Food_servicehttp://en.wikipedia.org/wiki/US_Census_Bureauhttp://en.wikipedia.org/wiki/Mergers_and_acquisitionshttp://en.wikipedia.org/wiki/Mergers_and_acquisitionshttp://en.wikipedia.org/wiki/Retail#cite_note-4http://en.wikipedia.org/wiki/Albertsons_(SuperValu)http://en.wikipedia.org/wiki/Retail#cite_note-5http://en.wikipedia.org/wiki/The_May_Department_Stores_Companyhttp://en.wikipedia.org/wiki/The_May_Department_Stores_Companyhttp://en.wikipedia.org/wiki/Retail#cite_note-6http://en.wikipedia.org/wiki/Macy's,_Inc.http://en.wikipedia.org/wiki/Kmarthttp://en.wikipedia.org/wiki/Searshttp://en.wikipedia.org/wiki/Consumer_spendinghttp://en.wikipedia.org/wiki/Consumer_spendinghttp://en.wikipedia.org/wiki/Gross_domestic_producthttp://en.wikipedia.org/wiki/Sampling_(statistics)http://en.wikipedia.org/wiki/Statistical_surveyhttp://en.wikipedia.org/wiki/Food_servicehttp://en.wikipedia.org/wiki/Food_servicehttp://en.wikipedia.org/wiki/US_Census_Bureauhttp://en.wikipedia.org/wiki/Mergers_and_acquisitionshttp://en.wikipedia.org/wiki/Mergers_and_acquisitionshttp://en.wikipedia.org/wiki/Retail#cite_note-4http://en.wikipedia.org/wiki/Albertsons_(SuperValu)http://en.wikipedia.org/wiki/Retail#cite_note-5http://en.wikipedia.org/wiki/The_May_Department_Stores_Companyhttp://en.wikipedia.org/wiki/The_May_Department_Stores_Companyhttp://en.wikipedia.org/wiki/Retail#cite_note-6http://en.wikipedia.org/wiki/Macy's,_Inc.http://en.wikipedia.org/wiki/Kmarthttp://en.wikipedia.org/wiki/Sears


18/103

COMPANY PROFILE

C

Big Bazaar is a chain ofhypermarket in India. Currently,[when?] there are

210 stores across 80 cities and towns in India. Big Bazaar is designed as an

agglomeration of bazaars or Indian markets with clusters offering a wide range of

18
http://en.wikipedia.org/wiki/Hypermarkethttp://en.wikipedia.org/wiki/Wikipedia:Manual_of_Style_(dates_and_numbers)#Chronological_itemshttp://en.wikipedia.org/wiki/Wikipedia:Manual_of_Style_(dates_and_numbers)#Chronological_itemshttp://en.wikipedia.org/wiki/Hypermarkethttp://en.wikipedia.org/wiki/Wikipedia:Manual_of_Style_(dates_and_numbers)#Chronological_items


19/103

merchandise including fashion and apparels, food products, general merchandise,

furniture, electronics, books, fast food and leisure and entertainment sections.

Big Bazaar is part ofFuture Group, which also owns the Central

Hypermarket, and is owned through a wholly owned subsidiary ofPantaloon

Retail IndiaLimited(BSE: 523574 523574), that is listed on Indian stock

exchanges.

HISTORY

Big Bazaar was launched in September, 2001 with the opening of its first

four stores in Calcutta,Indore, Bangalore and Hyderabad in 22 days. Within a

span of ten years, there are now 150 Big Bazaar stores in 80 cities and towns

across India.

Big Bazaar was started by Kishore Biyani, the Group CEO and Managing

Director of Pantaloon Retail. Though Big Bazaar was launched purely as a fashion

format including apparel, cosmetics, accessory and general merchandise, over the

years Big Bazaar has included a wide range of products and service offerings

under their retail chain. The current format includes Big Bazaar, Food Bazaar,

Electronic Bazaar and Furniture Bazaar.

OPERATIONS

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.

19
http://en.wikipedia.org/wiki/Future_Grouphttp://en.wikipedia.org/wiki/Central_(Hypermarket)http://en.wikipedia.org/wiki/Central_(Hypermarket)http://en.wikipedia.org/wiki/Pantaloon_Retail_Indiahttp://en.wikipedia.org/wiki/Pantaloon_Retail_Indiahttp://en.wikipedia.org/wiki/Bombay_Stock_Exchangehttp://www.bseindia.com/bseplus/StockReach/AdvanceStockReach.aspx?scripcode=http://en.wikipedia.org/wiki/Calcuttahttp://en.wikipedia.org/wiki/Indorehttp://en.wikipedia.org/wiki/Bangalorehttp://en.wikipedia.org/wiki/Hyderabad,_Indiahttp://en.wikipedia.org/wiki/Kishore_Biyanihttp://en.wikipedia.org/wiki/Future_Grouphttp://en.wikipedia.org/wiki/Central_(Hypermarket)http://en.wikipedia.org/wiki/Central_(Hypermarket)http://en.wikipedia.org/wiki/Pantaloon_Retail_Indiahttp://en.wikipedia.org/wiki/Pantaloon_Retail_Indiahttp://en.wikipedia.org/wiki/Bombay_Stock_Exchangehttp://www.bseindia.com/bseplus/StockReach/AdvanceStockReach.aspx?scripcode=http://en.wikipedia.org/wiki/Calcuttahttp://en.wikipedia.org/wiki/Indorehttp://en.wikipedia.org/wiki/Bangalorehttp://en.wikipedia.org/wiki/Hyderabad,_Indiahttp://en.wikipedia.org/wiki/Kishore_Biyani


20/103

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 m

2

) of retail space. While the larger metropolises have Big Bazaar Familycentres 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.

INNOVATION

WEDNESDAY BAZAAR

Big Bazaar introduced the Wednesday Bazaar concept and promoted it as

Hafte Ka Sabse Sasta 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".

MAHA BACHAT

Maha Bachat was started off in 2006 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.

TIME LINE

20


21/103

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 Phoenix2003 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 countrys 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

2006 Mohan Jadhav sets a national record at Big Bazaar Sangli with a Rs

1,37,367 shopping bill. The Sangli farmer becomes Big Bazaars largest ever

customer. Big Bazaar launches Shakti, Indias 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.

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

21


22/103

of Indias Business Superbrands. It is voted among the top ten service brands in

the country in the latest Pitch-IMRB international survey.

2009 Big Bazaar opens its second store in Assam at Tinsukia. Big Bazaar

initiates Maha Annasantarpane program at its stores in South India a uniqueinitiative 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.

2010 Future Value Retail Limited is formed as a specialized subsidiary to

spearhead the groups 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 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 Kanpurat Z Square Mall. Big

Bazaar should opens its fourth store in Kanpurat Jajmau which is the largest

leather tannery garrison of Asia.

OUR VISION

Future Group shall deliver Everything, Everywhere, Every time for Every

Indian Consumer in the most profitable manner.

OUR MISSION

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

served only by creating and executing future scenarios in the consumptionspace 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 for masses.

22
http://en.wikipedia.org/wiki/Assamhttp://en.wikipedia.org/wiki/Tinsukiahttp://en.wikipedia.org/wiki/Kanpurhttp://en.wikipedia.org/wiki/Kanpurhttp://en.wikipedia.org/wiki/Z_Square_Mallhttp://en.wikipedia.org/wiki/Kanpurhttp://en.wikipedia.org/wiki/Jajmauhttp://en.wikipedia.org/wiki/Assamhttp://en.wikipedia.org/wiki/Tinsukiahttp://en.wikipedia.org/wiki/Kanpurhttp://en.wikipedia.org/wiki/Z_Square_Mallhttp://en.wikipedia.org/wiki/Kanpurhttp://en.wikipedia.org/wiki/Jajmau


23/103

We shall infuse Indian brands with confidence and renewed ambition.

We shall be efficient, 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.

CORE VALUES

Indian ness: confidence in ourselves.

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

Respect & 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 & Positivity: Simplicity and positivism in our thought,

business and action.

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

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

SWOT Analysis

Strengths:

23


24/103

Highbrand equity enjoyed by Big Bazaar

State of the art infrastructure

A vast variety of stuff available under one roof

Everyday low prices, which attract customers

Maximum percent of footfalls converted in sales

Huge investment capacity

Biggest value retail chain in India

It offers a family shopping experience, where entire family can visit

together.

Available facilities such as online booking and delivery of goods

Weakness:

Unable to meet store opening targets on time

Falling revenue per sq ft

General perception: Low price = Low quality

Overcrowded during offers

Long lines at billing counters which are time consuming

Limited only to value offering low price products.

A no of branded products are still missing from Big Bazaars line of

products. E.g. Jockey, Van heusen,

Opportunity:

A lot of scope in Indian organized retail as it stands at approximately 4%.

Increasing mall culture in India.

More people these days prefer to visit big stores where they can find large

variety under one roof

Threats:

24
http://www.marketing91.com/brand-equity/http://www.marketing91.com/brand-equity/


25/103

Competition from other value retail chains such as Shoprite, Reliance

(Fresh and trends), Hyper city and D mart.

Unorganized retail also appears to be a threat to Big Bazaars business. A

large population still prefers to visit local convenient stores for dailypurchases

Changing Government policies

International players looking to foray India

OBJECTIVES OF THE STUDY

To find the factors that influence employee retention

To find the factors which motivates the employee to retain in

organization

To make recommendation for future research.

PRIMARY OBJECTIVE:

To identify the factors influencing participation in employee retention

activities.

SECONDARY OBJECTIVE:

To identify the employees expectation from the rewards andrecognition system.

To ascertain the motivational drivers that help to create a retain

workplace.

25


26/103

SCOPE OF THE STUDY

The scope of the study includes:

1. To understand the relationship between the employer and employees.

2. This study is helpful to the organization for conducting further research.

3. It is helpful for the organization to understand the employee relationship regarding

human resource practices in the organization.

26


27/103

1.6 LIMITATIONS OF THE STUDY:

1. The findings of the study are subjected to bias and prejudice of the respondents.

2. Area of the study is confined to the employees in Big Bazaar vadapalani only.

3. Time factor can be considered as a main limitation.

4. The findings of the study are solely based on the information provided by the

respondents.

5. The accuracy of findings is limited by the accuracy of statistical tools used for

analysis.

6. Findings of the research may change due to area, age condition of economy etc.

27


28/103

REVIEW OF LITERATURE

A literature review is a body of text that aims to review the critical points of

current knowledge including substantive findings as well as theoretical and

methodological contributions to a particular topic.

EMPLOYEE RETENTION:

1) Employers have a need to keep employees from leaving and going to work for

other companies. This is true because of the great costs associated with hiring and

retraining new employees. The best way to retain employees is by providing them

with job satisfaction and opportunities for advancement in their careers

(Eskildesen 2000, Hammer 2000).

2) Employees that are satisfied and happy in with their jobs are more dedicated in

doing a good job and taking care of customers that sustain the operation. Job

28


29/103

satisfaction is something that working people seek and a key element of employee

retention (Marini 2000; Denton 2000).

3) Research has shown that there may be many environmental features that canbe created and maintained to give employees job satisfaction. Pay and benefits,

communication, motivation ,justice and leisure time all seem to play a part as to

whether employees are satisfied with their jobs, according to studies which helps

to retain employees. (Brewer 2000; Employee 2000; Money 2000; Wagner 2000).

4) The employees are extremely crucial to the organisation since their value to the

organization is essentially intangible and not easily replicated Meaghan et al.

(2002). Therefore, managers must recognize that employees as major contributors

to the efficient achievement of the organizations success (Abbasi et al. (2000)).

5) Employee engagement, the organizations capacity to engage, retain, and

optimize the value of its employees hinges on how well jobs are designed, how

employees' time is used, and the commitment and support that is

shown to employees by the management would motivate employees to stay in

organizations (Johnson et al (2000)).

6) Knowledge accessibility, the extent of the organisations collaborativeness and

its capacity for making knowledge and ideas widely available to employees,would

make employees to stay in the organisation. Sharing of information should be

made at all levels of management.This accessibility of information would lead to

strong performance from the employees and creating strong corporate culture

Meaghan et al. (2002).

29


30/103

7) Workforce optimization, the organisations success in optimizing the

performance of the employees by establishing essential processes for getting work

done, providing good working conditions, establishing accountability and making

good hiring choices would retain employees in their organisation. (Badawy, 1988;Basta and Johnson, 1989; Garden, 1989; Parden, 1981; Sherman, 1986).

3.1 RESEARCH METHODOLOGY

Research methodology is the systematic way to solve the research problem. It

gives an idea about various steps adopted by the researcher in a systematic manner with

an objective to determine various manners.

RESEARCH DESIGN:

The Research design is purely and simply the framework of plan for a study that

guides the collection and analysis of data. Descriptive Research design was used for this

research

DATAUSED:

The type of data collected comprises of Primary data and Secondary data.

Primary data is the first hand data collected from the employer and employee. It was

collected through questionnaire.

30


31/103

Secondary data for the study has been compiled from the reports and official

publication of the organization, which have been helped in getting an insight of the

present scenario existing in the operation of the company.

RESEARCH INSTRUMENT:

The method used for data collection was questionnaire method. The

questionnaire is a structured one. It was a mixture of close ended and multiple choices.

POPULATION SIZE:

The population size is 100

SAMPLE SIZE:

The size of the sample is 25

SAMPLING TECHNIQUE:

The technique adopted here is the probability sampling, simple random sampling

was adopted.

The Statistical tools applied

1. Chi-Square Test

2. ANOVA

3. Weighted Average

4. Percentage analysis

SCALING TECHNIQUE:

Likert - type scaling is adopted for this study. Likert type scale

consists of a number of statements which express either a favorable or unfavorable

attitude towards the given object to which the respondents is asked to react.

DIAGRAMMATIC REPRESENTATION

31


32/103

Bar diagram:

A bar diagram can be drawn either on a horizontal or vertical base.

Bars on horizontal base are more common. A bar diagram is simple to draw and

more common to understand.

Pie diagram:

Pie diagram is an important and a popular means of

representation. Pie diagram should be used on a percentage basis and not on an

absolute basis, Pie diagram showing absolute figures would require the larger totals

represented by larger circles. When pie diagram are constructed on a percentage

basis, percentage can be presented by circles equal in size.

DATA ANALYSIS AND INTERPRETATION

It is an astonishing skill to discover the new things for a researcher in his

study. It calls for the researchers own judgment and skill. Analysis means a critical

examination of the assembled and grouped data for studying the characteristics of the

object studying and for determining the patterns of relationship among the variables

relating to it.

32


33/103

PERCENTAGE ANALYSIS METHOD

It is a special kind of ration. It is used in making comparison between two

or more series of data that are used to describe relationship. Moreover % can also be used

to compare the relative terms of the distribution of two or more series of data.

Percentage analysis

Actual populationSimple Percentage = ------------------------ x 100

Sample size

33


34/103

PERCENTAGE ANALYSIS

TABLE 1

Table No.1 shows the employees category distribution on the basis of gender

S.No Gender No. of employees Simple percentage

1. Male 58 58

2. Female 42 42

Total 100 100

INFERENCE

The above table shows that 58% of the employees are belong to male categoryand the rest 42% are belongs to female category.

34


35/103

CHART 1

Chart showing the number of respondents based on gender

male

Femal

Slice 3

Slice 4

35


36/103

TABLE 2

Table No.2 shows the age wise distribution of the employees

S.No Age group No. of employees Simple percentage

1. 18-25 years 25 25

2. 26-35years 50 50

3. 36-45years 25 25

4. 46-55 years 0 0

5. Above 55 years 0 0

Total 100 100

INFERENCE

The above table shows that majority of the employees i.e., 50% are attained the

age 18-25years, 25% of the employees are attained the age 18-25years and 25% of theemployee are attained the age between 36-45years and there is no respondents in the age

46-55 and above 55 years.

36


37/103

CHART 2

Chart showing age group of respondents

18-25 years26-35years

36-45years

46-55 year

above 55

37


38/103

TABLE 3

Table No.3 shows the experience of the employees

S.No Experience No. of employees Simple percentage

1. Below 1 year 48 48

2. 1-3 years 35 35

3. 4-6 years 17 17

4. 7-9 years 0 0

5. 10-12 years 0 0

Total 100 100

INFERENCE

The above table shows the experience of the employees i.e., 48% of the

employees is below 1 year, 35% of the employees are between1-3 years and 17%

of the employees are between 4-6 years, there is no respondents in the 7-9 years

and 10-12 years

38


39/103

CHART 3

Chart showing the experience of the respondents

0

10

20

30

40

50

60

39


40/103

TABLE 4

Table No.4 shows the income level of the employees

S.No Income No. of employees Simple percentage

1. Rs.3001-4000 68 68

2. Rs.4001-5000 12 12

3. Rs.5001-6000 5 5

4. Rs.6001-7000 15 15

5. Above 7000 0 0

Total 25 100

INFERENCE

The above table shows the income level of the employees i.e., 68% of the

employees is Rs.3001-4000, 15% of the employees are Rs.6001-7000 and 12% of

the employees are Rs.4001-5000, 5% of the employees are Rs.5001-6000 and

above Rs.7000.

40


41/103

CHART 4

Chart showing the income of the respondents

0

10

2030

40

50

60

70

Rs.3001-400

Rs.4001-500

Rs.5001-600Rs.6001-700

above Rs.70

41


42/103

TABLE 5

Table No.5 Salary and compensation

S.No Factors No. of employees Simple percentage

1. Highly satisfied 2 2

2. Satisfied 17 17

3. Neutral 20 20

4. Dissatisfied 43 43

5. Highly dissatisfied 18 18

Total 100 100

INFERENCE

The above table shows employees satisfied with their salary and

compensation i.e., 2% of the employees said highly satisfied, 17% of the

employees said satisfied and 20% of the employees are said neutral and 43% of

the employees said dissatisfied and 18% are highly dissatisfied.

42


43/103

CHART 5

Chart showing Salary and compensation

0

10

20

30

40

50Highly

satisfiedSatisfied

Neutral

Dissatisfied

Highlydissatisfied

43


44/103

TABLE 6

Table No.6 Leave Benefits



2. Satisfied 46 46

3. Neutral 33 33

4. Dissatisfied 9 9


Total 100 100

INFERENCE

The above table shows employees leave benefits. i.e., 12% of the

employees said highly satisfied, 46% of the employees said satisfied and 33% of

the employees said neutral and 9% are dissatisfied and no response are highly

dissatisfied.

44


45/103

CHART-6

Chart shows about the employees leave benefits

Highly satisfied

Satisfied

Neutral

Dissatisfied

Highly dissatisfied

45


46/103

TABLE 7

Table No.7 Health related benefits



2. Satisfied 39 39

3. Neutral 35 35



Total 100 100

INFERENCE

The above table shows Health related benefits i.e., 12% of the employees

said highly satisfied, 39% of the employees said satisfied and 35% of the

employees said neutral and 14% of the employees said dissatisfied and 0% are

highly dissatisfied.

46


47/103

CHART 7

Chart showing about the Health related benefits

0

10

20

30

40

Highly satisfie

Satisfied

Neutral

Dissatisfied

Highlydissatisfied

47


48/103

TABLE 8

Table No.8 Long term care insurance



2. Satisfied 64 64

3. Neutral 13 13



Total 100 100

INFERENCE

The above table shows Long term care insurance i.e., 12% of the employees

said highly satisfied, 64% of the employees said satisfied and 13% of the

employees said neutral and 11% of the employees said dissatisfied and0% of the

employees said highly.

48


49/103

CHART 8

Chart showing about the Long term care Insurance

Highly satisfied

Satisfied

Neutral

Dissatisfied

Highly dissatisfie

49


50/103

TABLE 9

Table No.9 Tuition Reimbursement



2. Satisfied 68 68

3. Neutral 17 17



Total 100 100

INFERENCE

The above table shows tuition reimbursement i.e., 3% of the employees

said highly satisfied, 68% of the employees said satisfied and 17% are in neutral

and 12% are in dissatisfied and 0% are highly dissatisfied.

50


51/103

CHART 9

Chart showing about the Tuition Reimbursement

0

20

40

60

80

100

120

Highly dissatisfie

Dissatisfied

Neutral

Satisfied

Highly satisfied

51


52/103

TABLE 10

Table No.10 Deferred compensation



2. Satisfied 68 68

3. Neutral 17 17


5. Highly Dissatisfied 0 0

Total 100 100

INFERENCE

The above table shows the Deferred Compensation i.e., 9% of the

employees said highly satisfied, 68% of the employees said satisfied and 17% of

the employees said neutral and 12% of the employees said dissatisfied and 0% are

highly dissatisfied.

52


53/103

CHART-10

Chart showing about the Deferred Compensation

0 20 40 60 80

Highlysatisfied

Satisfied

Neutral

Dissatisfied

Highly

Dissatisfied

53


54/103

TABLE 11

Table No.11 Employee Assistant Program (Counseling)



2. Satisfied 39 39

3. Neutral 27 27



Total 100 100

INFERENCE

The above table shows the Counseling i.e., 5% of the employees said highly

satisfied, 39% of the employees said satisfied and 27% of the employees said

neutral and 21% of the employees said dissatisfied and8% are highly dissatisfied.

CHART-11

54


55/103

Chart showing about the Employee Assistant Program Counseling

0

5

10

15

20

25

30

35

4045

Highly satisfied

Satisfied

Neutral

Dissatisfied

Highly Dissatisfie

.

TABLE 12

Table No.12 Alternative work schedule

55


56/103



2. Satisfied 49 49

3. Neutral 23 23



Total 100 100

INFERENCE

The above table shows Alternative work schedule i.e., 7% of the employees

said highly satisfied, 49% of the employees are satisfied, 23% are in neutral, 18%

are dissatisfied, and 3% are highly dissatisfied.

CHART-12

Chart shows about the Alternative Work Schedule

56


57/103

0

10

20

30

40

50 Highlysatisfied

Satisfied

Neutral

Dissatisfie

HighlyDissatisfie

TABLE 13

57


58/103

Table No.13 Mentoring



2. Satisfied 68 68

3. Neutral 8 8

4. Dissatisfied 1 1


Total 100 100

INFERENCEThe above table shows Mentoring i.e., 23% of the employees said highly

satisfied, 68% of the employees are satisfied, 8% are in neutral, 1% are

dissatisfied, and 0% are highly dissatisfied.

CHART-13

Chart shows about the Mentoring

58


59/103

0

10

20

30

40

50

60

70 Highly satisfie

Satisfied

Neutral

Dissatisfied

HighlyDissatisfied

TABLE 14

Table No.14 Help with career planning

59


60/103



2. Satisfied 48 48

3. Neutral 10 10



Total 100 100

INFERENCEThe above table shows Help with career planning i.e., 25% of the

employees said highly satisfied, 48% of the employees are satisfied, 10% are in

neutral, 12% are dissatisfied, and 5% are highly dissatisfied.

CHART- 14

Chart shows about the health with career planning

60


61/103

Highly satisfied

Satisfied

Neutral

Dissatisfied

HighlyDissatisfied

TABLE 15

Table No.15 Rewards and recognition

61


62/103



2. Satisfied 49 49

3. Neutral 23 23

4. Dissatisfied 3 3


Total 100 100

INFERENCE

The above table shows rewards and recognition i.e., 25% of the employees

said highly satisfied, 49% of the employees are satisfied, 23% are in neutral, 3%

are dissatisfied, and 0% are highly dissatisfied.

CHART-15

Chart shows about Rewards and recognition

62


63/103

0

10

20

30

40

50

60

Highly satisfie

Satisfied

Neutral

Dissatisfied

HighlyDissatisfied

TABLE 16

Table No.16 Job Rotation and new assignments

63


64/103


1. Strongly agree 12 12

2. Agree 59 59

3. Neutral 22 22

4. Disagree 5 5

5. Strongly disagree 3 3

Total 100 100

INFERENCE

The above table show job rotation and new assignments i.e., 12% of the

employees are strongly agree and 59% of the employees said agree ,22% are in

neutral,5% are said to be disagree, and 3% are strongly disagree..

CHART-16

Chart shows about the Job Rotation and new assignments

64


65/103

0

10

20

30

40

50

60

Strongly agree

Agree

Neutral

Disagree

Strongly disagre

TABLE 17

Table No.17 Employee suggestion program

65


66/103



2. Agree 35 35

3. Neutral 23 23

4. Disagree 10 10


Total 100 100

INFERENCE

The above table shows employee suggestion program i.e., 27% of the

employees said strongly agree and 35% of the employees said agree and 23% of

the employees are Neutral, 10% are disagree, and 5% are strongly disagree.

CHART-17

Chart shows about the Employee suggestion program

66


67/103

0 10 20 30 40

Strongly disagre

Disagree

Neutral

Agree

Strongly agree

TABLE 18

Table No.18 Training opportunities

67


68/103



2. Agree 27 27

3. Neutral 22 22

4. Disagree 12 12


Total 100 100

INFERENCE

The above table shows training opportunities. i.e., 35% of the employees said

strongly agree and 27% of the employees said agree and 22% of the employees said

Neutral, 12% are disagreeing and 4% are strongly disagreeing.

CHART-18

Chart shows about the Training opportunities

68


69/103

0

5

10

15

20

25

30

35

Strongly agree

Agree

Neutral

Disagree

Strongly disagre

TABLE 19

Table no: 19 Annual performance appraisals


69


70/103


2. Agree 21 21

3. Neutral 36 36

4. Disagree 0 0


Total 100 100

INFERENCE

The above table shows about annual performance appraisal i.e. 43% of the

employees said strongly agree, 21% of the employees said agree and 36% of the

employees said neutral 0% of the employees said disagree 0% are strongly disagree

CHART-19

Chart shows about the Annual performance appraisals

70


71/103

0

10

20

30

40

50

Strongly agree

Agree

Neutral

Disagree

Strongly disag

TABLE 20

Table No.20 Employees in my organization are treated with fairness

and respect.

71


72/103



2. Agree 58 58

3. Neutral 4 4

4. Disagree 3 3


Total 100 100

INFERENCE

The above table shows adequate space at the workplace i.e., 35% of the

employees said strongly agrees and 58% of the employees said agree and 4 of the

employees said neutral,3% says disagree and 1% say strongly disagree.

CHART-20

Chart shows about the Employees in my organization are treated with

fairness and respect.

72


73/103

0

2

4

6

8

10

Stronglyagree

Strongly agree

Agree

Neutral

Disagree

Strongly disagre

TABLE 21

Table No.21 Supervisors spend a good deal of time listening to

employees ideas

73


74/103



2. Agree 33 33

3. Neutral 12 12

4. Disagree 5 5


Total 100 100

INFERENCEThe above table shows supervisors spend a good deal of time listening to

employees ideas i.e., 49% of the employees said strongly agree and 33% of the

employees said agree and 12% of the employees said neutral,5% are disagree, and

1% are strongly disagree.

CHART-21

Chart showing about the Supervisors spend a good deal of time

listening to employees ideas

74


75/103

Strongly agree

Agree

Neutral

Disagree

Strongly disagre

TABLE 22

Table No.25 job is secured

75


76/103



2. Agree 37 37

3. Neutral 41 41

4. Disagree 7 7


Total 100 100

INFERENCE

The above table shows job is secured i.e., 12% of the employees said

strongly agree and 37% of the employees said agree, 41% are in neutral,7% are

disagree and 3% are strongly disagree

CHART-22

Chart showing about the job is secured

76


77/103

0 2 4 6

Strongly disagre

Disagree

Neutral

Agree

Strongly agree

TABLE 23

Table No.23 Employees doing their job independently


77


78/103


2. Agree 73 73

3. Neutral 3 3

4. Disagree 0 0


Total 100 100

INFERENCE

The above table shows employee independence in their job i.e., 23% of the

employees said strongly agree and 73% of the employees said agree and 3% of the

employees said neutral,0% said disagree, and 0% are strongly disagree.

CHART-23

Chart showing about the Employees doing their job independently

78


79/103

0

10

20

30

40

50

60

70

80

Strongly

agree

Agree Neutral Disagree Strongly

disagree

TABLE 24

Table No.24 Satisfaction about the fringe benefits

79


80/103



2. Agree 28 28

3. Neutral 20 20

4. Disagree 12 12


Total 100 100

INFERENCE

The above table shows satisfaction level i.e., ,35% of the employees said

strongly agree and 28% of the employees said agree and 20% of the employees

said neutral and 12% of the employees said disagree, 5%are strongly disagree

CHART-24

Chart showing about the Satisfaction about the fringe benefits

80


81/103

0

10

20

30

40

Strongly

agree

Neutral

Strong

ly

disagree

Strongly agree

Agree

Neutral

Disagree

Strongly disagre

TABLE 25

Table No.25 Employees satisfied with their relationship with colleagues

81


82/103



2. Agree 5 20

3. Neutral 4 16

4. Disagree 3 12


Total 25 100

INFERENCE

The above table shows communicating openly and honestly i.e., 40% of the employees

said strongly agree, 20% of the employees said agree and 16% of the employees said neutral

and 12% of the employees said disagree. 12% are strongly disagree.

CHART-25

Chart showing about the employees satisfied with their relationship

with colleagues

82


83/103

0 2 4 6 8 1

Strongly agree

Agree

Neutral

Disagree

Strongly disagree

TABLE 26

Table No.26 The superior is helpful to getting their job done


83


84/103


2. Agree 35 35

3. Neutral 12 12

4. Disagree 8 8


Total 100 100

INFERENCE

The above table the superior is helpful to getting their job done i.e., 45% of the

employees said strongly agree, 35% of the employees said agree and 12% of the employees

said neutral and 8% of the employees said disagree. 0% is strongly disagree.

CHART-26

Chart showing about the superior is helpful to getting their job done

84


85/103

0

10

20

30

40

50

Strongly

agree

Neutral

Strong

ly

disagree

Strongly agree

Agree

Neutral

Disagree

Strongly disagre

TABLE 27

Table No.26 The opportunity for promotion is good


85


86/103


2. Agree 12 12

3. Neutral 13 13

4. Disagree 39 39


Total 100 100

INFERENCE

The above table the opportunity for promotions is good. i.e., 12% of the

employees said strongly agree, 12% of the employees said agree and 13% of the

employees said neutral and 39% of the employees said disagree. 24% is strongly

disagreeing.

CHART-26

Chart showing about the opportunity for promotion is good

86


87/103

Strongly agree

Agree

Neutral

DisagreeStrongly disagre

CHI-SQUARE ANALYSIS

The chi-square test is one of the tests of significance. It is written as x (pronounced as

kisquare). It is also called as test of association. It is used in relation to sampling

analysis for comparing variance to a theoretical variance.

87


88/103

When we have nominal data in from of frequencies and when each and every

observation is independent of all other observation in such cases this is applied

This test can also be used to decide if two classifications are independent as a non

parametric test. All the researcher may use this test for the

a- Goodness fit test

b- Significance of association between two attributes.

c- Significance of population variance.

FORMULA:

CHI-SQUARE= (O-E) /E

Where O = Observed Frequency, E =Expected Frequency

CHI-SQUARE TEST

TESTING OF HYPOTHESIS 1

Null Hypothesis (H0)

There is no association between the educational qualification of the respondents

and satisfaction towards salary in the company.

Alternate hypothesis (H1)

There is an association between the experience level of the respondents

and job security in the company.

Relationship between the job security and experience of the respondents

88


89/103

89

Job

security

Experience

STRONGLY

AGREE

AGREE NEUTRAL DISAGREE STRONGLY

DISAGREE

TOTAL

Below 1 year

8 20 15 3 2 48

1-3 year

2 12 16 4 1 35

4-6 year2 5 10 0 0 17

7-9 year

0 0 0 0 0 -

10-12 year

0 0 0 0 0 -

TOTAL

12 37 41 7 3 100


90/103

Observed frequency

(O) Expected frequency(E)(O-E)

(O E)2 [(O E)

8 5.76 2.24 5.0176 0.871

20 17.76 2.24 5.0176 0.282

15 19.68 -4.68 21.9024 1.112

3 3.36 -0.36 0.1296 0.038

2 1.44 0.56 0.3136 0.217

2 4.20 -2.20 4.84 1.152

12 12.95 -0.95 0.9025 0.069

16 14.35 1.65 2.7225 0.189

4 2.45 1.55 2.4025 0.980

1 1.05 -0.05 0.0025 0.002

2 2.04 -0.04 0.0016 0.000

5 6.29 -1.29 1.6641 0.264

10 6.97 3.03 9.1806 1.317

TOTAL 6.499

Calculated value

90


91/103

2 = [(O E) 2 / E]

=6.49998

Degree of freedom= (r-1) (c-1)

= (5-1) (5-1) =16

Table value at 12 degree of freedom at 5 % significance=6.49998

Inference:Calculated value (6.49998) is less than the table value (26.296), so null

hypothesis is accepted (i.e.) there is no significant relationship between the experience

and of the job secure of the respondents.

TWO WAY ANOVA

91


92/103

Two-way ANOVA analyzes one interval dependent in terms of the categories (groups)

formed by two independents, one of which may be conceived as a control variable. Two-

way ANOVA technique is used when data are classified on the basis of two factors and it

may have repeated measurements of each factor or may not have repeated values

The following is an analysis of variance done to find out the relation between age of the

respondents and satisfaction towards quantum of work allotted to the respondents

Null hypothesis (H0)

There is no significant difference in means of income of the respondents and

opportunities of the respondents

Alternate hypothesis (H1)

There is a significant difference in means of income of the respondents and opportunities

of the respondents

92


93/103

Computation for TWO WAY ANOVA to income of the respondents and

opportunities of the respondents

93

Opportunities

Income

STRONGLY

AGREE

AGREE NEUTRAL DISAGREE STRONGLY

DISAGREE

TOTAL

3001-4000

10 5 9 25 19 68

4001-5000

0 3 2 6 1 12

5001-6000

1 0 1 3 0 5

6001-7000

1 4 1 5 4 15

Above 7000

0 0 0 0 0 -

TOTAL

12 12 13 39 24 100


94/103

Source of variation SS D.F MS F-Ratio 5% F-Lim

Between columns 110.8 (5-1)=4 27.7 27.7/-1014.4=

-0.0273

F(4,16)

=3.01

Between rows 603.6 (5-1)=4 105.9 105.9/-1014.4=

-0.1044

F(4,16)

=3.01

Residual errors -300 (5-1) *

(5-1)=16

-18.75 -18.75/-1014.4=

0.0185

Total 52

Calculation:

94


95/103

Step1 :-

T=100: n=25

Correction factor=T^2/n= (25) ^2/25 = 25

Step 2:-

Total SS= (10+5+9+25+19+0+3+2+6+1+1+1+3+1+4+1+5+4)-400

=100-400=-300

Step 3:-

SS Between column treatments = (Tj) ^2/ Nj- (T) ^2/n= (144/5+144/5+169/5+1521/5+576/5)-300 =

Step 4:-

SS Between rows treatments = (Ti) ^2/ Ni- (T) ^2/n

= (4624/5+144/5+25/5+225/5+25/5)-25

= 1003.6

Step 5 :-

SS Residual or error = Total SS-(SS between columns + SS

Between rows)

= -300-(603.6+110.8)

= -1014.4

Inference

95


96/103

The calculated value of between columns (48) is greater than the limit value at

5 % significant level (2.78). Null hypothesis is rejected (i.e.) there is significant

difference between the income of the respondents and opportunities of the respondents.

The calculated value of between rows (52) is greater than the limit value at 5%

significant level (2.78). Null hypothesis is rejected (i.e.) there is significant difference

between the income of the respondents and opportunities of the respondents.

.

.

WEIGHTED AVERAGE CALCULATIONStatutory & Non-Statutory benefits

96


97/103

FACTORS

STRONGLY

AGREEAGREE NEUTRAL DISAGREE

STRONGLY

DISAGREE

WEIGHTED

AVERAGERA

X W WX X W WX X W WX X W WX X W WX

Salary/

Compensation2 5 10 17 4 68 20 3 60 43 2 86 18 1 18 2.42

Leave

Benefits12 5 60 46 4 184 33 3 99 8 2 16 1 1 1 3.60

Health

Related

Benefits12 5 60 39 4 156 35 3 105 14 2 28 0 1 0

3.49

Long-TermCare

Insurance12 5 60 64 4 256 13 3 39 11 2 22 0 1 0

3.77

Tuition

Reimbursement

3 5 15 68 4 272 17 3 51 12 2 24 0 1

0 3.62

Deferred

Compensation 9 5 45 63 4 252 13 3 39 10 2 20 5 1 5 3.61

EAP

(counseling) 55

2539 4 156 27 3 81 19 2 38 10 1 10

3.10

INFERENCE:

It is inferred that satisfaction level of statutory and non statutory. The

long-term care insurance is first rank; the tuition reimbursement is the second

rank; deferred compensation is the third rank; leave benefits is the fourth rank;

health benefits is the fifth rank; Employee Assistance Program is the sixth rank

and salary/Compensation is the seventh rank.

FINDINGS

97


98/103

PERCENTAGE ANALYSIS

1. 58% of the employees are belong to male category

2. There are 25% of the employees attained the age between the 36-45 years,

25% of the employees are attained the age between 18-25years and 50% of

the employee are attained the age between the 26-35years.

3. 48% of the employees is below 1 year, 35% of the employees are between

1-3 years, 17% of the employees are between 4-6 years of experience.

4. 68% of the employees are Above Rs.4001-up toRs.5000 and 12% of the

employees are Above Rs.5001-6000 and 5% of the employees are above

Rs.6001-7000 and 15% of the employees are above 7000.

5. 17% of the employees said satisfied with their salary and compensation.

6. 46% of the employees said satisfied with their leave benefits.

7. 12% of the employees said to be highly satisfied &39% of the employees

said satisfied in their health related benefits.8. 64% of the employees said satisfied in the long term care insurance.

9. 68% of the employees said satisfied in their tuition reimbursement.

10. 63% of the employees said satisfied with their deferred compensation.

11. 39% of the employees said satisfied in Employee Assistance Program or

Counseling

12. 49% of the employees say yes for the employees alternative work schedule.

13. 68% of the employees said satisfied with their Mentoring.

14. 48% of the employees said satisfied with their career planning

15. 49% of the employees said satisfied with their rewards and recognition.

16. 59% of the employees said satisfied with their job rotation and newassignments

17. 35% of the employees said satisfied and 27% of the employees said highly

satisfied with their employee suggestion programs.


satisfied with their training opportunities.


satisfied with their annual performance.


satisfied with their respect for employees in the organization.


satisfied with their employees ideas.

22. 37% of the employees said satisfied and 41% of the employees said neutral

with their job security.


satisfied with their independency in their jobs.

98


99/103


satisfied with their fringe benefits.


satisfied with people employee talk.


satisfied with their superior getting their job done.


satisfied with opportunities for promotions.

CHI-SQUARE TEST

99


100/103

From this chi-square test it is clear that there is a significant relationship

between the job security and experience of the respondents. According to the

findings it clearly exhibits that thejob security is good in the organization.

ANOVA TEST

From this ANOVA test it is clear that there is a significant difference between

the income of the respondents and opportunities of the respondents.

WEIGHTED AVERAGE

From this Weignted Average testis clearly shoes the satisfaction level of

statutory and non statutory. The long-term care insurance is first rank; the tuition

reimbursement is the second rank; deferred compensation is the third rank; leave

benefits is the fourth rank; health benefits is the fifth rank; Employee Assistance

Program is the sixth rank and salary/Compensation is the seventh rank.

SUGGESTIONS

100


101/103

1. Employer and employee relationship can be enhanced by conducting weekly seminar

and meeting.

2. Management games, and fringe activities, will give the team spirit and through can be

held to build a good relation among employees.

3. The employer should make each and every employee realize their job security in

Sundaram Industries ltd; this can be lead to build a positive relationship among the

employees.

4. Organization Culture must be a path to enhance the relationship between employer and

employee

5. E