HR Policies of PANTALOONS

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HR Policies of PANTALOONS

  1. 1. Human Resources Policy OF PANTALOONS DONE BY K.CHITRA 11TM03 Page 1
  2. 2. INTRODUCTION • Pantaloon Retail (India) Limited, is a large Indian retailer, part of the Future Group, and operates in multiple retail formats in both, value and lifestyle, segments of the Indian consumer market. Headquartered in Mumbai, the company has over 1,000 stores across 71 cities in India and employs over 30,000 people Page 2
  3. 3. • Kishore Biyani is the Managing Director of Pantaloon Retail (India) Ltd and the Group Chief Executive Officer of Future Group. Considered a pioneer of modern retail in India, Kishore’s leadership has led Pantaloon Retail’s emergence as India’s leading retailer operating multiple retail formats that cater to the entire basket of Indian consumers Page 3
  4. 4. GROUP MISSION • • • • • 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 for masses. 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. Page 4
  5. 5. VISION • VISION: “to deliver everything, everywhere, every time to every Indian consumer in the most profitable manner” Page 5
  6. 6. Recognition • • • • • • Images Fashion Awards (IFA) 2012 Most Admired Private Label Retailer - Pantaloons 2010 Asia’s Best Employer Brand Awards HR Leadership award - Mr. Ameet Naik, General Manager– HR FHDL Employer of the Year (Retail Category) by Indira Group of Institutes – Future Learning & Development Limited (FLDL) • Hewitt Best Employers 2007 • Best Employers in India (Rank 14th) – Pantaloon Retail (India) Ltd. • • • • • • 2006 Asiamoney Awards Best Managed Company in India (Mid-cap) – Pantaloon retail (India) Ltd Retail Asia Pacific Top 500 Awards, Singapore Asia Pacific Best of the Best Retailers – Pantaloon Retail (India) Ltd Best Retailer in India – Pantaloon Retail (India) Ltd Page 6
  7. 7. HR PLANNING • Human Resources management is controlled and managed overall by the Head of Operations at the Head Office, reporting to the Managing Director. • Planning and requisitioning for site is taken care by the store manager in conjunction with the concerned zonal office head–from time to time. • The Operations Head will plan the requirement of various levels of working team for the concerned project based on the following inputs: Total area to be covered (based on the sq.ft 1 employee/ 350 sq.ft) • Managing the welfare and growth of the employees plays a highly vital role in our operations, which can neither be underestimated nor ignored’ Page 7
  8. 8. RECRUITMENT PROCESS The sourcing of the prospective candidates for any level will be based on the following policies: • The candidates will be sourced from databases developed. • The candidates will preferably come with a reference or walk in. • For sales force level candidates will have a minimum qualification of 12th standard . • For “executive” levels, candidates with a minimum experience in similar work backgrounds in reputed industries/Corporate or commercial establishments will be given preference • The biggest challenge faced in the whole process of recruitment is that only 50% turn up after recruitment. • Two rounds of interviews are conducted (department & HR) . Page 8
  9. 9. TRAINING AND DEVELOPMENT • Every employee joining will go through the following training and familiarization stages before actually reporting at the relevant Work site: Know your company ,Know your job ,Know your customer ,Know your market • Training : in store & on the job • Three training per month. • The training really helps the employees in their growth and development. • Every employee will be under constant evaluation for performance and productivity. The evaluation for these will be as per company’s policy’s existing. The HR Head through their relevant departmental heads will evaluate all employees. Page 9
  10. 10. PERFORMANCE APPRAISAL • All regular employees confirmed as on September are evaluated for appraisal. The activity is performed in the month of March. • The types of appraisal systems include : • The Rating Scale and the Balance Score Card • The rating scale is a performance appraisal form on which the manager simply checks off the employee’s level of performance. Some of the areas evaluated include quantity of work, quality of work, dependability, judgment, attitude, cooperation, and initiative. • Balance score card is a performance appraisal method that is used to evaluate employee performance based on weightage. Performed generally in the case of Band 2 level (executives)- self rating, 3rd person (store manager/ zonal manager). Page 10
  11. 11. COMPENSATION • • • • • • • • There is a budget allocated for each store on the basis of which compensation is calculated. Monetary & non Monetary rewards are given to the employees Monetary – vouchers and gifts Non monetary- awards and certificates Increments are given in salary of employees after performance appraisal. The attitude they show to their company, client, colleagues, superiors and the customer is to be treated in high priority for their growth assessment. Promotion : two times a year Benefits to the employees PF , ESI, Gratuity and other benefits as under the Govt of India Page 11
  12. 12. Other benefits • • • Employee discount cards Future Generali India Life Insurance Company Ltd. Future Generali India Life Insurance Company Ltd. (FGILICL) was incorporated on October 30, 2006 to establish and conduct the business of life insurance in India, which comprises of whole life insurance, endowment insurance, double benefit and multiple benefits insurance etc. • Each employee contributes Rs.145 per month under this scheme. • Upto 1 lakh amount is given if the employee expires • Education : The mission of Future University is to prepare graduates with innovative minds to face global challenges with creativity. They offer a rich and rewarding educational experience to all who wishes to pursue higher education (courses like BBA, MBA). Page 12
  13. 13. EMPLOYMENT LEVELS • • • • • • Follows a certain Band Band 5 – strategic decision makers (CEO, MD) Band 4- Managers (business heads) Band 3- deputy managers, store managers Band 2 – specialists (executives) Band 1 - coordinators (sales force, floor staffs) Page 13
  14. 14. Organization chart • Store Manager : Operational and support • Operational : department managers – executives (store operators)-sales force • Support : • HR – junior-assistant • Marketing-assistant • VM-junior-assistant • Maintenance • Warehousing • CSD • Cashier Page 14
  15. 15. Absenteeism / Migration Turnover • Leave plan should be intimated and got approved with one’s Manager. • Managing absenteeism is not easy as it connects with people’s needs and wants. Most of the employees often migrate due to salary problems and 70% of the sales people are not stable. Page 15
  16. 16. THANK YOU… Page 16

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