Hr practices

A Dissertation on
A STUDY ON EMPLOYEES RESPONSE TOWARDS HR
MOTIVATION PRACTICES AT BIGBAZAR
Submitted to
Amity University Madhya Pradesh
In partial fulfillment of the requirements for the award of the degree of
Bachelor of Commerce (Hons.)
in
HR AND FINANCE
By
XXXXXXXXXXX
Under the guidance of
MR. PANKAJ MISHRA
Assistant professor,
AMITY BUSINESS SCHOOL
AMITY UNIVERSITY MADHYA PRADESH
May-2018

Amity Business School
DECLARATION
I, XXXXXXXXXXXXXXXX, student of B.Com (H) hereby declare that the Dissertation titled
“a study on employees response towards hr motivation practices at bigbazar” which is submitted
by me to Amity Business School, Amity University Madhya Pradesh, in partial fulfillment of
requirement for the award of the degree of Bachelor of Commerce (H) has not been previously
formed the basis for the award of any degree, diploma or other similar title or recognition.
Gwalior (Madhya Pradesh) Name and signature of Student
Date

CERTIFICATE
It is to certify that the Dissertation titled “A STUDY ON EMPLOYEES RESPONSE
TOWARDS HR MOTIVATION PRACTICES AT BIGBAZAR” which is submitted to Amity
Business School, Amity University Madhya Pradesh, in partial fulfillment of the requirement for
the award of the degree of Bachelor of Commerce (H) is an original contribution with existing
knowledge and faithful record of work carried out by her under my guidance and supervision.
To the best of my knowledge this work has not been submitted in part or full for any Degree or
Diploma to this University or elsewhere.
Madhya Pradesh Signature of Supervisor
Date Name & Designation
DR. MANOJ PANDEY
Amity University Madhya Pradesh, Gwalior

ACKNOWLEDGEMENT
Firstly, I would like to express my sincere gratitude to my guide Mr. Pankaj Mishra for the
continuous support for my research paper and for his patience, motivation and immense
knowledge. His guidance helped me at all times during the research and writing of this term
paper. I could not have imagined having a better advisor and mentor for my research study.
I thank my fellow classmates for the stimulating discussions, endless debates and on many
editorial works and for all the fun we had in the last few weeks.
Finally, I sincerely thank my parents who provided me with their expertise knowledge and
advice. The result of this research paper would not have been possible without all of them.
XXXXXXXXXXXXXXX
B.COM (H)

Abstract
This exploration paper examines the connection between worker work inspiration and their
execution in the working environment and business efficiency. It looks at the principle and basic
inspiration hypotheses and diverse ways to deal with propel workers. The principle point is to
discover a relationship between's representatives work inspiration and their execution and the
execution impact on business profitability. Concerns were found with the representatives
inspiration and execution and the connection between them plainly characterized in the writing
survey and of late have been examined in the discoveries and dialogs in view of the information
examination done.

CONTENTS
Front Page i
Candidate’s Declaration ii
Certificate iii
Acknowledgements iv
Abstract v
Content vi
CHAPTER-I: INTRODUCTION
1.1 Bigbazar
1.2 HRD of department
CHAPTER-II: LITERATURE REVIEW
CHAPTER-III: RESEARCH METHODOLOGY
CHAPTER-IV: RESULTS AND DISCUSSION
4.1 Appraisals
4.2 What motivates employees
4.3 Responses to questionnaire
CHAPTER-V: CONCLUSION AND FUTURE PROSPECTUS
REFERENCES
APPENDIX
PLAGIARISM REPORT

CHAPTER 1
Introduction
1.1BIG BAZAR
“Big Bazaar is a chain of department stores in India currently with 100 outlets. It is owned by
Pantaloon Retail India Ltd, Future Group. It works on the same economy model as Wal-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. Big
Bazaar is the destination where you get products available at prices lower than the MRP, setting
a new level of standard in price, convenience and quality.”
1.1.1HUMAN RESOURCEDEPARTMENT OF BIGBAZAR
“The employees of big bazaar have such a good level of job satisfaction in them because of
several efforts and policies of h.r department. The HR department of big bazaar is very dynamic.
Employees are the biggest strength and asset of any organization and the HR department realizes
it very well.”
“This is very evident from the way the HR department handles all its employees. They take
utmost care to select, train, motivate and retain all the employees. Currently big bazaar Gwalior
is employing 300 full time and 60 part time employees. There are two shifts for the employees.
The first shift employees arrive at 10 A.M in the morning and leave 7:30 in the evening . while
the second shift employees reports at 12:30 in the afternoon and leave at the time of store closing
10 P.M .”
“In the recent century, the main concern of the organization is to increase their profit and
customer satisfaction. These organizations, to achieve the goal, they usually send their
employees for awareness sessions, trainings and seminars as there are the main asset of the
organizations.”

“Employees were considered just an input to the production of the business. The thoughts that
employees are just assets have been changed when the study concluded that employees are not
just assets, they are the main contributors and affective factors for business production.
Furthermore, the study found that employees are not motivated solely by money and employee
behavior is linked to their attitudes.”
“To define motivation, we can say it is an aspect that is approached by different work levels,
from senior to junior levels, in the workplace as employees up to all other workers and people in
the organization. But, it is the manager role to start the motivation process and open the door for
employees to add their inputs on what does really motivates them and it should be as a strategy
to achieve business goals through their main assets which are people. Furthermore, motivation
defined as it is about the moving employees toward doing the job and achieving the goal through
rewards.”
“On the other hand, it is stated that work motivation is a factor that changes employee’s way of
working and behavior. In order to be good in anything in the workplace, the only talent required
is motivation. So, it is a talent which is required to do any job or task. Also, in other theories,
defined motivation as a term that refers to a process that draws, controls, and sustains certain
behaviors and also explored that each employee has different needs and desires which means the
motivation factors is different from one employee to another. Based on that, several motivation
theories should be used to be aware of almost all employee’s needs. Several need and motivation
theories have been discussed in the study to clarify what might affect the motivation.”
In addition, inspiration is a sort of power which pushes workers to do things which is a
consequence of the individual needs being fulfilled so they have the motivation to finish and
continue with the undertaking.

Likewise, roused representatives are required and required in our quickly changing work
environments and markets. They will enable associations to get by playing out the activity and
work required with their full inactive; subsequently representatives will be more profitable.
Putting the correct representatives in the correct positions relying upon their aptitudes and
measure of work they can produce will upgrade their capacity to utilize their abilities and
capacities all the more every now and again which will lead them to focus on the business
missions and destinations.
In this way, without inspiration nothing selective will ever happen which will lead the
association to get a superior rate, high efficiency and subsequently high benefit.

CHAPTER 2
LITRATURE REVIEW
The performance of any organization and its continuity depends on their key assets, employees,
as well as the capabilities of the managers to be able to create a motivating environment for their
people. On the other hand, it is a challenge for the managers to keep their people and employees
motivated and satisfied. Thus why every manager has to be aware about the needs and
requirements their employee and what they are looking for.
The main objective and concern of most of the organizations is to make the benefit from people
who are feeling positively toward the work and motivate unsatisfied employees in order to end
up with a win–win situation for both the company and workers.
Firm’s needs to motivate their people and keep them motivated in order to obtain the
productivity gains and to insure their competitiveness. Sometimes people who are given
responsibilities feel motivated and do their best and work hard accordingly (Ludivine, 2011).
Moreover, researchers have stressed that satisfied and encouraged employees are crucial to the
organization effectiveness (Rachel, Yee, Yeung, Edwin, 2010). Motivated employees can
impact a company’s bottom line and make the workplace somewhere employees look forward to
interact with instead of just a place to “pick up a paycheck” (Nandanwar , Surnis, Nandanwar
2010).
Michael and Crispen (2009) stated that having a motivated workforce provides the competitive
advantage that the organization seeks and better employee performance helps the organization
achieve higher productivity.
Mansoor (2008) also sees that motivation is about creating the environment where employees
will be motivated and hence work with their full effort. Organizations should motivate their
employees to enhance competitive advantages and reach the firms vision and mission (Philip,
Yu-Fang, Liang-Chih, 2007).

According to Jonathan, Christine and Yvonne (2002), motivated people and their commitment
are vital to the productivity of the work as they will perform with their full potential and with
high quality. Jonathan, Christine and Yvonne (2002), identified that greater motivation will
have a direct effect in improving productivity through greater effort and possibly innovation.
They also stated that motivation leads to a productive with high performance employee who does
the best at work, saves time and effort and also volunteers to do more than what is required. Such
employee will be a great resource to the business and a great model to be followed by others.
They also sees that people, who were motivated by sending them to foreign countries in order to
live and work, are seen as valuable resource as they give more than usual when they return.
Although some experts argue that companies who spend money on motivating their employees is
waste of money but most of them agreed that the wasted money is achieved in a very short time
by the motivated employees (Khodov, 2003). Business and company’s succession depends on
motivated employee; they can make all the difference in the company’s ability not to just survive
but also to succeed (Hislop, 2003). In addition, performers and experienced employees are
actually who produce the results of the business and they are the backbone of any company and
the reason of the business growth and gain (Meyer, Becker, Vandenberghe, 2004).
Urichuck (2002) stated that motivated employee will increase the capability of the organization
to achieve its mission, goals and objectives. It will also engage all to build a strong
organizational culture. Furthermore, A well-motivated organization for sure will have more
motivated employees and hence they will be more productive and this will lead to extreme cost
savings (Urichuck, 2002). In addition, satisfied employees positively impact corporate culture,
resulting in many intangible but equally important returns (Yongsun, Barbara, Christy, 2002).
“If employees are motivated and happy they will do to the work to the best of their ability instead
of just doing it because they have to” (Ryan, & Deci, 2000).

Buttner and Moore (1997), based on their research about “Happy Employees Make Productive
Employees” found that when employee attitudes improved by 5%, customer satisfaction jumped
by 1.3%, and the revenue increased by 5%. So, motivated employees usually produce more than
others and hence the customer satisfaction increases.
Also, motivated employees will feel as having a strategic partnership with the organization and
their commitments and loyalty will increase from day to day (Anne, 1994). On the other hand,
Deci and Ryan (1985), definite that an organization whose employees have low motivation is
completely vulnerable to both internal and external challenges because its employees are not
going the extra mile to maintain the organization's stability. An unstable organization ultimately
underperforms.Researchers have recommended that employee’s commitment toward their
organizations will enhance their satisfaction and which will benefit the firm (Morris & Sherma,
1981).

CHAPTER 3
RESEARCH METHODOLOGY
This research paper is the descriptive study of employee work motivation and its effect on their
performance. It is a pimary research where data was collected from the employees directly. The
research was carried out with the employees of Big Bazaar, Gwalior. The responses of the
employees, to a questionnaire were recorded and the responses were classified on the basis of
judgement sampling. The questions were asked in line with the previous papers reviewed in
literature review.
Research Aim and Objectives
The primary aim of this study is to understand the response of employees towards motivation
factors being provided by the organization. The study focuses on the level of satisfaction of the
employees with the benefits provided by the employer to boost the motivation of the employees.
Following aspects are discusses in the research paper-
 Explore why employees should be motivated.
 Investigate the influence of current practices to motivate staff in the company on their
employee’s performance,
 Tools of motivation for employees.
 How satisfied are employees with the facilities and benefits provided.

CHAPTER 4
RESULTS AND DISCUSSION
4.1COMPENSATION AND REWARDS
“The employees are rewarded suitably with attractive pay packages .The salary of an employee
includes basic pay. HRA, specialallowance, PF,ESI, Mediclaim etc. Annual bonus will be given
at the time of Diwali. The employees and their dependents are also entitled for medical treatment
in recognised hospitals with cashless hospitalisation with whom the company has tie- ups. If a
hospital is not recognised, the amount spent by the employee will be reimbursed.”
Along with these all the employees are given a card known as ‘Employee Discount card’ (EDC)
through which they can buy any product at Big Bazaar at a special discount of 20-30 %.
LEAVES AND OTHER RULES
“An employee during his probationary period is entitled for 7 days of leave. A confirmed
employee is entitled for 30 days of leave in a year. There is only one type of leave the employees
can take which is known as All Purpose Leave (APL). All the employees will be given identity
cards which they have to wear and also swipe while at the time of entering and leaving the
Store.”
PERFORMANCE APPRAISAL
“The HR department conducts performance appraisal of all the employees annually in the month
of April .Based on their performance increments will be given in their pay. In addition to this if
an employee achieves or exceeds the target given to along with their team members will be
provided with attractive cash and other incentives.”

TRAINING AND DEVELOPMENT
Future gathering has its own preparation division for every one of its representatives, known as
Future Learining and Development Ltd. (FLDL). Every one of the representatives are given
preparing for 20 days in a year spread over various periods. Gurukul which is a piece of FLDL
offers preparing to all representatives on different aptitudes like cooperation, devotion train
enhancing, client administrations, and so forth to make them more educated and beneficial.
RETENTION STRATEGY
“ They strive to foster a feeling of wellbeing in their employees, through care and respect, they
have several structured processes including employee mentoring and grievance management
programs, which are intend to facilitate a friendly ans cohesive organisation culture. Offsite
activities are encouraged to improve interpersonal relatioanships. They also acknowledge the
efforts exertaed by their employees by organisation and annual celebration called, Pantaloon Day
where they recognise employees who have shown exceptional talent, sincerity and dedication .
They ahve implemented an employee suggestion program called Prerna, wherei the employees
can give their suggestions. Every quarter the best suggestions received per zone per format is
awarded prize called, Golden Cap.“

4.2WHAT MOTIVATES EMPLOYEES?
The principle issue that each director discusses identifying with the representatives is, that he
may have better-persuaded worker. In enormous bazaar the situation is unique. Here
representatives aremotivated through different ways and a portion of the ways are talked about
underneath.
 Feeling “in” on things.
 Good wages.
 Good working conditions
 Job security
 Full appreciation of work that is done
 Tactful disciplining
 Employer loyalty to employees
 Interesting work

4.3 Responses to the questionnaire
1. The response towards the salary increment being a factor of motivation:
Respondents No. Of respondents
Strongly agree 63
Agree 18
Neither agree nor disagree 12
Disagree 4
Strongly disagree 3
Interpretation:
Almost all the employees agree with salary increement as the form of motivation.

2. Financial incentive motivate more than non-financial incentives:
Strongly agree 38
Agree 23
disagree 17
Strongly disagree 10
Interpretation:
For some employees financial incentive is more important than non financial incentive.
3. I am satisfied with the salary I draw:

Strongly agree 6
Agree 9
Disagree 45
Interpretation :
Very few employees are satisfied with their salary.
4. Satisfied with leaves and breaks provided by the organization:

Strongly agree 6
Agree 9
disagree 45
Interpretation:
Almost every employee does not agree with the breaks and other policies.
5. Commission on sales would improve productivity and efficiency:

Strongly agree 47
Agree 36
disagree 6
Strongly disagree 2
Interpretation:
Yes. Mostly employees agree that if they receive commission on sales than their productivity
will increase
6. Employee recognition improves performance:

Strongly agree 26
Agree 31
disagree 11
Strongly disagree 7
Interpretation:
57% employees agree that recognition improve performance.
7. Safe working conditions for employees:

Strongly agree 49
Agree 26
disagree 18
Strongly disagree 2
Interpretation:
49% employees are satisfied with the safe working condition provided by the big bazaar.
8. Employees feel job security in the organization:

Strongly agree 39
Agree 36
disagree 8
Strongly disagree 2
Interpretation:
39% employees feels job security
CHAPTER 5
CONCLUSION AND FUTURE PROSPECTUS

Big Bazaar is without a doubt the main retailer in India. It has assembled an extremely
passionate and heartfelt association with its clients. It is likewise extremely planning to
manufacture long haul association with every one of its partners, which is exceptionally basic for
a fruitful business wander. It is watched that the association progressive system is proficient as
all the departmental Managers straightforwardly answer to the Store Manager who thusly reports
to the Zonal Head. Huge Bazaar, with 25 years of involvement in the field of weaving textures, is
the main Apparels and form plan Fabric Company. There exist a sound and positive connection
amongst representatives and chiefs. The representatives acknowledge their obligations
wholeheartedly, acknowledge that it is their duty to complete a piece of the exercises of the
organization and they will be considered responsible for the nature of their work. It is discovered
that over 60% of representatives are of the age gathering of 20-35. From this it uncovers that
organization is having youthful and fiery work drive who are extremely inventive , eager and
furthermore exceptionally resolved to develop in their vocation and thusly helping the
organization to develop. Working condition is great and furthermore the different offices gave
helps in propelling the representatives. The organization is connecting with every one of the
areas of the general public as it is making a hypermarket where the rich individuals shop as well
as the center and the lower class clients come to appreciate the entire shopping knowledge.
The discoveries give a reasonable understanding that the association in the exploration have
roused representatives. It analyzed the connection between spurred representatives and their
execution . All in all, propelled representatives impact their work execution as well as the entire
association execution and business efficiency. Each part in the association has a few necessities
and desires from the association from the principal day he/she join the organization. He/she
won't not know about how to accomplish these necessities and objectives, and here the part of
the line director and the division administrator comes in the photo. To be a spark, it is vital to be
a pioneer to find what truly spurs representatives and it is important to find the major needs of
the workers .
REFRENCES

o Akerlof, G. A., Kranton, R. E., (2005). “Identity and economics of organizations”, Journal of
Economic Perspectives,
o Alexander, P., Ryan, R., & Deci, E., (2000). “Intrinsic and Extrinsic Motivations: Classic
Definitions and New Directions”, Contemporary Educational Psychology,
o Allscheid, S. P., and Cellar, D. F., (1996). “An Interactive Approach to Work Motivation:
The Effects of Competition, Rewards, and Goal Difficulty on Task Performance”, Journal of
Business and Psychology,
o Anne, B., (1994). “An Empirical Analysis of the Corporate Control, Tax and Incentive
Motivations for Employee Stock Ownership Plans”. Journal of Managerial and Economics,
o Ann, M., (1999). “Motivating different personality types on your team”. International journal
of Human Resources,
o Asad, T., (1986). “The Concept of Cultural Translation in British Social Anthropology. In
Writing Culture: The Poetics and Politics of Ethnography”, Berkeley: University of
California Press,
o Baker, D., (1999). “Strategic Human Resource Management:Performance, alignment
management”, Strategic Human Resource Management,
o Bartzokas, C.A., Slade, P. D., (1991). “Motivation to comply with infection control
procedure”, Journal of hospital infection,
o Becker, H. S., Blanche, G., Everett, C., Hughes, and Anslem, L., (1961). “Boys in White:
Student Culture in Medical School”, Chicago: University of Chicago Press.
o Bradley, E.W., (2004). “The role of work context in work motivation: a public sector
application of goal and social cognitive theories”, Journal of public administration
research and theory,
o Chadwick, C., Hunter, L. W., & Walston, S. L. (2004). “Effects of downsizing practice on the
performance of hospitals”, Strategic management Journal,
APPENDIX

QUESTIONAIRE
Basic needs
Q1 The salary increments given to employee who do their jobs very well motivates them.
a. Strongly agree
b. Agree
c. Neither Agree nor Disagree
d. Disagree
e. Strongly disagree
Q2 Financial incentives motivates me more then non financial incentives.
a. Strongly agree
b. Agree
d. Disagree
Q3 I am satisfied with the salary I draw at present.

a. Strongly agree
b. Agree
d. Disagree
Q4 I am satisfied with the lunch break, rest breaks and leaves givenin the organisation.
a. Strongly agree
b. Agree
d. Disagree
Q5 Commission on sales would drive you to work more effectively.
a. Strongly agree
b. Agree
d. Disagree
Q6 Employee of the month programme makes you more motivated towards work.
a. Strongly agree

b. Agree
d. Disagree
e. Strongly disagre
Safety
Q7 Good physical working conditions are provided in the organisation.
a. Strongly agree
b. Agree
d. Disagree
Q8 The employees in the organiston feel secured in their job.
a. Strongly agree
b. Agree
d. Disagree

Hr practices

Recommended

Recommended

More Related Content

What's hot

What's hot (20)

Similar to Hr practices

Similar to Hr practices (20)

More from SHIVANSH PATANKAR

More from SHIVANSH PATANKAR (7)

Recently uploaded

Recently uploaded (20)

Hr practices