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BIG BAZAAR

The document provides information about the retail industry and Big Bazaar, a major retail company in India. It discusses sectorial information on the retail industry globally and in India, including historical growth and contributions to GDP. It then focuses on Big Bazaar, providing details on the company's market share, competitors, target markets, vision, business model, jobs, and recruitment process. The document contains detailed information and analysis on the retail industry and Big Bazaar's operations.

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11/12/2016 SUBMITTED BY : MD AHSANUL HAQUE KHAN (DM16A27) MD SAJID ALAM (DM16A28) HR FINAL PROJECT REPORT 2016-2018
CONTENTS S.NO TOPIC PAGE NO 1 SECTORIAL INFORMATION 3 2 GDP CONTRIBUTION OF RETAIL INDUSTRY 5 3 HISTORICAL GROWTH AND REASON FOR GROWTH 7 4 PORTER’S FIVE FORCE MODEL 8 5 COMPANY INFORMATION 10 6 MARKET SHARE AND ITS COMPETITORS 11 7 PERFORMANCE OF THE RIVALS COMPANY AND PRODUCT PROFILE 12 8 TARGET MARKET AND NEWS 13 9 VISSION AND MISSION 14 10 BUSINESS MODEL 15 11 VALUES AND ORGANISATION STRUCTURE 17 12 JOB DESCRIPTION 18 13 RECRUITEMENT AND SELECTION PROCESS 21 14 FLOW CHART FOR RECRUITEMENT AND SELECTION PROCESS IN BIG BAZAAR 27 15 TRAINING AND DEVELOPMENT METHOD IN BIG BAZAAR 28 16 PERFORMANCE APPRAISAL AND EMPLOYEE ENGAGEMENT ACTIVITIES PROG. IN BIG BAZAAR 29 17 CTC FOR TWO POSITION IN THE ORGANISATION 30 18 CONCLUSION 32 19 BIBLIOGRAPHY AND WEBLIOGRAPHY 33
SECTORIAL INFORMATION RETAIL INDUSTRY Retail involves the process of selling consumer goods or services to customers through multiple channels of distribution to earn a profit. WORLDWIDE RETAIL SECTOR CONTRIBUTION TO THE WORLD ECONOMY Retail sales worldwide including both in store and internet purchases will reach $25.366 trillion this year, the global retail market will see steady growth over the next few years, and in 2018, worldwide retail sales will increase 5.5% to reach $28.300 trillion. FIGURE 1 SOURCE: - EMARKETRS, 2016 2013, $21.19 2014, $22.49 2015, $23.93 2016, $25.36 2017, $26.83 2018, $28.30 TOTAL RETAIL SALES WORLDWIDE 2013- 2018(IN TRILLION)
RETAIL E-COMMERCE When it comes to retail products and services purchased on the internet, ecommerce will account for 7.4% of the total retail market worldwide in 2016, or $1.888 trillion. By 2018, that share will increase significantly to 8.8%. FIGURE 2 SOURCE: EMARKETER, 2016 China and the US are by far the world’s leading ecommerce markets, combining for more than 55% of global internet retail sales in 2016. China’s growth over the next five years will widen the gap between the two countries, and China will exceed $1 trillion in retail ecommerce sales by 2018, accounting for more than 40% of the total worldwide. The US will maintain its position as the second-largest retail ecommerce market in 2018, totaling nearly $500 billion that year, while the UK will account for about one-quarter of that figure, landing in a distant third place. $1.08 $1.32 $1.59 $1.89 $2.20 $2.49 $0.00 $0.50 $1.00 $1.50 $2.00 $2.50 $3.00 RETAIL E COMMERCE SALES WORLDWIDE 2013-2018 (IN TRILLION) 2013 2014 2015 2016 2017 2018
GDP CONTRIBUTION OF RETAIL INDUSTRY TO THE INDIAN ECONOMY The Indian retail industry has emerged as one of the most dynamic and fast-paced industries due to the entry of several new players. It accounts for over 10 percent of the country’s Gross Domestic Product (GDP) and around 8 percent of the employment. India is the world’s fifth-largest global destination in the retail space. STRONG GROWTH IN THE INDIAN RETAIL INDUSTRY  The retail sector in India is emerging as one of the largest sectors in the economy.  By 2015, the total market size is estimated to be around US$ 600 billion, thereby registering a CAGR of 7.45 per cent since 2000.  Retail industry is expected to grow to US$ 1.3 trillion by 2020, registering a CAGR of 9.7 percent between 2000-2020 FIGURE 3-SOURCE-IBEF, 2015 204 238 278 321 368 424 516 490 600 MARKET SIZE OVER THE PAST FEW YEARS 2000-2015 (US$ BILLION) 2000 2002 2004 2006 2008 2010 2012 2013 2015
ORGANISED RETAIL IN NASCENT STAGE  The Indian retail market is in its nascent stage; unorganized players accounted for 92 percent of the market during 2015.  Between FY09-13, organized retail in India witnessed a CAGR of 19-20 percent.  Organized retail is expected to account for 24 per cent of the overall retail market by 2020. FIGURE 4-SOURCE-IBEF,2015 8% 24% 92% 76% 2015 2020E SIGNIFICANT SCOPE FOR EXPANSION IN ORGANIZED RETAIL Organised trade Unorganized trade
Historical Growth Pattern observed in the last 5 years The Growth of Retail Companies in India is most pronounced in the metro cities of India, however the smaller towns are also not lagging behind in this. The Indian Retail sector has come off age and has gone through major transformation over the last decade with a noticeable shift towards organized retailing. FIGURE 5-KPMG, 2016 Reasons for the fast Growth of Retail Companies in India The retail companies are found to be rising in India at a remarkable speed with the years and this have brought a revolutionary change in the shopping attitude of the Indian customers. The Growth of Retail Companies in India is facilitated by certain factors like –  Existing Indian middle classes with an increased purchasing power.  Rise of upcoming business sectors like the IT and engineering firms.  Change in the taste and attitude of the Indians.  Effect of globalization.  Heavy influx of FDI in the retail sectors in India. 368 424 516 600 750 0 100 200 300 400 500 600 700 800 GROWTH IN RETAIL SECTOR IN INDIAN ECONOMY (US$ BILLION) 2008-09 2010-11 2012-13 2014-15 2016-17E
PORTER’S FIVE FORCES MODEL ON RETAIL INDUSTRY Michael porter described a concept that has become known as the five forces model. Using this model business leaders can develop a strategic edge over rival firms by better understanding. Porter’s approach takes an industry vista helping you to assess at a corporate strategy level the attractiveness of the industry to potential entrants at a given time. PORTER’S FIVE FORCES MODEL INDUSTRY COMPETITORS RIVALRY AMONG EXISTING FIRMS POTENTIAL ENTRANTS BUYERS SUBSTITUTE SUPPLIERS THREAT OF NEW ENTRANTS BARGAINING POWER OF BUYERS BARGAINING POWER OF SUPPLIER THREAT OF SUBSTITUTE PRODUCT OF SERVICE
INDICATORS OF RETAIL SECTOR ACCORDING TO PORTER’S FIVE FORCE MODEL •Historically,exploit the relationship. •Less power. •Deal with various products. •Chances of shifting is high. •Lower bargaining power. •High quality products- retailers' honest. •Independent retailers decreased. •Chain stores. •Centralized buying competitive advantage THREAT OF NEW ENTRANTS POWER OF BUYERS POWER OF SUPPLIERS THREAT OF SUBSTITUTE RIVALRY AMONG EXISTING FIRMS WITHIN AN INDUSTRY •Cut throat competition. •Reduce - frequent fliers, memberships, loyalty cards, etc..
BIG BAZAR COMPANY INFORMATION Industry Retailing Founded 2001 Headquarters Mumbai, Maharashtra, India Products Department stores Promoters Mr. Kishore Biyani Whole time directors Mr. Gopikishan Biyani Mr. Rakesh Biyani Directors Mr. Shailesh Haribhakti Mr. S Doreswamy Mr. Darlie Koshy Revenue Employees 36000 people Stores 214(+) stores across 90 cities in India
MARKET SHARE OF THE COMPANY AND ITS COMPETITORS ANALYSIS FIGURE 6 SOURCE; MONEYCONTROL.COM 37% 21% 21% 9% 7% 3% 2% 0% 0% MARKET SHARE ADITIYA BIRLA F TRENT FUTURE RETAIL(BIG BAZAR) SHOPPERS STOP KEWAL KIRAN V-MART RETAIL PROZONE INTU PROVOGUE CANTABIL RETAIL
PERFORMANCE OF SOME OF THE RIVALS OF THE COMPANY (2013-2014) PRODUCT PROFILE With a better understanding of consumer behavior across various cultures and classes, Big Bazaar has put together a stunning range of over 160,000 SKUs. Private labels of Big Bazaar are among the largest apparel and fashion brands in the country. These include,  DJ&C – men’s casual wear range and Knighthood – men’s formal wear range;  Pink & Blue are exclusive garments designed for modern kids;  Srishti, a label of ethnic wear for women;  Haute N Spicy, fashionable western wear for teenage girls;  Dreamline, a label that caters to an entire range of home linen, utensils and crockery ;  D’tachi, a luggage label that offers outstanding value for money.  Big Bazaar has also tied up with a host of well-known brands which offer exclusive lines created especially for the store. These include Levis, Lee Cooper, Wrangler and Disney ADITYA BIRLA RETAIL •REVENUE-7,398cr •PBIDT-235cr •PROFIT AFTER TAX- NA SHOPPERS STOP •REVENUE-2,873cr •PBIDT-186cr •PROFIT AFTER TAX-37cr SPENCERS RETAIL •REVENUE-1,460cr •PBIDT- -70 cr •PROFIT AFTER TAX- -166cr
TRAGET MARKET  It mainly targets all types of consumers to full their very kind of needs.  They have different section for appraisal at “FASHION BIG BAZAR” which mainly focus on the new, stylish and fashionable clothes all age group customers. PRODUCT OFFER BY THE COMPANY RECENT TALKS OF THE COMPANY (NEWS)  Now shop for BIG BAZAR merchandise on paytm. Leading retail company Future group has tied up with mobile payments and commerce platform Paytm to enable users to shop for Big Bazaar merchandise on Paytm marketplace and get delivery at their homes.  Future group partner with star bazaar; aim rupees 4000 cr. Revenue in fy17.  Kishore Biyani-Led Future Group Launches Digital Loyalty Wallet Future Pay. APPRAISAL • DENIM AND SHIRTS • FABRICS • FORMAL WEAR • CASUAL WEAR HOME CARE • SHAMPOOS • DETERDENTS • SOAPS • LIQUID WASH CHILL STATION • SOFT DRINK • PACKAGED DRINKS • MILK ITEMS • FROZEN AND FOODS FARM PRODUCE • FRUITS • VEGETABLES • IMPORTED FRUITS • DAIRY PRODUCTS
VISION To deliver everything, everywhere, every time for every Indian consumer in the most profitable manner. MISSION  We share the vision and belief that our customer and stakeholders shall be served only by creating and executing future scenarios in the consumption space leading to economic development.  We will the trend setters in evolving delivery formats, creating retail reality, making consumption affordable for all consumer segments- for classes and for masses.  We shall infuse Indian brands with confused and renewed ambition.  We shall be efficient and cost-conscious and committed to quality in whatever we do.
BUSINESS MODEL OF BIG BAZAR •Real estate team •C&f agents •Distributors •Government •Local farmers •Legal firms •Engineering firms KEY PARTNERS •Product sales •Customer service •Marketing and advertisement •Innovation programme •Operation management •Real estate planning KEY ACTIVITIES •Real estate planning •Product •Management sales/mkt/operations •Human resources •It infrastructure •LEGAL TEAM •ENGINEERING TEAM •CONSTRUCTION TEAM KEY RESOURCES •LOW PRICE •WIDE SELECTION OF PRODUCT •CHOICE"LOOSE" SELF SERVICE PRODUCTS AND PACKAGED. •NO HASSLE PURCHASING EXPERIANCE •COMPARABLE QUALITY PRODUCTS VALUE PROPOSITION
•Personal assistance •Long standing tradition of offering credit •Merchandise return privilages •Recycling buyback store credit programme CUSTOMER RELATIONSHIP •Central mall •Big bazaar •Food bazaar •Fashion station bazar •All stores(plus sized women's clothing CHANNELS •Mass masrket( fashion,food,general merchandise,leisure and entertainment •Middle and upper class consumer •Young working generation •Working women who are primiary the decision maker in family. CUSTOMER SEGMENT •Sg&a •Operation cost •Product purchase •Wages( large retailers) COST STRUCTURE •Product sales ( traditional 8% gross margin) •Fixed rate(rent) and % of concessionaire sales/manufacturers sales( private label sales) •Additional discounts (1% display income,4% manufacture discount,3% distributor discount) REVENUE STREAM
VALUES  Indian ness –Confidence in ourselves  Leadership – To be leader in thought and business.  Openness- To be in and receptive to new ideas, knowledge and information.  Adaptability – To be flexible and adaptable, to meet new challenges. ORGANISATION STRUCTURE PRESIDENT MARKETING MARKETING HEAD HR HR HEAD CATEGORY MANAGER CATEGORY HEAD FINANCE MANAGER FINANCE HEAD OPERATION HEAD STORE MANAGER VICE PRESIDENT
JOB DESCRIPTION MARKETING Cluster Manager (AM/ Sr. Exec.) Marketing- Big Bazaar Job Description We are recruiting for Assistant Manager- Cluster Marketing for Delhi/NCR for our Big Bazaar Stores. Person will be based at Zonal Ofc (Gurgaon) handling BTL Activities, Brand Activation, Digital Marketing, Coordination with the agencies and the vendors. Only Male candidates are preferred from Retail/ FMCG background. People from Only Agency Background will not be considered. Should be MBA (Marketing) with 3-6 years of experience. Excellent Communication Skills Salary: INR 4, 00,000 - 8, 00,000 P.A Industry: Retail / Wholesale Functional Area: Marketing, Advertising, MR, PR, Media Planning Role Category: Marketing Role: Zonal Marketing Manager KEYSKILLS Digital marketing Btl Brand Activation Desired Candidate Profile Please refer to the Job description above Company Profile: Future Retail Limited Future Group is the pioneer in the Indian retail sector and focuses on developing and operating modern retail networks, consumer goods brands and logistics networks for the consumption sector in India. Future Group believes in developing strong insights on Indian consumers and building businesses based on Indian ideas, as espoused in the group's core value of 'Indianness'. The group's corporate credo is, 'Rewrite rules, Retail values'. Future Group operates through its four listed entities -Future Retail Limited, Future Lifestyle Fashions Limited, Future Consumer Limited and Future Enterprise Limited.
FINANCE HEAD CASHIER (BIG BAZAAR) We are recruiting for the position of Head Cashier for Big Bazaar Store based Delhi / NCR handling Cash Management, Vendors, Cash tilts & Team Management etc. Contact Person - Priyanka / Shilpa Venue for interview:- Future Group, Plot No. 82, Sector - 32, Jharsa, Gurgaon (Behind Ranbaxy Building, Next to Adani office) * Travel expenses for the interview will be borne by the candidates. * Excellent pay packages. * Graduation is must & only male candidates can apply Thanks & Regards, HR Dept. Salary: INR 1, 00,000 - 3, 25,000 P.A Industry: Retail / Wholesale Functional Area: Accounts, Finance, Tax, Company Secretary, Audit Role Category: Accounts Role: Accounts Executive/Accountant KEYSKILLS HEAD CASHIER CASHIER Desired Candidate Profile Please refer to the Job description above Company Profile: Future Retail Limited Future Group is the pioneer in the Indian retail sector and focuses on developing and operating modern retail networks, consumer goods brands and logistics networks for the consumption sector in India. Future Group believes in developing strong insights on Indian consumers and building businesses based on Indian ideas, as espoused in the group's core value of 'Indianness'. The group's corporate credo is, 'Rewrite rules, Retail values'. WALKIN INTERVEIW 3rd November - 4th November 11 AM
HR FUNCTION HR EXCUETIVE – MALE ONLY JOB DESCRIPTION Man Power Planning & Recruitment (Band 1) Induction (Milaap) Coordinate with ZO (HR). Conduct Weekly meetings, Focus Groups, Skip Meetings. Enhancing & Maintaining FUN-ZONE. Performance Appraisals. Ensuring smooth communication from Front end people to SM & Vice versa. Processing Employee benefit (Loan, leave, etc.) to ZO (HR). Conflict resolution / Grievance handling. Scheduling Employee Development initiatives, as per the L & D Dept. Plan & maintaining records (Training Cards). Update APL, comp. offs, Personal files, etc. Monthly MIS to ZO (HR). Strict adherence to SOPs. PERK handling. Accountability To ensure the smooth implementation of People Processes (Milaap, Training, Welfare, engagement, Appraisals, Grievances, etc.). To ensure the implementation of Training roll out (L&D) in the Store. To extend service to the smooth functioning of the Store Processes (Dept. VM, Warehouse & other support functions. To complete statutory compliances /requirements timely. To Coordinate with ZO (HR) for Personnel (employee) requirements. To ensure strict adherence to the SOPs at the Store. Salary: Not Disclosed by Recruiter Industry; Retail / Wholesale Functional Area; HR , Administration, IR Role Category: HR/ Recruitment / IR Role: HR Executive KEYSKILLS Induction HR Grievance Handling Manpower Planning Welfare Leave Training Employee Development Personnel EDUCATION- UG: Any Graduate - Any Specialization PG: MBA/PGDM - HR/Industrial Relations Company Profile: Future Retail Limited - Big Bazaar (SAME AS ABOVE)
RECRUITMENT AND SELECTION PROCESS RECRUITMENT PROCESS Recruitment refers to the process of sourcing, screening, and selecting people for a job or vacancy within an organization. Though individuals can undertake individual components of the recruitment process, mid and large size organizations generally retain professional recruiters. The recruitment process in India is designed in such a way that each candidate gets the desired profile according to its own choice. Place the candidate from the right profile, the best job recruitment agencies, the solution is the end of most Indian job recruitment agencies. GUIDING PRINCIPLES OF RECRUITMENT Appropriate and effective recruitment strategies vary with each position. The length and scope of the recruitment should be relevant to the position. In setting the timeline for your recruitment, consider the wording carefully--there are consequences to your choice.  If you specify a recruitment deadline, you may not consider any applications received after that date.  If you indicate the position will remain open until filled, you must consider any applications received until an offer has been extended and accepted.  If you indicate "applications received by a certain date will be assured full consideration," you can decide whether or not to review applications received after the specified date. When using this wording, it is critical to establish a meaningful date. RECRUITMENT STRATEGIES AND RESOURCES HR Persons will assist search committees and hiring departments in developing recruitment strategies for each vacancy. General guidelines for specific types of positions are listed below. Tenure-track Faculty Scope of Search: National or regional Recruitment Resource: Discipline-specific journals, list-serves, Professional associations
Personal contacts with colleagues, alma maters, and alumni associations Position announcement mailings to doctoral-degree granting universities Chronicle of Higher Education Recommended Recruitment Period: At least 3 weeks after appearance of first advertisement; at least 1 full week after publication of last advertisement Unclassified staff, Director level and above Unclassified (below Director Level) and Classified Staff Scope of Search: Regional (for technical or paraprofessional positions) or local Recruitment Resources: Position announcement mailings to state employment offices, local vocational and community colleges. Recommended Recruitment Period Unclassified: At least 2 weeks after appearance of first advertisement; at least 1 full week after publication of last advertisement Classified: Contact your HR Generalist for state requirements. THE RECRUITMENT PROCESS These are the main recruiting stages. Sourcing Sourcing involves 1) advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs; and 2) recruiting research, which is the proactive identification of relevant talent who may not respond to job postings and other recruitment advertising methods. This initial research for so-called passive prospects, also called same-generation, results in a list of prospects who can then be contacted to solicit interest, obtain a resume/CV, and be screened. Screening & selection Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills. Qualifications may be shown through resumes, job applications, interviews, educational or
professional experience, the testimony of references, or in-house testing, such as for software knowledge, typing skills, numeracy, and literacy, through psychological tests or employment testing. In some countries, employers are legally mandated to provide equal opportunity in hiring. Onboarding A well-planned introduction helps new employees become fully operational quickly and is often integrated with the recruitment process. SELECTION This is the process of choosing individuals who have relevant qualifications to fill vacant positions. The process begins when a hiring department identifies the need to fill a position, and ends when a person is hired to meet that need. What happens in the middle of the process includes job analysis, position description development, recruitment, testing, and screening, corresponding with applicants, Credentials verification, background investigations, interviewing, reference checking, physical examinations, and the offer. GUIDING PRINCIPLES OF SELECTION The selection process exposes the organization or company to liability. Seeking training from HR for anyone who participates in the process before beginning. Provide reasonable accommodation in the application process to persons with disabilities. Use a nondiscriminatory, valid, and consistently applied selection criteria/process. Use of a rating guide is recommended. This is a form used to rate applications for a position based on the required and preferred qualification as defined in the position description. Rating guides simplify the paper screening process, ensure that applications are being evaluated against the same criteria, and provide documentation which will be used to defend any challenged outcome. Once it is determined that an individual does not meet the established minimum qualifications, she must be eliminated from further consideration. If you are unclear whether or not an applicant possesses the minimum qualifications, it is appropriate to conduct a verification phone interview. You may also ask applicants to include a cover letter detailing how they meet the established qualifications as part of the application process.
RECRUITMENT AND SELECTION GUIDELINES OF BIG BAZAAR These guidelines are also called BIG BAZAAR RECRUITMENT RULES. OBJECTIVE The main objective of detailing guidelines is that the right type of personnel’s are recruited, who fulfills the requisite job specifications for Recruitment including the desirable level of qualification, skills/ experiences and competence which is essential for the sustained vitality and growth of the organization APPLICABLITY AND SCOPE The guidelines shall apply to the Managerial/ Executive/ Supervisors category of employees in the pay scale/level, as announced separately in the classification of employees order. Detailed job specifications, required to recruit the person at various Levels/ Grades. RECRUITMENT Recruitment shall be resorted for induction of talent from outside, when suitable Candidates are not available from within the organization or upon a specific demand of the post is such that it has to be filled up from the open market. SOURCES OF RECRUITMENT From within organization through Transfers;  Through Employment Exchanges  Through Placement agencies/ Consultants  Through open Market Advertisements  From Engineering /Management / Educational Institutes.  Through E-mail sources via Naukri.com etc.  Through Contractors /Suppliers etc.  Through referred cases, relatives / friends etc. General All recruitment shall be done exclusively on merit basis only except experienced personnel maximum age for recruitment shall be 28 years of age & Minimum 18 years.
JOB SPECIFICATIONS/ AGE AT ENTRY LEVEL Each person is expected to fulfill the requisite job specifications / as required for the position before his candidature is considered for the post. Age requirement at entry point with 10+2 qualification shall be around 20 years and for Graduate / Post graduate / Professional Qualification shall be between 21 years to 25 years for a fresher. The upper age limit for recruitment of experienced personnel shall normally be not more than 45 years. AGE OF SUPERANNUATION Normally the age of superannuation shall be 60 years for all classes of employees. In order to streamline the recruitment age and to ensure that no person is retiring on his birthday, all employee shall be retiring only on first day of the next month in which he attains the age of superannuation. EXTENSIONS IN SERVICE In case any employee requests for extension of services on attaining the age of superannuation, i.e., 60 years, or management wishes to retain his service in the interest of the organization, subject to medically fitness, the management at its sole discretion, may grant such extension of service for one year at a time, However, a management may also consider reappointment of a retired employee on a contract basis. However such a person shall be entitled to a consolidated amount and contracted facilities/ perquisites only. He shall not be entitled to any other facility/perquisite as applicable to other regular Executives/ Employees of the company of his cadre REQUISITION FOR RECRUITMENT OF PERSONNEL All HOD’s / Sectional Heads shall raise a requisition in the prescribed format, as per sanctioned manpower and duly approved by competent authority. STANDARD APPLICATION FORM Candidates application screened / short listed are required to fill in the prescribed application form in their own handwriting and submit the same to HR Department along with a passport size photograph, photocopies of certificate and testimonials etc., in support of their Age, Qualification, Experience conduct etc. LETTER OF APPOINTMENT: Every candidate selected and appointed in Executive Cadre shall be issued a letter of appointment as per the Standard Format placed.
SERVICE AGREEMENT Experienced personnel recruited in Executive cadre may be required to execute a service agreement to serve the organization at least for a period of two years, after joining the service of the company. ANTECEDENT VERIFICATION Each Candidate should state names along with contact address Telephone number etc. of at least 2 persons (not in relation), who can be referred by the employer to verify candidate antecedents etc., in the application form itself, out of which one should be preferably of immediate past employer. SCRUITINY OF APPLIACTION All application received from the candidates, shall initially be screened by HR Department Recruitment section to ensure that candidate fulfills the job specifications and there after send the screened applications to respective HOD / Requisition authority for detailed screening and ensuring that the candidate meet their requirement and return such screened applications back to H R Department for further action to request and fill the vacancy. APPLICATION BLANK FOR EMPLOYMENT All applicants, who have been short listed for an appointment in the Company, shall be required to complete an Application Blank for Employment in his own handwriting.
FLOW CHART FOR RECRUITMENT AND SELECTION IN BIG BAZAAR Manpower planning Requirement Generation (Allotted Vs. Actual Basis) Internal Fitment (Job Rotation) Recruitment (CVs screened by HR Department along with Business Head) Selection Procedures (Initial interview by HR Department/Finalization by Business Head/Executive Committee/CMD) Joining and Induction Orientation Placement Appraisal
TRAINING AND DEVELOPMENT METHOD BIG BAZAR METHODS ON THE JOB METHODS  Job rotation  Coaching  Job instruction  Coaching  Training through step by step committee assingments internship training. OFF THE JOB METHOD  Vestibule training  Role playing  Lecture method  Conference and discussion  Programmed instruction  Audio-visual methods  Computer based training and e-learning TYPES OF TRAINING PROVIDED BY BIG BAZAAR  Customer happiness including selling skills  Communication skill  Cashiering  Product training  Guru kul  Analytical skill  Value internalization for all employees  Store guru  Supervisory skills  Analytical skill and commercial acumen  Analytical skill and decision making  Interpersonal skill and effectiveness
Performance Appraisal The HR department conducts performances 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 member will be provided with attractive cash and other incentives. Employee Engagement Activities performed in big bazaar The visionary leadership of Mr. Kishore Biyani to push the boundaries reinvent the wheel and take risks. It is prevalent in the entire or ganization.  Employees encouraged to experiment and take risks (e.g., BPA free plastics - a new category developed by store staff)  Focus is on implementing ideas rather than spending time on historical analysis  Creation of rituals to institutionalize best practices:  Ceremony to appoint store kartas by inviting his/her parents has increased the sense of ownership. Employees' Engagement Index:- To help organizations use employee engagement to drive business goals, PwC has created the Employee Engagement Index (EEI). Specifically, engagement is measured by asking employees the extent to which they agree with the EEI attributes.  Alignment “I understand how my job contributes to the success of the company.”  Advocacy “I would recommend the company to friends and family as a great place to work.”  Commitment “I intend to stay with the company for another 12 months.”  Discretionary effort “My colleagues are willing to go beyond what is expected for the success of the company.  Pride “I am proud to work for the company”.  Achievement “My colleagues are passionate about providing exceptional customer service. The EEI is measured on the basis of 3 point Likert scale where 3 says agree, 2 says neutral, 1 says disagree.
CTC FOR TWO POSITIONS IN THE ORGANIZATION 1. Cluster Manager (am/sr. exec.) marketing. ASSUMING CTC FOR THIS POST –Rs.400000 Then, the Break up with various salary components will be TOTAL CTC Rs.400000 BASIC 40% of ctc 160000 DEARNESS ALLOWANCE 10% of basic 16000 HOUSE RENT ALLOWANCE According to city 70400 CONVEYANCE ALLOWANCE EXEMTED AMOUNT 19200 MEDICAL REIMBRUSEMENT EXEMTED AMOUNT 15000 LEAVE TRAVEL ALLOWANCE I MONTH SALARY 13333.33 CHILD EDUCATION EXEMTED AMOUNT 2400 CHILD HOSTAL EXEMTED AMOUNT 7200 GRATUITY 4.81% OF BASIC 7696 PROVIDENT FUND 12% OF BASIC+DA 21120 GRADE PAY BALANCE AMOUNT 67650.67
2 .Head cashier ASSUMING CTC FOR THIS POST- Rs. 350000 Then, the Break up with various salary components will be TOTAL CTC Rs.350000 BASIC 40% of ctc 140000 DEARNESS ALLOWANCE 10% of basic 14000 HOUSE RENT ALLOWANCE According to city 61600 CONVEYANCE ALLOWANCE EXEMTED AMOUNT 19200 MEDICAL REIMBRUSEMENT EXEMTED AMOUNT 15000 LEAVE TRAVEL ALLOWANCE I MONTH SALARY 11666.67 CHILD EDUCATION EXEMTED AMOUNT 2400 CHILD HOSTAL EXEMTED AMOUNT 7200 GRATUITY 4.81% OF BASIC 6734 PROVIDENT FUND 12% OF BASIC+DA 18480 GRADE PAY BALANCE AMOUNT 53719.33
CONCLUSION Big bazaar under future group promises a glowing future for itself and the country’s development in the order to improve the benefits and the standard of living of the people of the state and the country. The country is reaching out to all the sections of the society it is creating a hypermarket where not only the rich people shop but also the middle and the lower class customer come to enjoy the whole shopping experience. After doing a project I came to the conclusion that their training programme is very effective. Big bazaar is undoubtedly the number one retailer in India. It has built a very emotional and cordial relationship with its customers. It is also very intending to build long term relationship with all its stakeholders, which is very essential for a successful business venture. It is observed that the organization hierarchy is professional as all the departmental managers directly report to the store manager who in turn reports to the zonal head. Big bazar, with 25 years Of experience in the field of weaving fabrics, is the leading apparels and fashion design fabric company. There exists a healthy and positive relationship between employees and managers. The employees accept their responsibility wholeheartedly, accept that it is their responsibility to carry out a part of the activities of the company and they will be held accountable for the quality of their work.it is found that more than 60% employees are the age group of 20-35.from this it reveals that company is having young and energetic workforce who are very creative, enthusiastic and also very determined to grow. Working environment is good and also the various facilities provided helps in motivating the employees. The company is reaching out to all the section of the society as it is creating a hypermarket where not only the rich people shop but also the middle and the lower class customer come to enjoy the whole shopping experience.
BIBLIOGRAPHY AND WEBLIOGRAPHY  Economics times  Big bazaar direct.com  www.moneycontrol.com  www.acceanalyser.com  www.bigbazaar.com  www.bizstals.com  www.business.gov.in  www.ibef.com  www.emarketers.com  www.track.in  Future group website.

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BIG BAZAAR

  • 1.
    11/12/2016 SUBMITTED BY : MDAHSANUL HAQUE KHAN (DM16A27) MD SAJID ALAM (DM16A28) HR FINAL PROJECT REPORT 2016-2018
  • 2.
    CONTENTS S.NO TOPIC PAGENO 1 SECTORIAL INFORMATION 3 2 GDP CONTRIBUTION OF RETAIL INDUSTRY 5 3 HISTORICAL GROWTH AND REASON FOR GROWTH 7 4 PORTER’S FIVE FORCE MODEL 8 5 COMPANY INFORMATION 10 6 MARKET SHARE AND ITS COMPETITORS 11 7 PERFORMANCE OF THE RIVALS COMPANY AND PRODUCT PROFILE 12 8 TARGET MARKET AND NEWS 13 9 VISSION AND MISSION 14 10 BUSINESS MODEL 15 11 VALUES AND ORGANISATION STRUCTURE 17 12 JOB DESCRIPTION 18 13 RECRUITEMENT AND SELECTION PROCESS 21 14 FLOW CHART FOR RECRUITEMENT AND SELECTION PROCESS IN BIG BAZAAR 27 15 TRAINING AND DEVELOPMENT METHOD IN BIG BAZAAR 28 16 PERFORMANCE APPRAISAL AND EMPLOYEE ENGAGEMENT ACTIVITIES PROG. IN BIG BAZAAR 29 17 CTC FOR TWO POSITION IN THE ORGANISATION 30 18 CONCLUSION 32 19 BIBLIOGRAPHY AND WEBLIOGRAPHY 33
  • 3.
    SECTORIAL INFORMATION RETAIL INDUSTRY Retailinvolves the process of selling consumer goods or services to customers through multiple channels of distribution to earn a profit. WORLDWIDE RETAIL SECTOR CONTRIBUTION TO THE WORLD ECONOMY Retail sales worldwide including both in store and internet purchases will reach $25.366 trillion this year, the global retail market will see steady growth over the next few years, and in 2018, worldwide retail sales will increase 5.5% to reach $28.300 trillion. FIGURE 1 SOURCE: - EMARKETRS, 2016 2013, $21.19 2014, $22.49 2015, $23.93 2016, $25.36 2017, $26.83 2018, $28.30 TOTAL RETAIL SALES WORLDWIDE 2013- 2018(IN TRILLION)
  • 4.
    RETAIL E-COMMERCE When itcomes to retail products and services purchased on the internet, ecommerce will account for 7.4% of the total retail market worldwide in 2016, or $1.888 trillion. By 2018, that share will increase significantly to 8.8%. FIGURE 2 SOURCE: EMARKETER, 2016 China and the US are by far the world’s leading ecommerce markets, combining for more than 55% of global internet retail sales in 2016. China’s growth over the next five years will widen the gap between the two countries, and China will exceed $1 trillion in retail ecommerce sales by 2018, accounting for more than 40% of the total worldwide. The US will maintain its position as the second-largest retail ecommerce market in 2018, totaling nearly $500 billion that year, while the UK will account for about one-quarter of that figure, landing in a distant third place. $1.08 $1.32 $1.59 $1.89 $2.20 $2.49 $0.00 $0.50 $1.00 $1.50 $2.00 $2.50 $3.00 RETAIL E COMMERCE SALES WORLDWIDE 2013-2018 (IN TRILLION) 2013 2014 2015 2016 2017 2018
  • 5.
    GDP CONTRIBUTION OFRETAIL INDUSTRY TO THE INDIAN ECONOMY The Indian retail industry has emerged as one of the most dynamic and fast-paced industries due to the entry of several new players. It accounts for over 10 percent of the country’s Gross Domestic Product (GDP) and around 8 percent of the employment. India is the world’s fifth-largest global destination in the retail space. STRONG GROWTH IN THE INDIAN RETAIL INDUSTRY  The retail sector in India is emerging as one of the largest sectors in the economy.  By 2015, the total market size is estimated to be around US$ 600 billion, thereby registering a CAGR of 7.45 per cent since 2000.  Retail industry is expected to grow to US$ 1.3 trillion by 2020, registering a CAGR of 9.7 percent between 2000-2020 FIGURE 3-SOURCE-IBEF, 2015 204 238 278 321 368 424 516 490 600 MARKET SIZE OVER THE PAST FEW YEARS 2000-2015 (US$ BILLION) 2000 2002 2004 2006 2008 2010 2012 2013 2015
  • 6.
    ORGANISED RETAIL INNASCENT STAGE  The Indian retail market is in its nascent stage; unorganized players accounted for 92 percent of the market during 2015.  Between FY09-13, organized retail in India witnessed a CAGR of 19-20 percent.  Organized retail is expected to account for 24 per cent of the overall retail market by 2020. FIGURE 4-SOURCE-IBEF,2015 8% 24% 92% 76% 2015 2020E SIGNIFICANT SCOPE FOR EXPANSION IN ORGANIZED RETAIL Organised trade Unorganized trade
  • 7.
    Historical Growth Patternobserved in the last 5 years The Growth of Retail Companies in India is most pronounced in the metro cities of India, however the smaller towns are also not lagging behind in this. The Indian Retail sector has come off age and has gone through major transformation over the last decade with a noticeable shift towards organized retailing. FIGURE 5-KPMG, 2016 Reasons for the fast Growth of Retail Companies in India The retail companies are found to be rising in India at a remarkable speed with the years and this have brought a revolutionary change in the shopping attitude of the Indian customers. The Growth of Retail Companies in India is facilitated by certain factors like –  Existing Indian middle classes with an increased purchasing power.  Rise of upcoming business sectors like the IT and engineering firms.  Change in the taste and attitude of the Indians.  Effect of globalization.  Heavy influx of FDI in the retail sectors in India. 368 424 516 600 750 0 100 200 300 400 500 600 700 800 GROWTH IN RETAIL SECTOR IN INDIAN ECONOMY (US$ BILLION) 2008-09 2010-11 2012-13 2014-15 2016-17E
  • 8.
    PORTER’S FIVE FORCESMODEL ON RETAIL INDUSTRY Michael porter described a concept that has become known as the five forces model. Using this model business leaders can develop a strategic edge over rival firms by better understanding. Porter’s approach takes an industry vista helping you to assess at a corporate strategy level the attractiveness of the industry to potential entrants at a given time. PORTER’S FIVE FORCES MODEL INDUSTRY COMPETITORS RIVALRY AMONG EXISTING FIRMS POTENTIAL ENTRANTS BUYERS SUBSTITUTE SUPPLIERS THREAT OF NEW ENTRANTS BARGAINING POWER OF BUYERS BARGAINING POWER OF SUPPLIER THREAT OF SUBSTITUTE PRODUCT OF SERVICE
  • 9.
    INDICATORS OF RETAILSECTOR ACCORDING TO PORTER’S FIVE FORCE MODEL •Historically,exploit the relationship. •Less power. •Deal with various products. •Chances of shifting is high. •Lower bargaining power. •High quality products- retailers' honest. •Independent retailers decreased. •Chain stores. •Centralized buying competitive advantage THREAT OF NEW ENTRANTS POWER OF BUYERS POWER OF SUPPLIERS THREAT OF SUBSTITUTE RIVALRY AMONG EXISTING FIRMS WITHIN AN INDUSTRY •Cut throat competition. •Reduce - frequent fliers, memberships, loyalty cards, etc..
  • 10.
    BIG BAZAR COMPANY INFORMATION IndustryRetailing Founded 2001 Headquarters Mumbai, Maharashtra, India Products Department stores Promoters Mr. Kishore Biyani Whole time directors Mr. Gopikishan Biyani Mr. Rakesh Biyani Directors Mr. Shailesh Haribhakti Mr. S Doreswamy Mr. Darlie Koshy Revenue Employees 36000 people Stores 214(+) stores across 90 cities in India
  • 11.
    MARKET SHARE OFTHE COMPANY AND ITS COMPETITORS ANALYSIS FIGURE 6 SOURCE; MONEYCONTROL.COM 37% 21% 21% 9% 7% 3% 2% 0% 0% MARKET SHARE ADITIYA BIRLA F TRENT FUTURE RETAIL(BIG BAZAR) SHOPPERS STOP KEWAL KIRAN V-MART RETAIL PROZONE INTU PROVOGUE CANTABIL RETAIL
  • 12.
    PERFORMANCE OF SOMEOF THE RIVALS OF THE COMPANY (2013-2014) PRODUCT PROFILE With a better understanding of consumer behavior across various cultures and classes, Big Bazaar has put together a stunning range of over 160,000 SKUs. Private labels of Big Bazaar are among the largest apparel and fashion brands in the country. These include,  DJ&C – men’s casual wear range and Knighthood – men’s formal wear range;  Pink & Blue are exclusive garments designed for modern kids;  Srishti, a label of ethnic wear for women;  Haute N Spicy, fashionable western wear for teenage girls;  Dreamline, a label that caters to an entire range of home linen, utensils and crockery ;  D’tachi, a luggage label that offers outstanding value for money.  Big Bazaar has also tied up with a host of well-known brands which offer exclusive lines created especially for the store. These include Levis, Lee Cooper, Wrangler and Disney ADITYA BIRLA RETAIL •REVENUE-7,398cr •PBIDT-235cr •PROFIT AFTER TAX- NA SHOPPERS STOP •REVENUE-2,873cr •PBIDT-186cr •PROFIT AFTER TAX-37cr SPENCERS RETAIL •REVENUE-1,460cr •PBIDT- -70 cr •PROFIT AFTER TAX- -166cr
  • 13.
    TRAGET MARKET  Itmainly targets all types of consumers to full their very kind of needs.  They have different section for appraisal at “FASHION BIG BAZAR” which mainly focus on the new, stylish and fashionable clothes all age group customers. PRODUCT OFFER BY THE COMPANY RECENT TALKS OF THE COMPANY (NEWS)  Now shop for BIG BAZAR merchandise on paytm. Leading retail company Future group has tied up with mobile payments and commerce platform Paytm to enable users to shop for Big Bazaar merchandise on Paytm marketplace and get delivery at their homes.  Future group partner with star bazaar; aim rupees 4000 cr. Revenue in fy17.  Kishore Biyani-Led Future Group Launches Digital Loyalty Wallet Future Pay. APPRAISAL • DENIM AND SHIRTS • FABRICS • FORMAL WEAR • CASUAL WEAR HOME CARE • SHAMPOOS • DETERDENTS • SOAPS • LIQUID WASH CHILL STATION • SOFT DRINK • PACKAGED DRINKS • MILK ITEMS • FROZEN AND FOODS FARM PRODUCE • FRUITS • VEGETABLES • IMPORTED FRUITS • DAIRY PRODUCTS
  • 14.
    VISION To deliver everything,everywhere, every time for every Indian consumer in the most profitable manner. MISSION  We share the vision and belief that our customer and stakeholders shall be served only by creating and executing future scenarios in the consumption space leading to economic development.  We will the trend setters in evolving delivery formats, creating retail reality, making consumption affordable for all consumer segments- for classes and for masses.  We shall infuse Indian brands with confused and renewed ambition.  We shall be efficient and cost-conscious and committed to quality in whatever we do.
  • 15.
    BUSINESS MODEL OFBIG BAZAR •Real estate team •C&f agents •Distributors •Government •Local farmers •Legal firms •Engineering firms KEY PARTNERS •Product sales •Customer service •Marketing and advertisement •Innovation programme •Operation management •Real estate planning KEY ACTIVITIES •Real estate planning •Product •Management sales/mkt/operations •Human resources •It infrastructure •LEGAL TEAM •ENGINEERING TEAM •CONSTRUCTION TEAM KEY RESOURCES •LOW PRICE •WIDE SELECTION OF PRODUCT •CHOICE"LOOSE" SELF SERVICE PRODUCTS AND PACKAGED. •NO HASSLE PURCHASING EXPERIANCE •COMPARABLE QUALITY PRODUCTS VALUE PROPOSITION
  • 16.
    •Personal assistance •Long standingtradition of offering credit •Merchandise return privilages •Recycling buyback store credit programme CUSTOMER RELATIONSHIP •Central mall •Big bazaar •Food bazaar •Fashion station bazar •All stores(plus sized women's clothing CHANNELS •Mass masrket( fashion,food,general merchandise,leisure and entertainment •Middle and upper class consumer •Young working generation •Working women who are primiary the decision maker in family. CUSTOMER SEGMENT •Sg&a •Operation cost •Product purchase •Wages( large retailers) COST STRUCTURE •Product sales ( traditional 8% gross margin) •Fixed rate(rent) and % of concessionaire sales/manufacturers sales( private label sales) •Additional discounts (1% display income,4% manufacture discount,3% distributor discount) REVENUE STREAM
  • 17.
    VALUES  Indian ness–Confidence in ourselves  Leadership – To be leader in thought and business.  Openness- To be in and receptive to new ideas, knowledge and information.  Adaptability – To be flexible and adaptable, to meet new challenges. ORGANISATION STRUCTURE PRESIDENT MARKETING MARKETING HEAD HR HR HEAD CATEGORY MANAGER CATEGORY HEAD FINANCE MANAGER FINANCE HEAD OPERATION HEAD STORE MANAGER VICE PRESIDENT
  • 18.
    JOB DESCRIPTION MARKETING Cluster Manager(AM/ Sr. Exec.) Marketing- Big Bazaar Job Description We are recruiting for Assistant Manager- Cluster Marketing for Delhi/NCR for our Big Bazaar Stores. Person will be based at Zonal Ofc (Gurgaon) handling BTL Activities, Brand Activation, Digital Marketing, Coordination with the agencies and the vendors. Only Male candidates are preferred from Retail/ FMCG background. People from Only Agency Background will not be considered. Should be MBA (Marketing) with 3-6 years of experience. Excellent Communication Skills Salary: INR 4, 00,000 - 8, 00,000 P.A Industry: Retail / Wholesale Functional Area: Marketing, Advertising, MR, PR, Media Planning Role Category: Marketing Role: Zonal Marketing Manager KEYSKILLS Digital marketing Btl Brand Activation Desired Candidate Profile Please refer to the Job description above Company Profile: Future Retail Limited Future Group is the pioneer in the Indian retail sector and focuses on developing and operating modern retail networks, consumer goods brands and logistics networks for the consumption sector in India. Future Group believes in developing strong insights on Indian consumers and building businesses based on Indian ideas, as espoused in the group's core value of 'Indianness'. The group's corporate credo is, 'Rewrite rules, Retail values'. Future Group operates through its four listed entities -Future Retail Limited, Future Lifestyle Fashions Limited, Future Consumer Limited and Future Enterprise Limited.
  • 19.
    FINANCE HEAD CASHIER (BIGBAZAAR) We are recruiting for the position of Head Cashier for Big Bazaar Store based Delhi / NCR handling Cash Management, Vendors, Cash tilts & Team Management etc. Contact Person - Priyanka / Shilpa Venue for interview:- Future Group, Plot No. 82, Sector - 32, Jharsa, Gurgaon (Behind Ranbaxy Building, Next to Adani office) * Travel expenses for the interview will be borne by the candidates. * Excellent pay packages. * Graduation is must & only male candidates can apply Thanks & Regards, HR Dept. Salary: INR 1, 00,000 - 3, 25,000 P.A Industry: Retail / Wholesale Functional Area: Accounts, Finance, Tax, Company Secretary, Audit Role Category: Accounts Role: Accounts Executive/Accountant KEYSKILLS HEAD CASHIER CASHIER Desired Candidate Profile Please refer to the Job description above Company Profile: Future Retail Limited Future Group is the pioneer in the Indian retail sector and focuses on developing and operating modern retail networks, consumer goods brands and logistics networks for the consumption sector in India. Future Group believes in developing strong insights on Indian consumers and building businesses based on Indian ideas, as espoused in the group's core value of 'Indianness'. The group's corporate credo is, 'Rewrite rules, Retail values'. WALKIN INTERVEIW 3rd November - 4th November 11 AM
  • 20.
    HR FUNCTION HR EXCUETIVE– MALE ONLY JOB DESCRIPTION Man Power Planning & Recruitment (Band 1) Induction (Milaap) Coordinate with ZO (HR). Conduct Weekly meetings, Focus Groups, Skip Meetings. Enhancing & Maintaining FUN-ZONE. Performance Appraisals. Ensuring smooth communication from Front end people to SM & Vice versa. Processing Employee benefit (Loan, leave, etc.) to ZO (HR). Conflict resolution / Grievance handling. Scheduling Employee Development initiatives, as per the L & D Dept. Plan & maintaining records (Training Cards). Update APL, comp. offs, Personal files, etc. Monthly MIS to ZO (HR). Strict adherence to SOPs. PERK handling. Accountability To ensure the smooth implementation of People Processes (Milaap, Training, Welfare, engagement, Appraisals, Grievances, etc.). To ensure the implementation of Training roll out (L&D) in the Store. To extend service to the smooth functioning of the Store Processes (Dept. VM, Warehouse & other support functions. To complete statutory compliances /requirements timely. To Coordinate with ZO (HR) for Personnel (employee) requirements. To ensure strict adherence to the SOPs at the Store. Salary: Not Disclosed by Recruiter Industry; Retail / Wholesale Functional Area; HR , Administration, IR Role Category: HR/ Recruitment / IR Role: HR Executive KEYSKILLS Induction HR Grievance Handling Manpower Planning Welfare Leave Training Employee Development Personnel EDUCATION- UG: Any Graduate - Any Specialization PG: MBA/PGDM - HR/Industrial Relations Company Profile: Future Retail Limited - Big Bazaar (SAME AS ABOVE)
  • 21.
    RECRUITMENT AND SELECTIONPROCESS RECRUITMENT PROCESS Recruitment refers to the process of sourcing, screening, and selecting people for a job or vacancy within an organization. Though individuals can undertake individual components of the recruitment process, mid and large size organizations generally retain professional recruiters. The recruitment process in India is designed in such a way that each candidate gets the desired profile according to its own choice. Place the candidate from the right profile, the best job recruitment agencies, the solution is the end of most Indian job recruitment agencies. GUIDING PRINCIPLES OF RECRUITMENT Appropriate and effective recruitment strategies vary with each position. The length and scope of the recruitment should be relevant to the position. In setting the timeline for your recruitment, consider the wording carefully--there are consequences to your choice.  If you specify a recruitment deadline, you may not consider any applications received after that date.  If you indicate the position will remain open until filled, you must consider any applications received until an offer has been extended and accepted.  If you indicate "applications received by a certain date will be assured full consideration," you can decide whether or not to review applications received after the specified date. When using this wording, it is critical to establish a meaningful date. RECRUITMENT STRATEGIES AND RESOURCES HR Persons will assist search committees and hiring departments in developing recruitment strategies for each vacancy. General guidelines for specific types of positions are listed below. Tenure-track Faculty Scope of Search: National or regional Recruitment Resource: Discipline-specific journals, list-serves, Professional associations
  • 22.
    Personal contacts withcolleagues, alma maters, and alumni associations Position announcement mailings to doctoral-degree granting universities Chronicle of Higher Education Recommended Recruitment Period: At least 3 weeks after appearance of first advertisement; at least 1 full week after publication of last advertisement Unclassified staff, Director level and above Unclassified (below Director Level) and Classified Staff Scope of Search: Regional (for technical or paraprofessional positions) or local Recruitment Resources: Position announcement mailings to state employment offices, local vocational and community colleges. Recommended Recruitment Period Unclassified: At least 2 weeks after appearance of first advertisement; at least 1 full week after publication of last advertisement Classified: Contact your HR Generalist for state requirements. THE RECRUITMENT PROCESS These are the main recruiting stages. Sourcing Sourcing involves 1) advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs; and 2) recruiting research, which is the proactive identification of relevant talent who may not respond to job postings and other recruitment advertising methods. This initial research for so-called passive prospects, also called same-generation, results in a list of prospects who can then be contacted to solicit interest, obtain a resume/CV, and be screened. Screening & selection Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills. Qualifications may be shown through resumes, job applications, interviews, educational or
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    professional experience, thetestimony of references, or in-house testing, such as for software knowledge, typing skills, numeracy, and literacy, through psychological tests or employment testing. In some countries, employers are legally mandated to provide equal opportunity in hiring. Onboarding A well-planned introduction helps new employees become fully operational quickly and is often integrated with the recruitment process. SELECTION This is the process of choosing individuals who have relevant qualifications to fill vacant positions. The process begins when a hiring department identifies the need to fill a position, and ends when a person is hired to meet that need. What happens in the middle of the process includes job analysis, position description development, recruitment, testing, and screening, corresponding with applicants, Credentials verification, background investigations, interviewing, reference checking, physical examinations, and the offer. GUIDING PRINCIPLES OF SELECTION The selection process exposes the organization or company to liability. Seeking training from HR for anyone who participates in the process before beginning. Provide reasonable accommodation in the application process to persons with disabilities. Use a nondiscriminatory, valid, and consistently applied selection criteria/process. Use of a rating guide is recommended. This is a form used to rate applications for a position based on the required and preferred qualification as defined in the position description. Rating guides simplify the paper screening process, ensure that applications are being evaluated against the same criteria, and provide documentation which will be used to defend any challenged outcome. Once it is determined that an individual does not meet the established minimum qualifications, she must be eliminated from further consideration. If you are unclear whether or not an applicant possesses the minimum qualifications, it is appropriate to conduct a verification phone interview. You may also ask applicants to include a cover letter detailing how they meet the established qualifications as part of the application process.
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    RECRUITMENT AND SELECTIONGUIDELINES OF BIG BAZAAR These guidelines are also called BIG BAZAAR RECRUITMENT RULES. OBJECTIVE The main objective of detailing guidelines is that the right type of personnel’s are recruited, who fulfills the requisite job specifications for Recruitment including the desirable level of qualification, skills/ experiences and competence which is essential for the sustained vitality and growth of the organization APPLICABLITY AND SCOPE The guidelines shall apply to the Managerial/ Executive/ Supervisors category of employees in the pay scale/level, as announced separately in the classification of employees order. Detailed job specifications, required to recruit the person at various Levels/ Grades. RECRUITMENT Recruitment shall be resorted for induction of talent from outside, when suitable Candidates are not available from within the organization or upon a specific demand of the post is such that it has to be filled up from the open market. SOURCES OF RECRUITMENT From within organization through Transfers;  Through Employment Exchanges  Through Placement agencies/ Consultants  Through open Market Advertisements  From Engineering /Management / Educational Institutes.  Through E-mail sources via Naukri.com etc.  Through Contractors /Suppliers etc.  Through referred cases, relatives / friends etc. General All recruitment shall be done exclusively on merit basis only except experienced personnel maximum age for recruitment shall be 28 years of age & Minimum 18 years.
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    JOB SPECIFICATIONS/ AGEAT ENTRY LEVEL Each person is expected to fulfill the requisite job specifications / as required for the position before his candidature is considered for the post. Age requirement at entry point with 10+2 qualification shall be around 20 years and for Graduate / Post graduate / Professional Qualification shall be between 21 years to 25 years for a fresher. The upper age limit for recruitment of experienced personnel shall normally be not more than 45 years. AGE OF SUPERANNUATION Normally the age of superannuation shall be 60 years for all classes of employees. In order to streamline the recruitment age and to ensure that no person is retiring on his birthday, all employee shall be retiring only on first day of the next month in which he attains the age of superannuation. EXTENSIONS IN SERVICE In case any employee requests for extension of services on attaining the age of superannuation, i.e., 60 years, or management wishes to retain his service in the interest of the organization, subject to medically fitness, the management at its sole discretion, may grant such extension of service for one year at a time, However, a management may also consider reappointment of a retired employee on a contract basis. However such a person shall be entitled to a consolidated amount and contracted facilities/ perquisites only. He shall not be entitled to any other facility/perquisite as applicable to other regular Executives/ Employees of the company of his cadre REQUISITION FOR RECRUITMENT OF PERSONNEL All HOD’s / Sectional Heads shall raise a requisition in the prescribed format, as per sanctioned manpower and duly approved by competent authority. STANDARD APPLICATION FORM Candidates application screened / short listed are required to fill in the prescribed application form in their own handwriting and submit the same to HR Department along with a passport size photograph, photocopies of certificate and testimonials etc., in support of their Age, Qualification, Experience conduct etc. LETTER OF APPOINTMENT: Every candidate selected and appointed in Executive Cadre shall be issued a letter of appointment as per the Standard Format placed.
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    SERVICE AGREEMENT Experienced personnelrecruited in Executive cadre may be required to execute a service agreement to serve the organization at least for a period of two years, after joining the service of the company. ANTECEDENT VERIFICATION Each Candidate should state names along with contact address Telephone number etc. of at least 2 persons (not in relation), who can be referred by the employer to verify candidate antecedents etc., in the application form itself, out of which one should be preferably of immediate past employer. SCRUITINY OF APPLIACTION All application received from the candidates, shall initially be screened by HR Department Recruitment section to ensure that candidate fulfills the job specifications and there after send the screened applications to respective HOD / Requisition authority for detailed screening and ensuring that the candidate meet their requirement and return such screened applications back to H R Department for further action to request and fill the vacancy. APPLICATION BLANK FOR EMPLOYMENT All applicants, who have been short listed for an appointment in the Company, shall be required to complete an Application Blank for Employment in his own handwriting.
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    FLOW CHART FOR RECRUITMENTAND SELECTION IN BIG BAZAAR Manpower planning Requirement Generation (Allotted Vs. Actual Basis) Internal Fitment (Job Rotation) Recruitment (CVs screened by HR Department along with Business Head) Selection Procedures (Initial interview by HR Department/Finalization by Business Head/Executive Committee/CMD) Joining and Induction Orientation Placement Appraisal
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    TRAINING AND DEVELOPMENTMETHOD BIG BAZAR METHODS ON THE JOB METHODS  Job rotation  Coaching  Job instruction  Coaching  Training through step by step committee assingments internship training. OFF THE JOB METHOD  Vestibule training  Role playing  Lecture method  Conference and discussion  Programmed instruction  Audio-visual methods  Computer based training and e-learning TYPES OF TRAINING PROVIDED BY BIG BAZAAR  Customer happiness including selling skills  Communication skill  Cashiering  Product training  Guru kul  Analytical skill  Value internalization for all employees  Store guru  Supervisory skills  Analytical skill and commercial acumen  Analytical skill and decision making  Interpersonal skill and effectiveness
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    Performance Appraisal The HRdepartment conducts performances 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 member will be provided with attractive cash and other incentives. Employee Engagement Activities performed in big bazaar The visionary leadership of Mr. Kishore Biyani to push the boundaries reinvent the wheel and take risks. It is prevalent in the entire or ganization.  Employees encouraged to experiment and take risks (e.g., BPA free plastics - a new category developed by store staff)  Focus is on implementing ideas rather than spending time on historical analysis  Creation of rituals to institutionalize best practices:  Ceremony to appoint store kartas by inviting his/her parents has increased the sense of ownership. Employees' Engagement Index:- To help organizations use employee engagement to drive business goals, PwC has created the Employee Engagement Index (EEI). Specifically, engagement is measured by asking employees the extent to which they agree with the EEI attributes.  Alignment “I understand how my job contributes to the success of the company.”  Advocacy “I would recommend the company to friends and family as a great place to work.”  Commitment “I intend to stay with the company for another 12 months.”  Discretionary effort “My colleagues are willing to go beyond what is expected for the success of the company.  Pride “I am proud to work for the company”.  Achievement “My colleagues are passionate about providing exceptional customer service. The EEI is measured on the basis of 3 point Likert scale where 3 says agree, 2 says neutral, 1 says disagree.
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    CTC FOR TWOPOSITIONS IN THE ORGANIZATION 1. Cluster Manager (am/sr. exec.) marketing. ASSUMING CTC FOR THIS POST –Rs.400000 Then, the Break up with various salary components will be TOTAL CTC Rs.400000 BASIC 40% of ctc 160000 DEARNESS ALLOWANCE 10% of basic 16000 HOUSE RENT ALLOWANCE According to city 70400 CONVEYANCE ALLOWANCE EXEMTED AMOUNT 19200 MEDICAL REIMBRUSEMENT EXEMTED AMOUNT 15000 LEAVE TRAVEL ALLOWANCE I MONTH SALARY 13333.33 CHILD EDUCATION EXEMTED AMOUNT 2400 CHILD HOSTAL EXEMTED AMOUNT 7200 GRATUITY 4.81% OF BASIC 7696 PROVIDENT FUND 12% OF BASIC+DA 21120 GRADE PAY BALANCE AMOUNT 67650.67
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    2 .Head cashier ASSUMINGCTC FOR THIS POST- Rs. 350000 Then, the Break up with various salary components will be TOTAL CTC Rs.350000 BASIC 40% of ctc 140000 DEARNESS ALLOWANCE 10% of basic 14000 HOUSE RENT ALLOWANCE According to city 61600 CONVEYANCE ALLOWANCE EXEMTED AMOUNT 19200 MEDICAL REIMBRUSEMENT EXEMTED AMOUNT 15000 LEAVE TRAVEL ALLOWANCE I MONTH SALARY 11666.67 CHILD EDUCATION EXEMTED AMOUNT 2400 CHILD HOSTAL EXEMTED AMOUNT 7200 GRATUITY 4.81% OF BASIC 6734 PROVIDENT FUND 12% OF BASIC+DA 18480 GRADE PAY BALANCE AMOUNT 53719.33
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    CONCLUSION Big bazaar underfuture group promises a glowing future for itself and the country’s development in the order to improve the benefits and the standard of living of the people of the state and the country. The country is reaching out to all the sections of the society it is creating a hypermarket where not only the rich people shop but also the middle and the lower class customer come to enjoy the whole shopping experience. After doing a project I came to the conclusion that their training programme is very effective. Big bazaar is undoubtedly the number one retailer in India. It has built a very emotional and cordial relationship with its customers. It is also very intending to build long term relationship with all its stakeholders, which is very essential for a successful business venture. It is observed that the organization hierarchy is professional as all the departmental managers directly report to the store manager who in turn reports to the zonal head. Big bazar, with 25 years Of experience in the field of weaving fabrics, is the leading apparels and fashion design fabric company. There exists a healthy and positive relationship between employees and managers. The employees accept their responsibility wholeheartedly, accept that it is their responsibility to carry out a part of the activities of the company and they will be held accountable for the quality of their work.it is found that more than 60% employees are the age group of 20-35.from this it reveals that company is having young and energetic workforce who are very creative, enthusiastic and also very determined to grow. Working environment is good and also the various facilities provided helps in motivating the employees. The company is reaching out to all the section of the society as it is creating a hypermarket where not only the rich people shop but also the middle and the lower class customer come to enjoy the whole shopping experience.
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    BIBLIOGRAPHY AND WEBLIOGRAPHY Economics times  Big bazaar direct.com  www.moneycontrol.com  www.acceanalyser.com  www.bigbazaar.com  www.bizstals.com  www.business.gov.in  www.ibef.com  www.emarketers.com  www.track.in  Future group website.