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Summer Internship Project Report

on

A STUDY OF EFFECTIVENESS ON
HUMAN RESOURCE DEVELOPMENT IN
GLOBUS STORE PVT. LTD
Submitted in partial fulfillment for the award of the
Post Graduate Diploma in Management

Submitted by
REENA AWASTHI
Roll No: M201434
Batch: 2014-16
Under the guidance of
Name of the Faculty Guide

Prof. Supriya Gupta

APEEJAY INSTITUTE OF TECHNOLOGY


SCHOOL OF MANAGEMENT & COMPUTER SCIENCE
GREATER NOIDA

DECLARATION

The work in this summer internship project report is based on the original work
carried out by me towards the partial fulfillment for the award of Post Graduate
Diploma in Management. No part of this report has been submitted elsewhere
for any other degree or qualification and it is all my own work.

(REENA AWASTHI)
Roll No. M2014034

CERTIFICATE
This is to certify that REENA AWASTHI Roll No M2014034 , a student of
Apeejay Institute of Technology-School of Management & Computer
Science, Greater Noida (PGDM 2014-2016) has done the project on
A Study Of Effectiveness On Human Resource Development In Globus
Stores Pvt. Ltd.

under my supervision and guidance. I understand this

project report is being submitted for award of Post Graduate Diploma in


Management. To the best of my knowledge, this report has not been submitted
to

any

other

Institute/University

for

award

degree/Diploma/Certificate.

During this period, I have found his/her work satisfactory.

Prof. Supriya Gupta


(Faculty)

Prof. D. N. Bajpai
(Executive Director)

of

any

other

ACKNOWLEDGMENT
I, here by take the opportunity to express my deep and profound gratitude to
( Dr. Supriya Gupta ), my faculty guide for this project report, without whose
help my report would not have been a success.
I would also like to thank Mr. Deepak Kumar
Last but not least, I would like to thank my parents and my friends for their
support and help during the execution of the study.
All may not have been mentioned but none is forgotten.

( Reena Awasthi )

TABLE OF CONTENT
CONTENTS

Declaration
Company Certificate
College Certificate
Acknowledgment
List of Tables
List of Figures
List of Abbreviations

Page No.
i
ii
iii
iv
v
vi
vii

1. Introduction
1.1 About the Topic
1.2 Objectives
1.3 Research Methodology
1.4 Limitations
2. Company Profile
3. Data Analysis
4. Findings
5. Suggestions
6. Conclusion
7. Bibliography
Appendix (Questionnaire)

a1,a2

INTRODUCTION

The performance/integrity workgroup at the 2,000 academy of Human Resource


Development conference sculpted the following definition: The purpose of Human
Resource Development (HRM) is to enhance learning, human potential and high
performance in work-related systems. this definition is incomplete and must include
the notion of sustainable human development Thus, the purpose Human Resource
Development is defined as the capacity to enhance learning .human potential and
high performance in work related systems and contribute to sustainable human
development. Pursuing the purpose is vitally important : at no time in history has
HRD been called upon to play a more fundamental and key role in solving critical
economic and social problem faced by communities, organizations and nations . As
a consequence, HRD is being challenged to pursue an extensive and expanding
agenda of objectives ,

HUMAN RESOURCE DEVELOPMENT

In 1970, Leonard Nadler published his book Developing Human Resources in which he
coined the term human resource development (HRD). Human resource refers to the talents
and energies of people that are available to an organization as potential contributors to the
creation and realization of the organizations mission, vision, values, and goals.
Development refers to a process of active learning from experience-leading to systematic
and purposeful development of the whole person, body, mind, and spirit. Thus, HRD is the
integrated use of training, organizational and career development efforts to improve
individual, group, and organizational effectiveness.

In simple terms, training and development refer to the imparting of specific skills,
abilities, and knowledge to an employee. training and development may be
understood as any attempt to improve current or future employee performance by
increasing an employee's ability to perform through learning, usually by the
changing the employee's attitude or increasing his or her skills and knowledge. The
need for training and development is determined by the employee's performance
deficiency , computed as follows :
Training and Development need = Standard performance - Actual
Performance
Development refers to those learning opportunities designed to help employees
grow . Development is not primarily skill -oriented .Instead, It provides general
knowledge and attitudes , which will be helpful to employees in higher positions .
efforts towards development often depend on

personal drive and ambition.

development activities, such as those supplied by management development


programmes, are generally voluntary.
To bring the distinction among training and development into sharp focus , It may
be stated that training is offered to operates , whereas development programmes are
meant for employee in higher positions. education, however is common to all the
employees their grades not with standing.
The purpose of HRD is to enhance learning, human potential and high performance
in work related systems and contribute to sustainable human development.

Definitions of HRD:
1. According to South Pacific Commission human resource development is equipping
people with relevant skills to have a healthy and satisfying life.
2. According to Watkins, human resource development is fostering long-term work related
learning capacity at individual, group and organizational level.

3. The American Society for Training and Development defines HRD as follows: human
resource development is the process of increasing the capacity of the human resource
through development. It is thus the process of adding value to individuals, teams or an
organization as a human system.

The Importance Of Human Resource Development


To understand its objectives , one must first appreciate the evolving impotence of
HRD. This is evident for example , In the growing number of organizations looking
to HRD for help in developing the capacity to complete in a global economy.
Global firms need individuals capable of operating effectively in diverse culture
environments,

using

increasingly

complex

organizational

structures

and

communication patterns and managing change using multiple integrative business


strategies with an embedded international perspective . similarly in developing
countries , the opening of internal markets, the adoption of new competitive
strategies to meet market challenges , and demand of supplying products to meet
the quality requirement of international firms are powerful forces driving
organizational change. These change have led to an expanded emphasis on HRD as
a tool to develop the teamwork, problem and process analysis, communication and
other needed capabilities
Drucker has observed that changes in market dynamics, technologies and the
structure of labor have created work that is more complex , abstract and knowledge
based . as a result, an increasing proportion of jobs now require higher level of
reading math, problem solving, interpersonal and other work place skills. However ,
data indicate that knowledge and skills needed for economic and social progress
and those that are available.

Features of HRD:
1. Systematic approach:
HRD is a systematic and planned approach through which the efficiency of employees is
improved. The future goals and objectives are set by the entire organization, which are well
planned at individual and organizational levels.
2. Continuous process:
HRD is a continuous process for the development of all types of skills of employees such as
technical, managerial, behavioral, and conceptual. Till the retirement of an employee
sharpening of all these skills is required.
3. Multi-disciplinary subject:
HRD is a Multi-disciplinary subject which draws inputs from behavioural science,
engineering, commerce, management, economics, medicine, etc.
4. All-pervasive:
HRD is an essential subject everywhere, be it a manufacturing organization or service sector
industry.
5. Techniques:
HRD embodies with techniques and processes such as performance appraisal, training,
management development, career planning, counselling, workers participation and quality
circles.

Need/role and significant of HRD


1. Growth of Organization: Growth of organization is associated with the development of
its workforce. In changing situation HRD must be viewed as the total system interrelated
and interacting with other systems at work: production, finance, and marketing.
2. Development of work culture: The need of HRD is felt as it improves the efficiency of
employees, checks monotony at work, better communication, development of mutual
cooperation and creativity of all the members comes into limelight.
3. Developing potentialities: The focus of HRD manager essentially is on enabling people to
self-actualize through a systematic approach by which their existing talents are further
developed.
4. Growth of employees: HRD is associated with growth of employees. It helps employees to
know their strengths and weaknesses and enable them to improve their performance. The
management should provide adequate opportunity for the development of human resource
management for the development of their talents so that their development will benefits the
organizational growth

About the Topic


Management Development is aimed at preparing employees for future jobs with
the organization or at solving organization wide problem concerning . acquring
capabilities required performing various tasks and functions associated with their
present or expected future roles .The motive behind this study is to understand and
learn the impact of training and development programmes on the employees of
Globus Store Pvt. Ltd. Hence the study is under taken upto measure effectiveness of
training and development in executives and non- executives level at Globus store
Pvt. Ltd. Vashi Store , Mumbai. Training can not measure directly but change in
attitude and behavior that occurs as a result of training . So employee assessment
should be done after training session by the management, to know the effectiveness
of training given to the employee.
Hence the statement of problem is ,
A Study Of Effectiveness On Human Resource Development in Globus
Stores Pvt. Ltd. Vashi Store , Mumbai .

Organization and HR Effectiveness


Over the years, HR has made steady progress in its ability to support a globalizing business
model and workforce. At the same time, most organizations continue to face an evolving set
of challenges with respect to their HR strategy, structure and service delivery model. Aon
Hewitt's Organization & HR Effectiveness consulting practice focuses on building,
strengthening and improving the capabilities of HR functions like yours.
Aon Hewitt can help you accelerate results by:

Defining an HR service delivery model that creates value for and is aligned with
your business strategyone that offers true strategic partnering, combined with efficient
and effective HR program design and delivery

Driving acquisition, development and retention of the right talent

Leveraging technology for reporting, analytics and workforce administration

Enabling organizational change to achieve desired outcomes


Our consultants leverage Aon Hewitts expertise in consulting and outsourcing across talent,
retirement and health disciplines to deliver the best outcomes through holistic solutions
ranging from current state assessments to implementation of a new future state design.

Aon Hewitt has a track record of success with businesses that range from a few thousand
employees to some of the largest, most complex organizations in the world. From advisory
services to on-the-ground consulting, our team can help you address strategy, structure,
technology, program effectiveness and culture and behavior change.

Organization and HR Effectiveness Solutions


1. Optimize your HR Function
1.1 Current State Assessment
Using HR Analyzer and other diagnostic methods to assess your current state to identify
opportunities for improvement
1.2 HR service delivery model and shared services
Designing and optimizing HR service delivery models and implementing local, regional and
global HR service centers to support employee inquiries and HR administration
1.3 Process Re-engineering
Leveraging our leading practices to improve your end-to-end HR business processes
1.4 Business Case
Building the case for change and investment by defining the benefits, returns on investment,
dependencies and risks

Leverage Technology More Effectively

1.HR technology strategy and selection


Defining an HR technology strategy, managing vendor selection and identifying your
system requirements
2.Workday consulting
Partnering with Aon Hewitt's Cloud Deployment Solutions to provide advisory services to
ensure your Workday deployment is successful

Accelerate Change and Enable Your Transformation


1.Change management
Using Aon Hewitts Organizational Change Model to build organizationally relevant
strategies to create excitement for the future, shared knowledge and understanding and
drive sustainable behavior change
2.Culture alignment
Assessing current organizational culture and developing strategies to align the culture with
the desired attributes
3.Project and program management
Using our project management methodology to effectively manage on-time and on-budget
projects and mitigate project risks

Evaluate Your Reward Programs to Ensure They Meet the Needs of Your
Workforce
1.Total Rewards strategy & optimization
Helping to optimize your reward strategy and investments, including compensation,
benefits, work environment, and career development programs

OBJECTIVE OF THE STUDY

1. To understand the concept of Human Resource Development in Globus Stores


Pvt. Ltd.
2. To study the various training programmes run by the company.
3. To know the recruitment & selection procedures conducted the company.
4. To know the performance appraisal .
5. To understand employee welfare scheme.
The prime objective of human resource development is to facilitate an organizational
environment in which the people come first. The other objectives of HRD are as follows:
1. Equity:
Recognizing every employee at par irrespective of caste, creed, religion and language, can
create a very good environment in an organization. HRD must ensure that the organization
creates a culture and provides equal opportunities to all employees in matters of career
planning, promotion, quality of work life, training and development.
2. Employability:
Employability means the ability, skills, and competencies of an individual to seek gainful
employment anywhere. So, HRD should aim at improving the skills of employees in order
to motivate them to work with effectiveness.
3. Adaptability:
Continuous training that develops the professional skills of employees plays an important
role in HRD. This can help the employees to adapt themselves to organizational change that
takes place on a continuous basis.

SCOPE OF THE STUDY


The study is conducted on the employees of Globus Store Pvt. Ltd. Vashi, Mumbai.
Human resource management (HRM) deals with procurement, development,
compensation, maintenance and utilization of human resources. HRD deals with efficient
utilization of human resources and it is a part of HRM.
Human resource being a systematic process for bringing the desired changes in the
behavior of employees involves the following areas:
1. Recruitment and selection of employees for meeting the present and future requirements
of an organization.
2. Performance appraisal of the employees in order to understand their capabilities and
improving them through additional training.
3. Offering the employees performance counseling and performance interviews from the
superiors.
4. Career planning and development Programmes for the employees.
5. Development of employees through succession planning.
6. Workers participation and formation of quality circles.
7. Employee learning through group dynamics and empowerment.
8. Learning through job rotation and job enrichment.
9. Learning through social and religious interactions and programmes.
10. Development of employees through managerial and behavioral skills.

HRD Functions:
HRD functions include the following:
1. Employee training and development,
2. Career planning and development,
3. Succession planning,
4. Performance appraisal,
5. Employees participation in management,
6. Quality circles,
7. Organization change and organization development.

RESEARCH METHODOLOGY
The present research paper is an empirical one. The survey for the present research is
conducted through primary data with the help of a questionnaire surveyed to employees of
select organized retailers. The sample taken for the study consisted of 30 which include
daily wage workers and employees from the select retail outlets situated in Mumbai.
The research design followed by the researcher Descriptive Research. The descriptive
research is to find out the existing facts by means of conducting surveys and fact-finding
enquiries of different kinds. The major purpose of descriptive research is description of the
state of affairs as exist at present. The main characteristic of this method is that the
researcher has no control over the variables; he can only report what was happened or what
is happening.

LIMITATION OF THE STUDY


1. As the study is carried out for academic purpose, due to constraints of time
and cost,a comprehensive study was not possible.
2. The sample size was restricted to only 50.If it were increased many more varied
answers and suggestions would have been expected.
3. Fear of expressing the true facts among the responds could be a limitation.
4. The employees found difficult to understand few questions.

COMPANY PROFILE

Globus is a retail clothing store chain, based in Mumbai India. It is a part of Rajan
Raheja Groups of April 2012 , the chain has 35 locations in India.
Globus was founded in January 1998 . Its first Location (at 35,000 square foot
store)opened in Indore in June 1999 , followed by two locations in Chennai . Its Mumbai
flagship location opened in November 2001. By May 2008 the chain had expanded to 24
stores, and started a push to greatly expand the number of locations. The chain has
previously announced bold plans to expand to a much larger number of stores, such as 150.
The chain was run by Ved Prakash Arya from its founding until March 2004.
Currently, it is run by Vinay Gajanan Nadkarni, who serves it as the Managing Director
and CEO. Nadkarni, who took over from Arya in 2004, opened the 36th store in February
2013.
Kareena Kapoor became the brand ambassador in 2008, and planned to launch her own
clothing line with the store.
In 2007, Globus created the world's largest Christmas stocking, which was 111 feet tall.
Globus stores Pvt. Ltd. Was formed to contribute to the revolution sweeping the Indian
retail Industry. Globus Promises to bring about a perceptible change in the way apparel and
lifestyle retailing is carried out.

Retail is Indias largest industry , accounting for over 10% of the countrys GDP and around
8% of the employment. Retail industry in India is at the crossroads. It has emerged as one of
the most dynamic and fast paced industries with several players entering the market, but

because of the heavy initial investment required ,break even is difficult to achieve and many
of these players have not tasted success so far. However the future is promising , the market
is growing ,government policies are becoming more favorable and emerging technologies
are facilitating operations.

Logo of Globus

The Globus has a logo which has Globus written in a simple way yet shows a
stylist font and defines being trendy . It has a background color which is green and
defines a new color every time .

Tagline of Globus

Fashion For a changing world .


Globus Stores Pvt. Ltd. Was formed to contribute in the revolution

sweeping the industry .


Achieve customer delight by offering quality products and services through a
process of continuous innovation and adaptation .

The Iconic fashion brand in India .

MAJOR COMPETITORS
1.Pantaloons
2.Central

3.Shopper's Stop
4.Lifestyle
5.Westside
6.Online shopping stores such as Myntra ,Jabong,Yepme,Zovi etc.

Non negotiable followed by the company


1. Acknowledge the customer : Don't judge your customer .
2. Greet the customer with a smile and eye contact: After acknowledging your customer ,
greet the customer with a positive smile and try to make eye contact
3. Discuss at least one current promotion : Tell your customer about the promotion which
are running on the floor.
4. Add on : Try to co-ordinate other things with single one
5. Thanks and invite the customer to visit again :wish to customer and invite him/her to
visit again.

Friedman selling steps followed by the company

1.Pre-Check :To prepare yourself for success on the selling floor every day, prior to selling.
to avoid losing sales due to a lake of preparation.
2. Opening the sale : To break down customer's resistance . To establish a person-to-person
relationship with the customer as opposed to a salesperson -to-customer relationship.
3. Probing : To determine the customer's wants, needs and desires. To find out why they
want what they want. To develop the customer's trust in you.
4. Demonstration : To establish the value of the merchandize . To create a desire of
ownership.
5. Trial close : To close the sale and add on .
6. Objection handling : To save the sale by uncovering the customer's real reason for not
buying
7. Closing the sale : To get the customer to buy the main item and the add-ones.
8. Confirmation and invitations : To prepare buyer's remorse which can lead to returns or
cancellations. To encourage personal trade and increase repeat business

EMPLOYEE STRUCTURE IN GLOBUS


Managing Director - CEO
Head of Operation

Area Manager
Cluster Manager
Store Manager
Assistant store manager/Department manager
Trainee Department Manager
Management Trainee
Supervisor

Senior fashion Assistant


Fashion Assistant
Sales Associates
Trainee Sales Associates

Other Support Functions reporting to Store Manager

1.Supply chain : Distribution of stock starts from head office to various outlets through
trucks. Tender is sent to head office and they have to approve it.

2.Admin Manager : admin manager oversee the support operations of an organization.


They ensure that there is effective information flow and that resources are employed
efficiently throughout a business.
3.Head Cashier : The head cashier is responsible for the supervision of a team of cashiers,
providing training, hiring , monitoring and assistance with operational issues. Cashiers are
responsible for the correct calculation of the total invoice, based on the combination of
goods and services purchased by the customer
4. Visual Merchandiser: visual merchandisers develop, deliver and communicate visual
concepts and strategies to promote retail brands, products and service in store, In catalogues
or online. they may also work with museums and galleries or create visual concepts for
events.

DEDICATION OF EMPLOYEES

Golden Stars : Those who achieve 100% of the target.


Black dots: Those who achieve 90% of their target.
Red dots : Those who achieve below 90% of their target.

ACHIEVING CORPORATES TARGET


1. They work through 3 session- summer, autumn and winter.
2. Designers prepare the collections 6 month in advance.
3. They build the organization by following a succession plan for higher level posts, incase
of dropouts

VISION AND GOALS


The Globus Vision To become the most admired fashion retailer in India.
It shall deliver Everything, Everywhere, Every time for Every Indian Consumer in the most
profitable manner.

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

Respect& Humility: to respect every individual and be humble in our conduct.

Introspection: leading to purposeful thinking.


Openness: to be open and receptive to new ideas, knowledge and information.
Valuing and Nurturing Relationships: to build long term relationships.
Simplicity & Positivity: Simplicity and positivity in our thought, business and action.
Adaptability: to be flexible and adaptable, to meet challenges.
Flow: to respect and understand the universal laws of nature.

PROCESS OF RECRUITMENT AND SELECTION

Recruitment
The main sources through which big bazaar recruit it employees are as given under. 98
a) Consultancy Services: For top level management, employees are recruited through
private consultants. They are usually appointed as Departmental Managers.
b) Walk-ins: This is the main source through which Big Bazaar recruits its employees.
People seeking job approach the HR department for employment. Generally it is for the
entry level positions this source is used.
c) Campus Recruitment: Globus visits some of the reputed educational institutions to hire
some of the most talented and promising students as its employees like Christ University,
Bangalore University etc. Selection The following is the selection procedure that the HR
department practices to hire its employees.
Interview: For entry level jobs, the candidates are interviewed by a HR person.
They are asked a few basis questions about their education, previous work experience if
any, languages known etc. This is done to evaluate the candidates ability to communicate
freely and work in teams with patience and enthusiasm. .
Psychometric Tests: For higher and top level jobs, candidates are asked to
answer a few questions which basically test their sharpness, analytical ability, ability to
handle stress, presence of mind etc. This is done as Managers are required to work under
stress all the time and still maintain a cool head to make some vital decisions.
Written aptitude test A written test to assess the aptitude and general knowledge of
candidates is administered to help screen candidates.
99 Group Discussion: In campus recruitment candidates are involved in a Group
Discussion, where they will be given a topic on which the group has to deliberate, discuss
and arrive at a solution Interview: Finally a formal interview will be conducted to assess the
overall skills of the student.
Reference letters: Recommendation and views of previous employer are given due weight
in selection process

SWOT ANALYSIS
Strengths:
1) Good supply chain management.
2) Variety of products available under one roof.
3) Higher PROFIT margins on sold products.
4) Good brands available at affordable prices.
Weakness:
1) High attrition rate.
2) Employees are not well trained in handling esteemed customers.
3) Sub standard Quality of goods.
4) There is no proper channel of advertising for promoting their products.
Opportunities:
1) Yet a huge unorganized retail market to be tapped.
2) Increasing customer preferences towards organized retail outlets.
Threats:
1) Many major players are foraying in the retail sector like Wal-Mart which may hamper
their margins to gain market share.
2) Customers may lose their trust on the company due to the supply of substandard products
and may even switch to some other company.
3) Unorganized retail market of India.

HUMAN RESOURCES MANAGEMENT

Employees are provided congenial environment to work. . They take utmost care to select,
train, motivate and retain all the employees. They have continuous developmental
programmes for all the employees.

Induction
New employees selected will be given induction. They will be given information about the
companys business, different departments etc. They will be informed of their roles, duties
and responsibilities. They will also be informed about the HR policies and rules of the
company. Training In-house training will be given to the regular employees once in a three
months. Probation The new employees will be on probation for a period of 6 months. After
this period HR manager along with the department manager will review the performance of
the employee. If the employees performance is good and encouraging, the employees
services will be confirmed.

Employee Working Hours:


Employees work on an average for 8 hours, and there are usually 2 shifts per day.
Compensation The employees are rewarded suitably with attractive pay packages. The
salary of an employee includes basic pay. HRA, special allowance, PF,ESI, Mediclaim etc.
Annual bonus will be given at the time of Diwali.

Attendance
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. It provides time record of the employees.
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. Promotion Policy

TOTAL prefers promoting from within, rather than externally. The current promotion policy
is based purely on performance.

Performance Appraisal
The HR department conducts performance appraisal of all the employees quarterly. Based
on their performance ratings 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.

Employee turnover & Retention Strategy


To increase employee retention they strive to foster a feeling of well-being in our
employees through care and respect, goof facilities and attractive incentives.

Suggestion programme:
Jubilant Retail yet to introduce the employee suggestion programme in the TOTAL
hypermarket..

HR PRACTICESS IN GLOBUS

Training held by the company for new staff

1. Introduction of the company by Hr manager on joining of staff


2. Friedman training by store manager
3. Product training by fashion stylist
4. Customer loyalty program- CLP training by store manager.

For existing staff training happens every week on Monday and Tuesday based on their
behavior and sales performance.
1. Coaching of staff every week by store manager.
2. Follow up of staff by department manager or supervisor where 1 staff is improving after
coaching or not.
3. Daily product training by fashion stylist or supervisor within department for 15 minutes.
4. Other training are also given like how to make alterations , how to take measurements
etc.

Customer Satisfaction Points Of the company


1. Satisfy every single customer.
2.Keep personal problems off the floor.
3.Don't gather together on the selling floor.
4.Never qualify customer.
5.Listen and understand your customers needs not just their words
6.Use words to express not impress
7.Never interrupt your customers
8.Always look stylist and fashionable
9.Dance according to the music played
10.Sell all merchandize with enthusiasm

HR Challenges In Globus

1.Lack of skilled manpower :


The organized retailing is a massive man power oriented industry that recruits a large pool
of employees. However, there is a huge scarcity of skilled retail professionals. This can be
attributed to the fact that retail has never been considered as a prominent profession in India
as there were very few retail professional courses still few years back.

2.Stress in Working Culture:


The working pattern of retail industry requires employee to put in long hours of work which
generally cause fatigue and result in lower motivation among employees. Besides this, in
part -time and casual jobs there is less job security, flexible shifts, unlimited working hours,
lower salary and benefits & poor working conditions resulting into stress and working
problems.

3.Lack of Formal Education in Retail Management:


There is requirement of qualified and talented manpower to look after day to day operations
and cater to the wide spectrum of customer desires. As there is lack of formal vocational
institutes where students can be trained, most of retailers in India depend on in-house
training or fulfilling their training needs with small institutes.

4.Workforce Attrition:
There seems to be high level of attrition in the retail sector which is almost 40% according
to a recent study.

5.Threat of Poaching :
Employee poaching is also very high both in organized as well as unorganized retail
industry. Skilled manpower is scarce in this industry and as such attracting the employees of
competitors by offering them better salaries is a rather easy option .

FUTURE
Globus combines state of-the-art International information technology ,the highest quality
of the human resource and sustained financial commitement to relize its long time vision
.They are rapidly expanding and their target is to have an additional 100 fashion stores in
2017.

DATA ANALYSIS

FINDINGS
The human resource management practices are vital for the development of
any business or sector. The HRM practices have inevitable dependence on the organized
retailers. From the study it was found that, right from new hire to orientation period, there
are many differences in the implementation of HR practices in the selected organized
retailers. The satisfaction levels of various performance appraisal measures adopted in the
selected retail outlets showed that the employees are not only favoured to the incentive plan
but also the healthy environment and close relations between the peers are playing vital role
for their performance. Further, the supervisor has the key role in taking initiative in the
implementation of performance appraisal at the select organized retail outlets. The employee
facilities in the select organized retail outlets found to be not satisfactory to the employees
of the retail outlets.
The HR department is facing the challenges which include high attrition rate, absenteeism,
and implementation of innovative practices in the retail outlets. Hence, from the study, it
was found that the HR management practices in the select retail outlets are still in the initial
stages of development. The employee facilities and proper performance appraisal measures
will always encourage the employees to achieve the best. Hence, the retail outlets should
decide and implement proper HR practices in order to retain and develop the work force
who are the assets for the development of organizations. The government should also need
to bring revision of existing labour laws and should provide flexibility in working hours and
should encourage with its laws that can bring conducive environment.

SUGGESTIONS
Strategic HR planning is an important component of strategic HR management. It links HR
management directly to the strategic plan of your organization. Most mid- to large sized
organizations have a strategic plan that guides them in successfully meeting their missions.
Organizations routinely complete financial plans to ensure they achieve organizational goals
and while workforce plans are not as common, they are just as important.
Even a small organization with as few as 10 staff can develop a strategic plan to guide
decisions about the future. Based on the strategic plan, your organization can develop a
strategic HR plan that will allow you to make HR management decisions now to support the
future direction of the organization. Strategic HR planning is also important from a
budgetary point of view so that you can factor the costs of recruitment, training, etc. into
your organization's operating budget.
Strategic HR management is defined as:
Integrating human resource management strategies and systems to achieve the overall
mission, strategies, and success of the firm while meeting the needs of employees
and other stakeholders.

CONCLUSION
Human resources people are the backbone of any company and the success of retail business
depends a lot upon the kind of human resource strategies it is following and how people are
managed. Because of increasing competition between organized retailers, the retail industry
is facing the challenges and hurdles from different areas. From the survey on select
organized retailers, the following observations were made.

1.HIGH ATTRITION:
Employee retention and motivation of staff has become the major concern for HR
department in the organized retailing sector. Because of the strenuous schedules and
tasks involved in the retail industry, it becomes imperative for HR staff to take good care
of their employees who form the building blocks of their retail chain. The undercurrents
among the employees regarding company policies are many and they must be felt from
time to time to sustain the quality crowd and reduce the attrition rate. From the report of
Retailer, it is found that the attrition rates are comparatively high when it comes to the
retail industry in India. The attrition rate in the Indian retail industry is 30-35 percent.
The main reasons found to be the typical nature of job where a particular employee of an
organized retail company need to work on his feet the whole day and the job is reaction
intensive and the business is mainly transactional.

2 .TRAINING FOR COMPETITION:


The need for efficient trained sales team is of great importance in the organized retailing at
present. For every retail organization, the secret behind the success of their business is to
keep the list of their loyal consumers interact. The need for a well designed HR practices are
greatly needed for proper training to the newly recruited people to the retail organization.

Providing training to the sales staff plays a significant role in every business operation.
Nowadays, the organized retailers are looking at a sales training company to help the sales
staff gain more proficiency and expertise in their respective field.

1. OBSERVATIONS FOUND IN TRAINING SESSIONS OF SELECT


ORGANIZED RETAILERS
From the field based survey, it was found that the organized retailers at Warangal
District, apart from using the services of outsourcing firms to train its sales people, they
are also using some of the innovative new training techniques to the staff. The
techniques which are observed during the survey are :

A). STRESSING UPON BENEFITS OF ADVERTISING:


The HR managers and trainers are emphasizing upon making the sales people to think
and act innovatively in designing the retail out let and as well as attracting the customers
through innovative promotional strategies. The trainers are focusing on making the staff
to effectively use advertising as a tool to enhance sales, promote growth, and attract new
consumers.

B). COUNTING THE CUSTOMERS:


In this, the retail firms and the trainers are making the staff of the retail organization to
increase the customer relationship management. Through effective training, the trainers
are working on highlighting the components of marketing strategies which the sales
people should perform activities of promotion, product development, relationship
management, distribution and pricing. The trainers are making the retail staff which

include sales staff and supporting staff to identify the firms marketing goals, and are
explaining about how the goals can be achieved.

2. ONLINE TRAINING:
The trainers of HR department are showing the visuals of well designed and successfully
running retail organizations outlets to the employees in order to make them to realize
the importance of the design of retail outlet. Apart from that, from the survey it was also
realized that the trainers are focusing on online training which include web based
support to enhance the abilities of the staff of the retail outlets. High Labour costs and
Complex nature of labour laws: Because of the increasing competition and the complex
nature of the work, the retail outlets are facing the problems of labour costs. Apart from
that, various labour laws are giving restrictions to o the HR department to achieve
desired objectives of the retail organizations. From the survey, it was found that the HR
department is facing with the problems like lengthy leisure hours and frequent
absenteeism of the employees to the duties. Even, it was found that the existing labour
laws in India forbid employment of staff on a contractual basis that makes it difficult to
manage employee schedule. Especially, when retail organizations are performing 365day operation, the problems in encouraging and motivating the employees to perform
well is a tough challenge for the HR department t are showing the visuals of well
designed and successfully running retail organizations outlets to the employees in order
to make them to realize the importance of the design of retail outlet. Apart from that,
from the survey it was also realized that the trainers are focusing on online training
which include web based support to enhance the abilities of the staff of the retail outlets.

3. High Labour costs and Complex nature of labour laws:


Because of the increasing competition and the complex nature of the work, the retail
outlets are facing the problems of labour costs. Apart from that, various labour laws are
giving restrictions to the HR department to achieve desired objectives of the retail
organizations. From the survey, it was found that the HR department is facing with the
problems like lengthy leisure hours and frequent absenteeism of the employees to the
duties. Even, it was found that the existing labour laws in India forbid employment of
staff on a contractual basis that makes it difficult to manage employee schedule.
Especially, when retail organizations are performing 365- day operation, the problems in
encouraging and motivating the employees to perform well is a tough challenge for the
HR department.

BIBLIOGRAPHY
BOOKS

NATURE OF HUMAN RESOURCE MANAGEMENT


Human Resource Management (HRM) is a management function that helps
managers recruit, select, train and develop members for an organization. obviously,
HRM is concerned with the people's dimension in organization.
HRM refers to a set of programmes, functions and activities designed and carried
out in order to maximize both employee as well as organizational effectiveness.

Scope Of HRM
The scope of HRM is indeed vast . all major activities in the working life of a
worker-from the time of his or her entry into an organization until he or she leavescome under the purview of HRM . specially , the activities included are- HR
planning , job analysis and design , recruitment and selection , orientation and
placement, training and development , performance appraisal and job evaluation ,
employee and executives remuneration , motivation and communication , welfare ,
safety and health , Industrial relations (IR) and the like.

Human Resource Management in organized retail


Recruitment: Depending on the size of the number of vacancies or if its a
new store then campus recruitment is done or recruitment is done through recruiters
and consultants. For shop floor sales requirement advertisement is put up in the
local news papers.

Selection: Selections are based on group discussions & interviews. Some


retailers take an entrance test followed by group discussion and personal interview.

Performance Appraisal:
It is one of the most controversial systems within human resource. No one in any
organization is ever happy with the system because it explores the bitter truth of an
employee. It is inherently conflict based because it is subjective and differs from
person to person.

Training and development: Retail industry has finally taken shape in India,
and is experiencing a rapid growth. Since organized retail is growing tremendously
procuring trained human resource for retail is a big challenge. The talent base is
limited and with the entry of big retailers in the market there is a huge demand of
trained and skilled professionals in this sector.

Compensation: Compensation is payment for services rendered to an


organization by an employee. Compensation may be direct or indirect compensation
& is a motivator for employees at all levels.

Rewards, Incentives and Recognition:


Every retailer is looking at various ways to motivate their employees and reduce
attrition rate. Introduction of rewards, incentives and recognition of employee is
increasingly becoming popular within the industry. Retailers like PRIL have
launched PERK- Performance Enhancement Reward Kit and star performer of the
month in their stores. They are used to reward performance at the individual, team
and organizational level.

Employee Discipline:
It is a management tool to correct employee behavior.

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