Summer Training Project Report

On 

“Employee engagement at pantaloons” 

Submitted for the partial fulfilment towards the award of the

degree in Master of Business Administration of
Dr. A.P.J Abdul Kalam Technical University, Lucknow

Submitted by: 

Shivam Saraswat

ROLL NO-2101330700162

Batch: MBA 2021-23

Under the supervision of

Pooja Tyagi

School of Management

Noida Institute of Engineering and Technology (NIET)

(AN AUTONOMOUS INSTITUTE)
Affiliated to DR. A.P.J. Abdul Kalam Technical University, U.P,
Lucknow, Plot No .19 Knowledge Park II, Greater Noida, Gautam
Buddha Nagar, (UP), India 201306

DECLARATION
I Shivam Saraswat hereby declare that project entitled “Employee engagement” is a record of
original work done by me. The findings and conclusions of this project report are based on my
study and experience, and are conducted under the guidance of Pooja Tyagi.
I also declare that this project is result of my effort and the report is submitted in partial fulfilment
of the requirements of MBA program of Noida Institute of Engineering and Technology, Greater
Noida and it is not being submitted to any other institution for award of a degree or any personal
favour. All details stated above and analysis provided in the report are and hold the best of my
knowledge and belief.

_____

(MBA-3rd SEM.)

(Signature of the Student)

 ACKNOWLEDGEMENT

I take this opportunity to thank Mayank Singh for giving me the opportunity to work for this

project and I would like to express my sincere thanks to Pooja Tyagi who helped, inspired and

mentored me and without their help this project report would not have taken its current shape.

Under their brilliant untiring guidance, I could complete the project being undertaken on the

“Employee engagement” successfully in time. Their meticulous attention and invaluable

suggestions have helped me in simplifying the problem involved in the work. I would also like to

thank the overwhelming support of all the people who gave me an opportunity to learn and gain

knowledge about the various aspects of the industry.

I once again express my heartfelt in debtness to all-aforesaid. Any omission or error in acknowledg-

ment is inadvertent. For such oversights and lapses, I tender unconditional apology.
 TABLE OF CONTENT

1. Introduction of the topic 1

1.1 Introduction 2-5

1.2 Objective of the study 6

1.3 Need and scope of the study 7

1.4 Limitations of the study 8

2. Company profile 9-15

2.1 History of the company 16-19

3. Research methodology 20

3.1 Research Design 20

3.2 Sample size 21

3.3 Statistical tool used 22

4. Data analysis and interpretation 24

4.1 Data Analysis 25-36

4.2 Data Interpretation 25-36

5. Conclusion 37

5.1 Findings 38

5.2 Recommendations 39

5.3 Managerial Implication of the study 40

5.4 Societal implication of the study 41

Bibliography 42

Questionnaire 43-45
1
 Introduction to The Topic

Human Resource Management first saw its root in 18th century in Europe. It was a thought that hu -
mans were critical in the world of business. Hence the term Human resource management was
coined by the two renowned persons Robert Owen and Charles Babbage. Human: refers to the
skilled workforce in an organization. Resource: refers to limited availability or scarce. Manage-
ment: refers how to optimize and make best use of such limited or scarce resources so as to meet the
organization goals and objectives. Therefore, human resource management is meant for proper util-
ization of available skilled workforce and also to make efficient use of existing human resource in
the organization. Human Resource management is a contemporary umbrella term used to describe
the management and development of employee in an organization. Human resource refers to the
framework of philosophies, policies, procedures and practices for the management of the relation-
ship that exists between an employer and worker. Human resource has various ways of usage by
different people, ‘Human Resource Management’ ‘Human Resource development’ and “Human Re-
sources” interchangeably, and abbreviate Human Resource as HR – HR has become a conventional
term to refer to all of these phrases. HR is considered by many business strategies to be the most
important of all company resources which mainly influences in gaining new skills to the employees,
thereby increasing the size of a company’s competitive advantage over time. 13 Human Resource
addresses the process of managing people within an organization at both micro and a macro level
and also comprises the process of recruiting, selecting, inducting employees, providing orientation,
imparting training and development, appraising the performance of employees, deciding compensa-
tion and providing benefits, motivating employees, maintaining proper relations with employees
and their trade unions, ensuring employees safety, welfare and health measures in compliance with
labour laws of the land.

2
 INTRODUCTION TO EMPLOYEE ENGAGEMENT

Employee Engagement has emerged as a popular organizational concept in recent years. It is the
level of commitment and involvement of an employee towards the organization and its values. An
emerged employee is aware of business context, and works with colleagues to improve performance
within the job for the benefit of the organization. Employee engagement develops positive attitude
among the employees towards the organization. Employee engagement is a complex, broad con-
struct that subsumes many well researched ideas such as commitment, satisfaction, loyalty and extra
role behaviour. The physical aspect of employee engagement concerns the physical energies exerted
by individuals to accomplish their roles. Employee knowledge of how well an organization’s assets
are being managed has a positive impact on engagement. There comprises a strong link between
productivity and engagement. Employee’s knowledge of an organizations productivity levels also
had a positive impact on engagement. Employee Engagement depends on four major conditions in
the workplace such as organizations culture, continuous reinforcement of people focused policies,
meaningful metrics and organizational performance. 14 Employee engagement is one of the main
driving force and a biggest advantage for organization and there is a great certainty that employee
engagement is connected with business performance. Engagement is also significant contributor to
profitability, productivity and performance whereas disengagement results in low profits and re-
duced performance. It is the efficiency of an individual which affects the overall productivity of an
organization resulting in sustainability and enhanced financial productivity. Job involvement results
form a cognitive judgment about the needs satisfying abilities of the job. Jobs in this view are tied
to one’s self-image. Engagement differs from job in as it is concerned more with how the individual
employees his/her self during the performance of his/her job. Furthermore, engagement entails the
active use of emotions. Finally, engagement maybe thought of as an antecedent to job involvement
in that individuals who experience deep engagement in their roles should come to identify with their
jobs. Creating a culture of engagement is a very intuitive, teacher drove experience where leaders
figure out how to expand employee engagement and reinforce teams, which prompts a substantial
result in business. It is a manual process – situated, activity learning session. It concentrates on what
the organization needs to do, and in addition what individual employees needs to do to make col-
legial groups and culture of engagement

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 DEFINITIONS

The definition of employee engagement is the emotional connection and commitment your workers
have to your company. Engaged employees care about company goals and tend to identify with
their work on a personal level. For the most engaged employees, business goals and personal goals
begin to blend together. Author and Forbes contributor Kevin Cruse describes this high level of
commitment as a willingness to spend “discretionary effort.” Engaged employees are willing to go
the extra mile to solve problems, work extra hours, and provide their insight — without being re-
quired to do so. Engaged employees go beyond baseline expectations and tend to see their roles as
more than just an exchange of time for money: They want to do their best and see their companies
succeed. Corporate leadership Council (2004) defined Employee Engagement as “the extent to
which employees commit to something or someone in their organization, how hard they work and
how long they stay as a result of that commitment”. Mone and London (2010) defines employee en-
gagement is “a condition of employee who feels involved, committed, passionate and empowered
and demonstrates those feelings in work behaviour”. It is thus the level of commitment and involve-
ment an employee has towards their organization and its values. The organization must work to de-
velop and nurture engagement, which requires a two-way relationship between employer and em-
ployee. Definitions of employee engagement vary in the weight they give to the individual vs the
organisation in creating engagement. Recent practice has situated the drivers of engagement across
this spectrum, from within the psyche 41 of the individual employee to focusing mainly on the ac-
tions and investments the organisation makes to support engagement.

4
 Categories of Employee Engagement

According to the Gallup the Consulting organization there are there are different types of people: -
Engaged--"Engaged" employees are builders. They want to know the desired Expectations for their
role so they can meet and exceed them. They're naturally curious about their company and their
place in it. They perform at consistently high levels. They want to use their talents and strengths at
work every day. They work with passion and they drive innovation and move their organization for-
ward Not Engaged--Not-engaged employees tend to concentrate on tasks rather than the goals and
outcomes they are expected to accomplish. They want to be told what to do just so they can do it
and say they have finished. They focus on 42 accomplishing tasks vs. achieving an outcome. Em-
ployees who are not-engaged tend to feel their contributions are being overlooked, and their poten-
tial is not being tapped. They often feel this way because they don't have productive relationships
with their managers or with their co-workers. Actively Disengaged--The "actively disengaged" em-
ployees are the "cave dwellers." They're "Consistently against Virtually Everything." They're not
just unhappy at work; they're busy acting out their unhappiness. They sow seeds of negativity at
every opportunity. As workers increasingly rely on each other to generate products and services, the
problems and tensions that are fostered by actively disengaged workers can cause great damage to
an organization's functioning.

5
 OBJECTIVES OF THE STUDY

The objectives of employee engagement activities, essentially, are to create a high-performing

and engaged workforce by implementing infrastructure and employee engagement strategies
that better support employees in the workplace.

• Uncover insights to develop highly targeted employee engagement strategies

• To find out the satisfaction levels of the Employees with the current system.
• To study the strategies for improving quality of employee engagement in the organization.
• Identify opportunities to improve workplace conditions that drive employee engagement.

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 SCOPE OF THE STUDY

As we have been that employee engagement is nothing but emotionally and positively attached
of an employee towards the organisation, so with the help of this project we will be able to
know the degree of engagement of the employees in the infinite skills and we can study the
methods to increase the engagement level in the organization which will definitely be helpful to
employer as well as employees.

7
LIMITATIONS OF THE STUDY

The project aims to investigate the factors affecting the level of employee engagement in the
workplace. Since the concept of employee engagement is vague and has not been closely
studied until recently, there is little existing literature on the issues. Hence, that might face the
lack of information about the concept as well as the applicable situation. Furthermore, the
project focuses on certain factors which encourage employee engagement, the focus will not be
much on motivation and all the possible driving factors concerning motivation.

8
Company Profile

9
 Company Profile

Pantaloons Retail (India) Limited, is a large Indian retailer, which is part of the Future Group, and
operates multiple retail formats in both the value and lifestyle segment of the Indian consumer
market. Headquartered in Mumbai, the company has over 1,000 stores across 71 cities in India and
employs over 30,000 people, and as of 2010, it was the country’s largest listed retailer by market
capitalization and revenue.

Free Information and News about Top 10 Fashion Retail Stores of India Pantaloons
The Pantaloons company’s brands include, Pantaloons a chain of fashion outlets, Big Bazaar, a
hypermarket chain and Food Bazaar, a supermarket chain also. Some of the company’s other
regional brands include, Depot, Shoe Factory, Brand Factory, Blue Sky, all, Top 10 and Star and
Sitara also.

Information about Top 10 Fashion Retail Stores of India Pantaloons

A subsidiary company, Home Solutions Retail (India) Limited, operates in Home Town, a large-
format home solutions store, Collection, and selling home furniture products and E-Zone focussed
on catering to the consumer electronics segment. The Pantaloons company have recently branched
out into non-Shakespearean productions, with a winter tour of Dickens. And also a Christmas Carol
in late 2010 and a summer tour of Chaucer’s The Canterbury Tales planned for 2011.

The Pantaloons company’s brands include, Pantaloons a chain of fashion outlets, Big Bazaar, a
hypermarket chain and Food Bazaar, a supermarket chain also. Some of the company’s other
regional brands include, Depot, Shoe Factory, Brand Factory, Blue Sky, all, Top 10 and Star and
Sitara also.

Information about Top 10 Fashion Retail Stores of India Pantaloons

A subsidiary company, Home Solutions Retail (India) Limited, operates in Home Town, a large-
format home solutions store, Collection, and selling home furniture products and E-Zone focussed
on catering to the consumer electronics segment. The Pantaloons company have recently branched

10
out into non-Shakespearean productions, with a winter tour of Dickens. And also a Christmas Carol
in late 2010 and a summer tour of Chaucer’

Pantaloons Retail (India) Limited is India's leading retailer that operates multiple retail formats in
both the value and lifestyle segment. Pantaloons has ushered a retail revolution in India and its
founder Kishore Biyani is known as India's "King of Retail". Pantaloons’ headquarter is in Mumbai.
The company currently operates over 5 million square feet of retail space and has plans to increase
it to 30 million sq. ft. by 2011. Pantaloons has plans to open over 3000 new stores by 2010.

Pantaloons’ origin can be traced to 1987 when the company was incorporated as Manz Wear Private
Limited. The company launched Pantaloons trouser, India's first formal trouser brand. In 1992,
Pantaloons launched its IPO. In 1994, The Pantaloons Shoppe - exclusive menswear store in
franchisee format was launched across the country. Pantaloons started distribution of distribution of
branded garments through multi-brand retail outlets across the nation. In 2001, Big Bazaar, India's
first hypermarket chain was launched. In 2002, Food Bazaar, the supermarket chain was launched.
In 2006, Future Capital Holdings, the company's financial arm launched real estate funds, "Kushite"
and "Horizon" and private equity fund "In division". The company is also planning forays into
insurance and consumer credit.

Pantaloons Retail is the flagship company of Future Group. The lines of business of Future Group
are:

E-commerce: Pantaloons’ website Futurebazaar.com has revolutionized the e-commerce business in

India. It offers a wide range of products at affordable prices. It has been named as Best Indian
Website 2007 in the Shopping category by PC World.

Food: In food business, the group offers a host of options. Food Bazaar - a chain of large
supermarkets; Brew Bar - a beer bar; café Bollywood - a national chain of eateries; Chamois - a
pan-Indian chain of snack counters, and Sports Bar - a bistro focused on the world of sports.

Fashion: The group offers a variety of options in fashion. Its brands include all, Blue Sky, Central,
Etam, Fashion Station, Gini & Jony, Navaras, Pantaloons, and Top 10.

11
Home & Electronics: Options include: Collection i - a lifestyle furniture store; Electronics Bazaar -
offers branded electronic goods and appliances; e-zone - trendiest electronics items; Furniture
Bazaar - entire range of Home Furniture; Home Town - one stop destination for all the home needs.

Leisure & Entertainment: Options are: Bowling Co. - state-of-the-art premium family entertainment
centre, offering multiple, novel and unique leisure and entertainment options; F 123 - offers a wide
range of gaming options ranging from bowling and pool to redemption and interactive video games
to bumper cars.

Wellness & Beauty: Options are: Health Village - a state-of-the art spa and yoga centre; Star &
Sitara: Beauty salon for men and women; Tulsi - provides access to the best allopathic, Ayurveda
and homeopathic medicinal products; Turmeric - offers beauty products like colour cosmetics,
fragrances, herbal and specialty skin items, hair products and bath accessories.

Books & Music: Future Group's brand - "Depot" offers Books, CDs, and stationery items.

Major Achievements of Pantaloons Retail

Chosen as International Retailer for the Year 2007
Chosen as Emerging Market Retailer of the Year 2007
Best Employers in India (Rank 14th) in the Hewitt Best Employers 2007 survey.
Best Managed Company in India (Mid-cap) for the year 2006.
Won Images Retail Awards 2006 for Best Value Retail Store, Best Retail Destination, and Best Food
& Grocery Store.

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13
About Pantaloons 
Pantaloons is a playground where we enjoy the privilege of serving our customers to enable
their fashion journey. We strive to make shopping a playful, joyful & engaging experience for our
customers by helping them take steps towards being their fashionable best.

With over 24 years of retailing experience, Pantaloons, a division of Aditya Birla Fashion and Retail
Ltd. is one of the most loved fashion brands in India with 344+ stores spread across 170+ towns and
cities in the country.  We offer a versatile collection & retail over 100 licensed and international
brands, including our exclusive in-house brands.

At Pantaloons, we bring you 'of-the-moment' fashion across stylish menswear, statement

womenswear, happy kids wear and elegant accents for your home too. We showcase casual
fluently, are experts of ethnic wear, boast of a strong work wear ethic and live for all the fun
through our party wear. 

We strive to make the Pantaloons experience exciting, friendly & uplifting. We believe in going that
extra mile to make our customers look & feel great and express themselves with confidence and
élan.

About Aditya Birla Fashion and Retail Ltd.

 ABFRL is part of a leading Indian conglomerate, Aditya Birla Group. Spanning a retail space of
8.4 million sq. (as on March 31, 2021), Aditya Birla Fashion and Retail Limited (ABFRL) is India's
fashion powerhouse with an elegant bouquet of leading fashion brands and retail formats.

14
 ABFRL brings together the learnings and businesses of two renowned Indian fashion icons,
Madura Fashion & Lifestyle and Pantaloons creating a synergistic core that will act as the nucleus
of the future fashion businesses of the Aditya Birla Group.

 As a fashion conglomerate, ABFRL has a strong network of 3,212 brand stores across the country.
It is present across 31,000 multi-brand outlets and 6,800+ point of sales in department stores across
India.

 It has a repertoire of leading brands such as Louis Philippe, Van Heusen, Allen Solly and Peter
England established for over 25 years. Pantaloons is one of India’s largest fast fashion store brand.
The Company also holds exclusive online and offline rights to the India network of California-
based fast fashion brand Forever 21. The International Brands portfolio includes - The Collective,
India's largest multi-brand retailer of international brands, Simon Carter and select mono-brands
such as American Eagle, Ralph Lauren, Hackett London, Ted Baker and Fred Perry. Van Heusen
Innerwear, Athleisure and Active wear is establishing itself as India's most innovative and
fashionable brand. Apart from Jaypore and Shantanu & Nikhil, the Company closed two additional
strategic investments with Sabyasachi and Tarun Tahiliani, expanding its horizon in branded ethnic
wear business.

 Flagship company of Future Group

 Founder and Group CEO, Mr. Kishore Biyani

 Company operates over 12 million square feet of retail space

 Over 1000 stores

 Across 71 cities in India

 Employs over 30,000 people.

History of the company

15
Pantaloons Retail India Limited (PRIL) a retailer was incorporated in 12th October of the year 1987
headquartered in Mumbai the company operates through primarily the Lifestyle' and Value' formats
through multiple delivery mechanisms and lines of business some of them being fashion food
general merchandise home leisure and entertainment financial services communications and
wellness. The Company has stores in 51 cities across the country constituting over 6 million square
feet of retail space. It caters to the Lifestyle' segment through its 35 Pantaloons Stores and 5 Central
Malls as well as its other concepts. In Value' retailing it is present through 78 Big Bazaar
hypermarkets 113 Food Bazaars and other delivery formats. In the year 1991 the company had
launched BARE the Indian jeans brand. Initial public offer (IPO) was made in May of the year
1992. During the year 1994 the Pantaloons Shoppe an exclusive menswear store in franchisee
format launched across the nation and also the company starts the distribution of branded garments
through multi-brand retail outlets across the nation. In the year 1995 the John Miller formal shirt
brand of the company was launched in market. India's family store Pantaloons was launched in
Kolkata during the year 1997. In the year 2001 Big Bazaar Is se sasta aur accha kahi nahin' India's
first hypermarket chain was launched after this a supermarket chain also launched in the period of
2002 under the name and style of Food Bazaar. The Company had initiated India's first seamless
mall in Bangalore in the name of 'Central' in the year 2004. During the year 2005 Fashion Station of
the company was launched it was the popular fashion chain and also in the same year a little larger'
(aLL) an exclusive store for plus-size individuals was launched. In 2006 Future Capital Holdings
the company's financial arm launched its real estate funds Kshitij and Horizon and private equity
fund In division. Multiple retail formats including Collection i Furniture Bazaar Shoe Factory E
Zone Depot and futurebazaar.com are launched across the nation in the year 2006. The Company
had signed a Memorandum of Understanding (MOU) with Blue Foods Private Limited to form a
50-50 Joint Venture Company in July 31st of the year 2006 for setting up food courts and speciality
restaurants across the country. In January of the year 2008 the company had entered into joint
venture with US based Staples Indian office products business unit Future Office. As at February
2008 Pantaloons awarded a comprehensive USD 50 million 5-year IT outsourcing contract to Wipro
InfoTech. The Company initiated its flagship hypermarket retail store 'Big Bazaar' in Bardhhaman
city during January of the year 2008. Pantaloons launched an exclusive line of film merchandise
'TASHAN Collection' across all its 40 stores in April of the year 2008.

Pantaloons Retail (India) Lasted, is India's loading retailer that operates multiple tail femurs in both
the value and lifestyle segment of the Indian consumer market Headquarter in Mumbai (Bombay),
the county points over 16 million square feet of retail space, has over 1000 stores across 73 cities in
16
India and employs over 30,000 people. The company's leading fumes include Pantaloons, a chain of
fashion outlets Big Bacar, uniquely Indian hypermarket chain. Food Hazard, supermarket chain,
blends the look, such and feel of Indian bars with aspects of mude all like choi, convenience and
quality and Central, a chai of seamless destination malls. Some of the other formats include Brand
Farury, Ho Sky, all Top 10 and Star and Star. The company also operates in one portal, fiturum.com
Future Value Retail Limited is a wholly wood subsidiary of Pantaloons Retail (India) Limited. This
entity has been rated keeping in mind the growth and the current use of the company's value retail
business, led by as format divisions, Big Bazaar and Food Bazaar The company operates 128 Big
Bazaar stores, 170 Food Haar stor, ang other formats, in over 70 cities on the casantry, covering an
spentional retail space of over 6 million square feet. As a focussed entity driving the growth of the
group's value retail business, Future Value Retail Limited will continue deliver more value to its
supply pamers, stakeholders and communities across the try and shape the growth of modern retail
in India

Pantaloons Retail India Limited a retailer was incorporated in 12th October of the year 1987
headquartered in Mumbai the company operates through primarily the Lifestyle' and Value' formats
through multiple delivery mechanisms and lines of business some of them being fashion food
general merchandise home leisure ...

Pantaloons, the newly acquired business by The Aditya Birla Group, one of India's leading
multinational conglomerates, is a powerhouse of fresh fashion and innovation. While weaving its
magic across lifestyle segments, Pantaloons caters to the discerning and trendy Indian consumer.
Pantaloons stores have an abundance of choices across categories that range from western to Indian
wear, formal to party wear and active wear for men, women and kids. To further add to the
customer's innumerable choices that reflect style, attitude, and comfort, Pantaloons has extended its
horizons to fashion accessories like fragrances, footwear, handbags, watches, sunglasses and much
more. With a chain of 71 fashion stores across 35 cities and towns, Pantaloons is constantly
extending its foot-prints into the rest of modern India. Pantaloons which was previously controlled
by the Future Group has now been taken over by Aditya Birla Nuvo Limited ['ABNL']. ABNL is a
part of the prestigious Aditya Birla Group, a $40 billion Indian multinational, operating in 36
countries across the globe with over 133,000 employees. The Aditya Birla Group ranks high in the
League of Fortune 500 Corporations of the world with a strong mix of talented and capable
personnel comprising of 42 different nationalities, who are credited with anchoring the organization
and scripting one brilliant success story after another. 2013 -Pantaloons Opens Its First Flagship
Store In Chandigarh -Pantaloons Launches Its 75th Store In Amritsar -Pantaloons Opens Its 2nd
17
Store In Vadodara -Pantaloons Launches Its 1st Store In Dehradun -Bhillai Gets Its First Fashion
Retail Destination! -Pantaloons Launches 'Woman's Wednesday' -Pantaloons Launches 'Woman's
Wednesday ‘in Chandigarh -Pantaloons Voted India's No. 1 Trusted Apparel Retailer For 2013 -The
Company has changed its name from Peter England Fashions and Retail Ltd. to Pantaloons Fashion
& Retail Ltd. 2014 -Pantaloons Opens Its 6th Store In Bangalore -Pantaloons Opens Its 1st Store At
Hubli -Pantaloons Launches Fashion Friday At Its New Look Store High Street Phoenix -
Pantaloons Launches Its First Store In Meerut -Pantaloons Launches Its New Look Store In
Chennai With Bollywood Diva, Priya Anand -Pantaloons Launches Its First Store In Muzaffarnagar
2015 -Pantaloons Fashion & Retail Ltd has forayed into a commercial arrangement with Flipkart -
Pantaloons Fashion & Retail Ltd had approved the Composite Scheme, subject to the necessary
statutory and regulatory approvals 2016 - Aditya Birla Fashion and Retail signs deal with Quirky
British Designer wear brand Simon Carter - ABFRL's Madura F&L launches 'Buddy' from State
Bank of India across its 1200+stores 2017 - Aditya Birla Fashion wins American Eagle rights for
India -ABFRL entered into a strategic alliance with American Eagle Outfitters, Inc. 2018 - Board of
Directors of the Company , approved entering into a Store License and Distribution Agreement
('said agreement') with Ralph Lauren Asia Pacific Limited ('RLAPL'), which offers apparel and
accessories for both men and women under the brand name 'Polo Ralph Lauren' and 'Ralph Lauren'
and such other name(s) as may be designated by RLAPL from time to time - Aditya Birla Fashion
and Retail Ltd Brings Fred Perry to India - Style Up, the family store by Aditya Birla Fashion and
Retail Ltd. is launched across tier III cities to offer smart fashion at affordable prices -Van Heusen
Innerwear and Athleisure business announced its foray into the Women’s Innerwear & Athleisure
market. -ABFRL entered into a Store License and Distribution Agreement with Ralph Lauren Asia
Pacific Limited (“RLAPL”), which offers apparel and accessories for both men and women
under the brand name Polo Ralph Lauren” and Ralph Lauren” 2019 -The Company have approved
entering into a Share Purchase Agreement with the existing Shareholders of "Jaypore E-Commerce
Private Limited", a B2B entity which sells ethnic fashion merchandise under its own brand
"Jaypore" and of other third-party brands. The Board also approved entering into a Share Purchase
Agreement with the existing Shareholders of "TG Apparel & Decor Private Limited", a B2C entity
which retails ethnic fashion, both online and offline. -Aditya Birla Fashion and Retail Ltd
(ABFRL)said it will acquire a 51 per cent stake in Indian fashion designer’s duo Shantanu &
Nikhil's apparel firm Finesse International Design. -Acquisition of 51% stake in M/s Finesse
International Design Private Limited (“Finesse”), a company primarily engaged in the business of
bespoke occasion and ceremonial contemporary apparel for men and women under the brand name
‘Shantanu & Nikhil’. -Acquisition of Jaypore, an Indian online and offline retailer, which offers
curated collections of handcrafted apparel, jewellery, home textiles and accents, based on craft
forms from all over India. 2020 -Aditya Birla Fashion and Retail Ltd (ABFRL) Monday said it will
18
acquire a 51 per cent stake in Indian fashion designers duo Shantanu & Nikhil's apparel firm
Finesse International Design. -Peter England sets foot in the grooming segment with the launch of
its new deodorant range 2021 -Aditya Birla Fashion plans Rs 1,000-cr rights issue - Aditya Birla
Fashion and Retail Limited has informed the Exchange that Board of Directors at its meeting held
on June 25, 2020, has decided to issue equity shares on rights basis in the ratio of 9. 77, i.e 9 partly
paid up Equity Shares for every 77 Equity Shares held. Issue Price is 110 per share. -ABFRL
acquired additional 7.69% stake in Finesse to become 58.69% stakeholders -Aditya Birla Fashion
and Retail Announces Strategic Partnership with Designer Tarun Tahiliani to enter Men’s Premium
Ethnic wear -Acquisition of 51% in Sabyasachi Couture

Read more at: https://www.goodreturns.in/company/aditya-birla-fashion-and-retail/history.html

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Research methodology

20
 Research methodology

Problem identification-

In this step the objectives of the management behind the project are ascertained.

1. Descriptive Research:

After identification of the problem, data is collected both from primary and secondary data source.

2. Research Designing:

In this step, the framework for the methods and procedures for collecting and analysing the needed
information's are specified and types of questions need to be answered; scales for data
measurement, sample type, methods for collecting and analysing the data etc. are specified
accurately.

3. Questionnaire preparation:

Questionnaire is prepared by taking the help of the close ended questions.

4. Sampling planning:

In this step, target population for data collection, sample size etc. is determined.

5. Scaling:

For the purpose of getting accurate information I have used five point lickert scales.

6. Data Analysis:

In this step, after the data has been collected, the data are analysed using Microsoft Office.

7. Report preparation:

21
This is the final step of the research. In this step, the description of the whole research work is
written, and several observations, recommendations and conclusions are represented in a specific
manner.

8. Software Used For Data Analysis:

Ms Word is used to process and analyse data of research work.

Sampling Size:-

In pantaloons I have taken 40 employees as my sample size. Among 40 employees 30 are the Team
member, team leader and 10 are the managers including HR also.

Sampling Type: -

I used stratified sampling to conduct my research. Types of data collection which I used in my
project are:

Primary Data

Secondary Data

Data Collection Method: -

I have used the method of questionnaire and personal interview method. Here in questionnaire I
collected the feedback of the employees where questions are in close ended form. Moreover, I also
took the personal interview of the employees where they said the advantage and disadvantage of
employee engagement process.

➤ Events Organised by Me: -

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In order to encourage, motivate and retain the employees I have organised many events in
Pantaloons. Where many employees participated in those games to make themselves happier. The
games are: -

Spell bee Competition: -

In this game I asked the spelling of some brands available in Pantaloons. Who can say 5 right
answers out of 10 spellings then he/she will win the prize. In this way many participants got

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 DATA -ANALYSIS
AND
DATA
INTERPRITATION

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 Conclusion

 "Great managers play favourites and spend most of their time with their most productive
people, not because they discriminate, but because they deserve the attention and have so
much to teach you."

 At last I would like to conclude that Its a practice that is continuously going on at
Pantaloons but few suggestions as I have mentioned above would make this process lively
one and it would also enhance the employee productivity.

Findings

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 After the data analysis, I find out that in Pantaloons most of the employees are satisfied in
their work.

 Rest of the employees who are not satisfied they have many issues related to monetary and
non-monetary factors. Employees are not paid sufficiently according to their work
responsibilities.

 Most of the people leave the organisation because they don't want to relocate.

 The work life balance issues are reflected in the organisation which is one of the reasons of
employee attrition.

 In my point of view, it is a big organisation and now it is taken over by Aditya Birla group
so the employees should cooperate with the organisation which will be beneficial in future.

RECOMMENDATIONS

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 With reference to my present study I would like to say that, the employee engagement
activities at Pantaloons are up to the mark, further I suggest there must be gaming activities
for the employees as well as they must have appreciated for the same.

 Recognition is the need of human so does the employees at Pantaloons. The recognitions
such as birthday celebration, extracurricular activities like painting, poem writing, Paper
cutting should be noticed by Pantaloons. For which the employees will be emotionally
attached to the organisation.

 Moreover, in these events the employee’s family member should be involved which will
create a familiar environment in the organisation.

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 Managerial implication of the study

Management to come up with effective strategies to deal with the issues at hand for instance.
Most importantly management should consider the manner in which it should provide thrust to mo-
tivate worker as this influences their level of commitment to the company.
Employees engagement in any organization is vital as disengagement of employees is a major cause
of lack of enough dedication and drive in workers.

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 Societal implication of the study

 Insuring social goals with business goals

 Provide a portfolio of ways to get involved
 Tie in with personal development keep reporting back.
 Cost saving and value creation.

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 BIBILIOGRAPHY

Zinger David. (2014), Employee Engagement in six word.

Albrecht L. Simon. Hand book of Employee Engagement perspectives, issues, Research and
practices, Edward Elgar Publishing

Kruse Kevin, (2012). Employee engagement, 2.0.

Kruse Kevin, Employee engagement for everyone: 4 keys to happiness & engagement at work,
NY Times

WEBSITES: -

 WWW.Pantaloons.com

 WWW.Pantaloons company profile.html

 WWW.panataloons hr policies.html

QUESTIONNAIRE
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1. I receive the information & communication I need to do my job.

o Strongly disagree

o Disagree

o Neither agree nor disagree

o Agree

o Strongly agree

2. I regularly receive the recognition/praise for doing good work.

Strongly disagree

o Disagree

o Neither agree nor disagree

o Agree

o Strongly agree

3. The benefits offer here are fair & reasonable.

o Strongly disagree o Disagree

o Neither agree nor disagree

o Agree

o Strongly agree

4. Here the people are co-operative & pleasant to work with.

o Strongly disagree

o Disagree

o Neither agree nor disagree

o Agree

o Strongly agree

5. There is always someone at work who encourages my development.

o Strongly disagree

o Disagree
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o Neither agree nor disagree

o Agree

© Strongly agree

6. My opinions & ideas seem to matter.

o Strongly disagree

o Disagree

o Neither agree nor disagree

o Agree

o Strongly agree

7. My supervisor helps me to know what is expected from me & guide me in that manner.

o Strongly disagree

o Disagree

Neither agree nor disagree

o Agree

o Strongly agree

8. My supervisor cares about me as a person.

o Strongly disagree

o Disagree

o Neither agree nor disagree

o Agree

o Strongly agree

9. Even if I had the opportunity to get a similar job with another organisation, I would stay with my
present company.

o Strongly disagree

o Disagree

o Neither agree nor disagree

o Agree

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o Strongly agree

10. In the last year I have had the opportunities to learn & grow.

o Strongly disagree

o Disagree

o Neither agree nor disagree

o Agree

Strongly agree

o Strongly agree

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