Big Bazaar HR Policies

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  The Indian retail industry is divided into organized and unorganized sectors. Organized retailing refers to trading activities undertaken by licensed retailers, that is, those who are registered for sales tax, income tax etc. These include the corporate-backed hypermarkets and retail chains, also the privately owned large retail businesses. Unorganized retailing, in other hand, refers to traditional formats of low-cost retailing, for example, the local kirana shops, convenience stores, hand cart, pavement vendors etc.

Traditional markets are making way for new formats such as departmental stores, hypermarkets, supermarkets and specialty stores. Western style malls have begun to appear in metros introducing the Indian consumer to an unparalleled shopping experience.

The Indian retail sector is highly fragmented with 90% of its business being run by unorganized retailers like the traditional family run stores, corner stores. The organized retail is at nascent stage though attempts are being made to increase its presence by bringing in huge opportunity for the potential new players. The sector is the largest source of employment after agriculture, and has deep penetration into rural India generating more than 10% of India͛s GDP.

The last few years have witnessed tremendous growth by this sector, the key drivers being changing consumer profile and demographics, increase in the number of international brands available in Indian market, credit availability, improvement in infrastructure, increasing investment in technology and real estate building a world class shopping environment for consumers. In order to keep pace with the increasing demand, there has been hectic activity in terms of entry of international labels, expansion plans, focus on technology, operation and processes.

This has led to more complex relationships involving suppliers, third part distributors and retailers, which can be dealt with the help of supply chain. A proper supply chain will help meet the competition head on, manage stock availability, supplier relation, new value added services, cost cutting and most importantly reduce wastage levels in handling the goods.

Yetailers can bargain with suppliers to reap economies of scale. Hence, discounting is being an accepted practice. Proper infrastructure is a pre-requisite in retailing, which would help to modernize India and facilitate rapid economic growth. This would help in efficient delivery of goods and value-added services to consumer making a significant contribution to the GDP.    ðp Yising incomes and improvements in infrastructure are enlarging consumer markets and accelerating the convergence of consumer tastes. ðp Œiberalization of Indian economy. ðp Increase in spending per capita income. ðp Advent of dual income families also helps in the growth of the retail sector. ðp £hift in consumer demand to foreign brands like £ony, £amsung, Panasonic etc. ðp The internet revolution is making the Indian consumer more accessible to the growing influences of domestic and foreign retail chains. £atellite T.V. channels is helping to create awareness about global products in local markets. ðp Ñoreign companies attraction to India is the billion-plus population.

!!c" AT Kearney͛s study on global retailing trends found that India is least competitive and least saturated of all major global markets. This implies that there is low entry barriers for players trying to setup base in India. The report further states that global retailers such as Walmart, Carrefour, Tesco would take advantage of favourable ÑDI rules in India and enter the country through partnership with local retailers. A good talent pool, unlimited opportunities, huge markets and availability of quality raw materials at cheaper costs is expected to make India overtake the world͛s retail economies by 2042.

The retail industry in India, according to experts, will be a major employment generator in the future. Currently, the market share of organized retail is just over 4% thereby leaving a huge untapped opportunity. Commanding such a large chunk of the organized retail business in India, fashion retailing has indeed been responsible for singlehandedly driving the business of retail in India.    

c"" The industry is facing shortage of talented professionals at middle-level management. Most Indian retailers are under serious pressure to make supply chains more efficient in order to deliver the levels of quality of service expected by consumers. Œack of adequate infrastructure with respect to roads, electricity, cold chains and ports has further led to impediment of pan-India network of suppliers. Due to these constraints, retailers have resorted to multiple vendors for their requirements thereby, raising costs and prices.

The available talent pool does not back retail sector as the sector has emerged recently from its nascent stage. Ñurther, retailing is yet to become the preferred career option for India͛s educated class that has chosen sectors like IT, BPO and financial services.

Even though the government is attempting to implement uniform value-added tax across states, the system is currently plagued with differential tax rate for various states leading to increased costs and complexities in establishing an effective distribution network.

The retail sector does not have the ͚industry͛ tag making it difficult to raise finance from banks and fund their expansion plans. Non-availability of government land and zonal restrictions has made it difficult to find a good real estate in terms of location and size. Also, lack of clear ownership titles and high stamp duty has resulted in disorganized nature of transactions. c
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 $"$& ' ($"$&  '!! '  £ince its first outlet open in Kolkata in late 2001, the Big Bazaar has spread to towns and cities with currently 106 outlets. These multi-level shopping meccas stock everything from food to fridges, and cookware to clothes. It͛s been especially designed to Indian consumers. With slogan ͞ )͟, the Big Bazaar targets itself directly at the average Indian love for following the crowd and scrambling for good discount.  *+' Pantaloon Yetail India Œimited, is India͛s leading retailer that operates multiple retail formats in both value and lifestyle segment of the Indian consumer market.

Headquartered in Mumbai, the company operates over 12 million sq.ft of retail space, has over 1000 stores across 71 cities in India and employs 30,000 people. The company͛s leading format include Pantaloons, a chain of fashion outlets, Big Bazaar, Ñood Bazaar, blends the look, touch and feel of Indian bazaars with aspects of modern retail like choice, convenience and quality. The company also operates an online portal www.futurebazaar.com.

A subsidiary company, Home £olutions Yetail(India) Œimited, operates Home Town, a large format home solutions, selling home furniture products and e-Zone focused on catering to consumer electronics segment.  "c' Big Bazaar targets higher and upper middle class consumers, the large and growing young working population is a preferred consumer segment. Big Bazaar specifically targets working women and home makers who are the primary decision makers.


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- c +c- Human Yesource Policies refers to principles and rules of conduct which ͞formulate, redefine, break into details and decide a number of actions͟ that govern the relationship with employees in the attainment of the organization objectives. HY Policies cover the following: 1.p Policy of hiring people with due respect to factors like reservations, sex, marital status, and the like. 2.p Policy on terms and conditions of employment-compensation policy and methods, hours of work, overtime, promotion, transfer, lay-off and the like. 3.p Policy with regard medical assistance-sickness benefits, E£I and company medical benefits. 4.p Policy regarding housing, transport, uniform and allowances. 5.p Policy regarding training and development-need for, methods of, and frequency of training and development. 6.p Policy regarding industrial relations, trade-union recognition, collective bargaining, grievance procedure, participative management and communication with workers. A policy is a pre-determined course of action established as a guide towards objectives and strategies of the organization. As policies are written, approved, published and implemented the organization͛s vision is articulated. Policy manuals are developed to help staff and management teams to run the company. It plays an strategic role in running the industry. Carefully drafted and standardized policy save the company countless hours of management time. It is the duty of the HY Managers to design HY Policy for their organization. Drafting a HY Policy is not an easy job whereas it requires lot of inputs to be incorporated. The moment somebody reads your HY Policy, he will come to know the values and culture of your organization.

Ñor the employees also, they will tune their sub-cultures according to the requirement of the HY Policy. Actually the words in HY Policy will speak about the culture, values, vision and enjoy working and how these are practiced and proved by all employees in the organization in the same uniform and consistent wave length. Hence to get strong and long survival in the competitive markets, HY Policy is a Must and it should be practised. The Management should believe their people. They respect the values of their employees. Human resource is one of the greatest resources in this industry. They recruit right people for right job. The Management identifies the talents and utilizes it for achieving business excellence. It also helps them to identify the training needs and provide facilities in developing their knowledge and skills. £trengths and weaknesses of employees are identified through best performance appraisal systems. The ultimate aim is to enjoy working. The Management is open for new ideas, systems and procedures. It is the initial duty of HY Manager to draft HY Policy. He must consult the Œine Managers on various inputs to be added in the Policy. Also he must consult the top Management on various important words to be incorporated such as culture, values, development, vision etc. Highly experienced and matured HY Manager will spell immediately the expectations of the top Management on all these areas. It is always better to frame HY Policy by their own employees instead of hiring a Consultant for this purpose. Hence HY Manager must collect inputs from the following: ðp ðp ðp ðp

Top Management (Œast will be MD) Œine Managers £ub-ordinates Yegular Customers and Vendors

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  +c-  There are five principal sources for determining the content and meaning of policies: 1.p Past practice in the organization. 2.p Prevailing practice in rival companies. 3.p Attitudes and philosophy of founders of the company as also its directors and the top management. 4.p Attitudes and philosophy of middle and lower management. 5.p The knowledge and experience gained from handling countless personnel problems on day to day basis. 

! '".'" '' A Committee must be formed representing Members from all Departments of Employees. The Duty of the Committee is to ðp Ñrame new Policy ðp Amend the existing Policy if required ðp Yeview its effectiveness ðp Training the employees to mould ðp âuantification ðp To find out the deviation and reasons thereof Particular attention must be given to the new employees who join the organization with different set of cultures.



!/!!"  0 ðp Ñounder͛s Vision (Business Growth thro People) ðp Organization Values ðp Culture Practices ðp Business Ethics ðp Importance of Employee Yole ðp How organization taking care in employees ðp Enjoy Working conditions ðp Confidence from both Management and Employees ðp How one grows with the Organization ðp How the £ociety values the organization thro employees ðp Data on Communication practices ðp Any other data relevant as per your organization requirement Collect all data and statements from all the levels and match it with MD͛s vision. Ñind the differences. Ñill up the gaps with Training/Induction/Counselling. Monitor the levels of HY Policy level which should be uniform and also in the same direction. It is like a lead bird flying with group of birds in the sky in the same direction and same speed to achieve one goal. Work under the work culture of ͞One Team One Goal͟ Once Policy is approved, HY Manager must prepare the objectives of the HY Policy. He must evolve Procedures as to how to achieve the goals of HY Policy thro action and words. It is identical to âuality Policy as signed by MD and monitored thro £ystems, Procedures and Work Instructions. âuality Audit is there and like-wise, during HY Audit, effectiveness of HY Policy must also be measured.  $ Ñ- Ñ  +c- Organizations should have personnel policies as they ensure the following benefits: a.p The work involved in formulating policies requires that the management give deep thought to the basic needs of both the organization and the employees. The management must examine its basic convictions as well as give full consideration to the prevailing practices in other organizations. b.p Established policies ensure consistent treatment of all personnel throughout the organization. Ñavoritism and discrimination are, thereby, minimized. c.p Continuity of action is assured even though top management personnel change. The CEO of a company may possess a very sound personnel management philosophy. He/she may carry the policies of the organization in his/her head, and he she may apply them in an entirely fair manner. But what happens when he/she retires? The tenure of office of nay manager is finite. But the organization continues. Policies promote stability. d.p Policies serve as a standard of performance. Actual results can be compared with the policy to determine how well the members of the organization are living upto the professional intentions. e.p £ound policies help build employee motivation and loyalty. This is especially true where the policies reflect established principles of fair play and justice and where they help people grow within the organization. f.p £ound policies help resolve intrapersonal, interpersonal and intergroup conflicts.    

 c+- Ñ  +c1  1.p  !!' to offer full and equal opportunities to every employee to realize his/her full potential. 2.p  !    to select the right person for the right job. 3.p  ! ''  to keep all channels of communication open and encourage upward, downward, horizontal, formal and informal communication. 4.p  !! ! to associate employee representatives at every level of decision-making. 5.p  !' to pay fair and equitable wages and salaries commensurating with jobs. 6.p  !  to recognize and reward good performance. 7.p  !" to treat every job and every job holder with dignity and respect. 8.p  !'"' *! to promote cordial industrial relations. 9.p  !'! to promote co-operation and team spirit among employees. 10.p ! !! to provide a higher purpose of work to all employees and to contribute to national prosperity.

$2c3- Ñ- 1 1.p To study the HY Policies of the company 2.p To design a HY Policy manual for the company with special emphasis on the ͞Managerial £ervice Conditions͟ 3.p To provide efficient, fair leadership 4.p Provide an opportunity for expansion 5.p £trengthen and appreciate the human assets by providing training and developmental programs 6.p To provide conditions for favorable work environment for maintaining stability in employment 7.p To facilitate effective utilization of human resources to achieve organization͛s objectives 8.p Ensure high degree of selectivity in recruitment that will help absorb super talents and nurture them to excel in their performance 9.p Provide facilities for all round growth of individual 10.pGroom every individual to realize his potential in all facets 11.pBuild teams and foster team work in all activities 12.pContribute towards health and welfare of the employees

          

-c  Ñ- 1 As most of the company͛s overall performance depends on its employee͛s performance which depends largely on the HY POŒICIE£ of the organization. £o the project has wide scope to help the company to perform well in today͛s global competition. The core of the project lies in analyzing and assessing the organization and to design an HY POŒICY manual for the organization.  "! 4 Policies initially are derived from an understanding of core business practices. There also need to be control over operations and therefore good understanding of how the business functions is necessary is the first step in developing policies. The policy manual should be dynamic and subject to change. Existing policies needs to be expanded, supplemented, revised as business conditions change, an organization downsizes and quality improvement initiatives are implemented. HY policies covers the following: 1.p Hiring people with due respect to factors like reservations, sex, marital status and the like. 2.p With regard to medical assistance-sickness benefits, E£I and company medical benefits. 3.p Policy regarding training and development ʹ need, methods and frequency of training and development. 4.p Policies regarding industrial relations, trade-union recognition, grievance procedure, communication with workers. - ' '"! 0 -p Past practice in the organization -p Prevailing practices in the rival companies -p Attitudes and philosophies of founders, directors and top management -p Knowledge and experience gained by handling numerous personnel problems on day to day basis Various procedures that form the HY policy of the organization are: -p Yecruitment and selection of man power -p Job rotation -p Induction and placement -p Performance appraisal -p Career planning -p £uccession planning -p Employee training and development -p HYI£ -p Exit interviews

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$2c3- The company aims to fulfill the following objectives through its HY Policies: -p Ensure high degree of selectivity in recruitment to secure best in the available work force and train them to excel in their performance. -p Impart induction, orientation and training to match the individual to the task. -p Provide facilities for all round growth of individual by training and development through motivation. -p Groom every employees to perform to the full extent contributing to attain organizational and personal goals. -p Build team and foster team-work as the primary instrument in day to day activities.

!   '!'!  These policies that helps an organization in hiring, orientation of new employees, compliance with employment laws and confidentiality. "'!   
' ʹ To ensure the organization͛s right to modify the given policy or procedure at any given point of time with or without notification  ʹ The top management and the human resource department reserves the right to change, add and eliminate the company͛s policies, procedures at any given point of time. New policies and procedures shall supersede any previously issued verbal or written policies.   ʹ This policy makes it clear that the organization͛s policies can be changed, added, eliminated at the discretion of the top management. When policy changes are made, managers and supervisors are required to be familiarize with new policy and procedure. They are expected to comply with the company policy and procedure that are currently in force while supervising the other͛s work. âuestions and concerns about new or revised policies and procedures should be directed to Human resource personnel in a timely manner. '!'5-'!6 
'ʹ To clearly establish that each worker͛s employment is at will and ensure each employee understands the at will nature of his/her employment.  ʹ Each person͛s employment is at will, unless the employment is duly authorized written employment agreement or pursuant on terms of the organization. No policy, provision or procedure is intended to create a binding employment agreement, implied or expressed contract between the person and the organization. At will employees will be given the clear notice that their employment is for no specific term, is not guaranteed in any way and can be ended. 

  ʹ To stop any potential wrongful discharge claim, it is important that the student employee should be aware of the at will nature of his/her employment. They must sign and date concerned form given by the organization and it will be retained in each student͛s official personnel file.   '-   ' 7 

8 0   To enable selection of right kind of talent into the intended position of the company to meet current and future needs of the organization. Also to thrive a strong Employer Branding to attract the best talents available in the industry. - !0   Covers all vacant positions across functions and levels.  ' '0
' 9 0Minimum Graduation (recognized university) for all positions without any unjustified gaps in education.  :! 0Either in the type of role outlined in the Job Description, or in preparatory role.
!! Ñ'0An application letter should be filled by the candidate giving his personal, educational, professional information. Application form may have some question relating to aptitude,reasoning and English language to measure the candidate͛s knowledge.                                 



     

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Ñill up manpower requisition form(MYÑ) 

MYÑ approval by concerned approving authority. (Yecruitment Approval matrix) If approved, forward MYÑ to HY

Channels- Existing CV database, Erecruitment portals, Advertisement, Head hunting, Hiring consultants

£ourcing based on Job Description & specification through different source channels

£creening application and short listing

£cheduling interview

Hold/ Yegret filling

£election £alary negotiation & fitment preparation

Acceptance

Make an offer

If not approved, hold on

Decline

Intimate concerned department head about candidates joining

£ourcing


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';To state general procedures to request authorization to fill a new, replacement staff position.  * If a new position(vacancy) is created by an employee͛s resignation, retirement, termination, the manager to whom the position reports should complete position approval form ensure that there is portfolio and finance approval in place, up-to-date performance management tool exists for open staff position. Ñailure to obtain the approvals may delay the recruitment process.  0 When job openings occurs, some of the following procedures must be adhered to ensure fast and efficient filling of an open position. With all other aspects of selection and hiring process the company makes every effort to ensure equal employment opportunity for all individuals and abides by state and local laws.  ,