SUMMER TRAINING PROJECT REPORT ON EMPLOYEE SATISFACTION PANTALOONS RETAIL INDIA LIMITED

FOR THE PARTIAL FULFILLMENT OF THE REQUIREMENTFOR THE AWARD OFBACHELOR OF BUSINESS ADMINISTRATION

SUBMITTED BY:IN SUPERVISION OF: Pramod pal MISS SINDHURA CHOWDARY BBA 2010-13 MISS RUCHI GUPTA

APPROVED BY CCS UNIVERSITY, MEERUT) NH-24 VIJAY NAGAR BYPASS, GHAZIABAD. (U.P.)

ACKNOWLEDGEMENT

It is with a deep sense of gratitude that I acknowledge the cooperation and support of PANTALOONS RETAIL INDIA LIMITED, SHIPRA MALL GAHZIABD which gave me the unique privilege of completing my research project by visiting its premises for about two months and provided me with an opportunity to interact with the various personnel. I am particularly grateful to MR KAMAL SONI, STORE MANAGER, who gave me the opportunity to work with the organization. I am extremely grateful to my guide and project coordinatorI am also grateful to MISS SINDHURA CHOWADRY, SENIOR HR Executive, It was indeed very gracious of her to spare her valuable time and to give an elaborate insight into the functioning of the company as also to answer all my queries patiently. I sincerely express my gratitude to her. I am indebted to all the employees, and all the other officers of the company for their cooperation. I am thankful to each and every employee of pantaloons for co- operating in their best possible manner.

Pramod Pal

DECLARATION

I Pramod Pal, student of BBA, IPEM, Ghaziabad, hereby declare that the project report on EMPLOYYE SATISFACTION IN PANTALOONS RETAIL INDIA LIMITED. is an original and authenticated work done by me. I further declare that it has not been submitted else where by any other person in any of the institutes for the award of any degree or diploma.

Pramod PalDate: 03 SEPTEMBER 2012

PREFACE

The project report on EMPLOYEE SATISFACTION has been carried out at PANTALOONS RETAIL INDIA LIMITED, GAHZIABAD.Summer training program of BBA forms an integral part in the curriculum. It is designed to expose students to real life industrial problems. It helps students in applying theoretical concepts to real life systems. So I have developed this project by hard work and deep study. Business has always been competitive. Yet the kind of fierce competition being witness now has not been witness before. Gone are the days of monopolies and with the advent consumerism, more and more corporate houses are beginning to realize that the ultimate competitive advantage of any business over its rivals will be provided by its people. Technology is no longer a monopoly nor is availability of money. But what may be a monopoly would be the PEOPLE associated with any business organization. This is the essence of HUMAN RESOURCE DEVELOPMENT. Thus HRD in wider connotation is the managements philosophy, and holistic concept on business oriented concept, a system approach that concern all human activities in the business, individual, team, culture, philosophies, ethos etc. It is proactive, pragmatic, realistic, businesslike approach by motivating, by inspiring and creating satisfaction by building the positive and open culture, by encouraging research and development activities, by encouraging constructive innovations etc. Since every organization is made of people, hiring their services developing their skills, motivating them to high level of commitment to the organization are essential to achieve organizational objectives. Therefore getting and keeping good people is the first goal to achieve though unified efforts, the degree of success depends on employees reaching their individual goal through organizational goal, is an important determinant for organizational effectiveness. Compiled by;Pramod Pal

EXECUTIVE SUMMARYThe topic of the project is to know the Level of Employee Satisfaction in Pantaloons Retail India LIMITED. The main purpose of this project is to know the acceptability of performance appraisal system among the employees of the organization. To know the effectiveness I have design the questionnaire form which I have distributed among the employees of the organization.I have also taken the help of the past record of the employees for the appraisal. I have used exploratory as well as descriptive research for this study. For this project I have collected primary as well as secondary data. For primary I made a questionnaire and for secondary, I have taken their past record to check out whether the employees are satisfied or not through their past record and choose the different grade of people for filling the questionnaire.Result which came out from the study is that most of the employees performed well and they are satisfied too with the existing performance. They need only some of the improvement regarding the performance. As we know that the method existing in the organization is far better and only improvement is needed.

PANTALOONS RETAIL INDIA LIMITEDCOMPANY PROFILEPANTALOONS Retail (India) Limited, is Indias leading retailer that operates multiple retail formats in both the value and lifestyle segment of the Indian consumer market. Headquartered in Mumbai (Bombay), the company operates over 16 million square feet of retail space, has over 1000 stores across 73 cities in India and employs over 30,000 people.The companys leading formats include Pantaloons, a chain of fashion outlets,Big Bazaar, a uniquely Indian hypermarket chain, Food Bazaar, a supermarket chain, blends the look, touch and feel of Indian bazaars with aspects of modern retail like choice, convenience and quality and Central, a chain of seamless destination malls. Some of its other formats include Brand Factory, Blue Sky, ALL, Top 10 and Star and Sitara. The company also operates an online portal, futurebazaar.comFuture Value Retail Limited is a wholly owned subsidiary of Pantaloon Retail (India) Limited. This entity has been created keeping in mind the growth and the current size of the companys value retail business, led by its format divisions, Big Bazaar and Food Bazaar. The company operates 150 Big Bazaar stores, 170 Food Bazaar stores, among other formats, in over 70 cities across the country, covering an operational retail space of over 6 million square feet. As a focused entity driving the growth of the group's value retail business, Future Value Retail Limited will continue to deliver more value to its customers, supply partners, stakeholders and communities across the country and shape the growth of modern retail in India.A subsidiary company, Home Solutions Retail (India) Limited, operates Home Town, a large-format home solutions store, Collection selling home furniture products and eZone focused on catering to the consumer electronics segment. Pantaloon Retail is the flagship company of Future Group, a business group catering to the entire Indian consumption space.

FUTURE GROUPFuture Group, led by its founder and Group CEO, Mr. Kishore Biyani, is one of Indias leading business houses with multiple businesses spanning across the consumption space. While retail forms the core business activity of Future Group, group subsidiaries are present in consumer finance, capital, insurance, leisure and entertainment, brand development, retail real estate development, retail media and logistics. Led by its flagship enterprise, Pantaloon Retail, the group operates over 16 million square feet of retail space in 73 cities and towns and 65 rural locations across India. Headquartered in Mumbai (Bombay), Pantaloon Retail employs around 30,000 people and is listed on the Indian stock exchanges. The company follows a multi-format retail strategy that captures almost the entire consumption basket of Indian customers. In the lifestyle segment, the group operates Pantaloons, a fashion retail chain and Central, a chain of seamless malls. In the value segment, its marquee brand, Big Bazaar is a hypermarket format that combines the look, touch and feel of Indian bazaars with the choice and convenience of modern retail. The groups specialty retail formats include supermarket chain - Food Bazaar, sportswear retailer - Planet Sports, electronics retailer - eZone, home improvement chain -Home Town and rural retail chain - Aadhaar, among others. It also operates popular shopping portal - www.futurebazaar.com.Future Group believes in developing strong insights on Indian consumers and building businesses based on Indian ideas, as espoused in the groups core value of Indianness. The groups corporate credo is, Rewrite rules, Retain values.

Pantaloon Retail IndiaPantaloon 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 With effect from 1 January 2010 the company separated its discount store business, which includes the Big Bazaar hypermarket and the Food Bazaar supermarket businesses, into Future Value Retail Ltd., its wholly owned subsidiary, so that the company may be listed independently. The companys brands include Pantaloons, a chain of fashion outlets, Big Bazaar, a hypermarket chain and Food Bazaar, a supermarket chain. Some of the company's other regional brands include, Depot, Shoe Factory, Brand Factory, Blue Sky, aLL, Top 10 and Star and Sitara.A subsidiary company, Home Solutions Retail (India) Limited, operates Home Town, a large-format home solutions store, Collection i, selling home furniture products and E-Zone focussed on catering to the consumer electronics segment.GROUP WEBSITES Pantaloon Retail (www.pantaloonretail.in) FutureBazaar (www.futurebazaar.com) Future Brands (www.futurebrands.co.in) Future Group (www.futuregroup.in) Future Capital Holdings (www.fch.in) Future Generali (www.futuregenerali.in) Future Learning & Development (www.fldl.in) Future Supply Chain Solutions (www.futuresupplychains.com) Future Media (www.futuremedia.in)

CORPORATE STATEMENTS"Future" - the word which signifies optimism, growth, achievement, strength, beauty, rewards and perfection. Future encourages us to explore areas yet unexplored, write rules yet unwritten; create new opportunities and new successes. To strive for a glorious future brings to us our strength, our ability to learn, unlearn and re-learn, our ability to evolve. We, Future Group, will not wait for the Future to unfold itself but create future scenarios in the consumer space and facilitate consumption because consumption is development. Thereby, we will effect socio-economic development for our customers, employees, shareholders, associates and partners. Our customers will not just get what they need, but also get them where, how and when they need. We will not just post satisfactory results, we will write success stories. We will not just operate efficiently in the Indian economy, we will evolve it. We will not just spot trends, we will set trends by marrying our understanding of the Indian consumer to their needs of tomorrow.It is this understanding that has helped us succeed. And it is this that will help us succeed in the Future. We shall keep relearning. And in this process, do just one thing...Rewrite Rules, Retain Values.

STRATERGYA new normal is being defined in the Indian consumer market every day. With far-reaching socio-economic changes that India has undergone in the last decade, the drivers in urban and rural India are maturing fast. With a growth strategy tempered with localization and an inclusive business model, Future Group is the only pure play local retailer poised to lead Indias consumption story with sustainable value creation.Future groups multi-format retail strategy captures almost the entire consumption basket of Indian customers. As modern retail drives new demand, efficiency and consumption in new categories, our strategy is based on our deep understanding of Indian consumers. Future group believes that modern Indian retail rests on the strength of two pillars scale and efficiencies. As front-runners in both areas, future group firmly believe our core responsibility lies in providing protection to customers from the overall rate of inflation. While the scale and size of its operations helps us improve efficiencies, it also ensures it delivers greater value to its customers. Futures retail thrust is focused on four principal verticals of Food, Fashion, General Merchandise and Home. These four categories together account for nearly 65% of the consumption in the country and represent mass consumer aspirations. Acknowledging this, we are creating retail pure play through divestment and demerger of non-retail businesses to concentrate our efforts on these verticals. Indias retail boom is being driven by resurgence in the economy. Modern retail still has around 6% share of the total retail spend in the country, that is estimated at around US $ 400 billion. Thus, the potential for modern retail growth in India is huge. Currently, leading retailers in mature markets occupy the top three slots by turnover, employment and value creation. As the Indian economy matures, it is upon us to make the same happen in our country

GROUP VISIONFuture Group shall deliver Everything, Everywhere, Every time for Every Indian Consumer in the most profitable manner.GROUP MISSIONWe share the vision and belief that our customers and stakeholders shall be served only by creating and executing future scenarios in the consumption space leading to economic development. We will be the trendsetters in evolving delivery formats, creating retail realty, making consumption affordable for all customer segments - for classes and for masses. We shall infuse Indian brands with confidence and renewed ambition. We shall be efficient, cost- conscious and committed to quality in whatever we do. We shall ensure that our positive attitude, sincerity, humility and united determination shall be the driving force to make us successful.CORE VALUES Indianness: Confidence in ourselves. Leadership: To be a leader, both in thought and business. Respect and 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 and Positivity: Simplicity & positivity in our thought, business & action. Adaptability: To be flexible and adaptable, to meet challenges. Flow: To respect and understand the universal laws of nature.

BOARD OF DIRECTORSKishor Biyani:- Founder and Group CEO, Future Group Kishore Biyani is the Managing Director of Pantaloon Retail (India) Limited and the Group Chief Executive Officer of Future Group. He has led Pantaloon Retails emergence as the Indias leading retailer operating multiple retail formats that now cater to almost the consumption basket of a large section of Indian consumers. Kishore Biyani led the companys foray into organized retail with the opening up of the Pantaloons family store in 1997. This was followed in 2001 with the launch of Big Bazaar, a uniquely Indian hypermarket format that democratized shopping in India. It blends the look, touch and feel of Indian bazaars with aspects of modern retail like choice, convenience and quality. This was followed by a number of other formats including Food Bazaar, Central and Home Town. Executive Committee Board Anshuman Singh:- Managing Director & CEO, Future Supply Chain Solutions Ltd B. Anand:- Director Finance, Future Group Damodar Mall:- Director, Integrated Food Strategy, Future Group Kailash Bhatia:- Director & CEO, Pantaloon Retai K. K. Rathi:- CEO, Future Ventures India Ltd. Sanjay Jog:- Chief People Officer, Future Group Santosh Desai:- Managing Director & CEO, Future Brands India Ltd Sumit Dabriwala:- Managing Director, Agre Developers Ltd Ushir Bhatt:- Group CIO, CEO, Future Knowledge Services Vibha Rishi:- Group Strategy and Consumer Director, Future Group V. Vaidyanathan:- Vice Chairman and MD of Future Capital Holdings Ltd. .

MILESTONES1987Company incorporated as Manz Wear Private Limited. Launch of Pantaloons trouser, Indias first formal trouser brand.

1991Launch of BARE, the Indian jeans brand.

1992Initial public offer (IPO) was made in the month of May.

1994The Pantaloon Shoppe exclusive menswear store in franchisee format launched across the nation..

1995John Miller formal shirt brand launched.

1997Pantaloons Indias family store launched in Kolkata.

2001Big Bazaar, Is se sasta aur accha kahi nahin - Indias first hypermarket chain launched.

2002Food Bazaar, the supermarket chain is launched.

2004Central Shop, Eat, Celebrate In The Heart Of Our City - Indias first seamless mall is launched in Bangalore.

2005Fashion Station - the popular fashion chain is launched ALL a little larger - exclusive stores for plus-size individuals is launched

2006Future Capital Holdings, the companys financial is formed to manage over $1.5 billion in real estate, private equity and retail infrastructure funds. Plans forays into retailing of consumer finance products.Future Group enters into joint venture agreements to launch insurance products with Italian insurance major, Generali.

2007Future Group crosses $1 billion turnover mark.Specialised companies in retail media, logistics, IPR and brand development and retail-led technology services become operational.Pantaloon Retail wins the International Retailer of the Year at US-based National Retail Federation convention in New York and Emerging Retailer of the Year award at the World Retail Congress held in Barcelona..

2003Future Capital Holdings becomes the second group company to make a successful Initial Public Offering in the Indian capital markets..Total operational retail space crosses 10 million square feet mark.Future Group acquires rural retail chain, Aadhar present in 65 rural locations

LINE OF BUSINESS

The company is present across several lines of business which have various formats (stores) Plywood, The Dollar Store (JV). Fashion - Pantaloons, Central,mall, Brand Factory, Blue Sky, Top 10, Fashion Station, Big Bazaar, Lee Cooper (JV),IPM MEERUT(JV) General Merchandise - Big Bazaar, Shoe Factory, Navras, Electronics Bazaar, Furniture Bazaar, KB'S FAIR PRICE Electronics - eZone, Electronic Bazzaar, STAPLES (JV) Home Improvement - Home Town Furniture - Collection i, Furniture Bazaar, Home Bazaar E-tailing (Online Shopping) - www.futurebazaar.com Books & Music - Depot Leisure & Entertainment - Bowling Co., F123, TGIF (Thank God it's Friday!) Wellness - Star & Sitara, Tulsi Telecom & IT - Gen M, M Bazaar, M-Port, ConvergeM, Future Axiom, T 24 (in alliance with TATA Teleservices) Consumer Durables - Koryo, Sensei, IPAQ Service - E Care, H Care , Design & Service Malls - Central (Bangalore, Hyderabad, Pune, Mumbai, Vadodara, Gurgaon, Indore, Ahmedabad) Investment & Savings - Insurance: ULIP, Pension, Endowment etc.

AFFILIATE COMPANIESHOME SOLUTIONS RETAIL INDIA LIMITEDFUTURE BRANDS LIMITEDFUTURE MEDIA(INDIA) LIMITEDFUTURE SUPPLY CHAINS SOLUTIONS LIMITEDFUTURE AXIOM TELECOM LIMITEDPANTALOONS FOOD PRODUCT (INDIA) LIMITEDFUTURE KNOWLEDGE SERVICES LIMITEDFUTURE CAPITAL HOLDING LIMITEDFUTURE GENERALI INDIA INSURANCE COMPANY LIMITEDFUTURE GENERALI INDIA LIFE INSURANCE COMPANY LIMITEDFUTURE BAZAAR INDIA LIMITEDSAMPLES FUTURE OFFICE PRODUCTS PRIVATE LIMITED

AWARDS AND RECOGNITIONS2009CNBC Awaaz Consumer Awards 2009 Most Preferred Multi Product Chain - Big Bazaar Most Preferred Multi Brand Food & Beverage Chain - Big Bazaar Images Fashion Forum 2009 Most Admired Fashion Group Of The Year - Future Group Most Admired Private Label - Pantaloons, the lifestyle format Critics Choice For Pioneering Effort In Retail Concept Creation - Central Coca-Cola Golden Spoon Awards 2009 Most Admired Food & Grocery Retailer Of The Year. Most Admired Food Court. Most Admired Food Professional.

2008Indian Retail Forum Awards 2008 Most Admired Retail Company of the year - Future Group Retail Face of the Year - Kishore Biyani Best Retailer Of The Year ( Hypermarket) - Big Bazaar The INDIASTAR Award 2008 Food Bazaar: Best Packaging Innovation Retail Asia Pacific 500 Top Awards 2008 Gold Winner -Top Retailer 2008 Asia Pacific Coca-Cola Golden Spoon Awards 2008 Most Admired Food & Grocery Retail Visionary of the Year: Kishore Biyani Most Admired Food & Grocery Retailer of the Year Supermarkets: Food Bazaar Most Admired Food & Grocery Retailer of the Year - Hypermarkets: Big Bazaar Most Admired Retailer of the Year - Dynamic Growth in Network Expansion across Food, Beverages & Grocery: Future Group Most Admired Food & Grocery Retailer of the Year - Consumer's Choice: Big Bazaar The Reid & Taylor Awards For Retail Excellence 2008 Retail Leadership Award: Kishore Biyani Retail Best Employer of the Year: Future Group Retailer of The Year: Home Products and Office Improvements: HomeTown

2007Images Retail Awards Most Admired Retail Face of the Year: Kishore BiyaniMost admired retailer of the year: Large format, multi product store: Big BazaarMost admired retailer of the year: Food and Grocery: Food BazaarMost admired retailer of the year: Home & office improvement: HomeTownMost admired Retail Company of the year: Pantaloon Retail (India)Ltd.NationalRetailFederationAwards International Retailer for the Year 2007 Pantaloon Retail (India) LtdWorldRetailCongressAwardsEmerging Market Retailer of the Year 2007 Pantaloon Retail (India) LtdHewittBestEmployers2007 Best Employers in India (Rank 14th) Pantaloon Retail (India) LtdPCWorldIndianWebsiteAwards Best Indian Website In The Shopping Category Futurebazaar.comReadersDigestTrustedBrandsPlatinumAwards Trusted Brands Platinum Award (Supermarket Category) Big Bazaar .

2006RetailAsiaPacificTop500Awards Asia Pacific Best of the Best Retailers Pantaloon Retail (India) LtdBest Retailer in India Pantaloon Retail (India) LtdAsiamoneyAwardsBest Managed Company in India (Mid-cap) Pantaloon retail (India) Ltd. Ernst & Young Entrepreneur of the Year AwardErnst & Young Entrepreneur of the Year (Services) Kishore Biyani CNBC Indian Business Leaders AwardsThe First Generation Entrepreneur of the Year Kishore BiyaniLakshmipat Singhania IIM Lucknow National Leadership AwardsYoung Business Leader Kishore Biyani Images Retail Awards Best Value Retail Store Big Bazaar Best Retail Destination Big Bazaar Best Food & Grocery Store Food Bazaar Retail Face of the Year Kishore Biyani Readers Digest Awards Platinum Trusted Brand Award - Big BazaarCNBC Awaaz Consumer AwardsMost Preferred Large Food & Grocery Supermarket Big Bazaar.Reid & Taylor Awards for Retail Excellence Retail Entrepreneur of the Year Kishore Biyani

2005Readers Digest and Awaaz Consumer Award Big Bazaar - Most preferred, large, Food and Grocery store Readers Digest Platinum Trusted Brand Award Big Bazaar - Earning a trusted Place in the everyday lives of consumers Images Retail Awards 2005 PRIL Most admired retailer of the year Food Bazaar - Retailer of the year (food and grocery) Big Bazaar Retailer of the year (value retailing) Central Retail launch of the year Business Today selected PRIL among: Top 20 companies in India to watch in 2005 Indias most investor-friendly companies in the top 75 Indias biggest wealth creators in the top 100

2004Images Retail Awards 2004 PRIL Most admired retailer of the year Food Bazaar - Retailer of the year (food and grocery) Big Bazaar Retailer of the year (value retailing) Central Retail launch of the year Reid & Taylor and DLF AwardsPRIL Retailer of the year

2003Indian Express Award PRIL- Marketing excellence and excellence in brand building

The guiding principles of work culture at future group are: Simplicity and Frugality that leads to Design-led Thinking and Disproportionate Growth.The objective has been to create a work environment that helps achieve everyones true potential and collectively take our organization to next level. This can happen when we embrace a culture that supports such an environment. Some of the key points of this culture are:

a) Develop a way of working that strengthens Team Work, within and across teams. There is a disproportionate amount of area set aside for team work across the floors. Each of the floors has a number of meeting rooms with conferencing and presentation facilities. In addition there are a large number of lounges, common work areas, discussion rooms and discussion tables at every nook and corner of the office. Please utilize these to the maximum.

b) We believe we are best served when we Serve Ourselves. The office and work environment is designed in a manner that we have minimal dependence on housekeeping and external staff. So, we get to serve our own tea and coffee, serve ourselves our own breakfast and snacks and keep our work environment clean, just as we want it. Self-service is the way to go.

c)Work is best enjoyed when it is Clear of Clutter both in mind and in physical environment. We will ensure that we keep our desks, common areas, alleys, meeting rooms, toilets and pantry neat and clean. All areas are owned by all of us and are our common responsibilities.

d)We hope that this office is never short of food for mind, body and soul. In a few weeks, as the entire building gets functional, we will have our own gym, garden terrace, salon, medical room, auditorium and many other facilities. There is ample scope for interactions, discussions and secluded areas to think, innovate and create new thoughts and ideas that keep your mind and soul going. And our pantry is always there for food for the body.Keeping these in mind, below are some basic rules that all of us have to follow. Please extend cooperation to the administrative team and the floor leaders in creating the best working environment for us, as we prepare to get the entire building functional.

SWOT ANALYSIS

STRENGTH: High brand equity. Big infra Variety of merchandise under single roof WEAKNESS: At times fails in store opening target. Hiring of employees. OPPORTUNITY: Growing retail market. Evolving customer preferences. THREATS: Competitors-global big players. Unorganized retail market

INTRODUCTION

People are our greatest asset is a mantra that companies have been chanting foryears. But only a few companies have started putting Human Resources Management (HRM) systems in place that support this philosophy. There are a number of challenges in the Indian industry which require the serious attention of HR managers to find the right candidate and build a conducive work environment which will be beneficial for the employees, as well as the organization. The industry is already under stress on account of persistent problems such as attrition, confidentiality, and loyalty. Other problems are managing people, motivation to adopt new technology changes, recruitment and training, performance management, development, and compensation management. With these challenges, it is timely for organizations to rethink the ways they manage their people. Managing HR in the knowledge based industry is a significant challenge for HR managers as it involves a multi task responsibility. In the present scenario, HR managers perform a variety of responsibilities.Earlier their role was confined to administrative functions like managing manpowerrequirements and maintaining rolls for the organization. Now it is more strategic as per the demands of the industry.

EMPLOYEE SATISFACTION

What does the term Satisfaction imply to an employee? It implies nothing else than the feeling of either being contended or non-contended on using a product.Employee Satisfaction is a prerequisite for the customer satisfactionEmployee satisfaction has been defined as a function of perceived performance and expectations. It is a persons feeling of pleasure or disappointment resulting from comparing a products outcome to his/her expectations. If the performance (Company Services) falls short of expectations, the employee is dissatisfied and if it matches the expectations, the employee is satisfied. A high satisfaction implies more purchase/use of the product or service. The process is however, more complicated then it appears. It is more important for any organization to offer high satisfaction, as it reflects high loyalty and it will not lead to switching over once a better offer comes in.Enhanced employee satisfaction leads to higher level of employee retention.A stable and committed workforce ensures successful knowledge transfer, sharing, and creation --- a key to continuous improvement, innovation, and knowledge-based total customer satisfaction. When companies are committed with providing high quality products and services; when companies set high work standards for their employees; and when employees are empowered through training and development, provided with knowledge and information, permitted to make mistakes without punishment, and trusted; they will experience an increase in their level of satisfaction at work.This level of satisfaction can be enhanced further if teamwork and visionary leadership are introduced. Continuous improvement comes from the efforts of the empowered employees motivated by visionary leadership. This is supported by the findings that empowerment and visionary leadership both have significant correlation with employee satisfaction. Teamwork is also supported by the findings. In addition, the study found significant correlation between employee satisfaction and employees intention to leave. The success of a corporation depends very much on customer satisfaction. A high level of customer service leads to customer retention, thus offering growth and profit opportunities to the organization. There is a strong relationship between customer satisfaction and employee satisfaction. Satisfied employees are more likely to stay with company and become committed and have more likely to be motivated to provide high level of customer service, by doing so will also further enhance the employees satisfaction through feeling of achievement. Enhanced employee satisfaction leads to improved employee retention; and employee stability ensures the successful implementation of continuous improvement and customer satisfaction. Customer satisfaction will no doubt lead to corporate success and greater job security. These will further enhance employee satisfaction. Therefore, employee satisfaction is a prerequisite for customer satisfaction.Employee satisfaction is closely related to Job satisfaction.

JOB SATISFACTIONJob satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of ones job; an affective reaction to ones job; and an attitude towards ones job. Job satisfaction describes how content an individual is with his or her job. It is arelatively recent term since in previous centuries the jobs available to a particular person were often predetermined by the occupation of that persons parent. There are a variety of factors that can influence a persons level of job satisfaction. Some of these factors include the level of pay and benefits, the perceived fairness o the promotion system within a company, the quality of the working conditions, leadership and social relationships, the job itself (the variety of tasks involved, the interest and challenge the job generates, and the clarity of the job description/requirements). The happier people are within their job, the more satisfied they are said to be. Jobsatisfaction is not the same as motivation, although it is clearly linked. Job design aims to enhance job satisfaction and performance methods include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous workgroups. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs. Questions relate to relate of pay, work responsibilities, variety of tasks, promotional opportunities the work itself and co-workers. Some questioners ask yes or no questions while others ask to rate satisfaction on 1 5 scale 9where 1represents not all satisfied and 5 represents extremely satisfied).

RELATED DEFINITIONS.

Affect Theory Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous jobsatisfaction model. The main premise of this theory is that satisfaction is determined by adiscrepancy between what one wants in a job and what one has in a job. Further, the theory states that how much one values a given facet of work (i.e. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/are not met. When a person values a particular facet of a job, his satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when expectations arenot met), compared to one who does not value that facet. To illustrate, if Employee values autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A would be more satisfied in a position that offers a high degree of autonomy compared to Employee B. this theory also states that too much of a particular facet will produces stronger feelings of dissatisfaction the more a worker values that facet.Two Factor Theory (Motivation Hygiene Theory) Fredrick Herzbergs Two factor theory (also known as Motivator Hygiene Theory)attempts to explain satisfaction and motivation in the workplace. This theory states thatsatisfaction and dissatisfaction are driven by different factors motivation and hygiene factors, respectively. Motivating factors are those aspects of the job that make people want to perform, and provide people with satisfaction. These motivating factors are considered to be intrinsic to the job, or the work carried out. Motivating factors include aspects of the working environment such as pay, company policies, supervisory practices, and other working conditions. While Herzbergs model has stimulated much research, researchers have been unable to reliably empirically prove the model, with Hackman & Oldham suggesting that Herzbergs original formulation of the model may have been a methodological artifact.Furthermore, the theory does not consider individual differences, conversely predicting allemployees will react in an identical manner to changes in motivating/hygiene factors.Finally, the model has been criticized in that it does not specify how motivating/hygienefactors are to be measured.

Job Characteristics ModelHackman & Oldham proposed the Job Characteristics Model, which is widely usedas a framework to study how particular job characteristics impact on job outcomes, including job satisfaction. The model states that there are five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) which impact three critical psychological states (experienced meaningfulness, experienced responsibility for outcomes, and knowledge of the actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work motivation, etc.). The five core job characteristics can be combined to form a motivating potential score (MPS) for a job, which can be used as an index of how likely a job is to affect an employee's attitudes and behaviors----. A Meta analysis of studies that assess the framework of the model provides some support for the validity of the JCM.

HUMAN RESOURCES MANAGEMENT ISSUESManaging PeopleIn view of the industry dynamics, in the current times, there is a greater demand for knowledge workers. Often talented professionals enjoy high bargaining power due to their knowledge and skills in hand. These factors have resulted in the clear shift in approach to individualized career management from organization career commitment.Motivating the WorkforceAs the competition is growing rapidly in the global market, a technological edge supported by a talent pool has become a crucial factor for survival in the market. Naturally, as a result every organization gives top priority to technology advancement programs. HR managers are now performing the role of motivators for their knowledge workers to adopt new changes.Competency DevelopmentHuman capital is the real asset for any organization, and this makes the HR role important in recruiting, managing, and retaining the best. The HR department has a clear role in this process and determines the success tempo of any organization. An urgent priority for most of the organizations is to have an innovative and competent HR pool; sound in HR management practices with strong business knowledge.Recruitment and TrainingRecruitment has become a major function from an imperative sub system in HR, particularly in the industry. HR managers play a vital role in creating assets for the organization in the form of quality manpower. Attracting new talent also is a top priority for software companies, but less so for smaller companies. Another challenge for HR managers is to put systems in place to make the people a perfect fit for the job. Skill redundancy is fast in the industry. To overcome this problem, organizations give the utmost priority to training and skill enhancement programs on a continuous basis. The Trust FactorLow levels of trust inhibit tacit knowledge sharing in the knowledge based industry. It is essential that Our Company takes more initiatives to improve the security levels of the employees.Work life Balance FactorAnother dimension to the challenges faced by our company is the growing pace of talent acquisition. This aspect creates with it the challenge of a smoother assimilation and the cultural binding of the new comers into the organization fold. The pressure of delivering the best of quality services in a reduced time frame calls for ensuring that employees maintain a work life balance.Attrition/Retention of the Talent PoolOne of the toughest challenges for the HR managers in the industry is to deal with the prevalent high attrition levels. Though there is an adequate supply of qualified staff at entry level, there are huge gaps in the middle and senior level management in the industry. Further, the salary growth plan for each employee is not well defined. This situation has resulted in increased levels of poaching and attrition between organizations. The industry average attrition rate is 3035 per cent and could range up to 60 per cent.Bridging the Demand Supply GapHR managers have to bridge the gap between the demand and supply of professionals. They have to maintain consistency in performance and have to keep the motivation levels of employees high, despite the monotonous nature of work. The same also leads to recurring training costs. Inconsistent performance directly affects revenues. Dwindling motivation levels lead to a loss of interest in the job and a higher number of errors.Role of Employee Satisfaction & Morale Boosting.

Figure: The role of job satisfaction and morale in generative studies

SURVEY OBJECTIVEThe survey can help employers to measure and understand their employees attitude, opinions, motivation, and general satisfaction with their work environment. The survey will provide valuable data that can ultimately save company money. It will also help to identify specific actions to improve the organizations capacity to pursue its strategic goals. The data from the survey will help paint a portrait of employee attitudes and opinions. The survey is also useful for the employers to isolate the root causes of persistent problems, such as low productivity or high expenses. The purpose of the survey was to: Measure employee perceptions of the work environment To discover the various expectations that determines the satisfaction level of employee Identify job satisfaction levels of employees with respect to the Identify areas of strength and opportunities for Improvement in the Company. The research is based on the survey questions. The survey gathered information about employee satisfaction in eight main areas: Job Satisfaction Career advancement Information flow Recognition/Reward/Advancement Training/Mentoring Super visor/Teamwork/Colleagues Workload/Resources

EMPLOYEE SATISFACTION MEASUREMENT

There are many methods for measuring employee satisfaction. By far, the most common method for collecting data regarding job satisfaction is the Likert scale (named after Rensis Likert). Other less common methods of for gauging job satisfaction include: Yes/No questions, True/False questions, point systems, checklist, forced choice answers. The Job Descriptive Index (JDI), created by smith,Kendall, & Hulin (1969), job satisfaction that has been widely used. It measures ones satisfaction in five facets: pay, promotions and opportunities, coworkers, supervision, and the work itself.

Tools for tracking and measuring customer satisfaction: Complaint and Suggestion System: Employee can freely deliver complaints and suggestions through facilities like suggestion box, personal meetings with seniors etc. Lost Employee Analysis: The exit interviews are conducted or employee loss rate is computed. Employee Satisfaction Survey: Periodic surveys by use of questionnaire or telephone calls to random sample of recent buyer help to find out customer satisfaction and relate to repurchase intention and word of mouth score.

SCALE CONSTRUCTIONOn the basis of attributes which have been identified, a questionnaire is prepared which is analyzed for different parameters separately. To each question, there are possible answers out of which one is to be ticked. In questionnaire, the respondent has to give a response in terms weather he agree, disagree or neutral to the questions. The response for each question is agree, disagree or neutral.

Methodology The methods used in this research were: Factor analysis method Percentage method Bar graph Discrimenent analysis

Data Collection and AnalysisExhaustive list of the entire employee is obtained. A sample size of 30 is chosen to be representative of the population (nearly 90%). Samples drawn are used to collect data pertaining to employees satisfaction as well as importance towards the 32 attributes listed.The results are then categorized on the basis of: Job Satisfaction Career advancement Information flow Recognition/Reward/Advancement Training/Mentoring Super visor/Teamwork/Colleagues Workload/ResourcesWhat kindles dissatisfaction? Earnings or benefits Job quality or workplace support Lack of appreciation Stagnation or no growth Lack of freedom

SAMPLE DESIGNAmong that I have collected my data through QUESTIONNAIRE because it is a popular means of collecting data. Besides this there are many advantages of preparing questionnaire. The study covers employees working as Fashion assistants. These employees have been asked to express their view & suggestion with the organization by filing up to questionnaires.Sample size: - I have taken 4-5 employees from different department of different grades of employee. My sample size is 30.DATA COLLECTIONWhile deciding about the method of data collection to be used for the study, the research should keep in mind two types of data viz.:- (a) primary data, (b) secondary data.Primary Data:- The primary data are those data which are collected fresh and for the first time, and thus happen to be original in character.

Secondary Data:- The secondary data , on the other hand , are those which has already been collected by someone else and which has already been passed to the statistical process.There are many methods of collecting primary data and the main method includes:- Questionnaire Interviews Focus group interviews Observation Case studies Diaries Critical incidents Portfolios

RESEARCH METHODOLOGY Research methodology is a purely and simply the framework or a plans for the study that guides the collection and analysis of data. Research is the scientific way to solve the problems and its increasingly used to improve market potential. This involves exploring the possible methods, one by one, and arriving at the best solution, considering the resources at the disposal of research. RESEARCH STEPS: Study about organization Setting of objectives Instrument- design (questionnaire) Main study Tabulated Analysis and interpretation Findings Conclusion Suggestion and recommendation. RESEARCH DESIGN:A research design is the specification of methods and procedure for acquiring the information needed. It is the over all operation patterns or framework of the project that stipulates what information is to be collected from which source by what procedure. It is also refers to the blue print of the research process. Key issue Options Research design Descriptive Data Primary data Research Survey method Research instrument Questionnaire, Experts Interview Research design consists of: A clear statement of the research problem. Procedure & techniques to be used for gathering information. The population to be studied. Method to be used in processing & analyzing the data There are four types in research design: Exploratory of formative study Diagnostic study Experimental study Descriptive study. DESCRIPTIVE STUDY: A study, which wants to portray the characteristic of a group of individual or situation, is known as descriptive study. Universe of study the first step in developing any sample design is to clearly define the set of objects technically called the universe to be studied. In this case the universe includes all employees of BAJAJ HINDUSTHAN LTD.

RESEARCH INSTRUMENT: Questionnaire refers to a device for securing answer to a formally arranged list of Questions by using a term, which the respondents fill in him. Questionnaire design: Multiple questions: A multiple choice question refers to one. Which provides several set alternatives for its answer? These types of questions are asked are asks on demographic section by the Researcher. STATISTICAL TOOLS: The collected data were classified and tabulated and analyzed with some of the statistical tools listed. Percentage analysis and bar graph was used to explain the tabulation clear. Factor analysis: Factor analysis is a good way of resolving the confusion and identifying latent or underlying factors from an array of seemingly important variables. It is a set of techniques which by analyzing correlation between variables reduces their number into fewer factors which explain much of the original data more economically. Percentage method refers to a special kind of ratio. Percentages are used in making comparison between two (or) more series of data. Percentages are used to describe relationship. Percentage can also be used to compare the relative terms, the distribution of two or more series of data. Since the percentage reduce everything to a common base and there by allow meaning comparisons to be made. The data collected through questionnaire response method was analyzed in the Following manner: Raw data was coded and tabulated. The tabulated data was converted into percentage, to show the percentage of opinion among respondents. Percentage analysis thus involves the simple interpretation/analysis of the various items taken up in the questionnaire on a percentage basis from the data collected.

TOTAL STRENGTH OF THE EMPLOYEES IN THE COMPANY

DepartmentMALEFEMALETOTAL

MENS14115

ETHINIC325

WESTERN729

CASH516

KIDS314

INDUS707

WELLNESS61218

TOTAL451964

TOTAL STRENGTH 65SAMPLE SIZE39SAMPLE INTERVAL(65/39) = 1.66

Job satisfactionagreeNeutraldisgree

The job I am into is according to my potential and skills.2262

The amount of work expected of me is reasonable.6177

Job-related training opportunities are provided here.2262

The stress level for the job is reasonable.13107

There exits a good Teamwork within my department.26

4

0

I get recognition for the additional contributions I make.

22

6

2

Career AdvancementDisagreeNeutralAgree

Organization offers good opportunities for personal development

2253

Organization offers good opportunities/ladders for professional advancement

2352

Information flowDisagreeNeutralAgree

Staff meetings are a source of useful information.2280

There is good communication and teamwork within department.

2640

Reporting ManagerDisagreeNeutralAgree

My reporting manger promotes an atmosphere of teamwork.2541

It is clear to me what me reporting manager expects of me regarding me job performance.2361

My reporting manager evaluates my work performance on a regular basis.2262

My reporting manager provides me with actionable suggestions on areas of improvement.2244

When I have questions or concerns, my reporting manager is able to address them.1596

My reporting manager makes an effort to talk with me about my career goals within the company

2234

GrievancesDisagreeNeutralAgree

My work group has regular discussions to review my performance, discuss common problems, and plan ways to improve them.12135

My internal issues at pril addressed fairly.14124

Benefit package

DisagreeNeutralAgree

The leave that I receive is satisfactory1497

The medical benefit plan (ESIC) covers all my necessities 12410

FINDINGS After analysing all the graphs I found that many of the employees are satisfied and agree with all the statements in the questionnaire. From the study in found that 80% of the staff says that they prefer there exists good team work in the company. It is also found that the takes an account of the additional contributions of the staff and them recognitions accordingly. Almost all the employees agree that there are opportunities for personal as well as professional development. About 90% employees agree that they feel free to give their valuable to the company. 85% of the employees agree that their reporting manager takes care of its department. Only the problem is with the benefit programs (medical benefit) provided by the companies to the employees this is only because as the dispensaries are very far so at times to avoid the travelling problems they avoid availing the benefit.

CONCLUSIONThe study conducted at PRIL, Ghaziabad. Deals with analyzing the employees satisfaction level in the organization.Report reveals that the Pantaloons retail India limited is very comfortable organization to work with, people, in the organization are supportive and co-operative.Pantaloons retail India limited has a well organized human resource system for its employees, where they take proper care of the employees and provides scope for employees on future growth, career planning, training and development. PRIL Considers EMPLOYE as its backbone so it provides full care and support to its employees. As from the survey it is concluded that around 91% of the employee are satisfied and wants to remain with the company for longer period.

OVERALL EXPERIENCEMy overall experience in Pantaloons Retail India limited was very good .I had came across the corporate exposure and the practical knowledge regarding the HR and even I had learned lot during my internship period .I had worked under Miss. SINDHURA CHOWDARY (Sr. HR Executive) who made us aware regarding the official task of PRIL and I had learned all the HR functions which is performed in organisation for their employees and the task related to it.In this 1 month internship period my overall experience was fantastic and had learned a lot under the guidance of Miss Ruchi Gupta, and had a good bonding with other staffs well. If I get the opportunity to work in this organisation I would never leave this opportunity.