SUMMER TRAINIG REPORT ON

TRAINING AND DEVELOPMENT

FOR

FUTURE GROUP (BIG BAZAAR)

BY

TILOTTMA MISHRA

F – 59

In Partial Fulfillment for the Award of degree

Post Graduate Diploma In Business Management

2009-2010

INSTITUTE OF MANAGEMENT

Acknowledgement

The project of this magnitude would not have been completed singly. Firstly I

want to give my hearty thanks to all mighty who made the world and me also. Undertaking any project in life proves to be a milestone in more ways than one. Its successful

completion reifies on a myriad of people and their priceless help.

Project work is never the work of an individual it is more of a combination of views,

suggestions and contributions of many individuals. Thus one of the most pleasant parts of doing

this project is the opportunity to thank all those, who have contributed towards successful

completion of this project.

There are many other people without whom the completion of the project would not have been possible. Some have contributed towards this directly while

other have provided indirectly.

It gives me immense pleasure to thank Mr.Sameer Bajpai.(Store Manager) and Mr. PallavDubey (HR) for a chance to have the experience of actual retail systems

.Last but not the least I would like to convey my heartiest gratitude to all Members of BIG BAZAAR who helped a lot during my summer training.

TILOTTMA MISHRA

DECLARATION

I Tilottma Mishra student of New Delhi Institution Of Management Batch(2009-2011) declare that every part of the project report (Training and development) that I have submitted is original.

I was in regular contact with a nominated and contacted times for discussing the project

Date of Project Submission: 17th July 2010

Faculty’s Comment :

Name :

TABLE OF CONTENTS

S.NO. Contents

1. INTRODUCTION TO THE PROJECT

COMPANY BACKGROUND OVERVIEW OF THE INDUSTRY JOB ASSIGNED KEY RESPONSIBILITIES

STAGES OF PROJECT ACTIVITY SHEETS

2. DETAILS OF WORK DONE

3. MAJOR LEARNING

4. CONSTRAINTS FACED

5. RECOMMENDATION

6. CONCLUSION

7. BIBLIOGRAPHY

REFRENCES LITERATURE REVIEW

Company Background

Future Group

Pantaloon Retail (India) Limited, is India's leading retail company with presence across multiple lines of businesses. The company owns and manages multiple retail formats that cater to a wide cross-section of the Indian society and is able to capture almost the entire consumption basket of the Indian consumer. Headquartered in Mumbai, the company operates through 5 million square feet of retail space, has over 331 stores across 40 cities in India and employs over 17,000 people. The company registered a turnover of Rs 2,019 core for FY 2005-06.

Pantaloon Retail is the flagship enterprise of the Future Group, which is positioned to cater to the entire Indian consumption space. The Future Group operates through six verticals: Future Retail (encompassing all retail businesses), Future Capital (financial products and services), Future Brands (management of all brands owned or managed by group companies), Future Space (management of retail real estate), Future Logistics (management of supply chain and distribution) and Future Media (development and management of retail media spaces). The company operates their chain of super markets under the brand names of

Big Bazaar – Discount stores E-ZONE – Consumer Durables Food Bazaar – Exclusive food market Central - Hypermarket Pantaloons – Fashion apparels

The group's subsidiary companies include, Home Solutions Retail India Ltd, Pantaloon Industries Ltd, Galaxy Entertainment and Indus League Clothing. The group also has joint venture companies with a number of partners including French retailer Etam group, Lee Cooper, Manipal Healthcare, Talwalkar's, Gini & Jony and Liberty Shoes. Planet Retail, a group company owns the franchisee of international brands like Marks & Spencer, Debenhams, Next and Guess in India

Pantaloon Retail (India) Limited

Pantaloon Retail (India) Limited, is India's leading retail company with presence across multiple lines of businesses. The company owns and manages multiple retail formats that cater to a wide cross-section of the Indian society and is able to capture almost the entire consumption basket of the Indian consumer. Headquartered in Mumbai (Bombay), the company operates through 5 million square feet of retail space, has over 331 stores across 40 cities in India and employs over 17,000 people.

The company registered a turnover of Rs2,019 crore for FY 2005-06. Pantaloon Retail forayed into modern retail in 1997 with the launching of fashion retail chain, Pantaloons in Kolkata. In 2001, it launched Big Bazaar, a hypermarket chain that combines the look and feel of Indian bazaars, with aspects of modern retail, like choice, convenience and hygiene. This was followed by Food Bazaar, food and grocery chain and launch Central, a first of its kind seamless mall located in the heart of major Indian cities. Some of its other formats include, Collection i (home improvement products), E-Zone (consumer electronics), Depot (books, music, gifts and stationary), aLL (fashion apparel for plus-size individuals), Shoe Factory (footwear) and Blue Sky (fashion accessories). It has recently launched its retailing venture, futurebazaar.com.

SUBSIDIARIES AND ASSOCIATES

Our Company has four subsidiaries

(i) Home Solutions Retail (India) Limited (“HSRIL”) (ii) PFH Investment Advisory Company Limited (“PIACL”) (iii) PAN India Restaurants Limited (“PIRL”) (iv) Pantaloon Food Product (India) Limited (“PFPIL”)

I. Home Solutions Retail (India) Limited

Home Solutions Retail (India) Limited was incorporated under the Companies Act, 1956 on October 4, 2004 and has its registered office is at Pantaloon Knowledge House, Shyam Nagar, Off. Jogeshwari Vikhroli Link Road, Jogeshwari (East), Mumbai 400 060.

The main business of Home Solutions Retail (India) Limited is to act as general retailers in the home textiles and furnishing business. The stores will offer customized home solutions by in-house designers, fabrics, tailoring facilities and innovative services like budget homes etc. It will

cater to home management requirements and products, including furnishings and textiles, furniture, consumer electronics, home electricals and home services

Board of Directors

1. Raghu Pillai

2. Kishore Biyani

3. Jacob Mathew

4. Arvinder Singh Johar

5. Krishankant Rathi

II. PFH Investment Advisory Company Limited

PFH Investment Advisory Company Limited was incorporated under the Companies Act,

1956 on December 31,2004. Its registered office is at Pantaloon Knowledge House, Shyam Nagar, Off. Jogeshwari Vikhroli Link Road,Jogeshwari (East), Mumbai 400 060.

The main business of PFH Investment Advisory Company Limited is to carry on the business of providing financial investment advisory services, management and facilitation services, including but not limited to identifying investment opportunities, providing investment recommendations and consultancy service for making available infrastructure to venture capital funds, including the trustees,

beneficiaries and contributories of such fund, other funds, trusts, investment companies, joint ventures, corporate, institutional, group and individual investors.

Board of Directors

1. Kishore Biyani

2. Ved Prakash Arya

3. Ajay Chandra

4. Puneet Dalmia

5. Gaurav Dalmia

III. PAN India Restaurants Limited

PAN India Restaurants Limited was incorporated under the Companies Act, 1956 on February 7 ,2005. Its registered office is at Pantaloon Knowledge House, Shyam Nagar, Off. Jogeshwari Vikhroli Link Road, Jogeshwari (East), Mumbai 400 060. The main business of PAN India Restaurants Limited is to carry on the business of quick service restaurants and food courts through restaurants, food court, hotels, eating houses, dhabas, bars, cafeterias, resorts, club houses, roadhouses, motels, holiday camps, caravans, site and apartment housekeeper, retail format stores, hypermarkets, supermarkets, mega stores/discount stores, departmental stores, shoppers plaza, direct to home and mail order

catalogue through internet and other forms for all food products and services and amusement and recreation parks/facilities, and casinos and gaming facilities of every kind or sort 111 including providing all attendant conveniences, amenities and facilities adjunct and to serve food and food products

Board of Directors

1. Kishore Biyani

2. Ved Prakash Arya

3. Chandraprakash Toshniwal

IV. Pantaloon Food Product (India) Limited

Pantaloon Food Product (India) Limited was incorporated under the Companies Act, 1956 on April 13, 2005. Its registered office is at Pantaloon Knowledge

House, Shyam Nagar, Off. Jogeshwari Vikhroli Link Road,Jogeshwari (East), Mumbai 400 060 .

The main business of Pantaloon Food Product (India) Limited is to manufacture and supply food products.

Board of Directors

1) Damodar Shyamsunder Mall

2) Krishankant Rathi

3) Narendra Rameshwarlal Baheti

Joint Ventures Companies

Planet Retail Holdings Ltd. The group is a joint venture partner in Planet Retail Holdings Ltd., which operates sports, lifestyle and leisure retail chain. It also owns the franchisee and distribution rights of brands like Marks & Spencer, Guess, Debenhams and Puma in India.

Footmart RetailFootmart Retail is a joint venture with Liberty Shoes and is engaged in the retailing of footwear products in India.

GJ Future FashionsGJ Future Fashions is a joint venture with kids apparel manufacturer - Gini & Jony.

CapitaLand Retail IndiaThe group is a joint venture partner in CapitaLand Retail India, along with Singapore based CapitaLand Limited. The company provides retail management services to retail properties owned or managed by various group companies and investment funds.

ETAM Future Fashions India Pvt. Ltd.ETAM Future Fashions India Pvt. Ltd., is a joint venture with French-retailer, ETAM and the group. The company is involved in manufacturing and distribution of women’s fashion and lingerie products.

Statistics

Listed on: Bombay Stock Exchange Stock Code: BOM:523574 Fiscal Year Ending: June Major Industry: Retailing and Dept. Store Chains Employees :3,500 (Sept, 2006) Market Capitalization: INR 39,609,150,020 (Sept, 2006) Total Shares Outstanding: 22,405,900 (Sept, 2006) Closely Held Shares: 11,365,943 Sales (2005): INR 10,512,963,000

About Managing Director………..

Kishore Biyani is the Chief Executive Officer of Future Group and Managing Director, Pantaloon Retail India Ltd. He started off his entrepreneurial career with manufacturing and distribution of branded men’s wear products.

In 1997, Kishore Biyani led the group’s foray into modern retail with the opening up of the first department store Pantaloons in Kolkata. In 2001, he created and evolved a pan-Indian, class-less model – Big Bazaar, a

hypermarket chain, followed by ‘Food Bazaar’, a supermarket chain, which blended the look, touch and feel of Indian bazaars with western hygiene. This was followed by Central, a first of its kind seamless mall located in the heart of major Indian cities.

As the CEO of Future Group, Kishore Biyani leads the group’s presence across the Indian consumption space. The group now operates through six verticals, Future Retail, Future Capital, Future Space, Future Brands, Future Logistics and Future Media. The group’s financial arm, Future Capital Holdings has recently raised around $1 billion for private equity investments in the real estate sector and consumer-related companies. It also has plans to foray into insurance, micro-credit and consumer-related financial products and services.Kishore Biyani was born in August, 1961 and is married to Sangita and they have two daughters.

Kishore Biyani prides in being an Indian and advocates ‘Indianness’ as the core value driving his group.  He also stresses on the importance on continuous “introspection” and is a firm believer in learning, unlearning and re-learning all the time.  His passion is ‘observing’ and he enjoys watching Hindi drama and cinema. He is a compulsive reader.

Future Group Manifesto

“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, in 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.

OVERVIEW OF THE INDUSTRY

A retailer or retail store is any business enterprise whose sales volume comes primarily from

retailing. Retail organizations exhibit great variety and new forms keep emerging. There are

store retailers, non store retailers, and retail organizations. Consumers today can shop for

goods and services in a wide variety of stores. The best-known type of retailer is the

department store. Japanese department stores such as Takashimaya and Mitsukoshi attract

millions of shoppers each year. These stores feature art galleries, cooking classes, and children’s

playgrounds.

A retailer is at the end of the distributive channel. He provides goods and service to the

ultimate consumers. This he does through his small organization, with the help of a few

personnel. In an individual retail store there is not much scope for organization except in the

sense that the shopkeeper has to organize apportions his time and resources. The need for

organization becomes essential as soon as he hires people o enters into partnership or takes

the help of members of his family in running his store. A retailer deals in an assortment of

goods to cater to the needs of consumers. His objective is to make maximum profit out of his

enterprise. With that end

in view he has to pursue a policy to achieve his objective. This policy is called retailing

mix. A retailing mix is the package of goods and services that store offers to the customers for

sale. It is the combination of all efforts planned by the retailer and embodies the adjustment of

the retail store to the market environment. Retailing mix, a communication mix and a

distribution mix. The maximum satisfaction to the customers is achieved by a proper blend of

all three.

The success of the retail stores, therefore, depends on customers’ reaction to the

retailing mix which influences the profits of the store, its volume of turnover, its share of the

market, its image and status and finally its survival.

RETAIL

Retailing is the set of business activities that adds value to the products and services sold to the

consumer for their personal or family use.

a "retailer" buys goods or products in large quantities from manufacturers or importers, either

directly or through a wholesaler, and then sells smaller quantities to the end-user. Retail

establishments are often called shops or stores. Retailers are at the end of the supply chain.

Manufacturing marketers see the process of retailing as a necessary part of their overall

distribution strategy. The term "retailer" is also applied where a service provider services the

needs of a large number of individuals, such as a public utility, like electric power.

• Retailing is an important institution in our society,

• Retailing provides considerable value to consumers while giving people opportunities for rewarding and challenging careers.

• Retail formats and companies are now major factors in the industry.

• The key to successful retailing is offering the right product, at the right price, in the right place, at the right time, and making a profit.

• Retailers must understand what customers want and what competitors are offering now and in the future.

The World of Organized Retailing

• Retailers are using sophisticated communications and information systems to manage

their business. The use of new technologies helps retailers reduce their operations

costs, while better serving their customers.

• To compete against non-store retailers, stores are now becoming more than just places

to buy products. They are offering entertaining and educational experiences for their

customers.

• In this dynamic environment, entrepreneurs are launching new companies and concepts

and becoming industry leaders, while traditional firms have had to rethink their

business.

• Retail managers today must make complex decisions on selecting target markets and

retail locations, determining what merchandise and services to offer, negotiating with

supplier and distributing merchandise to stores, training and motivating sales associates,

and deciding how to price, promote and present merchandise.

RETAIL MIX .

The retail mix is the combination of factors retail used to satisfied customer needs and

influences their purchase decision. Its include the type of merchandise and services offered,

merchandise pricing, advertising, promotional programs store design merchandise display,

assistance to customer provided by salespeople, and convenience of the store’s location.

Retail mix is the term used to describe the various elements and methods required to

formulate and execute retail marketing strategy.

Retail managers must determine the optimum mix of retailing activities and co-ordinate

the elements of the mix.

The aim of such coordination is for each store to have a distinct retail image in

consumers’ mind.

The mix may vary greatly according to the type of the retailer is in, and the type of

product/services.

While many elements may make up a firm’s retail mix, the essential elements may include:

Store location,

merchandise assortments

Store ambience,

customer service,

price,

Communication with customer

Personal selling

Store image

Store design

Sales incentives

People

Process

Physical evidence

Composition of retail mix

Place

Product

Price

Promotion

People

Process Physical Environment

Key element

1)Place (store location) 2)Product (merchandise)

Target market Product development

Channel structure Product management

Channel management Product features and benefits

Retailer image Branding

Retail logistics Packaging

Retail distribution

3)Price 4)Promotion

Costs Developing promotional mixes

Profitability Advertising management

Value for money Sales promotion

Competitiveness Sales management

Incentives Public relations

Quality Direct marketing

Status

After-sales services

5)People element 6)Process element

Staff capability Order processing

Efficiency Database management

Availability Service delivery

Effectiveness Queuing system

Customer interaction Standardisation

Internal marketing

Retail mix planning

Retail mix plan consists of:

Setting objectives

Systematic way of identifying a range of options.

Formulation of plans for achieving goals

Logical sequence of retailing activities.

Importance of Retail mix planning

Hostile and complex retail environment

External and internal retail organisation factors interact

– Maximising revenue

– Maximising profit

– Maximising return on investment

– Minimising costs

Each element has conflicting needs

All these variables interact

All these variables result in optimum compromise.

Approaches to planning

Top down approach

Retail management sets goals and plans for all levels of management.

Bottom up approach

Various units prepare own goals and plans sent up for approval.

It is the effective blending of all the elements of retail mix activities within the retail

organization that determines the success of retail management. Discuss this statement and

explain with retail examples how the elements of retail mix could be blended to ensure the

success of retail operation.

INTRODUCTION TO MY PROJECT

INRODUCTION

Training is the process of increasing the knowledge and skills for doing a

particular job. It is an organized procedure by which people learn knowledge

and skill for a definite purpose. The purpose of training is basically to bridge

the gap between job requirements and present competence of an employee.

Training is aimed improving the behavior and performance of a person. It is

a never ending or continuous process. Training is closely related with

education and development but needs to be differentiated from these terms.

According Mr. Akhilendra Singh(Sr. HR), “Training is a Multi-Billion Dollar in India. Yet research show only 10%or so of this expenditure Results in employees applying the knowledge.”

1. Observe manager model effective self-statements(Guidance).

2. Verbally instruct oneself while Performing.

3. Perform by instructing oneself Covertly.

Mr. Pallav Debye (Sr.HR) FUTURE GROUPS RETAIL INDIA LTD., said that :

“Training must be directed to the person as a whole, i.e.,

It must take into account the body,

Mind emotions, &

Spirit of every individual

TrainingTraining EducationEducation

Although training is Although training is concerned with the concerned with the future of an individual future of an individual his past and present his past and present nonetheless provide a nonetheless provide a crucial frame of crucial frame of reference.reference.

Education is mainly directed towards theEducation is mainly directed towards the

future of an individual and any reference to future of an individual and any reference to

his present state is incidental his present state is incidental..

The scope of training is The scope of training is limited, determined by limited, determined by the training objectives. the training objectives. It is specific and highly It is specific and highly structured. It takes a structured. It takes a relatively short-term relatively short-term perspective of the perspective of the future of the individualfuture of the individual

Education is not usually targeted towards specific behavior. Education is not usually targeted towards specific behavior.

Therefore it lacks the specificity of training. Therefore it lacks the specificity of training.

Education takes a long-term perspectiveEducation takes a long-term perspective

of an individual’s life of an individual’s life

Transfer of learning can Transfer of learning can be monitored and be monitored and assessed. The assessed. The organization and even organization and even the training agency can the training agency can exercise greater control exercise greater control on the process.on the process.

Difficult to monitor how the learning acquired is being usedDifficult to monitor how the learning acquired is being used

by the individual. The educational institution has virtually by the individual. The educational institution has virtually

no control on the situation and circumstances of the no control on the situation and circumstances of the

individual. individual.

When to Train? Gap in the level of

performance,

behavior and attitude

Need for training arises

Training needs assessed

Training impartedas per assessment

Need and Importance of Training

The need for training may be better understood in the light of the following situations, one or several of which may simultaneously impact an organization and/or its personnel:

1. Rapid technological innovations impacting the workplace have made it necessary for people to constantly update their knowledge and skills.

2. People have to work in multi-dimensional areas, which are usually far removed from their area of specialization.

3. Change in the style of management.4. Due to non-practical college education.5. Lack of proper and scientific selection procedure.6. For career advancement.7. For higher motivation and productivity8. To make the job challenging and interesting.9. For self development

10.For employee motivation and retention.11.To improve organizational climate.12.Prevention of obsolescence.13.To help the organization to fulfill its future manpower needs.14.To keep pace with the times.15.To bridge the gap between skills requirement and skills availability.16.For the survival and growth of the organization and the nation.

Learning— A life long process

Education Training Development

Principles of Adult Learning

- Adults must want to learn.- Adults learn only what they feel they need to learn- Adults learn by solving practical problems.- Adults lean through the application of past experiences.- Adults learn best through a variety of training methods.

Key Attributes of Learning Process in Training

Learning is an evolutionary process Learning is a product of collaboration between the participants Learning process is unique to an individual Learning also takes place at the subconscious level Learning has intellectual and emotional elements. Learning does not progress at a uniform pace.

Four Ways in Which a Participant Learns

Affirmation or endorsement of existing learning (in learning) Building on present level of competencies Development of new knowledge and competencies Learning after going through a process of de-learning.

Blocks to learning

Perceptual Not seeing that there is a

Problem The way things are here…

Cultural Fear or insecurity

Emotional unwillingness to take risks

Motivational Previous learning styles

Cognitive Limited learning styles

Intellectual Poor learning skills

Expressive Poor communication skills

Situational Lack of opportunities

Physical Place, time

Specific-

Environment Boss/colleagues unsupportive

6-

Phase 4:Evaluation ReactionsLearning

Behavior (transfer)Results

Phase 4:Evaluation ReactionsLearning

Behavior (transfer)Results

Phase 3:Implementation

On-the-job methodsOff-the-job methods

Management development

Phase 3:Implementation

On-the-job methodsOff-the-job methods

Management development

Phase 2:Design

Instructional objectivesTrainee readinessLearning principles

Phase 2:Design

Instructional objectivesTrainee readinessLearning principles

Phase 1:Needs AssessmentOrganization Analysis

Task analysisPerson Analysis

Phase 1:Needs AssessmentOrganization Analysis

Task analysisPerson Analysis

Note: US organizations spend over $60 billion annually on training (1.7 billion training hours).

Much of that investment is wasted because it is not done in a systematic way.

Note: US organizations spend over $60 billion annually on training (1.7 billion training hours).

Much of that investment is wasted because it is not done in a systematic way.

6-

6-

DESIGNING A TRAINING PROGRAMME

In order to achieve the training objectives, an appropriate training policy is

necessary. A training policy represents the commitment of top management to

employees training. It consists to rules and procedures concerning training. A

training policy is required:

to indicate the company’s intention to develop its employees ;

to guide the design and implementation of training programme;

to identify the critical areas where training is to be given on a priority basis;

to provide appropriate opportunities to employees for their own betterment.

Once training objectives and policy are decided, an appropriate training can be

designed and conducted. Decision on following items required for this purpose.

Responsibility for training . Training is quite a strenuous task which can

not be undertaken by one single department the responsibility for training

has to be shared among top management, personal department, line

supervisor and employees.

Selecting and motivating the target group . It is necessary to decide who is

to be trained – new or old employees; unskilled or semiskilled workers,

supervisor or executives. The type and method to be used will depend upon

the type of person to be trained.

EnthusiasmSense of Humor

Preparing the trainers. The success of training programme depends to a

great extent upon the instructors or the resource persons. The trainer must

know both the job to be taught and how to teach it.

Developing training package . This step involves deciding the content of

training, designing support material for training and choosing the

appropriate training methods.

Presentation. This is action phase of training. Here the trainer tells,

demonstrates and illustrates in order to put over the new knowledge and

operation.

Performance Tryout . the trainee is asked to do the job the job several time

slowly. His mistake is corrected and if necessary the complicated steps

explained again.

Follow up . In this step, the effectiveness of the training programme is

assessed. The feedback generated through follow up will help to reveal

weakness or errors if any.

Today’s organizations must emphasize the characteristics of quality and continuous improvement, flexibility and adaptability in order to survive and be effective.

- Learning/Unlearning

- Learning Org. will to enhancing capacity.

A lifelong process

“A process of bringing about change in skills, knowledge, attitudes, & behavior of individual through planned & deliberate system of learning so as to make the individual capable of performing better.

Why training?

: Newly recruited employees require training

: Existing employees require training for higher level job

: Existing employees requires training in new technology.

: Training is required for attitudinal & behavioral changes.

TRAINING METHODS AND TECHNIQUES

The methods employed for training are:

On the job training . In this method the trainee is placed on a regular job

and taught the skills necessary to perform it. The trainee learns under the

guidance and supervision the superior or an instructor.

Vestibule training . In this method a training center called vestibule is set up

actual job condition are duplicated or stimulated in it. Expert trainers are

employed to provide training with help of equipment and machines, which

are identical with those in used at the work place.

Apprenticeship training . In this method, the theoretical instruction and

practical learning are provided to trainees in training institution. Generally a

stipend is paid during the training period. Thus it is an “earn when you

learn” scheme.

Class room training . Under this method, training is provided in company

classroom or in educational institution. Lectures, case studies, group

discussion, and audio visual aids are to explain knowledge and skills to the

trainees. Classroom training is suitable for teaching concepts and problem

solving skills.

Internship training . It is a joint programme of training in which

educational institution and business firms cooperate. Selected candidate’s

carry on regular studies for the prescribed period.

Check list for Designing a Training Programme

1.Who will be the Participants (Target Groups)?

2.What are the Objectives of the Programme?

3.What would be the Contents/Coverage/Structure of the

Programme?

4.What is the expected outcome of the Programme?

5.Who will be the Faculty (Trainers)?

6.What would be the Training Methods (Methodology)?

7.What would be the mechanisms to monitor the application of Training Inputs by the Participants?

8.What would be the Venue, date and Timing of the Programme?

9.What would be Programme Schedule?

10.What would be the sequences of coverage, methodology of Training Time & Timing Aids to be used (Lesson/Session Plan)

Cross Cultural Training

Technically, the building of cross-cultural competence

Can be seen as a three-stage process for individuals,

Organizations, and teams.

First comes the development of an awareness of cultural differences, which involves comprehending the consistent, but different, logic of other cultures. A Japanese may often say yes when he means no.

Second, based on this understanding, respecting and valuing these differences, and trying to reconcile them with a more effective management style. The Japanese may be saying yes because he does not wish to embarrass you.

And the final stage is to realized that the differences in others are also present in you although they may be less developed. If the JAPANESE wants more time, will, so may you at some stage.

Contribution of Training

Increased productivity Improved morale Reduced supervision Reduced accidents Increased organizational stability

‘A-B-C-D-E-F-G-H Training’

A staunch supporter of the importance of training & development , Mr. Akhilendra Singh & Mr. Pallav Debye (Sr. HR) FUTURE GROUPS RETAIL INDIA LTD, has even developed his own models comprising requisite soft skills & key performance levers. They are devised codes from alphabets A to H for the soft skills, While alphabets I to P cover the key performance levers.

The A-B-C-D-E-F-G-H stands for

Attitude

Behaviors

Commitment

Discipline

Entrepreneurship

Flexibility

Goal Orientation

Humility

Sexual Harassment Training

Effective Strategies for Dealing with Sexual Harassment

Set an example

at the top

Get their support for training, but also get their support in their

behavior at the office.

Provide training Everyone needs to know what is acceptable and what is not, which

can only be provided in information sessions. Also examples and

role plays are useful to make it clear what is not appropriate.

Check for

understanding

Labour lawyers strongly recommend a written exam to determine

(and demonstrate in the case of a suit) whether everyone

understood the information provided. This indicates the

importance of evaluating training at the learning level.

Refresher

training

The executives in the study suggested refreshers once a year to

keep everyone sensitized to the topic and current on the issues.

Investigate

complaints

quickly

IT EXISTS

Be sure an adequate complaint procedure is in place that does not

involve a person’s supervisor Often it is the supervisor who is the

problem. Also respond quickly to not only determine the merits of

the case, but also respond quickly to not only determine the merits

of the case, but also to stop the behavior immediately

ANALYSIS OF DATA

The data which has been collected involve useful information. The

positive and the negative answered are separated. We describe below

the response of the trainees.

70% trainees are said that they are aware with the current training

procedure completely.

20% trainees are getting the whole training procedure partially.

Remaining some doughty in the in the trainees mind.

About 60% trainees opinions about the programmed agree with serve

their need comprehensively. While to the ratio 30% trainees said that

the training should be regular basis.

60% trainees saying that they can implement, 25% can not implement,

& not sure to implement in their work area.

85% people said that they are very much confident after attending the

training program while 10% less confident as compared to others or

5% is neutral.

86% trainees agree with that feed back is necessary while 14% not

agree with that

86% trainees needs health and clear as well as proper sitting

arrangement

About 75% trainees said that training improved there

knowledge, while only 15% trainees get improved from skills and

10% trainees improved their attitude.

TRAINING EVALUATION

Objective of training is to determine the ability of the participant in the training

program to perform jobs for which they were trained.

There are various approaches to training evaluation. To get a valid measure of

training effectiveness the personnel manager should accurately assess trainee’s job

performance two to four months after the completion of training.

Two writers have suggested that four basic categories of outcomes can be

measured.

Reaction: Evaluate the trainee’s reaction to the program. Did he like the program?

Learning: Did the trainee learn the principles, skills and fact that the supervisor or

the trainer wanted them to learn?

Behavior: Whether the Behavior of the trainee on the job changed because of

training program.

Results: What final results have been achieved? Did he learn how to work on

machine? Was turnover reduced? Are production quotes now being met? Etc.

TRAINING PROCEDURE IN FUTURE GROUP RETAIL INDIA LTD

Assessing Training needs – This is done on the basic of identify organization

and production problem analyzing jobs and person, anticipating future

problems, using check-lists for nature and extent to training needs.

Contents of Training- After assessment they identity the employees who are to

be trained. There are five distinctive groups of employees such as may be

noted: rank and file, supervisory staff, middle management and top

management.

Purpose of Training – They are various purposes under which training is given

to the employees in Induction, New appointments, Job Transfer and Job

rotation.

Selection of training methods- Training Method is ascertained with the advice

of personnel manager and high official about the system which is suite the

training to method of training are adopted.

1. Class Training

2. On the Job Training

Hired faculties for training– Internal faculty are hired for training purpose on

remuneration basis in addition to their emoluments of the faculty. No

remuneration is given to the trainee in FUTURE GROUPS INDIA LTD.

Duration of the Training – It depends on the area of the training which is

minimum 2 days and maximum 4 days.

Rule applicable while conducting the Training – The following rules are

observed while imparting training.

i. Proper Time – Table – The instructor prepares time – table of the

training and only one sub-job taught in one instance.

ii. Orderly Jobs – All jobs are orderly. This order is made to understand

and time for each sub-job distributed.

iii. Personal Care of Trainee – Every trainee is personally cared.

iv. Clean Work – Work is made clear fully and legibly. Important points

are stressed for this all orders are cleared.

v. Timing – Work is clearly and slowly told, i.e. one action or sub-action

told at a time.

vi. Employment on Job – Trainee is employed on work. He should be

asked questions while working and mistakes are removed.

vii. Left Alone for working – after some time, when the trainee works he

is left alone for working.

Examination of the Trainee’s Job– Trainee’s Job is examined while working.

If he makes mistakes, he is informed accordingly. After that he is asked to

repeat the whole work again. He repeats the work till he gets competence in

it.

Follow up – The trainee is allowed to work after the whole training, Later

on, his work is checked, He is provided necessarily guidance and help in

case of any difficulty.

GOVRMENT POLICIES

INSURANCE POLICY

Mediclaim / Group Insurance/ Group Term Insurance•Applicable to those who are not covered under ESIC limits.Employees whose gross per month (Basic plus allowances) is less than orequal to Rs. 7500/- are not covered under this policy.•This is given for reimbursement of expenses for treatment requiringhospitalization.•This policy covers self, spouse & two dependant children.

GROUP LIFE INSURANCE

Policy coverage for eligible employees above the age of 57 yrsis subject to medical examination. All eligible employees are insured by the company withMetLife India Insurance Company Private Limited. All employees are required to nominate the beneficiary towhom the benefits shall be payable by the company in theevent of death of the employee. Employees are required to fillthe Beneficiary Nomination form & submit to HR department

SPECIAL PRIVILEGE SCHEME

Objective:➢ To promote Company owned products.➢ To increase brand awareness.➢ To extend the benefit to all employees for becoming member of the club.

Type of Membership:➢ Silver MembershipGold Membership

Eligibility:For Band 1, 2 and 3, the scheme applies after completion of three months from the dateof joining – Silver Membership.

For Band 4 & 5, the scheme applies immediately at the time of joining – GoldMembership

Benefits

Band 1 & 2 purchase limit: Rs. 10,000/- per annumBand 3 purchase limit: Rs. 25,000/- per annumBand 4 purchase limit: Rs. 1,00,000/- per annumA member can make purchases beyond above-mentioned limits however onsuch purchases no discounts / privileges will be applicable.•The Special Privileges Card will be valid for a year (July – June) and will berenewed every year based on the eligibility.• The card is non transferable and should be used only by the holder• The Eligibility amount cannot be carried forward to the next year• In the event of loss / misplaced of the Card, member has to intimate thesame to the club office situated at Knowledge House, Mumbai. In suchsituation a duplicate card can be issued at a nominal cost.

EMPLOYEE BENEFITS

PFESIEDC CardGroup Term Life InsuranceUniformsLocker FacilityFunzoneSanjeevani – Doctor On CallPerformance Enhancing Reward Kit(PERK)Target DrivenTeam Lead Incentive

JOB ASSIGNED/ KEY RESPONSIBILITY

i. Whole work of HR:

Joining formalities

Issuing of Appoimment letter

ESI Work

Confirmation letters

Shortlisting of resume

Attendance

ACTIVITY SHEETS

As i have work on different tasks given to me. On weekly basis

are :

(a)Conducting AAS-PAAS sessions of various sections of Big Bazaar.

(b)Preparing PPT’s of Monthly meetings held at BigBazaar

(c) Taking initiative for employees engagement programme, which

include(Training,Grooming,News paper reading,Group

discussion,Exptempore.)

MAJOR LEARNINGS

PAY ROLE

HIRING

SHORTLISTINIG OF CV

PREPARATION OF OFFER LETTER

RECOMMENDATION

They are as follow:

1. Organized effective developing training programmes which

enhance the communication skill and overcome stressful situation of

employee.

2. Conduct the training and development programme in such a

manner which achieves the organizational profit.

3. The ideal duration of the training and development programme

must be depending on the training programme.

4. There must be positive organization culture which inspires

employees.

5. Refresher programme must be needed in an organization, which

refreshes the knowledge and skill of the employee.

6. Skill improvement programme must be conducted in every staff.

7. Staff must get training from external faculty.

CONCLUSION

The detailed analysis of the data in light of finding & observations lead

us to the following conclusion.

The employee management is committing to training; they consider

Training as a very essential part of the organization. Employee

management recognizes the role of training. They feel that training can

bring about attitudinal change in them which would be beneficial to the

organization. So, it should be definitely given once a year.

More than half of employee’s management feels that work culture of the

organization should be modified and made more open.

The study reveals that, 90% of staff likes to get training from external

faculty.

More than half of the employees feel that organization takes care of its

employees.

80% of employees felt that development programme is essential, which

raise the skill and knowledge.

More than half of the employee’s agreed with that coaching method

develops operative skills.

More than half of the employees agreed with that necessity of lectures

for hem for development.

The current training process is as follows. None of the jobs have training

manuals per se, although several have somewhat out of date job

descriptions. The training for new people is all on the job. Usually the

person leaving the company trains the new person during the one or

two week overlap period, but if there is no overlap ,the new person is

trained as well as possible by other employees who have filled in

occasionally on the job in the past. The training is basically the same

throughout the company, for Secretaries, Machinists, Team Members,

Leaders DMs, Store Managers, Supporting Staffs, Managers and

Accounting clerks for example.

BIBLIOGRAPHY

List of books & other supplementary materials referred to:

Author Title Publication Edition

C.B.

Mamoria

Personnel

Management

Himalaya Publication

House

25th 2007

C.R. Kothari Research

Methodology

International, New

Delhi, Ind.

28th 2004

Dr. C. B.

Gupta

Human

resource

management

Sultan Chand & Sons

Educational

Publishers New Delhi

31st 2002

Rolf P

Lynton &

Udai Pareek

Training for

Development

Vistaar Publication 4th 1998

Website

www.futuregrups.com

www.hrm.com