INDUSTRIAL PROFILE

1.1 Introduction about the Retail Sector

Retailing consists of the sale of goods or merchandise from a fixed location, such as a
departmental stores, boutique or kiosk, or by post, in small or individual lots for direct
consumption by the purchaser, Retailing may include subordinated services, such as
delivery. Purchasers may be individuals or businesses.
In commerce, 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.
Shops may be on residential streets, shopping streets with few or no houses or in a
shopping mall. Shopping streets may be for pedestrians only. Sometimes a shopping
street has a partial or full roof to protect customers from precipitation. Online
retailing, a type of electronic commerce used for business-to-consumer (B2C)
transactions and mail order, are forms of non-shop retailing.
Shopping generally refers to the act of buying products. Sometimes this is done to
obtain necessities such as food and clothing; sometimes it is done as a recreational
activity.
Recreational shopping often involves window shopping (just looking, not buying) and
browsing and does not always result in a purchase.
Etymology
http://en.wikipedia.org/wiki/File:20070513_Apple_Store.JPGRetail comes from the
French word retailer, which refers to "cutting off, clip and divide" in terms of tailoring
(1365). It first was recorded as a noun with the meaning of a "sale in small quantities"
in 1433 (French). Its literal meaning for retail was to "cut off, shred, paring". Like the
French, the word retail in both Dutch and German (detail Handel and Einzelhandel
respectively), also refers to the sale of small quantities of items.
Retail pricing
The pricing technique used by most retailers is cost-plus pricing. This involves adding
a markup amount (or percentage) to the retailer's cost. Another common technique is
suggested retail pricing. This simply involves charging the amount suggested by the
manufacturer and usually printed on the product, by the manufacturer.
In Western countries, retail prices are often called psychological prices or odd prices.
Often prices are fixed and displayed on signs or labels. Alternatively, when prices are

not clearly displayed, there can be price discrimination, where the sale price is
dependent upon, who the customer is. For example, a customer may have to pay more
if the seller determines that he or she is willing and/or able to. Another example would
be the practice of discounting for youths or students.
Transfer mechanism
There are several ways in which consumers can receive goods from a retailer:
Counter service, where goods are out of reach of buyers and must be obtained from
the seller. This type of retail is common for small expensive items (e.g. jewelry) and
controlled items like medicine and liquor. It was common before the 1900s in the
United States and is more common in certain countries.
Delivery (commerce); where goods are shipped directly to consumer's homes or
workplaces. Mail order from a printed catalog was invented in 1744 and was common
in the late 1800s and early 1900s. Ordering by telephone is now common, either from
a catalog, newspaper, television advertisement or a local restaurant menu, for
immediate service (especially for pizza delivery). Direct marketing, including
telemarketing and television shopping channels, are also used to generate telephone
orders. Online shopping started gaining significant market share in developed
countries in the 2000s.
Door-to-door sales; where the salesperson sometimes travels with the goods for sale.
Self-service, where goods may be handled and examined prior to purchase, has
become more common since the 1920s.
Building types
A market is a physical location where buyers and sellers converge. Usually this is
done in town squares, sidewalks or designated streets and may involve the
construction of temporary structures (market stalls). Markets are contrasted with shop
or store trading, where a retailer has a permanent, dedicated building.
Buildings for retail have changed considerably over time. Market halls were
constructed in the middle Ages, which were essentially just covered marketplaces.
The first shops in the modern sense used to deal with just one type of article and
usually adjoined the producer (baker, tailor & cobbler).
In the U.S. retailers often provided boardwalks in front of their stores to protect
customers from the mud. In France in the 19th century, arcades were invented, which
were streets of several different shops, roofed over. Counters, each dealing with a
different kind of article, were invented; it was called a department store. One of the
novelties of the department store was the introduction of fixed prices, making
haggling unnecessary and browsing more enjoyable. This is commonly considered the
birth of consumerism. In cities, these were multi-story buildings which pioneered the
escalator
In the 1920s, the first supermarket opened in the United States, heralding in a new era
of retail: self-service. Around the same time, the first shopping mall was constructed

which incorporated elements from both the arcade and the department store. A mall
consists of several department stores linked by arcades, many of whose shops are
owned by the same firm under different names. The design was perfected by the
Austrian architect Victor Gruen All the stores rent their space from the mall owner. By
mid-century, most of these were being developed as single enclosed, climatecontrolled, projects in suburban areas. The mall has had a considerable impact on the
retail structure and urban development in the United States.
In addition to the enclosed malls, there are also strip malls, which are "outside" malls
(in Britain they are called retail parks, these are often composed of one or more bigbox stores or superstores.
Physical shops are known as brick and mortar stores in the United States, when
contrasting them with online stores. Many shops are part of a chain; a number of
similar shops with the same name, selling the same products in different locations.
The shops may be owned by one company or there may be a franchising company,
which has franchising agreements with the shop owners. Sometimes online retailing
replicates existing retail types, such as the online shops or virtual marketplaces used
by Amazon.com
Some shops sell second-hand goods which are called Second hand retail. In the case
of a nonprofit shop, the public donates goods to the shop to be sold. In give-away
shops goods can be taken for free.
Another form is the pawnshops, in which goods are sold that were used as collateral
for loans. There are also "consignment" shops, which are where a person can place an
item in a store and if it sells, the person gives the shop owner a percentage of the sale
price. The advantage of selling an item this
Way is that the established shop gives the item exposure to more potential buyers.
Discount stores
Discount stores offer a wide range of products, although they mainly offer value
goods, such as house wares, clothes, kitchen-wares, gifts and healthcare products.
These are sold at , because many of them are either brand name or clearance products.
Sales Techniques
Behind the scenes at retail, there is another factor at work. Corporations and
independent store owners alike are always trying to get the edge on their competitors.
One way to do this is to hire a merchandising solutions company to design custom
store displays that will attract more customers in a certain demographic. The nation's
largest retailers spend millions every year on in-store marketing programs that
correspond to seasonal and promotional changes. As products change, so will a retail
landscape. Retailers may also use facing techniques to create the look of a perfectlystocked store, even when it is not.

A destination store is one that customers will initiate a trip specifically to visit,
sometimes over a large area. These stores are often used to "anchor" a shopping mall
or plaza, generating foot traffic, which is capitalized upon by smaller retailer.
1.2 Evolution of Indian retail Industry
Indian Retail Industry is standing at its point of inflexion, waiting for the boom to take
place. The inception of the retail industry dates back to times where retail stores were
found in the village fairs, Melas or in the weekly markets. These stores were highly
unorganized. The maturity of the retail sector took place with the establishment of
retail stores in the locality for convenience. With the government intervention the
retail industry in India took a new shape. Outlets for Public Distribution System,
Cooperative stores and Khadi stores were set up. These retail Stores demanded low
investments for its establishment.
1.3 Growth of the Industry
Growth of Retail Companies in India exhibits the boom in the retail industry in India
over the years. The increase in the purchasing power of the Indian middle classes and
the influx of the foreign investments has been encouraging in the Growth of Retail
Companies in India.
Growth of Retail Companies in India is still not yet in a matured stage with great
potentials within this sector still to be explored. Apart from the retail company like
Nilgiri's of Bangalore, most of the retail companies are sections of other industries
that have stepped in the retail sector for a better business. The Growth of Retail
Companies in India is most pronounced in the metro cities of India; however the
smaller towns are also not lagging behind in this. The retail companies are not only
targeting the four metros in India but also is considering the second graded upcoming
cities like Ahmadabad, Baroda, Chandigarh, Coimbatore, Cochin, Ludhiana, Pune,
Trivandrum, Simla, Gurgaon, and others. The South Indian zone have adopted the
process of shopping in the supermarkets for their daily requirements and this has also
been influencing other cities as well where many hypermarkets are coming up day to
day.

1.4 Future of the industry:

India retail industry is the largest industry in India, with an employment of around 8%
and contributing to over 10% of the country's GDP. Retail industry in India is

expected to rise 25% yearly being driven by strong income growth, changing
lifestyles, and favorable demographic patterns.
It is expected that by 2016 modern retail industry in India will be worth US$ 175- 200
billion. India retail industry is one of the fastest growing industries with revenue
expected in 2007 to amount US$ 320 billion and is increasing at a rate of 5% yearly.
A further increase of 7-8% is expected in the industry of retail in India by growth in
consumerism in urban areas, rising incomes, and a steep rise in rural consumption. It
has further been predicted that the retailing industry in India will amount to US$ 21.5
billion by 2010 from the current size of US$ 7.5 billion.
Shopping in India has witnessed a revolution with the change in the consumer buying
behavior and the whole format of shopping also altering. Industry of retail in India
which has become modern can be seen from the fact that there are multi- stored malls,
huge shopping centers, and sprawling complexes which offer food, shopping, and
entertainment all under the same roof.
India retail industry is expanding itself most aggressively; as a result a great demand
for real estate is being created. Indian retailers preferred means of expansion is to
expand to other regions and to increase the number of their outlets in a city. It is
expected that by 2010, India may have 600 new shopping centers.
In the Indian retailing industry, food is the most dominating sector and is growing at a
rate of 9% annually. The branded food industry is trying to enter the India retail
industry and convert Indian consumers to branded food. Since at present 60% of the
Indian grocery basket consists of non- branded items.
India retail industry is progressing well and for this to continue retailers as well as the
Indian government will have to make a combined effort.

COMPANY PROFILE

Type

:Private

Industry

: Conglomerate

Founded

: 1857

Founder

: Ghanshyam Das Birla

Headquarter

: Mumbai, India

Area served

: Worldwide

Key people

: Kumar Mangalam Birla

(Chairman)

Product

: metals, cements, textiles, chemical,

agribusiness, carbon black, mining,
wind power, insulator,

telecommunications, financial
services, information technology,
retail, trading solutions

Revenue

: US$ 35 BILLION(2011)

EMPLOYEES

: 133,000(2011)

Website

: www.adityabirla.com

A) BACKGROUND AND INCEPTION OF THE COMPANY

Figure 1: Birla Family Tree

Aditya Birla Retail Limited is the retail arm of Aditya Birla Group, Indias first
truly multinational corporation with revenues of USD 28 Billion Corporation. The
Groups foray into the Retail sector began in 2006 with the acquisition of Trinethra,
the south India based chain of stores, The Company ventured into food and grocery
retail sector in May 2007 were Aditya Birla Retail launched its own brand of stores
more.
Over 50 per cent revenues flow from operations outside India Anchored by a
workforce of 100,000 employees belonging to over 25 different nationalities.
Subsequently Aditya Birla Retail Ltd. expanded its presence across the country
under the brand "more." with 2 formats Supermarket & Hypermarket.

B) NATURE OF THE BUSINESS CARRIED

Supermarket:
More. - Conveniently located in neighborhoods, more. Supermarkets cater to the
daily, weekly and monthly shopping needs of consumers. The product offerings
include a wide range of fresh fruits & vegetables, groceries, personal care, home care,

general merchandise & a basic range of apparels. Currently, there are over 575 more
supermarkets across the country.
Hypermarket:
More. MEGASTORE - is a one-stop shopping destination for the entire family.
Besides a large range of products across fruits & vegetables, groceries, FMCG
products, More. MEGASTORE also has a strong emphasis on general merchandise,
apparels&CDIT.
Currently, Sixteen hypermarkets operate under the brand more. MEGASTORE in
Mysore, Vadodara, Aurangabad, Indore, Mahadevpura & Old Madras Road (Old
Chetan Talkies) in Bangalore, Mumbai, Hyderabad, Vashi, Rohini ,Nasik,
Club more. - Our loyalty program currently has a strong membership base of over 1
million members.

C) VISION, MISSION AND QUALITY POLICY

Vision:
"To consistently provide the Indian consumer complete and differentiated
shopping experiences and be amongst India's Top retailers, while delivering superior
returns to all stakeholders".
Mission:
To deliver superior value to our Customers, Shareholders, Employees and Society at
large
Values:

Integrity - Honesty in every action. Ethical, transparent, truthful, upright,

principled, respectful

Commitment Deliver on the promise. Accountability, discipline,

responsibility, results orientation ,self-confidence, reliability

Passion Energized action. Intensity, innovation, transformational, fire in

the belly, inspirational, deep sense of purpose

Seamlessness Boundary less in letter and spirit. Team work, integration,

involvement, openness, global, learning from the best, empowering.

Speed One step ahead always. Response time, agile, accelerated, timelines,
nimble, prompt, pro-active, and decisive.

Quality policy:
ABRL is committed to assure our consumers of the quality of our products and
services on a consistent basis. We keep our Consumers at the centre of everything we
do and are committed to earn trust and recognition of ABRL as Indias premier retail
organization.
The above will be achieved by:
1) Ensuring that the products available at the stores meet our stringent specification,
regulatory and statutory requirements through implementation of robust Quality
Management System.
2) Ensuring that our Brands are systematically managed to make certain that the
Finished Goods, Raw Materials, and Packaging Components supplied to us are safe
and meet ABRL specifications and statutory requirements, and that our vendors and
third party manufacturers are meeting ABRL specifications for the goods supplied.
3) Ensuring that at our processing sites and extended supply chain, the manufacturing
practices and processes meet the highest standards of GHP & GMP at every stage and
in every operation.
4) Implementing a rigorous, credible & efficient assessment, inspection, testing&
certification system.
5) Ensuring that our employees are committed, competent, fully trained and are
working in a seamless manner to meet consumer expectation.
6) Striving towards a well-organized consumer redressal system where consumer
concerns are efficiently addressed, root cause identified, and corrective and preventive
action are implemented.
7) Ensuring that every person at ABRL plays an essential role in our endeavor to
make sure that our products are always of good quality and that we employ a
systematic and innovative approach towards continuous improvement.
Our devotion to Quality is fortified by our core values - Passionate about
Consumers & Committed to Quality.
ABRL is also committed to respecting our Corporate Social and Environmental
responsibilities.

D) PRODUCT/ SERVICE PROFILE

At MORE, we are committed to deliver quality & value to our customers and have a
range of private label brands as well as commercially branded products, offering 100% satisfaction on the quality of the products & services offered more to hosts a
range of private label brands across various categories that follow stringent quality
norms, and are available in attractive prices and packaging. Our premium products
give you the opportunity to enjoy the difference and quality that is equal to or better
than the market's leading brands, but at competitive prices.
We offer a wide range of assortment of over 4000 products, ranging from fresh food
to beverages, grocery to household care products. Our range covers everything, from
day-to-day essentials to traditional favourites, from delicious treats, to healthy
alternatives to ensure the freshest supply of fruits and vegetables for you; we have
built direct linkages with the farmers for daily supplies of farm fresh produce.

Our stores are built with a modern and comfortable ambience, air conditioned and
with speedy automated cashiering to help you shop better. We also have friendly instore policies on exchange and returns that help you shop with ease and comfort.
Furthermore, to make your shopping experience more rewarding with us, we at more
offer a membership program Club more which reinforces our commitment to
consistently add value to your shopping experience, and also to thank you for
choosing to be a part of more. As a Club more member, you are entitled to special
benefits, besides the regular offers and promotions at more. Club more members will
also have the benefit of receiving exclusive SMS alerts for special offers on our
products and services. Currently Club more has over 1 million members enrolled for
its loyalty program.

E) AREA OF OPERATION- GLOBAL / NATIONAL / REGIONAL

Globally:

A metals powerhouse, with the worlds largest aluminum rolling company.

No. 1 in Viscose staple fiber.

Fourth largest producer of insulators.

Fourth largest producer of carbon black.

Eleventh largest producer of cement.

Among the worlds top 15 BPO companies.

Among the most energy efficient fertilizer plants.

Nationally:

A premier branded garments player.

Second largest player in viscose filament yarn.

Second largest in chlor -alkali sector.

Among the top five mobile telephone players.

A leading player in insurance and Asset Management.

Among the top three super-market chains in the Retail business.

Regional:
Beyond Business - The Aditya Birla Group is:

Working in 3,700 villages, reaching out to 7 million people annually through

the Aditya Birla Centre for Community Initiatives and Rural Development,
spearheaded by Mrs. Rajashree Birla.

Focusing on : health care, education, sustainable livelihood, infrastructure and

espousing social causes

Running 41 Schools and 18 Hospitals, Transcending the conventional barriers

of business to send out a message that "We Care".

F) OWNERSHIP PATTERN
It is a family business started by GD BIRLA and his grandson ADITYA BIRLA.
Founder: Ghanshyam Das Birla
Chairman: Mr. Kumar Mangalam Birla

Mr. Kumar Mangalam Birla (44) is the Chairman of the US$35 billion multinational
Aditya Birla Group, which operates in 36 countries across six continents. Over 60 per
cent of its revenues flow from its operations outside India.
Mr. Birla chairs the Boards of the entire Group's major companies in India and
globally. Among its clutch of companies globally feature Novelis, Columbian
Chemicals, Aditya Birla Minerals, Aditya Birla Chemicals, Thai Carbon Black and
Alexandria Carbon Black among others. In India, he chairs the Boards of Hindalco,

Grasim, Aditya Birla Nuvo, UltraTech, Idea, Aditya Birla Financial Services and
Aditya Birla Retail.

Stakeholders
AdityaBirlaGroup:The retail offerings in the Indian market from the stable of Aditya
Birla Retail Ltd. currently comprises of the following two formats: supermarkets and
hypermarkets.
Shareholders:This includes all the investors who have invested in this retail venture
and are holding some shares.
Employees: This includes a store manager, 10 staff and security personnel. The store
manager is appointed by the Headquarters at Ernakulum and is constantly monitored
by the Cluster manager. The staff at each store is controlled by the store manager, who
is also at liberty to appoint them.
Lenders: This includes all those players who have either supplied in credit or are
lending some money in one form or the other to the supermarket chain.
Suppliers/vendors:Most of the branded material is supplied by the Headquarters at
Ernakulum. The other set of suppliers include the local vendors from whom the daily
requirements of milk, vegetables and other such items are procured.

External Stakeholders
Customers: All the consumers who have purchased from in the
supermarket are the customers of the supermarket. The primary focus is
on consumer in the radius of about 2-3 km. Consumer profile determines
the products, brands and service that the supermarket needs to store in its
shelves. Calicut Corporation: The Calicut Corporation is the local

authority that governs the city of Calicut. So it is a passive stakeholder in

the retail chain as it may be impacted by the stores actions towards
environmental regulations, pollution control, energy conservation, etc.
Local Stakeholders: This invariably refers to the Society at large. All
participants in a community mobilization and community development
representing the different segments of the society come under this
category. School board members, environmental organizations, elected
officials, chamber of commerce representatives, neighborhood advisory
council members, and religious leaders are all examples of local
stakeholders.

HR VISION

To provide an enabling environment where employees competencies

are nurtured and harnessed towards sustainable business growth and
leadership.

HR MISSION
To proactively assess and provide services for the HR needs of the
business & customers for the attainment of organizational goals.

HR OBJECTIVES

To collaborate with and support internal Customers of HR

services viz. effective manpower planning, ensuring
harmonious industrial relations etc.
To review and redesign the structure of the organization with
clarity of role, responsibilities and accountability for overall
organizational effectiveness and speedy response to
emerging business challenges.
To develop knowledge and skills of the employees and
groom leaders with functional and business competencies to
meet future demands of the organization (viz. flexibility and
change management).

To benchmark best HR practices in order to enhance Human

Resource effectiveness.

 To enhance employee productivity through rationalization of

jobs and manpower optimization.
To promote employee involvement in decision making, team
working, creativity and empowerment.
To institutionalize transparency by framing, updating and
communicating systems and processes.
To maintain good liaison with government/ external agencies
in order to better serve the organizational cause.
To provide a safe and healthy work environment and
continuously benchmark and update the standards of safety
and hygiene; and
To work towards improving the quality of work life of
employees and the life of their families.
To work towards employee growth and development viz
trainings
To work towards employee retention
To work towards employee motivation
To maintain low level attrition
To maintain highest number of engaged employees through
counseling and engagement activities.

Organizational Structure
The following diagram describes the organizational structure of store The chart
illustrates various positions in the store at Aditya Birla Retail Ltds More Megastore.
1.Area Manager
2.Store manager
3.Division head

4.CSM
5.CSA

Preamble
People management is heart of any organization. People management is
about managing people .It is a subset of human resource human resource
management, which deals with strategic, financial and policy issues, as
well as people management.
People management originated in the UK in the nineteenth century amidst
the factory conditions of the first Industrial Revolution. The unrestrained
capitalism of the initial industrialisation of the UK was restricted by the
Factory Acts of the 1840s, which compelled factory owners to consider
the well-being of their workforces, at least to some degree. Enlightened
capitalists such as Rowntree and Cadbury, who were often motivated by
religious convictions, appointed welfare officers to monitor and improve
the conditions and lives of workers. Their actions would often seem
intrusive and paternalistic today for example, they discouraged drinking
out of work hours as well as during. Caring for the welfare of employees
was thus the first true people management role in the sense of
organisational responsibility beyond that of specific job performance.

People Management- People Charter

People management at more is divided into two parts People charter &
HR excellence. People charter deals with techniques and methods of
creating a smooth environment and adaptive culture for people to work
.HR excellence focus on other areas of Human Resources of Management
like costs, manpower planning, sourcing of candidates, attrition control ,
Training and development and many others . People charter broadly
covers recruitment, onboarding, Engagement, Training, Appraisal, and
Exit.

Recruitment and Selection

.1 INTRODUCTION:
People form an integral part of the organization. The efficiency and the
quality of its people determine the fate of the organization. Hence the
choice of the right person and placing them at right place becomes
essential. Hiring comes at this point of time in the picture. Hiring is the
strategic function of the HR department. Recruitment and selection form
the process of hiring the employees. Recruitment is the systematic of
generating the pool of qualified applicants for organization job. The
process includes the step like planning attracting applicants and screening
them. This step is affected by the various factors, which can be internal as
well as external. The organization makes use of the various sources and
methods for this purpose.
No organization works without a human resource. In Todays world
highly complex and competitive situation, choice of the right person at
the right place has far reaching implications for an organizations
functioning. Employee well selected and well placed would not only
contribute to the efficient running of the organization but offer significant
potential for future replacement. This hiring is an important function
.This process of hiring begins with human resource planning which helps

to determine the number and the type of people on organization needs.

Job design and job analysis enables to specify the task and duties of hobs
and qualification expected from the perspective job HRP .job analysis ,
Job design helps to identify the kind of people required in an
organization and hence hiring . It may be noted that hiring is an on-going
process and not confirmed to the formative stage of the organization.
Employees leave the organization in search of greener pastures , some
retire and some die in the saddle .
Most importantly an enterprise grows , diversifies , take over the other
units all necessitating hiring of new men and women . In fact the hiring
function stops only when organization cease to exist.
Hiring involves 2 broad activities .
1. Recruitment
2. Selection .
The word recruitment has many meaning and plays an important role .
Employees leave the organization in search of the greener pastures
some retire and some die in the saddle. The most important thing is that
enterprise grows , diversifies and take over the other unit all necessitating
hiring of new men and women .In fact the recruitment function stops only
when the organization ceases to exit . To understand the recruitment
process in the simple terms is to understand the process of searching for
obtaining the applications of job from among the from whom the right
person can be selected. To define the recruitment we can formally define
it as a process of attracting capable applicants for employment . The
process begins when new recruit are sought and ends when their
applications are submitted . The result is a pool of applicants from which
new employees are selected. Theoretically recruitment process is said to
end with the receipts of application in practice the activity extends to the
screening applicants as to eliminate those who are not qualified for the
job.
Selection is carried from the screen applicants during the recruitment
process. There is also some specific processes involved . By the way of
conducting preliminary interview and conducting the various test , if
required reference check and the further interview is conducted . During

the process there are certain difficulties and barriers that are to be
overcome . Different organization adopts different approaches and
techniques for their employees .

4.2 PURPOSE AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially
qualified candidates. Specially the purposes are to
1. Determine the present and future requirements of the organization in
conjunction with its personnel planning and job analysis activities
2. Increase the job pool of the job candidate at the minimum cost .
3. Help increase the success rate of the selection process by reducing the
number visibly under the qualified and job application .
4. Helps reduce the job probability that job applicants , once recruited
selected , will leave the organization only after a short span of time .
5. Meet the organisation legal and social obligations
composition of its workforce .

regarding the

6. Being identifying and preparing potential job applicants who will be

appropriate candidate .
7. Increase organisation individual effectiveness in the short term and
long term
8. Evaluate the effectiveness of various recruiting techniques and sources
of all kind of job applicants .

4.3 FACTORS AFFECTING THE ORGANISATION:

There are number of factors that affect the organisation. These are
broadly divided into two categories :
1. Internal: Internal factors are called endogenous factors i.e. The
factors within the organisation that affect recruiting personnel in the
organisation. Some of these are size of the organisation .

(a) Size of the organisation: The size of the organization affects the
recruitment process. Larger organisation finds the recruitment less
problematic than organisation with smaller in size
(b) Image of the organisation: Image of the organisation is another
factor which has a influence on the recruitment process of the
organisation. Good image of the organisation earned by overt and covert
actions by the management helps to attract potential and complete
candidate . Managerial actions like good public relations rendering public
service like building roads , public parks , hospitals , schools , earn a
image or goodwill for the organisation . That is why chip companies
attract large number of applications .
(c) Image of the good job: Better remuneration and working conditions
are considered the best characteristics of the good job. Besides promotion
and career development policies of the organisation also attract potential
candidates
2. External: Like internal there are some factors external to the
organisation, which have their influence on the recruitment process.
Some of these are :
(a) Demographic Factors: as demographic factors are intimately related
to the human beings i.e. employees .these have profound influence on the
recruitment process. Demographic factors include age , sex, literacy ,
economic status etc.
(b) Labour market: labour market conditions i.e. demand and supply of
labour is of particular importance in affecting recruitment process. For
example ; if the demand for specific skill is high relative to its supply is
more than particular skill , recruitment will be relatively easier .
(c) Unemployment Situation: The rate of unemployment is yet another
external factor that influences the recruitment process. When an
employment rate in a area is high relatively to its supply, the recruitment
process tends to be simpler. The reason is not difficult to seek. The
number of application is expectedly high which makes it easier to attract
the best-qualified applications. With low rate of unemployment, the
recruiting process becomes difficult.

(d) Labour laws: There are several laws and regulations passed by the
central and the state government that governs the different type of
employment. These cover the working condition, compensation,
retirement benefits, safety and health of the employees in the industrial
undertaking

Recruitment at Aditya Birla Retail Ltds More

Mores recruitment objective is to attract and hire right talent based on the

competencies through an objective selection process, ensuring right

person for the right job, necessary to accomplish organizational goal.
It follows different criteria for different levels

Process of Recruitment in Aditya Birla Retail Ltd

More

Vacanc
y
Interna
l
Transfe
r

Additional
Recruitme
nt

The need for recruitment starts with the vacancy of a job role in any
division. The vacancy could be due to the resignation of an already
working employee or an additional requirement for increasing manpower
in a running project. The vacancies at Customer Sales Assosiate level is
filled by :
1.Internal Transfers: In the case there are surplus employees in one
department , Vacancy is filled by transferring the surplus to the
department where manpower is short.

Additional Recruitment: The recruitment is for the position of CSA.

Candidates are interviewed for certain competencies and selection is done
after assessing the candidates on various parameters.

4.6 REQUISITE FOR RECRUITMENT

Screening round 1- HR manager

Proficiency Test
Screening round 2- Division Head
Screening Round 3 -Store manager
On the day of interview verification of candidates documents
Filing up of Candidate Evaluation Assessment sheet.

Process flow diagram of Recruitment at Aditya birla Retail Ltd.

Sourcing of resume

Screening and shortlisting of resume by

HR
Shortlisted Candidates are called and
informed about interview and documents
required.
Counducting the interview
If selected, the HR informs the candidate
and the necessary joining formalities are
initiated

STEP 1: Sourcing of resumes The curriculum vitae is collected from

various sources pertaining to the vacancy of the job role, such as ,

ERS (Employee Referral System) Internal recruitment.

Walk-ins
Constancy
Business Network

STEP 2: Screening by Hiring Manager: hiring manager screens The

resumes sourced. Suitable competencies are looked in the resume

provided. Some of the basic competencies considered are, experience,

age, qualification, languages, skill sets and achievements. Those resumes
that meet the key competencies are shortlisted.
STEP 3: Shortlisted candidates are called and informed about the
interview date, time, location, venue. They are also informed about the
documents they need to carry along with their resume on the day of
interview.
STEP 4: Conducting the interview: The interview is held on specific date
.It consist of three rounds
Round one of interview is taken by human resource manager : Human
resource manager interview candidate and checks certain competencies ,
skills, consistency, Strengths, weaknesses, past experience, age, and the
match between value set of candidate with the organizational value of
Aditya Birla Retail Ltd. Human resource manager also fills the Interview
assessment sheet which is a documentation of SWOT analysis , Past
experience , Expected salary , Date of joining, Selection or rejection in a
single sheet of paper.(See annexure for interview assessment sheet)

After clearing the round one a candidate needs to undergo proficiency test
which checks his aptitude regarding Reasoning, mental ability, Verbal
ability and basic computer skills.

Round two of interview is taken by Division Head of department who

raised the requirement of additional manpower. They interview candidate
against the specific skill set require to do the job. The Division head also
informs the candidate about the shifts and working hours of More. If
candidate clears round two the Division head signs the Interview
assessment sheet

Store manager takes round Three of interview. A candidate in this round

is interview against his Peoples skills, value set, Ability. If the candidate

clears round three ,store manager marks Shortlisted in Interview

assessment sheet.
Interview assessment sheet is duly signed by Store manager and is put
into the personal records of candidates.

POST RECRUITMENT:
The interview is a key to the candidates skill sets that decides his
suitability to the job role.
After an interview , the interviewing team either selects or rejects the
candidate . If the candidate is selected then . He /she is called for a pre
employment medical check up . Aditya Birla Retail Ltd, as an
organization has tie ups with various hospitals to conduct this process
efficiently.If the candidate is medically fit , then he / she is sent an offer
letter with salary details as an invitation to join the organization .The
company holds the right to reject a candidate if he / she is medically
unfit .
What qualities are looked in Customer sales Associate when Store
does recruitment?
These are the qualities that are looked upon in the candidate :
1. Problem solving skills
2. The ability and the desire and to learn fast .
3. Team spirit
4. Customer focus
5. Drive and motivation
6. Basis Communication skills and computer literacy.

RECRUITMENT POLICY: In todays rapidly changing business

environment, a well-defined recruitment policy is necessary for
organization to respond to its human resource requirement in time.
Therefore it is clear to have clear and concise recruitment policy in time,

which can be executed effectively to recruit the best talented pool for the
selection of the right candidate at the right place quickly . Creating a
suitable recruitment policy is the first step in the efficient hiring process.
A clear and concise recruitment policy helps ensure a sound recruitment
process. It specifies the recruitment and the framework for
implementation of recruitment program. It may involve organizational
system to be developed for implementing the recruitment programs and
procedures by filling up the vacancies with the best-qualified people.

Components of the recruitment policy:

1. The general recruitment terms and policies of an organization.
2. Recruitment of full time employees.
3. Recruitment of part time employees.
4. Unique recruitment situation.
5. The selection process.
6. The job description
7. The terms and condition of employment.
The recruitment policy of the organization:
1.Focuses on recruiting the best potential people
2 .It ensures that the every applicant and employee is treated with
equity and respect.
3. Unbiased policy.
4.To aid and encourage employees in realizing their full potential.
5.Transparent and task oriented and merit based selection.
6.Weight age given to the factors that suit the organizational needs.
7.Optimization of manpower at the time of the selection process.
Aditya Birla Retail Ltds More megastore recruitment objective is to
attract and hire right talent based on the competencies through an
objective selection process , ensuring right person for the right job ,
necessary to accomplish organizational goal .
In ABRL recruitment and selection process is based on merit and no
discrimination is made on the ground of gender , age , marital status ,
sexuality , disability , religion . Here recruitment measures are monitored
and reviewed periodically for their effectiveness in terms of cost , quality
and timelines and coverage through a variety of techniques . The very

first step of the recruitment is manpower requisition which the formal

request for the manpower.

i.

(a) To facilitate subsequent steps in the

Number of job required for the job from present as well as
future openings.
Skills / competencies perspective.
ii. Type of employment i.e. full time / part time
In More the source of recruitment preferred involves both internal and
external .
Internal source of recruitment: It consists of the prospective candidates
who are referred by the existing employee of more. They serve as a
source source for filling the vacancies.
Internal channels through which the candidates are sourced are
Internal Transfers and Promotions: This provides opportunity to the
existing Abrl employees to move into different roles within and across
business units / decisions aligned to their career aspiration thereby
enhancing employees skills, knowledge and development and career
growth.
Internal Transfers are made across the same level. The employee from a
department where candidates are surplus are sourced to the deficient one
keeping the will of employee and future growth prospects in
consideration.
Vacancies are also filled through promotions. Employees are put into
various programs like SPARK, RETAIL NEXT. After clearing the
programs they get promoted to various middle and senior level positions.
External Sources of Recruitment:
Employee referral : the existing employee of the company refer to a
known candidate for a particular position . In this situation company get
the following benefits:
To reduce the recruitment costs substantially.

 It also promote a positive attitude towards the company with the

employees
To reach a pool of candidates who are not actively looking out for a
job, and who are thus not attainable through other sources.
To foster retention of workforce by fostering pride and better
bonding amongst employees.
To reduce applicant sourcing time
Walk - ins: The interviewee who arrives without appointment are major
source or recruitment.
At Aditya Birla Retail Ltss More Megastore database is maintained for
Walkins .

Step 1 Registers are keep at entry gates . There are two entry gates
hence two Registers are kept .

Serial Date
numbe
r

Name

Address

Contact
number

Qualification
&
Experience(mak
e sep )

1 (A)

2(A)

3(A)

20/06/201
5

Archan
a Jha

A14 702447108
chhatri
9
yojna
Indore

10th pass

20/06/201
5

Sumit
Kumar

Luv kush 890410567

colony

12th

21/06/201
5

Bansanj Ramkuva 702347108

i panna r colony 5

Metro Cashier
2yrs

B.B.A
(RUNNING)
B.COM

Serial
Date
number

Name

Address

Contact
number

Qualification
&
Experience

1 (B)

20/06/2015 Archana
Kumar

Vijay
nagar

2(B)

20/06/2015 Ramlakhan 85/

singh
malviya
nagar

3(C)

21/06/2015 Radharani

7024471089

10th pass

890410567

Ramkuvar 7023471085
colony

8th pass

B.COM

At the end of day resumes are documented and database is prepared for
future use.

Selection:
The objective of this step is to select the best fit candidates through a
systematic & structured process. A robust selection process is vital for the
long term success of the company. Besides having a direct and
immediate impact on recruitments this step also impacts the overall
company culture, climate and its performance.
Principles of the Selection Process
(a) Selection to be done based on a specific job profile which
incorporates both, competencies and ABRL value
framework.
(b) decisions are made by at least three interviewers one of
whom represents the HR organization.
(c) The final decision rests with the store manager after
consultation with the HR organization.

Selection:
Adetailedjobdescriptionformsthebasisforasoundselection
decision.Itdescribesthegoalsofthefunctionwithcorresponding
responsibilities and competencies needed to fulfill these. The
Mores Competency Framework distinguishes the necessary
knowledge,experienceandcapabilities,asrequiredfromapresent
as well as future perspective. The complete Selection cycle
wouldcompriseofthefollowing:
(a) Preselection
(b) Evaluationthroughinterviewsandtests
(c) Hiringdecision
(d) Referencechecksoftheselectedcandidate
(e) MedicalTest
(f) Prejoiningrequisities
(g) Buddyassignment
(h) Buddycalling
(i) Buddysittingandlunch
1.Pre selection: It is the process of screening applications received in a
systematic and scientific manner so as to shortlist applicants who comply
with the requirements and competencies of the job profile.
The evaluation parameters for short listing candidates at this stage could
be:
a) Prima facie fitment for the job
b) Compensation expectation
c) Period of joining
d) Candidates interest in the position
The short listing of candidate is done by HR team .

2.INTERVIEW / TEST
The objective of this step is to select the right candidate for the
job. Short listed candidates from the Pre-Selection stage are
evaluated to assess their competencies, skill and fitment for the
job. It is essential that a candidate is evaluated on both i.e.
technical competencies which pertain to his / her role, as well as
behavioral competencies.
To access the candidate following techniques can be used
1. Aptitude test
2. Psychometric test
To judge the candidate on value framework and Behavioral aspects
situation testing and case studies are used.
HIRING DECISION: Based on the interactions and evaluation of the
candidate by various involved people, a decision is arrived at as to
whether to hire the candidate or not. This is where more eyes principle
has an impact. Effort should be to arrive at a consensus. The panel should
be on the same page while taking the decision.

Medical Examination: Applicant who has crossed the above stages are
sent for a physical examination either to the medical lab approved for the
purpose. Such examination serves the following the purposes:
1. It determines whether the candidate is physically fit to perform the
job. Those who are physically unfit are rejected.
2. It reveals existing disabilities and provides a record of the
employees health at the times of selection. This record will help in
settling company liability under the workmen compensation act for
claim for an injury.
3. It prevents the employment of people suffering from contagious
diseases.
Reference Check: Reference check is carried out before an offer is
finally extended to a candidate as a security measure against a list of
undesirable elements. Reference check includes address verification,

Background check, and Document check. It is done by a third party

(name confidential). Only after selected candidate is cleared by reference
check offer letter is extended to him.
Final approval: Employment is offered in the form of an offer letter
mentioning the post , the rank , the salary grade , the date by which the
candidate should join and other terms and conditions in brief after
satisfactory performance during this period .the candidate is finally
confirmed in the job on permanent basis or regularized .

Offer letter dispatch: Employment is offered in the form of an offer

letter mentioning the post , Job description ,the rank , the salary grade ,
the date by which the candidate should join and other terms and
conditions in brief after satisfactory performance during this period .the
candidate is finally confirmed in the job on permanent basis or
regularized .Offer letter is made on company letter head and is given on
the day of selection . (See annexure )

Salary Slab For CSA

Category
FOOD

Type of employement
FULL

Salary structure
As per min wage

Non Food

Full

As per min wage

Non food

Part time

As per min wage

Food

Part time

As per min wage

Table number:

MORES SELECTION PROCEDURE:

Selection of employees
Offer letter
Pre-employment medical check up & Ref.
check (Corporate tie up with health check up
agencies, Third party for ref check)
Medically fit & Ref check
cleared (offer letter with
salary details sent).

Medically unfit Ref check

not clear (candidates is
rejected)

Candidates join the organization as

an employee.

Full time

Part time

(Long term)

7 days program
Day 1: Joining
Day2: Induction
Day7: Induction and End of OJT
Buddy Mapping
Buddy Concept is the unique initiative of More Megastore Indore ,in
which a buddy is assigned to new joiner .
The main objective behind buddy is to set new joiner into the
organizational culture
Who is a buddy?

A buddy is someone who partners with a new employee during her first
month of employment. While primarily responsible for offering advice
and guidance regarding the day-to-day aspects of working at more the
buddy may also offer encouragement and knowledge resources, as they
help introduce the new employee to the organisational culture.
Key characteristics of a buddy include:
Communicator: A buddy should encourage open communication.
The buddy should provide relevant information to the new
employee and encourage a process of continued, self-directed
learning.
Role Model: The buddy should be a model employee and
exemplify Aditya Birla Retail LtdS values.
Motivated: The buddy should have a positive outlook on his/her
work and use that perspective to help build self-confidence and
loyalty in the new employee. The buddy should lead by example.
Strong Performer: The buddy can help guide the new employee
in many situations based on his/her experience and knowledge
obtained in the work environment.
Why have a buddy?
The purpose of new employees being assigned a buddy is to help
welcome employees and reaffirm their decision to join Aditya Birla
Retail LtdS More Megastore. It provides new employees with a
reliable, motivated, single point-of-contact for their basic questions
regarding their work experience at more . It also helps establishing
orientation as a process, rather than a single learning event. Other
advantages of having a buddy include:

 Build on the knowledge obtained in the New Employee Orientation

and department orientation
Enable new employees to become knowledgeable about
department practices and organizational culture in a shorter period
Ensure that routine queries regarding basic operational issues are
dealt expeditiously
Reduce the initial confusion and uncertainty faced by all new
employees
Maximize the productivity of manager/new employee meetings by
allowing them to focus on job-specific issues
Increase the new employees self-confidence allowing him/her to
focus on adding value to the organization
Building knowledge on value system at more.
What the Buddy Expects From their New Employee
The new employee will receive constructive criticism in good spirit
The new employee will display a coachable attitude
The new employee will display an eagerness to learn
Buddy Selection Criteria
Hiring managers are responsible for selecting a buddy for their new
employee. Selections should be based on the following
characteristics:

 Demonstrates strong performance

Is given time to be accessible to the new employee
Is skilled in/has knowledge of the new employees job
Is proud to be member of Aditya Birla Retail Ltd and his/her
contributions
Is a peer of the new employee
Has patience and good communication and interpersonal skills
Is well regarded and accepted by current employees

What A Buddy Is Not

Mentor: Someone, typically more experienced, who is involved
with the all-round
development of an individual (personal and professional).
Manager: Someone responsible for the new employee's job
performance. If queries arise regarding performance, disciplinary
or policy matters, the buddy is free to give his/her opinion and
advice on how to approach the situation. However, he/she is not in
a position to resolve the matter. The new employee must be
directed to their manager for resolution of the relevant issue(s).
If a manager is buddy of the new employee , he needs to make sure
that while demonstration he need to act as a friend not manager .
Buddy Responsibilities

 Contact the employee a day before joining and meet with the new
employee on Day 1
Establish a rapport with the new employee
Have lunch with the new employee on Day one
Act as an informational resource on policies and procedures
Help socialize the new employee to Mores guidelines, norms and
culture
Answer general/routine questions
Make introductions
Ensure an open communication between the new employee and the
buddy, respecting confidentiality
Follow up with the new employee on a weekly basis
Suggested meeting guidelines are as follows:
Three times during orientation

Weekly meeting 5-10 minutes duration

The buddy can provide support beyond one month formal

buddy sitting if it is being welcomed by new joinee
Tips for Buddies:

 Dont worry about being perceived as the expert. Focus your

attention on the new employee
Be patient: It takes time to develop a relationship. Dont try to
cover everything right away
Be positive: New employees will grow into their roles if given
proper reinforcement
Dont try to force a relationship
Try to identify the new employees personality and communication
style and adapt accordingly
Dont be judgmental. Simply offer feedback
Maintain a good attitude and a teaching spirit

Having a Buddy is a Win/Win/Win Scenario

Buddy Benefits

New
Benefits

Recognition
as strong performer

One-on-one assistance

Expanded network

Jump-start
networking

Opportunity
motivate others

A fresh perspective

to

Employee

Increased
employee
motivation and retention

on Increased
employee
communication

Single point-of-contact

Knowledge of
things
really
done."

Store Benefits

Enhanced
development

employee

"how
Shared
quality
get
processes

Enhanced leadership A
smoother Increased
and mentoring skills acclimation period
productivity

work

employee

Role of Buddy before Joining

Buddy is assigned and is informed about the candidates date of
joining
Buddy gives a welcome call to new employee on the joining day .

Joining Formalities and Onboarding

1.Filling up of Joining Form: The new

employee need to fill the

staturay forms regarding joininig , proivident fund, I.T act, Code of

conduct , Sexual Harrasment act ,Personal Information Sheet,Bank
account opening form ,Uniform acknowledgement slip, Value manual
acknowledgement slip, ESIC form
2.Submission of Documents: The new employee need to submit
documents like
1. Photographs- X number of passport size photograph
2. Address Proof
3. Birth Certificate
4. Photo ID Proof
5. Marksheets of last qualifying exam
6. Past Work experience Certificate
7. Acceptance of resignation letter from previous employer
8. Salary slip and reliving letter.
9. CV

Joining Report An overview :

The employee need to fill a joining report on day one . It requires
employee to fill information regarding :
1. 1.Employee code
2. CV
3. Personal Information : Name , Fathers name, date of birth
dependents information , Emergency contact number ,
Nationality, birth sate, Higest education level, Marital
status ,Religion,caste,Blood group ,Awards and
achievements, Langugage proficiency,Work experience
details, Education details, family , Intrests/Hobbies, Passion
in life, Exiting role etc.
10.Identity proofs: Pan card, Voter ID, Transfer Certificate,
Photographs , Address Proof, Birth Certificate,Photo ID Proof
,Marksheets of last qualifying exam,Past Work experience

Certificate,Acceptance

of

resignation

letter

from

previous

employer,Salary slip and reliving letter.

Code of conduct: It lays down certain principals one need to follow
during his/her stay at ABRL.
I.T Act : Information Systems Acceptable Use Policy and agreement
has laid down certain terms regarding the use of Information technology
in organization. They are:
a) Intended for official usage as required by users job description and
responsibilities.
b) ABG encourages the use of E-mail and Internet because they make
communication more efficient and effective but prohibits the user to
transmit, retrieve or store any communication of a discriminatory nature.
c) It also prohibits the user to send messages containing inflammatory
remarks about race, age, disability, religion, national origin, physical
attributes, or sexual preferences.
d) No abusive language can be transmitted through electronic media .
e) It also prohibits the use of ABG email or Internet for personal use.
f) Downloading: It also prohibits the user regarding downloading of
software.
g) In case of violation of law legal actions can be taken .

Sexual Harassment Prevention act : This act lays down certain

principals which safeguards the individual against discrimination and
harassment .It focus on gender sensitivity and gender Equity.

Uniform dispatch A candidate is given uniform, which he is supposed to

wear during working hours. At more, 2 pairs of jackets, shoes, belt
comprises of the uniform. After receiving the uniform candidate needs to
sign the uniform issue slip.(ANNEXURE )

Value Manual Value manual of the company consists of the power of 5

values and their existence in ones life. The 5 values are
1.
2.
3.
4.
5.

Integrity
Commitment
Passion
Seamlessness
Speed

The candidate needs to acknowledge the receipt of value manual which is

filed in the personal file on Day one .

Bank account opening Employees bank account is made open with the banks Tied
up with ABRL. Salary is accredited to this account if the employee. HR
has to ensure opening of bank account with the first week of employees
joining.
Createtion of Poornata ID- Hr needs to create the Poornata ID for the
employee who had joined new.
POORNATA is a Group wide People Soft HRMS 8.9 implementation
project. This project was started in May 2005 with the functional and
technical training; it was implemented in 18 months from the start date.
The purpose of this project is to implement HR policies through a system
driven program, to achieve organizational objectives. POORNATA is
implemented across 78 domestic units and 26 units overseas. It covers all
management cadre employees across the group and all employees for
transworks, approximately 1600 employees.
Objectives

Poornata automates and standardizes HR processes across the

group for all management cadre employees.

 Poornata introduces best- in- class HR processes through out the

group.
Poornata gives employees access to data which was hitherto
available only to the HR department and thus enables them to plan
their own development.
Poornata also gives managers access to information about their
direct reports and thus enables managers to plan the development
of their direct reports more proactively.

Scope of POORNATA
Modules included in POORNATA are:

Recruitment

Workforce Administration

Position Management

Compensation

Performance Management System

Enterprise Learning Solution

Talent Management
Significance of POORNATA

1.Employees

 Empowers employees by making development self driven.

Creates career opportunities for employees by enabling knowledge
sharing of likely vacancies and jobs amongst varied businesses.
2.Business
Delivers faster services.
More- database decision-making.
Put Line Managers in control of People and development.
3.Group
Takes the group to a league of Global Organizations with cutting
edge HR-ERP operational that enables seamless delivery of
common HR processes a diversified multi location group.
Builds employer brand.
11.HR Department
Enables faster service delivery.
Facilitates continuous improvement.
Builds a more professional image.
Makes HR department more data driven
The HRMIS of More megastore is Poornata . Along with updating
employee details at Poornata .HR needs to maintain a Master data where
all demographic details of employee is filled after the 2 days of joining.

Poornata ID is created under the workforce administration, which allows

HR manager to put all the demographic and personal details of the
employee
Once Pronate ID is created employee can access the information , training
, learning opportunities related to the job .

Welcoming New joiners - Welcoming a new employee is more than

making a company announcement.
Welcoming a new employee, to give the new employee the best
possibility of integrating successfully in the company, requires a series of
steps that start after his offer letter is accepted.

New Employee Welcome Steps

Step one- Buddy to contact the new employee one the day of
joining The purpose of the note or phone call is to express your
excitement that the new employee has joined the team.

Step 2- Assign a new employee a mentor, a more experienced

employee with no reporting relationship to the new employee. The
mentor should call the new employee to get to know him or her prior to
the start date.

Step 3 A welcome collage of all the new joiners at Canteen notice

board gives them a warm welcome and creates a sense of belongingness
from the very first day they enter more megastore.
Onboarding - Onboarding, also known as organizational socialization,
refers to the mechanism through which new employees acquire the
necessary knowledge, skills, and behaviors to become effective
organizational members and insiders.

Research and conventional wisdom both suggest that employees get

about 90 days to prove themselves in a new job. The faster new hires feel
welcome and prepared for their jobs, the faster they will be able to
successfully contribute to the firms mission.

Onboarding New Employees: Maximizing Success

After effective recruitment and selection, one of the most important ways
that organizations can improve the effectiveness of their talent
management systems is through the strategic use of onboarding.
Onboarding is the process of helping new hires adjust to social and
performance aspects of their new jobs quickly and smoothly
The Four Cs

Compliance is the lowest level and includes teaching employees basic

legal and policy-related rules and regulations.
Clarification refers to ensuring that employees understand their new
jobs and all related expectations.
Culture is a broad category that includes providing employees with a
sense of organizational norms both formal and informal.
Connection refers to the vital interpersonal relationships and
information networks that new employees must establish.
The building blocks of successful onboarding are often called the
Four Cs.

The degree to which each organization leverages these four building

blocks determines its overall onboarding strategy, with most firms falling
into one of three levels.
LeveL 1: Passive onboarding
Almost all organizations naturally cover compliance as part of formal
onboarding. For firms that engage in Passive Onboarding, or Level 1,
some role clarification may be given, but neither Culture nor Connection
is addressed. Some informal ways of guiding new employees in terms of
Culture and Connection may have developed over time, but no one
including HR staff is coordinating the task to maximize onboarding
success. If your firm is engaged in Passive Onboarding, they are likely to
view onboarding as a checklist of unrelated tasks to be completed.
Research shows that approximately be functional, but it is certainly
unsystematic.
LeveL 2: HigH PotentiaL onboarding
When compliance and clarification are well covered by a firms formal
onboarding practices and some culture and connection mechanisms are in
place, Level 2High Potential Onboardinghas been reached.
In these organizationsabout 50 percent of all firmsthe complete
process has not yet been established in a systematic way across the
organization.

Onboarding
Strategy/Level

Compliance Clarification

Culture Connection

SOME

LITTLE/
LITTLE/ NONE
NONE

2 High Potential YES

YES

SOME

SOME

3 Proactive

YES

YES

YES

1 Passive

YES

YES

LeveL 3: Proactive onboarding :

All four building blocks are formally addressed in Level 3, Proactive
Onboarding. If the firm is systematically organizing onboarding with a
strategic human resource management approach, if the oraganization is
systematically organizing onboarding with a strategic human resource
management approach, you are at Level 3. Only about 20 percent of
organizations achieve this level.

STEP

+Success

1. Understand
how onboarding
can take the

Induction and OJT

- Opportunities to
Improve
Conditioning of
employees

Best Practises
Buddy Program

organization to the
next level.

Clarify how the

new employee will
meet
organizations
needs.

On the job training

Coaching

Mentor mapping

Align goals and

expectations of
new employee.

Goal setting form

Goal setting
through poornata

Goal review and

critical incident log

Create a powerful
slate of potential
candidates

Match of Job
description with
Resumes

Resume check

Recruitment policy

Evaluate
candidates against
the recruiting
brief

Multiple rounds of
recruitment and
proficiency test

DH analysis

Sound Process

Make the offer

and close the
recruitment in a
way that
reinforces your
value message

Situational
Value test
questions on Values

Coaching

Situational
questions during
the Interview

Step

+Success

Create
onboarding
plan of new
employee

Induction at
Day two

Do what is
required for the
new employee to
be ready, eager
and able to do
real work on
Day 1.

Strong drive on
Buddy sitting,
Buddy
mentor
mapping,
uniform
dispatch, value
manual dispatch
Welcome call

Create
conditions for
new employees
to work well
early on with
those who were
most helpful.

Buddy sittings

Give your new

employees the

Survey for
Ensuring
resource require employyes

DH to ensure
that proper
conditioning is
done for new
employees

- Opportunities
to improve
Clarifying roles
and
responsibility
during induction

Success
indicator
Eight hours of
inducttion and
one week of
OJT

Settling
employees in
organizational
culture.

DH to ensure no Conditioning of
challanging
employees
work for new
employees till
week one

SHS SCORE

resources and
support they
need to deliver
better results
faster.

ment every
month for
employees

receive the
resources within
the timeline

COMPLETION
OF JOINING
FORMALITIE
S And
maintainance of
personal record

Personal record
of all employees
with all
documents givn
in HRchecklist

Personal record File updation

completion
within timeline.
(Some forms are
not given by
HEAD OFFICE
Tie up wirh
more banks.

PROACTIVE ONBOARDING - Currently More megastore lie in the

proactive onboarding as the oraganization is systematically organizing
onboarding with a strategic human resource management approach.

Short term outcomes on onboarding New employee Adjustment

Researchers have identified four major leversrelated to both job roles
and social environmentthat organizations can use to help new
employees maximize their onboarding success.
The first lever for successful onboarding is self-efficacy, or selfconfidence,in job performance. To the degree that a new employee feels
confident in doing the job well, he or she will be more motivated and
eventually programs to help boost employees confidence as they
navigate new organizational waters. Self-efficacy has been shown to have
an impact on organizational commitment, satisfaction and turnover.

ROLE CLARITY :A second task-related lever is role clarityhow well

a new employee understands his or her role and expectations.Performance
will suffer if expectations are ambiguous.
Therefore, role clarity (or its flipside, role ambiguity) is a good indication
of how well-adjusted a new employee is, and measuring role clarity can
help organizations stop potential performance problems before they get
worse, leading to poor job attitudes. If new employees say they
understand the roles they occupy,that obviously indicates higher role
clarity. Researchers have also studied role conflict in new employees,
with lower role conflict indicating more positive onboarding outcomes.
Overall, measures of role clarity are among the most consistent predictors
of job satisfaction and organizational commitment during the onboarding
process.
Social Intergration : Social integration is the third lever for successful
onboarding. Meeting and starting to work with organizational insiders
is an important aspect of learning about any organization. In addition,
new employees need to feel socially comfortable and accepted by their
peers and superiors. Research has long found acceptance by peers to be
an indicator of adjustment. According to one estimate, 60 percent of
managers who fail to onboard successfully cite failure to establish
effective working relationships as a primary reason.Integration into ones
work group is positively related to commitment.
Knowledgeofandfitwithinanorganizationalculture:
It is the fourth aspect of onboarding. Every company has a unique culture,
so helping new hires navigate that cultureand
their place within itis essential. Understanding an organizations

politics, goals and values, and learning the firms unique language are all
important indicators of employee adjustment and down the line are
associated with commitment, satisfaction and turnover.
Long-Term Outcomes of Onboarding: Attitudes and Behaviors
The long term outcomes of onboarding includes long-term outcomes of
good onboarding include job satisfaction and organizational commitment.
New hires should help an organization accomplish specific goals, and the
degree to which they do this can be helped or hindered by onboarding.So
performance is also an important long- term outcome of onboarding when
onboarding is done correctly, it leads to:
Higher job satisfaction.
Organizational commitment.
Lower turnover.
Higher performance levels.
Career effectiveness.
Lowered stress.
OnboardingatAssosiatelevelInduction
Induction An induction program is the process used within business to
welcome new employees to the company and prepare them for the new
role.Induction process differ vastly within the companies.
OBJECTIVESOFINDUCTION

1. To initimate new employees about mission , aim and objectives of

company.
2. To provide insights on general terms and conditions of
employement.
3. To stimutale interest
4. To give a clear understanding of their roles and responsibilities
5. To minimize reality shock
6. To communicate details of job rquiremenT
7. To set the employee smoothly in job
8. To mke them imbibe the culture and value set of organization
9. To make them aware of the gromming standards, working hours,
break timings , Layout of organization ,
10.To give them inssights on career growth plan , Appraisal system,
complainces, of the company and what is the golden path ahead for
them
11.To make them meet th authorities and breaking the ice between old
employees and them
12.To know about them and to create a sense of belongingness .
13.To mak them aware of the legal considerations of the job.

InductionProcessatMoreMegastore

The induction process at more comprises of eight hours of orientation

followed by seven day OJT
The orientation focuses on:
1. IntroductiontoOrganization:Theinductionsetsopenwiththe
communicationaboutprofiloftheorganization.Theintroductory
sessionincudesessiononIntroductiontocompanyinwhich
candidatesaremadeawareaboutthecompanyteyhavetaken
employementin,thevisionandmissionstatementofthecompany
andtheirexpectedcontributiontowardshedevelopmentofthe
oranizationandtheirgrowth.
2. Powerof5Thepowerof5valuesonwhichAdityaBirlastieson
.Theyare:Integrity,commitment,passion,semlessness,
speed.Thevaluetrainingisdonethroughvideosandvaluemanual.
3. MeetingauthorityThestoremanager,humanresorcemanager
addressesthenewemployees.Thesessionservesastheice
breakingsessionwhichallowsemployeestoknowthehighestlevel
ofauthorityandalsogivesachancetotheauthoritytoknowthe
newmemberthathavejoinedthefamily.Thesessionfocuseson
knowingtheSWOTofemployeeinthemostinformalway.Italso
triestocreatesenseofbelongingnessamongthenewemployees.
4. CommunicationaboutJobdescriptionandworkinghours:
HRmanagerclarifiesthejobdescriptionandtheworkinghours.
Theyaremadeawareoftheroutinetaskstheyneedtoperformand
theshiftsassociatedwithit.TheemphasisismadeonProcess

adherenceanpunctuality.Normalworkinghourofanemployeeis
ninehoursandaweekoffisgiventothem.
5. Communicationaboutsalaryandbenefits:HRmanager
explainsthebreakupcomponentofsalary,allownessprovidedand
thebasicsalarygiventotheindividual.
6. CommunicationaboutSPARKprogramHRmanagerexplains
abouttheSPARK,thegrowthplanofAdityaBirlagroup.Itisthe
stepbystepguidetowardsthecareerdevelopmentofanemplyee.
SPARKisasteptowardsthegoldenfurtureofanemployeein
ABRL.
7.CommunicationaboutActsandpoliciesPlevalinginthe
organization.:Candidatesarebriefedaboutthepoliciesprevailing
intheorganization.TheyareI.TactandSexualharrasmentact
(Annexure)
8.GoalSettingexercise:Managinggoalseffectivelyhaslong
beenamantraofsalespeople,accountexecutives,andother
employeeswhosemainresponsibilitiesarefocusedprimarily
outsidetheorganization.Butintermsofgoalsettingand
expectationmanagement,thatresponsibilityfallsonhuman
resourcesmanagersaswell.Fromthebeginning,thehuman
resourcesmanagerisessentiallybringingnewemployees'
expectationsinlinewiththeorganization'sexpectations.
Accuratelyaligningthesesetsofgoalshelpsemployeestobecome
productivemorequicklyandensuresthattheyenjoygreaterjob
satisfactionthroughouttheirtenures

GoalSettingexercisemarkstheendifinductionphrasewhere
divisionheaddoesoneonegoalsettingwheregoalsareset
keepinginmindtherolesandresponsibilities,candidateneedsto
fulfillandtheexpectationsofboththepartiesvizemployee&
employer.
BuddyfeedbackandManagerfeedbackisdonewhenacandidates
weeksstayinthecompanygetsover.
9.Pulsechecksession:Pulsechecksessionisdoneattheendof
onemonth,threemonth,andsixmonthsconsecutively.Pulse
checksessionconsistsofstressmanagementtrainingandstress
bustergamestoreducethestressamongtheemployees.The
trainingalsoaimstosolvetheproblemsemployeefaces.
10.Trainingasperrequest:Trainingrequirementregisteris
maintainedtofacilitateemployeestolearnthenew.Trainingis
schedulebyhumanresourcemanagerkeepinganaccordwith
Trainingcalendarandthetrainingsschedule.

EmployeeEngagement
Employeeengagementistypicallydefinedbytheactualconditions
intheworkplace(theenvironmentandtheworkitself)and
workersopinionsandbehaviours(howtheemployeesperceive

theirrelationshipwiththeirwork,aswellashowtheyviewothers
aroundthem.Employeeengagementisaworkplaceapproach
designedtoensurethatemployeesarecommittedtotheir
organisationsgoalsandvalues,motivatedtocontributeto
organisationalsuccess,andareableatthesametimetoenhance
theirownsenseofwellbeing.

Employeeengagementistheemotionalattachmentemployeesfeel
towardstheirplaceofwork,jobrole,positionwithinthecompany,
colleaguesandcultureandtheaffectthisattachmenthason
wellbeingandproductivity.Fromanemployer'spointofview,
employeeengagementisconcernedwithusingnewmeasuresand
initiativestoincreasethepositiveemotionalattachmentfeltand
thereforeproductivityandoverallbusinesssuccess.Employee
engagementisseenbymanytobeanexampleofacompetitive

advantage.Eemployeesthatfeelemotionallyconnectedtotheir
positionsaremorelikelytogotheextramile,remainloyaland
performtothebestoftheirability.Forfansofemployee
engagement,theemotionalconnectionistheanchorwhichkeeps
employeesmotivatedduringdifficulteconomicandpersonaltimes.
Engagedemployeesareperceivedtoformpartofanorganisation's
brandandanengaged,happyworkforcecanhaveaknockoneffect
oncustomerretention,recruitmentofkeytalentandtheabilityto
attractnewcustomersinaworldwhereacompany'svaluesis
crucialtoconsumers.
AspectsofEmployeeengagement
Threeaspectsofemployeeengagementaccordingtotheglobal
studiesare:
Theemployeesandtheirownuniquepsychologicalmakeupand
experience
Theemployeesandtheirabilitytocreatetheconditionsthat
promoteemployeeengagement
Interactionbetweenemployeesatalllevels.Thusitislargelythe
organizationsresponsibilitytocreateanenvironmentandculture
conducivetothispartnership,andawinwinequation.
AspectsofEmployeeengagement
AccordingtotheGalluptheConsultingorganizationtherearethere
aredifferenttypesofpeople:Engaged"Engaged"employeesare
builders.Theywanttoknowthedesiredexpectationsfortheirrole

sotheycanmeetandexceedthem.They'renaturallycuriousabout
theircompanyandtheirplaceinit.Theyperformatconsistently
highlevels.Theywanttousetheirtalentsandstrengthsatwork
everyday.Theyworkwithpassionandtheydriveinnovationand
movetheirorganisationforward.NotEngagedNotengaged
employeestendtoconcentrateontasksratherthanthegoalsand
outcomestheyareexpectedtoaccomplish.Theywanttobetold
whattodojustsotheycandoitandsaytheyhavefinished.They
focusonaccomplishingtasksvs.achievinganoutcome.
Employeeswhoarenotengagedtendtofeeltheircontributionsare
beingoverlooked,andtheirpotentialisnotbeingtapped.They
oftenfeelthiswaybecausetheydon'thaveproductiverelationships
withtheirmanagersorwiththeircoworkers.
ActivelyDisengagedThe"activelydisengaged"employeesarethe
"cavedwellers."They're"ConsistentlyagainstVirtually
Everything."They'renotjustunhappyatwork;they'rebusyacting
outtheirunhappiness.

HewittModelofEngagement
1. Say
Behaviourengagedemployeesconsistentlyspeakpositivelyabout
theorganizationtocoworkers,potentialemployeesand
customers.

2.Stay
Behaviourengagedemployeeshaveanintensedesiretobea
memberoftheorganization
3.Strive
Behaviour:
engagedemployeesexertextraeffortandengageinbehavioursthat
contributetobusinesssuccess.
ImportanceofEmployeeEngagement
BetterPerformanceEngagedemployeesworksmarter,not
harder.Theykeeplookingforwaystoimproveperformanceat

theirworkplace.Thismeansmoresales,lowercosts,betterquality
andinnovativeproducts.
BetterCommunicationEngagedemployeescommunicatethey
shareinformationwithcolleagues,theypassonideas,suggestand
adviceandtheyspeakupfortheorganization.Thisleadstobetter
performance,greaterinnovationandhappiercustomers.
GreaterCustomerSatisfactionEngagedemployeesgooutof
theirwaytomeetcustomersneeds.Customersarentslowto
noticeandthisleadstohigherlevelsofrepeatbusiness,atagood
cost.
BetterTeamWorkingEmployeeengagementisabout
increasingtheemployeesconnectionwiththeprinciples,strategies,
processes,cultureandpurposeoftheorganization.Itisamatterof
commitmentandencouragement.Itisamatteroffocusingon
businessresults,andtheemployeeshavingaclearsenseof
responsibilityfordeliveringonthebusinessagenda.

GreaterCommitmentEngagedemployeescareaboutthefuture
oftheorganizationtheyworkfor,theyfeelproudtoworkfortheir
companyandtheygetonbettereachdaywiththeircolleagues.

LowerEmployeeTurnoverandGreaterAbilitytoRecruit
GreatPeopleHigherengagementleadstolowattrition,they
activelyseekoutnewpeoplewhotheybelievecanhelpthe
companygetevenbetter.

Hewitt:EngagementFramework:SixCategoriestoDrive
Engagement

MethodofEngagingEmployeesfromentrytoexitwithspecial
referencetoMoremegastoreIndoreHM

Employeeengagementmodelofmoremegastoreconsistsof

Individua
l

Employee
enagagem
ent
Group

1. Individual:UnderIndividualemployeeengagementthe
followingworkisdone
A) .Identificationofdisengagedteammembers:
IdentificationofdisengagedteammembersisdonebyABC
classification.
B) Divisionheadofeverydepartmentidentifiesthenon
performing,lowpreformingemployees&theemployees
whoneedimprovement
AcategoryemployeesAcategoryemployeesaretheone
whoareratedabovethreeorareexcellentones.Themostpro
activeemployeeswhoaddavaluetotheorganizationarethese.
BcategoryemployeesBcategoryemployeesaretheoneswho

Workgoodbutneedsimprovementtoreachtheexcellenceand
receivepromotion.
Ccategoryemployees:Ccategoryemployeesarethoseemployees
whicharebelowexpectations,lowperformers,employeeshighon
disengagementinmaslowsneedhierarchytheory,absenteeismin
employees,conflictsoranydisturbanceofanykindpertainingto
employeesperformance.

A
B
C
Categoriesofemployeeengagement
C) OncetheDivisionheadidentifiestheABCcategoryof
employeethelistisbeingsenttoHumanresourcemanager.
e) OncetheHRmanagerreceivesthelistofdisengaged
employees,thereasonofdisengagementisfurthered
probedthrough

f) Letstalksession:Letstalksessionisonetoone
sessionemployerandemployeediscussthesituation,
reasonsoflowperformanceandoffersolution.Itisdone
by
a) Mentoring:Eachemployeeisassignedamentorat
thetimeofbuddysetting.Mentoralsoprobeinto
reasonsofdisengagementandoffersolutionstothe
problem.
b) CounselingManyatimescounselingsessionsare
takenbyHumanresourcemanageralongwithdivision
headoftheorganization.
c) EngagementPlanHRcreateonemonth
engagementplanforthoseemployeeswholieinC
categoryforcontinues3months
2)GroupGrouplevelEmployeeengagement
consistsof:
a)ShorttermAssignmentDivisionheadgiveshort
termassignmenttoemployeestoimprovetheir
performanceandtomotivatethem.
b)FunactivitiesEachmonththereare2
engagementactivitieswhichtriestoenergizethe
employeesbybreakingtheirmonotony.

EmployeeEngagementActivity01
MayDaycelebration

Introduction:International Workers' Day, also

known as Labour Day in some places, is a

celebration of laborers and the working classes
that is promoted by the international labor
movement, anarchists, socialists, and communists
and occurs every year on May Day, 1 May
ActivityThankyoudaywascelebratedontheoccasionof
Mayday,adaywhenseniormanagementthankedjunior
managementfortheircontributionandJuniormanagement
thankedtheirseniormanagersforthesupport.
Addingfuntoit,votingforMostpopularCSA,CSS,CSM
wasdone.WinnerswerefelicitatedwithPrizeand
employeesweregivenchocolaterevivingthememoryof
kuchmeethahojae.

EmployeeEngagementActivity02

Mothers Day celebration

Introduction : Mothers day is an annual event celebrated every year to

honour and respect a monther .It is celebrated to celebrate the
motherhood & the to salute , cherish the role played by mother in lives .It
is celebrated on second Sunday of may .
Activities On mothers day the celebration was divided into two parts
1) Employee delight
2) Customer delight
1) Employee delight The celebration witnessed the skit on
Mother in a traditional Family where a virtual More was
created and the people playing the role of childen need to
persue parents to come down to more & purchase things from
virtual market . The best gift was regarded as winner .
People also shared their best memory with their mothers
and their contrubution in lives.The best memory was the
winner too.
The winners were felicitated with gifts
All the Mothers in staff were given a floral welcome.
2) Customer Delight All the Mothers in customers were given a
floram welcome and were greeted upon.

The virtual Market

The virtual more where More hypermarket is created in an artificial
enviroment . The normal gifiting items were placed under one roof to
create the feel of virtual more.

And begins the event

Mother Mr abhinav Pandey & Father Mr sachin Upadhyany

Children persuing Mother to buy gifts

The best Gift

Sharing the memories

Sharing the meomries

The best memory

Award

The best children award

The best actor award

Floral welcome to
employees

Floral welcome to
Customers

EmployeeEngagementActivity03
Antakshiri
Intoduction:Antakshari was organised to create team bonding among
the teams.
Activity Guidelines
There would be only one entry from each centre.
A team would consist of two members
Total time of the game would be of two hours.
There would be five rounds having different modes.
These rounds would be declared only at the time of the game.
In case of a tie there would be a sixth round.
The decision of the judges would be final.
Round 1 Shabd jaal
One word would be given to each team and the team has to sing the
first two lines of songs, having the given word.
The given word must come in the first two lines.
For example if the word is deewana, team can sing the following
songs
1. dewwana le ker aaya hi..................................
2. deewana mujhsa nahi....................................

3. tere name ka deewana .................................

4. begani shaadi me Abdullah deewana ..............
The team will have to sing as many such songs as possible in
one minutes time. The songs must be sung in their original
speed not faster.
If the first two lines are not sung completely, then no marks
would be given.
Different words would be given to each team.
There would be two rounds for each team.
Marking
One mark for each right song.
No minus marking in this round.
Duration of the round
20 minutes
Round 2 Mein hoon Kaun
One participant from each team will get up and come to the dais.
There would be a bowl consisting of chits, bearing the names of
different Hindi movies. The
participant has to pick a chit and open it. He or She would not be
allowed to show it to any one.
Then the participant will have to act out the name of the movie,
without saying a word or lip syncing or writing anything in the air.
The other member of the team will have to find out the correct
name of the movie with the help of the act in one minutes time.
After finding out the correct answer the participant will have to
sing the title song of the movie.
Then the other participant of the same team will come to the dais
and the entire process would

be repeated twice.
Each team has to go through this one by one.
Marking
Ten marks for the guessing the movies name, right.
Five marks for singing the right song.
No minus marking n this round.
Duration of the round
20 minutes
Round 3 Jodi Round
Each team will be passed a bowl containing some chits.
Each chit is carrying a number of some Jodi.
The team member will be asked to tell the Jodi no.
The team member who will get the chit one by one will be shown a
slide of that Jodi.
The team has to identify the pair within 10 seconds and sing a duet
song of that pair.
Marking
Ten marks for singing the right song. Duration of the round
20 minutes
Round 3 Mein aawaz Suno
This will be an audio round, based on hindi film songs.
The signature tune of a song will be played on the audio player for
about ten seconds.
This will be a buzzer round.

 The participants will have to recognize the correct song and sing
the mukhda of the song within 05 seconds after hitting the buzzer.
The team which hits the buzzer first will get to sing the song.
There would be 5 such clues.
Marking
Ten marks for the right answer.
Minus five for wrong answer.
Minus five the not singing the song in the specified time,
after hitting the buzzer.
Minus five for singing the incomplete or wrong words of
mukhda.
Duration of the round
20 minutes
Round 5 Biascop dekho
This will be an audio visual round, based on hindi film
songs.
The scene which comes just before a song, in movie will be
shown on the screen for ten
seconds.
This will be a buzzer round.
The participant will have to recognize the correct song
which comes just after the scene and sing the mukhda of the
song within 05 seconds time after hitting the buzzer.
The team which hits the buzzer first will get to sing the song.
There would be 5 such clues

Marking
Ten marks for the right answer.
Minus five for wrong answer.
Minus five for not singing the song in the specified
time, after hitting the buzzer.
Minus five for singing the incomplete or wrong words
of mukhda.
Duration of the round
20 minutes
Round 6 Tie Breaker Round
If there is tie among the teams, a sixth round would be played.
A mute clip of a song will be played on screen for about ten
seconds.
This would be a buzzer round.
Participants will have to identify the song and sing the mukhda of
the song within 05 seconds time after hitting the buzzer.
This would be the best of three. Marking
Ten marks for the right answer.
Minus five for wrong answer.
Minus five for not singing the song in the specified time,
after hitting the buzzer.
Minus five for singing the incomplete or wrong words of
mukhda.
Duration of the round
10 minutes

Participating team pictures

Participating Teams

And the program Sets open

Participating Team

Suno Meri Aawaz

Shabd - Jaal

Shabd - Jaal

The Host

The real fun begins now

The fun show

EmployeeEngagementActivity04
Skit on Value adherence

Introduction: The power of 5 values is exhibited through skit where ,

value adherence in day to day life was emphasized upon .

Activity
1) Skit showing integrity, commitment, passion, seamlessness and
speed.
2) Highlighting where we commit mistake.

Skit

SKIT

EmployeeEngagementActivity05
Employeeofthemonth
Introduction: Every month there should be an Employee of the month
activity where achievers and performers are rewarded for their month
long hard work and birthdays are celebrated.. CSAs & CSS across all
functions are eligible to be nominated.
Eligibility:
1.

Permanent Employees

2.

Good attendance record

3.

Excellent Grooming standards

4.

Displays excellent Team work

5.

Dedicated and can perform beyond duty

6. Positive attitude and willing to work hard

Reporting manager can nominate anybody from his team who
would meet the above criterias. These need to be documented

on the Nomination form. (Annexure ) They would need to

support it with valid reasons for their nomination. Store
Manager to finalize after receiving from all division.
Rewards:

1. Employee of the Month CertificateSigned by HR Head,

Area Operations Manager & Store Manager
2. Rs.1000/- GiftCardCelebrations in the store with cake
and photographs
3.
Winner Sash to be arranged and rotated every
month Employee of the Month photo to be put up

PrePreprationItbeginswithvenuedecoration.Townhallis
preparedforthefunction.

NominationsofalltheStarsofthemonthandemployeeofthe
montharetakenfromeachdepartments

 EmployeeofthemonthisdecidedbyStoremanager
Activities:Theprogrambeginswiththeaddressofstoremanagerand
followedbyrewardceremonyandcakecutting.Promises,strategic
decisionsaresometimesmadepartofit.
Storemanagersharethesuccessstoriesofemployeesandcongratulate
themontheirnewgig.

HighestAchieverbigdays

BIRT
HDAYBUZZ

Celebrating the success of SPARKITES

Audience Corner

Employee of the month award

Best Cashier award

Star of the month

Best Value adherence award

EmployeeEngagementActivity06
Bestoutofwaste
Introduction:Theactivitywhichportrayedtheuseofcreativityto
producesomethingusefulfromwaste.
ActivityThemainmottobehindtheactivitywastoinducecreativity
andmakepeopleunderstandthecostminimization.Evenwastecan
produceexceptionalart
Rules&Regulations
1.Mobilesarenotallowed
2.Usethematerialsprovided.
3.Thetimeawardedtoyouis2hours
4.Thecandidateneedstoexplainthepurposeofobjectmadebyhim/her

Handsworkingtoshapeart

Creativecorner

Celebratingthesuccess

JashaneJeet
EmployeeEngagementActivity07
YogaDay
Introduction:YogadaywascelebratedonInternationalYogaDayto
caterthehealthneedsofpeople.
Activities:AtrainerfromreputedYogacenterPatanjaliwascalled
whotrainedtheemployeesonYogatechniquesonJune21st,2015.

TrainerTraingtheemployees

FelicitatingthePrize

c) Board games : Fun zone should have Board games.Board games are
to be kept in back office for recreational purposes and HR should
encourage employees to play it in the recreational time.

Employees Playing Carrom

d) Customer Feedback Customer service desk should

put up one good and bad feedback on notice boad.Hr
to check it is duly updated.

e) Women Empowerment Every month a female

CSM and DH should be in the shoes of Store manager.

Store manager assigns his task to CSM which she

needs to complete by the end of day

Deemmala Devda SM of the day

f)Womens meet Every month , a womens meeting is being conducted
where female staff share thei problems and solution is offered to them .

And begins the Meet

Staff member Sharing her problems

Offering the solutions

Training
The needs of individual are objectively identified & necessary
interventions are planned for identified groups, which get rolled out in a
phased manner through training calendar.
The training and development program is charted out to cover the number
of trainees, existing staff etc. The programs also cover the identification
of resource personnel for conducting development program, frequency of
training and development programs and budget allocation. Training and
development programs can also be designed depending upon job
requirement and analysis. Selection of trainees is also facilitated by job
analysis.
The company has a strong focus on manpower training according to their
requirements. The internal training department aims at improving the skill
sets relevant to the work profile of employees.
T

This includes
Improving communication
Reducing Stress
People charter training
OHSAS training
FSMS Training
Customer service charter training
Microsoft office and power point training

 On the job training of cashiering Main hoon na

While the training for SParkites Inclue
T

The design of the training program can be undertaken only when a clear
training objective has been produced. The training objective clears what
goal has to be achieved by the end of training program i.e. what the
trainees are expected to be able to do at the end of their training. Training
objectives assist trainers to design the training program.
Training Design
The trainer Before starting a training program, a trainer analyzes
his technical, interpersonal, judgmental skills in order to deliver
quality content to trainers.
The trainees A good training design requires close scrutiny of
the trainees and their profiles. Age, experience, needs and
expectations of the trainees are some of the important factors that
affect training design.
Training climate A good training climate comprises of
ambience, tone, feelings, positive perception for training program,
etc. Training are conducted in board room.
Trainees learning style The learning style, age, experience,
educational background of trainees must be kept in mind in order
to get the right pitch to the design of the program.
Training strategies Once the training objective has been
identified, the trainer translates it into specific training areas and
modules. The trainer prepares the priority list of about what must

be included, what could be included.

Training topics After formulating a strategy, trainer decides
upon the content to be delivered. Trainers break the content into
headings, topics and ad modules. These topics and modules are
then classified into information, knowledge, skills, and attitudes.
Sequence the contents Contents are then sequenced in a
following manner: From simple to complex Topics are arranged
in terms of their relative importance
1)From known to unknown
2)From specific to general
3) Dependent relationship
Training tactics Once the objectives and the strategy of the
training program becomes clear, trainer comes in the position to
select most appropriate tactics or methods or techniques. The
method selection depends on the following factors:
1. Trainees background
2. Time allocated
3. Style preference of trainer
4. Level of competence of trainer
5. Availability of facilities and resources, etc

Improve performance
Training & Development is any attempt to improve current or future
employee performance by increasing an employees ability to perform
through learning, usually by changing the employees attitude or
increasing his or her skills and knowledge.
Meaning of training and development according to ABRL
The need for Training and Development is determined by the employees
performance deficiency, computed as follows.

Training & Development Need = Standard Performance Actual

Performance
Training: Training refers to the process of imparting specific skills. An
employee undergoing training is presumed to have had some formal
education. No training program is complete without an element of
education. Hence we can say that Training is offered to operatives.
Development: Development means those learning opportunities designed
to help employees to grow. Development is not primarily skills oriented.
Instead it provides the general knowledge and attitudes, which will be
helpful to employers in higher positions. Efforts towards development
often depend on personal drive and ambition. Development activities
such as those supplied by management development programs are
generally voluntary in nature. Development provides knowledge about
business environment, management principles and techniques, human
relations, specific industry analysis and the like is useful for better
management of a company.
The Training Inputs are Skills Education Development
Ethics Problem Solving Skills Decision Making Attitudinal Changes
Importance of Training & Development
1. Helps remove performance deficiencies in employees
2. Greater stability, flexibility and capacity for growth in an
organization
3. Accidents, scraps and damages to machinery can be avoided
4. Serves as effective source of recruitment

5. It is an investment in HR with a promise of better returns in future

6. Reduces dissatisfaction, absenteeism, complaints and turnover of
employees
Needs of Training
1. Individual level
2. Diagnosis of present problems and future challenges
3. Improve individual performance or fix up performance deficiency
4. Improve skills or knowledge or any other problem
5. To anticipate future skill-needs and prepare employee to handle
more challenging tasks
6. To prepare for possible job transfers
Group Level Training Needs Identification
1.

Organizational Goals and Objectives

2.

Personnel / Skills Inventories

3.

Organizational Climate Indices

4.

Efficiency Indices

5.

Exit Interviews

6.

MBO / Work Planning Systems

7.

Customer Satisfaction Survey

8.

Analysis of Current and Anticipated Changes

Benefits of Training needs Identification

2.

Trainers can be informed about the broader needs in advance

3.Trainers Perception Gaps can be reduced betweenemployeesand

theirsupervisors
4.Trainerscandesigncourseinputsclosertothespecificneeds
of the participants
3.

Diagnosis of causes of performance deficiencies can be done.

The process of Training at ABRL

Overall

SPARKITE
S

Training

Thetrainingmoduleisdividedinto2broadheads
1.OverallItincludegeneraltrainingsforoneandall
2.SparkitesThereareseparatetrainingsessionsfor
everysparkcandidate

Hr to circulate training calander and trails

the reminder

Feedback after each training

Maintaing a training request register

Coumpulsary seven steps of cashering
brush up

OHSAS ,FSMS,CSC, People charter and

CSS, excel, powerpoint training module to
be developed

Weekly OJT on cashering for 2 CSA from

each department

Process flow diagram of overall Training

On the job training on cube

One day manager - for every spark

candidate

Training on how to conduct appraisal

for L3,DH and SM every six months
Process flow diagram of Spark training Module

Soft skills training

Trainers Madyantika mehra & Gaurav
shukla

FSMS training

Customer Service charter training

Stress Management - Training

Career development
Career Development: Career Development means those learning
opportunities designed to help employees to grow. Development is not
primarily skills oriented. Instead it provides the general knowledge and
attitudes, which will be helpful to employers in higher positions. Efforts
towards development often depend on personal drive and ambition.
Development activities such as those supplied by management
development programs are generally voluntary in nature. Development
provides knowledge about business environment, management principles
and techniques, human relations, specific industry analysis and the like is
useful for better management of a company.

Leadershi
p
Program
Mentorin
g

Grievanc
e
redressal

Career
developme
nt

Career development Process flow diagram

a) Mentoring:
relationship

Mentorship
in

which

is
a

a
more

personal

developmental

experienced

or

more

knowledgeable person helps to guide a less experienced or

less knowledgeable person. The mentor may be older or

younger, but have a certain area of expertise. It is a learning

and development partnership between someone with vast
experience and someone who wants to learn.
Connect Mentors and Mentees
A productive mentoring relationship depends on a good match.
Matching is often one of the most challenging aspects of a
program. Participants will bring various competencies,
backgrounds, learning styles and needs. A great match for one
person may be a bad match for another.
Matching starts by deciding which type of matching youll offer in
your program: self-matching or admin-matching. Giving mentees a
say in the matching process by allowing them to select a particular
mentor or submit their top three choices. Self-matching is
administrative light, which in larger programs can be a huge plus.

Matching best practices start with a solid profile for all participants
(mentors and mentees). Critical profile elements include development
goals, specific topical interests, location, experiences, and matching
preferences. Thinking about how youll want to match people, or if youll
want them to save time by having them match themselves. For example,
you may want to match female leaders with younger female employees,
or experienced sales personnel with new recruits. For self-matching,
perhaps participants might like to connect with someone from the same
previous employer, or the same college. The more you know about your
participants, the better chance your participants will have for a great fit
and a happy, productive mentoring outcome.

L1 and L2 sparkites have DH

as their mentor
L3 Candidate to have store
manager as their mentor
Retail Next candidate to have
AOM as their Mentor
Retail ACENT CANDIDATE TO
have Coo as their mentor
All other employees to have
should have a mentor of their
next level .

Diagram of Mentoring overview at More

Mentoring - Sesssion

Career development programs

1.SPARK : At Aditya Birla Retail Ltd, believe in sparking change that is
meaningful and impactful. THE philosophy is developing own people and
enabling them to grow with us through a well-defined process of internal
recruitment.
With this vision clearly defined, a well-established program for career
acceleration called SPARK that helps our front-end staff grow with us
and build a successful retail career. Through SPARK ,ABRL channelize
the talent of every store employee towards making every customer's store
experience more memorable.
Specially designed keeping in mind the needs of varied store staff, such
as CSAs (Customer Sales and Support Associates), CSSs (Customer
Sales and Support Supervisors) and CSMs (Customer Sales and Support
Manager), SPARK sees them gain knowledge through on-the-job and
classroom learning so that their career growth is on the fast track to the
position of Division Head. With SPARK, a sense of importance is brought
to an employees role and behavioral skills are developed that help them
succeed in their career at ABRL.
ABRL believes very strongly in organic promotions and the SPARK
program is the natural extension of that, focused on giving every frontend employee the chance to build a career with ABRL that is long,
fruitful and rewarding. There are 2 batches each year ie. April & October
Eligibility:
1. Level 1 - CSA to CSS (6 months on board)
2. Level 2 - CSS - CSM (12 months on board)

In both the above cases Employee should have perfect

attendance record and no discipline issues.

Selection Criteria : It is purely bases on performance.

ProgramDuration
Level 1
6 Months of Class Room Training followed by 6 months of OJT
8 specific modules are covered during the class room training session
Level 2
6 Months of Class Room Training followed by 6 months of OJT
10 specific modules are covered during the class room training session

2.AarambhandAarohan:Creatingalearninganddevelopment
roadmapthatenablesengaged,committedandtalentedemployees
totransformtheircapabilitiesandtakeuplargerrolesisachallenge
allretailersface.ABRLhaspickedupthegauntletandrespondedto
thischallengewithcareeradvancementprogramsforourstaff
namedAarohan(forMiddleSeniormanagementstaff)and
Aarambh(JuniorMiddleManagementstaff).
Bothprogramsareplatformsfordiscussionandintrospectionwith

theleadershipteamatABRL,servingtoprepareeveryonefor
greaterchallengesintheareasofSupplyChainManagement,
Buying&Merchandising,Operations,Marketingandmuchmore.
Eachoftheseprogramsinvolvesanintense12monthdevelopment
curriculumthatisdeliveredthroughclassroominterventions,
workingonliveprojectsandeLearningprograms.These
interventionscoverbothFunctionalaswellastheBehavioral
aspects.
AarohanandAarambh havebeenwarmlywelcomedbyABRL
employees that are fully committed to boosting their careers
throughtheinnumerablegrowthopportunitiesaffordedtothemat
ABRL.

Aarohan

Retail Next and Retail ascent

RetailNext:RetailNexthasbeendesignedtogroomDivision
HeadsandhelpthemmakethetransitiontothelevelofStore
Manager.Thisisdoneviaanintensive1yearprogramthatincludes

elearningandexternaltrainingconductedattherenownedIndian
SchoolofBusiness(ISB)atHyderabad.
RetailAscent:RetailAscentisthenextstageoflearningforretail
employees that has been designed to groom Store Managers into
Area Operations Manager. This intensive 1 year program
disseminateslearningviaelearningandexternaltrainingsessions
thatareconductedattherenownedIndianSchoolofBusiness(ISB)
atHyderabad.

Creating Esteem in Leadership Program

Step one : Career development road map poster to be permanantly put

on canteen wall
2. All CEO /COO/Senior managent visits should inclue a
smallCHAI SESSION in the canteen with SPARKITES and
discuss their progess

Visit of Area operation Manager Mr. Sachin Parashar & Small

Chai Session with L1 candidate Mahesh
Step 2 : Canteen noticeboard should have the picture of all Spark
candidates
Step 3: Announcement of Spark candidates in Townhall meeting with
a special cake cutting ceremony .

Spark Celebration

Special cake for Sparkites

Sparkites & Birthday cake cutting

ceremony

Announcing the Spark results in Townhall

Meet

2.Grievance redressal A Grievance redressal register is maintained by

the store HR where all the details regarding greviences are recorded , the
nature of grievance solution offered abd deadlinne for issue solvance are
critical parts of this register.

Performance Appraisal
Performance management system (PMS) is the heart of any people management "
process in organization. Organizations exist to perform. Because of its people.
Performance management systems if properly designed and implemented can change
the course of growth and pace of impact of organizations. Performance management
is process of goal setting, mentoring, coaching and evaluating performance. This
system is important to the organization because the employees are accountable for
achieving results that are clearly tied to organizational goals. Information about
linkage between mission goal and individual accountability is reviewed during the
performance management process. The system also incorporates performance plans
which have specific business results with clear measures of performance
The system of Performance Management for an organization is a strategic and
integrated process that establishes a culture of sustained success by improving the
performance of the people who work in them and by developing the capabilities of
individuals contributors and teams.
Performance Management .

Aligns individuals goals to organizational goals

Is a tool to channel employee efforts in the right direction and get work done

Ensures clarity of role to be performed

Encourages feedback and creates an environment for development

Facilitates better understanding and rapport between manager and team members

Measures and assesses all performance against jointly agreed goals.

Performance management has two objectivesEvaluation objective: To provide feedback to individuals on their performance
levels and on current competency levels.
Performance evaluation and assessment of the readiness of an individual
to take on higher responsibilities
To generate data required for decisions on compensation, training etc.
Development objective: To counsel and coach subordinates so that the
improve their performance and develop competencies
To motivate subordinates through recognition and support
To strengthen supervisor subordinates relations
To diagnose individual and organizational competencies, so that actions
can be taken on problem areas
To define the training requirements based on individual competency

Performance Management System

Performance Assessment

Compensation Management

Promotion/ Upgradation

Job rotation and Transfer

Training and Development

Introduction to POORNATA
POORNATA is a Group wide People Soft HRMS 8.9 implementation
project. \ The purpose of this project is to implement HR policies through
a system driven program, to achieve organizational objectives.
POORNATA is implemented across 78 domestic units and 26 units
overseas. It covers all management cadre employees across the group and
all employees for transworks, approximately 1600 employees.
Objectives
Poornata automates and standardizes HR processes across the
group for all management cadre employees.
Poornata introduces best- in- class HR processes through out the
group.
Poornata gives employees access to data which was hitherto
available only to the HR department and thus enables them to plan
their own development.

 Poornata also gives managers access to information about their

direct reports and thus enables managers to plan the development
of their direct reports more proactively.

Scope of POORNATA
Modules included in POORNATA are:

Recruitment

Workforce Administration

Position Management

Compensation

Performance Management System

Enterprise Learning Solution

Talent Management
Significance of POORNATA

12. Employees
Empowers employees by making development self driven.
Creates career opportunities for employees by enabling knowledge
sharing of likely vacancies and jobs amongst varied businesses.
13. Business
Delivers faster services.

 More- database decision-making.

Put Line Managers in control of People and development.
14. Group
Takes the group to a league of Global Organizations with cutting
edge HR-ERP operational that enables seamless delivery of
common HR processes a diversified multi location group.
Builds employer brand.
15.HR Department
Enables faster service delivery.
Facilitates continuous improvement.
Builds a more professional image.
Makes HR department more data driven.
The online Human Resource Management System at ABRL is called as
POORNATA .This on- line Performance Management system enables the group to
proactively manage their performance appraisal .The module delivers maximum
business benefit by helping an employee and manager to set goals and track them on
an ongoing basis.
The Performance Management business process includes the following basic steps1. Identification of goals for the next year.
2. Review of performance against goals set for current year.
This guide is both a reference tool for use in your day- to- day role and also a training
manual. It is a common appraisal process, an automated, system driven; goal focused
and standardized process across the group. Performance management at Aditya Birla
Group will be focused to-

1. set goals for coming financial year

2. half- yearly review of performance
3. Annual appraisal.

Performance Management system includes the following basic processes:

1. Annual goal setting: in the months of April/may every year, after the annual
planning and budgeting rounds, all teams will identify their KRAs and Goals for
the forthcoming financial year. This process will largely happen off-line. An
employee will fill in his Goal Setting Document in , listing the KRAs, Goals, and
Measurement Criteria and due date for completion of specific goals. He will then
notify the same to his manager. The Manager recommends changes and approves
the document. The approved document is available to the employee and his
manager for reference throughout the year.
Organizational Goal Setting:

Start

Senior
Management
sets
Annual
Organizationa
l Goals

Function
Head
sets
Annual
Departmental
goals

Employee
with Manager
sets Individual
goals

Individual Goal Setting:

B

Employee and
Manager get a
Employee
sets
view only access
goals and assigns
of
the
job
weightages
and
description
measures
Various Modules in POORNATA
while assigning
1. Personal Information :

Manager agrees
Goal setting
document is
finalized

Employee self service- employee self service is used by the employees to view and
update their own information in POORNATA. Information pertaining to Name,
address, marital status, education, honors and awards, languages, licenses,
memberships, email-id , phone numbers, emergency contacts. There are 3 kinds of
processes to update information through employee self service.

Process without approval or notification

Employee
updates
a. Phone number

Database updated

b .Email address
c.
Emergency
contact number
This updating of information does not need the approval of HR administrato

Process with HR notification

Employee
updates
a. Education

Database updated

b.
Honors&
awards
c. Languages
d.
Licenses&
certificates

Supervisor
notified

HR
administrator
notified

e. Memberships

Process with HR approval

Employee updates
a. Name
b. Address
c. Marital status

HR to approve
Database
updated

Employee
notified

Name- employee submits a name change request online, he/she must provide
sufficient proof to the concerned HR manager to get an approval like, marriage
certificate, divorce certificate.
Manager self service- the e-Profile manager desktop in POORNATA is a web based
application that allows the managers to view personal and job related data of all the
employees to them. The manager can view the details of the employees reporting to
them with the help of manager self service. Following details can be viewed by a
manager using manager self service Name, address, marital status, education,
honors& awards, languages, licenses, membership, email ID, phone numbers,
emergency contacts.
Manager selects
the
employee
whose data he/she
wishes to see

Manager clicks
on
the
hyperlinks
to
view the data

2. Recruiting:
Manager self service- creating a job opening, the hiring manager is typically a line
manager who is of a department head and above level. The process flow is as follow
Hiring manager initiates job
opening
Adds job details: BU,
Position, Location, Salary,
Staffing & hiring team
information
System sends job opening
details to the supervisor of
the hiring manager for
approval

Employee self service- The process flow is as followsEmployee views job details
posted in portal

Employee applies by filling

online application form
Employee submits
application form

The employee views the job postings on the careers page through self service.
3. Interview calendar and Evaluation
Employee self service- recruiter schedules interview for an applicant
a. Interview calendar
b. Interview team schedule
c. Interview evaluations
-

job band 10 & above

job band 7,8 &9

job band 4,5 &6

job band 3 & above

3. Enterprise learning solution:

Employee self service- POORNATA that enables, the group to proactively manage
their learning environment, ensuring that employees acquire knowledge and skills,
consistent with corporate objectives. Employee learning solution will focus on
session based trainings. Employee learning solutions process at Aditya Birla Group is

used for entire range of end- to- end training process. The objective is to standardize
and automate training processes across the group-

to create and foster a learning culture.

to enable the learners to plan and review their learning.

In employee learning management system employee can enroll himself to an activity

according to the training needs identification and objectives assigned to him. His/ her
manager will approve or decline the activity to be attended by him / her .If approved
then learner can attend the activity.
Manager self service- manager can browse or search the catalog for activities and
programs in which to enroll and register any team member directly reporting to them.
They can add activities to employees learning plans and enroll the employees in the
planned activities later.
4. Talent management system:
Purpose- the Talent Management system (TMS) within Poornata enables the group to
proactively manage talent. The module delivers maximum business benefit by helping
a Manager to assess competencies and track them on a going basis. The talent
management business process as envisaged in the system focuses on the potential and
competencies associated with the role of the employees.
Competency Evaluation Cycle- competency evolution form will include evaluation
of the employee on set of competencies which are attached to his/her job profile.
Each position will be linked to a job profile where competencies will be defined
based on the current role and responsibilities.

Manager will evaluate the

employee on the pre
defined
competencies
defaulting
in
the
competency
evaluation
form and give potential

Reviewer
Submits the
document
for approval
to
the
reviewer

Reviews

Appraisal at Aditya birla retail ltd is divided into 3 basic components

1) Pre Appraisal
2) Appraisal
3) Post appraisal

Pre
apprais
al

Apprais
al

Apprais
al

Post
apprais
al

Pre Appraisal 1. DIVISION HEAD to ensure filling out goal setting

document of the employee within first week of joining ( Annexure )
2. Communication about SWOT : reporting manager to do swot
analysis of employee and communicate the same at the time of goal
setting.

3.CriticalIncidentlog: A critical incident is a thought provoking

incident. This may be a situation where an error was averted or when
something went particularly well. It may involve a patient interaction, a
team discussion, a news report on health care, or any other thoughtprovoking occurrence . Division Head needs to ensure that all the critical
Incident logs are filled and documented . The formal of critical Incident
log is :
Employee code

Name if the

Positive actions

candidate

Areas of
Improvements

3. Self evaluation form : Each employee needs to fill the self evaluation
form .
4. Review: Store manager reviews the goal setting for every CSS and
above , along with their division heads
Appraisal Appraisal begins with the discusssion of of self evalution
by reortee & Predecided KRAS
Reportee is given tiem to put forwardher views, facts,figures,
explanatiion concers or roadblocks during appraisals.
Communication :Appraiser hostely commincate the performance ,
strenghts and weakness of the reportee and discuss the development
plan at the end of appraisal.

Appraisals

MidYearAppraisal- conducted for the performance period April to Sep. The

Primary

Appraisals

goal for conducting this is to provide feedback to employees with an update on

their progress and what is expected of them. (Annexure10.1)

(2)FinalAppraisal- conducted for the performance period April to March. This is a

final evaluation of the employees performance Which will establish his / her
work done for the entire year? Promotions and increments are based on the fina
appraisal ratings.
TheKRAParameters
1. Financial 2. Process
3. Customer Service4. People & Organization Development
FinalevaluationisbasedonaRatingscaleof1to5
1 = Far Below Expectation 2 = Below Expectation
3 = Meets Expectation4 = Exceeds Expectation5 = Far Exceed Expectation

Post appraisal Once the appraisal is over Appraiser informs Human

Resource manager to chalk out a trining program for the reporteee.

Exit

Employee exit management is the process used by ABRL to terminate

employees in a professional manner. It applies to employees who have
resigned and those that have been terminated by the company.
An employee may resign during probation or after confirmation subject to
the notice period. Notice Period to be served:
During Probation - 7 days for all employees.
After Confirmation - CSA to CSS 30 days- CSM and above 90 days
Absconding employees :In the event that an employee has been
absconding. HR needs to ensure completion of the following mandates:
Step 1Sends the first notice (Annexure )
Step 2In case of no response, sends the second notice (Annexure)
Step 3In case of no response, sends the second notice (Annexure )
HR to ensure all resignations are to be closed with in one week of
submission.
Only on completion of the Exit Formalities as per norms the employee
will be eligible to collect the following;
(a) Resignation Acceptance letter(b) Relieving and Experience
Certificate(c) Full and Final settlement in cheque, which would
include the last working months salary.

Exit Interview - An exit interview is a survey conducted with an

individual who is separating from an organization. From the
employer's perspective, the primary aim of the exit interview is

to learn reasons for the person's departure, on the basis that

criticism is a helpful driver for organizational improvement.

Store manager takes exit interview and employee fills an online

exit form .

Full and final settlement : F& F process will begin only once employees
completes the exit formalities, ie. Exit Clearance Form & Talent Exit
Form
Details of exit employees to be mailed to Allsec team for F&F
calculation.
All the exits for the month whether resignation or termination needs to be
updated in Allsec.
Allsec will provide the store HR with F&F calculation.
The F & F calculations record from Allsec should be verified. If all
calculations are correct, then JV needs to be requested from Allsec.
F & F calculations from Allsec needs to be forwarded to the Payroll team.
(It is also mandatory to include 3 columns at the end of the F & F
Calculation sheet. This confirms release of any salary that was earlier
kept on hold.)
Columns should be(i) Salary Hold for the month (ii) Salary Hold amount
(iii) Final Payable amount
(Net Payabale from Allsec + Hold Salary -- ie. Column B)
The Payroll department will release payment within 7 days through Bank
transfers.
In case a particular employees salary has not been transferred, it would
need to be escalated immediately.

Bidding Adieu Last day of work

1. Experience letter to be given by HR
2. Cake cutting ceremony in the presence of SM/AOM, wishing
employee best wishes for the future.
3. Store Manager gives the employee a Thank you mug with More
megastore printed on it

Bidding Adieu to Store manager

CompensationPhilosophyofthe

moreMegastore
It is an outcome of what the Organization would like to pay for, which is
determined by external and internal factors. All the processes are aligned
to reinforce the philosophy. The company views compensation not only
as something that reflects on the pay slip or in the CTC (Cost To
Company) but also they are concerned about overall employee well being
though they may not put any monetary value on items like Scholarships,
Club membership, Retirement benefit, Health and Accident coverage.
The Groups approach towards various aspects of compensation focuses
on: Pay for performance (Variable Pay)
T Rewards stretch performance which is linked to business, team and
T

Pay for the job

Internal equity based on contribution to the organization

External benchmarking

Relevant industry segment and people market

Parameters beyond compensation: head count/ level/ reporting
Individual profile and performance
To be market aware, not blindly follow market practices
Compensation structure

Three major terms used in the companys compensation:

1. Fixed Cost: It is the fixed component of the salary that is committed to

an employee and is paid on monthly / annual basis. This includes base

salary, all perks and reimbursements and retrials such as PF, Gratuity and
Superannuation.
2. Variable Pay: This is the variable component, payout of which is
contingent on Business, Unit/Zone and Individual performance. Targets
for the year will be fixed and communicated at the beginning of every
performance year
3. Cost to Company: This is a sum of Fixed Cost and Variable Pay.
CTC is decided based on designation, qualification and experience.
4.Special bonus : Special bonus are given to the skilled workforce.

Overview of other functions

Leave and attendance Management: All the confirmed employees are
entitled to get
1.All Purpose Leave
All confirmed employees are eligible for 21 days All Purpose leave.
TThese can be availed only once the employee has earned them
(i) 1.75 days per month (Confirmed Employee)
(ii) 6 days total (Non - Confirmed Employee)
2.Birthday Leave
1. All confirmed employees are eligible for Half Day leave on their
wedding anniversary .
2. Reporting Manager to be informed a week in advance Leave will
lapse if not taken on that day.

Maternity Leave: All confirmed married women employees are eligible

for 84 days (12 weeks) maternity leave.
Maternity leave request will need to be supported with a medical
certificate from a medical practitioner from the ESIC dispensary.
Employee to claim reimbursements of salary + medicals through
ESIC. This will only be applicable if the employee is treated in the
ESIC hospitals.
3. Apprentice leave : 13 days Leave

2. Attendance: Attendance records are Kept in Time keeper and

Shift scheduling is done through Kronos.
3. Uniform Administration: Uniform inventory

check,

documentation of issue kit, reissue etc.

4. Salary Processing:
1

Salary cycle to be communicated to all new joiners

The salary is paid to the Employee from 1st to 30th of every month but for calculation
purposes the attendance to be considered is from 21st of the previous month to 20th of
the current month

Manual Attendance Register & TAS to be crosschecked prior to processing salaries.

Discrepancies to be escalated and resolved

4.
5.

Sending payroll Data to HO

Distribution of salary slips and solving queries if any.

Project -2
Attrition
Analysis

Project 2
Attrition Analysis
DEFINITION: ATTRTION

Attrition is defined as the" reduction in the number of employees through

retirement, resignation or death". Attrition, also known as employee
churn, employee turnover, or employee defection, it is an Industrial term
used to describe loss of employees or Man power. Attrition is pretty high
in the industry these days. Attrition is a universal phenomenon and
noindustry is devoid of it, attrition rate in the retail industry is found to be
20.2%. Deficiencies like inability to influence employee perception of
growth; not aligning employees to roles based on their individual talent,
inflexibility in leadership styles, are causing conflicts at a very intrinsic
level, resulting in knowledge employees choosing the proverbial easy
way out.

1.3 BACKGROUND OF THE TOPIC

In the best of worlds, employees would love their jobs, like their coworkers, work hard for their employers, get paid well for their work,
have ample chances for advancement, and flexible schedules so they
could attend to personal or family needs when necessary. But then
there's the real world. And in the real world, employees, do leave,
either because they want more money, hate the working conditions,
hate their co-workers, want a change, or because their spouse gets a
dream job in another state. The high percentage of females in the
workforce (constituting 30-35 percent of the total), adds to the high

attrition rate. Most women leave their job either after marriage or
because of social pressures caused by irregular working hours in the
industry. All this translates into huge losses for the company, which
invests a lot of money in training them. Many experts are of believe
that all these challenges can turn out to be a real dampener in the
growth of this industry. This only raises the responsibility of "finding
the right candidate" and building a "conductive work environment",
which will be beneficial for the organization. This study can help the
management to know where the company is lagging behind and helps to
improve its internal environment. The project throws light through valuable

suggestion to decrease attrition level in the organization. This study

can help the management to find the weaker parts of the employee
feels towards the organization and also helps in converting those
weaker part in to stronger by providing the optimum suggestions or
solutions.
STATEMENT OF THE PROBLEM
The current high attrition rate is increasing work load of HR department
of any company to recruit employee more often and find strategies to
retain them. Losing your old employees also affects productivity of
company as training new employees takes time and their efficiency is
lesser in beginning days of their work. This projects aim is to find the
attrition reason and list out possible suggestion for ABRL. Currently
ABRL is spending significant amount of resources of training and
recruitment due to higher attrition rate of 8% approximately.
3. OBJECTIVES OF THE STUDY
The first step in any research is deciding what we want to learn. The
objectives of the project determine whom we will survey and what we
will ask them. If our goals are unclear, the results will probably be
unclear. Objectives are the keys to help proceed forward in any research.
Primary objective

To assess the key reasons why attrition occurs, since the attrition rate
showed an increasing rate in the previous years.
Secondary objective
To identify whether the attrition is due to external or internal factor.
To analysis the dissatisfaction level of employees in the
organization.
To study the needs of employee in the organization.
To study about the needs and requirement of the company.
To provide the corrective measure to the organization.
SCOPE OF THE STUDY
The study is being done in the Aditya Birla Retail Limited, Indore
The study covers all aspect of attrition and also the need of human
resource development
It is to check the reason for attrition & offers recommendation to
reduce attrition rate.
SOURCE
Study was done based on the data collected from both primary and
secondary sources. The primary source of data collection is taking
feedback from employees, through Store Health Survey. Secondary data
collection is usually browsing the existing data to find data required for
subject study.
Primary Data: Primary data are the data that are collected directly, in
other words the data collected for the first time. It may be through
personal interview, questionnaire or observations etc Primary data for this
project was collected with the use of questionnaire and telephonic
interview with the company employees.
Secondary Data: Data is gathered from the books, annual report, and
internet and company website, referring several books and previous
project reports, referring company brochures and Journals.
RESEARCH DESIGN
A research design is the arrangement of conditions for collection and
analysis of data in a manner that aims to combine relevance to the

research purpose. The research design is the conceptual structure within

which research is conducted; it constitutes the blueprint for the collection,
measurement and analysis of data. The design includes an outline of what
the researcher will do, from writing the hypothesis and its operational
implications to the final analysis of data.
Research designs can be broadly classified into three types, they are:
1.
Exploratory research design
2.
Descriptive research design
3.
Casual research
Design opted- Descriptive research design:
This is a descriptive study that aims at studying the reason for
attrition at Aditya Birla retail limited.
SAMPLE DESIGN
It includes questions on attrition. The question asked during the
interactions is framed in such a way that it is easier for employees to
answer. It does not affect their personnel values or affect the
organizations image. It only calls for honest opinions.
4.4 RESEARCH MEASURING TOOL/ INSTRUMENT
For the analysis of collected data the following measuring tool is used.
Questionnaire
4.5 THE FOLLOWING SAMPLING PARAMETERS WERE
USED
The respondents are employees of the ABRL. One of the units in which
an aggregate is divided or regarded as divided for the purpose of
sampling. Each unit is being regarded as individual and invisible when
the selection is made. The definition of the unit may be made on some
natural basis. The term sample unit is sometimes used in synonymous
sense.
4.5.1SAMPLE UNIT:
Front end employees of Aditya Birla Retail Limited.
4.5.2 SAMPLE SIZE:

The sample size taken up for the study was 130 respondents.
4.5.3 SAMPLE TECHNIQUES
Random sampling has been adopted for the study
4.5.4 PLACE OF STUDY: Aditya Birla Retail Limited, Indore
4.5.5 PERIOD OF STUDY: 2 weeks
4.6 STATISTICAL TOOLS USED FOR DATA ANALYSIS
Statistical tools were used to analyze the data and to obtain the
conclusion with minimum scope for error. The tools used in this
research study are:
Percentage analysis- A percentage is the top part of
a fraction whose bottom part is 100. Percentage is a
way of expressing numbers as fraction of 100 and
is often denoted using the percent sign %.
Column charts have been used for data interpretation.
Pie charts have been used for data interpretation.
4.7 SOFTWARE USED FOR DATA ANALYSIS
The software used for data analysis and representation was
1. Microsoft word
2. Microsoft excel
5. LIMITATIONS OF THE STUDY
1. The study is restricted only to Aditya Birla retail limited, Indore
2. The duration of the project was 8 weeks which was another
constraint.
3. Analysis of data collected through questionnaire is done on the
assumption that the respondents have given correct information.
4. Limited time given by the candidates for conversation.
5. Respondents tried to avoid answering few questions in the
questionnaire.
6. All the data given by the respondents are through telephone and may
not be true.

7. Few respondents were unclear with the questions due to lack of

interest.
8. Mindset of employee may vary depending upon their age, gender,
income etc.
9. People mind set about the survey was an obstacle in acquiring
complete information & positive interaction.
10.Respondents were very busy in their schedule. So it was very time
taking process.
Data Interpretation :
1.Goal Alignment :
Q1.I understand how my work is connected to my Business' overall

goal/objective.
120%
100%
80%
Agree

60%

Disagree
40%
20%
0%
Goal alignment

3. What are your reasons for joining Aditya Birla Retail

Ltds More megastore?

60%
50%
40%
30%
20%
10%
0%
More reputation to work

Unemployement

4. If You plan to leave More what

reasons for leaving?

will be your

120%
100%

98%

80%
60%
40%
20%
2%
0%
Agree

30%

40%

6%
2%
2% 20%

Disagree

0%
Neutral

Higher Pay

Better job
opportunity

Conflict with
supervisor

Conflict with other

employees

Conflict with
managers

Family and personal

reasons

Relocation/Move

Work Pressure

Shift Irregularity

ABRL offers great career growth opportunities to its

employees via SPARK& Retail Next Programs
120%
100%

98%

80%
60%
40%
20%
2%
0%
Agree

Disagree

0%
Neutral