Human Resource Management

A PROJECT REPORT ON HR Policies followed by

BRAND FACTORY`
A venture of Pantaloon (I) Retail Ltd
Submitted to : Prof. Roshni Tijoriwala
Submitted by:
Ruhan masani- NR15072
Venkatesh talreja- NR15162
Darshan chandariya- NR15018
Nandini yadav NR15183
Chahat gohil NR15037

Table of contents
Sr. No.

Topics

1.

Introduction

2.

Companys profile

3.

Companys hr policy

4.

Hr concepts

5.

Conclusion

6.

Limitations

7.

Bibliography

Page no.

Introduction
The human resources of an organization consist of all people who perform its activities. Human
resource management (HRM) is concerned with the personnel policies and managerial practices
and systems that influence the workforce. In broader terms, all decisions that affect the
workforce of the organization concern the HRM function.
The activities involved in HRM function are pervasive throughout the organization. Line
managers, typically spend more than 50 percent of their time for human resource activities such
hiring, evaluating, disciplining, and scheduling employees. Human resource management
specialists in the HRM department help organizations with all activities related to staffing and
maintaining an effective workforce. Major HRM responsibilities include work design and job
analysis, training and development, recruiting, compensation, team-building, performance
management and appraisal, worker health and safety issues, as well as identifying or developing
valid methods for selecting staff. HRM department provides the tools, data and processes that are
used by line managers in their human resource management component of their job.
Activities of Human Resources Management
The activities performed by HRM professionals fall under seven major domains:
(1) Organizational design,
(2) Staffing,
(3) Performance Management and Appraisal,
(4) Employee and Organizational Development, and
(5) Reward Systems, Benefits ad Compliance
(7) Grooming

Companys profile
Vision :
To emerge as the best and the
most profitable retailer in India

Mission :
"TO SPEARHED HIS COMPANY TO BE THE
FINEST AND THE MOST PREFERRED CHAIN
IN RETAILING

Future Group is one of the countrys leading business groups present in

retail, asset management, consumer finance, insurance, retail media, retail
spaces and logistics. The groups flagship company, Pantaloon Retail (India)
Limited operates over 10 million square feet of retail space, has over 1,000
stores and employs over 30,000 people. Future Group is present in 61 cities and
65 rural locations in India. Some of its leading retail formats include, Pantaloons,
Big Bazaar, Central, Food Bazaar, Home Town, eZone, Depot, Future Money and
online retail format, futurebazaar.com. Future Group companies includes, Future
Capital Holdings, Future Generali India Indus League Clothing and Galaxy
Entertainment that manages Sports Bar, Brew Bar and Bowling Co. Future
Capital Holdings, the groups financial arm, focuses on asset management and
consumer credit.

The group considers Indian-ness as a core value and its

corporate credo is- Rewrite rules, Retain value.

HRM policies at Brand Factory

1. Working hours and store timings:Every employee has to adhere to respective store timings.
2. Break Timings:

Tea Break Morning - 15 minutes

Lunch Break 30 minutes

3. Tea Break Evening:- 15 minutes

4. Late Coming/Absence:

If employee is noted to be 15 mintues late on 3 occasions in a month, without authorization,

then it will be automatically treated as day Leave.

If for any reason you are going to be late or absent, you are responsible to keep your DM /
ADM informed.

5. Probation & Confirmation

All new recruits will be on probation for 6 months.
Trainees to be on a period of 6 months.
The probation period will be used to establish whether the person has acquired the requisite

knowledge and skills for permanent placement in the country.

In the event when an employee under probation does not come up to the expectations after

the assessment then the probation period would be further extended by 3 months.
There will not be any revision in salary at the time of confirmation Leaves

The annual cycle for the purpose of leave will be 1st July 30th June.
Eligible for 30 days - ALL PURPOSE LEAVE
Employees can avail advance of 7 days of all purpose leave during probation which will be

adjusted against their leave balance.

Leave accumulation will be permissible up to a period of 90 days.
Only 15 days can be carried forward to the next year.
Maternity leave - 84 days maximum on completion of 160 days.

6. Provident Fund (P.F.)

12% Of Basic as employers contribution towards Provident Fund.

The employee will be required to contribute a similar amount (12% of Basic) towards PF.

7. Employees State Insurance Corporation (E.S.I.C):

4.75% Of Gross as employers contribution towards ESIC.

The employee will be required to contribute 1.75% of the gross ESIC.

8. Gratuity Scheme:A) Under Gratuity Act 1972 - 5 Years

To extend a discount facility to employees of Future Group

Feel pride to wear and use Company owned product.
To be brand Ambassadors

B) Pantaloon Shishya
This program is aimed at self development of FUTURE GROUP employees to enhance
their skill sets by taking up educational courses in a part-time or distance learning
(correspondence) capacity thus enhancing their productivity and adding to organizational value.
C) Seekho

To enable employees to enhance their skill sets by taking up educational courses thus

enhancing their productivity and adding to organizational value.

To aim at self-development of employees

D)Pantaloon Foundation

Background: Each of us spend a large proportion of our lives at work with our colleagues

who become a second family away from home.

It is important that all our employees feel that this too is a family that cares for them and will
be there for them in their time of need.

E)Benevolent Loan

To facilitate financial support to employees within specified parameters in connection with

basic living requirements.

F)Salary Advance

To provide assistance to the employee to meet his immediate financial requirement or any

emergency.
G)Celebrations
Gift Voucher on Wedding & New Born Baby
H)Long Service Award Policy
To recognize, encourage and reward the long-term contribution and commitment made by
the employees for the growth of the Organization.
I)Mediclaim
Covers hospitalisation expenses for illness, disease or accident

J) Mobile Phone

To take care of the communication needs for business and exigencies

Hr concepts

Recruitment and Selection

RECRUITMENT:-Recruitment is the process concerned with the identification of sources from
where the personnel can be employed and motivating them to offer themselves for employment.
Wether and Davis have defined this as follows; Recruitment is the process of finding and
attracting capable applicants for employment. The Process begins when new recruits are sought
and ends when their applicants are submitted. The result is a pool of applicants from which new
employees are selected.
Lord has defined, Recruitment is a form of competition. Just as corporations compete to
develop, manufacture, and market the best product or service, so they must also compete to
identify, attract and hire the most qualified people. Recruitment is a business, and it is big
business. Thus, recruitment process is concerned with the identification of possible sources of
human resource supply and tapping those sources.
Manpower Planning

Job Analysis

Recruitment

Selection

Placement

SELECTION:-Selection can be conceptualized in terms of either choosing the fit candidates, or

rejecting the unfit candidates, or a combination of both. Selection involves both because it picks
up the fits and rejects the unfits. In fact, in Indian context, there are more candidates who are
rejected than those who are selected in most of the selected processes. Therefore, sometimes, it is
called a negative process in contrast to positive program of recruitment.
Stone has given a formal definition; Selection is the process of differentiating between
applicants in order to identify (and hire) those with a greater likelihood of success in a job.

SELECTION AND RECRUITMENT AT BRAND FACTORY

Activity
Activity

Responseblity

Float Vacancies

Operations/ Business
Development

Float Vacancies

Sourcing Profiles

Interview Round

Human Resources

Functional Manager/HR

Selection & Offer

Human Resources

Warm-up & Joining

Human Resources

RECRUITMENT AND SELECTION PROCESS FLOW CHART OF BRAND FACTORY

VACANCY

OLD SITES

NEW SITES

UNDERSTAND THE JOB

DESCRIPTION FOR THE POSITION

CV COLLECTION
(CV DATABANK / DIFFERENT SOURCE)

CV VALIDATION, SHORTLISTING AND INTERVIEW

CALL TO CANDIDATE THROUGH PHONE THROUGH
REFERENCES HR ROUND

HR ROUND

CANDIDATE RATING SHEET

TEST
TECHNICALINTERVIEW

STORE MANAGER /DOCUMENT

VERIFICATION

OFFER LETTER

JOINING AND
INDUCTION

GROOMING
Grooming of the staff plays a very important role in having

customers impression about the

organization . A customers impression of an organization comes from or her impression of the

people who make and represent the organization.
A smart , well groomed sales person makes a positive impression. Personal presentation should
be in good taste. An upright posture made conveys physical fitness and positive attitude.

Grooming standards at Brand factory:HAIR:

1.
2.
3.
4.
5.
6.
7.

Well cut neat hair at all times.

Modest ,neat ,simple and manageable hairstyles.
Hair kept off the face.
Single hair colour no artificial hair colour.
Hair spray to keep hair in place.
Black coloured Pins, Clips, hairband etc.
Always comb hair before commencing duty, never in front of customers.
Jewellery/Accessory:

1.
2.
3.
4.

When worn with uniform must be of good quality & simple design.
Avoid bright colored or plastic jewellery / accessory.
Jewellery for ankles & nose must NOT be worn with uniform.
Pointed/sharp edged setting on jewellery/accessory may cause injury to self & others & may
even damage products.

HANDS MEN & WOMEN:

1.
2.
3.
4.

Hands during duty are in constant view of the customers.

Hands are used continuously to handle merchandise.
It is important to take care of hands & keep them clean & free of any stains at all times.
Nails must be of conservative length & NOT chipped or too long.

5. Nail polish if worn by women, must be of pastel shades & NOT chipped at any time .
PERSONAL HYGIENE:
1. As sales staff we are in constant touch with our customers.
2. It is important that we take utmost care to appear clean, well groomed & hygienic when serving
3.
4.
5.
6.

them.
Daily bath/shower is a must for all.
A very light fragrance may be used.
Teeth braces must NOT be worn.
Regular dental cleaning & treatment of stained or discolored teeth.

Performance appraisal
A performance appraisal, employee appraisal, performance review is a method by which the job
performance of an employee is evaluated in terms of quality, quantity, cost, and time typically
by the corresponding manager or supervisor. A performance appraisal is a part of guiding and
managing career development. It is the process of obtaining, analyzing, and recording
information about the relative worth of an employee to the organization. Performance appraisal
is an analysis of an employee's recent successes and failures, personal strengths and weaknesses,
and suitability for promotion or further training. It is also a tool of judgment of an employee's
performance in a job based on considerations other than productivity alone.
Objective of a performance appraisal are to:

Give employees feedback on their performance.

Identify the employee training needs.
Document criteria used to allocate organizational rewards.
Make decisions on salary increment, promotions, disciplinary actions ,bonuses, etc.
Provide the opportunity for organizational diagnosis and development.
Facilitate communication between employee and administration.

Validate selection techniques and human resource policies to meet federal

Employment Opportunity requirements.

To improve performance through counselling, coaching and development

Equal

Methods of Performance appraisel : The most popular methods used in the performance
appraisal includes the following:1. Critical incident method.
2. Weighted checklist method.
3. Paired comparison method.
4. Graphic rating scale.
5. Essay evaluation method.
6. Behaviorally anchored rating scale.
7. Performance ranking method.
8. Management by Objectives (MBO) method.
9. 360 degree performance appraisal method.
10. Forced ranking (forced distribution) method.
11. Behavioral observation scale.
12. Appraisal by superiors.
13. Self appraisal method
Important points for SELF-APPRAISALS

Behonest.
Be objective
Positive attitude
Cover all the aspects
Seek future responsibilities

PERFORMANCE APPRISAL AT Brand Factory

OBJECTIVES
Data relating to performance assessment of employees arc recorded, stored. and used for
seven purposes. The main purposes of employee assessment are:

To effect promotions based on competence and performance.

To confirm the services of probationary employees upon their completing the

probationary period satisfactorily.

To assess the training and development needs of employees.
To decide upon a pay raise where (as in the unorganized sector) regular pay scales

have not been fixed.

To let the employees know where they stand insofar as their performance is
concerned and to assist them with constructive criticism and guidance for the

purpose of their development.

To improve communication. Performance appraisal provides a format for dialogue
between the superior and the subordinate, and improves understanding of personal
goals and concerns. This can also have the effect of increasing the trust between

the appraiser and the apprise.

Finally, performance appraisal can be used to determine whether HR programmes
such a selection, training, and transfers have been effective or not.

Brand factory Conducts appraisals:

At the end of the year Appraisals are based on Balanced Scorecard, which tracks the
achievement of employees on the basis of targets at following levels :
1. Core values of the company: The seven Core values of the company have 15
percent weight age in the appraisals.

2. Competencies: Competencies of the employee have 15 percent weightage in the

appraisals.
3. Key R Area: The weightage given to KRAs is 70 percent.
The weightage given to each attribute is based on the function the employee performs.
Based on their individual achievements, employees are rated on a scale of one to five (five =
superstar). If employees get a low rating (less than two) in two consecutive appraisals, the
warning flags go up. If the poor performer continues getting low scores then the exit option may
be considered.
Over the years Pantaloon has found the pattern that leads to the maximum decline in
performance - boredom. If employees work for more than two years on the same project
typically either their performance dips or they leave the organization. To avoid that, Company
shuffles its employees between projects every 18 months or so.

Conclusion

Here are some conclusions drawn from the data:

Most of the employees are satisfied with the recruitment and selection process
initiated by the company.

Most of the employees are satisfied with the Induction process they receive in the
company.

Employees feel that the Induction programs are carefully designed and
appropriately match with the expectation of the new joinee.

Still some employees feel that the time taken to complete the interview process is
more and should be reduced.

Employees are much aware about the grooming standards of the organization and
follow them.

Performance appraisal motivate the employees to perform better.

Limitations

Following are the limiting factors:

Collecting information from people during the working hours was difficult.

Due to work shifts it was difficult to approach the employees.

Some employees did not have in depth knowledge about their work and were not able to
give relevant information.

Most of the employees were hesitant in giving frank opinions and answer during
personal interview.

Time constraint is one of the limiting factors.

Bibliography

Websites:

www.pantaloonretail.in/

www.thehindubussinesline.com

www.performanceappraisal.com

www.bussinessballs.com>humanresouce

www.icrmindia.org/casestudies