Beruflich Dokumente
Kultur Dokumente
Submitted by-
MONIKA SINGH
Roll No-180013170050
Session 2017-2019
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PREFACE
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As a part of our course curriculum I had to go and prepare a field study report on my topic
RETAIL”.
I want to express my gratitude for the experience and practical knowledge that I earned during
BUSINESS AT RELIANCE RETAIL. In this report I had presented my great experience in the
form of words. In making the summer training project report theoretical knowledge was needed
more than the practical which was given to us by our mentor in my institutes. In the market the
experience relating to the practical knowledge was very good which realized me about the real
The report flows logically consisting of a questionnaire. I hope that the findings and the
suggestions will help the company, confidently to formulate its strategy in comparison to its
new things which will be helpful to me during my summer training work at Reliance Retail. I
have tried my level best to make this report a reader friendly & also did my level best to fulfill
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DECLARATION
I hereby declare that the summer training report entitled “A STUDY ON EMPLOYEE
ENGAGEMENT IMPACT ON BUSINESS”AT RELIANCE RETAIL Private Limited
submitted by me to University Of Lucknow, in partial fulfilment of the requirement for the
degree of MASTER OF BUSINESS ADMINISTRATION (MBA)is a record of bonafide
project work carried out by me under the guidance of Ms Soni Harsh Srivastava .This work is
not replication of work done previously by any other person. I also confirm that the contents of
the report and the views contained therein have been discussed and deliberated with the faculty
guide .I further declare that the work reported in this project has not been submitted and will not
be submitted either in part or in full, for the award of any degree or diploma in this university or
any other institute or university .
DATE:-
PLACE:- LUCKNOW
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ACKNOWLEDGEMENT
have been possible to come to the present shape without the able guidance, supervision and help
to me by number of people.
With deep sense of gratitude, I acknowledge the encouragement and guidance received byMr.
I owe never ending debt of gratitude to guide of Ms Soni Harsh Srivastava (Associate
Professor),for her guidance and encouragement in carrying out this project work .
I convey my heartful affection to all those people who helped and supported me during the
Lastly , I would like to thank Institute Of Management Science, Lucknow for providing me an
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INDEX
CERTIFICATE BY ORGANISATION
CERTIFICATE BY DEPARTMENT
PREFACE
DECLARATION
ACKNOWLEDGEMENT
PG.NO
PART TOPIC
1. INTRODUCTION 10-53
2. COMPANY PROFILE 54-67
3. OBJECTIVE OF STUDY 68-69
4. RESEARCH METHADOLOGY 70-75
5. DATA ANALYSIS & 76-88
INTERPRETATION
6. FINDINGS 89-90
7. RECOMMENDATIONS 91-94
8. LIMITATIONS & CONCLUSION 95-97
9. BIBLIOGRAPHY 97-98
10. ANNEXURE 99-101
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PART – 1
INTRODUCTION
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INTRODUCTION - EMPLOYEE
ENGAGEMENT
Employee engagement is a psychological commitment – to take ownership for one’s work and to go the
extra mile. Engaged employees learn more, grow faster, and show more initiative than employees who are
not. They are committed to finding solutions, solve problems, and improve business processes.
business management concept. An "engaged employee" is one who is fully involved in, and
enthusiastic about their work, and thus will act in a way that furthers their organization's
employee's positive or negative emotional attachment to their job, colleagues and organization
Employee Engagement is the extent to which employee commitment, both emotional and
intellectual, exists relative to accomplishing the work, mission, and vision of the organisation.
Engagement be a heightened level of ownership where each employee wants to do whatever they
can for the benefit of their internal and external customers, and for the success of the
organization.
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their organisation and its success. Engaged employees experience a compelling purpose and
meaning in their work and give of their discrete effort to advance the organisation’s objectives.
Employee engagement describes the system through which a worker develops positive social and
emotional ties to an employer. Employee engagement programs operate under the assumption
that engaged employees will be more productive and will therefore generate more profit for the
business. If the worker works for a non-profit, by the same assumption, engaged employees will
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Increased productivity - employees return refreshed and inspired. Line managers’ report
Improved employee competency - the experience can build 'soft skills' that simply
confidence across all aspects of their lives, making them more effective at their
Recruitment - research indicates that if faced with a decision between two equal
companies, highly qualified staff will opt for the one with the better environmental
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factor in retaining staff. Aligning individual's personal values with those of the company
is a powerful motivator.
Investing in the programme also sends a clear message that staff development is high on
plans.
Motivational driver - placements can be used as a reward for employees in a way that
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CATEGORIES OF CONSUMERS
Buyer – A buyer is a person who approaches the seller and purchases the product or service
required. The buyer may or may not be a consumer of that product or service.
Influencer – The influencer is a person who influences the buying decision. He or she is a
person whose view or advice influences the decision. The influencer may be a buyer or a
consumer or a decision-maker.
Decision-maker – The decision maker is the person who decides what to purchase, when to
purchase and how to purchase. He or she may be a buyer, influencer as well as a consumer.
Generally, for purchase of day to day items needed for cooking at home, the housewives
decide on their own. Here she acts as a decision-maker, buyer, influencer as well as the
consumer. Her decision may or may not be influenced by her experience, servants at home,
Consumer – A consumer is the person who finally uses or consumes the goods or services
purchased.
Consumer Behaviour is defined as the behaviour that consumer displays in the searching for
purchasing, using, evaluating, & disposing of the products & services that they expect will
satisfy their needs. Consumer Behaviour focuses on how consumer make the decisions to
spendtheir available resources (Time, Money, Efforts) on consumption related items.
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FUTURE PROSPECTS
Future Group is looking at adding 18 million sq. ft of retail space across various formats by
2013-14 and is looking at various options to raise money for expansion -- listing of the value
"There are opportunities which we are looking at, including whether one should knock-off
Reliance Retail into a separate company and probably look at listing or a follow up offer on
"There are possibilities (on hiving off Reliance Retail) but nothing is on the cards at this
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EMPLOYEE ENGAGEMENT
Employee engagement is the extent to which employees think, feel, and act in ways that rep
Engaged employees are motivated to contribute 100% of their knowledge, contribute 100%
succeed. They care deeply about their company, want to contribute to its success, and regu
Engagement represents the motivational capital that exists within an individual, a unit, or an orga
nization. It is a valuable resource that can boost company performance. Our research shows that
Engaged managers are more likely to create a work environment that is collaborativ
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d meaningful at work. They want to grow and develop their skills and capabilities and th
Camaraderie: We are social beings. Employees enjoy working productively with others
while developing healthy interpersonal relationships. How managers interact with their
Equity: Employees want to be treated fairly when it comes to pay and benefits, day‐to‐d
ay treatment, and psychological and physical safety. This represents our Three Factor The
ory of Human Motivation in the Workplace. When these needs are met, employees are hi
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EMPLOYEE ENGAGEMENT
“The extent to which employees commit to something or someone in the organization, and
“Loyal employees (versus satisfied employees) stay because they want to. They go above
“Engagement is the state in which individuals are emotionally and intellectually committed
to the organization as measured by three primary behaviour Say, Stay and Strive.”
“The extent to which employees put discretionary effort into their work in the form of
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Employee engagement can be defined as an employee putting forth extra discretionary effort, as
well as the likelihood of the employee being loyal and remaining with the organization over the
long haul. Research shows that engaged employees: perform better, put in extra efforts to help
get the job done, show a strong level of commitment to the organization, and are more motivated
and optimistic about their work goals. Employers with engaged employees tend to experience
Employee engagement is more than just the current HR 'buzzword'; it is essential. In order for
Higher self-motivation.
Higher productivity.
Reliability.
Lower absenteeism.
Employee engagement is the level of commitment and involvement an employee has towards
their organization and its values. An engaged employee is aware of business context, and works
with colleagues to improve performance within the job for the benefit of the organization. It is a
positive attitude held by the employees towards the organization and its values.
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The organization must work to develop and nurture engagement, which requires a two-way
relationship between employer and employee.’ Thus Employee engagement is a barometer that
determines the association of a person with the organization.Engagement fosters and drives
discretionary behaviour, eliciting employees’ highest productivity, their best ideas and their
The employees and their own unique psychological make up and experience
The employers and their ability to create the conditions that promote employee
engagement
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Responsibility
Strategic HR – People are the main resource that organizations have for delivering
Planning services
organization's strategic plan and that means that staff will have
and future HR needs and how people will be supported and nurtured
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day goals Whether it's determining how many employees are needed
Legislation and requirements to ensure a safe and equitable work environment for
Standards employees
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Job Descriptions – Job descriptions are basic HR management tools that can help to increase
individual and organizational effectiveness
feedback on performance.
– Assists and supports staff in achieving their work and career goals by
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are developed and employers develop the skills they need to fill an
Development
Workplace – Creating an environment where people feel welcome and safe from
Work Teams – When you develop and support effective teams, you enhance the
and Group power and feeling of satisfaction of individuals working on the team.
Dynamics When a team works well, it means that staff trusts one another and
Resolution resolution policy and a process will mean that conflict is constructive
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Workplace – A healthy workplace means more than just warding off colds and the
Wellness flu.
Initiatives – It is more holistic and takes into consideration the physical, spiritual,
employees
– When you thank employees you value them and that, in turn, is
motivating
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An engaged employee is a person who is fully involved in,& enthusiastic about his/her
work.
Engaged employee care about the future of the company & are willing to invest the
Engaged employees believe that they can make a difference in the organization they work
for.
These people embody what jack Welch said several years ago:” Never mistake activity-
for accomplishment.”
Instead, it is the unique elements of the work experience that are most likely to influence
engagement..
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CAREER
CONNECT
CLARITY
CONVEY
CONGRATULATIONS
CONTRIBUTE
CONTROL
COLLABORATE
CONFIDENCE
CREDIBILITY
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CLASSIFICATION OF EMPLOYEES:
Do your very best Do as you are told Often feel underutilized Bored and frustrated at
work
learning & taking required taking care of personal attitude about work
Feel stretched Stick to what you Pay is a big reason why Critical of leaders or
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Take personal See many barriers Do just enough to get Look for ways to find
personal control
fun.
DRIVERS OF ENGAGEMENT:-
Opportunities for individual growth facilities for training & overall development.
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& understanding among fellow allowances. Not the absolute quantum, but in
& support down the line to take appreciation of employees who come up
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From the above diagram we understand that Employee Engagement can be classified into 2 types
SERIOUS ENGAGEMENT:
This type of engagement activity deals with those policies and ways which are very much
mandatory for any organization to keep their employees engaged/committed. Without these
activities the process of engagement cannot be carried out and even if carried out can never be
successful. These are the key factors which are responsible to keep the employees engaged and
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- On Board activities
- Town hall
a) Open Hose
b) Skip level
DELIGHT:
This type of engagement activity deals with the atmosphere at the work place HR
management experts believe that the work atmosphere is mainly chiefly important for the
A good work force does not mean that the work place should be clean and ‘good to work at’.
It means that the work place should also be a fun place apart from being clean, neat and
hygienic. The fun initiative is the key driver of engagement these days. Today the industry
works from 9:00AM to NO PM. At such working timings and conditions the employees need
to have fun at work place also. In the lack of this fun initiative the employee loses his interest
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For e.g. follow a delight engagement practice named FUN CALENDAR. This is a monthly
calendar characterized by events which are followed every day. Each day is given a name and
that day is celebrated. One day is always fixed with “BIRTHDAY & ANNIVERSARY
CELEBRATIONS” day when the birthdays and anniversaries which occurred during the month
are celebrated. There are also other days like Perspective sharing day.
This is the time of performance evaluation of an employee. At this point of time the performance
of all the employees are evaluated on certain parametes throughout his life cycle.
The performance calculation is based on the Key Performance Indicators set by the employees.
The KPI includes all the targets which an employee is supposed to meet at a particular given
time. An employee is rated Very good, Good, Averaeg, poor & very poor based on th KPI set by
him and the target completed at the end of the time period.
The engagement activities carried out at PMS level includes the finalization of KPI within 15
days for new joinees which is duly agreed upon by the senior manager and then uploaded online
and followed by the individuals. Apart from the KPI setting the task of ‘performance discussion
with the supervisor’ is also carried out. Once the target time duration is completed the
discussion, regarding the performance shown as per KPIs, is carried out with the supervisor.
The level of engagement at this level is measured by the online uploaded KPI & the progress
reviews taken by the HR department. The frequency of the above mentioned employee
engagement is annual where the online uploading is concerned & when the reviews are
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4 - Exceeding Expectation
3 - Meeting Expectation.
• Defining a single and robust performance driven culture across the Country.
• Increase in the alignment between individual, Team, functional and organizational goals.
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We follow the Calendar year for Appraisal. Assessment Period shall be January to
Self Development Plans, as the name suggests, is a guideline for the self development.
This is a key framework for personality development. This plays a very important role in
employee engagement framework. A person feels that the origanization is also concerned
about him as person and not only as an employee. This self development plan is not only
useful for the are its brand ambassadors outside. If they have good personality, they will
The action for the SDP assessment includes a formal discussion with the senior manager
and facilitating participation in training. The measurement of the success of the SDP
program is done by counting the signed SDP documents available with the HR and the
which recognises and rewards people for their good performances on the job. It acts as a
very good motivational factor. When a person is recognised and rewarded for a particular
task/tasks he is motivated to do it even better. If not recognised for their work the
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employees will not feel involved in their work. The actions involved in this engagement
activity is to recognize a certain population and rate them according to their performance
and then announce the winners through various means such as mails, ceremonies etc. It is
measured by number of R&R in a period of time and Functional Head to ensure sufficient
Structured Communication-
gets to interact with a person who is 2 levels over him. He can communicate his
problems to the boss of his boss i.e he can skip a level. This is measured through
min 5 meetings per month for CBH & minimum 2 meetings per reviewer per
month.
b. Open House/Town hall- This is an occasion when the circle HR head goes to
various zones know the problems and grievances of the employees. It is measured
by the quarterly sessions planned vs. actual sessions. Its frequency is quarterly
c. One to One- this is the activity where in the communication is face to face with
the HR head. Its is measured by min 5 meetings per month for HR & min 2
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process
CBH/HR and the frequency is Bi-monthly this is an ongoing process and the
person responsible for this engagement activity are the CBH and HR
Separation-
This is the time of full n final settllement with the organization. This the point when the
employee leaves the organization and goes. The action taken at this time is the handover and
ensuring of appraisals of all reportees of seperating people. With hr for all bills with minimum
one months tenure.. The person responsible for this is the receiving & relieving supe target.
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ELEMENTS OF FUN
PERSONAL
ENJOYMENT
STRONG
SPARKS
CREATIVITY& CHANGE
IMAGINATION PROPONEN
T
ELEMENTS
OF FUN
BUILDS ENGAGE
CROSS
PERSONAL FUNCTIONA
RELATIONS L TEAMS
LENGTHE INCREASE
NEMPLOY S
EE EMPLOYE
SERVICE E
TIME LOYALTY
Personal enjoyment: Everyone wishes their jobs to be something they enjoy, and fun adds
an element that creates that feeling of enjoyment. If the workplace is fun, you will
ultimately like your work more and put more effort into it and be happier with the job. A
good job helps make a person happy and can add a lot of fulfilment and personal
Sparks creativity and imagination : Fun in the workplace can come in many forms and
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systems with prizes require new ways of thinking, wit or cleverness, teamwork or
challenge and other activities that trigger new ideas, thinking and creative work. Many
people simply consider anything creative to be fun (I’m one of those people) so tasks that
involve these elements are often close associated or even sparking new creativity,
Can be a strong change proponent: fun will trigger people to think about have more fun,
often improving systems and processes or tasks along the way to make them both
effective and fun in the process. This creativity is a wonderful partner to fun when it
triggers ideas and rally’s support for change. Change is scary to many people and so
making change part of something that is enjoyable takes the fear out of it and it helps to
support the change instead of add fear to it. The ideas that come from fun programs then
often encourage or reinforce even more change and it can continue to feed on itself if the
systems are dynamic enough to let fun steer some of the work tasks and processes.
Engages teams and cross functional teams more easily: Most things that are fun in the
workplace will only be successful if they are done with multiple people and when people
have a chance to work together or compete with one another doing it. Many of the
systems and programs I’ve seen that are fun are when multiple departments or teams
come together. This can be anything from team building exercises or job sharing to
competitions or social events. Activities that bring people together from multiple areas
that do not generally work together are more social, and even if the activities are entirely
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work focused, the new social aspect is fun, and engages people more than without these
activities in place. And it’s this engagement between teams then that really starts to
benefit the organization as the company works more and more integrated among its
Builds personal relationships faster for more effective teamwork: The engagement
between teams just above obviously happens within teams as well and the advantage of
this is that personal relationships are build faster among teams when they are having
more fun in their work. People interact more and communicate much more frequently
during fun activities and ultimately, when they know each other better. People with
closer relationships understand one another well and can be much more effective as a
team than people who do not know each other well. This is the case in all areas of life
and it works well in the workplace as well. Fun in the workplace is simply an element
that can encourage this to happy and provides the environment needed to allow effective
teamwork.
Increases employee loyalty and lengthens employee service time: People who are happy
doing something tend to do more of it or to do it longer and so this is certainly true when
it comes to work. If you like your job and work because you have a lot of fun doing it,
you are more likely to stay. People who are more likely to stay, will provide more value
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colleagues and by reducing overall training time and learn curve ratios compared to their
delivered results.
2. Promote optimism
3. Reduce stress
4. Ease boredom
6. Build relationships
Encouraging and allowing people to personalize their workspace with personal items,
signs, posters, favourite team jerseys, flags, objects, gadgets or any other simply items.
Diverse personality types is advantageous for many reasons, but especially for adding
fun, since you get more variety in the type of people working together when you have a
Jokes and humorous stories should be regularly available by postings, newsletters, and in
scheduled meetings.
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Create and support an active social club to organize events, games and sports for all to
Use team names and nick names for people based on their work or areas of expertise
Rotate job functions within teams to experience varying styles and personalities in
repetitive tasks
There are of course some risks with adding more fun in the workplace and while they should not
be ignored, they can easily be mitigated and controlled. The most easily occurring risk could be
that jokes and practical jokes get out of hand or unprofessional. It is very important to know that
any humour must be clean and clean from any prejudice, racism or sexism. If this is monitored
and correctly quickly when it is visible at any level, the humour can be kept professional and fun
levels of engagement is based on several fundamental beliefs, many of which were formed by
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impossible to copy and, without it, execution of most corporate initiatives becomes difficult, if
not impossible.
might take years of steady progress to build high levels of employee engagement, and
without the proper care and feeding, these gains can wither and fall away surprisingly
quickly.
3. Engagement must be driven from the top :- Engagement is a business imperative, not
Support from the top also means senior leaders must be highly engaged themselves. Believe it or
not, only one in four senior leaders—and only one in six frontline leaders—is highly engaged.
It’s hard to imagine highly engaged employees without highly engaged leaders.
4. One of the best ways to have highly engaged employees is to hire them:-Certain
people have a set of characteristics or attributes that increase their propensity for engagement
(for example, some employees are more likely to have higher levels of engagement than others,
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regardless of the jobs they choose or assignments they receive). Companies should pay close
5. Engagement is all aboutfitPeople are more likely to be engaged if their jobs and the
culture of the organization match both their abilities and skills, and their motivation and values.
Most organizations hire or promote only for the ability and skill match, ignoring the motivation
immediate leader. While this might be a slight exaggeration, we believe most people do not
leave their jobs; they leave their bosses. Show us a highly engaged team, and there’s a strong
likelihood we can show you a leader who is coaching for success, setting clear goals,
empowering others, providing open and honest feedback, and making the winners feel valued.
but it’s only a small part of winning the battle:-Far toomany organizations pour
hundreds of thousandsof dollars into measuring and remeasuring engagement, leaving little
8. Engagement means reaching the heart. Highly engaged employees give that extra
effort because inside they care. And, they care because they feel someone is caring for them. A
vice president for customer service at Progress Energy, for example, insists that his managers
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really get to know the individuals on their teams as people, not just employees. He wants to
BRAND NAME:-
Many of the employees consider the brand name of the organization for taking up assignments.
Employees feel prestige of the institution as their personal to run with the organization. Working
Dignity of the institution is one of the major factors for attachment of the employees all along
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without any fear for future. This will lead to the Employees retention more. Employees may not
think to leave the organization because of its brand name and familiarity in the public eye.
WAGE POLICY:-
The wage policy of the any organization attracts the employees a lot. Many employees look
forward for monetary benefits and Social security measures adopted by the organization or firm.
Adoption of a regular time scale of pay with proper Efficiency Bars including adoption of Grade
Pay System, for various categories of posts existed in an organization from top to bottom is
much more importance for the retention of employees. Employees naturally observe the salary
structure of each category of post and fringe benefits extended by the organization or
companycareer.Advancement Schemes:-
Career Advancement Scheme is one of its kinds to introduce for the regular promotions,
professional growth and development of an employee in any firm. Every employee expects
advancement in his career by way of promotions, grades, and relocation to next higher category
Social Security measures are very much obligatory on the part of any concern to adopt for the
welfare of their employees. Employees Welfare Schemes, Health Schemes, Group Insurance
Policies, Payments of Bonus, Ex-gratia, Incentives, Awards, will render much security to its
employees in the Society, and the employees will not leave any institution if it implemented such
social security measures to its employees. Retention is possible greatly if any organization/firm
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biased on any means. A plain recruitment procedure keeps the Institution at top level among
other co-institutions. Talented peoples will be aspired to take placements in such an organization
and wanted to retain in the same organization for years together. The prestige of the Institution or
Disciplinary rules should frame in such a way that they should not be in any way contrary to the
Law. Every employee must be treated with equal treatment in a justified manner for which a set
of rules called “Disciplinary Rules” should be framed and adopted. There should be a
classification of category of posts, grades, controlling authorities duly specified in a clear term,
quantum of punishments right from “Censure” to “ Removal from service” should be specified,
Conduct Rules:
It is also necessary to frame certain Conduct Rules for the interest of the Institution. The conduct
rules must specify the attitude, behaviour and conduct of each and every employee while
discharging their duties. Employees tend to discharge their duties utmost care and devotion.
Violation of conduct rules attracts the provisions of the Disciplinary rules. Hence Employees
regularity and sincerity will be developed and sustained. This can be termed as one of the causes
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Organizational Culture:
organization must resort to plan where it wants to go before trying to make any changes in the
organization culture. The organization must choose for Mission, Vision, and Values to provide a
frame work for the assessment and evaluation of the current organizational culture.
Organizational culture grows over time. People are comfortable with the current organizational
culture. They need strategic changes to suit to the present day needs. People in every work place
talk about organizational culture. They need to expect some sort of convenient organizational
culture. Culture is the environment that surrounds us at work all of the time.
Terminal benefits:
Providing terminal benefits at the end of the service of an employee will be a added advantage
now a days for future secure. Each and every employee must expect some quantum of money at
the end of his service to lead a peaceful life after retirement. However there are statutory
obligations on the part of the organizations to provide EPF, Gratuity, etc. Apart from that,
C: Who will stay with their current employer in the next 3 years.
Category A: These are the employees who lack communication with their employers.
Category B: These employees can be converted into category C if precautions are taken.
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Category C: These are the employees who have proper, well-structured communication
Conditions that prevent employee engagement seldom alleviate themselves. They should be
assessed and addressed as soon as possible. Left to multiply, negative employee satisfaction
Higher employee turnover - Employees leave, taking their reservoir of knowledge and
Lost training dollars - Time and money invested in training and development programs
Lower morale - Remaining employees can be overburdened with new duties, in addition the
Apart from it time to time new activities are been included. Each Activity has some value
proposition so as it turns out to be in favour of the employees. The value proposition for various
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SWOT ANALYSIS
STRENGTH WEAKNESS
13 % market shrare
Low brand visibility.
OPPORTUNITY THREATS
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PART – 2
COMPANY PROFILE
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Reliance Retail Ltd. is a subsidiary company of Reliance Industries Limited. Founded in 2006 and based
in Mumbai, it is the largest retailer in India in terms of revenue. Its retail outlets offer foods, groceries,
apparel and footwear, lifestyle and home improvement products, electronic goods, and farm implement
and inputs. The company’s outlets also provide vegetables, fruits, and flowers. It focuses on consumer
goods, consumer durables, travel services, energy, entertainment and leisure, and health and well-being
products, as well as on educational products and services.It had a total of 3,751 stores in December 2017
in India with an area of over 14.5 million square feet across 750 cities.
Type: - Subsidiary
Industry: - Retail
V Subramaniam (CEO)
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Website: - relianceretail.com
Reliance Retail is the retail initiative of the group and is central to our consumer facing
businesses. It has in a short time forged strong and enduring bonds with millions of consumers
by providing them outstanding value proposition, superior quality and unmatched experience
Reliance Retail has adopted a multi-prong strategy and operates chain of neighbourhood stores,
supermarkets, wholesale cash & carry stores, specialty stores and online stores. Serving the food
and grocery category Reliance Retail operates Reliance Fresh, Reliance Smart and Reliance
Market stores. In the consumer electronics category Reliance Retail operates Reliance Digital,
Reliance Digital Express Mini stores and Jio stores, and in fashion & lifestyle category it
operates Reliance Trends, Trends Women, Project Eve, Reliance Footprint, Reliance Jewels and
Reliance Retail has the distinction of being the largest retailer in the country. Reliance Retail’s
commitment to “bettering the lives” has been embodied in its pursuit to make a difference on
social socio–economic issues in India. The initiative has brought millions of farmers and small
producers to the forefront of the retail revolution by partnering with them for growth.
Reliance Retail has emerged as the partner of choice for International brands and has established
exclusive.
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Subsidiaries& divisions
2. Reliance Digital: Consumer Electronics retail stores. It had 689 stores in October 2014.
4. Reliance Jewels: Jewellery retail; it had revenues of approx. Rs. 8 billion in financial year
2012-13.
5. Reliance Time Out: Lifestyle store of Books, Music, Movies, Toys, Gaming, Fragrances,
Stationery.
6. Reliance Trends, Reliance Footprint and Reliance Living: Apparel and Clothing. It had
revenues of approx. Rs. 16 billion in financial year 2012-13 with a store count of 287.
7. Reliance Market, Reliance market - Wholesale Cash n Carry: It had revenues of approx.
8. AJIO: One of the company’s first forays into e-commerce – a fashion website, officially
launched at the Lakme Fashion Week SS16 with the philosophy ‘Doubt is Out’.
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My Jio Store
Jio with its 1700+ stores across the country, is here to provide you easy access &
understanding to all Jio offerings in a convenient environment. Our Aadhar based activation
process & trained Jio members are here to expedite your onboarding in the rapidly growing
Jio family. We also offer Devices, Tech Accessories & Services in a pleasing environment, to
complement your Jio 4G connection. Jio Stores caters to the rapidly growing market for
mobility and communication products offering a wide range of mobile phones, tablets and
accessories. Within a short span of time Reliance Jio Stores has grown to become India’s
largest retail chain with presence in over 5,200 cities. The chain is increasingly becoming a
distribution platform for many national and international brands as it offers widest
distribution reach in India.
Industry: - Telecommunications
Website: - www.jio.com
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Commercial launch
The company commercially launched its services on 5 September 2016. Within the first month,
Jio announced that it had acquired 16 million subscribers. This is the fastest ramp-up by any
mobile network operator anywhere in the world. Jio crossed 50 million subscriber mark in 83
days since its launch, subsequently crossing 100 million subscribers on 22 February 2017. By
JioFi
On December 24, 2015, Bollywood actor Shah Rukh Khan was appointed as Jio's brand
ambassador.
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Financial Position
Reliance Retail has announced revenues of Rs. 450 billion for the nine months ended December
2017 for financial year 2017-18, showing of over 90% jump from the corresponding previous
period. The company also reported a profit of Rs. 7 billion for the period.
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Reliance Retail started its journey in 2006 with the opening of its first Reliance Fresh store.
Today Reliance Retail operates 510 Reliance Fresh and Reliance Smart stores and sells over 200
metric tonnes of Fruits and over 300 metric tonnes of Vegetables every day.
Reliance Fresh is India’s leading neighbourhood retail chain, synonymous with freshness &
savings. With the three core promises of Fresh Hamesha, Available Hamesha and Savings
Hamesha, Reliance Fresh is a one-stop-shop for fresh shopping, fresh savings and fresh
happiness.
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RelianceSMART.in has made grocery shopping even simpler and convenient by bringing it to
customers door step. No more hassles of sweating in crowded markets or grocery shops,
RelianceSMART.in offers over 6,000+ products at comfort of your home, office or on the move.
We offer you convenience of shopping everything that you need for your home - be it fresh fruits
& vegetables, cereals, packaged food, bakery & dairy, frozen & pet food, household cleaning
items to your specialised beauty & personal care products from a single virtual store. Our
Promise We give all that you want Wide range of Brands & products to choose from exclusive
Traditional retail is characterised by presence of over 15 million kirana shops in the country.
These kirana shops operate their retail business on a fragmented distribution network with
presence of several intermediaries. Reliance Market, the wholesale cash and carry store chain
aims at supporting their growth and providing them with a modern distribution system. Reliance
Retail opened the first Reliance Market in 2011 and since then Reliance Market has grown
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MARKETING STRATEGY
The actual composition (the distribution of the types of retail stores) of the retailing industry in a
• Demographic Trends
I.) Demographic Trends: - Demographic trends involving population size, the number of
households, population mobility, its location and income dominate a retailers’ strategic planning
for the future, hence qualifying him for a category from the ones described above.
II.) Lifestyle Trends: - Life-styles represent the ways in which individual consumers; families
or households live and spend time and money. The life-style trends, in correlation with
demographic trends, do have a great impact on the structure of the retailing industry.
environmental analyses. The first is the PEST Analysis where the political, environmental social
and technological aspects are investigated. In the Porter’s Five Forces the competitive
IV.) PEST Analysis: - Now, in a geographic region, the environment there affects the retailers
in the region in various ways. We have studied the effects under the following heads:
Political environment
Economic Environment
Technological Environment
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a) Political Environment: - What kind of rules & regulation’s the state or the central govt. is
restricted competition and fixed prices. (MRTPC). Government also propounds price
competition laws and unfair trade practice laws. Retailers must understand what rights they have
in pricing merchandise, what provision they should make for customer relations
existing in a state has a direct bearing on the potential for and the development of the retailing
industry in that state A retailer cannot escape the effects of the factors in the macroeconomic
Inflation, unemployment, interest rates, tax levels, the GDP and the rate of real growth in GDP
(Inflation adjusted) are some aspects of the economy which a retailer must cope with.
Real growth makes more income available to people who then tend to spend more, leading to
higher sales and more profits for the retailers. However, growth also leads to higher competition
in the long run. With the increase in Purchasing Power Parity (PPP) and the disposable income
c) Social Environment: - As discussed under the title ‘demographic and lifestyle trends’ above,
the demographic trend and lifestyle patterns, of the society that a retailer intends to serve, decide
Traditionally, children seldom accompanied their parents while grocery food shopping. Shopping
for children was confined to that during festivals when dresses were brought for them. But, in the
present day, due to scarcity of time, working parents prefer to spend as much time as possible
with their children and this includes their shopping hours also.
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d) Technological Environment: - Technology is probably the most dynamic change agent for
the retailing industry. The computerization of the various operations in a retail store including
inventory management, billing and payments as well as database (of customers) management,
widespread use of bar coding, point -of-sale terminals and Management Information System has
changed the face of retailing drastically. These can be done with the help of closed circuit
televisions video walls, in-store video networks, kiosks and other forms of interactive
applications ranging from CD-ROMs to virtual reality to let customers select and buy products.
They make the customer’s life a lot easier by facilitating the use of developments like credit
cards.
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ACHIEVEMENTS
Reliance Retail is helping India make up lost time. It is currently in the midst of the fastest ever
expansion of a hypermarket format anywhere in the world. From 30 stores in June 2006,
There could be several ways of measuring success of a retail chain. However, if figures were to
be taken as the most authentic claim of having arrived, then Reliance Retail is already there. For
more than 100 million people who walk past its billing counters, each year, it is now the
preferred shopping destination. From Panipat to Pallakad, Reliance Retail’s tagline, is se sasta
aur ache kahin nahi is a source of cheer and happiness. This has been recognised by the
numerous awards that Reliance Retail has won in the past twelve months. The brand has been
adjudged the Best Value Retail Store and Best Retail Destination at the Images Retail Forum for
four consecutive years, beginning 2004. CNBC Awaaz, in association with ACNielsen-ORG
Marg, which conducts a study across 21 major cities and some 10,000 consumers, on their most
preferred brands, has voted overwhelmingly for Reliance Retail. Both in 2006 and 2007,
Reliance Retail won the Consumer Award for the most preferred large, food and grocery store. It
won the award for Value Retailing and Retail Destination of the Year by Reid & Taylor in 2006
and in the same year also won the Reader’s Digest Platinum Trusted Brand Award.
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PART – 3
To decrease turn over risk and the reasons for retention of employee.
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PART – 4
RESEARCH
METHODOLOGY
DATA COLLECTION
DATA SOURCE:-
The task of data collection begins after a research problem has been defined
and research design/ plan chalked out. While deciding about the method of
data collection to be used for study, the researchers should keep in mind two
Primary data:
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Primary data are obtained by a study specifically designed to fulfil the data
of the problem at hand .primary data is collected during the course of doing
data
1) Observation Method
2) Interview method
3) Questionnaire Method
Secondary data:
means which are not originally collected but rather obtained from published
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Company Document.
Books.
Publish Information.
Web pages.
LIMITATIONS
The problem formulation is the first step to a successful Research Process. Project undertaken
the problem of analysing the Employee Engagement Satisfaction level of the employees in
RELIANCE RETAIL telecom and to find what kind of Opinion they gave and to know the
SAMPLING TECHNIQUE:-
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individuals from within a statistical item to estimatecharacteristics of the whole item. The three
main advantages of sampling arethat the cost is lower, data collection is faster, and since the data
set issmaller it is possible to ensure homogeneity and to improve the accuracy andquality of the
data.
Probability Sampling: -
SimplerandSampling.
Cluster Sampling.
Systematic Sampling.
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Non-probability sampling-
Quota sampling
Judgment sampling
Convenience sampling
SAMPLE SIZE:-
Part of the universe which is selected for survey is called SAMPLE SIZE.
Researcher must prepare a sample design for his study i.e., he must plan how a
sample should be selected and of what size such a sample would be.
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UNIVERSE:-
time.
GOMTINAGAR LUCKNOW.
PART –5
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DATA ANALYSIS :-
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60% are highly satisfied , 25% are dissatisfied , 20% are satisfied and 5%
highly dissatisfied with the relationship with the manager / employees and
co-workers.
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60% are highly satisfied , 5% are dissatisfied 30% are satisfied and 5% are
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your ideas?
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60% respondents are satisfied with the incentive plans and 40%
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Q 6) Do you think the organisation have fair growth plan for all the employees?
75% are highly satisfied , 5% are highly dissatisfied , 15% are satisfied and
10% are dissatisfied with the organisation fair growth plan for all the
employees.
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information timely?
60% are highly satisfied while 5% are highly dissatisfied 25% are
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75% repondents are highly satisfied with the superior support while
5% are highly dissatisfied and 10% are satisfied and dissatisfied with
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55% respondents are highly satisfied with the level of trust in the team while
5% are highly dissatisfied , 30% are satisfied and 10% are dissatisfied with
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Q 10) Does company has good cause prospect for its employees ?
60% respondents are highly satisfied while 10% are dissatisfied and 25% are
satisfied and 5% are highly dissatisfied as the company has good prospect
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Q 11 )Are you satisfied with the way in which conflicts are resolved in your
company ?
and 10% are satisfied and 10% are satisfied with way the conflicts are
being resolved.
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like promotion , 15% like the relationships and 20% like the
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PART – 6
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Employees are quite happy and satisfied with RELIANCE RETAIL and they think that
the Organisation is caring and a comfortable place to work.
Employees are happy with R&R.48% of employees say that R&R is PERFECT in
RELIANCE RETAIL.
100% employees say that get immediate help & support of their supervisor as & when
required, in case of any problem or shortcoming.
Most of the employees are in favour of Jobrotation. They know well what is expected out
of their work
They have the opportunities to do their work best as per their plans.
Training sessions and other development programmes are provided to them to improve
ones at professional as well as personal edges.
The company recognizes their worth & importance &is been constantly encouraged to
serve something bigger than just the bottom line results
The employees are highly inspired to go extra mile to help the organisation succeed.
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Employees should be supported in their difficult times both financially and emotionally.
PART – 7
Awareness should be created more among the employees to know the importance of
Employee Engagement.
All the employees even the field force should be involved in the activities carried out at
RELIANCE RETAIL.
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you can also decorate the birthday person’s cabin with flowers and cards signed
by all associates or from particular department staff.
While celebrating the birthday you can keep some same games also. Game
which are more on team develpoment
Other than this you can keep small games like pulling of rope, basket ball,
passing the parcel, ballon bust etc.
Paid leave for a week for wedding and paid leave for 1day on birthday.
Give them a gift voucher - They will enjoy shopping. You can do the same for
Birthday.
Decorate his/her work place and welcome him/her with sweets and flowers.
Arrange for a surprise party and its up to you to decide on how to conduct the
party.
Arrange for a small Cake cutting party for the couple at your cafeteria. Pick the
best picture and gift it to them in a large beautiful photoframe. Don't forget to get
everyone's autograph on backside of the frame..
OTHER INITIATIVES:-
You can invite people to write short stories, jokes, poems & share their
interesting experiences. Publish it on the notice boards / promote it online
(internal). Best articles can be awarded, you will find a lot of differences & bring
in togetherness.
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Arrange for a polling session before you initiate any new process in your
company. Probably this will help you to understand the mindset of your
employees.
An Idea : Its an online forum in the intranet where employees can share their
ideas and views on celebrating Annual day function, Kick – off party, Festivals,
Get-together day, Birthdays etc. For every best and unique idea there will be a
surprising gift.(Movie tickets, team out, team lunch, chocolates, An official day
off etc.)
Quote for the day : This is done department wise. Any one employee from each
department should write a quote on their white board. HR should decide the best
quote for the day. The department that gets the highest points for the month
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would be offered a gift. Gift is again based on the number of points that they
accumulate (Hats, Shirts, Coffee mugs etc. with Company logo) The HR Team
must focus over the employees under Satisfied Category. Constant feedback must
be given to them on their work performance and must be recognized if doing well
but not best so as to boost up and motivate them to serve bigger part from their
side. It will help them to get engaged.
Regular counselling must be provided to the employees who are not able to give
their best.
Retention will not be a major concern if the organization stands firm on its values
and promises.
In order to keep the employees engaged the organization must keep a balance
between employees’ talent and the need of the organization.
To change the look of your company then you can implement these
Placing a fish tank in the main hall such that its visible to all.
Beautiful flower vases here and there in the hall / Wall - Either plastic flowers
or original ones
Cute Coffee Mugs each to every employee - They can have tea in their own cups
instead of having it in paper cups.
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PART -8
LIMITATIONS& CONCLUSIONS
LIMITATIONS:
The sample size was confined to 25 employees so this study cannot be regarded as full
proof one.
Some respondents hesitated to give to give actual responses; they feared that it won’t be
kept confidential & management may take any action against them.
The findings and conclusions are based on knowledge and experience of the respondents
sometime may subject to bias.
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CONCLUSIONS:-
At Reliance retail I got the opportunity to know the job and tasks of different employees.
I was given the task of taking interviews , recording data ,conducting various employee
engagement activities for both middle and lower level . It was interesting task which really made
me more confident through these activities I came to learn a lot.
I also did the calling to the employees about regarding their pending claims mail reversion.
I also learnt small office related works, like compressing the pictures, scanning and other
computer related works& documentation of each candidate those are applying for job as
associates I use to check them whether they are appropriate or not .
I learned how to maintain database for the employees , how to check the claims whether they are
correct or not, how to maintain the database of the claims. I also got to know about the different
departments at RELIANCE RETAIL, a just of their work.
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PART -9
BIBLIOGRAPHY
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BIBLIOGRAPHY
http://teleguru.in/tag/RELIANCE RETAIL/
http://www.telecomtiger.com/Wireless_fullstory.aspx?storyid=7456
&flag=1&passfrom=topstory§ion=S216
http://www.pluggd.in/india-telecom-data-jan-2012-
297/http://www.RELIANCE RETAIL.com ;
http://en.wikipedia.org
http://www.pcworld.in/news/mobile-subscribers-continue-rise-india-
27882010
http://telcobizpedia.wordpress.com/category/main-telcos/RELIANCE
RETAIL-main-telos/
OTHERS
In making this report I had taken help from the HR department of the company, from
the documents of the employees available at the company . In this report, actual
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PART – 10
ANNEXURE
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ANNEXURE
DEMOGRAPHIC PROFILE:
NAME-
AGE-
GENDER: -
QUALIFICATION: -
MARITAL STATUS: -
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your ideas?
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Q 6) Do you think the organisation have fair growth plan for all the employees?
information timely?
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Q 10) Does company has good cause prospect for its employees ?
Q 11 )Are you satisfied with the way in which conflicts are resolved in your
company ?
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