This presentation is based on the Compensation Factors of 2 Big Retailers ( Big Bazaar & V-Mart).

1. COMPENSATION AS A DRIVER OF
COMPETITIVENESS”
IN
“TWO MAJOR RETAIL PLAYERS IN KOTA
(BIG BAZAAR & V-MART)”
Submitted By:
Kratika Dhoot

2. COMPENSATION
Work load on
employees
Monetary
Compensation
SYSTEMATIC APPROACH
TO PROVIDE MONETARY
&
NON – MONETARY VALUE
Supervisors
judges the
performance
Day of salary
With Salary,
There is a
Surprise
Compensation
IN EXCHANGE OF WORK PERFORMED BY THE
EMPLOYEES
Non Monetary
Compensation

3. OBJECTIVES
To study the compensation policies followed in 2 different
players of Retail Sector
How the compensation system is structured in Retail
Sector
To study whether compensation policy motivates
employees
To find out the effect of compensation packages on
employees performance

4. TO ACHIEVE ORGANIATIONAL
COMPETITIVNESS
ORGANIZATION &
EMPLOYEES
Reward Innovation In Products
CORPORATE
STRATEGIES
ORGANIZATIONAL
GOALS
& Processes
COMPENSATION &
BENEFITS
Flexible-Generic Job
Descriptions
INNOVATOR
COST CUTTER
Increase Variable Pay
Focus On System Control &
Work Specifications
CUSTOMER
FOCUSSED
Customer Satisfaction
Incentives
Value Of Job & Skills Based On
Customer Contact

5. BIG BAZAAR
About Big Bazaar Hypermarket
Chain Of Departmental Stores
Parent Group Pantaloon Retail India Ltd.
Subsidary of Future Group
Industry Retail
Tag Line “Isse sasta aur accha kahin
nahi”

6. HR STRATEGIES
BIG BAZAAR
PRIVATE
CONSULTANTS WALK – INS
CAMPUS DRIVE
EMPLOYEE
REFERRALS

7. HR STRATEGIES
BIG BAZAAR
13 days Induction
Programme
6 months probation period

8. HR STRATEGIES
BIG BAZAAR
In the month of April
Increments on pay
Target Based Incentives
For 20 days
Training Division :-
Future Learning & Development
Ltd. {FLDI}

9. VISHAL MEGA MART
About V - Mart Hypermarket
Parent Group Vishal Retail Ltd.
Industry Retail
Tag Line “Value for The Money”

10. HR STRATEGIES
V - MEGA MART
Aptitude Tests + Interviews
Walk – Ins
Employee Referrals
10 days Induction Programme
6 months probation period

11. HR STRATEGIES
V - MEGA MART
In the month of April
Eligible for Profit Linked Reward
System (PRLS)
Target Based Incentives
For 10 days
On – The – Job – Training

12. RESEARCH DESIGN
RESEARCH SECTOR RETAIL
RESEARCH AREA Big Bazaar
V- Mega Mart
RESPONDENTS 15 each from 2 retailers
TARGET
POPULATION
Employees

13. RESEARCH ANALYSIS
THIS DEPICTS
THAT
MAJORITY OF
WORKING
EMPLOYEES
ARE
WOMEN OF
ABOUT 60 TO 80
PERCENTAGE

14. RESEARCH ANALYSIS
THIS DEPICTS
THAT
RETAIL SECTOR
JOBS
ARE
AUGMENTED
WITH
YOUTH

15. RESEARCH ANALYSIS
FRIENDLY
ENVIORNMENT
& SATISFACTION
FROM
COMPENSATION
POLICY
IS BEING
FEATURED

16. MORE
PREFERRABLE
WORKING
HOURS
FOR EMPLOYEES
2 SHIFTS
RATHER THAN 3
SHIFTS
WHILE FOR
MIDDLE & TOP
MGMT.
NO SHIFTS
RESEARCH ANALYSIS

17. RESEARCH ANALYSIS
TARGET BASED
INCENTIVES ARE
AWARDED TO
EMPLOYEES, &
THAT TO ONLY
FOR
TEMPORARY
BASIS

18. RESEARCH ANALYSIS
DISCOUNT
COUPONS
&
COMMISSIONS
ARE
AWARDED
AS
COMPENSATION
FACTORS

19. RESEARCH ANALYSIS
EMPLOYEES ARE
DISSATISFIED
FROM
COMPENSATION
POLICY,
AS IT IS NOT
BEING
REVIEWED

20. RESEARCH ANALYSIS
When Employees Were Asked,
“Do They Believe That Compensation Anyhow Motivates
Employees Towards Their Performance?”
YES
# Make you feel TOP OF
THE WORLD
# An extra income for
Future Needs
# Make them feel pride
& more targeted
towards job
# Encourage to think
OUT OF THE BOX
NO
# Compared from
PANDORA’s BOX & thus
have high expectations
from next task
# As Hobby is not being
charged, Similarly is the
Job, it should not be
always greeted

21. HYPOTHESIS TESTING
H0: Compensation management practice has no impact on
Employees’ performance.
H1: Compensation management practice has impact on
Employees’ performance.
WORKING
SHIFTS
COMPENSA
TION
FACTORS
Observed Chi-square<Critical Chi–Square
0.24 < 0.46
Thus, Null Hypothesis accepted
Observed Chi-square>Critical Chi–Square
0.6 > 0.46
Thus, Null Hypothesis rejected

22. CONCLUSION
Performance Management, Compensation
& Employee Benefits
Found to be significant predictors of
organizational competitiveness
Retail Companies Are Giving More Emphasis
On Employee Benefits
To support its thrust of
achieving competitiveness

23. RECOMMENDATIONS
To Start schemes for profit sharing
To improve the overall ability of compensation
practices
To adopt more flexible Benefits for
Compensation Policies
Corporate Credit Cards; Certifications / Trainings /
Memberships; Gifts / Vouchers; Monetary
Remuneration; Cellular Phones

24. THANK YOU