1. 11/12/2016
SUBMITTED BY :
MD AHSANUL HAQUE KHAN
(DM16A27)
MD SAJID ALAM (DM16A28)
HR FINAL PROJECT REPORT
2016-2018

2. CONTENTS
S.NO TOPIC PAGE NO
1 SECTORIAL INFORMATION 3
2 GDP CONTRIBUTION OF RETAIL INDUSTRY 5
3 HISTORICAL GROWTH AND REASON FOR GROWTH 7
4 PORTER’S FIVE FORCE MODEL 8
5 COMPANY INFORMATION 10
6 MARKET SHARE AND ITS COMPETITORS 11
7 PERFORMANCE OF THE RIVALS COMPANY AND PRODUCT PROFILE 12
8 TARGET MARKET AND NEWS 13
9 VISSION AND MISSION 14
10 BUSINESS MODEL 15
11 VALUES AND ORGANISATION STRUCTURE 17
12 JOB DESCRIPTION 18
13 RECRUITEMENT AND SELECTION PROCESS 21
14 FLOW CHART FOR RECRUITEMENT AND SELECTION PROCESS IN BIG BAZAAR 27
15 TRAINING AND DEVELOPMENT METHOD IN BIG BAZAAR 28
16 PERFORMANCE APPRAISAL AND EMPLOYEE ENGAGEMENT ACTIVITIES PROG. IN
BIG BAZAAR
29
17 CTC FOR TWO POSITION IN THE ORGANISATION 30
18 CONCLUSION 32
19 BIBLIOGRAPHY AND WEBLIOGRAPHY 33

3. SECTORIAL INFORMATION
RETAIL INDUSTRY
Retail involves the process of selling consumer goods or services to customers through multiple channels
of distribution to earn a profit.
WORLDWIDE RETAIL SECTOR CONTRIBUTION TO THE WORLD ECONOMY
Retail sales worldwide including both in store and internet purchases will reach $25.366 trillion this year,
the global retail market will see steady growth over the next few years, and in 2018, worldwide retail
sales will increase 5.5% to reach $28.300 trillion.
FIGURE 1 SOURCE: - EMARKETRS, 2016
2013, $21.19
2014, $22.49
2015, $23.93
2016, $25.36
2017, $26.83
2018, $28.30
TOTAL RETAIL SALES WORLDWIDE 2013-
2018(IN TRILLION)

4. RETAIL E-COMMERCE
When it comes to retail products and services purchased on the internet, ecommerce will account for 7.4%
of the total retail market worldwide in 2016, or $1.888 trillion. By 2018, that share will increase
significantly to 8.8%.
FIGURE 2 SOURCE: EMARKETER, 2016
China and the US are by far the world’s leading ecommerce markets, combining for more than 55% of
global internet retail sales in 2016. China’s growth over the next five years will widen the gap between
the two countries, and China will exceed $1 trillion in retail ecommerce sales by 2018, accounting for
more than 40% of the total worldwide. The US will maintain its position as the second-largest retail
ecommerce market in 2018, totaling nearly $500 billion that year, while the UK will account for about
one-quarter of that figure, landing in a distant third place.
$1.08
$1.32
$1.59
$1.89
$2.20
$2.49
$0.00
$0.50
$1.00
$1.50
$2.00
$2.50
$3.00
RETAIL E COMMERCE SALES WORLDWIDE
2013-2018
(IN TRILLION)
2013 2014 2015 2016 2017 2018

5. GDP CONTRIBUTION OF RETAIL INDUSTRY TO THE INDIAN ECONOMY
The Indian retail industry has emerged as one of the most dynamic and fast-paced industries due to the
entry of several new players. It accounts for over 10 percent of the country’s Gross Domestic Product
(GDP) and around 8 percent of the employment. India is the world’s fifth-largest global destination in the
retail space.
STRONG GROWTH IN THE INDIAN RETAIL INDUSTRY
 The retail sector in India is emerging as one of the largest sectors in the economy.
 By 2015, the total market size is estimated to be around US$ 600 billion, thereby registering a
CAGR of 7.45 per cent since 2000.
 Retail industry is expected to grow to US$ 1.3 trillion by 2020, registering a CAGR of 9.7
percent between 2000-2020
FIGURE 3-SOURCE-IBEF, 2015
204
238
278
321
368
424
516
490
600
MARKET SIZE OVER THE PAST FEW YEARS
2000-2015
(US$ BILLION)
2000 2002 2004 2006 2008 2010 2012 2013 2015

6. ORGANISED RETAIL IN NASCENT STAGE
 The Indian retail market is in its nascent stage; unorganized players accounted for 92 percent of
the market during 2015.
 Between FY09-13, organized retail in India witnessed a CAGR of 19-20 percent.
 Organized retail is expected to account for 24 per cent of the overall retail market by 2020.
FIGURE 4-SOURCE-IBEF,2015
8%
24%
92%
76%
2015 2020E
SIGNIFICANT SCOPE FOR EXPANSION IN
ORGANIZED RETAIL
Organised trade Unorganized trade

7. Historical Growth Pattern observed in the last 5 years
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 Indian Retail sector has come
off age and has gone through major transformation over the last decade with a noticeable shift
towards organized retailing.
FIGURE 5-KPMG, 2016
Reasons for the fast Growth of Retail Companies in India
The retail companies are found to be rising in India at a remarkable speed with the years and this
have brought a revolutionary change in the shopping attitude of the Indian customers. The
Growth of Retail Companies in India is facilitated by certain factors like –
 Existing Indian middle classes with an increased purchasing power.
 Rise of upcoming business sectors like the IT and engineering firms.
 Change in the taste and attitude of the Indians.
 Effect of globalization.
 Heavy influx of FDI in the retail sectors in India.
368
424
516
600
750
0
100
200
300
400
500
600
700
800
GROWTH IN RETAIL SECTOR IN INDIAN ECONOMY
(US$ BILLION)
2008-09 2010-11 2012-13 2014-15 2016-17E

8. PORTER’S FIVE FORCES MODEL ON RETAIL INDUSTRY
Michael porter described a concept that has become known as the five forces model. Using this model
business leaders can develop a strategic edge over rival firms by better understanding. Porter’s approach
takes an industry vista helping you to assess at a corporate strategy level the attractiveness of the industry
to potential entrants at a given time.
PORTER’S FIVE FORCES MODEL
INDUSTRY
COMPETITORS
RIVALRY AMONG
EXISTING FIRMS
POTENTIAL
ENTRANTS
BUYERS
SUBSTITUTE
SUPPLIERS
THREAT OF NEW ENTRANTS
BARGAINING POWER OF
BUYERS
BARGAINING POWER OF SUPPLIER
THREAT OF SUBSTITUTE PRODUCT OF SERVICE

9. INDICATORS OF RETAIL SECTOR ACCORDING TO PORTER’S FIVE FORCE
MODEL
•Historically,exploit the
relationship.
•Less power.
•Deal with various
products.
•Chances of shifting is
high.
•Lower bargaining
power.
•High quality products-
retailers' honest.
•Independent retailers
decreased.
•Chain stores.
•Centralized buying
competitive advantage
THREAT OF
NEW
ENTRANTS
POWER OF
BUYERS
POWER OF
SUPPLIERS
THREAT OF
SUBSTITUTE
RIVALRY AMONG EXISTING FIRMS WITHIN AN INDUSTRY
•Cut throat competition.
•Reduce - frequent fliers, memberships, loyalty cards, etc..

10. BIG BAZAR
COMPANY INFORMATION
Industry Retailing
Founded 2001
Headquarters Mumbai, Maharashtra, India
Products Department stores
Promoters Mr. Kishore Biyani
Whole time directors Mr. Gopikishan Biyani
Mr. Rakesh Biyani
Directors Mr. Shailesh Haribhakti
Mr. S Doreswamy
Mr. Darlie Koshy
Revenue
Employees 36000 people
Stores 214(+) stores across 90 cities in India

11. MARKET SHARE OF THE COMPANY AND ITS COMPETITORS ANALYSIS
FIGURE 6 SOURCE; MONEYCONTROL.COM
37%
21%
21%
9%
7%
3%
2%
0%
0%
MARKET SHARE
ADITIYA BIRLA F TRENT FUTURE RETAIL(BIG BAZAR)
SHOPPERS STOP KEWAL KIRAN V-MART RETAIL
PROZONE INTU PROVOGUE CANTABIL RETAIL

12. PERFORMANCE OF SOME OF THE RIVALS OF THE COMPANY (2013-2014)
PRODUCT PROFILE
With a better understanding of consumer behavior across various cultures and classes, Big Bazaar has put
together a stunning range of over 160,000 SKUs. Private labels of Big Bazaar are among the largest
apparel and fashion brands in the country. These include,
 DJ&C – men’s casual wear range and Knighthood – men’s formal wear range;
 Pink & Blue are exclusive garments designed for modern kids;
 Srishti, a label of ethnic wear for women;
 Haute N Spicy, fashionable western wear for teenage girls;
 Dreamline, a label that caters to an entire range of home linen, utensils and crockery ;
 D’tachi, a luggage label that offers outstanding value for money.
 Big Bazaar has also tied up with a host of well-known brands which offer exclusive lines created
especially for the store. These include Levis, Lee Cooper, Wrangler and Disney
ADITYA
BIRLA RETAIL
•REVENUE-7,398cr
•PBIDT-235cr
•PROFIT AFTER TAX- NA
SHOPPERS
STOP
•REVENUE-2,873cr
•PBIDT-186cr
•PROFIT AFTER TAX-37cr
SPENCERS
RETAIL
•REVENUE-1,460cr
•PBIDT- -70 cr
•PROFIT AFTER TAX- -166cr

13. TRAGET MARKET
 It mainly targets all types of consumers to full their very kind of needs.
 They have different section for appraisal at “FASHION BIG BAZAR” which mainly focus on
the new, stylish and fashionable clothes all age group customers.
PRODUCT OFFER BY THE COMPANY
RECENT TALKS OF THE COMPANY (NEWS)
 Now shop for BIG BAZAR merchandise on paytm.
Leading retail company Future group has tied up with mobile payments and commerce platform
Paytm to enable users to shop for Big Bazaar merchandise on Paytm marketplace and get
delivery at their homes.
 Future group partner with star bazaar; aim rupees 4000 cr. Revenue in fy17.
 Kishore Biyani-Led Future Group Launches Digital Loyalty Wallet Future Pay.
APPRAISAL
• DENIM AND
SHIRTS
• FABRICS
• FORMAL
WEAR
• CASUAL
WEAR
HOME CARE
• SHAMPOOS
• DETERDENTS
• SOAPS
• LIQUID
WASH
CHILL STATION
• SOFT DRINK
• PACKAGED
DRINKS
• MILK ITEMS
• FROZEN AND
FOODS
FARM
PRODUCE
• FRUITS
• VEGETABLES
• IMPORTED
FRUITS
• DAIRY
PRODUCTS

14. VISION
To deliver everything, everywhere, every time for every Indian consumer in the most profitable manner.
MISSION
 We share the vision and belief that our customer and stakeholders shall be served only by creating
and executing future scenarios in the consumption space leading to economic development.
 We will the trend setters in evolving delivery formats, creating retail reality, making consumption
affordable for all consumer segments- for classes and for masses.
 We shall infuse Indian brands with confused and renewed ambition.
 We shall be efficient and cost-conscious and committed to quality in whatever we do.

15. BUSINESS MODEL OF BIG BAZAR
•Real estate team
•C&f agents
•Distributors
•Government
•Local farmers
•Legal firms
•Engineering firms
KEY PARTNERS
•Product sales
•Customer service
•Marketing and advertisement
•Innovation programme
•Operation management
•Real estate planning
KEY ACTIVITIES
•Real estate planning
•Product
•Management sales/mkt/operations
•Human resources
•It infrastructure
•LEGAL TEAM
•ENGINEERING TEAM
•CONSTRUCTION TEAM
KEY RESOURCES
•LOW PRICE
•WIDE SELECTION OF PRODUCT
•CHOICE"LOOSE" SELF SERVICE PRODUCTS AND PACKAGED.
•NO HASSLE PURCHASING EXPERIANCE
•COMPARABLE QUALITY PRODUCTS
VALUE PROPOSITION

16. •Personal assistance
•Long standing tradition of offering credit
•Merchandise return privilages
•Recycling buyback store credit programme
CUSTOMER RELATIONSHIP
•Central mall
•Big bazaar
•Food bazaar
•Fashion station bazar
•All stores(plus sized women's clothing
CHANNELS
•Mass masrket( fashion,food,general merchandise,leisure and entertainment
•Middle and upper class consumer
•Young working generation
•Working women who are primiary the decision maker in family.
CUSTOMER SEGMENT
•Sg&a
•Operation cost
•Product purchase
•Wages( large retailers)
COST STRUCTURE
•Product sales ( traditional 8% gross margin)
•Fixed rate(rent) and % of concessionaire sales/manufacturers sales( private label
sales)
•Additional discounts (1% display income,4% manufacture discount,3% distributor
discount)
REVENUE STREAM

17. VALUES
 Indian ness –Confidence in ourselves
 Leadership – To be leader in thought and business.
 Openness- To be in and receptive to new ideas, knowledge and information.
 Adaptability – To be flexible and adaptable, to meet new challenges.
ORGANISATION STRUCTURE
PRESIDENT
MARKETING
MARKETING
HEAD
HR
HR HEAD
CATEGORY
MANAGER
CATEGORY
HEAD
FINANCE
MANAGER
FINANCE
HEAD
OPERATION
HEAD
STORE
MANAGER
VICE
PRESIDENT

18. JOB DESCRIPTION
MARKETING
Cluster Manager (AM/ Sr. Exec.) Marketing- Big Bazaar
Job Description
We are recruiting for Assistant Manager- Cluster Marketing for Delhi/NCR for
our Big Bazaar Stores. Person will be based at Zonal Ofc (Gurgaon) handling BTL Activities, Brand
Activation, Digital Marketing, Coordination with the agencies and the vendors.
Only Male candidates are preferred from Retail/ FMCG background.
People from Only Agency Background will not be considered.
Should be MBA (Marketing) with 3-6 years of experience.
Excellent Communication Skills
Salary: INR 4, 00,000 - 8, 00,000 P.A
Industry: Retail / Wholesale
Functional Area: Marketing, Advertising, MR, PR, Media Planning
Role Category: Marketing
Role: Zonal Marketing Manager
KEYSKILLS
Digital marketing Btl Brand Activation
Desired Candidate Profile
Please refer to the Job description above
Company Profile:
Future Retail Limited
Future Group is the pioneer in the Indian retail sector and focuses on developing and operating modern
retail networks, consumer goods brands and logistics networks for the consumption sector in India.
Future Group believes in developing strong insights on Indian consumers and building businesses based
on Indian ideas, as espoused in the group's core value of 'Indianness'. The group's corporate credo is,
'Rewrite rules, Retail values'.
Future Group operates through its four listed entities -Future Retail Limited, Future Lifestyle Fashions
Limited, Future Consumer Limited and Future Enterprise Limited.

19. FINANCE
HEAD CASHIER (BIG BAZAAR)
We are recruiting for the position of Head Cashier for Big Bazaar Store based Delhi / NCR handling
Cash
Management, Vendors, Cash tilts & Team Management etc.
Contact Person - Priyanka / Shilpa
Venue for interview:-
Future Group, Plot No. 82, Sector - 32, Jharsa, Gurgaon (Behind Ranbaxy Building, Next to Adani
office)
* Travel expenses for the interview will be borne by the candidates.
* Excellent pay packages.
* Graduation is must & only male candidates can apply
Thanks & Regards, HR Dept.
Salary: INR 1, 00,000 - 3, 25,000 P.A
Industry: Retail / Wholesale
Functional Area: Accounts, Finance, Tax, Company Secretary, Audit
Role Category: Accounts
Role: Accounts Executive/Accountant
KEYSKILLS
HEAD CASHIER CASHIER
Desired Candidate Profile
Please refer to the Job description above
Company Profile:
Future Retail Limited
Future Group is the pioneer in the Indian retail sector and focuses on developing and operating modern
retail networks, consumer goods brands and logistics networks for the consumption sector in India.
Future Group believes in developing strong insights on Indian consumers and building businesses based
on Indian ideas, as espoused in the group's core value of 'Indianness'. The group's corporate credo is,
'Rewrite rules, Retail values'.
WALKIN INTERVEIW
3rd November - 4th November 11 AM

20. HR FUNCTION
HR EXCUETIVE – MALE ONLY
JOB DESCRIPTION
Man Power Planning & Recruitment (Band 1)
Induction (Milaap)
Coordinate with ZO (HR).
Conduct Weekly meetings, Focus Groups, Skip Meetings.
Enhancing & Maintaining FUN-ZONE.
Performance Appraisals.
Ensuring smooth communication from Front end people to SM & Vice versa.
Processing Employee benefit (Loan, leave, etc.) to ZO (HR).
Conflict resolution / Grievance handling.
Scheduling Employee Development initiatives, as per the L & D Dept. Plan & maintaining records
(Training Cards).
Update APL, comp. offs, Personal files, etc.
Monthly MIS to ZO (HR).
Strict adherence to SOPs.
PERK handling.
Accountability
To ensure the smooth implementation of People Processes (Milaap, Training, Welfare, engagement,
Appraisals, Grievances, etc.).
To ensure the implementation of Training roll out (L&D) in the Store.
To extend service to the smooth functioning of the Store Processes (Dept. VM, Warehouse & other
support functions.
To complete statutory compliances /requirements timely.
To Coordinate with ZO (HR) for Personnel (employee) requirements.
To ensure strict adherence to the SOPs at the Store.
Salary: Not Disclosed by Recruiter
Industry; Retail / Wholesale
Functional Area; HR , Administration, IR
Role Category: HR/ Recruitment / IR
Role: HR Executive
KEYSKILLS
Induction HR Grievance Handling Manpower Planning Welfare Leave Training Employee
Development Personnel
EDUCATION-
UG: Any Graduate - Any Specialization
PG: MBA/PGDM - HR/Industrial Relations
Company Profile:
Future Retail Limited - Big Bazaar (SAME AS ABOVE)

21. RECRUITMENT AND SELECTION PROCESS
RECRUITMENT PROCESS
Recruitment refers to the process of sourcing, screening, and selecting people for a job or vacancy within
an organization. Though individuals can undertake individual components of the recruitment process, mid
and large size organizations generally retain professional recruiters.
The recruitment process in India is designed in such a way that each candidate gets the desired profile
according to its own choice. Place the candidate from the right profile, the best job recruitment agencies,
the solution is the end of most Indian job recruitment agencies.
GUIDING PRINCIPLES OF RECRUITMENT
Appropriate and effective recruitment strategies vary with each position. The length and scope of the
recruitment should be relevant to the position.
In setting the timeline for your recruitment, consider the wording carefully--there are consequences to your
choice.
 If you specify a recruitment deadline, you may not consider any applications received after that date.
 If you indicate the position will remain open until filled, you must consider any applications received
until an offer has been extended and accepted.
 If you indicate "applications received by a certain date will be assured full consideration," you can
decide whether or not to review applications received after the specified date. When using this wording,
it is critical to establish a meaningful date.
RECRUITMENT STRATEGIES AND RESOURCES
HR Persons will assist search committees and hiring departments in developing recruitment strategies for
each vacancy. General guidelines for specific types of positions are listed below.
Tenure-track Faculty
Scope of Search: National or regional
Recruitment Resource:
Discipline-specific journals, list-serves, Professional associations

22. Personal contacts with colleagues, alma maters, and alumni associations
Position announcement mailings to doctoral-degree granting universities
Chronicle of Higher Education
Recommended Recruitment Period: At least 3 weeks after appearance of first advertisement; at least 1 full
week after publication of last advertisement
Unclassified staff, Director level and above
Unclassified (below Director Level) and Classified Staff
Scope of Search: Regional (for technical or paraprofessional positions) or local
Recruitment Resources:
Position announcement mailings to state employment offices, local vocational and community colleges.
Recommended Recruitment Period
Unclassified: At least 2 weeks after appearance of first advertisement; at least 1 full week after publication
of last advertisement
Classified: Contact your HR Generalist for state requirements.
THE RECRUITMENT PROCESS
These are the main recruiting stages.
Sourcing
Sourcing involves 1) advertising, a common part of the recruiting process, often encompassing multiple
media, such as the Internet, general newspapers, job ad newspapers, professional publications, window
advertisements, job centers, and campus graduate recruitment programs; and 2) recruiting research, which
is the proactive identification of relevant talent who may not respond to job postings and other recruitment
advertising methods. This initial research for so-called passive prospects, also called same-generation,
results in a list of prospects who can then be contacted to solicit interest, obtain a resume/CV, and be
screened.
Screening & selection
Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer
skills. Qualifications may be shown through resumes, job applications, interviews, educational or

23. professional experience, the testimony of references, or in-house testing, such as for software knowledge,
typing skills, numeracy, and literacy, through psychological tests or employment testing.
In some countries, employers are legally mandated to provide equal opportunity in hiring.
Onboarding
A well-planned introduction helps new employees become fully operational quickly and is often integrated
with the recruitment process.
SELECTION
This is the process of choosing individuals who have relevant qualifications to fill vacant positions. The
process begins when a hiring department identifies the need to fill a position, and ends when a person is
hired to meet that need. What happens in the middle of the process includes job analysis, position
description development, recruitment, testing, and screening, corresponding with applicants, Credentials
verification, background investigations, interviewing, reference checking, physical examinations, and the
offer.
GUIDING PRINCIPLES OF SELECTION
The selection process exposes the organization or company to liability. Seeking training from HR for
anyone who participates in the process before beginning.
Provide reasonable accommodation in the application process to persons with disabilities.
Use a nondiscriminatory, valid, and consistently applied selection criteria/process. Use of a rating guide is
recommended. This is a form used to rate applications for a position based on the required and preferred
qualification as defined in the position description. Rating guides simplify the paper screening process,
ensure that applications are being evaluated against the same criteria, and provide documentation which
will be used to defend any challenged outcome.
Once it is determined that an individual does not meet the established minimum qualifications, she must be
eliminated from further consideration. If you are unclear whether or not an applicant possesses the minimum
qualifications, it is appropriate to conduct a verification phone interview. You may also ask applicants to
include a cover letter detailing how they meet the established qualifications as part of the application
process.

24. RECRUITMENT AND SELECTION GUIDELINES OF BIG BAZAAR
These guidelines are also called BIG BAZAAR RECRUITMENT RULES.
OBJECTIVE
The main objective of detailing guidelines is that the right type of personnel’s are recruited, who fulfills the
requisite job specifications for Recruitment including the desirable level of qualification, skills/ experiences
and competence which is essential for the sustained vitality and growth of the organization
APPLICABLITY AND SCOPE
The guidelines shall apply to the Managerial/ Executive/ Supervisors category of employees in the pay
scale/level, as announced separately in the classification of employees order. Detailed job specifications,
required to recruit the person at various Levels/ Grades.
RECRUITMENT
Recruitment shall be resorted for induction of talent from outside, when suitable Candidates are not
available from within the organization or upon a specific demand of the post is such that it has to be filled
up from the open market.
SOURCES OF RECRUITMENT
From within organization through Transfers;
 Through Employment Exchanges
 Through Placement agencies/ Consultants
 Through open Market Advertisements
 From Engineering /Management / Educational Institutes.
 Through E-mail sources via Naukri.com etc.
 Through Contractors /Suppliers etc.
 Through referred cases, relatives / friends etc.
General
All recruitment shall be done exclusively on merit basis only except experienced personnel maximum age
for recruitment shall be 28 years of age & Minimum 18 years.

25. JOB SPECIFICATIONS/ AGE AT ENTRY LEVEL
Each person is expected to fulfill the requisite job specifications / as required for the position before his
candidature is considered for the post. Age requirement at entry point with 10+2 qualification shall be
around 20 years and for Graduate / Post graduate / Professional Qualification shall be between 21 years to
25 years for a fresher. The upper age limit for recruitment of experienced personnel shall normally be not
more than 45 years.
AGE OF SUPERANNUATION
Normally the age of superannuation shall be 60 years for all classes of employees. In order to streamline
the recruitment age and to ensure that no person is retiring on his birthday, all employee shall be retiring
only on first day of the next month in which he attains the age of superannuation.
EXTENSIONS IN SERVICE
In case any employee requests for extension of services on attaining the age of superannuation, i.e., 60
years, or management wishes to retain his service in the interest of the organization, subject to medically
fitness, the management at its sole discretion, may grant such extension of service for one year at a time,
However, a management may also consider reappointment of a retired employee on a contract basis.
However such a person shall be entitled to a consolidated amount and contracted facilities/ perquisites only.
He shall not be entitled to any other facility/perquisite as applicable to other regular Executives/ Employees
of the company of his cadre
REQUISITION FOR RECRUITMENT OF PERSONNEL
All HOD’s / Sectional Heads shall raise a requisition in the prescribed format, as per sanctioned manpower
and duly approved by competent authority.
STANDARD APPLICATION FORM
Candidates application screened / short listed are required to fill in the prescribed application form in their
own handwriting and submit the same to HR Department along with a passport size photograph,
photocopies of certificate and testimonials etc., in support of their Age, Qualification, Experience conduct
etc.
LETTER OF APPOINTMENT:
Every candidate selected and appointed in Executive Cadre shall be issued a letter of appointment as per
the Standard Format placed.

26. SERVICE AGREEMENT
Experienced personnel recruited in Executive cadre may be required to execute a service agreement to serve
the organization at least for a period of two years, after joining the service of the company.
ANTECEDENT VERIFICATION
Each Candidate should state names along with contact address Telephone number etc. of at least 2 persons
(not in relation), who can be referred by the employer to verify candidate antecedents etc., in the application
form itself, out of which one should be preferably of immediate past employer.
SCRUITINY OF APPLIACTION
All application received from the candidates, shall initially be screened by HR Department Recruitment
section to ensure that candidate fulfills the job specifications and there after send the screened applications
to respective HOD / Requisition authority for detailed screening and ensuring that the candidate meet their
requirement and return such screened applications back to
H R Department for further action to request and fill the vacancy.
APPLICATION BLANK FOR EMPLOYMENT
All applicants, who have been short listed for an appointment in the Company, shall be required to complete
an Application Blank for Employment in his own handwriting.

27. FLOW CHART FOR
RECRUITMENT AND SELECTION IN BIG BAZAAR
Manpower planning
Requirement Generation (Allotted Vs. Actual Basis)
Internal Fitment (Job Rotation)
Recruitment (CVs screened by HR Department along with Business Head)
Selection Procedures (Initial interview by HR Department/Finalization by Business
Head/Executive Committee/CMD)
Joining and Induction
Orientation
Placement
Appraisal

28. TRAINING AND DEVELOPMENT METHOD BIG BAZAR
METHODS
ON THE JOB METHODS
 Job rotation
 Coaching
 Job instruction
 Coaching
 Training through step by step
committee assingments internship
training.
OFF THE JOB METHOD
 Vestibule training
 Role playing
 Lecture method
 Conference and discussion
 Programmed instruction
 Audio-visual methods
 Computer based training and e-learning
TYPES OF TRAINING PROVIDED BY BIG BAZAAR
 Customer happiness including selling skills
 Communication skill
 Cashiering
 Product training
 Guru kul
 Analytical skill
 Value internalization for all employees
 Store guru
 Supervisory skills
 Analytical skill and commercial acumen
 Analytical skill and decision making
 Interpersonal skill and effectiveness

29. Performance Appraisal
The HR department conducts performances appraisal of all the employees annually in the month
of April.
Based on their performance increments will be given in their pay.
In addition to this if an employee achieves or exceeds the target given to along with their team
member will be provided with attractive cash and other incentives.
Employee Engagement Activities performed in big bazaar
The visionary leadership of Mr. Kishore Biyani to push the boundaries reinvent the wheel and
take risks. It is prevalent in the entire or ganization.
 Employees encouraged to experiment and take risks (e.g., BPA free plastics - a new category
developed by store staff)
 Focus is on implementing ideas rather than spending time on historical analysis
 Creation of rituals to institutionalize best practices:
 Ceremony to appoint store kartas by inviting his/her parents has increased the sense of ownership.
Employees' Engagement Index:-
To help organizations use employee engagement to drive business goals, PwC has created
the Employee Engagement Index (EEI). Specifically, engagement is measured by asking
employees the extent to which they agree with the EEI attributes.
 Alignment “I understand how my job contributes to the success of the company.”
 Advocacy “I would recommend the company to friends and family as a great place to work.”
 Commitment “I intend to stay with the company for another 12 months.”
 Discretionary effort “My colleagues are willing to go beyond what is expected for the success of
the company.
 Pride “I am proud to work for the company”.
 Achievement “My colleagues are passionate about providing exceptional customer service.
The EEI is measured on the basis of 3 point Likert scale where 3 says agree, 2 says neutral, 1 says
disagree.

30. CTC FOR TWO POSITIONS IN THE ORGANIZATION
1. Cluster Manager (am/sr. exec.) marketing.
ASSUMING CTC FOR THIS POST –Rs.400000
Then, the Break up with various salary components will be
TOTAL CTC Rs.400000
BASIC 40% of ctc 160000
DEARNESS ALLOWANCE 10% of basic 16000
HOUSE RENT ALLOWANCE According to city 70400
CONVEYANCE ALLOWANCE EXEMTED AMOUNT 19200
MEDICAL REIMBRUSEMENT EXEMTED AMOUNT 15000
LEAVE TRAVEL ALLOWANCE I MONTH SALARY 13333.33
CHILD EDUCATION EXEMTED AMOUNT 2400
CHILD HOSTAL EXEMTED AMOUNT 7200
GRATUITY 4.81% OF BASIC 7696
PROVIDENT FUND 12% OF BASIC+DA 21120
GRADE PAY BALANCE AMOUNT 67650.67

31. 2 .Head cashier
ASSUMING CTC FOR THIS POST- Rs. 350000
Then, the Break up with various salary components will be
TOTAL CTC Rs.350000
BASIC 40% of ctc 140000
DEARNESS ALLOWANCE 10% of basic 14000
HOUSE RENT ALLOWANCE According to city 61600
CONVEYANCE ALLOWANCE EXEMTED AMOUNT 19200
MEDICAL REIMBRUSEMENT EXEMTED AMOUNT 15000
LEAVE TRAVEL ALLOWANCE I MONTH SALARY 11666.67
CHILD EDUCATION EXEMTED AMOUNT 2400
CHILD HOSTAL EXEMTED AMOUNT 7200
GRATUITY 4.81% OF BASIC 6734
PROVIDENT FUND 12% OF BASIC+DA 18480
GRADE PAY BALANCE AMOUNT 53719.33

32. CONCLUSION
Big bazaar under future group promises a glowing future for itself and the country’s development
in the order to improve the benefits and the standard of living of the people of the state and the
country. The country is reaching out to all the sections of the society it is creating a hypermarket
where not only the rich people shop but also the middle and the lower class customer come to enjoy
the whole shopping experience. After doing a project I came to the conclusion that their training
programme is very effective.
Big bazaar is undoubtedly the number one retailer in India. It has built a very emotional and
cordial relationship with its customers. It is also very intending to build long term relationship with
all its stakeholders, which is very essential for a successful business venture. It is observed that the
organization hierarchy is professional as all the departmental managers directly report to the store
manager who in turn reports to the zonal head. Big bazar, with 25 years
Of experience in the field of weaving fabrics, is the leading apparels and fashion design fabric
company.
There exists a healthy and positive relationship between employees and managers. The employees
accept their responsibility wholeheartedly, accept that it is their responsibility to carry out a part of
the activities of the company and they will be held accountable for the quality of their work.it is
found that more than 60% employees are the age group of 20-35.from this it reveals that company
is having young and energetic workforce who are very creative, enthusiastic and also very
determined to grow. Working environment is good and also the various facilities provided helps in
motivating the employees. The company is reaching out to all the section of the society as it is
creating a hypermarket where not only the rich people shop but also the middle and the lower class
customer come to enjoy the whole shopping experience.

33. BIBLIOGRAPHY AND WEBLIOGRAPHY
 Economics times
 Big bazaar direct.com
 www.moneycontrol.com
 www.acceanalyser.com
 www.bigbazaar.com
 www.bizstals.com
 www.business.gov.in
 www.ibef.com
 www.emarketers.com
 www.track.in
 Future group website.