Академический Документы
Профессиональный Документы
Культура Документы
ON
“A Study on Effectiveness of
Training and Development at Big
Bazaar, Lucknow”
Submitted by:
JYOTIMA VERMA
Roll no: 1668070048
M.B.A. 3rd Semester
SESSION 2016-2018
DEPARTMENT OF MANAGEMENT
i|Page
DECLARATION
I do hereby declare that all the work presented in the research report entitled
Lucknow‖ is carried out and being submitted at the school of management for
JYOTIMA VERMA. The work is carried out under the guidance of Ms. Anshika
Verma (faculty guide). It hasn‘t been submitted at any other place for any other
academic purpose.
JYOTIMA VERMA
ii | P a g e
ACKNOWLEDGEMENT
I feel deeply indebted towards people who have guided me in this project. It would
have not have been possible to make such an extensive report without the help,
guidance and input from them. Most of my information source has been from
I would firstly like to express my gratitude toward Ms. Anshika Verma faculty
guide and faculty members for having shown much of flexibility and guiding in such
a way that I really learning the subject all the time . She helped me in deciding the
project topic. She showed a lot of openness in her approach and I would like to thank
him for her support in a way that has lead to proper & effective learning.
Last but not least I am great full to all my family members & my friends for being my
side always. Without their help and motivation it wouldn‘t have been possible to
complete my project.
JYOTIMA VERMA
iii | P a g e
EXECUTIVE SUMMARY
reputed professional courses in the field of management. This course includes both
theory and its applications as per contents of its curriculum. Project report is an
our practical knowledge and also to get interact with the various aspects of present
market conditions. Each student is required to undergo practical training, before the
The summer training project programmers are designed to give the managers
the future of the corporate happenings and work culture. The real life situation is
inside. The Summer Training project programmers are designed, so that the
managers or tomorrow do not feel when the time comes to take responsibilities.
iv | P a g e
TABLE OF CONTENT
Declaration ii
Acknowledgement iii
Executive Summary iv
1. Introduction 1
2. Company profile 32
3. SWOT Analysis 53
5. Research Methodology 62
6. Limitations 65
8. Findings 80
9. Suggestions/Recommendations 83
10. Conclusion 85
11. Bibliography 87
12. Appendix 89
v|Page
INTRODUCTION
1|Page
INTRODUCTION
What is “Training”?
Training is needed not only for technicians who work in the shop floor but also for
supervisors, managers and executives. After training, candidates will be placed on the
Development is, less skill oriented and stresses on knowledge. Knowledge about
Any training & development programme must contain inputs, which enable the
participants to gain skills, learn theoretical concepts and help acquire vision to look in
in future.
2|Page
IMPORTANCE OF TRAINING AND DEVELOPMENT
Training is the corner stone of sound management, for it makes employees more
effective and productive. It is actively and intimately connected with all the personnel
Training is a practical and vital necessity because, apart from the other advantages
mentioned above, it enables employees to develop and rise within the organization,
and increase their market value, earning power and job security. It moulds the
employee‘s attitudes and helps them to achieve a better cooperation with the company
and a great loyalty to it. Training, moreover, heightens the morale of the employees,
reduces the rate of turnover. Further, trained employees make a better and economical
use of materials and equipped; therefore, wastage and spoilage are lessened, and the
Recognition of the importance of training in recent years has been heavily influenced
change have gradually led some employers to the realization that success relies on the
skills and abilities of their employees and this means considerable and continuous
This has also been underscored by the rise in HRM with its emphasis on the
importance of people and the skills they possess in enhancing organization efficiency.
Such commitment to the company and the growth in the quality movement has led
development and education. There has also been more recognition of the need to
3|Page
complement the qualities of employees with the needs of the organization. Such
concepts require not only careful planning but also a greater emphasis on employee
development.
1. To impart to new entrants the basic knowledge and skill they need for an
4|Page
SUBJECT BACKGROUND OF THE REASERCH TOPIC
EDUCATION:
the employees‖.
TRAINING:
courses are typically designed for a short term, stated set of purposes‖.
DEVELOPMENT:
3. Employees feel that they are being taken care of by the management and these
5|Page
4. By training, the worker is enabled to make the more economical and best use
6. The availability of trained personnel ensures long term stability and flexibility
in the organization.
7. The workers are exposed to the latest concepts, information and techniques,
they become well qualified by this and the increase their market value and
earning power.
PRINCIPLES OF TRAINING
1. Training and Development is continuous & its scope exists throughout the
career.
2. The objective & scope of a training plan should be defined before its
cooperative action.
terms.
4. There exists a gape b/w best performance and present performance and
Training and Development can bring out the hidden talents to fill the gaps.
6|Page
5. Growth is a challenge, which involves stress and strains. Training helps an
Development.
possible extent
2. To assess how far training is useful for improving career prospects of every
individuals.
PRINCIPLES OF EVALUATION
7|Page
THE DIFFERENCE BETWEEN EVALUATION AND
EFFECTIVENESS
TRAINING EVALUATION
Training Evaluation refers to the process of collecting and measuring the outcomes or
refers to measures that the trainer and the company use to evaluate Training programs.
TRAINING EFFECTIVENESS
Training Effectiveness refers to the benefits that the company and the trainees receive
from training. Benefits for trainees may include learning new skills or behavior.
Benefits for the company may include increased sales and more satisfied customers.
The Performance Management System enables the Organization to enhance & sustain
What is Performance?
Performance is about behaviors or what employees do, not about what employees
developing the performance of individuals and teams and aligning performance with
8|Page
OBJECTIVES OF PMS
SCOPE OF PMS
All confirmed employees as of April 1st of the year, are eligible for the
Performance Assessment.
9|Page
Assessment Criteria
2. Key Competencies (the ―How‖) that are relevant to different job categories
The Final Assessment is to result in one of the four ratings enlisted below which are
to conform to a normal distribution for respective departments, units & hence the
entire Organization:
Outstanding
Exceeds Expectations
Meets Expectations
Needs Improvement
The above ratings have descriptors to enable the assessment on each of the Key
performer
10 | P a g e
Needs Improvement: Needs to improve performance in several objectives;
Thereby all employees are appraisee‘s as their individual and thereby collective
success.
Senior Leadership Team (SLT): The CEO and his immediate reportees play a key
role in ratifying the entire Organization‘s Performance Distribution, once all the
the assessment process, in terms of communication of the assessment process flow &
11 | P a g e
COMPETENCY MAPPING
institution and the jobs and functions within it. Competency mapping is important and
is an essential exercise. Every well managed firm should have well defined roles and
list of competencies required to perform each role effectively. Such list should be
needs identification.
The competency framework serves as the bedrock for all HR applications. As a result
employee to see whether he (or she) needs to perform better or to move up a notch on
the scale. Once the employee `tops‘ every indicator at his level, he moves on to the
It helps in determining the Training and Development needs and importantly it helps
to encourage the best and develop the rest and a win-win situation for everyone.
12 | P a g e
LITERATURE REVIEW
profitable but if it fails to do so the organization may not survive. And worse is the
rationale of training is not only on the ordinary employees but as well as to their
making the organization successful. The benefits fall entirely for the employees and
for the private companies. The target of the program being implemented in the
companies, increases the competency in the market, and improves the living condition
of the employees (ADBG, 2008). Under the participation of the stakeholders, the
retaining the best of the people from the broadest business practices to meet the
provided for the employees with best of the career opportunities in different industry
and encourages their individual growth and achievement (Kruger, 2008). According
to Casse and Banahan (2007), the different approaches to training and development
need to be explored. It has come to their attention by their own preferred model and
the uncertainty related to the purpose and in introducing new tactics for the
environment of work and by recognizing this, they advising on all the problems,
which reiterates the requirement for flexible approach. Usually the managers have the
choice to select the best training and development programme for their staff but they
always have to bear in mind that to increase their chances of achieve the target they
13 | P a g e
must follow the five points highlighted by Miller and Desmarais (2007). According to
Davenport (2006), mentioned in his recent studies that it‘s easy to implement strategy
Technical training is the process of teaching employees how to more accurately and
thoroughly perform the technical components of their jobs. Training can include
technology applications, products, sales and service tactics, and more. Technical skills
Under these methods new or inexperienced employees learn through observing peers
or managers performing the job and trying to imitate their behavior. These methods
do not cost much and are less disruptive as employees are always on the job, training
standards, and above all the trainee is learning while earning. Some of the commonly
used methods are: Coaching, Mentoring, Job Rotation, Job Instruction, Technology,
Apprenticeship, Understudy.
Off-the-job training methods are conducted in separate from the job environment,
Transactional Training.
14 | P a g e
Depending on the type of job, technical training will be required. Technical training is
a type of training meant to teach the new employee the technological aspects of the
job. In a retail environment, technical training might include teaching someone how to
use the computer system to ring up customers. In a sales position, it might include
showing someone how to use the customer relationship management (CRM) system
to find new prospects. In a consulting business, technical training might be used so the
consultant knows how to use the system to input the number of hours that should be
charged to a client. In a restaurant, the server needs to be trained on how to use the
system to process orders. Let‘s assume your company has decided to switch to the
newest version of Microsoft Office. This might require some technical training of the
entire company to ensure everyone uses the technology effectively. Technical training
Skills Training
Skills training, the third type of training , includes proficiencies needed to actually
perform the job. For example, an administrative assistant might be trained in how to
answer the phone, while a salesperson at Best Buy might be trained in assessment of
customer needs and on how to offer the customer information to make a buying
decision. Think of skills training as the things you actually need to know to perform
your job. A cashier needs to know not only the technology to ring someone up but
what to do if something is priced wrong. Most of the time, skills training is given in-
house and can include the use of a mentor. An example of a type of skills training is
from AT&T and Apple, who in summer 2011 asked their managers to accelerate retail
employee training on the iPhone 5, which was released to market in the fall.
15 | P a g e
Training, Performance and Productivity
The quality of employees and their development through training are major factors in
and keep quality employees, it is good policy to invest in the development of their
productivity can increase. Traditionally, training is given to new employees only. This
is a mistake as ongoing training for existing employees helps them adjust rapidly to
Nowadays the necessity for dedicated professionals has increased with the rising
make certain that people take advantage in the training given to them. The advantages
staff. Superiority is a major concern in any business and career development. It is not
limited to the products but the performance of the professionals as well. Lack of
The review has so far revealed the importance and purpose of training in an
has also been explained. How and why training needs should be assessed was not
16 | P a g e
overlooked. The fundamental bases for which personnel may be chosen or selected
for training, the kinds of training methods are identified. In summary, this study is
designed descriptively to find out whether there exists any setback in the training and
development schemes in Ghana Ports and Harbors and Authority, and thus offer
change and the necessity of introducing new working practices. First of all the
organization will need a training policy that specifies what training means to the
organization, who qualifies for training, how training should be conducted and so on.
The next step is to analyze the training needs of the organization in relation to the
organization‘s strategy and equate it with the needs of the individuals within it.
A variety of methods could be adopted to carry out a training needs analysis. Job
analysis, interview with managers and supervisors and performance appraisal are few
has to be cautious when selecting training methods for its use. A careful use of
training methods can be a very cost-effective investment. Although one of the most
important stages in the training process, evaluation and monitoring is often the most
Training initiatives that stand alone (one-off events) often fail to meet organizational
objectives and participant expectations. In today‘s post we outline the five necessary
17 | P a g e
steps to creating an effective program from assessing needs to evaluating and revising
training.
identify and assess needs. Employee training needs may already be established
(organizational, task & individual) will identify any gaps in your current
training initiatives and employee skill sets. These gaps should be analyzed and
prioritized and turned into the organization‘s training objectives. The ultimate
goal is to bridge the gap between current and desired performance through the
materials and any other training elements. Resources and training delivery
methods should also be detailed. While developing the program, the level of
18 | P a g e
companies pilot their initiatives and gather feedback to make adjustments
5) Evaluate & Revise Training: As mentioned in the last segment, the training
weaknesses in the program. At this point, the training program or action plan
19 | P a g e
Training and Development key points:-
―What‖ is learned?
―Who‖ is learning?
To improve supervision.
20 | P a g e
Aim of Training & Development:-
Measure of the capabilities of the employees in the context of the current and
the future job, which increase the possibility of their employability in the
Full utilization of the talents of the manpower and the development of these
Resources.
Prevent obsolescence.
Extent to which employees are trained to manage well the system of the
company.
social, old or newly established should provide training to all employees irrespective
of their qualification, skill, suitability for the job etc. Thus, no organization can
automation, require up-dating the skills and knowledge. As such an organization has
21 | P a g e
Specifically, the need for training arises due to the following reasons:
organizational Needs.
Technological Advances.
Organizational Complexity.
Human Relations.
22 | P a g e
Training Methods
This type of training, also known as job instruction training, is the most
commonly used method. Under this method, the individual is placed on a regular job
and taught the skills necessary to perform that job. The trainee learns under the
the advantage of giving firsthand knowledge and experience under the actual working
conditions. While trainee learns how to perform a job, he is also a regular worker
rendering the services for which he is paid. The problem of transfer of trainee is also
services in the most effective manner rather than learning how to perform the job. On-
the-job training methods include job rotation, coaching, job instruction or training
23 | P a g e
Job Rotation: This type of training involves the movement of the
trainee from one job to another. The trainee receives job knowledge and
respect them.
suggestions for improvement. Often the trainee shares some of the duties
limitation of this method of this method of training is that the trainee may
by step. Under this method, trainer explains the trainee the way of jobs,
job knowledge and skills and allows him to do the job. The trainer
the trainee.
24 | P a g e
Committee Assignments: Under the committee assignment,
problem. The trainees solve the problem jointly. It develops team work.
Under this method of training, trainee is separated from the situation and his
attention is focused upon learning the material related to his future job performance.
Since the trainee is not distracted by job requirements, he can place his entire
concentration for freedom of expression for the trainees. Off-the-Job training methods
are as follows:
simulated in a class room. Material, files and equipment those are used
commonly used for training personnel for clerical and semi-skilled jobs.
The duration of this training ranges from days to a few weeks. Theory
training involves action, doing and practice. The participants plays the
inspectors, foreman, workers and the like. This method is mostly used for
25 | P a g e
Lecture Method: The lecture is a traditional and direct method of
method is that direct and can be used for a large group of trainees. Thus
costs and time involved are reduced. The major limitations of the lecture
people who pose ideas, examine and share facts, ideas and data , test
carefully planned sequential units. These units are arranged from simple
26 | P a g e
The Training procedure:
One of the better personnel programme to come out World War II was the
Training within the Industry (TWI) programme of the War Manpower Commission.
This was basically a supervisory training programme to make up for the shortage of
civilian supervisory skills during the war. One of the parts of this programme was the
job instruction training course, which was concerned with how to teach? The training
Preparing the Instructor: The instructor must know both the job to be taught
and how to teach it. The job must be divided into logical parts so that each can be
taught at a proper time without the trainee losing plan. For each part one should
have in mind the desired technique of instruction, that is, whether a particular
to place the trainee at ease. Most people are somewhat nervous when approaching
an unfamiliar task. Though the instructor may have executed this training
procedure, many times he or she never forgets its newness to the trainee. The
Getting Ready to Teach: This stage of the programme is class hour teaching
27 | P a g e
Planning the programme.
Presenting the Operation: There are various alternative ways of presenting the
methods of explanation. In addition one may illustrate various points through the
value of training
28 | P a g e
Model for Feedback on Training
Measurement of
actual job
performance
Employee Employee
for new after training
assignment
Suitability
for new
assignment Measurement of
training
performance
29 | P a g e
Advantages of Training
Increased Productivity
Heightened Morale
Reduced Supervision
Reduced Accidents
The specification of values forms a basis for evaluation. The basis of evaluation
determined at the planning stage. The process of training has been defined as ―any
attempt to obtain information on the effects of training performance, and to assess the
value of training in the light of that information.‖ Evaluation leads to controlling and
correcting the training programme. Hamblin suggested five levels at which evaluation
on the basis of quantity of content learned and time in which it is learned and
30 | P a g e
Job Behavior: This evaluation includes the manner and extent to which the
probability etc.,
Feedback
instructors, trainees and all other parties concerned for control, correction and
31 | P a g e
CHAPTER-2
COMPANY
PROFILE
32 | P a g e
COMPANY PROFILE
a. About organization
Big Bazaar, a household name in shopping in India, is a chain of retail stores, also
known as a hypermarket. Catering to every need in a typical family, Big Bazaar has
certainly come a long way from its humble beginnings of the launch of three stores in
Big Bazaar is a chain of discount stores targeting the value conscious segment and has
the Future Group, it has changed the way Indians shop by providing a one stop for all
needs kind of a hypermarket chain. Big Bazaar is largely based on the fashion format
of selling through retail chains and providing grocery and a whole range of general
class homemakers.
Retail is a fast growing sector in India and has a great deal of economic significance
in the context of the India GDP. It has helped boost investments and provided massive
Big Bazaar , the hypermarket chain of Future Group, is setting up Customer Advisory
customer director of Future Group said: "We are doing this to get closer to customers
33 | P a g e
and give them a platform to voice their opinions about the stores.‖ Future Group has
initiated the move for its Big Bazaar format because it is the largest chain in the
Big Bazaar
Industry Retailing
Founded 2001
Products Hypermarket
employees
Divisions ~ 214
34 | P a g e
Big Bazaar is the largest hypermarket chain in India.
Overview
As India‘s leading retailer, Future Retail inspires trust through innovative offerings,
quality products and affordable prices that help customers achieve a better quality of
life every day. We serve customers in 95 cities across the country through over 10
Future Retail is the flagship company of Future Group, India‘s retail pioneer catering
to the entire Indian consumption space. Through multiple retail formats, we connect a
diverse and passionate community of Indian buyers, sellers and businesses. The
collective impact on business is staggering: Over 300 million customers walk into
our stores each year and choose products and services supplied by over 30,000 small,
medium and large entrepreneurs and manufacturers from across India. This number is
set to grow.
35 | P a g e
36 | P a g e
HISTORY
2016
company,MOBIKWIK
The UK based Plymouth City College awarded Future Sharp with a title of
T24, Future Group's unique telecom service and loyalty program and of India's
The most affordable fashion destination, fbb signed youth style icons Katrina
Future Supply Chains Solutions Ltd launched its cold storage warehouse
Future Group forays into M-Commerce with the T24 Mobile App
Future Group launched the new age convenience store format, KB's
Conveniently Yours.
2015
concept where franchises will sell Big Bazaar products through a catalogue on a
37 | P a g e
'tablet'.
• Future Group officially launched India's largest State of the Art Logistical
• Future Sharp, the Future Group arm that trains and develops the skills of youth
2014
Future Group partnered with the Fortune 500 company and one of the largest
Future Supply Chain acquired New Delhi based processed-foods supply chain
Future Group announced its strategic tie-up with SAP company hybris, that
India's First Mega Food Park was inaugurated by India's Honourable PM Shri
38 | P a g e
Future Group's premium food destination Foodhall launched in Saket, New
Delhi.
Big Bazaar and Ezone were voted as one of the Top 50 Most Trusted Brands
in the country in the Brand Equity Survey 2013 conducted by Nielson. The
survey also revealed that Big Bazaar is the 4th Most Trusted Service Brand of
the country
fbb ties up with India's largest Beauty Pageant Femina Miss India 2014
A New Generation Big Bazaar , Big Bazaar Family Centre was launched at
2013
First batch of Future India Fellowship program started with 5 selected fellows
across the country. The fellowship aims to create thought leaders of tomorrow.
shopping concept where franchises will sell Big Bazaar products through a
catalogue on a 'tablet'.
Future Group officially launched India's largest State of the Art Logistical
Profit Club.'
39 | P a g e
Foodhall, the premium lifestyle food destination launched in New Delhi.
Future Sharp, the Future Group arm that trains and develops the skills of youth
2012
On 1st May 2012, the company introduced a new retail initiative – Public
Holiday Sale
Foodhall the premium lifestyle food destination launched its second store in
Big Bazaar redefined the concept of customer service with the launch of the
Rajajinagar Family Centre in Bengaluru with its unique Seva initiative on 24th
February 2012
Future Sharp Skills Ltd. launched its first skill centre in Kolkata with a vision
to train and provide sustainable livelihood to five lakh youth of West Bengal
by 2022
Pantaloons became the first retailer to introduce a reality hunt as it set out on a
Future Supply Chains Express Logistics business became the fastest profitable
40 | P a g e
Keeping pace with the ongoing trends Fashion@ Big Bazaar decided to
Pantaloons joined hands with PAYBACK . Being India's largest and one of
2011
Future Group entered elite gourmet retailing with the launch of its first
Big Bazaar completed 10 glorious years and came up with a new brand
Big Bazaar opened its first store in Himachal Pradesh on 21st May 2011
2010
the group's value retail business through Big Bazaar , Food Bazaar and other
formats
41 | P a g e
Pantaloons opened its 50th flagship store in New Delhi on 27th November
2010
Pantaloons embarked on its "next gen" journey with the launch of its new
'avatar' stores
Future Group announced the launch of mobile telephony services under the
2009
India – a unique initiative to offer meals to visitors and support local social
organizations
Big Bazaar captured almost one-third share in food and grocery products sold
Pantaloon Retail celebrates its first Shopping Festival across all retail formats
2008
Big Bazaar dons a new look with a fresh new section, Fashion@Big Bazaar
42 | P a g e
Big Bazaar crosses the 100-store mark, marking one of the fastest expansions
2007
shopping portal
Big Bazaar initiated the Power of One campaign to help raise funds for the
Pantaloon Retail wins the International Retailer of the Year award at US-based
2006
Big Bazaar launched India's most popular shopping festival: Sabse Sasta Din
on 26th January
for housewives
Home Town, the home building and improvement products retail chain, is
launched along with consumer durables format Ezone and furniture chain
Furniture Bazaar.
43 | P a g e
2005
Big Bazaar launched a unique shopping program: the Big Bazaar Exchange
2004
2003
Big Bazaar entered Tier II cities with the launch of its store in Nagpur
2002
2001
Pantaloon Retail launches three Big Bazaar stores within a span of 22 days in
1997
Pantaloon Retail enters modern retail with the launch of the first 8000-sq. ft.
1994
1992
44 | P a g e
1991
1987
The company is incorporated under the name of Manz Wear Private Ltd.
45 | P a g e
VISION AND MISSION
Vision
Future Group shall deliver Everything, Everywhere, Everytime for Every Indian
We share the vision and belief that our customers and stakeholders shall be served
only by creating and executing future scenarios in the consumption space leading
to economic development.
making consumption affordable for all customer segments – for classes and for
masses.
do.
We shall ensure that our positive attitude, sincerity, humility and united
46 | P a g e
Mission
We share the vision and belief that our customers and stakeholders shall be served
only by creating and executing future scenarios in the consumption space leading to
economic development
We will be the trendsetters in evolving delivery formats, creating retail realty, making
consumption affordable for all customer segments – for classes and for masses.
We shall infuse Indian brands with confidence and renewed ambition. We shall be
We shall ensure that our positive attitude, sincerity, humility and united determination
47 | P a g e
Core Values
Respect
Simplicity
Respect & Humility: to respect every individual and be humble in our conduct.
Simplicity & Positivity: Simplicity and positivity in our thought, business and
action.
48 | P a g e
S Doreswamy
Anil Harish
at D.M. Harish & Co., Advocates & Solicitors. He specialises in Income Tax, FEMA
likeHOTEL Leela Ventures Ltd. and Mahindra Lifespace Developers Ltd. among
others.
49 | P a g e
AIMS AND OBJECTIVES
Our objectives encourage us to explore unexplored areas and write new rules to create
new opportunities and successes. Our focus in striving for a glorious future gives us
strength and the ability to learn, unlearn and re-learn our ability to evolve.
At Future Retail we do not wait for the future to unfold itself but create future
Our customers will not just get what they need, but also get them where, how and
We will not just post satisfactory results, we will write success stories.
We will not just operate efficiently in the Indian economy, we will evolve it.
We will not just spot trends; we will set trends by marrying our understanding of the
50 | P a g e
STRATEGY OF BIG BAZAAR
3-C Theory
According to Kishore Biyani's 3-C theory, Change and Confidence among the
India one: The Consuming class which includes upper middle and lower middle
India two: The Serving class which includes people like drivers,household helps,
Wednesday Bazaar
The concept of Wednesday Bazaar was promoted as 'Hafte Ka Sabse Sasta Din'
(Cheapest Day of the Week). Initiated in January 2007, the idea behind this scheme
was to draw customers to stores on Wednesdays, the day when consumer presence is
usually less. According to the chain, the aim of the concept was 'to give homemakers
Maha Bachat
The concept of 'Maha Bachat' (Mega Saving) was introduced in the year 2006 as a
single day campaign with promotional offers across the company outlets. Over the
years, the concept has grown to become a six-day biannual campaign. During the
campaign, offers are given in all the value formats including Big Bazaar, Food
51 | P a g e
The Great Exchange Offer
exchange their old goods for Big Bazaar coupons. The coupons can be redeemed later
for buying brand new goods from Big Bazaar outlets across the nation.
New logo
On the occasion of completion of ten (10) years in the Indian retail industry (in 2011)
Big Bazaar came up with a new logo for the company with a tag line that says: 'Naye
India Ka Bazaar' (Market for New India). This replaces the earlier tag line: 'Isse Sasta
Aur accha Kahin Nahin' (Nothing is Cheaper and good than Here).
Advertising initiatives
Big Bazaar has launched a promotion drive covering the three prime media,
television, print and social media, to mark the launch of the new logo. The media
52 | P a g e
SWOT
ANALYSIS
53 | P a g e
SWOT analysis of Big Bazaar
It offers a family shopping experience, where entire family can visit together.
are still missing from Big Bazaar‘s line of products. E.g. Jockey, Van heusen,
54 | P a g e
Opportunities in the SWOT analysis of Big Bazaar
More people these days prefer to visit big stores where they can find large
Competition from other value retail chains such as Shoprite, Reliance (Fresh
large population still prefers to visit local convenient stores for daily purchases
55 | P a g e
The marketing mix of Big bazaar discusses the Service marketing mix or the 7 P‘s pf
Big bazaar.
Product:
Big Bazaar offers a wide range of products which range from apparels, food, farm
products, furniture,child care, toys, etc of various brands like Levis, Allen Solly,
Pepsi, Coca- Cola, HUL, ITC, P&G, LG, Samsung, Nokia, HP etc.
DJ & C
Tasty Treat
Clean Mate
Sensei
Care Mate
Pricing:
The pricing objective at Big Bazaar is to get ―Maximum Market Share‖. Pricing at
56 | P a g e
Value Pricing (EDLP – Every Day Low pricing): Big Bazaar promises
consumers the lowest available price without coupon clipping, waiting for
Promotional Pricing: Big Bazaar offers financing at low interest rate. The
concept of psychological discounting (Rs. 99, Rs. 49, etc.) is also used to
attract customers. Big Bazaar also caters on Special Event Pricing (Close to
peak and non-peak hours or days of shopping is also a pricing technique used
The combo-packs add value to customer and lead to increased sales. Big
Place:
The Big Bazaar stores are operational across three formats — hypermarkets spread
over 40,000-45,000 sq ft, the Express format over 15,000-20,000 sq ft and the Super
Centers set up over 1 lakh sq ft. Currently Big Bazaar operates in over 34 cities and
towns across India with 116 stores. Apart from the Metros these stores are also doing
well in the tier II cities. These stores are normally located in high traffic areas. Big
57 | P a g e
Bazaar aims at starting stores in developing areas to take an early advantage before
the real estate value booms. Mr. Biyani is planning to invest around Rs 350 crore over
the next one year expansion of Big Bazaar. In order to gain a competitive advantage
customers to orders products online which will be delivered to their doorstep. This
Promotion:
Shakti card
Big Bazaar has come up with 3 catchy lines written on hoardings taking on biggies
58 | P a g e
People:
Employ close to 10,000 people and employ around 500 more per month.
Use scenario planning as a tool for quick decision making multiple counters
for payment, staff at store to keep baggage and security guards at every gate,
Process:
Big Bazaar places a lot of importance on the process right from the purchase to the
delivery of goods. When customers enter the stores they can add the products they
which to purchase in their trolley from the racks. There are multiple counters where
bill can be generated for purchases made. Big Bazaar also provides delivery of
Physical Evidence:
Products in Big Bazaar are properly stacked in appropriate racks. There are different
departments in the store which display similar kind of products. Throughout the store
there are boards/written displays put up which help in identifying the location of a
product. Moreover boards are put up above the products which give information about
the products, its price and offers. Big Bazaar stores are normally ‗U shaped‘ and well
59 | P a g e
CHAPTER-3
OBJECTIVES
OF THE STUDY
60 | P a g e
OBJECTIVE OF THE STUDY
Big Bazaar.
61 | P a g e
CHAPTER-4
RESEARCH
METHODOLOGY
62 | P a g e
RESEARCH METHODOLOGY
general and overall questions of a study and scientific technique, which provide
precise tools, specific procedures, and technical rather philosophical means for getting
and ordering the data prior to their logical analysis and manipulating different type of
RESEARCH DESIGN
A research design is the arrangement of conditions for collection and analysis of data
in a manner that aims to combine relevance to the research purpose with economy in
procedure. In fact, the research design is the conceptual structure within which
DESCRIPTIVE RESEARCH:
The research undertaken was a descriptive research as it was concerned with specific
63 | P a g e
Universe- Big Bazaar
The two main sources of data for the present study have been primary data and
secondary data.
1. Primary Data:
The primary data for this research study was collected through a direct survey with
the viewers guided by a structured questionnaire. The questions were structured and
2. Secondary Data:
having been collected for specific purpose in the study. The secondary data for this
study collected from various books, company websites, and from company
brochures.
prompts for the purpose of gathering information from respondents. Although they are
often designed for statistical analysis of the responses, this is not always the case.
64 | P a g e
CHAPTER-5
LIMITATIONS
65 | P a g e
LIMITATIONS OF THE STUDY
66 | P a g e
CHAPTER-6
DATA ANALYSIS
&
INTERPRETATION
67 | P a g e
DATA ANALYSIS & INTERPRETATION
1. Do you get the training in the organization?
Particulars % OF RESPONDENTS
YES 70%
NO 30%
TOTAL 100%
0 0
30%
70%
YES NO
Interpretation:-70% respondents say yes they get the training and 30% said no.
68 | P a g e
2) Is the prior performance on employees considered for identifying training need?
Particulars % of respondents
YES 85%
NO 15%
TOTAL 100%
15%
85%
YES NO
69 | P a g e
3) Are employees comfortable in discussing training needs with supervisors?
Particulars % of respondents
YES 60%
NO 40%
TOTAL 100%
% 0f respondents
40%
60%
YES NO
70 | P a g e
4) After training programme does the rate of error come down?
Particulars %. of respondents
YES 75%
NEUTRAL 10%
NO 15%
TOTAL 100%
% of respondents
15%
10%
YES
NEUTRAL
75% NO
Interpretation:- 75% 0f respondents said yes 10% neutral and 15% said no.
71 | P a g e
5) Is it necessary to train each employee?
Particulars % of respondents
YES 50%
NEUTRAL 0%
NO 50%
TOTAL 100%
% of respondents
50% 50%
YES NO
72 | P a g e
6) Does the organization select all the new recruits for training program?
Particulars % of respondents
YES 70%
NEUTRAL 20%
NO 10%
TOTAL 100%
10%
20%
YES
NEUTRAL
70%
NO
Interpretation:- 70% of respondents said yes, 20% neutral and 10% said no.
73 | P a g e
7) Are you satisfied with the duration of training period?
YES 65%
NEUTRAL 0%
NO 25%
TOTAL 100%
% of respondents
0
25%
YES
NEUTRAL
0 65% NO
74 | P a g e
8) After training are you able to deal with more customers?
Particulars % of respondents
YES 80%
NEUTRAL 5%
NO 15%
TOTAL 100%
% of respondents
0
15%
5%
YES
NEUTRAL
NO
80%
Interpretation: - 80% of respondents said yes, 5% neutral and 15% said no.
75 | P a g e
9) Are you able to do more work in less time?
Particulars % of respondents
YES 40%
NEUTRAL 10%
NO 50%
TOTAL 100%
% 0f respondents
0
40%
50% YES
NEUTRAL
NO
10%
Interpretation:-40% of respondents said yes, 10% neutral and 50% said no.
76 | P a g e
10) Does the training programme help in fulfilling the objectives of the
organistation?
Particulars % of respondents
YES 60%
NEUTRAL 0%
NO 40%
TOTAL 100%
% of respondents
0 0
40%
60%
YES NO
77 | P a g e
11) After completion of training were you asked to fill a feedback from?
Particulars % of respondents
YES 55%
NEUTRAL 0%
NO 45%
TOTAL 100%
% of respondents
45%
55%
YES NO
78 | P a g e
12) Is questionnaire a suitable method for evaluating the training programme?
YES 90%
NEUTRAL 0%
NO 10%
TOTAL 100%
% of respondents
10%
90%
YES NO
79 | P a g e
CHAPTER-7
FINDINGS
80 | P a g e
FINDINGS
Mostly all the employees of corporate HR are well aware of the role and
importance of the training They are self motivated to attend such training
interpersonal skill.
Corporate HR, of Big Bazaar, time to time training is provided to all the
Big Bazaar
Post training evaluation focus on result rather than on the effort expended in
conducting the training and it worth the time, money and effort.
Most of the participants are benefitted by giving feedback after attended the
81 | P a g e
These should be an increase in number of training program me for workers
me of employee's education
encouraged and each supervisor has to give a report on the employees under
The essentially like certificates for the training done to be given so that an
82 | P a g e
CHAPTER-8
RECOMMENDATION
83 | P a g e
RECOMMENDATION
The Management must ensure that the training outputs should be implemented.
It may be suggested that the training program be conducted away from their area
of work.
The training program should be more be more practical rather than giving
lectures.
The training program must have problem solving techniques as part of their of
program.
The company must help the employees to overcome their weakness at the time of
training program.
84 | P a g e
CHAPTER-9
CONCLUSION
85 | P a g e
CONCLUSION
and kill relevant for performing excellently within a specific functional department.
This competence insures that technical knowledge is both present and used within a
firm for the welfare of its stake-holders. To develop this competence regular Training
increase in technology initiatives, companies need to spend more time and money on
success and organizations are investing more in their employees training and
provides a feedback and helps the sponsors and the resource persons for improvement
at the level of individual performance and in the strategy formulation for training and
development. Post training evaluation can be used to identify the effectiveness and
the need of retraining and to provide the points to improve the training.
86 | P a g e
BIBLIOGRAPHY
87 | P a g e
BIBLIOGRAPHY
Book
Bhatti, M. and Kaur, S. (2009). ―The Role of Individual and Training Design
(7), 656-672.
The Influence Of Color On Human Life. New Hyde Park: New York:
University Books.
Blume, B., Ford, J., Baldwin, and T., Huang, J. (2010). ―Transfer of Training:
Websites
https://en.wikipedia.org/wiki/Training_and_development
http://www.hrwale.com/training-development/
88 | P a g e
ANNEXURE
89 | P a g e
QUESTIONNAIRE
i) Name ____________________________
ii) Designation_________________________
iii) Age ________________________________
iv) Contact No. ________________________________
NO
Yes
NO
Yes
No
90 | P a g e
6).Do you happily deal with the customers?
Yes
Neutral
No
Neutral
No
Yes
Neutral
No
91 | P a g e