Preface

The success of any business entity solely depends on how effectively does it
utilise its resources. The topic is:

“
TRAINING AND DEVELOPMENT OF EMPLOYEES AT PANTALOON
RETAIL
(INDIA)LTD.”

Although I have tried my level best to prepare this report an error

freereport every effort has been made to offer the most authenticateposition
with accuracy. If there is any error or any mistake incollecting the data,
please ignore it.

I am thankful to my
H.O.D. Dr. Suman Yadav
who always extendedher helping Hands and cooperation whenever I
needed. I would alsolike to thank all the faculty member of M.B.A., BIET ,
Jhansi for their valuable guidance encouragement in the preparation of this
projectreport.
 acknowledge

I hereby offer my sincere and profound thanks to Ms. Anshul Shukla,HR

Manager at Pantaloon Rave-3, Kanpur, U.P. who guides methroughout the
project including analysis and presentation of thesame. Without her
guidance I would not been able to complete my project work successfully.I,
at this very outset, thanks all those who directly or indirectly helpedme in
the completion of my project and encourage me in moments of my
despair.Finally, last but certainly not the least, I acknowledge my
deepgratitude to all the person concerned.Ekta Dohrey
I hereby declare that the project report entitled
“
TRAINING ANDDEVELOPMENT OF EMPLOYEES AT

PANTALOON RETAIL (INDIA)

LTD.”
is an authentic work done by me.The project was undertaken as a
part of the course curriculum of Mater of Business Administration
(HR) to
BUNDELKHANDINSTITUTE OF ENGINEERING &
TECHNOLOGY, JHANSI
. This hasnot been submitted to any other examination body
earlier.
EKTA DOHREYROLL NO.: 1004370019

ONTENT PAGE NO.

1.

INTRODUCTION

Industry background

Consumerism

Introduction of Indian retail king2.

COMPANY PROFILE3.

HUMAN RESOURCE OF THE COMPNY 4.

TRAINING AND DEVELOPMENT

Approach of training and development

Objective

Types5.

TRAINING AND DEVELOPMENT IN COMPANY 6.

RESEARCH METHODOLOGY

7.

ANALYSIS AND FINDINGS8.

RECOMMENDATIONS9.

CONCLUSION10.

APPENDIX11.

BIBLIOGRAPHY
 Industry

India, like Britain, is a nation of shopkeepers. With over 12 millionretail outlets,

India probably has the highest density of retail outlets inthe world, with one for
approximately every 90 persons; little wonderthat the country is the ninth-largest
retail market in the world, withestimated annual retail sales of around USD215
billion in 2005 (Rs960,000 crore). At the same time, the share of organised trade
in thisenormous market is currently very small. It is estimated at just USD8billion
(Rs 35,000 crore) in 2005, up from USD6.25 billion (Rs 28,000 crore) in 2004. This
accounts for less than 4 per cent of the total retailtrade in the country.

AN UNDERDEVELOPED RETAIL MARKET

Organised trade in India is very underdeveloped when compared withother

emerging markets in Asia, Latin America and Eastern Europe.The Indian and
Chinese markets are comparable in many aspects:Both countries are not
homogeneous. They comprise many markets within a single country, with
significantly varying cultures andcustomer preferences across regions

There is a significant rural population in both countries, which hasmuch lower

purchasing power compared to the urban population.Both countries are
geographically very large and unevenly developed,adding a significant distribution
and logistics dimension to the retailtrade.Consumers in both countries are highly
value conscious.

Consumers in both countries are highly value conscious.

Between 1996 and 2003, the organised retail market in China morethan doubled.
We estimate that the Indian retail market is today at thesame inflection point as
China was in the mid-1990s. Consequently,considering a similar per capita GDP
and roughly similar rates of economic growth, the Indian organised retail market
has the potentialfor exponential growth over the next decade.

CONSUMERISM: THE NEW WAVE

Growing consumerism would be a key driver for organised retail inIndia. Several
demographic indicators show favourable trends for thegrowth of organised trade:

Rapid income growth

: consumers have a greater ability to spend.Increasing urbanization: larger urban

populations that valueconvenience, coupled with the higher propensity of the
urbanconsumer to spend.

Growing young population

: growth of the post-liberalizationmaturing population, with the attitude and

willingness to spend.
 Spend now vs. save earlier

: consumers are willing to borrow forpresent consumption.

THE SIZE OF THE OPPURTUNITY

Research done by the Tata Strategic Management Group (TSMG)indicates that

over the next 10 years, the total retail market in India islikely to grow at a
compounded annual growth rate (CAGR) of 5.5 percent (at constant prices) to
USD374 billion (Rs 16,77,000 crore) in 2015.The organised retail market is
expected to grow much faster, at aCAGR of 21.8 per cent to USD55 billion (Rs
246,000 crore) in the sametime frame, garnering around 15 per cent of overall
retail sales. Basedon our projections, the top five organised retail categories by
2015 would be food, grocery and general merchandise; apparel; durables;food
service; and home improvement. (Table 1) Organised retailmarket in India (Rs
crore)

Retailers inspired by the Wal-Mart story of growth in small town America are
tempted to focus on smaller towns and villages in India.However, a careful
analysis of the town strata-wise population,population growth, migration trends
and consumer spend analysisreveals a very different picture for India. As per our
estimates, the share of the 35 towns with a presentpopulation of greater than 1
million in India's total population wouldgrow much faster than their smaller
counterparts, from 10.2 per cent

today to reach 14.4 per cent by 2025. Simultaneously, the share of thesetowns in
the overall retail market would grow from 21 per cent today to40 per cent by
2025. Within these top 35 towns, an estimated 70 to 80 per cent of retailtrade
could be in the organised sector. This is similar to theexperience in China, where
in cities like Shanghai and Beijing, theorganised sector accounts for 70 to 80 per
cent of overall retail tradein certain categories. Retailers should therefore focus
on the top 37towns in the next decade, as the opportunity in smaller towns
andrural India would be smaller and more fragmented, compared to thelarger
towns. Organised retail market in India

There are a few key trends that one observes in international markets

TREND1: CONVINENCE STORES AND HYPERMARKETS AREGAINING PROMINENCE

These are driven by a consumer need for convenience and lowerprices / higher
value in mass categories, while the big box category killer stores are gaining
importance in the specialty retail categories. While supermarkets may emerge at
the initial stages of retail marketdevelopment, in the long term they are unable to
match the consumer value proposition of convenience stores and hypermarkets.

TREND2: PRIVATE LABEL BRANDS BECOME IMPORTANT

Private labels today account for 17 per cent of global retail sales, withthe highest
share of 23 per cent in Europe and the lowest share of 4per cent in Asia. M+M
Planet Retail data shows that private labelpenetration varies from 25 per cent to
95 per cent among some of thelargest retailers in the world. Growing acceptance
among consumers,increasing price competition, the need for differentiation
amongretailers and the ability to offer higher margins are the key
factorscontributing to the growth of private labels. Private labels provide
 theretailer an ability to offer a significant price advantage to consumers,their
prices being 16 to 32 per cent lower than manufacturers' brands

IMPLICATIONS OF INDIAN RETAILER

Global trends have important implications for Indian retailers. TheIndian

consumer is very value conscious; willing to spend money inmost cases, but
constantly cost conscious, evaluating every rupeespent. It is therefore imperative
for retailers to offer a price advantage

through sourcing and operational efficiency, as well as a strong privatelabel

programme to attract customers. Existing and new entrants needto achieve scale
quickly to drive efficiencies in procurement, supply chain and marketing. Else,
they risk being marginalised by largerplayers.Real estate and human resources
will be the critical drivers to buildscale. While there are a few hundred malls
under various stages of development across the country at present, retailers will
also need tothink out of the box to ensure the availability of real estate. This may
include acquiring and developing the real estate themselves, ratherthan wait for
mall development. Given the rising demand for retailreal estate, retailers will
need to take a long-term view on rentals andlook at alternative options like
ownership or very long leases. Retailersthat invest in training will be able to
ensure the availability of quality manpower in a rapidly growing market.In
conclusion, the retail market in India offers an opportunity for alarge player to
build a Rs 40,000-crore retail business spanningmultiple categories by 2015 (at
current prices). Compared to this, therevenue of the largest Indian retailer,
Pantaloon, grossed only Rs 1,085

crore in 2005. Little wonder that large domestic business houses andinternational
retailers have expressed a keen interest to enter theretail sector in India. To
capitalise on the opportunity, however,players need to be aggressive in outlook
and build scale quickly.
 MILESTONES TO SUCCESS:

1987 - Company incorporated as Manz Wear Private Limited.Launch of

Pantaloons

trouser, India’s first formal trouser brand.

1991 - Launch of BARE, the Indian jeans brand.

1992 - Initial public offer (IPO) was made in the month of May.

1994-The Pantaloon Shoppe

exclusive menswear store infranchisee format launched across the nation. The
company starts the distribution of branded garments through multi-brandretail
outlets across the nation.
 1995 - John Miller

Formal shirt brand launched.

1997 - Pantaloons

India’s family store launched in Kolkata.

2001 -

Big Bazaar, ‘Is se sasta aur accha kahi nahin’

India’s first

hypermarket chain launched.

2002 - Food Bazaar, the supermarket chain is launched.

2004 - Central

‘Shop, Eat, Celebrate in the Heart of Our City’

India’s first seamless mall is launched in Bangalore.

2005

Fashion Station

the popular fashion chain is launched ALL

–
 ‘a little larger’ –

exclusive stores for plus-size individuals islaunched.

2006 -

Future Capital Holdings, the company’s financial arm

launches real estate funds Kshitij and Horizon and private equity fund Indivision.
Plans forays into insurance and consumer credit.Multiple retail formats including
Collection I, Furniture Bazaar,Shoe Factory, EZone.

2007-Pantaloon Retail wins the International Retailer of the Year award at US-
based National Retail Federation convention inNew York, and Emerging Retailer
of the Year award at the WorldRetail Congress held in Barcelona.

2008- the big bazaar crosses the 100-store mark, marking one of the fastest
expansion of the hypermarket format anywhere in the world.

2009-Pantaloon Retail celebrates its first Shopping Festivalacross all retail formats
in key Indian cities

COMPAMNY PROFILE ------

 Pantaloon Retail (India) Limited, is India’s leading retailer that

operates multiple retail formats in both the value and lifestylesegment of the
Indian consumer marker. Headquartered in Mumbai(Bombay), the company
operates over 5 million square feet of retailspace, has over 350 stores across 40
cities in India and employs over18,000 people.

The company’s leading formats include Pantaloons, a chain of fashion

outlets, Big Bazaar, a uniquely Indian hypermarket chain, FoodBazaar, a

supermarket chain, blends the look, touch and feel of Indian

bazaars

with aspects of modern retail like choice, convenience and

quality and Central, a chain of seamless destination malls. Some of itsother

formats include, Depot, Shoe Factory, Brand Factory, Blue Sky,Fashion Station,
aLL, Top 10, mBazaar and Star and Sitara. Thecompany also operates an online
portal, futurebazaar.com. A subsidiary company, Home Solutions Retail (India)
Limited,operates Home Town, a large-format home solutions store, Collectioni.e.
selling home furniture products and E-Zone focused on catering tothe consumer
electronics segment.Pantaloon Retail is the flagship company of Future Group, a
businessgroup catering to the entire Indian consumption space.

FUTURE GROUP:

Future Group is

India’s leading business group that caters to the entire

Indian consumption space. Led by Mr. Kishore Biyani, the FutureGroup operates
through six verticals: operates through six verticals:Retail, Capital, Brands, Space,
Media and Logistics.
 Apart from

Pantaloon Retail, the group’s presence in the retail space is

complemented by group companies, Indus League Clothing, whichowns leading

apparel brands like Indigo Nation, Scullers and Urban Yoga, and Galaxy
Entertainment Limited that operates Bowling Co,Sports Bar, F123 and Brew Bar.

The group’s

joint venture partners include French retailer ETAMgroup, US-based stationary

products retailer, Staples and UK-basedLee Cooper. Group Company, Planet
Retail, owns and operates thefranchisee of international brands like Marks &
Spencer, Next,

Debenhams and Guess in India. The group’s Indian joint venturepartners include,
Manipal Healthcare, Talwalkar’s, Blue Foods and

Liberty Shoes.

Future Capital Holdings, the group’s financial arm, focuses on asset

management and consumer credit. It manages assets worth over $1billion that
are being invested in developing retail real estate andconsumer-related brands
and hotels. The group has launched aconsumer credit and financial supermarket
format, Future Money and

soon plans to offer insurance products through a joint venture withItalian

insurance major, Generali.The group is currently developing over 50 malls and
consumptioncenters across the country and has formed a joint venture company
focusing on mall management with Singapore-based CapitaLand, one

of Asia’s largest property companies .

Future Group’s vision is to, “deliver Everything, Everywhere, Every time to Every
Indian Consumer in the most profitable manner.” Thegroup considers ‘Indian

ness’ as

a core value and its corporate credo is- Rewrite rules, Retain values.

Company’s vision

Future Group shall deliver Everything, Everywhere, Everytime forEvery Indian.

Consumer in the most profitable manner

Company’s Mission:

We shall infuse Indian brands with confidence and renewed ambition. We shall
be efficient, cost- conscious and committed to quality in whatever we do. We
shall ensure that our positive attitude, sincerity,humility and united
determination shall be the driving force to makeus successful.

Core value:
 Indianness:

confidence in ourselves.

Leadership:

to be a leader, both in thought and business.

Respect & Humility:

to respect every individual and be humble inour conduct.

Introspection:

leading to purposeful thinking.

Openness:

to be open and receptive to new ideas, knowledge andinformation.

 Valuing and Nurturing Relationships:

to build long termrelationships.

Simplicity & Positivity:

Simplicity and positivity in our thought,business and action.

Adaptability:

to be flexible and adaptable, to meet challenges.

Flow:

to respect and understand the universal laws of nature.

With a focus on today’s youth, Pantaloons offers trendy and hip

 fashion that defines their hopes and aspirations. Our stores reflect ourideology:
Fresh Feeling, Fresh Attitude, Fresh Fashion. We offer freshcollections that are
visually stimulating thanks to appealing interiorsand attractive product
display.The first Pantaloons opened in Gariahat in 1997. Over the years it
hasundergone several transitions. When it was first launched, this storemostly
sold external brands. Gradually, it started retailing a mix of external brands and its
own recently-introduced private brands.Initially positioned as a family store, it
finally veered towardsbecoming a fashion store with an emphasis on 'youth' and
clear focus

on ‘fresh fashion’.

Pantaloons stores have a wide variety of categories like casual wear,ethnic wear,
formal wear, party wear and sports wear for Men, Womenand Kids.The fashion
store extends to almost all major cities across thecountry. Pantaloons has
established its presence with stores not just inthe metros, but also in smaller
towns.

ABOUT WITH LOGO

With a focus on today’s youth, Pantaloons offers trendy and hip

fashion that defines their hopes and aspirations. Our stores reflect ourideology:
Fresh Feeling, Fresh Attitude, Fresh Fashion. We offer freshcollections that are
visually stimulating thanks to appealing interiorsand attractive product
display.The first Pantaloons opened in Gariahat in 1997. Over the years it
hasundergone several transitions. When it was first launched, this storemostly
sold external brands. Gradually, it started retailing a mix of external brands and its
 own recently-introduced private brands.Initially positioned as a family store, it
finally veered towardsbecoming a fashion store with an emphasis on 'youth' and
clear focus

on ‘fresh fashion’.

Pantaloons stores have a wide variety of categories like casual wear,ethnic wear,
formal wear, party wear and sports wear for Men, Womenand Kids.The fashion
store extends to almost all major cities across thecountry. Pantaloons has
established its presence with stores not just inthe metros, but also in smaller
towns.

PARTNER COMPANIES OF PANTALOON

1.

Home Solutions Retail (India) Ltd:

Home Solutions Retail(India) Ltd. (HSRIL)

leads the groups foray in the homeimprovement and consumer electronics

retailing segment. Itcaters to home management requirements and
products,including furnishings and textiles, furniture, consumerelectronics, home
electronics and home services. It operatesretail formats like Home Town,
Furniture Bazaar, Collection I,E-Zone, and Electronics Bazaar.

2.
 Future Capital Holdings

: Future Capital is the financial arm of the group and is involved in asset
management (both privateequity and real estate funds) with plans to get into
other

financial services including insurance, credit and otherconsumer related financial

services. Its associate companies areKshitij Investment Advisory Co. Ltd.,
Indivision Investment Advisers Ltd., and Ambit Investment Advisory Co. Ltd.

3.

Indus league clothing Ltd.:

The group owns a majority stakein Indus League Clothing Ltd., one of the leading
apparelmanufacturers and marketers in India. Some of its leadingbrands include
Indigo Nation, Scullers, Urbana, Urban Yoga and Jealous.

4.

Galaxy Entertainment Corporate Ltd:

The group owns astake in Galaxy Entertainment Corporate Ltd. that

operateschains like Bowling Company, Sports Bar and Brew Bar.
 JOINT VENTURES COMPANIES

1.

Planet Retail Holdings Ltd.:

The group is a joint venturepartner in Planet Retail Holdings Ltd., which operates
sports,lifestyle and leisure retail chain. It also owns the franchisee anddistribution
rights of brands like Marks & Spencer, Guess,Debenhams and Puma in India.

2.

Footmart Retail:

Footmart Retail is a joint venture with Liberty Shoes and is engaged in the
retailing of footwear products inIndia.3.

Capital Land Retail India:

The group is a joint venture partnerin CapitaLand Retail India, along with
Singapore-basedCapitaLand Limited. The company provides retail
managementservices to retail properties owned or managed by various
groupcompanies and investment funds.

LINE OF BUSINESS

1.
 E-TELLING:

Futurebazaar.com offers the widest range of products

at ‘lowest prices–

everyday!’

Having pioneered the retailing business in India, PRIL has nowdecided to

revolutionize the consumer e-commerce business inIndia. It intends to provide
customers with a streamlined, efficientand world class personalized shopping
experience, which will besupported with the best technology platform.Buying
products is a 3 step simple process. All one has to do isSearch, Register and Buy.
Here you can expect a shoppingexperience akin to shopping at an actual bazaar
but with addedsimplicity & everyday low prices and an assurance of 'your
product' will be delivered within 7 days of purchase.

We are proud to inform you that Future Bazaar has been named asthe Best
Indian Website 2007 in the Shopping category by PC World.Future Bazaar won the
top spot after beating other establishedplayers like Rediff, Indiatimes, Sify, ebay,
Indiaplaza, Chennai Bazaarand India Mall. The award was presented to Future
Bazaar for its"decent, no-nonsense approach, while providing a good
shoppingexperience".
 2.

Food:

Brew Bar: The Brew Bar is a classy and refined; yet reasonable anegalitarian a bar
with loads of bonhomie.

Café Bollywood: Indian street food but with assurance of highestlevels of hygiene
and quality.

Chamosa: Chamosa is a branded chain, which sell the localIndian snack

combination of tea and samosas.

Food Bazaar: Life is all about good taste and food bazaar aims toensure the same.
With the low prices, a wide selection of
 products and guaranteed freshness, you are bound to find itirresistible.

Sports Bar: A bistro focused on the world of sport, the Sports Baris complimented
with an unrivalled ambience.

3.

Fashion:

ALL: Sh

op big and shop for big, coz fashion just got a littlelarger! Fashion for plus size
people.

Big Bazaar: If value for money is what drives your purchase;there can be no better
place for you other than Big Bazaar.
Blue sky: Accessories like never before....get the best insunglasses and watches at
your kind of prices.

Central: A showcase, seamless mall for all your needs. Located inthe heart of your
city, Central invites you to Shop, Eat, andCelebrate.

Fashion station: Fashion Station takes fashion a notch higher inthe value
segment... for the ones who have an eye for it.

Giny & Jony: Gini and Jony is a lifestyle brand with a radical

approach to kids’ fashion. The brand caters to an age group of 2

to 16 years, that is uber chic, style conscious and stresses on a

“head to toe” fashion concept.

 Navaras: Navaras is a fine 22 carat pure gold and diamond jewelle

ry brand, retailed from Big Bazaar stores.

Lee Cooper: Regarded as a brand that is fun to wear and beassociated with, Lee
Cooper offers the entire range of lifestyleproducts in fashions category for young
men and ladies.

Pantaloons: Today a leader in fashion... Promises Fresh Fashionfor the young and
trendy.

Top 10: Top 10 is based on the concept of the ever popularcountdown shows,
where the trendiest styles get ranked from 1to 10; the highest selling item gets
the highest ranking!
 BOARD OF DIRECTORS

MANAGING DIRECTOR

Mr. Kishore Biyani

is the ManagingDirector of Pantaloon Retail (India) Limited and the GroupChief

Executive Officer of Future Group.

WHOLE TIME DIRECTOR

Mr. Gopikishan Biyani

Mr. Rakesh Biyani

.
NON- WHOLE TIME DIRECTOR

Mr. Ved Prakash Arya

INDEPENDENT DIRECTORS:

Mr. Shailesh Haribhakti.

Mr. S Doreswamy.

Dr. D O Koshy.

o
 Ms. Anju Poddar.

Ms. Bala Deshpande.

Mr. Anil Harish.

TERMS OF REFERENCE

The time period given for the tie-ups for theGreen Card Customer Loyalty
Program, DenimExchange and EOSS i.e. End of Season Sale was ashort span of
time i.e. Just 20 Days.

The marketing activity was restricted to Puneregion only.

There was no monetary stipulation for theProject only traveling allowances were
given.

We were asked to present the findings on theExcel sheet or on the word.

HR OF THE COMPANY

HUMAN RESOURCE OF THE COMPANY

Human resource

is a term used to describe the individuals whomake up the workforce of an

organization, although it is also appliedin labor economics to, for example,
business sectors or even wholenations. Human resources is also the name of the
function within anorganization charged with the overall responsibility for
implementingstrategies and policies relating to the management of
individuals.The importance of good quality manpower is most crucial for
thepantaloon than for any other industry because retail sector remainslabor
intensive as it is very interactive business. Retailer are thereforerequired to
perform the basic functions like buying, displaying andmerchandising and most
 importantly the various functions of customer services compassionately.The
primary objective of human resource management is to enhanceemployees
productivity. This can be done by increasing the salesgenerated per employee or
reducing labor cost. The task of hrm inpantaloon is however complex and
challenging.

Some of the golden rules that are required for creating an effectiveHRD policy are
as follows:Hire the best people, globally Manage your team with a light handSet
the goals and give your people complete freedom to achievethemProvide all the
infrastructure they needMake them accountable for their performanceEliminate
politics from the work placePunish lack of efforts, not failureShare ownership in
profitsBuild a basic office, but ensure that people have fun workingunitKeep the
team together

INTRODUCTION OF TRAINING AND DEVELOPMENTPROGRAMME

TRAINING AND DEVELOPMENT is a subsystem of an organization.It ensures that

randomness is reduced and learning or behavioralchange takes place in
structured format.

TRADITIONAL AND MODERN APPROACH OFTRAINING AND DEVELOPMENT

 Traditional Approach

Most of the organizations before never usedto believe intraining.They were

holding the traditional view thatmanagers are born and not made. There were
also some views thattraining is a very costly affair and not worth. Organizations
used tobelieve more in executive pinching. But now the scenario seems tobe
changing.The modern approach of training and development is that
IndianOrganizations have realized the importance of corporate training.Training is
now considered as more of retention tool than a cost.The training system in
Indian Industry has been changed to create asmarter workforce and yield the best
results.

TRAINING AND DEVELOPMENT OBJECTIVES

The principal objective of training and development division is tomake sure the
availability of a skilled and willing workforce to anorganization.In addition to that,
there are four other objectives:Individual, Organizational, Functional, and
Societal.Individual Objectives

help employees in achieving their personalgoals, which in turn, enhances the

individual contribution to anorganization.Organizational Objectives

–
 assist the organization with its primary objective by bringing individual
effectiveness.Functional Objectives

mainta

in the department’s contribution at alevel suitable to the organization’s needs.

Societal Objectives

ensure that an organization is ethically andsocially responsible to the needs and

challenges of the society.

TYPES OF TRAINING

ON THE JOB TRAINING

The development of a manager's abilities can take place on the job.The four
techniques for on the job development are:

COACHING:Coaching is one of thetraining methods, which isconsidered as a

corrective method for inadequate performance.This method best suits for the
people at the top because if wesee on emotional front, when a person reaches
the top, he gets lonely and it becomes difficult to find someone to talk to. It helps
in finding

out the executive’s specific developmental needs. The needs can be

identified through 60 degree performance reviews

MENTORING:

Mentoring

is an ongoing relationship that isdeveloped between a senior and junior

employee. Mentoringprovides guidance and clear understanding of how
theorganization goes to achieve its vision and mission to the junioremployee.

JOB ROTATION:This is suitable for young new-comers from theuniversities and

colleges enabling them to learn by doing. Itconsist of systematic and co-ordinated
efforts to transfer anexecutive from job to job and plant to plant.

JOB INSTRUCTION TECHNIQUE (JIT):

Job InstructionTechnique (JIT)

uses a strategy with focus on knowledge(factual and procedural), skills and

attitudes development.
 OFF THE JOB TRAINING

There are many management development techniques that anemployee can take
in off the job. The few popular methods are:

SENSITIVITY TRAINING:Sensitivity training is about makingpeople understand

about themselves and others reasonably, which is done by developing in them
social sensitivity andbehavioral flexibility.

TRANSACTIONAL ANALYSIS:Transactional Analysis providestrainees with a realistic

and useful method for analyzing andunderstanding the behavior of others. In
every social interaction,there is a motivation provided by one person and a
reaction tothat motivation given by another person. This motivationreaction
relationship between two persons is a transaction.

STRAIGHT LECTURES/ LECTURES:This method is used tocreate understanding of a

topic or to influence behavior,attitudes through lecture. A lecture can be in
printed or oralform. Lecture is telling someone about something. Lecture isgiven
to enhance the knowledge of listener or to give him thetheoretical aspect of a
topic.
 SIMULATION EXERCISES:Games and Simulations arestructured and sometimes
unstructured, that are usually playedfor enjoyment sometimes are used for
training purposes as aneducational tool. Training games and simulations are
differentfrom work as they are designed to reproduce or simulate events,

circumstances, processes that take place in trainees’ job

TRAINING AND DEVELOPMENT IN PANTALOONRETAIL (INDIA) LTD.

Some of the training programs that are given in the PANTALOON are:

Sales Training:Sales Training Guide; a practice-based toolproviding learners with a

content framework identifying coreskills and knowledge deemed necessary to
effectively "communicate and work well with others; solve problems andkeep up
with change".
On-the-Job Training:On-the-job training focuses on theacquisition of skills within
the work environment generally under normal working conditions. Through on-
the-job training, workers acquire both general skills that they can transfer
fromone job to another and specific skills that are unique to aparticular job.

Seminars: Seminar is a form of academic instruction either at auniversity or

offered by a commercial or professionalorganization.

Workshop: Workshop is a brief intensive course a seminar or aseries of meeting

emphasizing interaction and exchange of information among a usually small
number of participants.

PANTALOON is growing in dynamic ways and are looking for people who will
enable us to continue our success. We are looking for people who are passionate,
adaptable, self-motivated, team players and whoreflect our ideology - "Rewrite
rules. Retain values".If you share our passion for success, we invite you to be a
part of anamazing success story by taking up exciting growth opportunities
withus.Future Group is an equal-opportunity employer. We encourage peopleto
join us from all walks of life. To this end, we have implementednumerous training
programs that provide our employees avenues foradvancement. Our unflagging
efforts have ensured that over 80percent of our people have been positively
impacted. This has helpedus identify and nurture Future leaders and bringing
fresh energy andperspective to the business.
 In potential employees, we value

Future Group looks to employee expertise to combine and sustain

business and community growth. We are fully committed to India’s

socio-economic development and seek the same values in thoselooking to be part

of the Future Group family.

Empowering People

Future Group’s diverse people initiatives are aimed to attract, motivate

and empower our employees in many ways.These include:

Shishya

An initiative that provides an opportunity to develop and enhanceskills and

knowledge through various educational and learningprograms.

Seekho

An initiative, aimed at encouraging employees who are consistentperformers to

fast-track their career growth by completing their highereducation (MBA) in the
retail domain.

Happiness Index Program

 A priority initiative aimed towards building a culture of employee-
levelconversations to achieve happiness through sensitivity andempowerment.

Vidyarambh

‘The festival of learning at our stores’ is aimed at building a culture of a

knowledge-led organization.

L.E.A.P

Our

eadership

xcellence

dvancement

rogram identifies and

develops an individual’s leadership potential.

Idea Board

Unlike a "suggestion box", the Idea Board is an open forum that offersa platform
for employees to voice their ideas openly.

GENISIS
 Future Group’s Management Trainee Program aims to develop trainees

into future leaders at the company through on-the-job training, project work and
functional implementation.

RESEARCH METHODOLOGY

Research in common parlance refers to a search for knowledge. Oncecan also

define research asa scientific and systematic search for pertinent information on
aspecific topic. In fact, research is an art of scientific investigation.Research is an
academic activity and as such the term should be usedin a technical sense.The
purpose of research is to discover answers to questions throughthe application of
scientificprocedures. The main aim of research is to find out the truth which
ishidden and which has not been discovered as yet.

Research steps:

1.

Study about organization2.

Setting of objectives3.
 Questionnaire4.

Main study 5.

Tabulation6.

Analysis

7.

Findings8.

Conclusion9.

Suggestion and recommendations

DATA COLLECTION:
The required data for the project has collectedfrom primary data. Primary data is
a fresh data collected fromemployees and having discussion and interaction with
employees.

SAMPLING PROCESS

Sampling unit- Employees of the organization.Duration- 1 month (2011)Types of

sampling- type of sampling used in this survey were simplerandom sampling

In this method

sampling unit chosen randomly from the total employee at all level in the
orgnisation.

RESEARCH INSTRUMENT

:Questionnaire- it refers to a device for securing answer to a formally arranged list

of questions by using a term, which the respondent fill inhimself.
 ANALYSIS AND FINDINGS

Data collected through various manual and information obtainedthrough

questionnaire reveals the following major analysis andfindings regarding the
training effectiveness.

Level 1 (Reaction)

completed participant feedback questionnaire

informal comments from participants

focus group sessions with participants

Level 2 (Learning)
 pre- and post-test scores

on-the-job assessments

supervisor reports

Level 3 (Behavior)

completed self-assessment questionnaire

on-the-job observation

reports from customers, peers and participant’s manager

Level 4 (Results)
 financial reports

quality inspections

interview with sales manager

RECOMMENDATIONS

Develop the content of management programmes inconsultation with staff,

including business strategy and careerplanning.
Identify and support staff with potential for progression to thehighest levels and
support them through active successionplanning.

Incorporate career development into appraisal processes by including discussions

on aspirations and exploring barriers.

Use leadership and senior managers programmes as a feeder to asuccession

planning programme

Set up development programmes covering career planning, workshops,

partnering with a senior level mentor, and coachingsessions

Encourage staff at all levels to pursue career enhancingqualifications

 Consider development programmes for non-managerial womenand men.

___________________________________________________________________
_____ What skills set you apart from your
colleagues?_________________________________________________________
___________________________________________________________________
____________________Q1. Has your company organizes a training and
developmentprogramme?. Yes. NoQ2. If your organisation identifies the training
needs for theemployees?. Yes. NoQ3. On an average, how much time did it used
to take for training anddevelopmentprogramme?. One Month. Two Month. Three
MonthQ4. How much training programs has been made in the past one year?.
One. Two. ThreeQ5. Do you have any training programs in the coming financial
year?. Yes. NoQ6. Do your top management take feed back?. Yes. NoQ7. What do
you think the training programs will be run in future?. Yes. No
 Q8. Do employee development programs raise unrealistic expectationsabout
promotions?. Yes. NoQ 9. Do the Executive Director engage development
activities forhim/herself?. Yes. NoQ10. Do you feel trust in your supervisors?. Yes.
NoQ11. Do the practice's supervisors use positive attitude with employees?. Yes.
NoQ12. Does the practice have a consistent, timely and fair method forevaluating
individualperformance?. Yes. NoQ13. Do you feel, you are being paid fairly?. Yes.
NoQ14. Does your practice's equipment (everything from computers toscales)
work properly?. Yes. NoQ15. Does your company use a specific training process?.
Yes. NoQ16. Do you require a high degree of technical knowledge for your job?.
Yes. NoQ17. Are office conditions comfortable?. Yes. No

Q18. Do you satisfy with organizational training and developmentprogrammme?.

Yes. NoDo you recognize any need for further training and development in
thefollowing areas? (Please tick where applicable) Job coaching __Delegated tasks
__Recruitment procedures __Presentation assignments __Internal training
programs __Seminars and other external training programs __

BIBLIOGRAPHY
 The art of retailing by A.J. Lamba

Aswathappa, K., Human Resource PersonalManagement WEBSITES SEARCH:

www.pantaloonretail.in

www.google.com

www.wiki.com

www.msn.com