About Big Bazaar

7/29/2019 About Big Bazaar

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HR Policies in BigBazaarTo study the implementation of HR policies

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Submitted to:

Prof. Roopa Rao

2013

Bhagyashree Nathwani

Roll no-32 PGP-1A

3/19/2013


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HR Policies in Big Bazaar 2

About Big Bazaar

Big Bazaar is the largest hypermarket chain in India. As of June 2, 2012 there are 214 stores

across 90 cities and towns in India covering around 16 million sq.ft. of retail space. BigBazaar is designed as an agglomeration of bazaars or Indian markets with clusters offering a

wide range of merchandise including fashion and apparels, food products, general

merchandise, furniture, electronics, books, fast food and leisure and entertainment sections.

Big Bazaar stores are aimed at providing a local marketplace feel to the shoppers. They offer

a wide variety of household items including retail apparels, food products, general

merchandise, furniture, electronics, books, fast food, etc. Several stores also have leisure and

entertainment sections. The hypermarket chain crossed the 100 store mark in 2008.Future

Group also owns Central Hypermarket, Brand Factory, Pantaloons, eZONE, HomeTown,

futurebazaar.com, and KB's Fair Price, apart from Big Bazaar.Various formats and store concept

Most Big Bazaar outlets are multi-levelled stores and are located in stand-alone buildings in

city centres as well as within shopping malls. These stores have more than 2,00,000 Stock

Keeping Units (SKU) in a wide range of categories, led primarily by fashion and food

products. The retail space of these stores in the metros range between 50,000 and 1,60,000 sq.

ft.Since its launch in 2001 in metro cities like Kolkata, Bengaluru and Hyderabad, Big Bazaar

is the largest Hypermarket chain with presence in 90 cities and towns across the country.

On successful completion of 10 years in the Indian retail industry, in 2011, Big Bazaar came

up a new logo with a new tag line: Naye India Ka Bazaar(New Indias Market), replacing

the earlier one: 'Isse Sasta Aur Accha Kahin Nahin' (Nothing is cheaper and better than here).

In 2012, Big Bazaar signed a multi-million dollar deal with Cognizant Technology Solutions

for the development of an IT infrastructure, encompassing Future Groups entire network of

stores, warehousing and data centres.Recently, Big Bazaar announced its plans to add more

retail services to its portfolio such as grinding, de-seeding and cutting of fruits and

vegetables.

OBJECTIVES OF STUDY

1. To study the HR Policies of the company2. To design a HR Policy manual for the company with special emphasis on the Managerial

Service Conditions

3. To provide efficient, fair leadership4. Provide an opportunity for expansion5. Strengthen and appreciate the human assets by providing training and developmental

programs

6. To provide conditions for favorable work environment for maintaining stability inemployment

7. To facilitate effective utilization of human resources to achieve organizations objectives
http://en.wikipedia.org/wiki/Hypermarkethttp://en.wikipedia.org/wiki/Hypermarket


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8. Ensure high degree of selectivity in recruitment that will help absorb super talents andnurture them to excel in their performance

9. Provide facilities for all round growth of individual10.

Groom every individual to realize his potential in all facet

HR POLCIES AT BIG BAZAAR

OBJECTIVES

The company aims to fulfill the following objectives through its HR Policies:

- Ensure high degree of selectivity in recruitment to secure best in the available workforce and train them to excel in their performance.

- Impart induction, orientation and training to match the individual to the task.- Provide facilities for all round growth of individual by training and development

through motivation.

- Groom every employees to perform to the full extent contributing to attainorganizational and personal goals.

- Build team and foster team-work as the primary instrument in day to day activities.

Types of Policies

Employment policy

These policies that helps an organization in hiring, orientation of new employees,

compliance with employment laws and confidentiality.

Right to modify procedures and Policies

Aim To ensure the organizations right to modify the given policy or procedure at any

given point of time with or without notification

Policy The top management and the human resource department reserves the right to

change, add and eliminate the companys policies, procedures at any given point of time.

New policies and procedures shall supersede any previously issued verbal or written policies.

Procedure This policy makes it clear that the organizations policies can be changed,

added, eliminated at the discretion of the top management. When policy changes are made,

managers and supervisors are required to be familiarize with new policy and procedure. They

are expected to comply with the company policy and procedure that are currently in force

while supervising the others work. Questions and concerns about new or revised policies andprocedures should be directed to Human resource personnel in a timely manner.


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Employment at will (Student Employee)

Aim To clearly establish that each workers employment is at will and ensure eachemployee understands the at will nature of his/her employment.

Policy Each persons employment is at will, unless the employment is duly authorized

written employment agreement or pursuant on terms of the organization.

No policy, provision or procedure is intended to create a binding employment agreement,

implied or expressed contract between the person and the organization.

At will employees will be given the clear notice that their employment is for no specific term,

is not guaranteed in any way and can be ended

ProcedureTo stop any potential wrongful discharge claim, it is important that the studentemployee should be aware of the at will nature of his/her employment. They must sign and

date concerned form given by the organization and it will be retained in each students

official personnel file.

Recruitment and Selection

Recruitment Policy & Process

Objective:

To enable selection of right kind of talent into the intended position of the

company to meet current and future needs of the organization. Also to thrive a strong

Employer Branding to attract the best talents available in the industry.

Scope:

Covers all vacant positions across functions and levels.

Recruitment Norms:

Academic Qualification : Minimum Graduation (recognized university) for all positions

without any unjustified gaps in education.

Experience : Either in the type of role outlined in the Job Description, or in preparatory role.

Application Form: An application letter should be filled by the candidate giving his

personal, educational, professional information. Application form may have some question

relating to

aptitude,reasoning and English language to measure the candidates knowledge.


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Fill up manpower

requisition form(MRF)

MRF approval by concerned approving

authority. (Recruitment

If approved, forward MRF

to HR

If not approved,

hold on

Sourcing based on Job

Description & specification

through different source

channels

Channels- Existing CV database, E-

recruitment portals,

Advertisement, Head hunting,

Hiring consultants

Screening application and

short listin

Scheduling interview

Selection Hold/ Regret filling

Salary negotiation &

fitment re arationSourcing

Acceptance Decline

Make an offer Intimate concerned

department head about

candidates joining

RECRUITMENT PROCESS


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Approval for Staff Positions

Aim To state general procedures to request authorization to fill a new, replacement staff

position.

Policy - If a new position(vacancy) is created by an employees resignation, retirement,

termination, the manager to whom the position reports should complete position approval

form ensure that there is portfolio and finance approval in place, up-to-date performance

management tool exists for open staff position. Failure to obtain the approvals may delay the

recruitment process.

Procedure:

When job openings occurs, some of the following procedures must be adhered to

ensure fast and efficient filling of an open position. With all other aspects of selection and

hiring process the company makes every effort to ensure equal employment opportunity for

all individuals and abides by state and local laws.

HIRING MANAGERS RESPONSIBILITIES The manager to whom the position

reports to must complete Position Approval Form(PAF). The form will include the

department, unit, work group of vacancy, the reason for vacancy, the budget and proposed

compensation

information and the date by which the position should be filled in.

For new positions, the requisition form will include an explanation of why thenew position is created and for the replacement position, the form will include the name of

employee who is being replaced and the reason for employees departure. An updated

Performance Management Tool(PMT) for the position must be forwarded to the Human

Resources Department for assignment of position title and salary range. After completing and

approving PAF the hiring manager must forward it to the business manager with updated

performance management tool.

MANAGEMENT REVIEW AND APPROVAL- The completed position approval form

should be

reviewed and approved by business manager on behalf of Vice president or by the top

management. The form should also be reviewed and approved by both finance and human

resources.

NOTEApprovals at each and every step indicates that the form(PAF) has been reviewed

for completeness and accuracy and the position has been confirmed under departments

current budget. Prior to making invitation for employment, one must ensure that the funding

is identified and approved by the budget office.


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POST REQUISITION PROCEDURESThe Human Resources Department is responsible

for

ensuring that PMT and PAF is completed. Once both forms are completed, the HumanResources department notifies the hiring manager and initiates the recruitment activities.

INTERNAL JOB POSTING FOR STAFF POSITIONS

AimTo identify an internal job posting procedure.

PolicyTo provide the efficient filling of job vacancies and provide opportunities for career

growth, the company encourages filling-from-within where qualified candidates exist for

open positions.

Vacancies are posted online on the companys human resources website.

ProcedureThe Human Resources posts the approved job vacancies on its website.

JOB POSTING LOCATIONSThe locations for current job openings will also be made

available in its website.

POSTINGAll vacancies for the current openings shall be posted for 5 business days. To

receive full consideration, candidates must submit applications within the posting period.

INTERVIEWING PROCEDURES

Aim To give information regarding the steps to be followed while selecting new

employees.

Policy The company is committed in hiring the best possible qualified employees

regardless of race, religion, origin, gender. The persons involved in interviewing and

communicating with job applicants must follow the interviewing procedures and avoid any

form of unlawful discrimination even if unintentional.

Procedure PRELIMINARY ACTIVITIES: A HR person from the Human Resources

conducts and initial review of all applications and screening interviews on site or over the

telephone. The purpose of this initial screening is to select the candidates with minimum

qualification

for the job. The resumes of the individuals are forwarded to hiring manager who selects

the candidates for interviews. The hiring interviews contacts the selected individuals to

schedule interviews at mutually convenient time.


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While preparing to conduct the interview, the hiring manager should have:

1. The candidates resume and any references the candidate has provided. 2.

The current Performance Management Tool for the position being filled.

Note: PMT must be up-to-date before a job is posted or advertised.

3. A list of job related questions that all applicants are asked should made available toHuman Resources prior to the commencement of the interview.

CONDUCTING THE INTERVIEW: Applicants are told to report to the designated location

at scheduled time. The persons involved in conducting the interviews should observe the

following guidelines:

1. Welcome the applicant: Put the applicant at ease. Some of the interviews may beginwith small talk the weather or traffic. However, supervisors must avoid straying

into other areas like family status, religion or any other area which is not related job-

related criteria and individuals ability to perform the essential function of the job.

2. Outline the Interview: Let the applicant know how the interview will be structuredand any time limits.

3. Describe the job: Give details about the job duties, required skill sets, workingconditions, hours, compensation and benefits. Do not hesitate to bring the interview

to close politely, if the candidate is not willing to accept the offered salary package

and if he/she clearly have not demonstrated the required skill set for the job.

4. Questions: All questions asked during the interview must be relevant to theperformance of the job. Keep questions focused on job description and the skill setsrequired to perform the essential functions of the job.

5. Listen: The common mistake made by interviewers is to dominate the interview. Letthe applicant talk.

6. Answer the applicants questions: Applicants should be invited to ask questionsrelated to position or the company.

7. Close the interview properly: Thank the applicant. Do not make any promises onbehalf of the company. Give an approximate time as to when a hiring decision will be

made, sometimes hiring decision may take longer than anticipated.

8. Record information simulantaneously: Write down the specific facts learned aboutthe applicant. At the conclusion of an interview, an Application Evaluation Form

should be filled and attached to each individuals application and forwarded to the

Human Resources Department.


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REFERENCE AND BACKGROUND CHECKS

Aim

To ensure the accuracy of information given by the candidate in the application form,resume or job interview.

PolicyAs part of evaluating internal and external applicants qualification and determining

their suitability for job openings, the company requires all applicants to furnish references

from their former employers as well as educational references so that their academic

credentials could be verified.

Procedure Employment References: To be considered as qualified applicant, candidates

must provide names, addresses, contact number, if possible supervisors or contact person

from the previous employment.

Academic References: In evaluating the candidates suitability for employment, the

company will contact the educational institutions listed by the candidate. Applicants

should provide the contact details of the educational institutions.

Reference and Background Checks: Purpose and Method: Information obtained from

references is used to: 1) verify the accuracy of employment and academic credentials

given by the applicants;

2) verify job-related accomplishments, skills, abilities that help

to establish the candidates suitability for the position in question.

Reference checks are normally done by telephone, mail correspondence or a combination oftwo. Confidentiality of Reference and Background Information: The information obtained

from the sources listed by the applicant is kept strictly confidential by the company. No

employee or supervisor will have access to such information without clearly

demonstrating the need. Penalties for Fraudulent Information: Any applicant who provides

misleading, wilfully deceptive information on employment form or resume or in interview

process, he/she will be eliminated from the on-going process immediately without any

explanation.


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INDUCTION AND ORIENTATION

AimTo ensure that new hires are welcomed and provided with accurate information

relevant to his/her employment at the company.

PolicyAll the new eligible employees are required to attend new hire orientation program

designed for new hires, to make them feel welcome, feel at ease in their new work

environment, learn about the companys employment benefits, payroll

requirements and complete on-board formalities.

ProcedureGeneral objectives: The companys orientation program is designed to help new

hires feel welcome and inform them about what performance and behavior standards itexpects.

Scheduling the Orientation: New employees should be scheduled for orientation program

within two weeks of hire. If the new employee has started working before orientation

program then it is the hiring managers responsibility to make sure that the employee attends

the orientation program.

Procedures:

1. New hires should be given with information on companys history, values,Services and other programs. Persons from other department will give

presentation about how their area supports employees in performing the

duties.

2. Employees will receive their employee handbook, enrollment materials.Information will be given on each of these topic and new hires will have an

Chance to ask questions and complete all necessary forms.

3. Employees will be given a tour of companys campus/premises.Department Orientation: The new hires designated supervisor is responsible for welcoming

new hires to his/her area and explain job and department duties, procedures and

responsibilities.

New employee Responsibilities: In initial days, new joinees are required to complete and turn

in number of employment related document and official document. All new hires are required

to fill these forms with accurate information. Failure to meet employment deadlines, it may

result in suspension of employment.


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INTERNS

Internship

An internship is a work-related learning experience for the benefit of individuals whowish to develop hands-on work experience in a certain field.

Individuals maywithout any expressed or implied compensation agreement - work for their

own advantage on the premises of the company.

If the following criteria is met, then interns are not considered employees:

- Training is for the benefit of the interns- They do not displace the regular employees, but work under their close supervision- Interns are not necessarily entitled to job after the conclusion of training period- Trainees understand that they are not entitled to wages during the training period

Note: The internship provides the individual with skills that can be used in multiple

employment settings when compared to skills compared to ones particular operation. More

likely, the intern would be seen as receiving training. The intern does not perform the routine

work of business on regular basis and the business is not dependent on the work of intern. If

the interns are engaged in performing productive work for the employer, for example,

conducting audit work, performing clerical work, then they may be entitled to benefits

provided by the organization. The internship should be for a fixed period, established prior to

the commencement of the internship.

AimTo maximize the benefits of internship experience and ensure compliance with state

and local laws and regulations and distinguish unpaid interns from employees.

DefinitionsInternOne who, as part of an academic program:

1. Perform services primarily for his/her own training benefit.2. Does not displace regular employee.3. Understands that he/she is not entitles to wages for the period of training4. Not entitled to a position when the training ends.

ProcedureDepartment wishing to engage the intern should compose and submit a request

that includes the description of individuals role and responsibilities so that there is nomisunderstanding whether he/she is eligible for wages under company laws. For an

intern the description of role should emphasize the academic nature so that it is clear that

business work is not being assigned to them. Department should not assign duties to interns

that would be normally performed by an regular employee.


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EXIT INTERVIEWS

AimTo gather feedback on the working experience with the company.

PolicyAll employees who are moving out of the company are invited to participate in exit

interview through written form or with an executive from the human resources

department. The purpose is to get honest opinion about working at the company

and what needs to be done for further improvement.

ProcedureWhen an employee notifies about his intention to quit, employees are invited

to schedule an personal interview with Human Resources Department to voice

out opinion about the working experience. Employees will be assured that their

feedback shall be maintained in confidence and in no way it will affect their

future job references or other future prospects of employment.

WORK SCHEDULE AND COMPENSATION

AimTo establish the normal daily/weekly work schedules and the basis of compensation

for regular hours worked, overtime, adjustments to normal work schedules.

DefinitionsWorkday: A scheduled work period between 10.00am to 4.00pm on the same

day.

Overtime: Hours of work by employees in excess of 40 hours per week.Emergency call-in: When employees are asked to report to work to take care

of an emergency that cannot wait until regular scheduled working hours.

PolicyWork Schedule: The usual full-time weekly work schedule consists of 5 eight-hour

work work schedule with 30-minute meal period.

1. First shift: The 8 hour work period beginning from 10.00 am depending upon thedepartmental usual work schedule.

2. Second shift: The 8 hour work period beginning from 1.00 pm depending uponthe departmental usual work schedule.

3. Third shift: The 8 hour work period beginning from 10.00 pm depending upon thedepartmental usual work schedule.

A organization work schedule may change as and when required. The department head will

consult Human Resources to establish or modify the departments work schedule.

Emergency Call-in: An employee is guaranteed minimum of 4 hour pay for each call-in

occurrence. Call-in hours above 40 hours will be compensated at overtime rate.

ProcedureOvertime records and payment: Overtime pay will be included in the paycheck

for the period the employee has worked overtime.

Responsibility: The immediate supervisor must approve the overtime assignments and

ensure that work is equitably distributed. Such approval must be obtained prior to the


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commencement of any overtime. It is the responsibility of Human Resources for interpreting

of such provisions that complies with state laws and regulations when a question arise

regarding the computation of overtime.

Performance appraisal

AimTo define staff performance management guidelines at the organization and

strengthen the feedback and evaluation process for the employee. To provide

the opportunity for improving the performance through discussions with

supervisor in a constructive manner. And also to provide a systematic mean for

supervisors to make determinations based on candid objective assessment of an

employees performance, identify the training needs.

Importance of Performance Appraisal :

It is in the interest of the Company as also of the employee that the value of a proper

Appraisal System is recognized by the all concerned parties.

Some of the purposes of performance appraisals are :

1. Career Progression

2. Placement

3. Training and Development.

Appraisals can also be used for :1. Succession Planning

2. Salary Progression

3. Merit Awards

Guidelines:

1. Each factor should be weighed equally.

2. Appraisee should be assessed for his / her performance for the particular

period.

3. Appraisal should not be biased

4. Qualities should be judged with fairness.

5. Assessment should be made objectively.

PolicyThe performance appraisal is a continuous process of employee assessment

through performance evaluation system. Appraisals can be conducted as deemed

necessary by supervisors.

ProcedureThe assessment process should include clear and honest feedback regarding

job performance, needs for improvement, career advancement opportunities.


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Performance appraisals are a function of evaluating employees on the basis of performance in

relation to their job. Supervisors are responsible for conducting through, timely performance

appraisals to the employees who are directly reporting to them.

1.

Performance in every factor should be rated independently.2. A supervisor may chose to conduct alternate method of performance appraisal

only with written approval from Human Resources Department.

Supervisor will prepare the performance appraisal and review it with next level of

supervision (his immediate reporting head) before reviewing it with the employee.

Performance appraisal discussion should closely related with assigned duties and

responsibilities, performance standards. He should invite the employee to make comment on

the performance appraisal. The employee should sign and return the appraisal form to

supervisor, the same should be retained in employees personal file maintained by the

organization. The employees signature on appraisal form indicates that performance

evaluation form has been received. If the employee disagrees with the evaluation, he shall

discuss the difference with supervisor in order to arrive at resolution.

Suggestions

Definition - In todays competitive environment, employees participation is essential for

achieving cost effectiveness, efficiency, over all improvement in productivity and in quality

of life. Through employees participation, we can have frequent constructive critical appraisal

and evaluation of various activities which will enable us to take corrective measures in time,leading to sustained growth of the organization. Each employee, at whatever level he may be,

can contribute towards improving efficiency of the Company through creative, constructive

and innovative ideas. Keeping in view the above, a Suggestion Scheme has been evolved

with the expectation that it will stimulate employees to think creatively and offer sound,

simple and practical suggestions.

For successful implementation of the suggestion, it may please to remembered that :

1. Success is the difference between entertaining an idea and implementing the same2. Great minds discuss ideas, average minds discuss events and small minds discuss

people

Policy - The Suggestion Scheme plays a very important role in promoting Better Ideas

which lies un-tapped and un-nurtured. It encourages creative thinking within the

organization, inculcates sense of belongingness to the company amongst the employees and

gives them a feeling of involvement in the affairs of the company. The policy aims to:

1. Create a sense of involvement and belongingness to company in their (employees)activities

2. Encourage employees to contribute3. Bring out substantial improvement in the companys activities.4. Develop understanding between management and employees


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What is to be suggested?

Any idea if it is felt, can contribute to effective and efficient functioning can be put forward.

1. Can working procedures be simplified?2.

Can fatigue in jobs be reduced?

3. Is there any other way to perform the same job efficiently, effectively4. Can the working conditions be improved?

AwardsAn employee whose valuable idea is accepted, shall be awarded in the form of:

Certificate of merit, cash prize, etc.

CONCLUSION

The study has helped to identify employees opinion towards various aspects regarding

human resources policies in the organization. This study has also enabled us to perform better

and to be productive. The study has also helped the employees of the organization to express

their thoughts and their experiences with regard to HR practices. This study will be helpful

for further studies or researches in the same title.

Based on the findings from the study, some suggestions have been provided to the

management. The management can take the suggestions in to consideration in order to

improve human resource within the organization and also bridge the gap between employees

expectations and existing scenario.

1. The Policy of the company provides facilities for all round growth of individuals bytraining in-house and outside the organization, reorientation, lateral mobility and self-

development through self-motivation.

2. The Policy grooms every individual to realize his potential in all facets whilecontributing to attain higher organizational and personal goals.

3. The Policy builds teams and foster team-work as the primary instrument in allactivities.

4. The Policy implements equitable, scientific and objective system of rewards,incentives and control.

5. The Policy recognizes worth contributions in time and appropriately, so as to maintaina high level of employee motivation and morale.

6. The employees agree on the part of their performance that they knowwhat is expected from them.

7. The employees understand how their work goals relate to companysgoals.

8. Company inspires the employees to do their best work every day.

9. The employees are not satisfied with the communication and decision-

making process as it leaks the information related to organization.

10.The employees do not receive the appropriate recognition and rewards for theircontributions and accomplishments.

.


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References

1 7 t h m a r c h 2 0 1 2 < h t t p s : / / w w w . h r . d u k e . e d u / p o l i c i e s / > . 1 7 t h m a r c h 2 0 1 2 < h t t p : / / w w w . i n c . c o m / e n c y c l o p e d i a / h u m a n - r e s o u r c e -

p o l i c i e s . h t ml > .

1 7 t h m a r c h 2 0 1 2 < h t t p : / / w w w . s t u d y m o d e . c o m / s u b j e c t s / b i g - b a z a a r - h r -p r a c t i c e s - p a g e 1 . h t m l > .

1 7 t h m a r c h 2 0 1 2< h t t p : / / h r . u c r . e d u / r e c r u i t m e n t / g u i d e l i n e s / p r o c e s s . h t m l > .

1 7 t h m a r c h 2 0 1 2 < h t t p : / / r e c r u i t m e n t . n a u k r i h u b . c o m / r e c r u i t m e n t -p r o c e s s . h t m l > .

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