Foreign Companies :-

THE GROUP AND ITS EMPLOYEES

BECOMING THE PREFERRED EMPLOYER

Carrefour aims to become a benchmark in terms of human resources management and social responsibility in all the countries where it operates. Attracting, training, supporting and retaining loyalty while remaining open to people from a diverse range of backgrounds: the Group does its utmost to ensure that all of its 410,000 employees, the leading customer ambassadors for our banners, fulfil their potential and perform to the best of their abilities.

GIVING PRIORITY TO LOCAL EMPLOYMENT

As local stakeholder, Carrefour recruits 90% of its employees in its store catchment areas. The Carrefour recruitment policy is based on equal opportunity, and the Group gives those from all backgrounds a chance to succeed, with or without qualifications.Recruitment methods are based in part on practical exercises, which allow future employees to directly demonstrate their skills.

A COMMITTED EMPLOYER FOR MOTIVATED EMPLOYEES

  Committed to responsible, ethical commerce

By opting to work for Carrefour, employees are choosing a responsible company that incorporates its sustainability policy into all of its business lines. The Group complies with ethics derived from broad universal principles and key documents established by international governmental organisations, including the Universal Declaration of Human Rights, the International Labour Organisation (ILO), the United Nations Global Compact and the OECD guidelines.Choosing Carrefour also means opting to work for a company that respects ethical principles. At the beginning of 2010, the Carrefour Code of Business Conduct was fully revised in line with the Group’s new values. This code aims to formalise both a framework within which the Carrefour Group can carry out its business activities and an ethical context within which all Group employees must carry out their professional activities on a daily basis.A Group Ethics Committee and Country Ethics Committees, bodies designed to verify and assess the application of our principles of business conduct, were also recently set up to ensure compliance with Carrefour’s Code of Business Conduct wherever we conduct business.

Values and ethics are the subject of regular communications from our Business Units, some of which have also organised training campaigns. 

  Committed to diversity

With over 120 different professions, the Group offers job, training and career opportunities for all segments of the population, including young people, seniors, men, women, graduates, the self-taught and those with disabilities. Carrefour gives people from all backgrounds the chance to succeed via a proactive policy that includes the implementation of recommendations from the Corporate Diversity Charter (Charte de la diversité en entreprise) signed by the company in 2004.

Accepting and managing diversity has been part of daily life at Carrefour for many years, and more than 100 nationalities have a presence in our stores, comprising men and women of all ages and from all backgrounds. The diversity of store employees reflects Carrefour’s proactive policy on fighting all forms of discrimination. As such, we provide opportunities to people from all backgrounds in all countries where the Group operates. This policy promotes access to employment for those who have difficulty finding work.

  Committed to youth employment

Each year, Carrefour provides jobs to young people through work/study contracts. In France, the hypermarkets’ “Carrefour School” provides in-store practical and theoretical training as department employee or a checkout assistant to young people. Nearly 50% of these young people are recruited at the end of their training, offering a foot on the ladder to stable employment As part of the 2009-2010* Youth Employment Plan in France, the Group agreed to recruit 4,000 young people through work/study programmes. By signing the Espoir Banlieues* Plan in 2008, Carrefour took action to recruit young people from underprivileged areas. By the end of 2010, more than 7,800 young people from underprivileged neighbourhoods were recruited, of which 6,000 with permanent and fixed-term contracts.

  Committed to helping those with disabilities enter the workplace

Carrefour hypermarkets signed their first Mission Handicap agreement in 1999. More than 10 years later, Carrefour banners in France, Poland, Turkey, Spain, Italy, Brazil, Columbia, Malaysia and many other countries now take part in programmes to help those with disabilities enter and remain in the workforce. In 2009, French hypermarkets received a professional inclusion award presented by the APAJH (a French association for adults and young people with disabilities) in recognition of Carrefour’s Mission Handicap programme’s various initiatives. In addition, in Spain, the Carrefour Solidarity Foundation also received an award in 2010 for its commitment and initiatives to help those with disabilities find employment and enter the workforce, and particularly for its initiative in Malaga for those with autism.

Today, more than 9,700 people with disabilities are employed by Carrefour in Europe. 

  Committed to helping people find employment

In 2009, the Carrefour Group and Pôle Emploi (France’s national employment agency) signed a national framework agreement to develop joint initiatives that promote the hiring of jobseekers, especially those who encounter difficulties finding work. In 2010, this agreement provided 336 young people, who were preselected by local initiatives, with jobs to work in Carrefour stores in France. In Spain, a partnership agreement was signed with the public authorities to provide at-risk individuals with comprehensive internships in the retail field.

  Committed to solidarity

Choosing Carrefour also means opting to work for a socially-responsible company. Supported by the daily or periodic involvement of Group employees, the Carrefour Foundation operates in three fields: nutrition, social inclusion and social responsibility. In France, a dedicated entity, Carrefour des Solidarités, was established by the hypermarkets and supermarkets to coordinate their social actions. In addition, these banners support their employees during difficult

times in their lives. The Carrefour Solidarity Fund provides assistance to employees facing temporary or extraordinary challenges.

BUILDING A PROFESSIONAL FUTURE WITH CARREFOUR

Carrefour’s ambitious training plan supports the company’s drive for excellence among both its management and its highly professional teams.

  Training for development: helping employees develop skills at all levels and in all company businesses.

Each year, Carrefour hires many people without professional qualifications and offers them a wide range of jobs plus substantial opportunities for development through training. Today, more than 50% of Group managers have risen through the ranks by means of internal promotion.

With its wealth of cultural and social diversity, the Group maintains a proactive policy that offers opportunities for those from all backgrounds. Furthermore, training for those employees with reading and writing difficulties allows them to expand their employment opportunities and facilitates their integration in society. The Group has established training programmes to help young people without formal qualifications find stable jobs that provide a sense of responsibility. By taking into account their professional experience, they can also earn a diploma. In France, more than 1,000 supermarket employees have earned a Professional Qualification Certificate (PQC) since 2004. Carrefour enables all employees to receive training throughout their careers so as to expand their skills and grow within the company.

  Helping employees energise their careers

Carrefour’s equal opportunity policy also means managing careers in a fair, effective manner. In fact, 75% of Group directors in France have risen through the ranks by means of internal promotion. This policy is based on the implementation of standard practices in career management, beginning with an annual assessment interview. This tool allows employees’ skills to be more effectively evaluated, ensuring that their progress within the Group is in line with their desired goals. Carrefour has also put in place career committees in each country where it operates. The aim is to discuss possible employee career-path changes, and to have a more fair view of the employee’s potential.

PROMOTING EMPLOYEE WELL-BEING

Carrefour aims to boost workplace well-being by constantly communicating with employees and their representatives In compliance with Group values, this policy makes a major contribution to increasing motivation and collective and individual performance.

  Committed to the respect for fundamental rights

The recognition and respect for fundamental human and trade-union rights is an integral part of the Group’s culture. In 2001, these principles were formalised by agreements signed with the International Labour Organisation (ILO) and Union Network International (UNI). Since then, Carrefour and UNI have worked together to make sure that these obligations are met in all countries where the Group operates. Carrefour maintains an ongoing, constructive and beneficial dialogue with UNI on this matter.

  Consultation at all levels

The Carrefour Group is actively involved at all levels of consultation regarding both social dialogue and negotiation:

at the business level, Carrefour is a member of Eurocommerce (European Trade Federation) and is an active participant in European-sector social dialogue, striving to develop social commitments and standards at the European level. The Group actively participates in the dialogues held in all countries and contributes to the work of local trade federations.

at the Group level, in the early 1990s Carrefour created one of the first European works committees: the European Consultation and Information Committee (CICE). The agreement establishing this committee was renewed in June 2008. The CICE brings together Carrefour’s European social partners as part of a forum for a productive, constructive social dialogue, as well as contributing to the Group’s CSR and sustainable-development policy.-at the country level, management has created sustainable means for an effective social dialogue. For example, the restructuring of Carrefour businesses in France has always been based on discussions between management and employee representatives, in accordance with the GPEC (jobs and skills forecast management) agreements and methodology, negotiated in 2006 and renewed at the beginning of 2009 and then strengthened in 2010 with the rollout of a multi-faceted internal mobility policy

 

Listening to StaffCreated more than 20 years ago (1989), “Ecoutes du Personnel” (Listening to Staff) gives the floor to employees in stores and at head offices. Protected by basic ethical standards, groups of 12 employee representatives are invited to express themselves anonymously on different aspects of their work and life within the company. The results are then handed out to employees and their representatives, allowing for the identification of areas for improvement and the implementation of action plans. Nearly 7,000 employees throughout Europe expressed their opinions in 2011 within the framework of Listening to Staff.

  Providing all employees with social benefits

In all countries where Carrefour conducts its business, the Group endeavours to ensure that employees benefit from appropriate social protection. Where gaps exist in terms of coverage, Carrefour provides for additional welfare, health and retirement coverage, either to cover what’s missing in local systems or complement them. Beyond social protection, Carrefour also looks after its employees’ health. In 2010, Carrefour Brazil organised a “Health and Nutrition Week” for its employees and customers. In several countries, the Group participates in preventive and/or public

healthcare programmes, health screenings, organises vaccination campaigns against such diseases as dengue fever and holds weeklong events dedicated to nutrition.

  Better work organisation for better balance

Work schedule poolingSince 1999, checkout employees, who comprise 30% of the workforce in French hypermarkets, have been able to arrange pooled schedules, enabling them to better balance their professional and personal lives. Employees can plan their schedules more than five weeks in advance by using a computerised management system, which provides a way of better balancing their private lives with the store’s business objectives. Some 18,000 people benefit from schedule pooling in 95% of their hypermarkets in France.

  Ensure employee safety

Carrefour works to ensure the safety of its employees and customers at all sites. In countries without specific safety regulations, hypermarkets and supermarkets adopt French safety standards, which are generally stricter. Another priority is to reduce workplace accidents through prevention training and awareness campaigns. The Group ensures that its teams understand health and safety regulations, offers training, enforces procedures and performs regular on-site audits. For example, in 2009 Carrefour Spain launched an awareness campaign to reduce accidents resulting from physical strain, specifically from handling heavy loads. Colombia also launched a wide-reaching awareness campaign for employees working in high-risk positions (such as handling heavy, blunt objects) and invited their families to take part in workshops on nutrition, cardiovascular diseases, diabetes and other issues.

In addition, in France, Carrefour store receipts are now printed on FSC-certified paper and do not contain Bisphenol A (BPA). Established as a preventive initiative to health matters, this is gradually being expanded to Spain, Belgium and Italy.    Preventing psychosocial risks

The Carrefour Group views the prevention of workplace stress as an integral part of corporate social responsibility. In France, hypermarkets have conducted risk assessments and implemented preventive measures since 2003 with input from CRAM (French health insurance 5ocialize55n) engineers, occupational medicine experts and labour 5ocialize55ns. This work is applied through the implementation of the “SOS Conflits” module, which helps store employees prevent and manage challenging customer situations. More recently, Carrefour launched a comprehensive programme to prevent and address psychosocial risks and stress.For example, an agreement on occupational health in supermarkets was signed on 5 May 2009. This includes a diagnostic approach to occupational health and commitments related to workplace risk prevention, including risk assessment, training, communications and working-condition improvements, as well as a section on psychosocial risks that addresses:

prevention of sexual harassment and bullying

the risks of anti-social 6ocializ support for employees who fall victim to serious acts of aggression stress at the workplace

It also includes commitments with regard to studying causes of employee stress in the workplace, preparing an action plan in view of the results and implementing a dedicated training module.

In 2009, the hypermarkets tested a training programme on managing stress in the workplace geared toward both employees and managers. This training has been progressively rolled out since 2010 to include all employees. A questionnaire was distributed to store employees in April 2010. The results of the questionnaire were used by work groups to develop practical actions for the first half of 2011. At the same time, this action have been extended to employees at head offices.

Audits to evaluate employee stressIn 2007, the Group launched its first stress evaluation at four hypermarkets in France. They evaluated employee stress levels and better identified the factors and sources. The results revealed stress levels equal to or lower than those in other sectors. In order to gather constant feedback from employees, a subcommittee on psychosocial risks was established in 2008 within the National Occupational Health and Safety Committee. In early 2010, the company hired the firm Stimulus to carry out new stress evaluations at four additional hypermarkets (covering a total of 1,600 employees), with the following goals:

evaluating stress levels among employees and identifying those populations particularly affected, if any

highlighting the main causes of stress comparing results with those of the first study creating action plans

In 2011, this initiative was implemented in the head office structures.

Preventing verbal and physical aggressionSince 2003, the Group has established a special training programme “SOS Conflits” to help employees manage occasionally challenging customer relations ranging from mere dissatisfaction to verbal and/or physical aggression and robbery. Some 10,610 hypermarket and supermarket employees in France have been trained since 2007, of which 1,250 in 2010. This programme was highlighted as a “best practice” in the “Prevention of Third-Party Violence in Retail” guide prepared by EuroCommerce with the support of the European Commission.

Promoting work/life balanceIn 2008, the Carrefour Group signed the Parenthood Charter, thus demonstrating its commitment to help employees find fulfillment at work while fully carrying out their roles as parents. In 2009, this agreement led to the publication of “The Parenthood Guide”, which was distributed to all managers in France. This guide provides information about the Group’s commitments, offers practical advice for managers, features an overview of labour laws and career-management regulations related to maternity, paternity and parental leave and helps to raise managers’ awareness. To help employees find childcare, in September 2009, Carrefour supermarkets implemented the Cheques for Universal Employment Services (Chèque Emploi Service Universel or CESU), a global services voucher for employees, whereby

Carrefour Market grants financial assistance to cover 50% of childcare costs inside or outside the home.

Programmes to improve working conditionsCarrefour has implemented programmes on management and interpersonal relations intended to “make employees happier”. The “23 Ways to Achieve Satisfaction at Work” programme, implemented in French hypermarkets in the beginning of 2010, covers practical activities that each store must implement to promote employee well-being in the workplace. Among the 11 proposed themes, the three most popular among the cashiers were “eating well”, “relaxation” and “clearing your mind”. More than 12,000 employees participated in 750 activities, hosted by more than 600 ambassadors. On the same principle, the Ereukikom programme established by Carrefour Proximité France was 7ocialize7 with a “Well-Being at Work” award at the end of 2009.

Since 2008, Carrefour Convenience has established programmes on management

and interpersonal relations intended to “make employees happier”. The

Ereukikom programme aims to meet employee expectations in terms of

attention, recognition, opportunities for social interaction and transmission of

information. This approach is based on two pillars: changes in managerial

7ocializ (gaining awareness, training to develop managerial skills spread over

seven months for all store managers, with collective and individual commitments

and action plans) along with implementation of regional initiatives to promote a

better work life. As part of this programme, Carrefour Proximité implemented a

variety of initiatives to promote its employees, including working groups and

exchanges, an e-letter sent to employees with information on the company,

systematic and in-depth annual interviews which offer genuine opportunities for

discussion, the “In the shoes of my co-worker” initiative to allow employees to

explore another job, automatic employee invitations to store openings and the

“Neighbours

in the workplace” celebration with a picnic and opportunities to 7ocialize.This

original programme was awarded the “Live Better at Work” award which was

first presented in 2009. At the same time, the company received the special

“Public’s Favourite” award presented by Mr. Xavier Darcos, Minister of Labour,

Social Affairs, Family, Solidarity and Cities.

Marks and spencer From humble beginnings as a single market stall, they 've grown to become one of the UK's leading retailers of clothing, food, home products and financial services. We now employ 78,000 employees in the UK and abroad, have more than 700 UK stores and serve over 21 million customers each and every week.

Their people work hard to deliver a service that gets our customers talking.So we feel it's only fair that they’re well rewarded for their efforts. Our benefits package (detailed below) has been developed to help us attract, motivate and retain the best people in retail and includes everything from subsidised healthcare and performance related pay rewards to our fantastic employee discount. But that’s not all we offer. To find out more about these, use the link at the bottom of the page.Our Shared Services teams enjoy slightly different rewards to the rest of the business.BENEFITSOur benefits package is under constant review but the main things you'll be able to enjoy include:COMPETITIVE RATES OF PAY AND PERFORMANCE RELATED REWARDSWe regularly check our salaries against other retailers to make sure we’re competitive. And in order to keep up with any changes in the market, we’ll review your basic pay every year. We also offer extra performance rewards to recognise individual achievement.EMPLOYEE DISCOUNTFor all your store purchases (excluding technology and certain kitchen electrical products) at Marks & Spencer, you get a 20% discount. We’ll also give your partner or a member of your family who permanently lives with you their own card, so they can benefit from the discount too. There’s no limit on the amount of goods you can buy with discount.PENSIONNowadays, we’re all aware of how important it is to save for our retirement. At M&S, we want to help you along the way. We offer a Defined Contribution Pension Plan to new employees. If you pay into the plan, the company will too, and these contributions will be invested. You can find all the details you need by looking at our website www.yourmandspension.com.BONUSThe annunal Bonus Scheme is open to all employees in Head Office and Retail Management. Bonus targets are linked to team and Company performance. The Bonus Scheme is open to new employees from the date they join the Company and they will be eligible for a proportionate bonus, based on the number of full calendar months they work in the financial year. However, we reserve the right to review and where appropriate withdraw the Scheme each year.EXTRAS A range of offers and discounts available exclusively to Marks & Spencer employees. You can take advantage of special discounts on a wide range of holidays, health club memberships, leisure attractions and many more products and services.To find out about our work/life balance initiatives, use the link below

LAND MARK GROUP

SPAR (Max Hypermarket India Private Limited)

Spar Hypermarkets and supermarkets in India is the result of a license agreement between the Dubai based Landmark Group's Max Hypermarkets India Pvt. Ltd. and Spar International. Spar is the world's largest independent food retail chain which

operates on the principle of a 'Co - operative of Independent Retailers and Wholesalers' and is present in 35 countries.

Max Hypermarkets is responsible for the entire business operation – from capex outlay to day to day operations. Management control also rests with Max Hypermarkets. Spar provides knowledge transfer and brings with it best practices in international retailing and technical expertise to ensure that the brand is being accurately represented, whilst ensuring that the local partner retains their financial independence to deliver the best solution in each market. Spar International will play an integral support role in the development of the hypermarket format in India.

Spar has stores in Bangalore, Mangalore, Hyderabad, Delhi and Pune. The company plans a pan India presence and will open a total of 30 stores by 2013 in cities like Bhopal, Mohali, Indore, Chennai, Vishakapatnam, Coimbatore, Gurgaon, and Chandigarh. Shoppers have the option to choose from a wide variety of quality products in every category ranging from grocery, fruits and vegetables, bakery, dairy and take away foods, meat, poultry and fish, wine, beer and spirits, home textiles, personal care, crockery utensils and kitchen appliances, electronics and IT accessories and much more..

Spar promises to elevate shopping from a daily chore to a world class shopping experience that also offers value for money. Spar offers the freshest quality, widest choice, great value for money and personalized, friendly service all packaged to create a truly enjoyable shopping experience. SPAR's tag line "Live Life Better" epitomizes this philosophy.

Join…… Contribute…....Thrive. Opportunity to learn and grow with the org.

A career at SPAR is more than just a job. The energy here is contagious. You'll find life challenging, rewarding but most of all, inspiring. The work ethic is "customer first," and we practice it daily. Goals are met through teamwork. In our stores, customers find a clean, organized, welcoming atmosphere and a great choice of merchandise. Creating this exceptional shopping experience for customers begins with creating a great workplace for team members. People at SPAR are respected and recognized for their work and know they are a unique and important part of a world-class team.

We're proud to have a culture that brings out the best in individuals and encourages them to pursue excellence. Our different backgrounds, cultures and points of view are vital to our success. We're entrepreneurial, and open to fresh and new ideas and perspectives. We are young, agile, aspirational and responsive.

Through internal development, a total rewards benefits program which incorporates a competitive salary structure, career path flexibility and continued training, we aim to provide every SPAR employee the opportunity to embrace our culture of excellence. We seek out the best talent and through talent engagement actively recruit, identify, promote and reward those colleagues who continually exceed SPAR's standards. Above all, we celebrate working together to accomplish great things for our customers, our investors and each other.

At SPAR, you are our most important resource and an essential part of our success. We invite you to explore the world of opportunities with us.

Learning opportunities at SPAR

SPAR provides opportunities for individuals to develop themselves in the highly dynamic field of retail. Hands on experiences teach people to manage people, processes and situations and nurture an entrepreneurial approach to running a business which encourages innovation and out of the box thinking.

Periodic, ongoing training sessions, focusing on both technical as well as soft skill aspects, are conducted by experts to provide a holistic developmental approach to all our resources.

Values

Promises:

Creating exceptional value for all those whose lives we touch.

Our values: Passion for excellence Integrity on everything we do Empowering people to strive and deliver Adapting to changing market and consumer needs

Our philosophy;

Llistening, adapting and delivering exceptional value.

Culture:

At SPAR fun and recreation is recognized as essential to unlock each individual's true intellect and potential, helping them reach greater heights of professional success. That's why cultural events, recreational outings, parties and sports are a part of SPAR's culture as much as the routine day-to-day activities in the office.

INDIANCiompanies

FUTURE GROUP_PANTALOON

Payback Loyalty Program

At Future Group, we believe in building long-lasting relationships with customers. We encourage repeat customer visits through our unique offers and special sale days. 

Future Group has taken the whole concept of customer loyalty to the next level by joining hands with PAYBACK. PAYBACK is India’s largest and one of Europe’s most successful multi-partner loyalty programs. With PAYBACK, customers can shop, save and get rewarded. This program enables consumers to collect millions of points across online and offline partners – with just a single card. Customers can accumulate points across Future Group formats , thereby making “shopping rewarding”.

What Is PAYBACK?PAYBACK is Europe's leading customer loyalty program, headquartered in Germany , with a total of 25.5 million active cardholders in Germany and Poland. In India, PAYBACK consolidated its position after taking a major stake in I-Mint. Today, with more than 30 partners with 1,500 outlets and 10 million card members, it’s the only program which works with market leading pan-India players from the banking, travel, petroleum and online sectors such as ICICI Bank, HPCL, Univercell, BookMyShow and MakeMyTrip.

Now that Future Group has become a part of this bandwagon, customers are bound to earn points at every step – from formats like Big Bazaar, Food Bazaar, Pantaloons, Central, Home Town, eZone, Brand Factory and Future Bazaar.These points can then be redeemed for air miles, movie tickets, air tickets and vice versa.With Future Group and PAYBACK “Shopping is Rewarding”.Benefits Of PAYBACKOur formats Big Bazaar, Food Bazaar, Pantaloons, Central, Home Town, eZone, Brand Factory and Future Bazaar are a part of the PAYBACK Loyalty program.

Program T24

T24 will provide customers with a dual advantage all 24 hours of the day—‘Shop More, Talk More’ and ‘Talk More, Shop More’.Shopping and talking on our mobile phones are among the two favorite activities for all of us in India. With T24, we have been able to develop a unique customer value proposition that combines these interests of the aspirational Indian. Customers will get shopping benefits for talking and talk-time benefits each time they shop.We believe that with our partners, Tata Teleservices Limited, we have been able to develop a differentiated offering in the crowded telecom space and also increase the loyalty we enjoy among the millions of customers who patronize our stores.T24 (Talk 24) tariff plans reflect the competitive per-second rates being offered for pre-paid customers on Tata Teleservices Limited’s GSM network. In addition, customers will be rewarded with free talk-time for every purchase above Rs 500 made at Future Group shopping outlets. For example, a T24 customer buying products worth Rs 2,501 at Pantaloons or EZone will stand to gain 50 minutes of free talk-time. Also, a customer spending Rs 1,501 in Big Bazaar will gain 90 minutes of free talk-time for every purchase. Plans will keep evolving to offer ever-more attractive options to the customer.