Nuzhat Report

8/6/2019 Nuzhat Report

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INDUSTRIAL INTERNSHIP PROJECT

REPORT

ONTRAINING PROGRAM FOR

BAND I EMPLOYEES

IN BIG BAZAAR

Summer Training Report submitted to the

Academic Session 2009-2010

Faculty of PGDM

Babu Banarasi Das

Educational Societys Group of Institutions

Sector I, Dr. Akhilesh Das Nagar, Faizabad Road, Lucknow (U.P.) India

In partial fulfillment of the requirement for the award of the

Certificate of

POST GRADUATE DIPLOMA IN MANAGEMENT

(2 years Post Graduation Programme approved by AICTE, MHRD, GOI)

Under the Under the

Guidance of Supervision ofDr.Rajeev Sikroriya Ms. Vasudha Srivastava

Prof. PGDM Sr.Executive HR,BBDESGI Big Bazaar, Lucknow

Submitted by

Nuzhat Fatima

2009111024


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DE L T

I hereby decl re that the di ertati TRA R RAM F R TEAM

EA ER A TEAM MEMBER B BAZAAR Submitted for thePGDM Degree at B B i Das E ati al Soci ty Group OfInstitutions department of PGDMi my original work and the di ertation hasnot formed the basis forthe award of any degree, associate ship, fellowship orany other similartitles.

Nuzhat Fati a

Roll no.- 2009111024

PR C


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These survey report had been conducted on Band 1A employees who are

presently working at Big Bazaar Saharaganj, Lucknow. The purpose of thisresearch and preparation ofthis report are to find outthat what are the various

techni ues of trainings are being implemented by Big Bazaar to increase theskills oftheir employees and their feedback aboutthe training.This project is carried out to the theoretical knowledge of the subject into the

practical field work.

This project is carried out in the PGDM course of the Babu Banar asi DasEducational Society Group Of Institutions, Lucknow.

Nuzhat Fati a

PGDM-2009-11

Roll. No. 2009111024


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ACK W E EME TAcknowledgementis an art, one can write glib stanzas without

meaning a word, on the other hand one

can make a simple expression of gratitude.

Industrial training is an integral part of any PGDM program and for that

purposes I hadjoined a company what else can be as good as Big Bazaar animportant part of Future Group.

I take the opportunity to express my gratitude to all of them who in some orother way hel ped me to accomplish this project in BIG BAZAAR, Lucknow. No amount of written expression is sufficient to show my deepest sense of

gratitude to them.I am very thankful to External Gui e, Ms. Vasudha Sri astava(Sr. Exec.

HR), Mr. Negi (Store Manager) and the entire team of Big Bazaar,

saharaganj, Lucknow and very grateful to the entire faculty Department ofPGDM ,Babu Banarasi das Educational Society Group of Institutions fortheir everlasting support and gu idance on the ground of which I have acquired a

new field of knowledge. The course structure created for this curriculum has

benefited with the inclusion of recent development in the organizational andmanagerial aspects.Lastly, I am thankfulto allthe member ofBig Bazaar, Saharaganj , Lucknow,

which has given me valuable information in the part of my project.

Nuzhat Fatima

PGDM-2009-11Roll. No. 2009111024


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Table of Content

y Introductiony Objectives and Research methodologyy Organization chart y Executive Summaryy Company Profiley Companys other processesy Data Analysisy Problems and limitationsy Findings, Analysis & Interpretationsy Suggestions/Recommendationsy

Conclusiony Appendix ( questionnaire)y Bibliography


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INTRODUCTION


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1.1 PURPOSE/OB ECTIVE OF THE PROJECT

The basic objective of the project is to present the various techniques of

training are being conducted by the Big Bazaar fortheir employees who are in

the direct contact with the customers and also contribute their feedbacks along

with.

Thus the objective ofthe project is:y To study the training programs conducting in the Big Bazaar for the

Band 1A

y To analyze the influencing attributes ofthe laptops.y To suggestthe measures to improve the performance ofthe employees

who are in direct contact with the customers.

PROJECT-REL TED INFORMATION

Sampling UnitsThe sampling was done by taking 50 units.

Sampling Technique

The technique adopted was Stratified sam

1.2RESEARC OBJECTIVE AND METHODOLOGY


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I. OBJECTIVE OF THE STUDY

The main objectives ofthis study are as follow:

1. To study the training programs ofBIZ BAZAAR.2. Suggestions and Recommendations on the basis of analysis done

And employee surveyed.

II. METHODOLOGYThe methodology adopted for collecting data and sample design is given below:

:

A. COLLECTION OF DATAFor collecting Primary Data from the employees, a questionnaire was designed.This questionnaire was administered to the employees who already have joined any

training program. Sample questionnaire is attached in annexure.

B. STRATIFIED SAMPLING DESIGNSAMPLE SIZE : 50

SURVEY AREA : BIG BAZAAR, Saharaganj- Lucknow

MODE OF SURVEY : Dir ect contact

C. TIME FRAME : 1thJuly to 5st August


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Asst. Store

Manager

ORGANTISATIONAL CHART

Store Manager

AAAsst. Store

Manager

Asst. Store

manager

Asst. Store

Manager

Department

Manager

Department

Manager

Department

Manager

Department

Manager

Department

Manager

Asst.Dep

artmnt

Manager

Asst.Dep

artmntManager

Asst.Depar

tmnt

Manager

Asst.Depa

rtmnt

Manager

Asst.Dep

artmnt

Manager

Team

LeaderTeam

Leader

Team

Leader

Team

Leader

TeamLeader

Team

Memb

er

Team

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Team

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TeamMemb

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TeamMemb

erTeam

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Team

Member


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EXECUTIVE SUMMARY

Future Group India was established in 1994 with a vision to provide diverse services

in Indian and Global markets. The retails businesses of Future Group in India are divided intothree main categories:

Pantaloon Retail India LimitedThe leading retail formats underthis include:

Pantaloons Stores Big Bazaar Central Food Bazaar

Home Town E Zone Depot Health & Beauty Malls Online retailthrough futurebazaar.com

Pantaloon Retail (India) Limited, is Indias leading retailer that operates multiple retailformats in both the value and lifestyle segment of the Indian consumer

market. Headquartered in Mumbai (Bombay), the company operates over 16 million squarefeet of retail space, has over 1000 stores across 73 cities in India and employs over 30,000

people.

Among all these format Big bazaar is value store which provide value to its customer by

providing various products with a discount price at a similar location. The purpose of thestudy is to see the various training program provided by the Big bazaar to its employee

belonging to band 1. The band 1 employees are those employees who are the front line

employee being in direct contact with customers that is why the HR should be much

concerned aboutthe training ofthese employees.

The store HR is responsible to prepare the training calander, declaration of training batches

and overall evaluation oftraining program, most ofthe training forBand 1 has been done at

store level.

The Future group have its separate unit fortraining thatis FLDL basic purpose ofthat unit

is develop new designs and techniques ofjob so thatthe employees can prepare forthe future

challenges.

The overall study show the implication of training program on employees performance and

solution of customer complaints.


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COMPANYS

INTRODUCTION


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Future Group India was established in 1994 with a vision to provide diverse services in

Indian and Global markets. The business areas of Future Group coverBPO (Business Process

Outsourcing), New Media, Security Management, and Construction. Through their strategicinvestment and services, the future of Future Group shows a rising starin the business sky ofIndia.

FUTURE RETAIL

The retails businesses of Future Group in India are divided into three main categories:

Pantaloon Retail India LimitedThe leading retail formats underthis include:

Pantaloons Stores Big Bazaar Central Food Bazaar Home Town E Zone Depot Health & Beauty Malls Online retailthrough futurebazaar.com

Joint Ventures with InternationalBrands

Indus League Clothing that owns leading apparel brands like Indigo Nation,Scullers and Urban Yoga

Galaxy Entertainment Limited that operates Bowling Co, Sports Bar, F123 andBrew Bar

French retailer ETAM group, US- based stationary products retailer, Staples andUK-based Lee Cooper.

Franchisee of international brands like Marks & Spencer, Next, Debenhams andGuess in India


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Indian Joint Venture Partners

Manipal Healthcare Talwalkar's Blue Foods Liberty Shoes.

FUTURE CAPITAL HOLDINGS

The financial services of Future Group are taken care by Future Capital Holdings. These

include:

Asset Management and consumer credit are the prime focus financial services.Around 1 billion USD have been invested in retail real estate and consumer brands

outlets and hotels.

Future Money- Itis a financial supermarket format providing consumer credit Joint venture with Italian insurance majorGenaral Insurance for providing general

insurance services.

Venture Capital Funds and Private Equity Fundsthrough kshitijfund.com

BPO (BUSINESS PROCESS OUTSOURCING)

Future Group has made majorinvestments in BPO industry as a venture into the Information

Technology Enabled services (ITES) industry. Future Group has subsidiaries offering ITbased solutions. These include:

Language Services Software Development Content Engineering


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NEW MEDIA

Future Group has invested in digital media and computertechnology for creating innovativeand interactive multimedia presentations. These include:

Multimedia Production Broadcasting Publishing Designing

SECURITY MANAGEMENT

Future Group is considered as a reliable tailor-made business and security services provider.

They develop their own software and machines for security services. These include:

Access Control Systems Time Attendance Systems CCTV Alarm Management Systems

CONSTRUCTION

Future Group bring to you're their past experience in quality construction for building andrenovating buildings for leasing to business. Future Group is also involved in the designing,

financing and legal considerations of the project undertaken. The construction activities of

Future Group in India include:

Leasing Landscaping

The latest business activity of Future Group is an investment ofRs. 140 crores in the next

three years in cricket-related marketing. The CEO of Future Group Mr. Kishore Biyani hasplanned out association with cricket and to encash the popularity of cricket in India and

globally. Future Group has also organized one-day international cricket series between Indiaand Australia called "The Future Cup".


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Pantaloon Retail (India) Limited, is Indias leading retailer that operates multiple retail

formats in both the value and lifestyle segment of the Indian consumer

market. Headquartered in Mumbai (Bombay), the company operates over 16 million square

feet of retail space, has over 1000 stores across 73 cities in India and employs over 30,000

people.

The companys leading formats include Pantaloons, a chain of fashion outlets, Big Bazaar, a

uniquely Indian hypermarket chain, Food Bazaar, a supermarket chain, blends the look, touch

and feel of Indian bazaars with aspects of modern retaillike choice, convenience and quality

and Central, a chain of seamless destination malls. Some of its other formats include Brand

Factory, Blue Sky, ALL, Top 10 and Star and Sitara. The company also operates an onlineportal, futurebazaar.com.

Future Value Retail Limitedis a wholly owned subsidiary of Pantaloon Retail (India)Limited. This entity has been created keeping in mind the growth and the current size ofthe

companys value retail business, led by its format divisions, Big Bazaar and Food Bazaar.

The company operates 120 Big Bazaar stores, 170 Food Bazaar stores, among other

formats, in over 70 cities across the country, covering an operational retail space of

over 6 million square feet. As a focussed entity driving the growth of the group's value

retail business, Future Value Retail Limited will continue to deliver more value to its

customers, supply partners, stakeholders and communities across the country and

shape the growth of modern retail in India.

A subsidiary company, Home Solutions Retail (India) Limited, operates Home Town, a

large-format home solutions store, Collection i, selling home furniture products and eZone

focussed on catering to the consumer electronics segment.

Pantaloon Retail is the flagship company of Future Group, a business group catering to the

entire Indian consumption space.


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The Founder of FUTURE GROUP

Mr. Kishore BiyaniFuture Group, led by its founder and Group CEO, Mr. Kishore Biyani, is one of Indias

leading business houses with multiple businesses spanning across the consumption space.

While retail forms the core business activity of Future Group, group subsidiaries are present

in consumer finance, capital, insurance, leisure and entertainment, brand development, retailreal estate development, retail media and logistics.

Led by its flagship enterprise, Pantaloon Retail, the group operates over 16 million square

feet of retail space in 73 cities and towns and 65 rurallocations across India. Headquarteredin Mumbai (Bombay), Pantaloon Retail employs around 30,000 people and is listed on the

Indian stock exchanges. The company follows a multi-format retail strategy that captures

almostthe entire consumption basket of Indian customers. In the lifestyle segment, the groupoperates Pantaloons, a fashion retail chain and Central, a chain of seamless malls. In the value

segment, its marquee brand, Big Bazaaris a hypermarket formatthat combines the look,

touch and feel of Indian bazaars with the choice and convenience of modern retail.

The groups speciality retail formats include supermarket chain-

Food Bazaar, sportswear retailer- Planet Sports, electronics retailer- eZone, home

improvement chain -Home Town and rural retail chain - Aadhaar, among others. It also

operates popular shopping portal- http://www.futurebazaar.com/.


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The Values of Future Group


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Training and Its Importance

Training is a learning process thatinvolves the acquisition of knowledge, sharpening of

skills, concepts and rules. organised procedure for developing skills,knowledge,ablities to

perform ajob. training fills the gap between thejob requirement and the employees presentspecification.

Training is important because

Rapid technological innovations impacting the workplace have made it necessary forpeople to consistently update their knowledge and skills

People have to work in multidimensional areas, which usually demand far more fromtheir area of specialisation.

Change in the style of management.

Due to non-practical college education.

Lack of proper and scientific selection procedure.

For career advancement.

For higher motivation and productivity.

To make thejob challenging and interesting

For self and development

For employee motivation and retention

To improve organisational climate

Prevention of obsolescence

To help an organisation to fulfilits future manpower needs.

To keep in pace with times

To bridge gap between skills requirement and skills availability

For survival and growth of organisation and nation


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Methods ofTrainingThere are many different ways to train. Indeed, entire books have been written on the ways todelivertraining.

The method by which training is delivered often varies based on the needs ofthe company,

the trainee, and on the task being performed. The method should suitthe audience, the

content, the business environment, and the learning objective. Ideally, the method chosenwill motivate employees to learn, help employees prepare themselves forlearning, enable the

trainees to apply and practice whatthey've been taught, help trainees retain and transfer whatthey have learned, and integrate performance with other skills and knowledge.

Other factors affecting the choice of a training method include:

-Age, gender, orlevel of education ofthe trainees

-Learning styles ofthe trainees

-Number oftrainees

-Budget

-Trainer's skills and training style

Common group training methods include:

Lecture

A lecture is the method learners often most commonly associate with college and secondaryeducation. Yet, itis also considered one ofthe least effective methods to use for adult

learners. In this method, one person (the trainer) does all ofthe talking. He or she may use

handouts, visual aids, question/answer, or posters to supportthe lecture. Communication is

primarily one-way: from the instructorto the learner.

Pros: Less time is needed forthe trainerto prepare than other methods. It provides a lot of

information quickly when itis less importantthatthe trainees retain a lot of details.

Cons: Does not actively involve trainees in training process. The trainees forget much

information ifitis presented only orally.

Demonstration

Demonstration is very effective for basic skills training. The trainer shows trainees how to dosomething. The trainer may provide an opportunity fortrainees to perform the task beingdemonstrated.

Pros: This method emphasizes the trainee involvement. It engages several senses: seeing,hearing, feeling, touching.

Cons: It requires a great deal oftrainer preparation and planning. There also needs to be an

adequate space forthe training to take place. Ifthe traineris not skilled in the task being

taught, poor work habits can be learned by the trainee.


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Seminar

Seminars often combine several group methods: lectures, discussions, conferences,

demonstrations.

Pros: Group members are involved in the training. The trainer can use many group methods

as part ofthe seminar activity.

Cons: Planning is time-consuming. The trainer must have skillin conducting a seminar. More

time is needed to conduct a seminarthan is needed for many other methods.

Conference

The conference training method is a good problem-solving approach. A group considers a

specific problem orissue and they workto reach agreement on statements or solutions.

Pros: There is a lot oftrainee participation. The trainees build consensus and the trainer can

use several methods (lecture, panel, seminar) to keep sessions interesting.

Cons: It can be difficultto control a group. Opinions generated atthe conference may differ

from the managers ideas, causing conflict.

Panel

A panel provides several points of view on a topic to seek alternatives to a situation. Panel

members may have differing views butthey must also have objective concerns forthepurpose ofthe training. This is an excellent method for using outside resource people.

Pros: Trainees often find itinteresting to hear different points of view. The process invites

employees to share their opinions and they are challenged to consider alternatives.

Cons: It requires a great deal of preparation. The results ofthe method can be difficultto

evaluate.

Role Playing

During a role play, the trainees assume roles and act out situations connected to the learning

concepts. Itis good for customer service and sales training.

Pros: Trainees can learn possible results of certain behaviors in a classroom situation. They

get an opportunity to practice people skills. Itis possible to experiment with many differentapproaches to a situation without alienating any actual customers.

Cons: A lot oftime is spent making a single point. Trainers must be skilled and creative inhelping the class learn from the situation. In some role play situations, only a few people get

to practice while others watch.


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Case Studies

A case study is a description of a real orimagined situation which contains information thattrainees can use to analyze what has occurred and why. The trainees recommend solutions

based on the content provided.

Pros: A case study can present a real-life situation which lets trainees consider whatthey

would do. It can present a wide variety of skills in which applying knowledge is important.

Cons: Cases can be difficultto write and time-consuming to discuss. The trainer must be

creative and very skilled atleading discussions, making points, and keeping trainees on track.

Simulations

Trainees participate in a reality-based, interactive activity where they imitate actions required

on thejob. Itis a usefultechnique for skills development.

Pros: Training becomes more reality-based, as trainees are actively involved in the learning

process. It directly applies tojobs performed aftertraining. Simulations involve yet another

learning style, increasing the chance thattrainees will retain whatthey have learned.

Cons: Simulations are time-consuming. The trainer must be very skilled and make sure that

trainees practice the skills correctly. Only perfect practice makes perfect.

Projects

Projects require the trainees to do something on thejob which improves the business as well

as helps them learn aboutthe topic oftraining. It mightinvolve participation on a team, the

creation of a database, orthe forming of a new process. The type of project will vary bybusiness and the skilllevel ofthe trainee.

Pros: This is a good training activity for experienced employees. Projects can be chosen

which help solve problems or otherwise improve the operation. Trainees get first-handexperience in the topic ofthe training. Little time is needed to prepare the training

experience.

Cons: Without properintroduction to the project and its purpose, trainees may thinkthey are

doing somebody elses work. Also, ifthey do not have an interestin the project orthere is noimmediate impact on their ownjobs, it will be difficultto obtain and maintain theirinterest.

Common individualtraining methods include:

Self-discoveryTrainees discoverthe competencies on their own using such techniques as guided exercises,

books, and research.

Pros: Trainees are able to choose the learning style that works the best forthem. They are

able to move attheir own pace and have a great deal of ownership overtheirlearning.

Cons: Trainees can easily get side-tracked and may move slowerthan the trainer desires. Itis

also more difficultto measure the employees progress.


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Movies/videos/computer-based training

Content forthe training experience comes primarily from a videotape or computer-based

program.

Pros: Itis easy to provide this training and the trainer can follow-up with questions and

discussion. Itis also easy to assure thatthe same information is presented to each trainee.

Cons: Itis expensive to develop. Mosttrainers choosing this option must purchase the

training from an outside vendor, making the contentless specific to their needs.

On-the-job training

This is the most common method oftraining. The trainee is placed on thejob and the

manager or mentor shows the trainee how to do thejob. To be successful, the training should

be done according to a structured program that uses tasklists,job breakdowns, andperformance standards as a lesson plan.

Pros: The training can be made extremely specific to the employee's needs. Itis highly

practical and reality-based. It also helps the employee establish important relationships withhis or her supervisor or mentor.

Cons: Training is not standardized for employees. There is often a tendency to have a person

learn by doing thejob, providing no realtraining.

Mentoring

A mentor can tutor others in theirlearning. Mentors help employees solve problems both

through training them in skills and through modeling effective attitudes and behaviors. Thissystem is sometimes known as a buddy system.

Pros: It can take place before, during, or after a shift. It gives the trainee individual attentionand immediate feedback. It also helps the trainee getinformation regarding the business

culture and organizational structure.

Cons: Training can be interrupted ifthe mentor moves on. If a properly trained mentoris not

chosen, the trainee can pick up bad habits.

When choosing from among these methods, the trainer must decide which one best suits thetrainees, the environment, and the investments available. Many trainers will choose to

combine methods or vary them. Others will select a single method that works best forthemand never vary. With so many options, a traineris limited only by his or her creativity


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In Store Training

Background:-

To run an efficient, productive and successful store itis mostimportantthat every person in

the store is trained to perform his/herjob well. To do theirjob well. To do theirjob wellstore team need to be trained to follow processes and also service customer well.

Responsibility

To ensure effective training in the store-

Store Manager is responsible to ensure-

Periodic training programs are conducted for various roles at the store. The store calendaris followed as per planned training schedule. Suggest any discrepancies/modifications with respectto the training content.

Asst. Store Manager/ Department Manager/ Asst. Department Manager is

responsible to ensure-

The participants (TM/TL/Trainee team) attend the training program as per thetraining calendar..

Adequate preparation is done with the subject matter/ training content for conductingthe training programme.

Report any non-attendance fortraining by any team memberimmediately to store HRand Store Manager.


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Store HRis responsible to ensure-

Preparation oftraining calendar forthe store. Scheduling training batch and assigning the trainer forit. Ensure properMIS is maintained for all the in-store training conducted and records

forthe same are maintained and filed.

Methodology

Explain the various types of methods to be deployed for conducting the trainingprogram.

Method A

PPT printed on A3 size paper and inserted in a presentation folder. Printouts ofthe slides can be taken on A3 size paper. The A3 size papers can be put in presentation folder and the trainer can take the

session with the help ofthe presentation folder.

Identified the area ofthe floorthat can be used fortraining.


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FUTURELEARNING

AND

DEVELOPMENTLTD.

Future Learning & Development Limited(FLDL) was incorporated in 2008 with the

unique charter to undertake all the Talent acquisition, Talent management, Talent retention

and Career Progression training of the Future Group employees. Since then, FLDL has also

branched offinto domain specific training, certification and consultation leveraging on Future

Groups extensive experience in the consumption business, customer centric interactions andtraining & developing in excess of 30,000 employees. The environment encourages learners

to Learn, Unlearn & Relearn using Continuous, Adaptive & Relevant content created to

enhance Creativity, Analytical ability & Entrepreneurship. The focus is to provide a Holistic

& Multidisciplinary approach which leverages on technology, popular culture and unique

Indian ideas and emotions that caterto the learners need and interests.

Being a part of Future Group FLDL works on mentoring employees in a ways so thatthey

can face the upcoming challenges of future.The head of FLDL is Mr. Anil Kalia.

Vision:Making more Indians employable.

Mission:Leveraging on our business experience and approach to learning, FLDL will extend to the

learner an opportunity to learn forlife and thereby become better and better. FLDL will

provide learning through uniquely Indian ideas and concepts while focusing on affordability,

time and effectiveness. less


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Trainings Provided By FLDL

Strore Guru

This training is provide to the Band 2 Operations employee to encourage them to learn those

skills are important for being and store manager.

Supervisory Skills

Supervisory skills is a type oftraining which trains employees ofBand 2 support staff, those

skills which are important for being a good supervisor. This training help the Department

managers to know their subordinates well and the ways to dealthem.

Replacement Prarambh

This specialtraining is of 6 days and forthe Band 1 employees. There is special facility for

the UP East employee thatthey canjoin this training in HOMETOWN, at SaharaganjLucknow. The future Group arranges a specialtrainer forthe training.

This 6 days training is infact a part of employees induction also as they can know very well

the store various department and the require ment oftheir duties.

Value Internalization

Its a 2 days training forthose Band 1 employee which are old enough. It can be a type of

refreshment, the company gives the employee two days for rejuvenates.

It can be a repetition ofthe values and code of conductthat an employee has to follow.


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Gurukool

This 3 days training is available for allBands. Basically this training is process inAhmadabad.

This training enlighten employee from different skills and arts apart from from theirjob

requirements. Justlike Yoga, Meditation etc.

In Store Trainings

SOP Training

Itis part ofin store training which give an introduction aboutthe Standard Operating Process

to the employee. As the company works on certain standards and the employee should know

wellthem. Forthis process the HRprovide SOP training.

Personality Development Program

The HRThrough different activities plays a positive role in employee development.

These activities include NewspaperReading, Know your Vocabulary etc.

Aas Pass

This training is made forthe employee to Know their section more well. The upcoming

changes are being introduce in this training. This Training program is mainly implement

twice a month.

Apni Pathshala

This training program is implement once a month . Basic purpose ofthe training is to know

the entire store well. As every should have knowledge ofthe entire store not only his section.


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Preparation of Preparation of Trainer preparation/

Training training orientation ofPlan calendar material from HO

Store HR along Store HR along with Identified Trainer

With Store Manager Store Manager

Training MIS Administration and Forming groups and

And logistic support for assigning

Record training

Store HR Store Administrator Store HR with

Along with HR Store Manager

Process for conducting In-Store Training


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DATA ANALYSIS


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Que: The training programs are often conducted for the store employees.

The Pie chart depicts that out of 50 employees 29 agrees with that the training

programs are often conducted in the store where as 11 are strongly agree and 3

cannot say about it and 5 are disagree and 2 are strongly disagree.

22%

58%

6%

10%4%

Training

Strongly agree Agree Can't Say Disgaree Strongly disagree


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Que: The raining program is well informed and communicated.

The above pie chart show that among 50 employees 54% employees are agree

with the fact that the training program are well informed and communicated

where as only 4% employees are disagree with this.

36%

54%

6% 4%

0%

Training

Strongly Agree Agree Can't Say Disagree Strongly Disagree


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Que3: The training program is well designed and planned.

The above pie chart depict that 62% employees are agree with that training

program is ell designed and planned and 4% employees disagree with this and

10% can not say.

24%

62%

10%4%

0%

Training

Strongly Agree Agree Can't say Disagree Strongly Disagree


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Que 4: The training program is according to my needs.



where as only 36% employees are disagree with this and 10% employees in the

state of cant say.

18%

32%

10%

36%

4%

Training



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Que 5: The content of the training is easy to understand.



where as only 36% employees are disagree with this and 10% employees in the

state of cant say.

30%

68%

% 0%0%

Training



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Que 6: The environment of the training place is suitable for learning.


with the fact that the environment of training program place is suitable for

learning where as only 28% employees are disagree with this and 14%

employees in the state of cant say.

18%

40%

14%

28%

0%

Training



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Que 7: The trainer provides individual attention to the employees.

The above pie chart depicts that among 50 employees 40% employees are

Strongly agree and 46% are agree with the fact that the trainer is familiar with

the employees where as only 6% employees are disagree with this and 4%

employees in the state of cant say.

42%

48%

4%

6%

0%

Training



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Que 8: The trainer provides individual attention to the employees


Strongly agree and 70% are agree with the fact that the trainer provides

individual attention to the employees where as 4% employees in the state of

cant say.

26%

70%

4%

0%0%

Training



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Que 9: The trainer solves the doubts and queries of the employees.


Strongly agree and 60% are agree with the fact that the trainer provides

individual attention to the employees where as 4% employees are not agree and

2% employees in the state of cant say.

34%

60%

2%

4%

0%

Training



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Que 10: The trainer is knowledgeable and unbiased.

The above pie chart shows that among 50 employees 50% employees are

Strongly agree and 45% are agree with the fact that the trainer is knowledgeable

and unbiased where as no employee is disagree and 4% employees in the state

of cant say.

50%

46%

4%

0%0%

Training



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Que 11: The training form is subjective in nature.


Strongly agree and 45% are agree with the fact that the training form is

subjective in nature where as 16% employee is disagree, 6% employees are

strongly disagree and 16% employees in the state of cant say.

32%

45%

%

6%

6%

Training



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Que 12: The training program helped to improve my skills.

The above pie chart shows that among 50 employees 34% employees areStrongly agree and 48% are agree with the fact that the training program helped

to improve my skills where as 6% employee iare disagree, no employees is


34%

4 %

12%

6%

0%

Training



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Que 13: The training program improved my performance on floor.


Strongly agree and 54% are agree with the fact that the training program

improved my performance on floor where as 2% employee is disagree, no

employees is strongly disagree and 4% employees in the state of cant say.

40%

54%

4%

2% 0%

Training



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Que 14: The training program has familiarized me with the duty requirement.


Strongly agree and 68% are agree with the fact that the training program has

familiarized me with the duty requirement where as 2% employee is disagree,

no employees is strongly disagree and 4% employees in the state of cant say.

26%

68%

2% 2% 2%

Trai i g



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Que 15: Overall I am satisfied with my training programs.


Strongly agree and 62% are agree with the fact that they are satisfied with thetraining program where as 12% employee is disagree, no employees is


18%

62%

8%

12%

0%

Training



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Conclusion

y The findings of the research I found that Big Bazaar is India's marketleaderin the Retailindustry. Itis an important part of Future Group.

y Big Bazaar, Saharaganj have manpower of 212 peoples which is one ofgreatest strength ofthe store.

yThe survey was conducted among the employees ofBand 1A who arecurrently working with Big Bazaar Saharaganj.

y It was observed that most of employees are satisfied with their trainingas they feelthatthe trainer and the content of the training is a lso good.

Butthe training program contentis not according to the need of someemployees.

y The reason forthis unsatisfaction is only that some sections of store needsome extra technical supportive training which can help them to be up -to-date.

Allthese points show thatthe store training programs are effectivelyorganized and implemented by the store HRand according to the training

calendar.


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Recommendation

Frequent surveys need to be done so thatthe employees view can better known.

There is need to change the place of SOP training in spite of FUN ZONE as the

space is less and not suitable forlearning.

There is need of some technical support sessions forthe sections like Star n

Sitara.

The PDP session should be conducted fortwice a week forthe Band 1A

employees as they are in direct contact with customers.


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Limitation

Each and every study is suffered by some ofthe limitations and I also had to

work under several constraints and limitations. Some ofthe limitations are:

y Convenient sampling was used as the mode of conducting the research.y Sample size is small, so it may not representthe whole universe.y Survey is done in Big Bazaar Saharaganj, Lucknow -Band 1A employee .y The left out section ofthe employee may have different opinion.y People may not have been true in answering various questions and

may be biased to certain other questions.

y The questionnaire contained a multiple choice question; thereforemany people are not able to give a properthought before up the

question.


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Bibliography

www.Google.co.in

www.futuregroup.in

www.sribd.com

www.citeHr.com


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Annexure


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QUESTIONNAIRE

I am Nuzhat Fatima student of PGDM, currently doing Summertraining

from BIG BAZAAR, Hazratganj for studying The training programs forBand 1A of Big Bazaar.This project is part of my curriculum and shall

contribute to my examination. I would appreciate if you could kindlyspend few minutes of your valuable time and hel p me in filling this

questionnaire. The data collected from this survey is purely for theacademic purpose.

(Please tick your option in theappropriate box)

PERSONAL DETAILS

Name : -------------------------------------------------------------- Age:---------------

Designation:- ----------------------------------------------------

Contact no.:------------------------------------------------

S.no. Questions StronglyAgree

Agree Can'tsay

Disagree StronglyDisagree

1

The training programs are often

conducted for the storeemployees.

2The training program is wellinformed and communicated.

3The training program is welldesigned and planned.

4The training program is accordingto my needs.

5

The content oftraining is easy to

understand.

6The environment of the training

place is suitable forlearning.

7The trainer is familiar with theemployees.

8The trainer provides individualattention to the employees.

9The trainer solves the doubts andqueries ofthe employees.


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10The traineris knowledgeable and

unbiased.

11The training from is subjective innature.

12The training program helped toimprove my skills.

13The training program improvedmy performance on Floor.

14

The training program hasfamiliarized me with the duty

require ment.

15Overall I am satisfy with my

training programs.

Thanks for all your sincere contribution.


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Documents

Nuzhat Report