Project On Employee Engagement

ACKNOWLEDGEMENT
A project work cannot be a sole effort. A lot of people contribute towards the completion of a
project to make it a successful. Many people have played a vital role to make this project a
success.
It is really a great pleasure to have this opportunity to express the feeling of gratitude imprisoned
in the core of my heart.
I convey my sincere gratitude to Mrs. Mecon Swain, Senior HR Executive of Pantaloons for
giving me the opportunity to prepare my project work in the field of Employee Engagement
and also for her guidance, help and cooperation throughout the project. I express my sincere
thanks to all the staff members of Pantaloons who have spared their valuable time to contribute
their suggestions and data in order to enrich my project.
I would also like to give my earnest regards to Mrs. Abhipsa Mishra for her kind help and
support at every step to my project work a valuable and successful effort.
I express my sincere thanks to all the faculty of Astha School Management for their valuable
advice in guiding me at every stage in bringing out this report.
Name: Sneha Prava Jena

Regd. No.:B21520739
1
DECLARATION
I do hereby declare that this project report entitled Employee Engagement in Pantaloons
Fashion & Retail Ltd. BBSR developed by me is a bona fide work under the guidance of Mrs.
Abhipsa Mishra faculty of HR at ASM, BBSR in partial fulfillment for the award of degree in
Master of Business Administration. It is my original work and has not been submitted earlier for
the award of any degree or Diploma either to this University or any other Institutions.
Place: Name: Sneha Prava Jena

Date: Regd. No.:B21520739
2
EXECUTIVE SUMMARY
Employee engagement, also called work engagement or worker engagement, is a business

management concept. An "engaged employee" is one who is fully involved in, and enthusiastic
about, his or her work, and thus will act in a way that furthers their organizations interests.
According to Scarlett Surveys, "Employee Engagement is a measureable degree of an
employees positive or negative emotional attachment to their job, colleagues and organization
which profoundly influences their willingness to learn & perform at work". Thus engagement is
distinctively different from satisfaction, motivation, culture, climate and opinion and very
difficult to measure.
HR practitioners believe that the engagement challenge has a lot to do with how employee feels
about the work experience and how ho or she is treated in the organization. It has a lot to do with
emotions which are fundamentally related to drive bottom line success in a company. There will
always be people who never give their best efforts no matter how hard HR and line managers try
to engage them. But for the most part employees want to commit to companies because doing
so satisfies a powerful and a basic need in connect with and contribute to something significant.
3
OBJECTIVE OF THE PROJECT:
Human being is the most important and valuable resource for every organization or institution
has in the form of its employees. If the employees are happy then automatically it affects their
performance. Objectives are:-
The most important objective of employee engagement is to create a sense of
belongingness towards the organization which would lead to employee retention.
To examine the HR functions at Pantaloons that triggers up employee engagement.
To study the organization culture of Pantaloons.
To study the factors affecting the employee engagement.
To give suggestions related to employee engagement initiatives by compiling the data
collected.
METHODOLOGY OF THE STUDY:
Research methodology:-
Research type Descriptive Research
Data source Primary and Secondary Data
Research instrument Questionnaire
Type of questionnaire close ended questions
Sampling unit Employees of Pantaloons, BBSR
Sampling method Random Sampling
Location of survey Pantaloons Fashion & Retail Ltd
PROBLEM IDENTIFICATION:
In this step the objectives of the management behind the project are ascertained.
1. Descriptive Research:
4
After identification of the problem, data is collected both from primary and secondary
data source.
2. Research Designing:
In this step, the framework for the methods and procedures for collecting and analyzing
the needed informations are specified and types of questions need to be answered; scales
for data measurement, sample type, methods for collecting and analyzing the data etc are
specified accurately.
3. Questionnaire Preparation:
Questionnaire is prepared by taking the help of the close ended questions.
4. Sampling Planning:
In this step, target population for data collection, sample size etc is determined.
5. Scaling:
For the purpose of getting accurate information I have used five point likert scales.
6. Data Analysis:
In this step, after the data has been collected, the data are analyzed using Microsoft
Office.
7. Report Preparation:
This is the final step of the research. In this step, the description of the whole research
work is written and several observations, recommendations and conclusions are
represented in a specific manner.
8. Software used for data analysis:
MS-Word is used to process and analyze data of research work.
LIMITATIONS OF THE STUDY:

Time Span: Employee Engagement is a very vast process in any organization. A
time span of 45 days to understand a process is difficult.
Many employees are not interested to attend this kind of program in a regular
basis.
SAMPLING SIZE:
In pantaloons I have taken 50 employees as my sample size. Among 50 employees, 38
are the employees, Team leader and 12 are the Managers.
SAMPLING TYPE:
I used stratified sampling to conduct my research. Types of data collection which I used
in my project are:
Primary data
Secondary data
5
DATA COLLECTION METHOD:
I have used both primary and secondary data for the project.
Primary Data: Primary data are those data which are collected for the first time and thus happens
to be original in nature. In this study primary data were collected through a questionnaire.
Questionnaire Survey: In this study a questionnaire was prepared. The questionnaire utilized for
the purpose of research was a semi-qualitative one. The questionnaire dealt with different aspect
of the organization like, aware of employees and companys role, opportunity of growing
employees and company, managers, supervisors and colleagues are helpful or not, likes and
dislikes in PANTALOONS etc.
Secondary Data: It refers to the data that has been already collected. The secondary data, which
has been used to carry out this study, are as follows:
The records for the employee engagement events that were organized.
Companys website
Other relevant study materials and websites
INTRODUCTION
Employee engagement called worker engagement is a business management concept.

An engaged employee is one who is fully involved in and enthusiastic about their work and
thus will act in a way that furthers their organizations interests.
According to Scarlett Surveys, Employee engagement is a measurable degree of an employees
positive or negative emotional attachment to their job, colleagues and organization which
profoundly influences their willingness to learn and perform at work.
The engagement is distinctively different from employee satisfaction, motivation and
organizational culture.
6
Engagement at work was conceptualized by Kahn,(1990) as the harnessing of organizational
members selves to their work roles. In engagement, people employ and express themselves
physically, cognitively and emotionally during role performances.
The second related construct to engagement in organizational behavior is the notion of flow
advanced by Csikszentmihalyi (1975, 1990). Csikzentmihalyi (1975) defines flow as the holistic
sensation that people feel when they act with total involvement. Flow is the state in which there
is little distinction between the self and environment. When individuals are in flow state little
conscious control is necessary for their actions.
Employee Engagement is thus the level of commitment and involvement an employee has
towards their organization and its values. An engaged employee is aware of business context, and
works with colleagues to improve performance within the job for the benefit of the organization.
The organization must work to develop and nurture engagement, which requires a two-way
relationship between employer and employee. Thus employee engagement is a barometer that
determines the association of a person with the organization.
Engagement is most closely associated with the existing construction of job involvement and
flow. Job involvement is defined as the degree to which the job situation is central to the person
and his or her identity (Lawler & hall, 1970). Kanungo (1982) maintained that job involvement
is a cognitive or belief state of psychological identification. Job involvement is thought to
depend on both need saliency and the potential of a job to satisfy these needs. Thus job
involvement results from a cognitive judgment about the needs satisfying abilities of the job.
Jobs in this view are tied to ones self image.
Engagement differs from job in as it is concerned more with how the individual employees
his/her self during the performance of his/her job. Furthermore engagement entails the active use
of emotions. Finally engagement may be thought of as an antecedent to job involvement in that
individuals who experience deep engagement in their roles should come to identify with their
jobs.
HR practitioners believe that the engagement challenge has a lot to do with how employee feels
about the work experience and how ho or she is treated in the organization. It has a lot to do with
emotions which are fundamentally related to drive bottom line success in a company. There will
always be people who never give their best efforts no matter how hard HR and line managers try
7
to engage them. But for the most part employees want to commit to companies because doing
so satisfies a powerful and a basic need in connect with and contribute to something significant.
DEFINITION OF EMPLOYEE ENGAGEMENT
Employee engagement is the extent to which employees feel passionate about their jobs, are
committed to the organization and put discretionary effort into their work.
Employee engagement is a workplace approach designed to ensure that the employees are
committed to the organization goals and values as well as motivated to enhance their personal
well-being and organizational success.
Employee Engagement is a process of retaining the employees in the organization. Emotional

connection of employee feels towards his/her employment organization which tends to influence
his/her behavior and the level of effort in work related activities.
According to different scholars/practitioners Employee Engagement is:
Engaged employees are not recruited, they are created - Lisa Wojtkowaik
Management cant manage without employees Tim Lobzun
From me to we to us is employee engagement Tom Rausch
Ask much more than you tell, is employee engagement Richard Lock
Engage your people from their soul, is employee engagement David. L Cowen
ASPECTS OF EMPLOYEE ENGAGEMENT
There are some basic aspects of employee engagement are:
The employees and their own unique psychological makeup and experience
The employers and their ability to create the conditions that promote employee
engagement
Interaction between employees at all levels
Thus it is largely the organizations responsibility to create an environment and culture
Conducive to this partnership, and a win-win equation.
8
CATEGORIES OF EMPLOYEE ENGAGEMENT
There are mainly 3 types of people in an organization are:
Engaged- Engaged employees are Builders. They want to know the desired
expectations for their role so they can meet and exceed them. They are naturally curious
about their company and their place in it. They perform at consistently high levels. They
want to use their talents and strengths at work every day. They work with passion and
they drive innovation and move their organization forward.
Not Engaged- Not- engaged employees tend to concentrate on tasks rather than the goals
and outcomes they are expected to accomplish. They want to be told what to do just so
they can do it and say they have finished. They focus on accomplishing tasks vs.
achieving an outcome. Employees who are not-engaged tend to feel their contributions
are being overlooked, and their potential is not being tapped. They often feel this way
because they dont have productive relationships with their managers or with their co-
workers.
Actively Disengaged- The actively-disengaged employees are the cave dwellers.
They are consistently against virtually everything. They are not just unhappy at work;
they are busy acting out their unhappiness. They sow seeds of negatively at every
opportunity. Every day, actively disengaged workers undermine what their engaged
coworkers accomplish. As workers increasingly rely on each other to generate products
and services, the problems and tensions that are fostered by actively disengaged workers
can cause great damage to an organizations functioning.
FACTORS LEADING TO EMPLOYEE ENGAGEMENT

There are some critical factors which lead to employee engagement. Some of them are:
Career development opportunities for personal development
Organizations with high levels of engagement provide employees with opportunities to
develop their abilities, learn new skills, acquire new knowledge and realize their
potential. When companies plan for the career paths of their employees and invest in
them in this way their people invest in them.
Career development effective management of talent
Career development influences engagement for employees and retaining the most
talented employees and providing opportunities for personal development.
9
Leadership clarity of company values
Employees need to feel that the core values for which their companies stand are
unambiguous and clear.
Leadership respectful treatment of employees
Successful organizations show respect for each employees qualities and contribution
regardless of their job level.
Leadership companys standards of ethical behaviors
A companys ethical standards also lead to engagement of an individual.
Empowerment
Employees want to be involved in decisions that affect their work. The leaders of high
engagement workplaces create a trustful and challenging environment, in which
employees are encouraged to dissent from the prevailing orthodoxy and to input and
innovate to move the organization forward.
Other Factors:
Equal opportunities and fair treatment
The employee engagement levels would be high if their bosses (superiors)
provide equal opportunities for growth and advancement to all the employees.
Performance Appraisal
Fair evaluation of an employees performance is an important criterion for
determining the level of employee engagement. The company which follows an
appropriate performance appraisal technique (which is transparent and not biased)
will have high levels of employee engagement.
Pay and Benefits
The company should have a proper pay system so that the employees are
motivated to work in the organization. In order to boost his engagement levels the
employees should also be provided with certain benefits and compensations.
Health and Safety
The engagement levels are low if the employee does not feel secure while
working. Therefore every organization should adopt appropriate methods and
systems for the health and safety of their employees.
Job satisfaction
Only a satisfied employee can become an engaged employee. Therefore it is very
essential for an organization to see to it that the job given to the employee
matches his career goals which will make him enjoy his work and he would
ultimately be satisfied with his job.
10
IMPORTANCE OF EMPLOYEE ENGAGEMENT
Engagement is important for managers to cultivate given that disengagement or alienation is
central to the problem of workers lack of commitment and motivation. Meaningless work is
often associated with apathy and detachment from ones works (Thomas and Velthouse). In such
conditions, individuals are thought to be estranged from their selves (Seeman, 1972). Other
research using a different resource of engagement (involvement and enthusiasm) has linked it to
such variables as employee turnover, customer satisfaction loyalty, safety and to a lesser
degree, productivity and profitability criteria (Harter, Schnidt and Hayes, 2002).
An organizations capacity to manage employee engagement is closely related to its ability to
achieve high performance levels and superior business results. Some of the advantages of
engaged employees are:
Engaged employees will stay with the company, be an advocate of the company and its products
and services, and contribute to bottom line business success. They will normally perform better
and are more motivated. There is a significant link between employee engagement and
profitability. They form an emotional connection with the company. This impacts their attitude
towards the companys clients, and thereby improves customer satisfaction and service levels. It
builds passion, commitment and alignment with the organizations strategies and goals. Increases
employees trust in the organization. Creates a sense of loyalty in a competitive environment.
Provides a high energy working environment
Boosts business growth makes the employees effective brand ambassadors for the
company. A highly engaged employee will consistently deliver beyond expectations. In the
workplace research on employee engagement (Harter, Schmidt and Hayes, 2002) have repeatedly
asked employees whether they have the opportunity to what they do best every day. While one in
five employees strongly agree with this statement. Those work units scoring higher on this
perception have substantially higher performance.
Thus employee engagement is critical to any organization that seeks to retain valued employees.
The Watson Wyatt consulting companies has been proved that there is an intrinsic link between
employee engagement, customer loyalty and profitability. As organizations globalize and become
more dependent on technology in a virtual working environment, there is a greater need to
connect and engage with employees to provide them with an organizational identity.
11
How to Measure Employee Engagement
Gallup research consistently confirms that engaged work places compared with least engaged are
much more likely to have lower employee turnover, higher than average customer loyalty, above
average productivity and earnings. These are all good things that prove that engaging and
involving employees make good business sense and building shareholder value. Negative
workplace relationships may be a big part of why so many employees are not engaged with their
jobs.
Step -1: Listen

The employer must listen to his employees and remember that this is a continuous process. The
information employees supply will provide direction. This is the only way to identify their
specific concerns. When leaders listen, employees respond by becoming more engaged. This
results in increased productivity and employee retention. Engaged employees are much more
likely to be satisfied in their positions, remain with the company, be promoted and strive for
higher levels of performance.
Step 2: Measure current level of employee engagement

Employee engagement needs to be measured at regular intervals in order to track its contribution
to the success of the organization. But measuring the engagement (feedback through surveys)
without planning how to handle the result can lead employees to disengage. It is therefore not
enough to feel the pulse the action plan is just as essential.
Knowing the degree in which employees are engaged?

Employee engagement satisfaction surveys determine the current level of employee engagement.
A well-administered satisfaction survey will let us know at what level of engagement the
employees are operating. Customizable employee surveys will provide with a starting point
towards the efforts to optimize employee engagement. The key to successful employee
12
satisfaction surveys is to pay close attention to the feedback from the staff. It is important that
employee engagement is not viewed as a onetime action. Employee engagement should be a
continuous process of measuring, analyzing, defining and implementing.
Step 3: Identify the problem areas

Identify the problem areas to see which are the exact areas, which lead to disengaged employees.
Step 4: Taking action to improve employee engagement by acting upon the

problem areas
Nothing is more discouraging to employees than to be asked for their feedback and see no
movement toward resolution of their issues. Even the smallest actions taken to address concerns
will let the staff know how their input is valued. Feeling valued will boost morale, motivate and
encourage future input. Taking action starts with listening to employee feedback and a definitive
action plan will need to be put in place finally.
THE 10 CS OF EMPLOYEE ENGAGEMENT
1. Connect
Leaders must show that they value employees. Employee engagement is a direct
reflection of how employees feel about their relationship with the boss. Employees look
at whether organization and their leader walk the talk when they proclaim that, our
employees are most valuable asset.
2. Career
Leader should provide challenging and meaningful work with opportunities for career
advancement. Most of the people want to do new thing in their job. Good leader
challenge employee; but at the same time, they must instill the confidence that the
challenge can be made.
3. Clarity
Leader must communicate a clear vision. People want to understand the vision that senior
leadership has for the organization, and the goals that leaders or department heads have
for the division, unit or team. Success in life and organizations to a great extent
13
determined by how clear individuals are about their goals and what they really want to
achieve.
4. Convey
Leaders clarify their expectations about employees and provide feedback on their
functioning in the organization. Good leaders establish processes and procedures that
help people master important tasks and facilitate goal achievement.
5. Congratulate
Employees feel that they receive immediate feedback when their performance is poor, or
below expectations. These same employees praise and recognition for strong performance
is much less common exceptional leaders give recognition, they do so a lot; they coach
and convey.
6. Contribute
People want to know that their input matters and that they are contributing to the
organizations success in a meaningful way. In some case, good leaders help people see
and feel how they are contributing to the organizations success and future.
7. Control
Employees value control over the flow and pace of their jobs and leaders can create
opportunities for employees to exercise this control. A feeling of being in on thing and
of being given opportunities to participate in decision making often reduces stress; it also
create trust and culture where people want to take ownership of problem and their
solution.
8. Collaborate
When employees work in teams and have the trust and cooperation of their teams
members, they outperform individuals and teams which lack good relationships. Great
leader are team builders; they create an environment that fosters trust and collaboration.
Being cared about by colleagues is a strong predictor of employee engagement. Thus a
continuous challenge for leaders is to rally individuals to collaborate on organizational,
departmental and group goals, while excluding individuals pursuing their self-interest.
9. Credibility
Leaders should strive to maintain a companys reputation and demonstrate high ethical
standards. People want to be proud of their jobs, their performance and their organization.
10. Confidence
Good leaders help to create confidence in a company by being exemplars of high ethical
and performance standards. Leaders should actively try to identify the level of
engagement in their organization.
14
CONCLUSION
Employee engagement is the buzz word term for employee communication. It is a positive
attitude held by the employees towards the organization and its values. It is rapidly gaining
popularity, use and importance in the workplace and impacts organizations in many ways.
Employee engagement emphasizes the importance of employee communication on the success of

a business. An organization should thus recognize employees, more than any other variable, as
powerful contributors to a companys competitive position. Therefore, employee engagement
should be a continuous process of learning, improvement, measurement and action.
The raising and maintaining employee engagement lies in the hands of an organization and
requires a perfect blend of time, effort, commitment and investment to craft a successful
endeavor.
Great managers play favorites and spend most of their time with their most productive
people, not because they discriminate, but because they deserve the attention and have so
much to teach you. Curt Coffman
15
COMPANY PROFILE
Pantaloon is Indias fastest growing premium lifestyle apparel company. With innovative
designs, concepts and products, the company brings the latest trend in fashion and clothing style
to the apparel market.
The company offers an incredible and complete one-stop shopping experience to its buyers
through its vast collection of many prestigious brands to make the customer more fashionable.
The 81 aesthetically designed stores spread across the country display a range of classy and
trendy merchandise that truly lives up to Pantaloons store is spread across 28000 sq. ft,
comprising a brand portfolio that turns across a wide gamut of styles that spell class. The
collection includes western wear for ladies, ethnic wear for ladies, formal and casual for men,
kids dresses, toys, crockery, fashion jewelleries etc.
Pantaloons Greencard which is a unique loyalty program has been designed exclusively for
Pantaloons customer to enhance customer experience. The program entitles members to discount
in terms of points and special privileges at all pantaloons stores.
Post-acquisition by Aditya Birla Nuvo Limited in 2013, Pantaloons is today the fastest growing
large format retailer in the country. The rate of opening new store has been increased from one
every two months to one every two weeks. The brand is now present in 50 Indian cities.
Pantaloons apparels spell comfort and elegance, combined with a freshness that is
unparalleled. With a strong national presence in 82 exclusive stores, Pantaloons houses over 100
prestigious brands that have something fresh for everyone.
16
The in-house brands in womens section - Bare Denim, Rig, Annabelle, Honey, Ajile, Candies,
S.F., Pepe Jeans, Izabel, Altomoda, AND, Zink and Jealous 21 in western wear as well as the
ethnic wear from Rangmanch, Akkriti, Trisha, W, Global Desi, Fusion Beats, popular brands like
Lee cooper, Vanee and Biba are also available. In kids section private labels are Bare, Barbie,
Gini & Johnny, Chalk, Poppers, Miniklub, Akkriti, Carpie Pie etc. In mens wear Peter England,
Turtle, Byford, Vanhuesen, Allen Solly, Bare denim, Altomoda, Indus Route, Lee, Levis, Spykar,
Lee coopers etc are available.
Pantaloons comprises of varied products not focuses only on apparels but it left no stone
unturned to make you beautiful from head to toe and for that it brings for you chic and classy
watches from renowned international brands like Casio, Esprit, Fastrack, Titan and Ladies
handbags from Lavie, Baggit, Honey, Caprese, Longhorns etc.
Trendy sunglasses from Polaroid, Ray-Ban, Image, Calvin Klein, Opium, Provogue andwide
collection of exotic perfumes from the houses of pantaloons speaks true fresh fashion sense and
customer delight.
Beauty segments display an attractive collection of cosmetics brands like Chambor, Lakme,
Revlon, Colorbar, Maybelline and shoes such as Honey, Byford, Chalk, Poppers, Catwalk,
Spunk, Lee Cooper, Ajile etc.
Pantaloons are focused to create more and more loyal and new customers holding them by
creating unforgettable spell bounded lifestyle. Under one roof you can find everything which will
complete your look.
HISTORY OF PANTALOONS
The first Pantaloons store was launched in Gariahat, Kolkata in 1997. Pantaloons was previously
controlled by Future Group, but now it has been taken over by Aditya Birla Nuvo Limited
(ABNL). In eastern zone there are 17 stores of Pantaloons are established. According to the
17
Brand Trust Report 2014, a study conducted by Trust Research Advisory, Pantaloons featured
among 100 most trusted brands in India.
With a chain of 130 fashion stores across 40 cities and towns, Pantaloons is constantly extending
its footprint into the rest of modern India. It spans a retail space of 1.7 million square feet which
is amongst the largest in India.
The BSE stock code of Pantaloons is 535755. The NSE stock code of Pantaloons is PFRL. Since
its inception, Pantaloons progressed from retailing just a mix of brands to its very own popular
private labels as well as, designed by the in-house Design studio. With a sharp focus on bringing
the latest in fashion, the design studio combines its progress in design to present styles that keeps
the consumer fashionably dresses each season.
Pantaloons always focus on latest trend for which now Pantaloon is one of the best retail stores
in India. It always put emphasis on the latest demand of youth and provide according to that
need. It covers all kinds of customers starts from ethnic to western wear, party wear to formal,
kids wear, fashionable jewellery, hand bags, shoes and sandals, crockery etc.
It always focuses on the display of the store for this purpose one VM is there who will take care
of the display area. Moreover, Pantaloons has a nice culture. It always takes care of their
employees. Though it is a standing kind of job for the seller so they always arrange some
relaxation activity for the employees. For the employees there is a Fun Zone where the
employees can play indoor games and also can watch Television for their refreshment. They
observe all the festival in between employees which makes the employees more familiar to the
organization.
Before opening the store they all gather at the hall for the purpose of pray and there they promise
to themselves, that they will give their best today to make the organization more productive.
They obey the rules and regulations of Pantaloons like grooming standards, checking of
employees, attending customer in a polite manner etc. all the staffs are checked at the exit point
of the staff, this rule is for everyone that may be the fourth grade employee or may be the store
18
manager. Pantaloons carry many non apparel products like watches of Tommy Hilfiger, Esprit,
Kenneth Cole, Timex, Titan etc.
ADITYA BIRLA GROUP

A US $40 billion corporation, the Aditya Birla Group is in the league of Fortune 500. It is
anchored by extraordinary force of over 120000 employees belonging to 42 different nationalists.
The Group has been ranked number 4 in the global Top companies for Leaders survey and
ranked number 1 in Asia Pacific for 2011. Top Companies for Leaders is the most
comprehensive study of organizational leadership in the world conducted by Aon Hewitt,
Fortune Magazine and RBL (a strategic HR and leadership advisory firm). The Group has topped
the Nelsons corporate image monitor 2012-2013and emerged as the number 1 corporate. The
Best in Class 50% of the Aditya Birla Groups revenues flow from its overseas operations. The
Group operates in 36 countries Australia, Austria, Brazil, Canada, China, Egypt, France,
Germany, Hungary, India, Indonesia, Italy, Japan, Korea, Malaysia, Myanmar, Poland,
Philippines.
In India, heres what we have accomplished:
The largest fashion premium branded apparel and lifestyle player.
The second largest manufacturer and largest exporter of viscose filament yarn.
The largest producer in the chlor-alkali sector.
A leading player in life insurance and asset management.
Among the top two supermarket chains in the retail business.
The largest manufacturer of linen fabric.
AN OVERVIEW OF ADITYA BIRLA RETAIL SECTOR

Fashion is perhaps the very first expression of success of a free nation. Fashion is a celebration
and a joy. It is an expression that can manifest itself in different ways for different people and
these ways are forever evolving.
19
Aditya Birla Fashion and Retail Ltd. (ABFRL) emerged after the consolidation of the branded
apparel businesses of Aditya Birla Group comprising ABNLS Madura Fashion division and
ABNLs subsidiaries Pantaloons Fashion and Retail (PFRL) and Madura Fashion & Lifestyle
(MFL) in May 2015. Post the consolidation, PFRL was renamed Aditya Birla Fashion and Retail
Ltd.
This consolidation will create Indias largest pure play Fashion and Lifestyle Company with a
strong bouquet of leading fashion brands and retail formats. This move brings Indias #1 branded
menswear and womens wear players together. Kumar Mangalam Birla, Chairman, Aditya
Birla Group.
ABFRL has been founded in the belief that the first sign of success of a modern nation lies in the
ability of its citizen to celebrate. Indias young working population and robust economic
performance has led to rising incomes which, combined with increasing global exposure, are
empowering many latent wants to morph into demands. With retail expanding independently
through brick and mortar as well as e-commerce, the Indian fashion consumer now deserves
futuristic and comprehensive omni-channel options. The time for ABFRL to arrive was ripe.
ABFRL aims to catalyze the business of fashion through superior infrastructure and experiences,
towards a new future.
ABFRL brings together the learnings and businesses of two renowned Indian Fashion icons,
Madura Fashion & Lifestyle and Pantaloons Fashion & Retail. This will create a synergetic core
that will act as the nucleus of the future fashion businesses of the Aditya Birla Group.
ABFRL is Indias No.1 fashion Lifestyle entity with a combined revenue of INR 6060 crore for
FY16, growing at rate in excess of 25% and EBITDA of INR 409 crore for FY16 that has been
surging at an impressive rate of almost 30% over the last 5 years.
PANTALOONS RETAIL (INDIA) LIMITED

Type- Public Company
Industry- Retailing
Founded- 1997
Headquarters- Mumbai, Maharashtra, India
20
Area served- India
Products- Department Store
Parent- Aditya Birla Group
Website- Pantaloons.com
Key People- Sheetal Mehta
VISION, MISSION AND VALUE OF THE ORGANIZATION
VISION:
To strive towards looking at the Indian market differently and strategizing with
the evolving customer helped us perform better.
To be a premium global conglomerate with a clear focus on each of the
businesses.
To deliver everything, everywhere, every time to every Indian consumer in the
most profitable manner.
MISSION & OBJECTIVES:

Our customers and stakeholders shall be served only by creating and executing future
scenarios in the consumption space leading to economic development.
We will be the trendsetters in evolving delivery formats
We shall infuse Indian brands with confidence and renewed ambition.
We shall be efficient, cost- conscious and committed to quality in whatever we do.
To deliver superior values to the customer, shareholders, employees and society at large.
Efficient, cost-conscious and committed to quality.
Positive attitude, sincerity, humility and united determination shall be the driving force to
be become successful.
VALUES:
Integrity: Acting and taking decisions in a manner that is fair and honest. Following the
higher standards of professionalism and being recognized for doing so integrity for us not
only financial and intellectual integrity, but encompasses all other forms as are generally
understood.
21
Commitment: On the foundation of integrity, doing all that is needed to deliver value to
all stakeholders. In the process, being accountable for our own actions and decisions,
those of our team and those in the part of the organization for which we are responsible.
Passion: An energetic, intuitive zeal that arises from emotional engagement with the
organization that makes work joyful and inspires each one to give his or her best. A
voluntary, spontaneous and relentless pursuit of goals and objectives with the highest
level of energy and enthusiasm.
Seamlessness: Thinking and working together across functional groups, hierarchies,
businesses and geographies. Leveraging diverse competencies and perspectives to garner
the benefits of synergy while promoting organizational unity through sharing and
collaborative effort.
Speed: Responding to internal and external customers with a sense of urgency.
Continuously striving to finish before deadliness and choosing the best rhythm to
optimize organizational efficiencies.
Indianness: Confidence in their business structure
Leadership: To be a leader, both in thought and business
Respect and humility: To respect every individual and be humble in conduct
Introspection: Leading to purposeful thinking
Openness: To be open and respective to new ideas, knowledge and information
Valuing and nurturing relationship: To build long term relationships
Simplicity and positivity: Simplicity and positivity in our thought, business and action
Adaptability: To be flexible and adaptable, to meet challenges
Flow: To respect and understand the universal law of nature
22
ORGANIZATION STRUCTURE
Store manager
Department HR CSD VM Admin SOP Information Marketing

Manager Manager Manager
Cashier
Asst. Asst. VM Maintenanc Security
Manager e
Team
Leader Housekeepin
g
Team
Member
23
Promotion Policy and Rules:
Promotion policy and rules are applied to employees depending upon their ability of performing
work, managing their skills and the level of experience.
Wage Structure:
Every job has awarded different wages depending upon the position of the employee and the
responsibility levels which the employees take over. This enables the company to:
Provide competitive salaries for each job taking into account market rates.
Reward everyone according to their contribution
The salary allocated ranges depends upon the employees position type for employees performing
the standard duties of their jobs. Set up maximum and minimum levels within those ranges to
account for variation in experience and skill levels. The pay differs from store administrative to
head office administrator. The payment of employees deposited in their accounts. The company
reserves the right to suspend pay where an employee fails to notify about absence from work.
Employee Motivation and Welfare Schemes:

Reward Policies:
Pantaloons believe in sharing its progress and profitability and reward accordingly. They offer a
range of benefits which are service related. So, they build up as service of an employee
increases. Each element of the benefits package is reviewed regularly to ensure it remains
competitive and maintains Pantaloon as a leading employer. Some of them are:-
Healthcare Offers:-
Pantaloons offer following healthcare options to all monthly paid employees and their partners:
Private health insurance
Gratuity Scheme
Free Medical treatment for the employee, spouse and the dependant family members
Female employees can have Maternity leave 84 days maximum on completion of 160
days.
24
Travel and Expenses:-
Travel is an integral part of work for many people. Pantaloons offers travel options in a secure
and comfortable manner.
Social Activities:-
Pantaloons provides the employees the scheme named Seekho which enables them to develop
their skill sets and opt for any educational courses so that they can increase their productivity
which adds additional value for the company development in future. Every employee of the
Pantaloon contributes small amount of money from their salary each month voluntarily to the
Pantaloon foundation which they can use for any emergency needs.
Lifestyle Options:-
Pantaloon provides following options and benefits:
Flexible working
Employees can avail advance of 7 days of all purpose leave during the probation period
which will be adjusted in the employees leave balance
Leave accumulation will be permissible up to 90 days period
Only 15 days will be carried forward to the next fiscal year
Corporate helpline- A 24 hour confidential support service which help employees to
manage stress, personal traumatic or financial issues which are affecting their attendance
or performance at work
Health and safety rules:-
Pantaloon is committed to ensure the health, safety and well being of all its employees,
customers and others who visit or work in their premises.
Companys policy on Health and Safety includes:
The Health & Safety Committee is made for the welfare of the employees.
The Committee members advice on health & safety policy that monitors employees
effectiveness and reviews the key performance and take measures on a quarterly basis.
The Store/Site Manager:-
The Store/Site Manager is responsible for ensuring with Fire, Health & Safety Officer that
Company Health & Safety Policy is implemented. This includes:-
Suitable Induction and Legislative Update Training for fire, health and safety.
The prevention, investigation and the reporting of accidents.
25
The completion of ongoing risk assessments and maintenance of known hazard
information.
Property, Development and Facilities Management
They are responsible for the provision of working areas, equipment and materials that are
safe and dont pose any risk to health.
Training and Development:-

Personal Development
Learning and career development:
Pantaloons are committed to develop its employees into skilled, customer-focused, enthusiastic
and motivated employees. They provides the employees the scheme named Seekho which
enables them to develop their skill sets and opt for any educational courses so that they can
increase their productivity which adds additional value for the company development in future.
An employee is equally responsible for learning and development. Training is given as and when
required e.g. the implementation of new systems.
Review of Performance:
Line Managers review performance continually in order to assess how a particular employee is
doing. It helps employee in assessing themselves and look for further development.
Highlights of Equal opportunities Policy are:

Promote a working environment free from discrimination, harassment and victimization on the
basis of
Gender, sexual harassment
Marital status
Race, Color, Nationality
Working Hours
Religion or Political views
Age and Disability
Identification of Jobs and their Analysis:
26
Pantaloons have around 20000 employees who are working under different roles depending upon
their qualifications. This means there is diversity in the company distribution of workload as per
the qualifications of the persons applying in. there are three levels of jobs in the company viz.
Entry Level, Middle Level, Senior Level. These levels have their own Job Description, Job
Specification and the Recruitment and Selection procedure etc. These are briefly discussed
below:
ENTRY LEVEL
The entry level jobs at Pantaloons are the Stock and Inventory staff and others
1. Job Description:
The employees for the Stock and Inventory are responsible for shipping of inventory and
supplying the inventory from the internal locations to the other departments. This means
he pulls all the items from the storage and physically moves them.
2. Job Specification:
Strong Organizational Skills
Multi Tasking Ability
Basic computer knowledge
Strong communication skill
Must be soft spoken and must have a smiling face while treating the customer
Able to work under the pressure
3. Detailed recruitment and staffing:
For recruitment in this level a mass number of people are required. The company goes
with advertisements and newspaper for walk in interviews. The company chooses
references and consultancies for the recruitment of the employees as one strategy. There
are interviews conducted by Departmental Managers, Store Manager, HR Heads and the
team leaders respectively.
After all this process done if the person gets through all the interview rounds then he is
given his place in the team or the job part for which he/she is fit.
MIDDLE LEVEL
The middle level job is of a Store Manager who is supposed to be responsible for both the
functioning of the firm in maintaining the store and the management of the entry level
people.
1. Job Description:
27
Minimum 5-6 years of experience in maintaining stores and performing the operational
requirements. Monitoring the entire store and planning about the future services and
training the new employees in their work. Must provide extremely high customer service
and must make sure that the employees working under him must also provide same level
of customer satisfaction. The candidate is expected to develop functional understanding
of business as well as understand the way information about the workplace and
scheduling the processes. Good understanding of concepts such as a market analysis,
Regression analysis etc.
SENIOR LEVEL
The senior level job is of Operations Manager who is responsible for all marketing targets
for different groups and is responsible for the other high end activities in the organization.
1. Job Specification:
Excellent communication is required
Knowledge of business processes and their interdependencies
Ability to give short term solutions to business problem from a business continuity
point of view
Develop report and review on all the operations which are taking place under his
control
Ability to develop long term solutions for business problem with a view on
repercussions on the whole business
Leadership skills required
An experience of 5+ years is required
2. Detailed recruitment and staffing:

Same process is followed while giving ads in the newspaper and consultancies. The main
interview is taken by the HR and then supervised by the Directors and the BODs.
SELECTION PROCESS
Finalization of the candidate: Once a candidate is finalized, he has to submit the
following documents:-
Last salary slip
28
Last appointment letter
Reference Check After the submission of slip and the appointment letter, the candidate
has to give the names and contact details of two professional references from his current
company/any of the previous companies where he has worked earlier.
A telephonic call is made to the persons and the following is checked:
Educational Background
Professional Background
Personal Background
Interpersonal skills for the formalities
OFFER LETTER
After checking all the references, if the candidates are found suitable, the offer is rollout to the
candidate for joining.
EFFECTIVE TRAINING METHODOLOGIES:

Effective training methodology which a firm uses to adopt for the junior level executive is
Experimental action learning. This method requires an instructor to be very skilled and
knowledgeable about the process which the firm is following for its growth. Employees who are
new to the organization are a part in the experimental action learning which may indeed help
them to develop a better sense of knowledge which can improve the capabilities of the employee.
Effective training learning methodology which a firm uses to adopt for the middle level
executive is On-the-job training which is a kind of Word-driven training, in this type of
training, supervisors or mentors who must be very skilled in the work being taught and instruct
participants in a hands-on environment. Design time is usually minimal because on-the-job
training is not a formal process.
Effective training methodology which a firm uses to adopt for the senior level executives are
Problem based learning in which participants focus on problems with the help of resource
person, as required. Learners determine the pace of the training and its content. Training occurs
in the sense that the group learns about the problem; at the same time, a solution is developed.
The research indicated that people learning through problem-based training are more motivated.
29
CONCLUSION
Pantaloon Retail (India) Limited is not only an organization but it is an institute which provides
its employees an opportunity for learning which helps in development of the company. They
always look for the people who are high in knowledge which will help the organization success.
Pantaloons always welcome change in fashion by thinking out of the box. Pantaloons has
achieved success through its capability and competence to lead the change when compared to
past. Pantaloons most innovative concepts are now considered as the base line in the retail
industry. Pantaloon Retail (India) Limited started of with manufacturing of garment later it
expanded into the retailing market when compared to any other retail company. Pantaloon Retail
(India) Limited was the 1st to introduce the concept of the departmental store in retail sector for
the entire family members through Pantaloons. Pantaloon Retail (India) Limited also launched
hypermarket in India as Big Bazaar, a large discount store and it also launched Food Bazaar.
Today Pantaloon Retail (India) Limited is diversified into so many fields and evolved as largest
retail company in India.
The way we work is distinctly Pantaloons. The biggest advantage of pantaloons is the courage
of dreaming of becoming diversified into many fields and turning the dream into reality which
changes the lives of the customer. Pantaloon is an invitation to join a place where there are no
boundaries to what you can achieve. It means employee are given importance to be open in their
thoughts and requested to give their opinions for the organizational growth and success.
30
EMPLOYEE ENGAGEMNT ACTIVITIES IN PANTALOONS:
CSR ACTIVITY DONE BY PANTALOONS IN ADRUTYA CHILDREN
CARE DURING MY SIP:
31
Winners of drawing competition:
32
Participants of drawing competition:
33
BLOOD DONATION CAMP IN PANTALOONS:
34
35
RESEARCH METHODOLOGY:
1. The amount of work I am expected to do is reasonable and I find enjoyment in my job.
Agree
Disagree
Strongly Agree
Strongly Disagree
Neutral
Inference:-
From the graph, it is observed that 47% of employees were agree, 9% of employees were
strongly agree with the amount of work given to them is reasonable and they find
enjoyment in doing their job, 20% of employees are neither agree nor disagree and
remaining employees were disagree and strongly disagree.
2. The level of stress in my job is manageable.
36
Agree
Disagree
Strongly Agree
Strongly Disagree
Neutral
Inference:-
From the graph, it is shown that 49% of employees are agree, 23% are strongly agree, 8%
are disagree, 4% are strongly disagree and 16% are neutral. It is clearly visible that
employees think that the level of stress in their job is manageable.
3. The people I work with treat me with respect and the team members collaborate and help
each other.
37
Agree
Disagree
Strongly Agree
Strongly Disagree
Neutral
Inference:-
From the graph, it is observed that 52% are strongly agree, 21% are agree, 9% are disagree, 5%
are strongly disagree and 13% neither agree nor disagree. This shows that there is a strong
bonding among the employees, they respect each other and help each other.
4. My team members openly share innovative and creative ideas and value each other
opinions.
38
Agree
Disagree
Strongly Agree
Strongly Disagree
Neutral
Inference:-
From the graph it is clearly shown that 52% of employees are strongly agree, 25% are
agree, 10% are disagree, 7% are strongly disagree and 6% are neutral. This means the
team members openly share innovative and creative ideas and value each other opinions.
5. My boss treats people with fairness and respect.
39
Strongly Agree
Strongly Disagree
Neutral
Agree
Disagree
Inference:-
From the graph, it is shown that 44% of employees are agree, 23% are strongly agree,
13% are disagree, 9% are strongly disagree and 11% are neutral. It is clearly visible that
the number of agree is more than others that means their boss treats them with equality,
fairness and respect.
6. My boss provides ongoing feedback on the work and the results of the team members.
40
Neutral
Strongly Agree
Disagree
Strongly Disagree
Agree
Inference:-
From the graph, it is observed that 48% of employees are agree, 19% are strongly agree,
10% are disagree, 8% are strongly disagree and 15% are neither agree nor disagree. So, it
is clearly visible that their boss provides them ongoing feedback on the work and the
results of the team members.
7. My boss works out for our teams best interest and communicates important information
to the team.
41
Agree
Strongly Disagree
Neutral
Strongly Agree
Disagree
Inference:-
From the graph, it is observed that 50% of employees are strongly agree, 17% are agree,
11% are disagree, 10% are strongly disagree and 12% are neutral. It means most of the
employees believe on their boss and their boss works out for the teams best interest and
communicates important information to the team.
8. We understand the vision and the goal of the organization.
42
Agree
Disagree
Strongly Agree
Neutral
Strongly Disagree
Inference:-
From the graph, it is observed that 57% of employees are agree, 22% are strongly agree,
6% are disagree, 3% are strongly disagree and 12% are neutral. It is clearly visible that
the employees understand the vision and goal of the organization.
9. The organization values employee input, feedback and suggestions.
43
Disagree
Neutral
Strongly Agree
Agree
Strongly Disgree
Inference:-
From the above graph, it is shown that 43% of employees are agree, 16% are strongly agree,
12% are disagree, 8% are strongly disagree, 21% are neither agree nor disagree. This shows that
the number of agree is more than others that means the organization truly values the employee
input, feedback and suggestions.
10. I am satisfied with the opportunity for my personal as well as my professional growth.
44
Agree
Disagree
Strongly Agree
Strongly Disagree
Neutral
Inference:-
From the above graph, it is observed that 42% of employees are agree, 19% are strongly agree,
14% are disagree, 5% are strongly disagree and 20% are neither agree nor disagree. It is clearly
visible that employees are satisfied with the opportunity provided for their personal as well as
my professional growth.
FINDINGS:
The employees have the adequate tools and resources for doing their job well and also
they find enjoyment in doing their job,
Their job provides them a sense of meaning and purpose.
The employees are very helpful and treat everyone with respect.
45
The team members openly share innovative and creative ideas and value each other
opinions.
The mangers treat their employees with equality, fairness and respect.
Managers always have a meeting with their employees where they communicate
important information to them.
Organization always values employee input, feedback and suggestions.
Various types of employee engagement activities are conducted on every Saturday for the
enjoyment of employees.
Every employees treat their customers with respect.
SUGGESTIONS:
If there will be proper availability of stocks then both customers and the staffs will be
benefited.
Staff absenteeism should be addressed in every floor for which customer will not suffer.
Every employee should be acquainted and must follow the etiquettes to greet a customer,
which will improve the image of the brand.
Promotion should be made to the senior staffs of organization which will bring a sense of
belongingness.
46
As per the market rate, payment structure of the staffs should be increased because it is
considered to be a prime motivator.
Time of working hour should not be more than 8 hour, so that work life balance issues
can be addressed.
The problem of Air Conditioner functioning should be checked so that it wont affect the
workers and customers.
Escalator should work properly every time which will not affect the customers.
There should be a lady security guard at the basement gate in order to check the lady
customer for which both the customer and staff will not face any trouble.
Number of housekeeping staffs should increase in order to help staffs.
Number of employees should also increase because employees are leaving the
organization very rapidly.
Employees are seeking to gain more than just money from their job and career.
Engage employees through direct communication by involving them in important
decisions and keeping them informed of new developments or changes within the
company.
Get to know your employees as well as their goals and aspirations, so that together you
can develop a clear path for advancement and opportunities for growth.
Develop a strong employee-manager relationship. It is often true that when employees
leave an organization, they are in fact leaving their manager.
Provide efficient and ongoing training for new and experienced employees as well as
offering rewards and recognition for employees who excel and/or demonstrate a strong
passion for their work.
BIBLIOGRAPHY:
www.pantaloons.com
www.pantaloonscompanyprofile.html
www.pantaloonshrpolicies.html
www.slideshare.net/mahadevrana.com
47
ANNEXURE:
EMPLOYEE ENGAGEMENT
1. Personal Details
Name:
Age:
Qualification: (i) 10th (ii) 12th (iii) Graduation (iv) Master Degree
Date of Joining:
Salary: (i) 5000-15000 (ii) 15000-25000 (iii) 25000 and above
Marital status: (i) Married (ii) Unmarried
Department:
Designation:
Any Promotion: (if yes)
To what position:
48
2. My Job
(i) I have the adequate tools and resources I need to do my job well
(a) Strongly Agree (b) Agree (c) Neutral (d) Disagree (e) Strongly Disagree
(ii) I have received the training about the job I need to do
(iii) The amount of work I am expected to do is reasonable
(iv) I find enjoyment in my job
(v) My job provides me a sense of meaning and purpose
(vi) I feel challenged and stretched in my job in a way that results in personal growth
(vii) The level of stress in my job is manageable
(viii) Most days I look forward coming to my job
3. My Team
(i) The people I work with treat me with respect
(ii) The team members collaborates and help each other
(iii) The people of my team take accountability for results regularly
(iv) I am empowered to make improvements in my work group
(v) My team members openly share innovative and creative ideas
(vi) My team members value each other opinions
(vii) I enjoy working with the people in my team
4. My Boss
(i) My boss creates positive and energizing workplace
(ii) My boss treats people with fairness and respect
(iii) My boss is approachable and easy to talk to
(iv) My boss clearly understands what is expected from me
(v) My boss provides ongoing feedback on the work and the results of the team
members
49
(vi) He/she regularly recognizes my efforts and contribution
(vii) He/she works out for our teams best interest
(viii) He/she communicates important information to the team
5. My Organization
(i) We work effectively across different departments and functions
(ii) We understand the vision and the goal of the organization
(iii) The organization values employee input, feedback and suggestions
(iv) I am satisfied with the opportunity for my personal as well as my professional
growth
(v) I can see how the work is to be done and how I can make a difference
(vi) This organization has a successful future and a great place to work with
(vii) I choose to remain with it even other organization provides with similar pay and
facilities
1. What are the areas that need the most improvement in your organization?
2. What is the greatest strength of your organization?
50

Project On Employee Engagement

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Project On Employee Engagement

Uploaded by

Copyright:

Available Formats

ACKNOWLEDGEMENT

Name: Sneha Prava Jena

Place: Name: Sneha Prava Jena

Employee engagement, also called work engagement or worker engagement, is a business

METHODOLOGY OF THE STUDY:

Data source Primary and Secondary Data

Research instrument Questionnaire

Type of questionnaire close ended questions

Sampling unit Employees of Pantaloons, BBSR

Sampling method Random Sampling

Location of survey Pantaloons Fashion & Retail Ltd

LIMITATIONS OF THE STUDY:

Employee engagement called worker engagement is a business management concept.

DEFINITION OF EMPLOYEE ENGAGEMENT

Employee Engagement is a process of retaining the employees in the organization. Emotional

ASPECTS OF EMPLOYEE ENGAGEMENT

There are some basic aspects of employee engagement are:

FACTORS LEADING TO EMPLOYEE ENGAGEMENT

Step -1: Listen

Step 2: Measure current level of employee engagement

Knowing the degree in which employees are engaged?

Step 3: Identify the problem areas

Step 4: Taking action to improve employee engagement by acting upon the

THE 10 CS OF EMPLOYEE ENGAGEMENT

Employee engagement emphasizes the importance of employee communication on the success of

ADITYA BIRLA GROUP

AN OVERVIEW OF ADITYA BIRLA RETAIL SECTOR

PANTALOONS RETAIL (INDIA) LIMITED

MISSION & OBJECTIVES:

Department HR CSD VM Admin SOP Information Marketing

Employee Motivation and Welfare Schemes:

Training and Development:-

Highlights of Equal opportunities Policy are:

Identification of Jobs and their Analysis:

2. Detailed recruitment and staffing:

EFFECTIVE TRAINING METHODOLOGIES:

1. The amount of work I am expected to do is reasonable and I find enjoyment in my job.

5. My boss treats people with fairness and respect.

8. We understand the vision and the goal of the organization.

9. The organization values employee input, feedback and suggestions.

2. What is the greatest strength of your organization?

You might also like