A Comparison:

Both Provogue and Big Bazar have established names for themselves in their respective fields. Both organisations acknowledge the fact that any organisations greatest asset is its people, ie. its Human Resource. The HR Department of both Provogue and Big Bazar have been instrumental in these organisations being able to establish and maintain their great reputation among the masses.

Recruitment and Selection:

In Big Bazar, positions of top level managers (Department Managers) are filled with help of Private Consultants. Provogue sets up interviews for prospective candidates with its Directors, before the selection decision is made. Walk-ins and employee referrals are common ways to fill in positions of shop floor workers and managers, in both organisations. Good communication skills and ability to carry out the functions required at the various retail outlets make up the criteria for such positions. In addition, Big Bazar also engages with reputed universities and colleges-Campus Recruitment, as a method to hire fresh and talented minds. Big Bazar being several times larger than Provogue, has a far more detailed and convoluted recruitment and selection process. The shortlisted candidates are subjected to Psychometric tests and Group Discussions, to see how well the candidate will be able to adjust to the organisational culture.

Induction:
Big Bazar conducts a 13 day induction programme for selected candidates. The new roles, duties and responsibilities are conveyed. The candidate works under probation for 6 months before his services are confirmed.

Incentives and Motivation:

Provogue and Big Bazar provide monetary incentives like bonuses to those team leaders and their respective teams for excelling and meeting targets. 30 days of paid leave a year, Performance Appraisals and Career Enrichment through refresher courses (keeping the employees up to date with developments in the various spheres) are ways Big Bazar uses to motivate its employes . Provogue does not believe in terminating employees, except under extreme conditions. Hence employees remain at the same designation, for years to come. Monetary rewards and increments are the only tools for motivation. Provogue has a cafeteria and a coffee machine installed in its office.

Annual day Celebrations to muster belongingness:

The HR Departments of both Provoguee and Big Bazar are aware that constant recruitment, selection and training processes involve needless expenses. To avoid such costs, they strive to retain employees. All brands under Future Group come together to celebrate the Pantaloon Day to recognise the talent, sincerity and dedication of employees. Apart from celebrating festivals (Diwali, Ganeshchaturti) together, as a family, Provogue holds an annual sports get together, for employees to mingle and have a good time.

Employee Suggestions:
In Provogue the system of a suggestion box is prevalent and the suggestions provided are anonymous. However in Big Bazar, people are encouraged to furnish details of their name and department from whom the suggestion has come. The best suggestion per quarter is awarded the Golden Cap award.

Decision Making:
Big Bazar is too big an organisation for the top level managers to be able to get information from extremities and take decisions in real time. To counter this problem, employees closest to the point of customer action are encouraged and empowered to take decisions. Departments managers are allowed to run their departments as small owners. Provogue functions through a series of franchisee outlets. Each outlet has its own policy regarding decision making.

Work Culture:
Being a garment company, Provogue does not have a dress code in particular, but also does not allow casual slippers into the office - it has a very semi formal feel. Upon resignation, Provogue subjects employees to an Exit Interview. This ensures that no baggage and ill-will is carried forward by the employee. Also, the organisation may get new insight and be able to correct errors. Big Bazar has an average employee age of 27. It believes that change is the only constant and out of the box thinking has become the need of the hour. Employees are given the chance to try new roles, thus grooming them to handle new and challenging positions in the future.

Employee Benefit Schemes:

Provogue has a Group Accident Policy which takes care of the employees' family in case of any misfortune. Also, a Bus service is soon to be launched to make commuting easier for employees.