A PROJECT REPORT

ON

ATTRITION ANALYSIS

AT

BIG BAZAAR

(Future Value Retail Limited)

Submitted By:

Vimalesh Kumar

Sbsmdu16mba1962

1

CERTIFICATE

This is to certify that VIMALESH KUMAR a student of the MaharshiDayanand University,

Rohtakhas prepared his Training Report entitled “ATTRITION ANALISYS” at “BIG

BAZAAR(Future Value Retail Limited)”, under my guidance. He has fulfilled all

requirements leading to award of the degree of MBA (Industry Integrated). This report is the

record of bonafide training undertaken by him and no part of it has been submitted to any other

University or Educational Institution for award of any other degree/diploma/fellowship or similar

titles or prizes.

I wish him all success in life.

Signature of Guide with Date:-

2

ACKNOWLEDGEMENTS

On the successful completion of the project, I take this opportunity to express my sincere gratitude

towards Mr. Ashwani Mishra, Manager HR at Big Bazaar for giving me the opportunity to complete my

training at Big Bazaar, Civil Line Allahabad.

I thank Mr. Mahendra Singh Rawat HR head under whose guidance I completed this project. I would also

like to thank all the others at Big Bazaar for being extremely co-operative and guiding me throughout my

project.

I would also like to express my thanks to Mr. Chirag Mallik whose immense involvement in my project,

regular feedbacks and suggestions helped me complete my project. She gave the right direction to my

project. Without her able guidance, I would not be able to complete my work successfully as she provided

help for correcting the project section over and over until I finally got it accomplished efficiently.

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STUDENTS DECLARATION

I hereby declare that the Training Report conducted at

BIG BAZAAR, (Future Value Retail limited)

Civil Line Allahabad

Under the guidance of

Mr. Ashwani Mishra And Mahendra Singh Rawat

Submitted in Partial fulfilment of the requirements for the

Degree of

MBA

TO

MDU Rohatk

Is my original work and the same has not been submitted

For the award of any other Degree/diploma/fellowship

or other similar titles or prizes.

Place: Gurgaon Vimaleshkumar

Date: 30/01/2013 Regn. No.: 1130520037

Roll No.: 1190210052

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CONTENTS

Sl.no. Page No

1. Objective

2. Executive Synopsis

3. Industry Profile

4. Company Profile

Mission,

Vision,

Values,

Marketing size,

Culture,

History,

Main Product,

Competitors Information,

S.W.O.T Analysis of the Organization.

Marketing mix

5. Departmental study(department structure, role of department)

6. Intern profile(Your profile)

7. SUMMARY AND CONCLUSIONS

Summary Of Learning objective

Conclusions And Recommendations

8. APPENDICES

9. BIBLIOGRAPHY

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INDUSTRY PROFILE

Retail is India’s largest industry, accounting for over 10 percent of the country’s GDP and

around 8 percent of the employment. Retail industry

In the India is at the crossroads. It has emerged as one of the most

dynamic and fast paced industries with several players entering the market. But because of the

heavy initial investments required, break even is difficult to achieve and many of these players

have not tasted success so far. However the future is promising; the market is growing,

government policies are becoming more favorable and emerging tech neologies are facilitating

operations.

Retailing in India is gradually inching its way toward becoming the next boom industry. The

whole concept of shopping has altered in terms of format and consumer buying behavior,

ushering in a revolution in shopping in India. Modern retail has entered India as seen in

sprawling shopping centers, multi-storied malls and huge complexes offer shop in, entertainment

and food all under one roof. The Indian retailing sector is at an inflexion point where the growth

of organized retailing and growth in the consumption by the Indian population is going to take a

higher growth trajectory. The Indian population is witnessing a significant change in its

demographics. A large young working population with average age of 24 years, nuclear families

in urban areas, along with increasing working-women population and emerging opportunities

in the services sector are going to be the key growth drivers of the organized retail sector in

India.

Future group

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Industry Retailing

Founder(s) Mr. Kishore Biyani (MD & CEO)

Headquarters Mumbai, Maharashtra, India

Products: - Discount, grocery and convenience stores, cash and carry, hypermarkets, financial

services.

Divisions Pantaloon Retail, Future Value Retail Limited.

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 cover BPO (Business Process

Outsourcing), New Media, Security Management, and Construction. Through their strategic

investment and services, the future of Future Group shows a rising star in the business sky of

India.

Every day, Future Group brings multiple products, opportunities and services to millions of

customers in India. Through over 17 million square feet of retail space, we serve customers in 93

cities and 60 rural locations across the country. Most of all, we help India shop, save and realize

dreams and aspirations to live a better quality of life every day.

FUTURE RETAIL:

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

Pantaloon Retail India Limited

the leading retail formats under this include:

Pantaloons Stores

Big Bazaar

Central

Food Bazaar

Home Town

E Zone

Depot

Health & Beauty Malls

Online retail through futurebazaar.com

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Joint Ventures with International Brands

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

Yoga

Galaxy Entertainment Limited that operates Bowling Co, Sports Bar, F123 and Brew Bar

French retailer ETAM group, US-based stationary products retailer, Staples and UK-based Lee

Cooper.

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

Big bazaar

Type Public

Industry Retailing

Founded 2001

Headquarters Mumbai, Maharashtra, India

Products Department store

Revenue Rs 6000 crores (in 2011) (Big Bazaar and Food Bazaar combined)

Employees ~ 36000 people [1]

Parent Future Group

Divisions ~ 214

Big Bazaar is a chain of hypermarket in India. As of June 2, 2012 there are 214 stores across 90

cities and towns in India covering around 16 million sq.fts. Of retail space. Big Bazaar is

designed as an agglomeration of bazaars or Indian markets with clusters offering a wide range of

merchandise including fashion and apparels, food products, general merchandise, furniture,

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

Big Bazaar is part of Future Group, which also owns the Central Hypermarket, Brand

Factory, Pantaloons, e-ZONE, Hometown, futurebazaar.com, KB's Fair Price to name a few and

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is owned through a wholly owned subsidiary of Pantaloon Retail India Limited (BSE: 523574

523574), that is listed on Indian stock exchanges.

FUTURE GROUP’S VISION

To deliver everything ,everywhere, every time , to every Indian customer in the most

profitable manner.

One of the core values at Future group is Indianness and its corporate credo is

“REWRITE RULES RETAIN VALUES”

Future Group’s Mission

Share the vision and belief that our customer and stake

Holder shall be served only by creating and executing by

Future scenery in the consumption space leading to economy

Macs development.

Trendsetters in involving delivery format ,creating realty,

Making consumption affordable for all customer segments for classes and masses

Infuse Indian brand with confidence and renewed ambition

Efficiently and cost-conscious and committed to equality

Marketing size

Retailing in India: the present scenario

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The present value of the Indian retail market is estimated by the India Retail Report to be around

Rs. 12,00,000 crore($270 billion) and the annual growth rate is 5.7 percent. Retail market for

food and grocery with a worth of Rs. 7,43,900 crore is the largest of the different types of retail

industries present in India. Furthermore around 15 million retail outlets help India win the crown

of having the highest retail outlet density in the world. The contribution of retail sector to GDP

has been manifested below:

Country Retail Sector's share in GDP (in %)

India 10, USA 10, China 8, Brazil 6

Source: CII-AT Kearney Retail Study

History of Big Bazaar

Big Bazaar was launched in September, 2001 with the opening of its first four stores

in Calcutta, Indore, Bangalore and Hyderabad in 22 days. Within a span of ten years, there are

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now 161 Big Bazaar stores in 90 cities and towns across India. By September 2012 BIG

BAZAAR will have two more stores in North east namely SILCHAR and JORHAT in Assam.

Big Bazaar was started by Kishore Biyani, the Group CEO and Managing Director of Pantaloon

Retail India. Though Big Bazaar was launched purely as a fashion format including apparel,

cosmetics, accessory and general merchandise, over the years Big Bazaar has included a wide

range of products and service offerings under their retail chain. The current formats include Big

Bazaar, Food Bazaar, Electronic Bazaar and Furniture Bazaar. The inspiration behind this entire

retail format was from Saravana Stores, a local store in T. Nagar, Chennai

The stores are customized to provide the feel of mantis and meals [2] while offering the modern

retail features like Quality, Choice and Convenience. As the modern Indian family's favorite

retail store, Big Bazaar is popularly known as the "Indian Walmart".

On successful completion of ten years in Indian retail industry, in 2011, Big Bazaar has come up

a new logo with a new tag line: ‘Naye India Ka Bazaar’, replacing the earlier one: 'Isse Sasta Aur

Accha Kahin Nahin'

About Allahabad store: -

In Allahabad store there are total employees near about 290

On Payroll -135

Brand Promoters -85

Housekeeping -20

Security – 30

Competitors of Big Bazaar: -

1. Reliance Retail ltd

2. Odyssey

3 Wal-Mart

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4 Landmark group

5 Aditya Birla Group – MORE

6. Local grocery market

SWOT ANALYSIS

STRENGTH

High brand equity enjoyed by Big Bazaar

Everyday low prices, which attract customers

Huge investment capacity

It offers a family shopping experience, where entire family can visit together.

Available facilities such as online booking and delivery of goods

WEEKNESS

General perception: ‘Low price = Low quality’

Overcrowded during offers

Long lines at billing counters which are time consuming

Limited only to value offering low price products, branded products are still missing from Big Bazaar’s line of products.

OPPERTUNITIES

lot of potential in the rural market,

Huge potential rural market to be tapped

Opportunities available in the cosmetics industry

THREATS

Competition from other value retail chains such as Reliance (Fresh and trends).

Unorganized retail also appears to be a threat to Big Bazaar’s business. A large

population still prefers to visit local convenient stores for daily purchases

Changing Government policies

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International players looking to foray India

Marketing mix: -

Product Mix

APPARELS

FOOD

FARM PRODUCT

CHILL STATION

HOME & PERSONAL CARE

ELECTRONICS BAZAAR

FASHION & JEWELLERY

FURNITURE BAZAAR

CHILD CARE & TOYS

Pricing

Value pricing :- Big bazaar promises its consumers the lowest available price without

coupon clipping, waiting for discount promotions, or comparison shopping

Promotional pricing

psychological discounting

Special event pricing

Differentiated Pricing

Time pricing: - Time-based pricing is a special case of price discrimination in which

producers charge different rates for a given good or service depending on the time, day,

month, and so on.

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Bundling: -Selling combo-packs and offering discount to customers. The combo-packs add value to customer.

Place: -

• Big Bazaar stores are located in 90 cities with 116 outlets. Area 10,000 sq ft – 1,20,000 sq ft. Big Bazaar has presence in almost all the major Indian cities. They are aggressive on their expansion plans.

Promotion: -

1. Below the line Promotion: - Coupon Discount, more of the products at normal price, gift with purchase, competitions and prizes, money back offers and exchange offers, special occasions

2. Above the line Promotion: - Giving advertisement in news papers,(Amar Ujala, Dainik Jagran, Hindustan) TV, Internet, (own website which gives online shopping services) Partnership with Bigflix, Big FM 92.7

Departmental study(department structure, role of department)

ORGANIZATIONAL CHART OF BIG BAZAAR

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HR NORTH ZONE

15

SM

ASM FOOD BAZAAR

M1 (ADM)

M2 (DM)

ASM BIG BAZAAR

ELECTRONICS, MANS, LADIS, KIDS, FASHION, FURNITURE, GM, FOOTWARE.

VM / MARKETING

HR

ADMIN

HEAD CASHIOUR

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NORTH ZONE

REST OF NORTH (RON)

UP (E&W), P&H, MP, etc.

DELHI/NCR

HR HIERARCHY OF THE ORGANIZATION

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HR HEAD (NORTH)AMIT BANSAL

HR HEAD (RON)VIKRAM

HR UP (E) RAHUL GUPTA

STORE HR

Employee turnover and attrition analysis of big bazaar

Definition of 'Attrition

The reduction in staff and employees in a company through normal means, such as retirement

and resignation this is natural in any business and industry.

This type of reduction in staff is one way a company can decrease labor costs: the company

simply waits for its employees to leave and freezes hiring. Such a method contrasts the more

severe labor-reduction techniques, such as mass layoffs. Waiting for attrition is usually better for

company morale.

Benefits of Attrition

Attrition is not bad always if it happens in a controlled manner. Some attrition is always

desirable and necessary for organizational growth and development. The only concern is

how organizations differentiate “good attrition” from “bad attrition”. The term “healthy

attrition” or “good attrition” signifies the importance of less productive employees

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STORE HR

LOCKNOW(4) STORE

ALLAHABAD (1) STORE

KANPUR(3) STORE

voluntarily leaving the organization. This means if the ones who have left fall in the

category of low performers, the attrition in considered being healthy.

Attrition rates are considered to be beneficial in some ways: 

If all employees stay in the same organization for a very long time, most of them

will be at the top of their pay scale which will result in excessive manpower costs.

When certain employees leave, whose continuation of service would have

negatively impacted productivity and profitability of the company, the company is

benefited.

New employees bring new ideas, approaches, abilities & attitudes which can keep

the organization from becoming stagnant.

There are also some people in the organization who have a negative and

demoralizing influence on the work culture and team spirit. This, in the long-term,

is detrimental to organizational health.

Attrition at Big Bazaar Allahabad store: -

Attrition rate at Allahabad store is lowest among north zone store; it is awarded

for the lowest attrition rate.

Positive and negative attrition: -

Positive attrition

 Attrition is viewed positively where the change means that the business retains or inherits new

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skills. This could apply where a team member is promoted, as he/she will still be within the

business and the vacancy can be plugged by a new, competent individual. Attrition is also

viewed positively where a staff member resigns (or is dismissed) where the individual was

under-performing. In this scenario, again, the business is potentially increasing its overall

capability by shifting out a poor performer and bringing in somebody new.  In essence, if the

business benefits from the turnover, it should be seen as positive.

Negative attrition

 

Negative attrition occurs where the opposite situation exists. If a member of staff resigns to take

up a role in a different company or simply resigns because they don’t enjoy working in the

current environment, this is viewed as a loss to the business. Negative attrition brings with it

solely the cost of recruitment and training and also additional resource that is required until the

skilled employee is in post. Businesses would normally seek to target the root causes of negative

attrition to help bring down these costs.

REASONS FOR ATTRITION:

Employees leave the organization for reasons which can be broadly classified as organizational issues,

personal reasons. Big Bazaar has its own administrative manual of classifying and grouping the reasons

behind attrition. The most common reasons behind attrition are manifold.

Dissatisfaction with the tasks assigned to them

Organizational climate not conducive to effective contribution

Tasks assigned not challenging (in knowledge sector this is a common reason)

Success is not shared with juniors

Good works are not recognized and rewarded

Burn out stress syndrome

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Rust out stress syndrome

Working environment

Lack of transparency in administration

Canceling of information from juniors

Passing the buck (Diverting the blame)

Salary and other benefits

Personal reasons

Better prospects

Integrity issue

Health grounds

Employee Turnover

 Employee Turnover is the Percentage of a company's employees who leave during a specified

period. Although it is most often expressed at annual turnover rate, the calculation can be done

for shorter or longer periods.

Turnover can be caused by employees who leave on their own. This is called voluntary turnover.

When an employee leaves because of a layoff or a disciplinary firing this is called involuntary

turnover. The total of the two is called total turnover.

To calculate turnover rate divide the number of employee who left, in each category, by the total

number of employees at the start of the period. For example, Company A has 150 employees.

Three employees get fired during the year and 7 quit for personal reasons. The involuntary

turnover rate is 3/150 or 2%. The voluntary turnover rate is 7/150 or 4.7%. The total turnover

rate is 10/150 or 6.7%.

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Steps taken by Big Bazaar and attrition: -

1. Recruitment and selection: -

The process of finding and hiring the best-qualified candidate (from within or outside of

an organization) for a job opening, in a timely and cost effective manner. The recruitment

process includes analyzing the requirements of a job, attracting employees to that

job, screening and selecting applicants, hiring, and integrating the new employee to the

organization.“A process of searching for prospective employees and stimulating

them, to apply for the job in the organization”

Why recruitment is important: -

 The function of HR is all about people- managing them, hiring them, etc. To carry out

any function in a business, be it marketing, production, operations, you need people. HR

brings the people to the organization and its business. Every firm whether small or large

needs people to do even the minutest clerical work for them. And when there are

employees they need to be managed. 

Recruitment is the very important thing for attrition if recruit right people at right job at

right place then there are attrition is definitely low that’s why Big Bazaar attrition rate is

low.

At Big Bazaar there is different type of recruitment for different bands

For Band1 they recruit at store level which is done by store HR.

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And for Band2 and other they recruit at zone level which is situated at

Gurgaon.

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BAND 1

TEAM MEMBER (TM)

TEAM LEADER (TL)

BAND 2

SUPPORT

EXECUTIVE (2C)

SR.EXECUTIVE (2D)

OPERATION

ADM (2C)

DM (2D)

VM, ADMIN,HR, CASHIER,

Generally we recruit band1 employee as the employee reference and walk in process and

for the band2 and other we are go through job portal

For recruitment to happen the company has to do a Job Analysis of the job to be assigned

to an eligible candidate. Job Analysis is further bifurcated into 2 sub-parts i.e.

JD & JS: - Job description and job specification is also affect the attrition rate because

if it is not clear then employee will not satisfied therefore it is important part of it.

JOB DESCRIPTION: -

Job description includes basic job-related data that is useful to advertise a specific job and

attract a pool of talent. It includes information such as job title, job location, reporting to

and of employees, job summary, nature and objectives of a job, tasks and duties to be

performed, working conditions, machines, tools and equipments to be used by a

prospective worker and hazards involved in it.

Purpose of Job Description

The main purpose of job description is to collect job-related data in order to advertise for

a particular job. It helps in attracting, targeting, recruiting and selecting the right

candidate for the right job.

It is done to determine what needs to be delivered in a particular job. It clarifies what

employees are supposed to do if selected for that particular job opening.

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BAND 3 (3A, 3B)

ASM (3A)BB & FB

SM (3B)

It gives recruiting staff a clear view what kind of candidate is required by a particular

department or division to perform a specific task or job.

It also clarifies who will report to whom.

JOB SPECIFICATION: -

Also known as employee specifications, a job specification is a written statement of

educational qualifications, specific qualities, level of experience, physical, emotional,

technical and communication skills required to perform a job, responsibilities involved in

a job and other unusual sensory demands. It also includes general health, mental health,

intelligence, aptitude, memory, judgment, leadership skills, emotional ability,

adaptability, flexibility, values and ethics, manners and creativity, etc.

Purpose of Job Specification

Described on the basis of job description, job specification helps candidates analyze

whether are eligible to apply for a particular job vacancy or not.

It helps recruiting team of an organization understand what level of qualifications,

qualities and set of characteristics should be present in a candidate to make him or sheer

eligible for the job opening.

Job Specification gives detailed information about any job including job responsibilities,

desired technical and physical skills, conversational ability and much more.

It helps in selecting the most appropriate candidate for a particular job.

In Allahabad Big Bazaar JS & JD is very clear and specify therefore hare

attrition rate is lowest. Its help in low attrition rate

2. T RAINING AND DEVELOPMENT: -

The process of teaching new employees the basic skills they need to perform their jobs.

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Training means a systematic process of changing knowledge, skill, behavior and motivation of

employees to improve their performance on the job as per the goals and objectives of the

organization. Training is about knowing where employees stand (no matter how good or bad the

current situation looks) at present, and where they will be after some point of time.

The need for Training and Development

Before we say that technology is responsible for increased need of training inputs to employees,

it is important to understand that there are other factors too that contribute to the latter. Training

is also necessary for the individual development and progress of the employee, which motivates

him to work for a certain organization apart from just money. We also require training update

employees of the market trends, the change in the employment policies and other things.

The following are the two biggest factors that contribute to the increased need to training and

development in organizations

1. Change

2. Development 

In Big Bazaar there is different kind of training as per need of training, it depend upon

employee job performance.

The following training provided by Big Bazaar

A. Prarambh: - as per name PRARAMBH means “start” it is provided by Big

Bazaar at the time of opening new store at new place.

B. Induction training: - induction training provided by Big bazaar for the new

employee which is recruit recently, 10 days time period for this training where we

provide:

A Mentor

Company PPT, floor walk etc.

And after that we go on new stapes which is

Replacement Preamble: -it is provided by head office or zone office Big Bazaar which is

Lucknow for 3 days, this training is only for band-1 employee.

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C. On job training: - On job training is the very critical part of training, Employee

training at the place of work while he or she is doing the actual job. Usually a

professional trainer (or sometimes an experienced employee) serves as the course

instructor using hands-on training often supported by formal classroom training.

See also off the job training.

In Big Bazaar It is periodic monthly training

This is happen at two place first is in store and second is Lucknow

SOP: - Standard Operating Procedures (SOP) are a set process formulated by an

organization. Where provide all information about organization tell them how

organization runs and what is the job criteria.

UNNATI: - this is a OJT in unnati we provide training for employee behavior and

their functional way of work in behavior we tell them about how to talk customer

how to behave and how to handle critical condition, at the time of on job for this we

firstly go through TNI and after it we chose those people who need this training. This

is store level training where we chose a particular date and employee and a trainer,

trainer can department manager.

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PERIODIC MONTHLY TRAINING

STORE

UNNATI

SOP

LUCKNOW

BAND 1,2,3

Training and development play an important role in any organization it’s also help in

decrease attrition rate. And in Big bazaar know these thing very well therefore here

attrition rate is low.

3. Employee engagement and employee benefit: -

Employee engagement refers to a condition where the employees are fully engrossed

in their work and are emotionally attached to their organization.

Employee benefit

The benefits package includes all financial rewards that are generally not paid directly

to the employee. . These benefits are a significant part of employee "total

compensation".

Employee benefit provided by Big Bazaar which are

EDC (Employee discount card):- Employee discount card provided by Big Bazaar.

Discount is according to band wise.

Uniform and shoes: -

Uniform and shoes is provided by Big Bazaar which is 3shirt and 2 trouser per year

and 1pair shoes per year

Employee happiness index: -

Employee happiness index is a very critical and important for the organization

because if employee is unhappy than productivity will low and attrition is high in that

organization therefore Big bazaar wants to know the employee happiness through

quarterly base happiness meet where HR meet every employee and ask about their

happiness and give a rating.

Fun zone: - fun zone is the interior part of the organization where employee can sit

and take rest in fun zone there can be TV, coffee Machine, and other way of

entertainment.

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CSR: -corporate social responsibility power of one is the plane for the customer.

Those people who want to work for society in this plane we take only Rs 1 from the

customer with their happiness.

Performance management system: -

Performance management (PM) includes activities which ensure that goals are

consistently being met in an effective and efficient manner. Performance management

can focus on the performance of an organization, a department, employee, or even the

processes to build a product of service, as well as many other areas.

Performance management is the systematic process by which the Department of

Commerce involves its employees, as individuals and members of a group, in

improving organizational effectiveness in the accomplishment of agency mission and

goals.

In Big Bazaar generally PMS done through S/W which is SPARSH, we can do

performance management very well through Sparsh it make easy to PMS and other

function of HR.

At the time of PMS firstly we make self rating HR rate employee and then forward

that rate to HR head north zone for his rating, where HR head approve that rating and

resend store HR, and store HR Accept them.

At the time of KRA, KRA is also done through SPARSH where KRA is already

upload from the head office of north zone. And employee logon sparsh and fill up the

form and send.

If PMS is going on right means there is low attrition rate and on the basis of

performance give reward to the employee and if employee will happy than there is

low attrition rate. Therefore good PMS is important for attrition rate.

Rewards and Recognition: -

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Fulfilling employees’ needs, recognizing their efforts and presenting them with

monetary and non-monetary rewards help you create a right workforce for your

organization that can be your partner in success.

Reward is generally based on the performance and in Big Bazaar Reward give that

people who are achieve their monthly target, for this we do monthly meeting and

decide reward, reward can be as the coupon by which they can buy product from Big

Bazaar by given coupon price.

Reward is also help in low attrition rate because if reward is given by the organization

to employee and employees are happy than attrition rate defiantly low.

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