hrm practices in retail - croma
TRANSCRIPT
H.R.M. in RetailCroma Electronics (Woolworths and Tata
Enterprise)
Human Resource
Needs•Recruitment•Selection•Induction and Placements
Human
Resource
Developme
nt
• Training and Development
• Career Growth•Employee Empowerment
• Employee Welfare•Performance Appraisal
•Rewards and Incentives
Separation
• Separation on Non Performance
• Separation on Statutory Norms
•Separation on Employee Will
Activities in H.R.M.
A wholly owned subsidiary of Woolworths (International) Pvt. Limited.
Woolworths Limited have more than 3000 stores and 180,000
employees.
Expertise stretches across food & grocery, liquor, petrol, general
merchandise and consumer electronics
As a Cash and Carry wholesaler Woolworths supplies merchandise to
Infiniti Retail – a TATA Enterprise which operates Electronic Mega
Stores under the Woolworths Brand.
Company Profile - Woolworths
Croma Wholesale (India) Private Limited was incorporated in
India in February 2006.
A TATA Enterprise which operates Electronic Mega Stores
under the Croma Brand.
CROMA is known as highly people driven and people
oriented organization.
The attrition rate is just 8%.
A culture of Employee Trust and Empowerment
Company Profile - Croma
1. Daily H.R. Activities Handling day-to-day administration
Communication and implementation of HR policies and programs at the
business unit or at the divisional level
Resolve complex employee relations issues
Conduct complex investigations and recommend corrective actions
Co-ordinate and facilitate staffing of the organization to ensure its
efficient operation
Assist in developing HR policies
H.R. Activities at Croma
2. Organizational Effectiveness
Coach Managers on how to handle employee relations
and participate in employee engagement.
Manage performance and merit processes, consult on
Employee Engagement activities like career planning,
developmental needs and succession planning.
Conduct investigations and make recommendations.
Consult on policy and legal guidelines in organization.
3. Staffing
The HR Business partners co-ordinates managers to discuss
hiring needs and facilitate hiring process.
The HR business partner acts as a liaison to strategic staffing
Develop and implement recruitment strategies,
Interview and select candidates and determine the salary for
the new recruits.
4. Learning and Development Delivering training to employees and managers.
Conducting the induction of new recruits.
Analysis of need of training
1. Recruitment of Potential Candidates
a. Executive Level( Lower Management)
Fresh graduates through Campus and Pool walk-ins
b. Mid and Senior Management Designations
Consultants and Corporate Hunters
Employee Referral Programs
A pre-assessment test and then recommendation to H.R. heads
at Headquarters
H.R.M. in Croma
2. Selection Process for Potential Candidates
H.R. Descriptive test is conducted for reference checks and
thought process check.
H.R. interview round is the second step
A technical test with R.M. is another round for selection of
deserving candidates
Negotiation rounds and final offer letters are the last step in
selection process.
3. College to Corporate/ Induction
A week-long schedule that makes the new employees
familiar with the organization.
Approximately 150-200 new recruits undergo induction.
The Senior Management of the company is invited to address
the new talent pool.
Also provided with a guided tour of the premises.
Special session on the first day called as CAMPUS TO
CORPORATE.
Training and Development- Levels and Program
SENIOR Management
MIDDLE Management
EXECUTIVE Management
a. Junior Management
The learning initiatives aim at enhancing
operational/functional efficiency and behavioural initiatives.
Integration into the culture and aid in enhancing operational
efficiency.
b. Middle Management
Concentrates on advanced behavioural and general
management skills to enhance in a managerial role.
Need of Training
c. Senior Management
At the senior management level, the behavioural component
remains critical.
A key emphasis is laid on strategic thinking and leadership
skills that contribute to a superior organizational performance.
Need of Training
a. Executive Level (Level 1)
1. Assertiveness Skills The duration of this program is 2 days. It focuses upon the improvement of
interpersonal relationships in the organization.
2. Business Presentation Skills The duration is 2 days .The candidates are trained in body language, dealing with
anxiety, using creativity for visual presentations and power voicing.
3. Business and Social Etiquettes Skills This has been designed to promote the way business etiquette, communication
and social skills can be applied to everyday professional life.
4. Communication skills The duration of the communication program is of 2 days and it has been
developed to enhance personal effectiveness in business by understanding and improving different facets of communication. This also includes written communication.
Training Programs
5. Team work and Interpersonal skills
This has been designed to facilitate the process of building high
performances teams and achieving organizational goals through
developing an understanding team dynamics.
6. Time-Management
The purpose of this module is to highlight the significance of time and sensitize
the participants about the importance of prioritization and organized working.
7. Selling and Negotiation Skills
The program is spread over 3 days of training the candidates in developing skills
for becoming an effective and active influencer and negotiator across varying
sales situations.
1. Effective Problem Solving and Decision Making
This 1 day program enables operational managers to solve problems and make effective
decisions at work based on facts, data and structural analysis.
2. Advanced Communication and Presentation Skills
To enhance awareness of the strengths and limitations of professional communication
Advanced presentation skills includes creating and delivering effective Business
presentations with impact so as to deliver the core message clearly and achieve required
business objectives.
3. Art of Mentoring /Coaching
This program enables the participant to gain an insight into the personal and interpersonal
dynamics of mentoring and enhance competencies to be an effective mentor.
Training at Level 2
4. Management by setting Objectives
The objectives of this module is to enable the participants to set achievable
targets for themselves and their sub-ordinates.
It includes setting achievable goals for self and sub-ordinates and monitoring
them on a regular basis.
It also covers communicating objectives and developing motivators for co-
workers.
5. Marketing Concepts
Provides key insights on the marketing process to the participants
Concepts to apply in the work setting and achieve sales excellence.
It focuses on key areas like analysis of market environment, defining the market,
market segmentation, market analysis, brand equity and customer service.
1. Program for Senior Managers This 3 week program designed to equip leaders with the ability to respond to a rapidly changing
environment in the shortest possible time-span.
2. Leader as a coach This Program creates a heightened awareness of human behavior and its drivers in
the participants. The duration is of 2 days. Include conceptual understanding of coaching, the process of coaching, obstacles
in coaching and understanding human behavior and its intricacies in context of coaching.
3. Effective Personal Leadership
Duration of 9 days spread over 2 months The key areas covered include building on current strengths for improving self
image and motivation to gain effectiveness in decision making and problem solving.
Training at 3
Performance is measured in terms of results and it means the
degree of the tasks assigned to an employee.
Performance appraisal is an annual cycle.
Aspects of an employee’s job are considered such as job
description, setting of objectives, a review of previous year’s
performance, achievement and non-achievement of goals and
the potential of the employee.
These criteria are evaluated by the managers.
Performance Appraisal
Results in training needs evaluation and provides data to
determine promotions, transfers etc.
The performance is evaluated in terms of a performance grid.
The performance grid evaluates the capabilities against the
results and classifies the employees into categories of
Improvement, Key Players and champions.
Performance Appraisal
An incentive of 15% of the salary is the normal
incentive scheme an employee can earn on the sales of
the electronics and C.D.I.T.
The incentives and rewards are honored to an
employee on Quarterly basis.
The rewards includes both Monetary and Non-
Monetary enclosures.
Rewards and Incentives
Being a TATA enterprise, employee separation is carefully handled
at Croma And Woolworths.
The separation of an employee due to lack of performance or
carelessness is usually done after giving few warnings to the
employees.
The separation due to retirement age is maintained at the age of 60
years.
No Voluntary Retirement scheme has been opted by the employee
of Croma as of present.
Employee Separation
There are various policies which are followed at
Croma for retaining of talent and their growth.
Few of the above involves
Employee Welfare Facilities
Employee Empowerment Policies.
Employee Training facilities on general Lifestyle.
Employee Growth and Retaining
Thank You