Retail Training
Retail Training
Retail Training
INTRODUCTION:
The development of any organization depends on better training of the employees. Training is
provided to non-manager whereas development is provided to the managerial professionals. In
every organization appropriate training program is very necessary to achieve the training
objective. Training policy represents the commitment of top management to employee training.
It consists of rules and procedure concerning training.
The efficiency of any program depends on best training policy in the company. Hence we can
say that an ideal training program Indicate the intention of the Company to develop its
employee. Provide appropriate opportunities to employees for their own betterment, and
identify critical areas where training is to be given on a priority basic.
1|Page
and habits consistent with the existing practices of an organization and by orienting him
to his immediate problems. Some of the commonly used methods are:
i. Coaching: Coaching establishes one –on-one relationship between trainees and
supervisors, which offer workers, continued guidance and feedback on how well they
are handling their tasks.
ii. Mentoring: The focus in this training is on the development of attitude. It is used for
managerial employees. Mentoring is always done by a senior inside person. It is also
one-to- one interaction, like coaching.
iii. Job Rotation: It means the movement of trainee from one job to another. This helps him
to understand how the job functions.
iv. Job Instructional Technique (JIT): The JIT method is a four step instructional process
involving (a) preparation (b) demonstrates the task or the skill to the trainee, (c) allows
the trainee to show the demonstration on his or her own, and (d) follows up to provide
feedback and help.
v. Vestibule Training: Vestibule Training is a term for near-the-job training, as it offers
access to something new (learning). In vestibule training, the workers are trained in a
prototype environment on specific jobs in .
i. Seminars or team discussions: A group will constitute a team for discussion. The group
learns through discussion of a subject on a selected subject.
ii. Case discussion: Testing of a real problem will be undertaken under this method. In
other words, a real business problem or situation demanding solution is presented to the
group and members are trained to identify the problems present, they must suggest
various methods for tacking them, analyze each one of these, find out their comparative
suitability and decide themselves the best solution.
iii. Simulation Exercises: Simulation is any artificial environment exactly similar to the
actual situation. There are four basic simulation techniques used for imparting training:
management games, case study, role playing, and in-basket training. Management
Games, Case Study, role playing, conferences, seminars or discussions etc.
iv. An effective training program is one of the best ways to prepare employees for success.
By equipping them with the tools and knowledge to perform their jobs, you can expect
better performance and a more cohesive unit. The long-term effects are often higher
productivity, better company culture, and increased sales.
v.
2|Page
1.3 PURPOSE OF THE STUDY
This research guides me with an opportunity to explore in the field of human resources
development. This research provides the feedback of people involved in the Training and
Development Programs and in process. Apart from that it would provide me a great deal of
exposure to interact with the employees of the company and identify their needs and wants. To
continue with our analogy, imagine yourself in line at a cafeteria. You come to the coffee urn
and turn the spigot. Out comes some coffee grounds were put into the machine they weren’t in
consumable, drinkable form. The water and the coffee are the material “inputs” to the systems
called a coffee machine. The “output” is drinkable coffee. But someone had to add the water
and the coffee grounds. This person is also an input.
The ability to recognise the system and subsystems of an organisations is an important element
in all training and development activities. Training and development exists to promote
individual and organizational excellence by providing opportunities to develop workplace
skills. The design and implementation of effecting training interventions cannot be
accomplished without first identify the various process operating within the system. The
Human Recourse Development (HRD) or training and development department are a familiar
subgroup in most organisations because the people of any organisation are like the water put
in to the coffee machine for their output to be acceptable, they must change from what they
were when they reported for work. At that time, they neither knew what a proper output looked
like nor were they familiar with the technology by which to achieve it. They must be prepared
trained to do their jobs.
Training also helps a person cultivate appropriate and desired behaviour and attitude towards
the work and people.
Training process through which a person enhances and develops his efficiency and
effectiveness at work by improving and updating his knowledge and understanding the relevant
skills relevant to his or her job. Unless training is provided, the jobs and lives of employees in
organisation are stake.
3|Page
Training is about knowing where you stand at present, and where you will be after some point
of time. Training is about the acquisition of knowledge, skills, and abilities through
professional development.
Preparing both old and new employees to meet present as well as the changing
requirements of the job and the organizations.
Preventing obsolescence
Preparing employees for the higher level tasks.
Ensuring smooth and efficient working of the department.
Ensuring the economic output of the required quality.
Imparting knowledge and skills for new entrants.
Induction
Updating
Preparing for future assignment
Competency development.
4|Page
1.6 DIFFERENCES BETWEEN TRAINING AND DEVELOPMEN1T
5|Page
Critical that employees understand and meet the needs of customers.
4. Diversity: Diversity training usually includes explanations about how people
Have different perspectives and views and includes techniques to value diversity.
5. Ethics: Today’s society has increasing expectations about corporate
Responsibilities. Also todays diverse workforce brings a wide variety of values and
Morals to be work place.
6. Human relations: The increased stresses of today’s workplace can include
Misunderstanding and conflict. Training can people to get along in the work place.
7. Quality initiatives: Initiatives such as total quality management quality circles,
benchmarking etc. require basic training about quality concept, guidelines, and
Standard for quality etc.
8. Safety: Safety training is critical where working with heavy equipment hazardous
Chemicals repetitive activities etc. but can also be useful with practical advice for
Avoiding assaults etc.
9. Sexual harassment: This training usually includes careful disruptions of the
Organisations policies about sexual harassment, especially about what are
inappropriate behaviors.
6|Page
7|Page
AVATAR PROGRMMS (1-3 days/program): these programs are provided to all the band of
employee after the induction program. It consists of series of programs carried out during the
working period of an employee’s such as
Band 1 –Team Member (TM) (Learning plan):
1. GYAAN YATRA (0-6 months)
Product knowledge
Cashiering for cashiers
Sales and customer service excellence
2. GYYAN KOSH(6-12months):
Advanced product knowledge
Cashiering for non-cashier
Gurukul (self-development)
3. GYAANODAYA(12-18months)
Cross category knowledge
Customer delight
Inventory management
Retail excellence
Experience in other LOB training
8|Page
9|Page
UNNTI PROGRMMES (2-3 hrs. /program): these programs are conducted in the store of big
Bazaar (BB) while performing the current job. Such programs include:
Store basics and customer services
Shrinkage management
Maintain grooming standards
Software application and products (SAP)
A range of delivery methods are offered by the group to provide the relevant and most
Effective training solution in the most cost effective manner.
These are as follows:
Place where the training is imparted to them by the means of lectures and activities.
2. Outbound experiential training: These are used to enhance the performance of the
10 | P a g e
11 | P a g e
12 | P a g e
CHAPTER 2
Retailing consists of those business activities involved in the sale of goods and services to
consumers for their personal, family, or household use. Retailing comprises of four elements
customer orientation, coordinated effort, value-driven, and goal orientation. The word "Retail"
originates from a French-Italian word. Retailer-someone who cuts off or sheds a small piece
from something. Retailing is the set of activities that markets products or services to final
consumers for their own personal or household use. It does this by organizing their availability
on a relatively large scale and supplying them to customers on a relatively small scale. Retailer
is a person or agent or agency or company or organization who is instrumental in reaching the
goods or merchandise or services to the end user or ultimate consumer.
The Indian retail industry is the fifth largest in the world, Comprising of organised and
unorganised sectors, India retail industry is one of the fastest growing industries in India,
especially over the last few years. Though initially, the retail industry in India mostly
unorganised, however with the change of tastes and preferences of the customers, the industry
is getting more popular these days and getting organised as well. With growing market
demand, the industry is expected to grow a pace of 25 30% annually. The India retail
industries expected to grow to US $ 1.3 Trillion by 2020
13 | P a g e
The retail scenario in India is unique. Much of it is in the unorganised sector, with over 12
million retail outlets of various sizes and formats. Almost 96% of these retail outlets are less
than 500 square feet in size , the per capita retail space India being 2 square feet compared to
the US figure of 16 square feet India’s per capita retailing space is thus the lowest of the
world
India retail industry is the largest industry in India, with an employment of around 8% and
contributing to over 10% of the country's GDP. Retail industry in India is expected to rise
25% yearly being driven by strong income growth, changing lifestyles, and favourable
demographic patterns.
It is expected that by 2016 modern retail industry in India will be worth US$ 175- 200 billion.
India retail industry is one of the fastest growing industries with revenue expected in 2007 to
amount US$ 320 billion and is increasing at a rate of 5% yearly. A further increase of 7-8%
is expected in the industry of retail in India by growth in consumerism in urban areas, rising
incomes, and a steep rise in rural consumption. It has further been predicted that the retailing
industry in India will amount to US$ 21.5 billion by 2010 from the current size of US$ 7.5
billion.
Shopping in India has witnessed a revolution with the change in the consumer buying
behaviour and the whole format of shopping also altering. Industry of retail in India which has
become modern can be seen from the fact that there are multi- stored malls, huge shopping
centres, and sprawling complexes which offer food, shopping, and entertainment all under the
same roof. Indian retail industry is expanding itself most aggressively; as a result a great
demand for real estate is being created. Indian retailers preferred means of expansion is to
expand to other regions and to increase the number of their outlets in a city. It is expected that
by 2018, India may have 600 new shopping centres.
In the Indian retailing industry, food is the most dominating sector and is growing at a rate of
9% annually. The branded food industry is trying to enter the India retail Industry and convert
Indian consumers to branded food. Since at present 60% of the Indian grocery basket consists
of non- branded items.
Indian retail industry is progressing well and for this to continue retailers as well as the Indian
government will have to make a combined effort. Indian retailing industry has seen
phenomenal growth in the last five years. Organized retailing has finally emerged from the
14 | P a g e
shadows of unorganized retailing and is contributing significantly to the growth of Indian retail
sector. The “India Retail Sector Analysis report helps clients to analyse the opportunities and
factors critical to the success of retail industry in India.
Indian retail industry is going through a transition phase. Most of the retailing in our country
is still in the unorganized sector. The spread out of the retails in US and India shows a wide
gap between the two countries. Though retailing in India is undergoing an exponential
growth, the road ahead is full of challenges.
Mr Kishore Biyani CEO, Future Group Pantaloon Retail (India) Limited is India‘s leading
retailer that operates multiple retail formats in both the value and lifestyle segment of the Indian
consumer market. Headquartered in Mumbai, the company operates over 16.33 million square
feet. Of retail space, has over 1000 stores across 85 cities and 60 rural locations across the
country and employs over 35,000 people. The company‘s leading formats include Pantaloons,
a chain of fashion outlets, Big Bazaar, a uniquely Indian hypermarket chain, Food Bazaar, a
supermarket chain, blends the look, touch and feel of Indian bazaars with aspects of modern
retail like choice, convenience and quality .Central is a chain of seamless destination malls.
Some of its other formats include Shoe Factory, Brand Factory, Blue Sky, Fashion Station,
Mobile Bazaar and Star Sitara (Beauty clinic). The company also operates an online portal,
Future bazaar. Com. A subsidiary company, Home Solutions Retail (India) Limited, operates
15 | P a g e
Home Town, a large-format home solutions store, selling home furniture products and E-Zone
focused on catering to the consumer electronics segment.
Future Group understands the soul of Indian consumers. As one of India‘s retail Pioneers
with multiple retail formats, we connect a diverse and passionate community of Indian buyers,
sellers and businesses.
Big Bazaar was launched in September, 2001 with the opening of its first four stores in
Calcutta, Indore, Bangalore and Hyderabad in 22 days with the investment of rupees 500 crores
.Within a span of ten years there are 214 store across 90 cities and towns in India covering
around 16 million sq. of retail space. Big bazaar is designed as an agglomeration of Bazaar or
Indian markets with clusters offering a wide range of merchandise including fashion and
apparels, food products, general merchandise, furniture, electronics, books and entertainment
sections etc. Big Bazaar is a part of Future Group which also owns the Hypermarket , Brand
factory, Pantaloons, E- zone, Home town , futurebazaar.com, KB’s Fair price to name a few
and is owned through a wholly owned subsidiary of Pantaloons Retail India Limited, that is
listed on Indian stock exchange. The inspiration behind this entire retail format was from
Caravan Stores, a local store in T. Nagar, Chennai.
The store are customized to provide the feel of mandis and meals while offering the modern
retail features like Quality, Choice and Convenience. As the modern Indian Family’s favourite
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 “ making India as beautiful ’’.
AFFILIATE COMPANIES
16 | P a g e
Staples Future Office Products Private Ltd
At Big Bazaar Super Centre one can a find variety of Departments as shown below.
FOOD BAZAAR
GENERAL MERCHANDISE
HOME BAZAAR
FOOTWEAR
ELECTRONICS
Group Vision
Future Group shall deliver Everything, Everywhere, Every time for Every Indian
Consumer in the most profitable manner.
Group Mission
We share the vision and belief that 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, creating retail realty, making
consumption affordable for all customer segments - for classes and for masses.
We shall infuse Indian brands with confidence and renewed ambition.
We shall be efficient, cost- conscious and committed to quality in whatever we do.
We shall ensure that our positive attitude, sincerity, humility and united determination
shall be the driving force to make us successful.
Core Values
17 | P a g e
0. Indianans: confidence in ourselves.
1. Leadership: to be a leader, both in thought and business.
2. Respect & Humility: to respect every individual and be humble in our conduct.
3. Introspection: leading to purposeful thinking.
4. Openness: to be open and receptive to new ideas, knowledge and information.
5. Valuing and Nurturing Relationships: to build long term relationships.
6. Simplicity & Positivity: Simplicity and positivity in our thought, business and action.
7. Adaptability: to be flexible and adaptable, to meet challenges.
8. Flow: to respect and understand the universal laws of nature.
COMPETITORS INFORMATION
Shopper’s Stop
Westside
Lifestyle
RPG Retail
Primal
Copeland Mal
More
18 | P a g e
Most Preferred Multi Brand Food & Beverage Chain - Big Bazaar
Coca-Cola Golden Spoon Awards 2013
vi. Most Admired Food & Grocery Retailer Of The Year
vii. Most Admired Food Court
viii. Most Admired Food Professional
Retail Asia Pacific Top 500 Awards 2014
Asia Pacific Best of the Best Retailers – Pantaloons Retail (India) Ltd Best Retailer in India –
Pantaloons Retail (India) Ltd
The Retail Asia publication in association with Euro Monitor and KPMG honours the best
retailers in 14 countries across the Asia Pacific region. The awards were presented in
Singapore in October, 2014
19 | P a g e
2.3 THEORETICAL BACKGROUND OF THE STUDY:
INTRODUCTION
WINFRED ARTHUR JR. ET.L (MAY2003): The researchers have identified the
relationship between specified training designs and the evaluation features and also how they
effect on training and development in the organizations. That result suggests him a medium to
large effect size for organizational training. In addition, the training method used, the skill or
task characteristic trained, and the choice of evaluation criteria were related to the effectiveness
of training programs.
RAJA ABDUL GHAFOOR KHAN, ET.L (2011):This study had mainly focused on
understanding the effectiveness of Training and Development Programmes, On the Job
Training, Delivery style and Training Design on Organizational performance. Researchers
have pointed out on four most important aspects in organizational studies those are Training
and Development, On the Job Training, Training Design and Delivery style. These four aspects
have significant effect on Organizational Performance and all these have positively affected
the Organizational Performance.
20 | P a g e
(MUHAMMAD IMRAN, 2015): The main objective of this study is measuring the
significance of both Training & Development (T & D) and Employee Performance for the
businesses at all levels and in all sectors. Like banking, organization etc in order to know the
role of training at these sectors. Basic purpose of this study is to know how training helps to
improve the knowledge and performance of the employees and to know how it helps in making
strategies to reach the goals of organization.
DEBRA L. TRUITT (2011): This article deals with training and development professionals
to design, implement, and evaluate the effectiveness of training programs for to reduce disputes
in workplace performance. This study explores the relationships between training experiences
and attitudes about perceived job proficiency.
AIDAH NASSAZI, (2013): The main objective of this study was to evaluate the effects of
training on employee performance. It mainly focused particularly on identifying the training
programs, exiting in the organization, objective of the training offered, the methods employee
and effects of training and development on employee performance.
21 | P a g e
3. RESEARCH METHODOLOGY:
People need competencies to perform tasks. The nature of the job is constantly changing due
to changing in environment, technology, organizational goals and strategies. It has become a
challenging task for organizations in government sectors to cope up with growing competition
due to onslaught of organization.
In order to survive in this competitive era, the organizations have to focus on improving its
performance. Towards this end the organizations are running training and development
programs on a regular basis. If the organization is ineffective in implementing the training there
will be ineffective decision making, unable to meet the organization goals so I have chosen this
topic to know how effectively training is given to employees.
The procedure using, which researchers go about their work of describing, explaining and
predicting phenomena, is called Methodology. Methods compromise the procedures used for
generating, collecting, and evaluating data. Methods are the ways of obtaining information
useful for assessing explanation.
TYPE OF RESEARCH
The type of research used in this project is descriptive in nature. Descriptive research is
essentially a fact finding related largely to the present, abstracting generations by cross
sectional study of the current situation. It has been conducted, which helps in describing the
demographic characteristics of the sample.
Primary objectives:
To study the training and development program in future retail ltd at Attavara
Mangalore.
Secondary objectives:
To identify and examine the important factor that determines the employee satisfaction
towards the training.
To evaluate the employees level of satisfaction towards the effectiveness of training
program in company.
22 | P a g e
To determine the association between methods of training and its relevance to the work
place.
3.3 RESEARCH DESIGN
According to this study investigating was conducted for some definite purpose with
the help of a structural Questionnaire to gather primary information as much as
possible.
The proposed study is of Descriptive Research Design .This also known as statistical
research data and the population or phenomenon being studied.Descriptive research
answers the questions who , what, when.and how.
Data was collected using Questionnaire. This method is quite popular in case of big
enquires. Private individuals, research workers, private and public organizations and even
government are adopting it. A questionnaire consists of a number of question involves both
specific and general question related to Grievance Handling.
Sources of data:
The two sources of data collection are namely primary & secondary.
Primary Data:
Primary data are fresh data collected through survey from the employees using questionnaire.
Primary sources: sample of 60 collecting through questionnaire method and we used yes or no
and ranking scale questionnaire method for collecting the sample.
Secondary Data:
Secondary data are collected from books and internet. Secondary data is collected by referring
to the websites, previous research books.
Secondary sources: Used pro-quest for literature review and goggle for the further information.
23 | P a g e
SAMPLE SIZE: A sample of 50 employees in bigbazaar has been surveyed from all
departments by distributing the questionnaire. A personal interview has been conducted to get
opinion that helped to collect the data within a short span of time.
SAMPLE METHOD: A sample design is a finite plan for obtaining a sample from a given
population. The whole census is taken as a sample for this study as those were the only
respondents available in my sampling.
We collect data through structured questionnaire certified guide. And survey method
used was personal mall intercept. We collected information from employees. And area of study
is big bazaar Mangalore
Survey method:
The most widely used technique of gathering primary data is the survey method. The sources
are interviews personally at the place of work and also with questionnaires. It is a direct and
more flexible form of investigation involving face to face communication and through
structured recorded questionnaire filled in personally.
RESEARCH INSTRUMENT
QUESTIONNAIRE DESIGN:
A well-defined questionnaire that is used effectively can gather information on both overall
performance of the test system as well as information on specific components of the system. It
consists of both open ended and closed ended questions. The questions were arranged in proper
order, in accordance with the relevance.
RESEARCH HYPOTHESIS
Research hypothesis re the specific testable prediction me about the independent and dependent
variables in the study. Hypothesis are couched in terms of the particular independent and
24 | P a g e
dependent variables that are going to be used in the study. Research hypotheses of this study is
as follows.
H0: There is no significant relationship between the electiveness o training and development
and the job performance of the workforce.
H1: There is a significant relationship between the effectiveness of training and development
and the job performance of the workforce.
25 | P a g e
26 | P a g e
27 | P a g e
28 | P a g e
29 | P a g e
30 | P a g e
31 | P a g e
32 | P a g e
INFERENTIAL ANALYSIS
The questionnaire analysed through Microsoft excel analysis tool pack (Data Analysis) to
Carry out the testing of hypothesis using Two tailed t-test,
TABLE 20
33 | P a g e
34 | P a g e
35 | P a g e
5.2 RECOMMENDATION
As in Big Bazaar ,there are lots of new products comes in daily ,so employees
should get training on new product knowledge in store itself.
All of the employees from the fashion and apparel department need training on
display technique to attract more customers by creative displaying technique
and ultimate fashion senses.
The duration of the training session for gurukul and retail excellence should be
extended to more than 3 days or at most 7 days including store to visit for the
comparative analysis between BB and its competitors.
The trainers should teach the employees about better handling of customers with
the help of real life case studies and relevant examples.
36 | P a g e
5.3 BIBLIOGRAPHY
DEBRA, L., & TRUITT. (2011). THE EFFECT OF TRAINING AND EMPLOYMENT ON
EMPLOYEE ATTITUDE AS IT RELATES TO TRAINING AND WORK PROFICIENCY.
salisbury university, MD,USA .
KHAN, R. A., & FURQUAN AHMED KHAN, D. A. (2011). IMPACT OF TRAINING AND
DEVELOPMENT ON ORGANIZATIONAL PERFORMANCE. university of lahore
pakisthan global journal of management and business research .
37 | P a g e
38 | P a g e
39 | P a g e
40 | P a g e
41 | P a g e
Note: This service is not intended for secure transactions such as banking, social media, email, or purchasing. Use at your own risk. We assume no liability whatsoever for broken pages.
Alternative Proxies: