Future Group is one of India's leading business conglomerates led by Kishore Biyani. It operates various retail formats across India under brands like Big Bazaar, Food Bazaar, and Central. Future Group has a presence in consumer products, retail, fashion, finance, insurance, and other businesses. It aims to make quality products and services affordable for Indian customers through innovative retail formats. Future Group is committed to developing the Indian retail sector and empowering communities through job opportunities.
This document provides an executive summary and introduction to a research project report comparing Vishal Megamart in Sonepat, India. The report was submitted by 5 students under the guidance of an assistant professor. It discusses the growth of the retail sector in India and provides background on Vishal Retail Ltd's history since 1986. The report also reviews literature, discusses the research methodology, analyzes and interprets findings, lists complaints, and provides recommendations based on a questionnaire.
Big Bazaar is a large retail chain store in India operated by Pantaloon Retail (India) Limited. It provides a wide range of products across various categories at affordable prices under one roof. Big Bazaar aims to be the most customer-centric retailer by offering low prices, various promotional offers and discounts. It has over 170 stores across India and plans to expand further to reach more customers.
Big Bazaar is the largest hypermarket chain in India owned by Future Group. It began in 2001 with the opening of the first store in Kolkata. Big Bazaar offers a wide range of grocery, general merchandise, and other products under one roof. The intern worked at the customer service desk, sold Kurkure snacks, issued coupons, and assisted with human resources management during Big Bazaar's 5-day sales event. The experience provided exposure to retail store operations and customer and employee interactions.
Big Bazaar is a Indian retail chain founded in 2001 with headquarters in Mumbai. It has over 214 stores across 90 cities in India. The company was founded by Kishore Biyani and generates annual revenue of Rs. 6000 crores. Big Bazaar targets middle and upper middle class customers in India through a strategy of low prices. It positions itself as providing a high service, low price shopping experience for everyday items and aims to be the "Indian Walmart". The presentation provides an overview of Big Bazaar's business model, products, competitors, and key strategies around customer segmentation and supply chain management.
Big Bazaar Summer Internship Report MBA 2015-2017Khekuto V Sumi
This document is a declaration by the author Khekuto V Sumi stating that the project report titled "CUSTOMER BUYING BEHAVIOUR AND PREFERENCES WITH REFERENCE TO EXOTIC OIL PRODUCTS IN BIG BAZAAR, GUWAHATI, ASSAM" was written by them and has not been previously published or submitted elsewhere. It was undertaken as a partial fulfillment of an MBA program at ICFAI University Nagaland. The document also includes an acknowledgement thanking various individuals and organizations for their guidance and contributions to the project. It provides an abstract summarizing the research topic about customer buying behavior and preferences regarding exotic oil products at Big Bazaar stores in Guwa
Vicky L Yadav completed an internship at Big Bazaar in Gurgaon from March 10th to April 22nd 2013. During the internship, Vicky learned about inventory management, display strategies, loyalty programs like payback cards, and customer service. Through hands-on tasks and guidance from store managers, Vicky gained practical experience in retail operations and achieved learning objectives related to understanding retail management at Future Group. The internship provided valuable insights into Big Bazaar's processes and helped Vicky apply classroom knowledge in a work environment.
Shoppers Stop is a leading Indian retailer and pioneer of large format department stores in India. Founded in 1991, it now has over 38 stores across 17 cities. Shoppers Stop targets upper middle and upper class customers between 16-35 years old with a household income over Rs. 20,000. It operates department stores as well as specialty formats like Home Stop and owns the bookstore chain Crossword. Shoppers Stop aims to become a global retailer and bring international retail practices to India.
Big Bazaar is a chain of hypermarkets in India operated by Future Group. Founded in 2001 and headquartered in Mumbai, it has over 100 outlets across India. Big Bazaar offers over 20,000 products at low prices and aims to provide everything consumers need under one roof. It uses various marketing strategies like discounts, loyalty programs and celebrity endorsements to attract customers.
This document provides an overview of a study conducted on the financial performance of Big Bazaar located in Malleswaram, Bangalore. It includes sections on the introduction, industry profile, company profile, products offered, and competitors. The study was conducted by Biprojit Dey for his Master's degree in Business Administration from Bangalore University under the guidance of Professor Venkatraman Subramanian. It discusses Big Bazaar's organizational structure and various functional departments. The document also covers SWOT analysis, McKinsey 7 model discussion, research problems studied, findings, suggestions and conclusions.
Final report on Consumer Buying Behavior and Factors Affecting their Buying B...Pran Mahato
This document is a project report submitted by Pran Kumar Mahato to the Central University of Jharkhand in partial fulfillment of an Integrated Master of Business Administration degree. The report studies consumer buying behavior and factors affecting buying behavior at Big Bazaar in Bokaro, India. It includes sections on objectives, scope, importance, company profile, literature review, research methodology, analysis and evaluation, recommendations, and conclusions. The report was conducted under the guidance of Shikha Sharma, an HR executive at Big Bazaar.
Big Bazaar is a hypermarket retail chain founded in 2001 with headquarters in Mumbai. It has over 133 outlets across India and offers a wide range of products from various categories. Big Bazaar uses strategies like everyday low pricing and promotional pricing to attract customers. It is located in prominent shopping malls with good transportation access and parking facilities. The store layout, signage, and staff training are focused on providing a good shopping experience to customers.
Shoppers Stop is a leading Indian retail company known for its specialty stores of apparel, accessories, and household items. It aims to help customers buy products that suit their needs. Shoppers Stop is successful due to its wide selection of global and Indian brands, knowledgeable sales staff, and pleasant store environments. It currently operates 27 stores across India and plans to expand further. Key factors in its growth include understanding Indian customers, selecting popular brands, and providing a personalized shopping experience.
A STUDY ON CONSUMER SATISFACTION AT BIG BAZAARShashi Kishore
This document provides a summary of a study conducted on consumer satisfaction at Big Bazaar's Mayur Vihar store in New Delhi. It includes an introduction describing Big Bazaar and factors influencing customer satisfaction. The study objectives are outlined as well as the methodology, which involved collecting primary data through customer interviews. The document then presents an analysis of the data collected, including customer demographics, satisfaction with product price, quality, availability, store environment and staff. It finds that most customers are satisfied but some have issues with store navigation.
This document provides an analysis of Shoppers Stop located in Andheri, Mumbai. It discusses Shoppers Stop's vision, history, expansion across India, target customer profile, range of merchandise including clothing brands and private labels, loyalty program, international affiliations, acquisitions, supply chain management and future plans to position itself as a global retailer. It also includes a SWOT analysis of Shoppers Stop Andheri, highlighting strengths such as a strong domestic presence and loyal customer base, and weaknesses such as lesser promotional strategies compared to global competitors.
This document provides an overview of Shoppers Stop, an Indian department store chain. It discusses the company's history and operations, competitive strengths, growth strategies, and financial projections. Some key points:
- Shoppers Stop is a leading department store retailer in India with a strong presence in major cities.
- It enjoys advantages from its niche focus on department stores and loyal customer base.
- The company plans to expand into new retail formats like home improvement and hypermarkets to drive further growth.
- Given industry growth projections and Shoppers Stop's expansion plans, the author expects the company to achieve a 31.6% revenue CAGR over the next 3 years.
This a RPG group giant Spencer's Retail Ltd Summer Internship Report. this project is done for knowing the market potential and consumers preferences regarding Supermarket's/ Spencer's Retail of a particular area. if you need any help please contact me
This presentation provides an overview of Future Group and their Big Bazaar retail stores. It discusses their vision and mission to deliver affordable products to customers across India. Big Bazaar currently has over 214 stores across 90 cities, offering clothing, food, electronics and other products. It aims to create retail opportunities for both wealthy and low-income customers. The presentation also outlines the company's board of directors, financial performance generating $1.8 billion in sales annually, geographic presence in India, and awards/achievements in the retail industry.
This document provides information about a project conducted on consumer shopping behavior at Big Bazaar. It includes an executive summary that outlines the objectives, scope and key findings of the research project. The project was conducted under the guidance of Mrs. Meenal Pendse at Matrix Business School in Pune, India. It involved preparing a questionnaire and conducting a market survey to understand consumer behaviors and identify strategies to attract customers. The document also provides background information on Big Bazaar, Future Group, the Indian retail market scenario, and the current retail landscape in Pune.
Future Group is a leading Indian business conglomerate with multiple businesses in retail and consumption sectors. It owns and operates Pantaloon Retail, which operates over 12 million square feet of retail space in India. Pantaloon Retail's flagship brand Big Bazaar opened its 100th store in 2008, achieving the fastest organic expansion of a hypermarket. Future Group aims to make consumption affordable for all customer segments through trendsetting retail formats and building Indian brands.
Future Group is a leading Indian business conglomerate with multiple businesses in retail and consumption sectors. Retail is its core business, operated through Pantaloon Retail which has over 12 million square feet of retail space in India. Big Bazaar is Future Group's flagship hypermarket brand with over 100 stores across India. Future Group aims to make quality consumption affordable for all customer segments through innovative retail formats and by empowering Indian brands.
SUMMER INTERNSHIP REPORT ON FUTURE RETAIL LIMITED - HYDERABADkl university
The document provides an overview of Future Retail Limited, a leading Indian retailer. It discusses Future Retail's various business formats like Big Bazaar, Food Bazaar, and HomeTown that operate across over 17 million square feet of retail space in 102 cities. It also outlines Future Retail's focus on understanding Indian consumers and making products available across different store formats at affordable prices. Additionally, it describes Future Supply Chain Solutions which provides supply chain and logistics services to large corporations, and Future Learning which offers organizational training, higher education programs, and skill development.
1. The document provides an organizational study of Big Bazaar, a large retail chain in India, focusing on its store in Madurai.
2. It outlines the objectives and scope of the study, which is to understand Big Bazaar's retail operations and functions, specifically HR.
3. Big Bazaar is a subsidiary of Future Group and operates over 100 stores across India, providing a wide range of products at low prices based on the Wall-Mart business model.
This document is a project report submitted by Varun Bayla to Dezyne E'cole College on promoting a brand in digital marketing. It includes an introduction to management concepts, Future Group, Future Retail, and Hometown store. It outlines the objectives of the study, strategies used by Future Group for digital marketing, online selling and promotional activities. It also includes a SWOT analysis, recommendations, and conclusion on the internship project conducted at Future Retail to promote their brand through digital marketing.
This document provides an introduction and overview of Big Bazaar and D-Mart, two large retail chains in India. It discusses:
1) Big Bazaar is a hypermarket chain owned by Pantaloon Retail that combines aspects of Indian bazaars with modern retail. It has over 330 stores across India.
2) D-Mart is a discount retail chain founded in 2002 that focuses on offering products at low costs.
3) The document serves as an introduction to a research project comparing the promotional strategies of Big Bazaar and D-Mart and how they influence customers. Primary and secondary research was conducted, including surveys.
Hometown is a retail brand owned by Future Group that sells home furnishings and decor. It aims to make homemaking enjoyable for customers. To meet business goals and customer needs, Hometown must acquire and develop talent.
For talent acquisition, Hometown has a rigorous recruitment process involving multiple interviews to identify the best candidates for open roles. Talent development involves training employees to perform their roles and evaluating performance for bonuses or promotions. Hometown works to attract and retain talent through competitive pay, a good work environment, and opportunities for career growth.
The document provides an overview of research projects conducted on the promotional strategies of Big Bazaar and D-Mart stores. It includes introductions to both Big Bazaar and D-Mart, describing their histories, product offerings, and locations. The document outlines the research methodology used in the projects, including objectives, data collection methods, sampling, and data analysis techniques. It presents findings on the marketing strategies and promotional activities of the two stores, including their use of the marketing mix, promotions, organization structure, and factors influencing customer purchases.
(1) The document discusses customer relationship management (CRM) strategies implemented by Future Retail, India's largest retailer.
(2) Future Retail uses CRM to understand customer preferences, develop targeted offers across food, fashion, home goods and more, and acquire new customers through programs while retaining them with loyalty programs.
(3) Key elements of Future Retail's CRM strategy include using data to customize offerings for customers, omni-channel retailing enabled by technology, and customer engagement programs like weekly sales and loyalty cards with over 15 million members.
The document is an acknowledgement by Ashish Tiwari thanking various individuals and organizations who helped with the completion of his MBA project. It thanks Mr. Vivek Chaturvedi for sparing his time to guide the project. It also thanks the faculty of G.L.B.I.T.M and the staff of Big Bazaar for their assistance during the project work. Ashish completed a 1.5 month study of customer satisfaction at Big Bazaar as part of his MBA course requirements.
Visual Merchandising w.r.t. Pantaloons Retail India LtdShrestha Dey
The document provides information on Future Group, an Indian conglomerate operating in retail, supply chain, and logistics. It discusses the company's various business segments: [1] Future Retail operates retail chains like Pantaloon, Big Bazaar, and Food Bazaar; [2] Future Capital Holdings provides financial services; [3] The company has a BPO division for IT services; [4] It invests in new media and security management as well. The document outlines Future Group's mission to serve customers through innovative retail formats and brands, while ensuring efficiency.
Mullen Lowe Lintas Group is one of India's largest advertising agencies, operating since 1939. It has over 850 employees across seven divisions handling over 300 clients. The agency is known for managing five of India's top 10 most trusted brands and leading global campaigns for Unilever and Johnson & Johnson. It focuses on strategic planning, creativity, public relations, rural marketing, and digital services. The agency prides itself on its culture of creativity, talent development, and effective campaigns that have helped many brands achieve market leadership. Recent achievements include being ranked the #1 creative agency in the world for effectiveness in 2015.
Big Bazaar is India's number one retailer with 25 years of experience in retail. It has built strong emotional relationships with customers. The organization has a young workforce between ages 20-35 who are creative and help the company grow. Big Bazaar aims to be affordable and accessible to all sections of society through its hypermarket format.
This document discusses the training and development program at Big Bazaar. It begins with an introduction and declaration that the report is based on an original study conducted under the guidance of a professor. It then provides an acknowledgement and contents section before discussing the history and evolution of the retail industry in India. The retail industry is one of the largest and fastest growing industries in India, expected to rise 25% yearly driven by income growth, changing lifestyles, and demographics.
A projects report on effectiveness of retailing mix in big bazaarProjects Kart
This document is a project report on the effectiveness of the retailing mix at Big Bazaar, an Indian hypermarket chain owned by Pantaloon Retail. It provides background on Pantaloon Retail and Future Group, the parent companies of Big Bazaar. It then discusses Big Bazaar's products, departments, management style, strategy, and competitors. The report aims to analyze and evaluate Big Bazaar's retailing mix and provide recommendations for improvement.
IDA is an establishment that has been assisting entrepreneurs and businesses for over 40 years through consulting, training, and development services. Their vision is to help people and companies achieve their goals, while their mission is to raise the skills of young entrepreneurs to international standards to help existing businesses improve and grow. They offer a 5-step process of initial contact, meetings, proposals, research, and delivery to customize their approach for each client. Their services include consulting, recruitment, training, benefits and compensation, and marketing and merchandising support. Their goal is to help businesses reduce costs, manage risks, boost revenue, and transform into innovative leaders.
The document provides an overview of the internship experience of the author at Eli India. It discusses the company organization and describes some of the tasks and projects completed during the internship, including learning about promoting events using social media, analyzing social media activities, and collecting data from blogs. The document also provides definitions and descriptions of different types of social media.
The document provides information about Shoppers Stop Ltd., a leading retail company in India. It discusses:
1) Shoppers Stop Ltd. was established in 1991 by K Raheja Corp as one of India's first organized retail chains under the brand "Shopper's Stop". It has since expanded to over 30 stores nationwide.
2) Shoppers Stop retails a wide range of branded apparel, accessories, home products, and provides personal care services. It also operates specialty stores and launched an e-commerce site in 2008.
3) Shoppers Stop has several associate companies in related retail sectors like Hypercity, Nuance Group India, and Timezone entertainment centers, demonstrating its growth in the industry
Inplant Training at Big Bazaar - Belagavi by Anup GavaliAnup Gavali
This document provides an overview of Big Bazaar, a large retail chain in India. It discusses the company's history, vision, organizational structure, products/services, and financial performance. Key points include that Big Bazaar was founded in 2001 by Kishore Biyani as part of the Future Group. It has over 36,000 employees and operates numerous hypermarkets across India. The document also outlines a SWOT analysis and recommendations to address weaknesses like parking and targeting youth customers.
The role of the labour welfare officer evolved in 1931 from a royal commission aimed at protecting labourers. The officer is tasked with eliminating jobbery and indebtedness, developing and improving labour administration, and serving as a liaison between the state labour commission and factories/mines.
According to the Factories Act of 1948 and Mines Act of 1952, factories with 500+ workers and mines with 2,500+ workers must employ at least one labour welfare officer. The duties of the officer include supervising health, safety and welfare programs; advising managers on policies and statutory obligations; and liaising between workers, management and inspectors to enforce acts, resolve disputes and promote harmonious relations. Counselling workers on
This document outlines the stages of new product development including idea generation, screening, concept development, business analysis, product development and evaluation, development and evaluation of marketing mix, test marketing, and commercialization of the product. It also discusses factors related to the cost of production and marketing such as break even analysis, fixed and working capital, capitalization, sources of finance, and cost of capital. Finally, it describes the objectives of a legal feasibility analysis for a project which are to ensure the project is legally viable, facilitate risk management, and avoid major problems in the project's development and implementation.
Selection is the process of choosing the most suitable candidates for a job out of all applicants. It involves collecting relevant information on candidates through a series of steps to match their qualifications to the job requirements. The selection process is important to ensure careful hiring so the organization does not waste money and employees can contribute effectively. The process can be satisfied if the organization has the authority to select, standards for human resources, and a sufficient number of applicants. The long selection procedure involves multiple stages from an initial interview to a final approval and job offer.
This document defines learning and a learning organization. Learning is defined as a relatively permanent change in behavior or knowledge through practice or experience. A learning organization is defined as an organization that acquires knowledge and utilizes information to adapt to changing circumstances. The key characteristics of a learning organization include systematic problem solving, experimentation with new approaches, transferring knowledge, encouraging people, reviewing and providing feedback on performance, and using on-the-job training. Human resource professionals play an important role in developing collective intelligence, understanding the importance of knowledge, supporting learning and knowledge sharing, and enabling continuous improvement and innovation.
Coordination is the process of linking activities between departments that are interdependent on each other for resources and information. It provides unity of action toward a common purpose through orderly arrangement of group effort. Coordination is a managerial responsibility at all levels of management that is continuous, dynamic, and necessary for effective group efforts through pooled, sequential, or reciprocal interdependence. It can be achieved through rules and procedures, hierarchy, planning, liaison roles, task forces, and coordination departments.
The document discusses communication and defines it as a process where people share meanings via symbolic messages. It presents Shannon and Weaver's model of communication as well as two additional models that involve a sender, encoder, message, channel, receiver, decoder, and feedback. The document also lists several functions of communication such as informing, commanding, influencing, and integrating. Finally, it discusses principles of effective communication such as clarity, adequacy, timing, integrity, empathy, credibility, and listening.
Selection is the process of choosing the most suitable candidates for a job out of all applicants. It involves collecting relevant information on candidates through a series of steps to match their qualifications to the job requirements. The selection process is important to ensure careful hiring so the organization does not waste money and employees can contribute effectively. A proper selection process includes having the authority to select, standards for human resources, a sufficient number of applicants, and following steps like preliminary interviews, application forms, tests, employment interviews, medical examinations, reference checks, final approval, and employment offers.
This document defines learning and a learning organization. Learning is defined as a relatively permanent change in behavior or knowledge through practice or experience. A learning organization is defined as an organization that acquires knowledge and utilizes information to adapt to changing circumstances. The key characteristics of a learning organization include systematic problem solving, experimentation with new approaches, transferring knowledge, encouraging people, reviewing and providing feedback on performance, and using on-the-job training. Human resource professionals play an important role in developing collective intelligence, understanding the importance of knowledge, supporting learning and knowledge sharing, and enabling continuous improvement and innovation.
Coordination is the process of linking activities between departments that are interdependent on each other for resources and information. It provides unity of action toward a common purpose through orderly arrangement of group effort. Coordination is a managerial responsibility at all levels of management that is continuous, dynamic, and necessary for effective group efforts through pooled, sequential, or reciprocal interdependence. It can be achieved through rules and procedures, hierarchy, planning, liaison roles, task forces, and coordination departments. Key factors that enable coordination include clearly defined objectives, effective chains of command, group meetings, harmonious policies, sound organizational structure, leadership, and incentives.
The document discusses communication and defines it as the process by which people share meanings via symbolic messages. It presents Shannon and Weaver's model of communication as well as two additional models that involve a sender, encoder, message, channel, receiver, decoder, and feedback. The document also lists several functions of communication such as informing, commanding, influencing, and integrating. Finally, it discusses principles of effective communication such as clarity, adequacy, timing, integrity, empathy, credibility, and listening.
The role of the labour welfare officer evolved in 1931 from a royal commission to protect workers. The officer aims to eliminate jobbery and indebtedness, develop and improve labour administration, and serve as a liaison between workers and the state labour commission.
Factory and mines acts from 1948 and 1952 require factories with 500+ workers to have one welfare officer, and those with 2500+ to have additional officers. The duties of a labour welfare officer include supervising health, safety and welfare programs; advising managers on policies and statutory obligations; and liaising between workers, management, and inspectors to enforce acts and resolve disputes. Counselling workers on workplace stress has also become an important role of the labour welfare officer.
This document outlines the stages of new product development including idea generation, screening, concept development, business analysis, product development and evaluation, development and evaluation of marketing mix, test marketing, and commercialization of the product. It also discusses factors related to the cost of production and marketing such as break even analysis, fixed and working capital, capitalization, sources of finance, and cost of capital. Finally, it describes the objectives of a legal feasibility analysis for a project which are to ensure the project is legally viable, facilitate risk management, and avoid major problems in the project's development and implementation.
Certified Administrative Officer CAO.pdfGAFM ACADEMY
The Certified Administrative Officer (CAO) is a gold-standard certification awarded exclusively by the Global Academy of Finance and Management ®. Earning this designation demonstrates that you have skills and experience in office administration which includes events coordination, time management, resource management, Microsoft Office applications, and business communication.
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To apply: https://gafm.com.my/digital-certification/application-for-certification/
Understanding Bias: Its Impact on the Workplace and Individualssanjay singh
In the presentation, I delve into what bias is, the different types of biases that commonly occur, and the profound negative impacts they have on both workplace dynamics and individual well-being. Understanding these aspects is the first step towards creating a more equitable and supportive work culture.
Questions about Hiring for AI EngineeringBryan Bischof
This discusses the most important questions (and my answers) about hiring for AI Engineering teams.
It specifically discusses what attributes you should look for in hires, how to interview them, and what the team makeup should look like.
2. FUTURE GROUP
Future Group, led by its founder and Group CEO, Mr. Kishore Biyani, is one of
India’s leading business houses with multiple businesses spanning across the
consumption space. While retail forms the core business activity of Future Group,
group subsidiaries are present in consumer finance, capital, insurance, leisure and
entertainment, brand development, retail real estate development, retail media and
logistics led by its flagship enterprise, Pantaloon Retail, the group operates over 12
million square feet of retail space in 71 cities and towns and 65 rural locations across
India.
Headquartered in Mumbai (Bombay), Pantaloon Retail employs around 30,000
people and is listed on the Indian stock exchanges. The company follows a multi
format retail strategy that captures almost the entire consumption basket of Indian
customers. In the lifestyle segment, the group operates Pantaloons, a fashion retail
chain and Central, a chain of seamless malls. In the value segment, its marquee brand.
In 2008 Big Bazaar opened its 100th store, marking the fastest ever organic
expansion of a hypermarket. The first set of Big Bazaar stores opened in 2001 in
Kolkata, Hyderabad and Bangalore.
The group’s specialty retail formats include, books and music chain, Depot,
sportswear retailer, Planer Sports, Electronics retailer, Ezone, Home improvement
chain, Home Town and rural retail chain, Aadhar, among others. It also operates
popular shopping portal, futurebazaar.com. Future Capital Holdings, the group’s
financial arm provides investment advisory to assets worth over $1 billion that are
being invested in consumer brands and companies, real estate, hotels and logistics. It
also operates a consumer finance arm with branches in 150 locations. Other group
companies include, Future General, the group’s insurance venture in partnership with
Italy’s General Group, Future Brands, a brand development and IPR company, Future
3. Logistics, providing logistics and distribution solutions to group companies and
business partners and Future Media, a retail media initiative.
Future Group’s joint venture partners include, US based stationery products
retailer, Staples and Middle East based Axiom Communications.
Future Group believes in developing strong insights on Indian consumers and
building businesses based on Indian ideas, as espoused in the group’s core value of
‘Indianness’. The group’s corporatecredo is, ‘Rewrite rules, Retain values’.
Future Group was founded on a simple idea: Rewrite rules, retain values. This
fundamental belief created a new kind of marketplace, forever transforming Indian
retail. Today our core values continue to guide how we do business and improve the
quality of life of the people we serve.
At Future Group we are committed to being a catalyst of positive change in the
communities, societies and business sectors in which we operate. We envision India’s
transformation into the legendary 'Sone Ki Chidiya' (golden bird), taking wings once
again to reach greater heights.
We take pride in our Indianness. Our belief in inclusiveness for long-term sustainable
growth and economic prosperity evokes trust among consumers, employees, suppliers,
partners, shareholders and the community.
Our Values
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.
4. SERVICE PROFILE OF FUTURE GROUP
Future Retail (India) Limited
Home Solutions Retail India Limited
Future Brands Limited
Future Media (India) Limited
Future Supply Chain Solutions Limited
Convergem Communication (India) Limited
Pantaloon Food Product(India) Limited
Future Knowledge Services Limited
Future Capital Holdings Limited
Future Generali India Insurance Company Limited
Future Generali India Life Insurance Company Limited
Future bazaar India Limited
Winner Sports Private Limited
Staples Future Office Products Private Limited
Talwalkars Pantaloon Fitness Private Limited
Converge
Indus League Clothing
Galaxy Entertainment Corporation Ltd
Future Consumer Products Limited
Future Ventures India Limited
FootMart Retail .
7. CORE VALUES
Indianness: Believing in the Indian way and in oneself
Leadership: In thought and in business
Respect& Humility: In dealing with everyone within & outside the
organization
Introspection: Forcontinuous learning, self-development and personal
excellence
Openness & Adaptability: Open to new ideas, knowledge and
proactive in meeting challenges emerging from changing business
scenarios
Valuing and Nurturing Relationships: With customers, business
associates, stakeholders, communities and society
Simplicity & Positivity: To foster innovation, speed and imagination
Flow:Learn and be inspired from the universal laws of nature
10. CUSTOMER SERVICE
The support services that a retailer offers have become very important today. The
credit policies and the product returns policies need to be clear marketing, buzzwords
in the industry today and all these are aimed at enhancing customer service.
In the Big Bazaar, the product range is good and availability of the products is very
easy. Bag Bazaar provides the low price comparison to the other retailers.
Big Bazaar provides the good services to their customer like; baggage counter,
parking, product, help line, etc.
FUTURE GROUP ADVANTAGE
EMPOWERING PEOPLE
Future Group’s diverse people initiatives are aimed to attract, motivate and empower
our employees in many ways.
These include:
Shishya
An initiative that provides an opportunity to develop and enhance skills and
knowledge through various educational and learning programs.
Seekho
An initiative, aimed at encouraging employees who are consistent performers to fast-
track their career growth by completing their higher education (MBA) in the retail
domain.
Happiness Index Program
A priority initiative aimed towards building a culture of employee-level conversations
to achieve happiness through sensitivity and empowerment.
Vidyarambh
‘The festival of learning at our stores’ is aimed at building a culture of a knowledge-
led organization.
Suprabhat
11. A residential program that has Processes& Games, Guided Meditation, Power
Breathing Techniques, Understanding Bias Barriers & Nature of the Mind. Combined
with timeless wisdom and innovative, contemporary management techniques, the
program helps employees explore their inner-self in collaboration with the Art of
Living Foundation.
L.E.A.P
Our Leadership Excellence Advancement Program identifies and develops an
individual’s leadership potential.
Idea Board
Unlike a "suggestion box", the Idea Board is an open forum that offers a platform for
employees to voice their ideas openly.
GENISIS
Future Group’s Management Trainee Program aims to develop trainees into future
leaders at the company through on-the-job training, project work and functional
implementation.
FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
1. JOB ANALYSIS AND JOB DESIGN:
Job analysis is the process ofdescribing the operations, duties and responsibilities of
the job. In order to recruit retail employees on a scientific and rational basis, it
becomes necessary to determine in advance a standard of personnel with which
interested candidate can be compared. This standard must establish the minimum
acceptable qualities necessary for the accomplishment of tasks by retail employees.
Simple stated, the process through which these qualitative requirements (standards)
are determined is known as Job analysis.
Hence, job analysis is a data collectionfunction performed by the HR
department that includes the following steps:
12. The above mentioned steps are discussedas under:
(i) Collectionof factual materials:
The first step of job analysis process includes collecting factual information relating to
the job.
THIS TASK IS USUALLY ACCOMPLISHED IN FOUR
WAYS:
(a) With the help of structured questionnaire
(b) Using narrative descriptions
(c) Observations, and
(d) By interviews
13. 2. RECRUITMENT AND SELECTION OF RETAIL
EMPLOYEES:
The success ofa retail organization largely depends upon the team of efficient store
employees who are chosenout of a number of applicants for the job. Recruitment is a
very first step in the employment process, which aim at obtaining and maintaining an
efficient store staff (floor employees) as a means of achieving sales targets.
14. 3. TRAINING AND DEVELOPMENT:
After selecting the most suitable and eligible candidates in the organization, the next
step of HR department are to arrange for their training. All types of jobs require some
type of training for their efficient performance and therefore, all employees, new or
old should be trained or re-trained from time to time.
Further, the way new and new retail formats are emerging, new developments are
taking place throughout the globe, it becomes imperative for any retail organization to
systematically plan for the training program aiming at increasing the knowledge,
skills, abilities and aptitude of employees to perform the new competitive tasks.
4. PERFORMANCE MANAGEMENT:
After selected, training and motivation, the next task, a HR manager has to perform is
to evaluate the personality and performance of each employee by quantitative factors
(such as targets achieved). In actual, with the help of performance management, the
management through HR department would like to find out how effective it has been
hiring and placing employees. Performance management allows retailers gain access
to the reliable, timely information that drives better decisions.
The term ‘performance management’ and ‘performance appraisal’ are used
synonymously by few authors and subject experts. But the retailers throughout the
globe believe that performance management is a broaderterm that may include
performance appraisal too.
15. A TYPICAL PERFORMANCE MANAGEMENT SYSTEM
INVOLVES FOLLOWING ACTIONS:
(i) To develop job descriptions clearly.
(ii) Selecting right employees at right jobs with right selection process.
(iii) To negotiate requirements and accomplishment based performance standards,
outcomes and measures as and when required.
(iv) To provide appropriate training, education and induction.
(v) To facilitate ongoing coaching and feedback.
(vi) To conductquarterly/half yearly performance development discussions.
(vii) To design appropriate compensation and appraisal system that rewards
employees for their outstanding contributions.
(viii) To provide career development opportunities for employees.
(ix) To assist with exit interviews to understand why loyal employees leave the
organization.
16. 5. COMPENSATIONAND BENEFITS:
Compensation and benefits represent a substantial part of total costin most of the
organizations. Compensation is not only the concernof the organization but is equally
important for the workers and employees to maintain their social image.
The main objective of such compensation and benefits are to control the costs, to
establish a fair and equitable remuneration to all, to utilize the compensation and
benefits device as an incentive for greater employee productivity and to establish a
satisfactory public image.
Hence, it becomes imperative for the HR department of any retail business to have
clear-cut policy guidelines regarding employees’ compensation and various benefits.
For effective implementation of compensation plans, HR department should be aware
about the benefits given to the employees in similar kind of organizations.
The attitude of the employees towards his employer will usually be determined by the
extent to which he/she is satisfied with the wages he/she is getting, though it is not the
only reason for employee satisfaction. Even motivation comes after an employee is
satisfied with his/her basic compensation. It is also the best way to satisfy the
employee at the lower and middle level of management
17. EMPLOYEE SPLIT UPS
SUPPORT FUNCTION
DEPARTMENTS EMPLOYEES
STORE KARTA 1
ASSISSTANT STORE KARTA 1
HUMAN RESOURCE DEPARTMENT
SENIOR MANAGER 1
ASSISSTANT HR 1
OPERATION FUNCTION
COMMERCIAL 2
EXPERIENCE ZONE 2
FASHION 30
FOOD 31
FOOTWEAR 3
HOME ESSENTIALS 2
HOME FASHION 4
HOME ZONE 11
HOMEWARD 10
LEISURE 5
LIBERATION ZONE 3
MULTIPLE CATEGORY 1
OPERATIONS 1
SCM / WAREHOUSE 1
STORE 1
SUPPORT SERVICES 35
T24 4
18. CONCLUSION
Big Bazaar is the leading retail chains in the country and is growing with everyday,
especially in the food product category. With more and more new entrants into the
Indian retail market, Big Bazaar is finding it hard to squeeze out more discounts for
customers than its competitors and yet maintain profit. As such it depends heavily on
a highly-efficient supply chains to procure and deliver its products of best quality at
the cheaper rates. Currently, Big Bazaar manages 30 different supply chains spanning
4 different categories – food, fashion, home and general merchandising, out of which
food supply chain is the most crucial, as it is the most unorganized yet an untapped
source of huge profit margins. Even the food supply chain is different for 3 different
categories – farm fresh products, cold-chain and FMCG products, each having
different distribution networks. Although the existing supply chains are highly
efficient but yet a lot of improvements can still be made by introducing more
technologies and IT in procurement and distribution. The future aspects of food
supply chain lies on the perils of freezing fruits and vegetable prices, vegetable stock
exchange, managing the products by themselves, partnering with dairy farms or
plants, and have direct distribution from manufacturers such as P&G, who directly
distribute products to the retail shops ,eliminating distributors and wholesalers. The
food supply chain especially the cold-chain sector in India is an unexplored mine,
which if explored properly, can reap gold for all retailers, customers and farmers.