manish research project

8/2/2019 Manish Research Project

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A RESEARCH REPORT ONEMPLOYEES SATISFACTION

ON

Pantaloon Retail (India) Limited a Future GroupVenture

Submitted in Partial Fulfillment ofMASTER OF BUSINESS ADMINISTRATION (MBA) PROGRAMME

Under U.P. Technical University, Luck now.

UNDER THE GUIDENCE OF:

FACULTY GUIDEMR.MUKESH SRIVASTAVA

ASSIS.PROFESERAMBALIKA INSTITUTE OF MANAGEMENT & TECHNOLOGY, LUCKNOW

SUBMITTED BY

MANISH KUMAR SRIVASTAVAMBA IV SEMESTER

AMBALIKA INSTITUTE OF MANAGEMENT AND

TECHNOLOGY Maurawa Road, Mohanlal Ganj, Lucknow.


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RESEARCH PROJECT

PROJECT TITLE: EMPLOYEES SATISFACTION

COMPANY: FUTURE GROUP

INTERNAL GUIDE: MR.MUKESH SRIVASTAVA

ASSISTANT PROFESSER,

AIMT,MOHANLALGANJ,

LUCKNOW.(UP)

SUBMITTED BY

NAME: MANISH KUMAR SRIVASTAVA

INSTITUTE: AMBALIKA INSTITUTE OF MANAGEMENT &

TECHNOLOGY, LUCKNOW.

ROLL NO: 0936370030


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PREFACEIn spite of the theoretical knowledge gained through classroom study, a person is

incomplete if not subject to practical exposure of real corporate world and may have to

face hurdles, which will be difficult to overcome without any first hand experience of

business.

In this context two months summer training has been design to make the person aware of

happening of the real business world .The report, entitled HR Initiatives has been doneby me at Future Group.


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ACKNOWLEDGEMENT

This project has been a great learning experience for me and I would like to express my

gratitude towards all the people who guided me throughout, and without whose guidance

and support, this project would not have been completed successfully. It is not possible to

mention the names of all the people who came as more than help for me during the

project. Nevertheless, I cannot stop myself from explicitly coming out about some, who

have guided me through out the project.

I would like to thank FUTURE GROUPE COMPANY for giving me the opportunity to

work then and gain first hand practical knowledge of the corporate sector.

I am really out of words to express my heartfelt gratitude to FUTURE GROUPE

COMPANY, Contribution has been outstanding, as regards invaluable advice on all

aspects of the project, irrespective of the specialty boundaries. I wouid like to give thanks

to Mr.Mukesh Srivastava who stood as an embodiment of inspiration during my entire

stay with the company. I am also thankful to him for showing confidence in me and

providing this opportunity.

I am also thankful to Mr. Ashwin Dubey HOD of MBA department of AIMT, Lucknow

with his very beneficial for me to understand and design the strategy of the project and

also me for his invaluable support through out the project.

Back at the institute, I found my faculty to be obliging, catering to the academic aspects

of the project. My internal guide Prof. Mukesk Srivastava helped me on each occasion

she as sort for. He has been a source of knowledge and inspiration.


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To sum up, my experience with FUTURE GROUPE COMPANY has been a valuable

one. The value addition was enormous and impact long lasting. I thank every one once

again.


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DECLARATION

I MANISH KUMAR SRIVASTAVA declare that the project report entitled

Employees Satisfaction A Study at Pantaloon Retail (India) Limited a Future

Group is an original and bonafide work .This is being submitted in the partial fulfillment

of the requirement for the award of degree of the Master of Business Administration

(Kipm-College Of Management). The matter embodied in this report has not been

submitted for the award of any other degree or diploma.

MANISH KUMAR SRIVASTAVA


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EXECUTIVE SUMMARY

Organizations are social systems, which consist on interacting with another. Managers

need to understand the variety of human behaviors that are within the organization to

maintain an effective environment and they must focus on individual needs. Many

managerial styles are in the business world today. Therefore, a manager must find the

right style for them and the corporation.

Employees are not afraid to explain their needs. A few needs are job satisfaction, job

enrichment, incentives either with pay or other bonuses, recognition, special privileges

and an effective environment. The behaviors within the Organization behavior is

composed of several behavioral sciences like; psychology, sociology, anthropology and

practicing managers. Managers need to keep an open mind to all the sources of

information that gives insights to understanding human behavior. A motivated employee

is an effective employee. Managers can enhance motivation through job satisfaction.

Motivation is based on meeting employee needs.

Employee satisfaction is a measure of how happy workers are with their job and working

environment. Keeping morale high among workers can be of tremendous benefit to any

company, as happy workers will be more likely to produce more, take fewer days off, and

stay loyal to the company. There are many factors in improving or maintaining high

employee satisfaction, which wise employers would do well to implement.


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The employee satisfaction is respect for workers and the job they perform. In every

interaction with management, employees should be treated with courtesy and interest. An

easy avenue for employees to discuss problems with upper management should be

maintained and carefully monitored. Even if management cannot meet all the demands of

employees, showing workers that they are being heard and putting honest dedication into

compromising will often help to improve morale.


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INDEX

TOPIC PAGE NO.

Acknowledgement 4

Declaration 6

Executive Summary 7

Purpose of study 10

CHAPTER 1: Introduction

History of Company 15

Industry profile 17

Project Details 23

Objective of Employees satisfaction 24

CHAPTER 2 : Collection and Analysis of information

Research Methodology 34

Research Design 35

Data Collection 36

Sampling Method 37

Limitations 39

CHAPTER 3 : Project findings and recommendation

Findings 65

Conclusion derived from Data Analysis 66

Recommendation 69

BIBLIOGRAPHY 72

ANNEXUR 73

Questionnaire 74


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PURPOSE OF STUDY

A positive work environment starts with people having a clear sense of purpose

and direction, as well as having the opportunity to participate, engage and be

involved in that process. This includes giving your staff some degree of self-

determination, and making sure they know their objectives and specific goals.

An open environment of feedback, support and challenge from their boss and

from the people around them is vital. We all spend a lot of time at work but if

there is a clear sense of success, output and delivery connected to a clear goal and

purpose then people will feel a lot more engaged and committed to what they are

doing. Essentially, the overall workforce will be highly motivated if the alignment

between what the organization is trying to achieve as a whole and what the

individual employee is trying to do within their particular role is strong and

coherent.

As well as pay levels, research by the Corporate Leadership Council (CLC) found

that people also joined organizations on the basis of career opportunity,

organizational stability and its future prospects.


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NEED OF THE EMPLOYEE SATISFACTION

The satisfied, motivated employees facilitate higher customer satisfaction and, in turn,

positively influence organizational performance. Organizations that invest in measuring

employee opinions and attitudes, by incorporating Employee Satisfaction Surveys into

their existing HR processes, can develop such a workforce.

More Accurate Perspective

Organizations can attain clearer perspective on how their employees prioritize and rank

the importance and value of topics such as corporate benefits, versus compensation,

versus career development.

.

Increased Employee Loyalty

By quantifying and analyzing employee attitudes and opinions, enterprises can identify

problem areas and develop solutions that create a supportive work

environment and foster a motivated, loyal workforce.

Training Needs Assessment

Employee Satisfaction Surveys help to develop individual goals and career potential.

With more insight into employee opinions and attitudes, management can establish

effective professional development initiatives.


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Improved Customer Service

Because motivated employees are critical to improved organizational initiatives, such as

increasing customer satisfaction, enterprises that value and strive for greater Employee

Satisfaction ultimately create higher customer satisfaction.

ADVANTAGE OF THE EMPLOYEE SATISFACTION

Employee Satisfaction with consumer-driven plans is high. Benefits employee

cite of choosing consumer-driven plans are:

Increased awareness of benefits and cost, which promotes positive behavior

Changes.

Greater personal investment in their healthcare decision because they manage

account balances.

More control of their choices.

Web- based tools that offer valuable provider quality and personal health

information.

Improve employee motivation and retention.

Improve employer branding.


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In the project a Questionnaire was prepared and was asked and fill by the Team member

in the BIG BAZZAR NOIDA. The questionnaire had two parts:

Personal Information

Information about the company/individual

The questionnaire was asked and fills by the 60 Team member but 45 responded out of

them.


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INTRODUCTION

THE HISTORY OF THE COMPANY

Pantaloon Retail (India) Limited is Indias leading retailer that operates multiple retail

formats in both the value and lifestyle segment. Kishore Biyani is Known as India s

King of Retail. Pantaloons headquarter is in Mumbai. The company currently operates

over 5 million square feet of space and has plans to increase it to 30 million sq. ft by

2011. Pantaloon has to open over 3000 new stores by 2010.Pantaloons origin can be

traced to 1987 when the company was incorporated as Manz Wear Private Limited.

The company launched Pantaloons trouser, Indias first formal trouser brand. In 1992 ,

Pantaloon launched its IPO. BARE Indian Jean brand launched 1989-90 ,John miller-

Shirt inspired by America - Formal shirt in popular segment launched 1993-94

Distribution of branded garments through multi-brand retail outlets across nation and

exports of garments 1993-94.

The Pantaloon ShoppeExclusive menswear store in franchisee format launched across

nation 1993-94Big Bazaar , Indias First hypermarket chain was launched. In 2002, Food

Bazaar , the supermarket chain was Launched. In 2006 , Future Capital Holding, the

companys financial arm launched real estate funds, Kshitij and Horizon and private

equity fund In division.


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MISSION OF PANTALOON RETAIL(INDIA) LIMITED A FUTURE

GROUPE

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

of 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 renamed ambition.

We shall be efficient, cost-conscious and committed to quality in whatever we do.

We shall ensure the our positive attitude sincerity, humility and united

determination shall be the driving force to make us successful.


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INDUSRY PROFILE

INCEPTION

Future Group is one of the countrys leading business groups present in retails, asset

management consumer finance, insurance, retail media, retail spaces and logistics. Future

Group is present in 61 cities and 65 rural location. The groups flagship company,

Pantaloon Retail (India) Limited operates over 10,000,000 square feet (930,000 m2) of

retail space; has over 1,000 stores and employs over 30,000 people. Some of its leading

retail formats include Pantaloons, Big Bazaar, Central, Food Bazaar, Home Town,

EZone, Depot, Future Money and online retail format.

Future Group Companies includes, Future Capital Holdings, Future Generally India,

Indus League Clothing and Galaxy Entertainment which manager Sports Bar, Brew Bar

and Bowling Co. Future Capital Holdings, the groups Financial arm, focuses on asset

management and consumer credit. It manages assets worth over $ 1billion that are being

invested in developing retail real estate and consumer-related brands and hotels.

The groups joint venture partners include Italian insurance major Generally, French

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

Lee Cooper and India-based Jaywalkers, Blue Food and Liberty Shoes.

Future Groups vision is to, Deliver Everything, Everywhere, Every time to Every Indian

Consumer in the most profitable manner. The group considers Indian-ness as a core value

and its corporate credo isRewrite rules, Retain values.


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COMPANY TIME LINE

Major Milestones

1987

Company incorporated as Manz Wear Private Limited. Lunch of Pantaloons trouser,

Indias first formal trouser brand.

1991

Launch of BARE, the Indian jeans brand.

1992

Initial public offer (IPO) was made in the month o May.

1994

The Pantaloon Shoppe-exclusive menswear store in franchisee format launched across

the nation. The company starts the distribution of branded garments through multi-brand

retail outlets across the nation.

1995

John Miller- Formal shirt brand Launched.

1997

Pantaloons- Indias family store Launched in Kolkata.

2001

Big Bazaar, Is se sasta aur accha Kahi nahin-Indias first hypermarket chain Launched.

2002

Food Bazaar, the supermarket chain is launched.


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2004

Central- Shop, Eat, Celebrate In The Heart Of Our City- Indias first seamless mall is

launched in Bangalore.

2005

Fashion Station- the popular fashion chain is Launched

Alla little largeexclusive stores for plus- size individuals is launched

2006

Future Capital Holdings, the companys financial arm launched real estate funds Kshitij

and Horizon and private equity fund In division. Plans forays into insurance and

consumer credit. Multiple retail formats including Collection i, Furniture Bazaar ,Shoe

Factory, Zone, Depot and futurebazaar.com are launched across the nati

2007

Images Retail Awards:

1. Most admired retail face of the year: Kishore Biyani

2. Most admired retailer of the year : Large format, Multi product store: BIG

BAZAAR.

3. Most admired retailer of the year : Food and Grocery: FOOD BAZAAR.

4. Most admired retailer of the year: Home $ office improvement: Home Town.

5. Most admired retail company of the year: Pantaloon Retail (India) Ltd.


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NATIONAL RETAIL FEDERATION AWADS:

International Retailer for the year 2007- Pantaloon Retail (Indian) Ltd.

WORLD RETAIL CONGRESS AWARDS:

Emerging market retail of the year 2007- Pantaloon Retail (India) Ltd.

HEWITT BEST EMPLOYERS 2007:

Best employers in India (Rank 14th )- Pantaloon Retail (India) Ltd

PC WORLD INDIAN WELSITE AWARDS:

Best India website in the shopping Category- Future Bazaar.Com.

Coca-Cola Golden Spoon Awards 2008:

Were given away for the first time as a culmination of the Food Forum India 2008.


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ACHIEVEMENTS: (2007-2009)

The company has achieved significant milestones during the year under review:

Financials Achievements of Big Bazaar

FULL YEAR ABP (2007-2008) = 63.66CR

ACHIEVED (2007-2008) = 66.56

THIS YEAR ABP (2008-2009) = 78.91CR

Board of Directors

Anju Poddar : Independent Director

S . Doreswamy : Independent Director

Rakesh Biyani : Wholetime Director

Gopikishan Biyani : Wholetime Director

Shailesh Haribhakti : Independent Director

Kishore Biyani : Managing Director

Ved Prakesh Arya : Operations & COO

Darlie Koshy : Independent Director

Bala Deshpande : Independent Director

Anil Harish : Independent Director

Anju Poddar : Independent Director

S . Doreswamy : Independent Director

Rakesh Biyani : Wholetime Director

Gopikishan Biyani : Wholetime Director

Shailesh Haribhakti : Independent Director

Kishore Biyani : Managing Director

Ved Prakesh Arya : Operations & COO

Darlie Koshy : Independent Director

Bala Deshpande : Independent Director

Anil Harish : Independent Director

Board of

Directors

Board of

Directors


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Event Achiement Target Duration

FLAT 50% OFF 113% 1.10 CR

6 May to 9May

2007

5 Din Mahabachat 102% 2.69 CR

11Aug to

15Aug2007

DEEPAWALI DHAMAKA 129% 6.69 CR

29Oct to

9Nov2007

MANO YA NA MANO 115% 2.80 CR

15thDec to 31st

Dec2007

SABSE SASTE 3 DIN 105% 2.70 CR

25th Jan to 27th

Jan

EXCANGE OFFER

NOT

SPECIFIC

3rd Feb to 14th

Mar

CITY ANNIVERSARRY OFFER 109% 2.70 CR 11th to 20th April

HABACHAT OFFER 89% 3.10 CR 13th to 17th Aug


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COMPETITOR OF FUTURE GROUP

1.RPG

2. Reliance Retail

3. Life style

4.Vishal Megamart

PROJECT DETAILS

EMPLOYEES SATISFACTION

The company to maintain a standards & increase productivity by motivating the

employees. This study tells us how much the employees are capable & their interest at

wok place? What are the things still to be satisfy to the employees. Although "human

resource" are the most important resources for any organization, so to study on

employees satisfaction helps to know the working conditions & what are the things that

affects them not to work properly. Always majority of done by the machines/equipments

but without any manual moments nothing can be done. So to study on employee

satisfaction is necessary.

Employee satisfaction is a measure of how happy workers are with their job and working

environment. Keeping morale high among workers can be of tremendous benefit to any

company, as happy workers will be more likely to produce more, take fewer days off, and

stay loyal to the company. There are many factors in improving or maintaining high

employee satisfaction, which wise employers would do well to implement.


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OBJECTIVE OF THE EMPLOYEES SATISFACTION

The value of the five is employees satisfaction.

Interesting work.

No one wants to do the same boring job over and over, day after day. Although any job

will require some repetitive tasks, all jobs should include at least some parts that are of

high interest to employees.

Information.

Information is power and employees want to have the information they need to know to

do their jobs better and more effectively. And, more than ever, employees want to know

how they are doing in their jobs and how the company is performing overall. It is vitally

important to open the channels of communication in an organization to allow employees

to be informed, ask questions, and share information and to inspire them to share the

vision of the company.

Involvement.

Managers today are faced with an incredible number of opportunities and problems and,

as the speed of business continues to increase, the amount of time that they have to make

decisions continues to decrease. Involving employees in decision-making, especially


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when the decisions affect them directly, is both respectful and practical. Not only do

those closest to the problem typically have the best insight as to what to do, involving

them in decision-making will increase their commitment and improve the success of

implementing new ideas or change. Similarly, management needs to follow through on

promises and live the values they preach.

Independence.

Few employees want their every action to be closely monitored. Most employees

appreciate having the flexibility to do their jobs as they see fit. Giving employees latitude

increases the chance that they will perform as desired, as well as bringing additional

initiative, ideas, and energy to their jobs. Employees also need to be encouraged to

achieve their best potential.

Increased visibility.

Everyone appreciates getting credit when it is due. The occasions to share the successes

of employees with others are almost limitless. Giving employees new opportunities to

perform, learn, and grow as a form of recognition and thanks is highly motivating for

most people.

NEED OF THE EMPLOYEE SATISFACTION

This is a fairly simple tip. There are two questions to ask yourself.


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Do you have employees?

Do you know how they feel about their jobs and their work environments?

If the answer to the first question is yes and the answer to the second question is no, you

need to conduct an employee satisfaction survey, even if you have only a few employees

and gather the information through informal discussions.

The urgency of the matter is another thing entirely. The need to survey is greater when

one or more of the following factors are present.

1. Rapidly growing organization.

When an organization is growing quickly, it is critical to find out how employees

feel about their jobs, the organization, and their fit and future within it.

2. High or growing turnover rate.

While some industries have a naturally high turnover, growing turnover is a

problem for any organization. If your absolute level of turnover exceeds the

industry average, you have a problem that an employee satisfaction survey is

the first step to solving.

3. Excessive rumors.

A strong rumor mill is symptomatic of other problems in the organization. These

can include communications, trust, and fear. Only a survey can uncover the extent

to which any of these issues exists.


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4. Planned or recent organizational changes, including change of

leadership.

Change can be difficult for many people. If not handled properly, productivity and

profits can decline.

5. Highly competitive industry.

In a highly competitive industry, turnover minimization and productivity and

creativity maximization are keys to success. Staying in touch with employees is

necessary to facilitate continued competitiveness.

6. Contemplated changes in pay and benefits.

You must know what needs to be "fixed" and how much "fixing" it needs to

maximize return on invested money and people resources.

ADVANTAGE OF THE EMPLOYEE SATISFACTION

Employee Satisfaction with consumer-driven plans is high. Benefits employee

cite of choosing consumer-driven plans are:

Increased awareness of benefits and cost, which promotes positive behavior

Changes


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Greater personal investment in their healthcare decision because they manage

account balances

More control of their choices

Web- based tools that offer valuable provider quality and personal health

information.

Improve employee motivation and retention.

Improve employer branding

DISADVANTAGE OF EMPLOYEES SATISFACTION

Creates challenges for supervisors who must manage their areas during the leave

time and provide the same quality of service to customers.

May make coverage for technical positions or positions working alternate shifts

more difficult during the leave period.

Subjects the department to unplanned costs or impacts productivity if there is a

need to provide additional coverage during the leave period or to train existing

staff to provide coverage.

Reduces the employee's salary, some benefits, leave accruals, and the security of

his/her position.

Employee morale is often affected by frequent reassignment because the

employee may feel that management is using him or her. Clear and positive

communication is essential in these situations.


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Managers must monitor the assignment and determine a course of action should

the assignment become permanent.

Requires supervisors to closely monitor staffing levels so as not to compromise

service or to inadvertently incur overtime costs.

Employees who have been receiving premium overtime or working second jobs

on an on-going basis may feel entitled to extra pay; taking away the opportunity

to earn extra money could negatively impact morale.

Can become expensive if lots of non-exempt workers become eligible for time-

and-one-half compensation.

Managers will need to provide the same level of service to customers with a

reduced staff.

Productivity and morale of the remaining employees would be affected by the fear

of a temporary layoff.

This option is a negative recruitment and retention tool.

Good employees could be lost by securing employment elsewhere.

HOW TO KEEP EMPLOYEES SATISFACTION WITHEN YOUR

ORGANIZATION

How much do you think it costs to train a new employee? The costs involved with hiring

and training employees, called replacement costs can be up to 150% of the salary.


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Companies don't always see the relationship between recruiting and retention, which is

crazy" Branch, Retention does not mean to keep every employee, but it means to keep

the good ones that are making a difference within the organization.

It is important to try and retain employees. Managers can do this through incentives,

effective communication and the feeling of being appreciated. Provide the employee

with job satisfaction, satisfying duties and expand their knowledge of the organization.

Make employees feel like they are important.

Retention is not part of human resources. It is the manager's responsibility to provide

employees happiness. I believe that retention is an important issue for all organizations

in today's society. As a manager, you must keep employees involved within the

organization. Maintaining effective communication and provide updates on the

organizations performance.

If employees feel like they are a necessary function, they will choose to stay with the

organization and do their best. Managers can use incentives for maintaining employee

satisfaction and motivation. Once again, a satisfied employee is a valuable employee.

Retention and motivation provide organizational success. Retention of employees allows

your organization to focus on operations and deal with employee-employer relations.

Retain employees through incentives, effective communication and the feeling of being

appreciated. Retaining employees increases your chances of satisfying customers with

accurate and knowledgeable advice.


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EMPLOYEES SATISFACTION WITH BUSINES

How do we balance employee satisfaction and business

performance?

1 - Be careful what you measure

What gets measured, gets managed. If your measures of employee engagement are really

measurements of satisfaction, you may find yourself focusing your resources on the

wrong issues. For example, measuring how many people are thinking of leaving an

organization could be very misleading. If very few are leaving, perhaps they are very

comfortable, rather than very motivated.

2 - Goals not Work

Just giving people more work rarely makes them feel better unless they were very bored

in the first place. Giving people additional meaningful goals can motivate them to take on

more work as well as make them feel more responsible and important. Put simply - work

is pressure, goals are responsibility .


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3 - Engagement not Satisfaction

Employees may be satisfied simply because the terms and conditions are much better

than other work they could find in the area. Engaged employees are committed to the

organization and its goals. Find measures that will reflect commitment to your

organization. Examples might be: contributing new ideas; giving extra time on occasions;

helping out with community support programmers; recommending new employees.

4 - Communicate the organizational goals

Employees cannot be committed to the success of the organization if they don't know

what it's trying to achieve. No matter how large or small your company, don't leave

people to guess what is going on.

5 - Feedback

People are happier if they know how they are doing. If they know they are doing a good

job, and that's acknowledged, they will generally continue to do a good job, and may well

strive to do more. If you don't give people feedback, and they aren't doing a good job,

you can't expect them to be either satisfied or productive.


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RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the research problem. It may be

understood as a science of studying how research is done scientifically. In it we study the

various steps that are generally adopted by a researcher in studying his research problem

along with the logic behind them.

Thus when we talk of research methodology we not only talk of the research methods but

also consider the logic behind the methods we use in the context of our research study

and explains why we are using a particular method or technique and why we are not

using others so that research results are capable of being evaluated either by the

researcher himself or by others.

This section contains the methodological issues in research. It focuses primarily on

providing help with the tools and techniques used in the research. These tools and

techniques differ from discipline to discipline. Researchers also have specific blazes.

Some will prefer Qualitative over Quantitative approaches or vice-versa. Generally

speaking, an integrated approach is advisable. A study that contains only qualitative data

or solely quantitative data messes the rich texture of interpretation that an integrated

approach makes possible. While this section may be organized in a way that suggests a

defined process, this is not the intention.

"Marketing research is the systematic design, collection, analysis and reporting of

data and findings and relevant to specific marketing situations facing the


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company."

With the face to face questionnaires with to team member in BIG BAZAAR. The

questionnaire was divided in two parts:

1. Personal Information

2. Information about Company/ Individual

RESEARCH DESIGN

A research project conducted scientifically has a specific framework of research from the

problems identification to the presentation of the reports. This framework of conducting

research is known as the RESEARCH DESIGN.

A research design is the arrangements of conditions and analysis of data in a manner that

aims to combine relevance to the research purpose with economy in procedure.

Research design provides the glue that holds the research project together. A design is

used to structure the research, to show how all of the major parts of the research project-

the samples or the groups, measures, treatments or programs, and methods of assignment-

work together to try to address the central research questions. There can be following

types of research design:

EXPLORATORY RESEARCH STUDIES:

Exploratory Research studies are also termed as formulate research studies. The main

purpose of such studies is that of such studies is that of formulating a problem for more

precise investigation or of developing the working hypothesis from an operational point

of view. The major emphasis in such studies is on discovery of idea and insight. As such


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research designs appropriate for such studies must be flexible enough to provide

opportunity for considering different aspects of a problem under study.

Inbuilt flexibility in research design is needed because the research problem, broadly

defined initially is transformed into one with more precise meaning in exploratory

studies.

DESCRIPTIVE RESEARCH STUDIES:

Descriptive Research studies are those studies which are concerned with are concerned

with describing the characteristics of a particular individual, or of a group. Studies

concerned with narration of facts and characteristics concerning individual, group or

situation are all examples of descriptive research study most of the social research comes

under this categories.

METHODS OF DATA COLLECTION & INSTRUMENT USED

The task of collecting the data begins after a research problem has been defined and

research design/plan chalked out. While deciding about the method of data collection to

be used for the study the researcher should keep in mind two types of data viz., primary

and secondary.

Primary source- The primary data are those which are collected afresh and for the first

time, and thus happen to be in original in character.

"Primary data may be described as those data that have been observed and

recorded by the researchers for the first time to their knowledge."

Primary source of data collection used is

- Questionnaires


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Secondary source- The secondary data are those which have been already collected by

someone else and which have already been passed through the statistical tool.

"Secondary data are statistics not gathered for the immediate study at hand but for

some other purposes."

- Websites

- News letters

- Books

- Articles

QUESTIONNAIRE:

This method of data collection is quite popular particularly in the case of big enquiry. It is

being adopted by private individual, research worker, private & public organization &

even by the government. In this method a questionnaire is sent to the person concerned

with a request to answer the question and return the questionnaire. A questionnaire

consists of a number of question printed or type in a definite order on a form of or set of

forms.

SAMPLING PLAN

When field studies are undertaken in practical life, consideration of time and cost almost

invariably lead to a selection of respondents i.e., selection of only few items. The

respondents selected should be as representative of the total population as possible in

order to produce a miniature cross-section.The sampling design used in this research is

non-probability convenience sampling.

NON-PROBABILITY SAMPLING:

Non-Probability sampling is that sampling is that sampling procedure which does not

afford any basis for estimating the probability that each item in the population has of


38/8438

being included in the sample. On-Probability sampling is also known by different names

such as deliberate sampling, purposive sampling and judgment sampling. In this type of

sampling, items for the sample are selected deliberately by the research.

CONVENIENCE SAMPLING

In convenience sampling selection, the researcher chooses the sampling unit on the basis

of convenience or accessibility. It is called accidental samples because the sample-unit

enters by accident. This is also knows as a sample of the man in the street, i.e. , selection

of units where they are. Sample units are selected because they are accessible. For

example, in testing a potential new product, the sample works isdone by adding the newproduct to the appropriate shops in the locality. Purchasing and selling of the new product

is observed there.

For the purpose of this research we have usedNon Probability Convenience Sampling.

STEPS IN SAMPLE PLAN

Type of universe:

The first steps in developing any sample design are to clearly define the set of objects,

technically called the universe, to be studied. The universe can be finite or infinite. In

finite universe the number of items is certain, but in of an infinite universe the number of

items is infinite i.e., we cannot have any idea about the totalnumber of items.

Sample Size: 60

This refers to the number of items to be selected from universe to constituent the names.

This major problem before a researcher the size of sample should neither be expressively

large nor should too small it be optimum.

Sampling unit:


39/8439

A decision has to be taken concerning a sampling unit before selecting sample. Sampling

unit may be a geographical one such as state, district, village, etc or a construction unit

such as house flat, etc, or it may be social unit such as family, club school etc, or it may

be an individual. My sampling unit is Young Customer (College Students) in Lucknow

city.

TRAGET GROUP

With the face to face questionnaires with team members but the response came from only

45 so the sample size had to be limited to that only.

Constraints / Limitations

Restriction of target group to the team members only.

Delay in response

Lack of Communication


40/8440

Data Analysis

1. Overall, how satisfied are you with PANTALOON.

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly


41/8441

Analysis of data-:On analyzing data retrieve from employees as a response for the first

question , 5.6 % employee was strongly disagree, 38.8 % employees were disagree

somewhat 88.4 % employees were neutral, employees were Agree some what & 55.5%

employees were agreeing strongly.

2. I have confidence in the leadership of PANTALOON.

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly

1

7

16

1110

0

2

4

6

8

10

12

14

16

18

DISAGREE

STRONGLY

DISAGREE

SOMEWHAT

NEUTRAL AGREE SOMEWHAT AGREE STRONGLY

OVERALL SATISFIED


42/8442

Analysis of data-:On analyzing data retrieve from employees as a response for the

second question , 4 % employee was strongly disagree, 12% employees were disagree

somewhat 32% employees were neutral, 52% employees were Agree some what &

80%employees were agreeing strongly.

3. Management does not play favorites.

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly

1

3

8

13

20

0

5

10

15

20

25

STRONGLY

DISAGREE

DISAGREE

SOMEWHAT

NEUTRAL AGREE

SOMEWHAT

STRONGLY AGREE

CONFIDENCE LEADERSHIP


43/8443

Analysis of data-:On analyzing data retrieve from employees as a response for the third

question , 5.6 % employee was strongly disagree, 55% employees were disagree

somewhat 88 % employees were neutral, 38.8% employees were Agree some what &

61.1% employees were agreeing strongly

4. Management does not say one thing and do another.

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly

1

10

16

11

7

0

2

4

6

8

10

12

14

16

18

STRONGLY

DISAGREE

DISAGREE

SOMEWHAT

NEUTRAL DISAGREE

SOMEWHAT

STRONGLY

DISAGREE

PLAY FAVORITES


44/8444


fourth question , 12.5 % employee was strongly disagree, 56.25% employees were

disagree somewhat 93.75 % employees were neutral, 68.75% employees were Agree

some what & 50% employees were agreeing strongly.

5. Quality is a top priority with PANTALOON.

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly

2

9

15

11

8

0

2

4

6

8

10

12

14

16

STRONGLY

DISAGREE

DISAGREE

SOMEWHAT

NEUTRAL AGREE SOME

SOMEWHAT

STRONGLY

AGREE

MANAGEMENT COMMENTS TOEMPLOYEES


45/8445

Analysis of data-:On analyzing data retrieve from employees as a response for the fifth

question , 5.6 % employee was strongly disagree, 27% employees were disagree

somewhat 33 % employees were neutral, 94% employees were Agree some what &

88.8% employees were agreeing strongly.

6. Individual initiative is encouraged at PANTALOON.

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly

1

56

1716

0

2

4

6

8

10

12

14

16

18

DISAGREE

STRONGLY

DISAGREE

SOMEWHAT

NEUTRAL AGREE

SOMEWHAT

AGREE STRONGLY

QUALITY PRIORTY


46/8446

Analysis of data-:On analyzing data retrieve from employees as a response for the sixth

question , 87.5 % employee was strongly disagree, 93.75% employees were disagree

somewhat 43.75 % employees were neutral, 37.5% employees were Agree some what &


.

7. Nothing at PANTALOON keeps me from doing my best every day.

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly

1415

7 6

3

0

2

4

6

8

10

12

14

16

DISAGREE

STRONGLY

DISAGREE

SOMEWHAT

NEUTRAL AGREE

SOMEWHAT

AGREE STRONGLY

INITIATIVE TO MANAGEMENT


47/8447


seventh question , 31.5 % employee was strongly disagree, 50% employees were

disagree somewhat 68.75 % employees were neutral, 87.5% employees were Agree some

what & 43.75% employees were agreeing strongly.

8. Company communication with you are frequent enough.

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

5

8

11

14

7

0

2

4

6

8

10

12

14

16

DISAGREE

STRONGLY

DISAGREE

SOMEWHAT

NEUTRAL AGREE SOMEWHAT AGREE STRONGLY

COMMENTS ON PANTALOON EMPLOYEES


48/8448

Agree Strongly


eighth question , 5.6 % employee was strongly disagree, 5.6% employees were disagree


61.1%employees were agreeing strongly.

9. I feel I can trust what PANTALOON tells me.

Disagree Strongly

Disagree Somewhat

Neutral

1 1

15

17

11

0

2

4

6

8

10

12

14

16

18

DISAGREE

STRONGLY

DISAGREE

SOMEWHAT

NEUTRAL AGREE

SOMEWHAT

AGREE STRONGLY

COMPANY COMMUNICATION


49/8449

Agree Somewhat

Agree Strongly


ninth question , 16.6 % employee was strongly disagree,27.7 % employees were disagree



10.There is adequate communication between departments.

Disagree Strongly

Disagree Somewhat

3

5 5

16 16

0

2

4

6

8

10

12

14

16

18

DISAGREE

STRONGLY

DISAGREE

SOMEWHAT

NEUTRAL AGREE

SOMEWHAT

AGREE STRONGLY

TRUST ON PANTALOON


50/8450

Neutral

Agree Somewhat

Agree Strongly

Analysis of data-:On analyzing data retrieve from employees as a response for the tenth

question , non employee was strongly disagree, 18.75%employees were disagree

somewhat 75 % employees were neutral, 93.75% employees were Agree some what &


11.Does company do career planning for you?

Disagree Strongly

0

3

12

15 15

0

2

4

6

8

10

12

14

16

DISAGREE

STRONGLY

DISAGREE

SOMEWHAT

NEUTRAL AGREE

SOMEWHAT

AGREE STRONGLY

ADEQUATE COMMUNICATION WITH

DEPARTMENT


51/8451

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly


eleventh question , 88.8 % employee was strongly disagree,83.3% employees were



12.Does your company give you enough opportunities to learn and grow?

1615

7

2

5

0

2

4

6

8

10

12

14

16

18

DISAGREE

STRONGLY

DISAGREE

SOMEWHAT

NEUTRAL AGREE

SOMEWHAT

AGREE STRONGLY

CAREER PLANNING


52/8452

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly


twelfth question , 93.75 % employee was strongly disagree, 87.5% employees were


what & non employees were agreeing strongly.

13.My last performance appraisal accurately reflected my performance.

1514

10

6

00

2

4

6

8

10

12

14

16

DISAGREE

STRONGLY

DISAGREE

SOMEWHAT

NEUTRAL AGREE

SOMEWHAT

AGREE STRONGLY

COMPANY OPPORTUNITIES


53/8453

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly


thirteen question , 71.4 % employee was strongly disagree, 71.4% employees were

disagree somewhat 85.74 % employees were neutral, 50% employees were Agree some

what & 42.85% employees were agreeing strongl

10 10

12

76

0

2

4

6

8

10

12

14

DISAGREE

STRONGLY

DISAGREE

SOMEWHAT

NEUTRAL AGREE

SOMEWHAT

AGREE STRONGLY

EMPLOYEES PERFORMANCE APPRAISAL


54/8454

14.The performance appraisal system is fair.

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly


fourteen question , 64.26 % employee was strongly disagree,71.42% employees were

910

13

5

8

0

2

4

6

8

10

12

14

DISAGREE

STRONGLY

DISAGREE

STRONGLY

NEUTRAL AGREE

SOMEWHAT

AGREE

STRONGLY

REVIEW ON PERFORMANCE APPRAISAL

SYSTEM


55/8455


some what & 57.14% employees were agreeing strongly.

15.Are you well versed with company mission and vision.

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly


fifteen question , 18.75 % employee was strongly disagree, 12.5% employees were

32

1312

15

0

2

4

6

8

10

12

14

16

DISAGREE

STRONGLY

DISAGREE

SOMEWHAT

NEUTRAL AGREE

SOMEWHAT

AGREE STRONGLY

MISSION AND VISSION


56/8456

disagree somewhat 81.25 % employees were neutral, 75% employees were Agree some


16.Politics at this company are kept to a minimum.

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly

10

5

15

10

5

0

2

4

6

8

10

12

14

16

DISAGREE

STRONGLY

DISAGREE

SOMEWHAT

NEUTRAL AGREE

SOMEWHAT

AGREE STRONGLY

COMPANY POLITICS


57/8457


sixteen question , 62.5 % employee was strongly disagree, 31.25% employees were



17. Is your job secure?

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly


58/8458


seventeen question , 33.33 % employee was strongly disagree, 33.33% employees were

disagree somewhat 61.11% employees were neutral, 27.77% employees were Agree


18.Are working condition in the company are good enough?

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly

6 6

11

5

17

0

2

4

6

8

10

12

14

16

18

DISAGREE

STRONGLY

DISAGREE

SOMEWHAT

NEUTRAL AGREE

SOMEWHAT

AGREE STRONGLY

JOB SECURE


59/8459


eighteen question , 37.5 % employee was strongly disagree, 43.75% employees were



19.Are you able to balance between work and personal life.

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

67

5

15

12

0

2

4

6

8

10

12

14

16

DISAGREE

STRONGLY

DISAGREE

SOMEWHAT

NEUTRAL AGREE

SOMEWHAT

AGREE STRONGLY

COMPANY WORKING CONDITION


60/8460

Agree Strongly


nineteen question , 18.75 % employee was strongly disagree, 43.75% employees were



20.PANTALOONS provided as much parambn training as you needed.

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

3

76

1415

0

2

4

6

8

10

12

14

16

DISAGREE

STRONGLY

DISAGREE

SOMEWHAT

NEUTRAL AGREE

SOMEWHAT

AGREE STRONGLY

BALANCE BETWEEN WORK & PERSONAL LIFE


61/8461

Agree Strongly


twenty question , 87.5 % employee was strongly disagree, 93.75% employees were


what & 6.25% employees were agreeing strongly

21.Are you given training on regular basis.

Disagree Strongly

Disagree Somewhat

1415

10

5

10

2

4

6

8

10

12

14

16

DISAGREE

STRONGLY

DISAGREE

SOMEWHAT

NEUTRAL AGREE

SOMEWHAT

AGREE STRONGLY

PANTALOON PARAMBN TRAINNING


62/8462

Neutral

Agree Somewhat

Agree Strongly


twenty one question , 85.7 % employee was strongly disagree, 50% employees were


what & 71.4% employees were agreeing strongl

22.Are you aware of all benefits PANTALOON RETAIL INDIA provides?

Disagree Strongly

Disagree Somewhat

12

76

10 10

0

2

4

6

8

10

12

14

DISAGREE

STRONGLY

DISAGREE

SOMEWHAT

NEUTRAL AGREE

SOMEWHAT

AGREE STRONGLY

REGULAR TRAINNING


63/8463

Neutral

Agree Somewhat

Agree Strongly


twenty two question , 18.75 % employee was strongly disagree, 12.5% employees were



23.How long do you plan to continue your career with PANTALOONS?

Less than a year

32

15

1312

0

2

4

6

8

10

12

14

16

DISAGREE

STRONGLY

DISAGREE

SOMEWHAT

NEUTRAL AGREE

SOMEWHAT

AGREE STRONGLY

PROVIDES OF ALL BENEFITS


64/8464

One to two year

Two to five years

More than five year

Dont know


twenty three question , 8 % employee was less than a year, 12.5% employees were one

to two year, 4 % employees were two to five years, 28% employees were more than five

year,& 85%employees were dont know.

2

5

10

7

21

0

5

10

15

20

25

DISAGREE

STRONGLY

DISAGREE

SOMEWHAT

NEUTRAL AGREE

SOMEWHAT

AGREE STRONGLY

CAREER PLAN CONTINUE WITH PANTALOON


65/8465

24.Would you recommend employment at PANTALOON to a friend?

Definitely not

Probably not

May be

Probably would

Definitely would

Analysis of data-: On analyzing data retrieve from employees as a response for the

twenty four question , 18.75 % employee was definitely not, 12.5% employees were

probably not, 93.75 % employees were maybe, 81.25% employees were probably would

& 75% employees were definitely would.

32

15

1312

0

2

4

6

8

10

12

14

16

DISAGREE

STRONGLY

DISAGREE

SOMEWHAT

NEUTRAL AGREE

SOMEWHAT

AGREE STRONGLY

RECOMMEND EMPLOYMENT


66/8466


67/8467

FINDINGS

1) Store performing well in attracting the customers.

2) Big bazaar provides better shopping experience.

3) Brands and products availability in big bazaar is not up to the mark. Especially inapparels.

4) Noisy and unpleasant environment is irritates customer,Air conditioning is reallygood.

5) Discounts and offers doing well in the store.

6) In offer days the store management is good.

7) Home delivery services are not used by customer.

8) Product display and signage is good.

9) Quality in products is not up to the mark.

10) Location of big bazaar is outstanding. It is situated central business district (CBD)

11) Parking facility in big bazaar is good.

12) Cleanliness and hygiene maintained in the store is up to the mark


68/8468

CONCLUSION

Organizations thrive on a mixture of communication, behaviors, motivation, job

satisfaction, and learning. As a manager, in today's organizations one must be

knowledgeable of every feature. The key component is motivation. One must motivate

each and every employee within the organization to expect an effective outcome.

Motivation can be done by a series of factors. These factors include: incentives, the

need theories, providing clear and effective goals, meeting the corporate culture

status, and effective training. Verbal motivation of the employees is an important fact.

Motivating the employee leads them to the better performance in the job. Employees are

often referred as the l customers of the organization. Understanding the attitudes,

behavior, their motivations, feelings and issues affecting them and their performance is

an elementary concern for any and every organization, as they play an extremely

important role in shaping and directing the organizations productivity and achievement

of the goals and overall success. The importance of employee opinions has been an issue

of debate for organizations and HR experts from a long time now. Once motivation has

been met, most likely job satisfaction will occur. Job satisfaction is also affected by

communication. The better the managers' communication, the more satisfied employees

are with all aspects of their work life. Most managers, when shown these results, are

willing to allow that a more satisfied employee is a more productive employee. A good

boss will also have the ability to maintain a constant flow of feedback, communication

and debate with their employees, which means regular one-to-ones and team meetings,


69/8469

and an open door, approachable style. Managers need to keep communication open

throughout the organization, allowing employees to bring forth ideas and/or problems to

your attention. The key is never let communication slip through your fingers.

Communication not only provides job satisfaction. It provides the opportunity for the

organization to achieve higher goals with the help of employees knowing the original

goals. Communication allows an employee to complete their job in the acceptable

behavior. Behaviors within the organization often conflict with others. One must stop

negative behaviors through communication to promote better job performance. The last

major component of organizational behavior is learning. Learning is important within the

organization because it allows employees to have the knowledge to complete their job

effectively. Each of these components is tied together, to complete one, you must

complete another. Managers need to establish a "happy" atmosphere and this can be done

through communication, motivation, learning, job satisfaction and ideal behaviors. By

completing each of these components, a manager will have employees that are satisfied

with the atmosphere and will do there best, therefore the organization will succeed.

So who is the most important of your organization? That is right, THE EMPLOYEES!!

Satisfy the employees first, then they will satisfy the customers with varies services.

The employees should have given good environment to work. By this they would

recommend their friend for this organization and company do not have to go for any

consultancy for hiring employees.The data colleted for the employees feedback must

be put in appraisal for evaluation and negative points must be pointed out as well as


70/8470

positive point should be rewarded .Long term service should be awarded for the

encouragement of the employees go. It can throw good effect on other employees.

Favorites of the employees must to come in the focus, like outdoor games quiz show ,

singing compition ,this would give employees good working environment and fun to

work .Employees should encourage taking initiatives in their work & developing their

leadership skills at workplace.

Organization should communicate with the employees time to time, for their feeling

about work, carrier and growth for their personality and growth relation with the

organization.

Organizational policies should be transparent and very clear to each individual. For this at

the joining time of the employees they must have been given some induction training so

that they can aware of all the rules and regulation and policies about the organization , if

some changes occurs in polices in future organization must ensure that each individual is

updated by this .Organization should organize training for the employees to learn

technical and non technical stuffs as they can keep updating their skills as the market

trends.


71/8471

RECOMENDATION

Communicate the fact that while employee responses are confidential, the data

gathered will be used to improve the work place .I have mixed emotions about

confidential or secret surveys. On the one hand, I want the employees comfortable

responding in a truthful manner. On the other, the reason employers do employee

satisfaction or customer satisfaction surveys is to telegraph their openness to

employee input. The second is to genuinely understand what is on their

employees minds. As an external consultant, I always explain to employees that

my purpose in talking with them is to share information for the common good.

Consequently, my promise about confidentiality is that I will use the information

to assist the company to make positive progress

.

Performance appraisal should be more compatible as for the market strategy.

Organization must analyze the market strategy and trend especially with their

competitor before appraisal .Their should not be high variants.

Employee should encourage by giving reward for their work time to time.


72/8472

For employees help for their day to day personal work like filling eclectic bills,

tax return , railway reservation ,flight reservation etc ,a third party Organization

like Mitr should be introduced. Mtir is well known third party organization

which mostly works in corporate sector for the help for their personal work as

mentioned above .It work on very minimal charge. This will delegate the

employee burden.

For the new jonnies or on the relocation of the employee, at least 15 days

accommodation should have been given.

Work assignment should be manage according to employee experience and choice

Management should assign work as for employee interest and their skill/skills,

their should not be assignment like if some one having experience in one skill and

wok assign to him in different skill/skills , it will obviously effect on the

productivity .

The organization should take care of favorites of employees like out door games,

quize compition .

Employees should be tested and trained periodically.


73/8473

Employees should get good environment to work so they recommend for their

friends and colleges for this organization.

Long term service should be rewarded and encourage. If employee is working for

long time in the organization like 4 years or more than 4 years that should be

awarded and encourage because people move for Salary hike form one company

to another frequently and causes instability to the organization, This reward would

be mile stone for the other employee.

Feed back should be colleted for individual and negative points must be escalated.


74/8474

Bibliography

BOOKS:

1. Kotler, Philip. Marketing management

3. Business Line Catalyst

4. Times Of India Brand Equity

5. Back Issues of business world

6. Research Methodology ( C.R. kothari)

7. L.M.Prasad

8. Dr. B.Rathen Reddi

9. R.K.Shau

WEBSITE

www.pantaloon.com

www.business-standard.com

www.economictimes.com

www.india-today.com

www.google.co.in
http://www.business-standard.com/http://www.economictimes.com/http://www.india-today.com/http://www.india-today.com/http://www.economictimes.com/http://www.business-standard.com/


75/8475

ANNEXURE


76/8476

QUESTIONAIRE

Future Group Employee Satisfaction Survey Questions.

1. EMPLOYEES NAME-

2. SECTION-

3. HOW LONG HAVE YOU WORKED FOR PANTALOONS

4. WHAT IS YOUR SEX?

MALE

FEMAL

5.Overall, how satisfied are you with PANTALOON.

Disagree Strongly


77/8477

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly

6.I have confidence in the leadership of PANTALOON.

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly

7.Management does not play favorites.

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly

8.Management does not say one thing and do another.


78/8478

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly

9. Quality is a top priority with PANTALOON.

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly

10. Individual initiative is encouraged at PANTALOON.

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly

11. Nothing at PANTALOON keeps me from doing my best every day.

Disagree Strongly

Disagree Somewhat


79/8479

Neutral

Agree Somewhat

Agree Strongly

12. Company communication with you are frequent enough.

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly

13. I feel I can trust what PANTALOON tells me.

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly

14. There is adequate communication between departments.

Disagree Strongly

Disagree Somewhat

Neutral


80/8480

Agree Somewhat

Agree Strongly

15. Does company do career planning for you?

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly

16. Does your company give you enough opportunities to learn and grow.

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly

17. My last performance appraisal accurately reflected my performance.

Disagree Strongly

Disagree Somewhat

Neutral


81/8481

Agree Somewhat

Agree Strongly

18. The performance appraisal system is fair.

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly

19. Are you well versed with company mission and vision.

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly

20. Politics at this company are kept to a minimum.

Disagree Strongly

Disagree Somewhat

Neutral


82/8482

Agree Somewhat

Agree Strongly

21. Is your job secure?

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly

22. Are working condition in the company are good enough?

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly

23. Are you able to balance between work and personal life.

Disagree Strongly

Disagree Somewhat

Neutral


83/8483

Agree Somewhat

Agree Strongly

24. PANTALOONS provided as much parambi training as you needed.

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly

25. Are you given training on regular basis.

Disagree Strongly

Disagree Somewhat

Neutral

Agree Somewhat

Agree Strongly

26. Are you aware of all benefits PANTALOON RETAIL INDIA provides?

Disagree Strongly

Disagree Somewhat

Neutral


84/84

Agree Somewhat

Agree Strongly

27. How long do you plan to continue your career with PANTALOONS?

Less than a year

One to two year

Two to five years

More than five year

Dont know

28. Would you recommend employment at PANTALOON to a friend?

Definitely not

Probably not

May be

Probably would

manish research project

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