ANALYSIS OF RECRUITMENT AND SELECTION

AT PANTALOONS
PROJECT REPORT

Submitted by

SHRISHTI CHOUKSEY

B. B. A.

Under the guidance of

PROF. JYOTI BADGE

in partial fulfillment for the award of the degree

of

BACHELOR OF BUSINESS ADMINISTRATION

IPER, BHOPAL

Affiliated to Barkatullah University, Bhopal

MARCH 2019

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 ACKNOWLEDEMENT

It gives me great pleasure to acknowledge my sincere thanks to PANTALOONS

which provided me every possible opportunity to do this study and for providing me every
possible help to carry out this research.

I am thankful to our group Director Dr. Amarjeet Khalsa and Dr. Jyoti Badge
for his kind guidance, support and supervision.

I would like to express my deep sense of gratitude to the respectable faculty

members who provided me their precious suggestions and encouragement during the in the
making of the report.

The experience which is gained by me during this training is essential for me at

this turning point of my career.

Shrishti Chouksey
BBA

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 DECLARATION

This is to certify that I have completed the project titled “Analysis of

Recruitment and Selection at Pantaloons” under the guidance of “Dr. Jyoti Badge” in partial
fulfillment of the requirement for the award of Bachelor of Business Administration at
institute of professional education and research, Bhopal. This is an original piece of work &
I have not submitted it elsewhere, earlier.

Date : Signature :

Place: Bhopal Name :

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 TABLE OF CONTENTS
S.NO. CONTENTS PAGE NO
1 ACKNOWLEDEMENT

2 DECLARATION

3 CERTIFICATE (by the institute /faculty

guide)

4 CETIFICATE (by the company)

5 CHAPTER 1 7 TO 15

INTRODUCTION

1.Conceptual Overview

2. Company Profile

6 CHAPTER 2 16 TO 46

ORGANISATION INFORMATION

7 NATURE OF JOB/ TRAINING 47

8 FINDINGS AND CUNCLUSSION 48 TO 49

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 CHAPTER – 1

INTRODUCTION

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 CONCEPTUAL OVERVIEW

RECRUITMENT

Recruitment (hiring) is a core function of human resource management.

Recruitment refers to the overall process of attracting, selecting and appointing suitable
candidates for jobs (either permanent or temporary) within an organization. Recruitment can
also refer to processes involved in choosing individuals for unpaid positions, such as
voluntary roles or unpaid trainee roles. Managers, human resource generalists and
recruitment specialists may be tasked with carrying out recruitment, but in some cases
public-sector employment agencies, commercial recruitment agencies, or specialist search
consultancies are used to undertake parts of the process. Internet-based technologies to
support all aspects of recruitment have become widespread.

The process of finding and hiring the best-qualified candidate (from within or
outside of an organization) for a job opening, in a timely and cost effective manner. The
recruitment process includes analyzing the requirements of a job, attracting employees to
that job, screening and selecting applicants, hiring, and integrating the new employee to the
organization.
SELECTION

The Selection is the process of choosing the most suitable candidate for the
vacant position in the organization. In other words, selection means weeding out unsuitable
applicants and selecting those individuals with prerequisite qualifications and capabilities to
fill the jobs in the organization. Most often, the selection and recruitment are used
interchangeably but however both have different scope. The former is a negative process
that rejects as many unqualified applicants as possible so as to hire the right candidate while
the latter is a positive process that attracts more and more candidates and stimulates them to
apply for the jobs.

The process of interviewing and evaluating candidates for a specific job and
selecting an individual for employment based on certain criteria. Employee selection can

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range from a very simple process to a very complicated process depending on the firm hiring
and the position. Certain employment laws such as anti-discrimination laws must be obeyed
during employee selection.

RECRUITEMENT AND SELECTION

Sourcing Candidates

This is the first step in the recruitment and selection process. Sourcing
candidates means your employment specialist is using a variety of methods to find suitable
candidates for job vacancies. Sourcing can be done via online advertising on job and career
sites or professional networking and participation in trade associations. Another creative
sourcing technique employment specialists utilize is monitoring employment changes at
industry competitors to recruit applicants familiar with the same type of business you are
operating.

Tracking Applicants

The next steps in the recruitment and selection process are tracking applicants
and applications and reviewing resumes. Applicant tracking systems (ATS) are becoming
extremely helpful to employers, and this technology aids in the management of job
vacancies and applications for every open position. Employment specialists use ATSs to
review applications and resumes. Following your employment specialist’s applicant review,
he can then decide which applicants he wants to interview. With some ATSs, applicants can
track application status. An ATS can be developed for organizations of any size, including
small businesses.

Preliminary Phone Interview

Conducting a preliminary phone interview is essential for obtaining information about the
applicant’s background, work history and experience. When your employment specialist
conducts a preliminary interview, the objective is to determine whether or not the applicant
has the requisite skills and qualifications for the job vacancy. Consistent with widely
accepted human resources practices, the Texas Association of Counties recommends, "A
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quick initial review will reveal those applicants who obviously do not meet the minimum
requirements for the job." While an employment specialist may probe further into the
applicant’s experience and interpersonal skills, the purpose of this interview is to narrow the
field of applicants to send for consideration by the hiring manager.

Face-to-Face Interview and Selection

In this stage of the recruitment and selection process, the hiring manager
reviews the applications and resumes the employment specialist forwarded to her. The hiring
manager invites the applicant to interview face-to-face; communication about the interview
and scheduling is generally handled by the employment specialist. This ensures that all
qualified applicants receive the same information. At times, the employment specialist will
prepare the applicant for the face-to-face interview. After the hiring manager interviews the
applicant, she further narrows the field of candidates from which to select for the job
opening. In many companies, there is an additional interview by the same hiring manager or
perhaps a panel of interviewers.

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a

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 Methods of Internal Sources of Recruitment :

1. Transfers:

Transfer involves shifting of persons from present jobs to other similar jobs. These do not
involve any change in rank, responsibility or prestige. The numbers of persons do not
increase with transfers.

2. Promotions:

Promotions refer to shifting of persons to positions carrying better prestige, higher

responsibilities and more pay. The higher positions falling vacant may be filled up from
within the organization. A promotion does not increase the number of persons in the
organization.

A person going to get a higher position will vacate his present position. Promotion will
motivate employees to improve their performance so that they can also get promotion.

3. Present Employees:

The present employees of a concern are informed about likely vacant positions. The
employees recommend their relations or persons intimately known to them. Management is
relieved of looking out prospective candidates.

Advantages of Internal Sources:

1. Improves morale:

When an employee from inside the organization is given the higher post, it
helps in increasing the morale of all employees. Generally every employee expects
promotion to a higher post carrying more status and pay (if he fulfills the other
requirements).

2. No Error in Selection:

When an employee is selected from inside, there is a least possibility of

errors in selection since every company maintains complete record of its employees and can
judge them in a better manner.

3. Promotes Loyalty:

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 It promotes loyalty among the employees as they feel secured on account of
chances of advancement.

4. No Hasty Decision:

The chances of hasty decisions are completely eliminated as the existing

employees are well tried and can be relied upon.

5. Economy in Training Costs:

The existing employees are fully aware of the operating procedures and
policies of the organization. The existing employees require little training and it brings
economy in training costs.

6. Self-Development:

It encourages self-development among the employees as they can look

forward to occupy higher posts.

Disadvantages of Internal Sources:

 It discourages capable persons from outside to join the concern.

 It is possible that the requisite number of persons possessing qualifications for the
vacant posts may not be available in the organization.

 For posts requiring innovations and creative thinking, this method of recruitment
cannot be followed.

 If only seniority is the criterion for promotion, then the person filling the vacant post
may not be really capable.

 In spite of the disadvantages, it is frequently used as a source of recruitment for

lower positions. It may lead to nepotism and favoritism. The employees may be
employed on the basis of their recommendation and not suitability.

Methods of External Sources of Recruitment :

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 All organizations have to use external sources for recruitment to higher
positions when existing employees are not suitable. More persons are needed when
expansions are undertaken.

1. Advertisement:

It is a method of recruitment frequently used for skilled workers, clerical and

higher staff. Advertisement can be given in newspapers and professional journals. These
advertisements attract applicants in large number of highly variable quality.

Preparing good advertisement is a specialized task. If a company wants to

conceal its name, a ‘blind advertisement’ may be given asking the applicants to apply to
Post Bag or Box Number or to some advertising agency.

2. Employment Exchanges:

Employment exchanges in India are run by the Government. For unskilled,

semi-skilled, skilled, clerical posts etc., it is often used as a source of recruitment. In certain
cases it has been made obligatory for the business concerns to notify their vacancies to the
employment exchange. In the past, employers used to turn to these agencies only as a last
resort. The job-seekers and job-givers are brought into contact by the employment
exchanges.

3. Schools, Colleges and Universities:

Direct recruitment from educational institutions for certain jobs (i.e. placement)
which require technical or professional qualification has become a common practice. A
close liaison between the company and educational institutions helps in getting suitable
candidates. The students are spotted during the course of their studies. Junior level
executives or managerial trainees may be recruited in this way.

4. Recommendation of Existing Employees:

The present employees know both the company and the candidate being
recommended. Hence some companies encourage their existing employees to assist them in
getting applications from persons who are known to them.

In certain cases rewards may also be given if candidates recommended by them are actually
selected by the company. If recommendation leads to favoritism, it will impair the morale of
employees.
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RECRUITMENT PROCESS
Recruitment refers to the overall process of attracting, selecting jobs (either
permanent or temporary) within an organization. Recruitment can also refer to processes
involved in choosing individuals for unpaid positions, such as voluntary roles or unpaid
trainee roles.

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 Part – II
Organization Information

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 ABOUT ORGANIZATION

Aditya Birla Group (Aditya Birla) is an Indian based multinational conglomerate

company. It engages in offering services to various sectors such as apparel, agri
business, cement, staple fiber, carbon black, chemicals, inculators, metals and mining.
In addition the group offers services to sectors including telecommunications,
financial services and IT. Aditya Birla consist of four main companies, which operate
in various industry sectors through its subsidiaries and joint venture, namely,
Hindalco Industries Limited, AdityBirla Nuvo Limited, Idea Cellular Limited and
UltraTech Cement Limited. It has operations in 27 countries worldwide.

Aditya Birla group is headquartered in Mumbai, India.

The company is led by Kumar Mangalam Birla, son of Aditya Birla.
Additional details”
 public company
 incorporated: 1870
 employees:72000
 sales: $7.59 billion (2005)
 ticker symbol: BIR

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ADITYA BIRLA TAKEOVER PANTALOON

Kishor Biyani-led Future Group said Aditya Birla Nuvo Ltd. Infused rs. 1600 crore
onto its flagship ‘Pantaloon’ and acquired a majority stake in the store chain, which
we later be demerged to be listed as a separate entity.

The group’s flagship firm, Pntaloon Retail India Ltd (PRIL) currently operates the
‘Pantaloon’ chain of fashion and apparel and accessories stores.

As a part of the deal between the two companies, the Pantaloon format will be
demerged from PRIL, a listed entity on the BSE and National Stock Exchange.

“The demerger entity, subject to necessary and statutory approvals, will invite an
investment from Aditya Birla Nuvo Ltd (ABNL).” PRIL said in a statement.

ABNL will subscribe to debentures amounting to rs. 200 crore issued by PRIL and on
completion of the demerger process, the debentures will convert into equity in the
demerged entity of the Pantaloon format.

The proposed transaction is likely to be completed within 8 to 10 months, subject to

the finalization of the scheme of arrangement, due diligence and statutory and other
requisite approvals, the statement added., the Pantaloon format is spread in 35 cities
with 72 stores and 21 factory outlets covering total retail space of over 2 million
square feet.

Future group continues to operate a number of retail chains including Pantaloons,

central, Big Bazar, Home Town and eZone and also has allied business in consumer
finance, life and non-life insurance, logistics infrastructure and supply chain and
brand development.

There are many brands in the company and are divided into 2 broad categories:
1. Pantaloons Brands/ PT Brands (Home Brands)
2. Non Pantaloons Brands NPT Brands

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BRANDS OFFERED BY PANTALOONS/ PT/ HOME:
MEN’S LADIES LADIES KIDS NON APPS
WESTERN ETHENIC
SF AJILE TRISHAA BARE FOREVER
GLAM
BARE SF RANGMANCH AJILE ANNABELLE

URBAN BARE AKKRITTI CHALK HONEY

RANGER
AJILE DREAMZ ALTOMODA POPPERS AJILE

BYFORD HONEY CHARPI BYFORD

PI
SPIRITUS ANNABELLE RICHARD
PARKER
RIG FOREVER
GLAM
RICHARD
PARKER
INDUS
ROUTE
ALTO
MODA

1. Pantaloons Brands/ PT/ Home Brands:-

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2. Non Pantaloons Brands: -

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P a g e 25 | 49
 HISTORY

The company was incorporated as Peter England Fashions and Retail Ltd on April 19,
2007 and obtained the certificate of commencement of business on May 14, 2007.
The name of the company was changed to “PANTALOONS FASHION AND
RETAIL LTD” on 23rd April, 2013. It was the country’s largest listed retailer by
market capitalization and revenue.

Pantaloons Fashion and Retail Limited, is a large Indian Retailer was a part of athe
Future group now a part of Aditya Birla and operates in multiple retail formats in
both, value and lifestyle, segments of the Indian consumer market.

The company’s product are marketed under the brand name “PANTALOON” and
“BARE NECESSITIES” through a network of over 300 dealers spanning the metro
and class 1 cities in the country.

The company is promoted by Shri Kishore Biyani, friends and associates.

 1992- the company has successfully launched the “Pantaloon” Trousers,
Shirts, Denims, Sleep suits and other ready-made garments.

 1997- the company has launched women’s wear, children’s wear and
household products in the last few months.

 2012- Kishore Biyani’s Pantaloon Retail to be renamed as ‘Future Retail India

Ltd’ post demerger.

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With the chain of 71 fashion store in 35 cities and towns, Pantaloons is constantly
extending its footprints into the rest of the modern India.
Aditya Birla Group product line includes manufacturing of:

Acrylic fibre, agri business, carbon black, cement, textile & apparels, chemicals,
financial services, insulators, IT business, pulp & fibers, metals, retail & trading,
mining, wind power and telecommunications.

Some Companies names under the Aditya Birla Group are as

follows:
 ADITYA BIRLA CHEMICALS (THAILAND) LTD
 ULTRATECH CEMENT LTD
 IDEA CELLULAR LTD
 ADITYA BIRLA RETAIL
 HINDALCO INDUSTRIES LTD
 GRASIM INDUSTRIES LTD
 ADITYA BIRLA SCIENCE AND TECHNOLOGY COMPANY
PRIVATE LIMITED
 ALEXANDRIA CARBON BLACK (BIRLA CARBON)
 CAMEROON ALUMINA LTD

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 BIRLA SUN LIFE INSURANCE CO LTD
 TANFAC INDUSTRIES LTD
 ESSEL MINING & INDUSTRIES LTD Etc.

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 COMPANY PROFILE

Name of organization Pantaloons Fashion & Retail Limited

Address Bharat Iscon Mall, Plot no. 64, TP Scheme No. 3, 150 ft
ring road, Opp. Parijat Prty Plot, Kalawad Road, Rajkot,
Gujarat 360005

Ph. No. 0281-3047342

Size of organization Large scale

Working hours 9 hrs

Logo

Slogan In Love with Life

In Love with Fashion

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 VISION, MISSION AND VALUES

These are the basic values which all the employees of the ABFRL have to follow
it. These are the basic value and code of conduct which are the pioneers of
“Pantaloons Fashion & Retail Ltd”.

VISION: their proper vision is to be the global leader with clear focus o each of its
business. The Retail Limited wants Global Position.

MISSION: Their primary goal is the customer satisfaction and delivers the superior
value t the stake holders.

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VALUES:
Integrity Honesty in every action.

Commitment Deliver on the promise.

Passion Energized action.

Seamlessness Boundryless in letter and spirit.

Speed One step ahead always.

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INTRODUCTION TO FUNCTIONAL DEPARTMENT

HUMAN RESOURCE MANAGEMENT

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Human resource management at Pantaloons fashion and retail ltd Rajkot is well
organized and self motivated team of retail industry. The word ‘employee’ is
excluded from pantaloons dictionary. Anyone working with pantaloons is treated as a
copartner and team member.

RECRUITMENT SOURCES:
 Internal sources
Person who are already working in an organization constitute are ‘internal
sources’ retrenched employee. Retired employee, transferred, promoted or
even demoted employees are internal sources of recruitment.

 External sources
External sources include advertisement, campus recruitment, through agency
and waiting list. In pantaloons for recruitment of the employee company take
support of waiting list and even if needed internal sources are use.

SELECTION PROCESS AT PANTALOONS:

RECEIPT OF APPLICANT

SCREENING

ARRANGEMENT OF INTERVIEW

SELECTION FOR TEMPORARY STAFF

AFTER 1 MONTH CHECKED THEIR WORK

CONFIRMATION FOR PT STAFF

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DOSIER
It is the report of the employee and company prepares the same, it includes the
following:
1. Organizational documents includes,
 Offer letter, includes – date of joining, post, CTC
 Appointment letter includes, policy & annexure
 Confirmation letter
 Appraisal letter
 Probation letter 6 months after joining
 Transfer letter

2. Joining documents includes,

 Joining form
 PF form
 Gratuity form
 ESIC form
 Medical insurance form
 Code of conduct

3. Employee documents includes,

 Resume
 Photo
 Address
 Aadhar card
 PAN card
 Educational mark sheets
 Experience certificate, if any

The EVP – Employee Value Proposition in Pantaloons that key pillars are:
 Career
 L&D - Learning & Development
 R&R - Reward & Recognition

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REWARD & RECOGNITION AT ABFRL:

NO. AWARDS APPLICABLE REWARDS

TO

1 Employee of the month All staff Rs. 1000GV & certificate

category

2 PT shining star Award All staff Rs. 500 GV & certificate

category

3 Team of the Month Brand 11 and Rs. 1000 toward team lunch &
above PT Star certificate

4 Champions of the Brand 11 and Appreciation forum at zone

Month above level monthly

5 Abhudaya meet All staff Appreciation forum at zone

(distinguish achiever) category level monthly

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 MARKETING DEPARTMENT

Marketing mix of Pantaloons analyses the brand/company which covers 7P’s and
explains the Pantaloons marketing strategy.

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 PRODUCT

Pantaloons is one of the leading fashion retail brands in India.

 Pantaloons offer Apparel brands for Men, Women and Kids. Pantaloons
offer accessories from watches to shoes, bags, jewelry and perfumes.
 The tagline of Pantaloons is “in love with fashion”.
 Pantaloons offer products from traditional outfits to high end western
outfits as part of its marketing mix strategy.
 Pantaloons have a dedicated website online that features collection-based
seasons like “summer collection and winter collection, festive collection”.

PRICE

Pantaloons offer value for money strategy to all its customers.

 It offers discounts during festive season.
 They also have end of season sale (EOSS). All the goods are procured
from private small-scale producers and are bundled and sold under private
labels.
 Pantaloons follow relationship marketing where premium is charged for
the in-store service offered by the shop.
 Relationship marketing has helped bring customer service, quality and
improving visibility into closer alignment.

PLACE

Pantaloons offer sales through Omni channel.

 They have an online presence where items can be ordered from their home
website.
 The website of Pantaloons is designed in accordance with keeping e-
commerce strategies in place. The items are differentiated under headings
suitably.
 Pantaloons currently have 130 fashion stores in 40 cities and towns in
India. Pantaloons have a retail space of 1.7 million square feet, which is
among the largest in India.
 Pantaloons stores are present widely across many big Indian cities and
towns across India.
P a g e 37 | 49
 PROMOTION

Pantaloons uses a diverse range of promotional activities to market its brands.

 Pantaloons uses media like TV, print, online etc as part of its marketing
mix promotional strategy.
 Pantaloons also offer its flagship green card membership. It is available in
4 different offerings with one, three, five and seven-star.
 Discounts are offered based on the type of card the user has purchased.
This has helped in providing loyalty points which can be redeemed at
every next purchase.

PEOPLE

Pantaloons have excellent customer engagement skills. The higher management

consists of people sourced from reputed institutes and with years of excellent
experience.
Also the sales people at Pantaloons stores are very well trained and equipped to
handle queries of customer.

PROCESS

Pantaloons have several processes in place for smooth execution of its business.
 The clothes are shopped from manufacturers to warehouses to the
Pantaloons retail outlets all across the country.
 Also the online model ensures online purchase, online payment and
delivery at the customer doorstop.
 Pantaloons have installed SAP based software to track movement and sales
of products through their retail stores.

PHYSICAL EVIDENCE

Pantaloon’s stores are the biggest physical evidence of the brand.

 The uniqueness of stores, store planning, color and design are all unique
across stores.

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 Pantaloons are a winner of the prestigious North-East consumer awards. It
is also one of the most preferred fashion Retail destinations of the year.
 Pantaloons also received the “Emerging Market Retailer of the year”
award. It has also received HR excellence awards for some of its best
industry people management standards.

 It has also received awards for some of the best loyalty program awards.

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FINANCE DEPARTMENT

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There are various types of payment is received by Pantaloons at the time of sale and
they have tie-up with certain wallets in order received the payments. The types of
payments by the company are as follows:
 Cash
 Cheque (only at the time of purchase of gift voucher)
 Credit voucher
 Free charge
 Mobikwik
 E-gift voucher
 Gift card
 Gift voucher corporate
 Accord coupon
 Sodexo coupon
 UBI card
 Green card
 AMEX card (American Express card)
 Bajaj finance

Other departments are also work closely in Pantaloons to complete their tasks and
provide costumer services.
At the time of billing cashiering follows 9 steps:

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CSD – CUSTOMER SERVICE DESK DEPARTMENT

 Customer service is the provision of providing service to customer before,

during and after purchase of product.
 Customer service in Pantaloons is a series of activities designed to enhance
the level of customer satisfaction :-
 Defective or broken products should be exchanged, often only with a
receipt but within a specific time frame.
 Pantaloons have a desk assigned to deal with returns, exchanges,
complaints and problems related functions at the point of sale.

ADDITIONAL WORK AT CSD :-

 Giving vouchers.
 Helping customers to make green cards.
 Call the customers by Telephone to inform them about several ongoing
offers.
 Complaint handling
 Exchange policy
 Mass GC entry
 Customer profile and number modification
 Alteration
 OTP code delivery
 Gift wrapping and packaging
 Gift card and gift voucher issuance
 In-store announcement
 Deliveries

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 GREENCAR D'
INDIA S MOST LOVED REWARDS PROGRAM OELIGHTING OVER 5 HILLION MEMBERS'

EXCHANGE POLICY
"--7'
THE PERKS OF BEING IN LOVE WITH FASHION We do understand that yoo may wish toexchange the me<thandlse
Here's how we make It effortless for yoo:
• DISCOUNTS EVERY TIME YOU SHOP (AS REWARD POINTS)
• FREE ENROLMENT JOFul Days.ln<Me yauchonge--
We will accept exchanges across al stores - JOdotsal1Utf1a
• NO QUESTIONS ASKED EXCHANGE POLICY, anytime doong busines. hours; provided the me<thandise ls....-.
VALID FOR 90 DAYS, BILL NOT REQUIRED along withproduct tagandNM>ice.

• INSTANT REDEMPTION ON NEXT BILL AT CASH COUNTER 90Dors-ElldlongoPalcylar--

Our Greencard Member, enjoy a 90 Days RNxed Elldlongo
• CONVENIENT MOBILE BASED PROGRAM There is no need to present theinvoice as long as themobffe

• EXCLUSIVE BILLING COUNTERS FOR 3/5/7 * MEMBERS

number was shared at billing.
lnc:aeof-, _
• REIMBURSEMENT OF PAPER CARRY BAGS
*
-·--
You may however, exchange unused tashion accessories. footwNr,
( AS REWARDPOINTS)FOR 5/7 MEMBERS handbags and homeware in case of manufacturing defects.

* TO REDEEM YOUR REWARD POINTSCALL ot22JOmn

Attered merchandise, accessories, cosmetics & fragrances,
.. TO KNOW YOUR REWARD POINTS BALANCE toiletries, watches, sunglasses, jeMl«y, Mndbags,
TYPE MYGC AND SEND TO S7S7SI unde!!larments,Ul9fie& socks cam01bobChangad 1ar.,_.
andOlhef-.
(9 US ON 1ICIOICIJ7S27

-· -
.....:MD,oanaCAN......TMIIOUIINOUTTtaYUll....,.UIA...aa&.
allNCMD..... . . .
nllOUGMOUf TNI YUA.

P a g e 43 | 49
 ORGANIZATION STRUCTURE

CEO

AREA MANAGER

CATEGORY

STORE MANAGER

ASSISTANT DEPARTMENT
DEPARTMENT MANAGER
MANAGER

CUSTOMER FASHION TEAM CASHIER

ASN
ERAV
LIY
CSEI ASSISTANT MEMBER
DESK

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SWOT ANALYSIS

P a g e 45 | 49
STRENGTH
 Pioneer in the industry, largest market share and capitalization.
 Reputation for value for money (competitive pricing), convince and a wide
range of products all in one store.
 Being financially strong helps pantaloons retail India deal with any problems,
ride any dip in profits and perform their rivals.

WEAKNESSES
 Pantaloons do not function internationally, which has an effect on success, as
they do not reach consumers in overseas markets.
 Since pantaloons retail India ltd sell products across many sectors, it may not
have the flexibility of some of its more focused competitors.

OPPORTUNITIES
 Opportunity exists for PRIL to continue with current strategy of large, super
centers.
 Population of country is growing where the scope of market is kept on
increasing for retail store.

THREATS
 Being number one means that you are the target of competition. (extra
competition and new competitors entering the market could unsteady
pantaloons retail India)
 A slow economy or financial slowdown could have a major impact on
Pantaloons Retail India business and profit

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NATURE OF JOB/ TRAINING

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 FINDINGS
 Frequency of performance appraisal should be Quarterly for the Pantaloons
staff.

 Highest number of employees is satisfied with the giving suggestions of

strengths and weaknesses to improve their performance.

 Superior always deals with all employees fairly.

 53 Employees of this organization recommend this company as a good place

to work to their family and friends.

 Manager always establishes plans and work objective with employees.

 Top management is not partial for the performance appraisal. The partiality
level is ‘rarely’.

 Store coach gives proper training to the employees and also rewards them at
time.

 Career development, coaching and training & development all three are the
part of performance management system of Pantaloons.

 Highest number of employees is not satisfied with their salary.

 Performance management system of Pantaloons create participative

environment.

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 CONCLUSION
It is concluded that measurement of performance is important to the company for the
achieving targets i.e. actual and standard. Each and every organization should have a
system for measuring performance of employees and create participative environment.

In this organization plan for career development is having 4 stages i.e. FA, SAKSHAM,
DAKSHA AND PRAGATI.

There are also follows KRA’s for achieving different targets and if actual targets are
completed than incentives are also provides by the organization.

According to performance of employees and targets, monetary and non-monetary reward is

given by the organization.

There are also appreciating the employees in the monthly meeting by giving certificates
and awards.

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