EMPLOYEE ENGAGEMENT PROJECT

1
A
SUMMER INTERNSHIP PROJECT ON
“EMPLOYEE ENGAGEMENT”
AT
PANTALOONS FASHION & RETAIL LIMITED
As the partial fulfilment for the requirement of MBA Degree as per BPUT
Guidelines.
2013-2015
ASTHA SCHOOL OF MANAGEMENT
APPROVED BY AICTE, NEW DELHI & AFFILIATED TO BPUT,
ODISHA
SUBMITED BY
ADYA AISWARYA CHAND
REGD NO: 1306284043
UNDER THE GUIDANCE
INTERNALGUIDE EXTERNALGUIDE
MR.BIPUL KUMAR Mrs.MECON SWAIN (HR)
ASSOCIATE DEAN PANTALOONS Fashion & Retail Ltd., BBSR
ASTHA Schoolof Management

2
CERTIFICATE BY THE CORPORATE GUIDE
This is to certify that the project work titled “A Study on Employee
Engagement” at Pantaloons Fashion & Retail Ltd. BBSR is an
original piece work done by Adya Aiswarya Chand, Regd. no:
1306284043 under my guidance and supervision for the partial
fulfilment of MBA degree from Astha School of Management,
Bhubaneswar.
Place: - Eternal guide signature
Date: - Mrs. Mecon Swain
(Senior HR Executive)

3
ASTHA SCHOOL OF MANAGEMENT
CERTIFICATE
This is to certify that project work entitled “Employee Engagement”
at Pantaloons Fashion and Retail Ltd. is an original piece of work
done by Adya Aiswarya Chand bearing Regd. No: - 1306284043
under my guidance & supervision for the partial fulfilment of the
requirement of MBA degree from Astha School of Management,
Bhubaneswar, as per BPUT Guidelines.
Place:
Date: Asst.Prof.BipulKumar
(AssociateDean)
Astha Schoolofmanagement

4
ACKNOWLEDGEMENT
It is really a great pleasure to have this opportunity to express the
feeling of gratitude imprisoned in the core of my heart.
I convey my sincere gratitude to Mrs.Mecon Swain, Senior HR
executive in Pantaloons for giving me the opportunity to prepare my
project work in the field of “Employee Engagement”. I express my
sincere thanks to all the staff members of Pantaloons who have spared
their valuable time to contribute their suggestions and data in order to
enrich my project.
I am thankful to Mr.Bipul Kumar for his guidance during my project
work & sparing his valuable time for the same.
I express my sincere thanks to all the faculty of Astha School of
Management for their valuable advice in guiding me at every stage in
bringing out this report.
Adya Aiswarya Chand
Regd. no: 1306284043

5
DECLARATION
I Adya Aiswarya Chand, hereby declare that this project report
entitled “Employee Engagement” In Pantaloons Fashion & Retail
Ltd. BBSR, developed by me is a bona-fide work done under the
guidance of Mr.Bipul Kumar faculty of HR at ASM, BBSR in
partial fulfilment for the award of degree in Master of Business
Administration. It is my original work & has not been submitted
earlier for the award of any degree or Diploma either to this
University or any other Institutions.
Place:- Adya Aiswarya Chand
Date:- Regd. no: 1306284043

6
TABLE OF CONTENTS
Chapter
Number
Contents Page Number
1. Introduction
 Objective of the project
 Weekly details
 Methodology of the study
 Limitations of the study
 Sample size
 Sampling type
 Data collection method
 Events organised
8
8-9
9-10
10
11
11
11
11-12
2. Literature Review 14-21
3. Organisationstudy
 Company Profile 23-32
4. ResearchMethodology
 Data analysis &
interpretation
 Conclusion
34-45
46
5.
 Findings
 Suggestions
47
48
 Bibliography
Annexure
 Questionnaire
50
52-53

8
OBJECTIVE OF THE PROJECT:-
Human being is the most important and valuable resource for every organisation or
institution has in the form of its employees. If the employees are happy then automatically it
affects their performance. Objectives are:-
Primary Objective:--
 The most important objective of employee engagement is to create a sense of
belongingness towards the organisation which would lead to employee retention.
 To examine the HR functions at Pantaloons this triggers up employee engagement.
 To study the organisation culture of Pantaloons.
 To study the factors affecting the Employee engagement.
 To give suggestions related to Employee Engagement initiatives by compiling the data
collected.
Weekly details:-
I had reported in Pantaloons Fashion & Retail Ltd., Saheed Nagar, Bhubaneswar
(Odisha) on May 26, 2014 to HR Mrs.Mecon Swain (HR Department).
Week: 1
On the first week, I have done a survey in Pantaloons. In this day my focus was to
understand the working culture of Pantaloons. I asked many of the employees about their
working process ,what kind of problem they are facing in this organisation ,what is their
expectation from the organisation etc.I have done this activity floor wise; throughout the
week. In this way I have interacted with 40 employees. Moreover I have done the
announcement in CSD also.
Week: 2
On the second week, I organised a game in Pantaloons named as “spell Bee”. Here the
participants have to spell the brand name correctly; if they could spell 5 out of 10 then they
were eligible to get the price. In this way many employees won the price. Moreover I
collected their feedback from them for that game. I regularly maintained the grooming
standard of employees. On the occasion of World Anti Tobacco Day the employee draws
painting and write slogan to avoid Tobacco. Moreover an essay writing competition
happened on World Environment day.
Week: 3
On the third week I have checked the files of the current employees and stored all the
data which was required. Every day checklist was maintained by me. This week “Rajo
Festival” was celebrated in which, I have organised a lot of events with the help of the HR
Head and other managers. The events are:-song, dance, fashion show, food fest, bindi, Nail
painting, Punchi competition. The winners got prizes. Then I took the post event feedback
and analysed their motivation level. Most of the response was positive.

9
Week: 4
In this week I have organised a game named “Identify the offer”. Here the employees
will identify the offers which are running in Pantaloons, if they answered 7 out of 10
correctly then they will were eligible to receive prizes. Here many employees got prizes.
Moreover I maintained the employee’s confirmation detail in “Sparsh and Purnata software”.
I maintained the checklist in a regular basis.
Week: 5
In this week I took the interview of the new staff of Pantaloons. Moreover I filled up
the employee joining form, ESIC form, and their data like CV, mark sheets, photo,
certificates, blood group report, identity proof, residential proof, and parent’s date of birth,
which is necessary part of recruitment process, for the employee.
Week: 6
In the 6th week, I took the interview of the temporary staff for the purpose of sale in
store. Then I receive all the data of those employees like their CV, identity proof, and photo
for the verification purpose.
Week: 7
In this week I collected the questionnaire from the seller as well as from the managers.
I took their feed back in the form of questionnaire. Moreover I regularly checked that the
temporary staffs are present or not.
Methodology of the Study:--
Research Methodology:
Research Type Descriptive Research
Data source Primary and secondary data
Research instrument Questionnaire, personal interview
Type of questionnaire close ended questions
Sampling unit Employees of pantaloons, BBSR
Sampling method Stratified sampling
Contact method Personal interview
Location of survey Pantaloons Fashion & Retail Ltd.

10
Problem identification-
In this step the objectives of the management behind the project are ascertained.
1. Descriptive Research:
After identification of the problem, data is collected both from primary and secondary data
source.
2. Research Designing:
In this step, the framework for the methods and procedures for collecting and analysing
the needed information’s are specified and types of questions need to be answered; scales for
data measurement, sample type, methods for collecting and analyzing the data etc are
specified accurately.
3. Questionnaire preparation:
Questionnaire is prepared by taking the help of the close ended questions.
4. Sampling planning:
In this step, target population for data collection, sample size etc is determined.
5. Scaling:
For the purpose of getting accurate information I have used five point lickert scales.
6. Data Analysis:
In this step, after the data has been collected, the data are analysed using Microsoft Office.
7. Report preparation:
This is the final step of the research. In this step, the description of the whole research work
is written, and several observations, recommendations and conclusions are represented in a
specific manner.
8. Software Used For Data Analysis:
Ms Word is used to process and analyse data of research work.

11
Limitation of the Study:-
 Time Span: - Employee Engagement is a very vast process in any organisation. A time
span of 45 days to understand a process is difficult.
 Many employees are not interested to attend this kind of programme in a regular
basis.
Sampling Size:-
In pantaloons I have taken 40 employees as my sample size. Among 40 employees 30
are the Team member, team leader and 10 are the managers including HR also.
Sampling Type:-
I used stratified sampling to conduct my research. Types of data collection which I used in
my project are:
 Primary Data
 Secondary Data
Data CollectionMethod:-
I have used the method of questionnaire and personal interview method. Here in
questionnaire I collected the feedback of the employees where questions are in close ended
form. Moreover I also took the personal interview of the employees where they said the
advantage and disadvantage of employee engagement process.
 Events Organised By Me:-
In order to encourage, motivate and retain the employees I have organised many events in
Pantaloons. Where many employees participated in those games to make themselves
happier. The games are:-
 Spell bee Competition:-
In this game I asked the spelling of some brands available in Pantaloons. Who can say 5 right
answers out of 10 spellings then he/she will win the prize. In this way many participants got
Prizes.

12
 Rajo Fest:-
Rajo is a very big festival in Odisha, so in order to make all the employees
happy, I with the help of HR mam organised various event for the employees on this Rajo
time. The events are like:
 Song , Drama and Dance Competition:-
 Fashion Show:-
 Cooking Competition:-
 Bindi and Punchi Competition:-

13
CHAPTER 2
LITERATURE REVIEW

14
Introduction:-
Engagement at work was conceptualized by Kahn, (1990) as the ‘harnessing of
organizational members’ selves to their work roles. In engagement, people employ and
express themselves physically, cognitively, and emotionally during role performances. The
second related construct to engagement in organizational behaviour is the notion of flow
advanced by Csikszentmihalyi (1975, 1990). Csikzentmihalyi (1975) defines flow as the
‘holistic sensation’ that, people feel when they act with total involvement. Flow is the state
in which there is little distinction between the self and environment. When individuals are in
Flow State little conscious control is necessary for their actions.
Employee engagement is thus the level of commitment and involvement an employee has
towards their organization and its values. An engaged employee is aware of business
context, and works with colleagues to improve performance within the job for the benefit of
the organization. The organization must work to develop and nurture engagement, which
requires a two-way relationship between employer and employee.’ Thus Employee
engagement is a barometer that determines the association of a person with the
organization
Engagement is most closely associated with the existing construction of job involvement
(Brown 1996) and flow (Csikszentmihalyi, 1990). Job involvement is defined as ‘the degree
to which the job situation is central to the person and his or her identity (Lawler & Hall,
1970). Kanungo (1982) maintained that job involvement is a ‘Cognitive or belief state of
Psychological identification. Job involvement is thought to depend on both need saliency
and the potential of a job to satisfy these needs. Thus job involvement results form a
cognitive judgment about the needs satisfying abilities of the job. Jobs in this view are tied
to one’s self image. Engagement differs from job in as it is concerned more with how the
individual employees his/her self during the performance of his / her job. Furthermore
engagement entails the active use of emotions. Finally engagement may be thought of as an
antecedent to job involvement in those individuals who experience deep engagement in
their roles should come to identify with their jobs.
When Kahn talked about employee engagement he has given importance to all three aspects
physically, cognitively and emotionally. Whereas in job satisfaction importance has been
more given to cognitive side.
HR practitioners believe that the engagement challenge has a lot to do with how
employee feels about the about work experience and how he or she is treated in the
organization. It has a lot to do with emotions which are fundamentally related to drive bottom
line success in a company. There will always be people who never give their best efforts no
matter how hard HR and line managers try to engage them. “But for the most part employees
want to commit to companies because doing so satisfies a powerful and a basic need in
connect with and contribute to something significant”.

15
Definition:-
Employee engagement is a process of retaining the employees in the organisation.
Emotional connection of employee feels towards his/her employment organisation which
tends to influence his/her behaviour and level of effort in work related activities.
According to different scholars/practitioners Employee Engagement is;
 Engaged employees are not recruited, they are created-Lisa Wojtkowiak
 Management can’t manage without employees - Tim Lobzun
 From “me” to “we” to “us” is employee engagement. – Tom Rausch
 Ask much more than you tell , is employee engagement.–Richard Lock
 Engage your people from their soul , is employee engagement.– David.L Cowen
Aspects of Employee Engagement:-
Three basic aspects of employee engagement according to the global studies are:
 The employees and their own unique psychological makeup and experience.
 The employers and their ability to create the conditions that promote
employee engagement.
 Interaction between employees at all levels.
Thus it is largely the organization's responsibility to create an environment and culture
conducive to this partnership, and a win-win equation.
Categories of Employee Engagement
According to the Gallup the Consulting organization there are different types of people:-
Engaged--"Engaged” employees are builders. They want to know the desired expectations
for their role so they can meet and exceed them. They're naturally curious about their
company and their place in it. They perform at consistently high levels. They want to use
their talents and strengths at work every day. They work with passion and they drive
innovation and move their organization forward.
Not Engaged---Not-engaged employees tend to concentrate on tasks rather than the goals
and outcomes they are expected to accomplish. They want to be told what to do just so they
can do it and say they have finished. They focus on accomplishing tasks vs. achieving an
outcome. Employees who are not-engaged tend to feel their contributions are being
overlooked, and their potential is not being tapped. They often feel this way because they
don't have productive relationships with their managers or with their co-workers.

16
Actively Disengaged--The "actively disengaged" employees are the "cave dwellers." They're
"Consistently against Virtually Everything." They're not just unhappy at work; they’re busy
acting out their unhappiness. They sow seeds of negativity at every opportunity. Every day,
actively disengaged workers undermine what their engaged co-workers accomplish. As
workers increasingly rely on each other to generate products and services, the problems and
tensions that are fostered by actively disengaged workers can cause great damage to an
organization's functioning.
Importance of Engagement:--
Engagement is important for managers to cultivate given that disengagement or
alienation is central to the problem of workers' lack of commitment and motivation (Actium).
Meaningless work is often associated with apathy and detachment from ones works (Thomas
and Velthouse). In such conditions, individuals are thought to be estranged from their
selves (Seeman, 1972) .Other Research using a different resource of engagement
(involvement and enthusiasm) has linked it to such variables as employee turnover, customer
satisfaction - loyalty, safety and to a lesser degree, productivity and profitability criteria
(Harter, Schnidt & Hayes, 2002).
An organization's capacity to manage employee engagement is closely related to its ability to
achieve high performance levels and superior business results. Some of the advantages of
Engaged employees are:-
 Engaged employees will stay with the company, be an advocate of the company and
its products and services, and contribute to bottom line business success.
 They will normally perform better and are more motivated.
There is a significant link between employee engagement and profitability.
 They form an emotional connection with the company. This impacts their attitude
towards the company's clients, and thereby improves customer satisfaction and service levels
 It builds passion, commitment and alignment with the organization's strategies and
goals.
 Increases employees' trust in the organization
Creates a sense of loyalty in a competitive environment
 provides a high-energy working environment
 Boosts business growth
Makes the employees effective brand ambassadors for the company a highly engaged
employee will consistently deliver beyond expectations. In the work place research on the
employee engagement (Harter, Schmidt & Hayes, 2002) have repeatedly asked employees
‘whether they have the opportunity to do what they do best everyday'. While one in five
employees strongly agree with this statement. Those work units scoring higher on this
perception have substantially higher performance.

17
Thus employee engagement is critical to any organization that seeks to retain valued
employees. The Watson Wyatt consulting companies has been proved that there is an
intrinsic link between employee engagement, customer loyalty, and profitability. As
organizations globalize and become more dependent on technology in a virtual working
environment, there is a greater need to connect and engage with employees to provide them
with an organizational ‘identity.'
Employee engagementcarries 3 points:-
1. Growth
2. Recognition
3. Trust and confidence
Factors Leading to Employee Engagement:--
 Studies have shown that there are some critical factors which lead to Employee
engagement. Some of them identified are
 Career Development- Opportunities for personal development
 Career Development - Effective Management of talent
 Leadership- Clarity of company values
 Leadership - Respectful treatment
 Leadership - Company’s standards
 Equal opportunities & fair treatment
 Performance Appraisal
 Pay & benefits
 Health & Safety
 Job satisfaction
 Communication
 Family friendliness
 Co-operation

18
Career Development- Opportunities for Personal Development
Organizations with high levels of engagement provide employees with opportunities to
develop their abilities, learn new skills, acquire new knowledge and realise their
Potential. When companies plan for the career paths of their employees and invest in them
in this way their people invest in them.
Career Development - Effective Management of Talent
Career development influences engagement for employees and retaining the most talented
employees and providing opportunities for personal development.
Leadership- Clarity of Company Values
Employees need to feel that the core values for which their companies stand are
unambiguous and clear.
Leadership - Respectful Treatment of Employees
Successful organizations show respect for each employee's qualities and contribution
regardless of their job level.
Leadership - Company’s Standards of Ethical Behaviour
A company's ethical standards also lead to engagement of an individual
Empowerment
Employees want to be involved in decisions that affect their work. The leaders of high
engagement workplaces create a trustful and challenging environment, in which employees
are encouraged to dissent from the prevailing orthodoxy and to input and innovate to move
the organization forward.
Image
How much employees are prepared to endorse the products and services which their company
provides its customers depends largely on their perceptions of the quality of those goods and
services. High levels of employee engagement are inextricably linked with high levels of
customer engagement.
Other factors are:-
Equal Opportunities and Fair Treatment
The employee engagement levels would be high if their bosses (superiors) provide equal
opportunities for growth and advancement to all the employees

19
Performance appraisal
Fair evaluation of an employee's performance is an important criteria for determining the
level of employee engagement. The company which follows an appropriate performance
appraisal technique (which is transparent and not biased) will have high levels of employee
engagement.
Pay and Benefits
The company should have a proper pay system so that the employees are motivated to work
in the organization. In order to boost his engagement levels the employees should also be
provided with certain benefits and compensations.
Health and Safety
Research indicates that the engagement levels are low if the employee does not feel secure
while working. Therefore every organization should adopt appropriate methods and systems
for the health and safety of their employees.
Job Satisfaction
Only a satisfied employee can become an engaged employee. Therefore it is very essential
for an organization to see to it that the job given to the employee matches his career goals
which will make him enjoy his work and he would ultimately be satisfied with his job.
Communication
The company should follow the open door policy. There should be both upward and
downward communication with the use of appropriate communication channels in the
organization. If the employee is given a say in the decision making and has the right to be
heard by his boss than the engagement levels are likely to be high.
Family Friendliness
A person's family life influences his wok life. When an employee realizes that the
organization is considering his family's benefits also, he will have an emotional
attachment with the organization which leads to engagement.
Co-operation
If the entire organization works together by helping each other i.e. all the employees as well
as the supervisors co-ordinate well than the employees will be engaged.

20
How to measure Employee Engagement?
Gallup research consistently confirms that engaged work places compared with least engaged
are much more likely to have lower employee turnover, higher than average customer loyalty,
above average productivity and earnings. These are all good things that prove that engaging
and involving employees make good business sense and building shareholder value. Negative
workplace relationships may be a big part of why so many employees are not engaged with
their jobs.
Step I: Listen
The employer must listen to his employees and remember that this is a continuous process.
The information employee's supply will provide direction. This is the only way to identify
their specific concerns. When leaders listen, employees respond by becoming more engaged.
This results in increased productivity and employee retention. Engaged employees are much
more likely to be satisfied in their positions, remain with the company, be promoted, and
strive for higher levels of performance.
Step II: Measure current level of employee engagement
Employee engagement needs to be measured at regular intervals in order to track its
contribution to the success of the organisation.
But measuring the engagement (feedback through surveys) without planning how to handle
the result can lead employees to disengage. It is therefore not enough to feel the pulse—the
action plan is just as essential.
Knowing the Degree in which Employees Are Engaged?
Employee engagement satisfaction surveys determine the current level of employee
engagement. A well-administered satisfaction survey will let us know at what level of
engagement the employees are operating. Customizable employee surveys will provide with a
starting point towards the efforts to optimize employee engagement. The key to successful
employee satisfaction surveys is to pay close attention to the feedback from the staff. It is
important that employee engagement is not viewed as a onetime action. Employee
engagement should be a continuous process of measuring, analyzing, defining and
implementing.
Step II1: - Identify the problem areas
Identify the problem areas to see which are the exact areas, which lead to disengaged
employees
Step IV: Taking action to improve employee engagement by acting upon the
problem areas
Nothing is more discouraging to employees than to be asked for their feedback and see no
movement toward resolution of their issues. Even the smallest actions taken to address
concerns will let the staff know how their input is valued. Feeling valued will boost morale,

21
motivate and encourage future input. Taking action starts with listening to employee
feedback and a definitive action plan will need to be put in place finally.
Conclusion:--
Employee Engagement is the buzz word term for employee communication. It is a
Positive attitude held by the employees towards the organization and its values. It is rapidly
gaining popularity, use and importance in the workplace and impacts organizations in
many ways. Employee engagement emphasizes the importance of employee communication
on the success of a business. An organization should thus recognize employees, more than
any other variable, as powerful contributors to a company's competitive position. Therefore
employee engagement should be a continuous process of learning, improvement,
measurement and action. We would hence conclude that raising and maintaining employee
engagement lies in the hands of an organization and requires a perfect blend of time, effort,
commitment and investment to craft a successful endeavour.
“Great managers play favourites and spend most of their time with their
most productive people, not because they discriminate, but because they deserve the
attention and have so much to teach you.” - Curt Coffman
References:-
 Zinger David. (2014), Employee Engagement in six word.
 Albrecht L. Simon. Hand book of Employee Engagement perspectives, issues,
Research and practices, Edward Elgar Publishing
 Kruse Kevin, (2012). Employee engagement, 2.0.
 Kruse Kevin, Employee engagement for everyone: 4 keys to happiness &
engagement at work, NY Times

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CHAPTER 3
ORGANISATION STUDY

23
Company Profile (PANTALOONS):-
Pantaloons Fashion& Retail Limited:-
Pantaloons is India’s fastest growing premium lifestyle apparel company. With
innovative designs, concepts and products, the company brings the latest trend in fashion and
clothing style to the apparel market.
The company offers an incredible and complete one- stop shopping experience to its buyers
through its vast collection of many prestigious brands to make the customer more
fashionable. The 81 aesthetically designed stores spread across the country display a range of
classy and trendy merchandise that truly lives up to Pantaloons maximum of “Fresh Fashion”.
Normally a typical Pantaloons store is spread across 28,000 sq.ft, comprising a brand
portfolio that turns across a wide gamut of styles that spell class. The collection includes
western, ethnic wear for women, formal and casual for men, kid’s dresses, toys, crockery,
fashion jewellery etc.
The women’s section houses the private labels – Bare Denim, Rig, Annabelle, Honey, Ajile,
jealous 21-in western wear, as well as the ethnic wear from Rang manch,Trishaa,Akkriti,
popular brands like Lee Cooper, Biba and W are also available. In kids section Barbie, Jini
and Johnny. In men’s wear Peter England, Vanheusen etc are available.
History of Pantaloons:-
The first Pantaloons store was launched in Gariahat, Kolkata in 1997. As of
November 2013, there are 76 Pantaloons store in 44 cities. Pantaloons was previously

24
Controlled by Future group, but now it has been taken over by Aditya Birla Nuvo Limited
(ABNL). In eastern zone there are 17 stores of Pantaloons are established.
The BSE stock code of Pantaloons is 535755.The NSE stock code of Pantaloons is PFRL.
Since its inception, Pantaloons progressed from retailing just a mix of brands to its very own
popular private labels as well as, designed by the in-house Design studio. With a sharp focus
on bringing the latest in fashion, the design studio combines its progress in design to present
styles that keep the consumer fashionably dressed each season.
Pantaloons always focus on latest trend for which now Pantaloon is one of the best retail store
in India. It always put emphasis on the latest demand of youth and provide according to that
need. It cover all kinds of customer starts from ethnic to western wear, party wear to formal,
kids wear, fashionable jewellery, hand bags etc.
It always focuses on the display of the store for this purpose one VM is there who will take
care of the display area. Moreover Pantaloons has a nice culture. It always takes care of their
employees. Though it is a standing kind of job for the seller so they always arrange some
relaxation activity for the employees. For the employees there is a Fun Zone where the
employees can play many indoor games, can watch Television for their refreshment. They
observe all the festival in between employees which makes the employees more familiar to
the organisation.
Before opening the store they all gather at the hall for the purpose of pray and there they
promise to themselves, “that they will give their best today to make the organisation more
productive “.They obey the rules and regulation of Pantaloons like grooming standard ,
checking of the employees, attending customer in a polite manner etc. All the staffs are
checked at the exit point of the staff, this rule is for everyone that may be the fourth grade
employee or may be the store manager. Pantaloons carries many non apparel products like
watches of Tommy Hilfiger, Esprit, Kenneth Cole, Timex, Titan etc.

25
Organisation Structure:-
Store Manager
Department
Manager
HR
Manager
CSD
VM Admin
SOP
Manager Informati
on
Mark
eting
Asst. manager
Team Leader
Team Member
Asst.VM Maintenance
House
keeping
Security
Cashier

26
After discussion of history of Pantaloons we will discuss about the HR policies & practices which are
followed by Pantaloons in appointing the employees such as service rules, Promotion policies & rules,
wage structure, employee motivation & welfare schemes, health & safety rules training &
development. After completion of HR policies & practices then discussed about the type of a job &
the applicant who is getting recruited depending upon the level of the company that is junior, middle,
senior, Pantaloons using some training technologies for training their employees.
Values of Pantaloons:-
The success story of Pantaloons had built on a number of core company values that have
remained almost unchanged. These values are:-
Indianness: - Confidence in their business structure.
Leadership: - To be a leader, both in thought and business.
Respect & humility: - To respect every individual and be humble in conduct.
Introspection:-Leading to purposeful thinking.
Openness: - To be open and respective to new ideas, knowledge and information.
Valuing and nurturing relationship:-To build long term relationships.
Simplicity & positivity:- simplicity and positivity in our thought, business and action.
Adaptability: - To be flexible and adaptable, to meet challenges.
Flow: - To respect and understand the universal laws of nature.
Promotion Policy and Rules:-
Promotion policy and rules are applied to employees depending upon on their ability of
performing work, managing their skills and the level of experience.
Wage structure:-
Every job has awarded different wages depending upon the position of the employee and the
responsibility levels which the employees take over. This enables the company to:
Provide competitive salaries for each job taking into account market rates.
Reward everyone according to their contribution.
The salary allocated ranges depends upon the employees position type for employees
performing the standard duties of their jobs. Set up maximum and minimum levels within
those ranges to account for variation in experience and skill levels. The pay differs from store
administrative to head office administrator. The payment of employees deposited in their
accounts. The company reserves the right to suspend pay where an employee fails to notify
about absence from work.
Employee Motivation & Welfare Schemes: -
Reward Policies:-
Pantaloons believe in sharing its progress and profitability and reward accordingly. They
offer a range of benefits which are service related, so they build up as service of an employee
increases. Each element of the benefits package is reviewed regularly to ensure it remains
competitive and maintains Pantaloon as a leading employer .Some of them are:-

27
Healthcare Offers:-
Pantaloons offer following healthcare options to all monthly paid employees and their
partners.
Private health insurance
Gratuity Scheme
Free medical treatment for the employee, spouse and the dependant family members.
Female employees can have Maternity leave – 84 days maximum on completion of 160 days.
Travel & Expenses:-
Travel is an integral part of work for many people. Pantaloons offers travel options travel in a
secure and comfortable manner.
Social Activities:-
Pantaloons provides the employees the scheme named “Seekho” which enables them to
develop their skill sets and opt for any educational courses so that they can increase their
productivity which adds additional value for the company development in future. Every
employee of the pantaloon contributes small amount of money from their salary each month
voluntarily to the pantaloon foundation which they can use for any emergency needs.
Lifestyle Options
Pantaloon provides following options and benefits:
 Flexible working
 Employees can avail advance of 7 days of all purpose leave during the probation
period which will be adjusted in the employees leave balance.
 Leave accumulation will be permissible up to 90 days period.
 Only 15 days will be carried forward to the next fiscal year.
 Corporate helpline - A 24-hour confidential support service which help employees
to manage stress, personal traumatic or financial issues which are affecting their
attendance or performance at work.
Health & safety rules:
Pantaloon is committed to ensure the health, safety and well being of all its employees,
customers and others who visit or work in their premises.
Company’s Policy on Health and Safety includes:
The Health & Safety Committee
The Committee member’s advice on health & safety policy who monitor employees
effectiveness and reviews the key performance and take measures on a quarterly basis.
The Store/Site Manager
The Store/Site Manager is responsible for ensuring with Fire, Health & Safety Officer that
Company Health & Safety Policy is implemented. This includes:-
 Suitable Induction and Legislative Update training for Fire, Health & Safety.

28
 The prevention, investigation and the reporting of accidents.
 The completion of ongoing Risk Assessments and maintenance of known hazard
information.
 Property, Development and Facilities Management
 They are responsible for the provision of working areas, equipment and materials that
are safe and don’t pose any risk to health.
Training and development:
Personal Development
Learning & career development:-
Pantaloons are committed to develop its employees into skilled, customer-focused,
enthusiastic and motivated employees. They provides the employees the scheme named
“Seekho” which enables them to develop their skill sets and opt for any educational courses
so that they can increase their productivity which adds additional value for the company
development in future. An employee is equally responsible for learning and development.
Training is given as and when required e.g. the implementation of new systems.
Review of performance
Line managers review performance continually in order to assess how a particular employee
is doing. It helps employee in assessing themselves and look for further development.
Highlights of Equal Opportunities Policy are:
Promote a working environment free from discrimination, harassment and victimization on
the basis of:
 Gender, sexual orientation.
 Marital status
 Race, colour, nationality.
 Working Hours
 Religion or Political views.
 Age and Disability.
Identification of Jobs and their Analysis:
Pantaloons as above mentioned it has around 30,000 employees who are working under
different roles depending upon their qualifications. This means there is diversity in the
Company distribution of work load as per the qualifications of the persons applying in. There
are three levels of Jobs in any company viz. Entry Level, Middle Level, Senior Level. These
levels have their own Job description, Job Specification and the Recruitment and Selection
procedure etc These are briefly discussed below:-
ENTRY LEVEL:
The entry level jobs at Pantaloons for example the Stock and Inventory staff and others.

29
JOB DESCRIPTION:
The Applicant for the Stock and Inventory the employees are responsible for shipping of
inventory and supplying the inventory from the internal locations to the other departments.
This means he pulls all the items from the storage, physically move them.
JOB SPECIFICATION:
 Strong Organizational Skills.
 Multi Tasking ability.
 Basic computer knowledge.
 Strong Communication Skills.
 Must be soft spoken and must have a smiling face while treating the customer.
 Able to work under pressure.
Detailed recruitment and staffing:
For recruitment in this level a mass number of people are required.
The company goes with advertisements and newspaper for walk in interviews.
The company chooses reference and consultancies for the recruitment of the employees as
one strategy.
There are interviews conducted by departmental managers, store managers, HR heads and the
team leaders respectively.
After all this process done if the person gets through all the interview rounds then he is given
his place in the team or the job part for which he/she is fit.
MIDDLE LEVEL:
The middle level job is of a Store Manager who is supposed to be responsible for both the
functioning of the firm in maintaining the store and the management of the entry level people.
Job Description:
Minimum 3-5 years of experience in maintaining stores and performing the operational
requirements.
Monitoring the entire store and planning about the future services and training the new
employees in their work.
Must provide extremely high customer service and must make sure that the employees
working under him must also provide same level customer satisfaction.
The candidate is expected to develop functional understanding of business as well as
understand the way information about the workplace and scheduling the processes.
Good understanding of concepts such a Market basket analysis, Regression analysis etc.
SENIOR LEVEL:
The senior level job is of Operations Manager who is responsible for all marking targets for
different groups and is responsible for the other high end activities in the organization.

30
Job Specification:
 Excellent communication is required.
 Knowledge of business processes & their interdependencies.
 Ability to give short-term solutions to business problem from a business continuity
point of view.
 Develop report and review on all the operations which are taking place under his
control.
 Ability to develop long term solutions for business problems with a view on
repercussions on the whole business.
 Leadership skills required.
 An experience of minimum 5+ years is required
Detailed recruitment and staffing:
Same process is followed while giving ads in the news papers and consultancies.
The main interview is taken by the HR and then supervised by the directors and the BOD’s.
SELECTION PROCESS:-
Finalization of the Candidate: Once a candidate is finalized, he has to submit the following
documents:
 Last salary slip
 Last appointment letter
 REFERENCE CHECK:
After the submission of slip and the appointment letter, the candidate has to give the
names and contact details of two professional references from his current
company/any of the previous companies where he has worked earlier.
 A telephonic call is made to the persons and the following is checked:
 Education background
 Professional Background
 Personal background
 Interpersonal skills for the formalities.
OFFER LETTER:
After checking all the references, if the candidates are found suitable, the offer letter is rollout
to the candidate for joining.
EFFECTIVE TRAINING METHODOLOGIES:
Effective training methodology which a firm uses to adopt for the junior level executive is
“Experiential action learning”. This method requires an instructor to be very skilled and
knowledgeable about the process which the firm is following for its growth. Employees who
are new to the organization are a part in the experiential action learning which may indeed
help them to develop a better sense of knowledge which can improve the capabilities of the
employee.

31
Effective training methodology which a firm uses to adopt for the middle level executive is
“On-the-job training” which is a kind of Word-Driven Training, in this type of training,
supervisors or mentors-who must be very skilled in the work being taught- instruct
participants in a hands-on environment. Design time is usually minimal because on-the-job
training is not a formal process.
Effective training methodology which a firm uses to adopt for the senior level executives are
“Problem-bases learning” in which participants focus on problems with the help of resource
person, as required. Learners determine the pace of the training and its content. Training
occurs in the sense that the group learns about the problem; at the same time, a solution is
developed. The research indicated that people learning through problem-based training are
more motivated.
 SWOT Analysis:-
Strength:-
 Wide range of products all in one store.
 Presence in major cities.
 Highly strategic human resource management & development.
 Most trusted & respected brand by the customers.
Weakness:-
 Pantaloons don’t have its store overseas area.
Opportunity:-
 Huge untapped market.
 New locations and store of Pantaloons is a opportunity to exploit market
development.
Threats:-
 Being number one means that you are the target of competition.
 Consumer life style changes could lead to less of a demand for
Pantaloons Fashion & Retail Ltd India products/services.
 Competitor of pantaloons:-
The competitors of Pantaloons are:-
 Shoppers stop
 Life style
 All That jazz
CONCLUSION:-
Pantaloon Retail (India) limited is not only an organization but it is an institute which
provides its employees an opportunity for learning which helps in development of the
company. They always look for the people who are high in knowledge which will help the
organization success. Pantaloons always welcome change in fashion by thinking out of the
box. Pantaloons has achieved success through its capability and competence to lead the

32
change when compared to past. Pantaloons most innovative concepts are now considered as
the base line in the retail industry. Pantaloon Retail (India) limited started of with
manufacturing of garment later it expanded into the retailing market when compared to any
other retail company. Pantaloon Retail (India) limited was the 1st to introduce the concept of
the departmental store in retail sector for the entire family members through Pantaloons.
Pantaloon Retail (India) also launched hypermarket in India as Big Bazaar, a large discount
store and it also launched Food Bazaar. Today Pantaloon Retail (India) limited is diversified
into so many fields and evolved as largest retail company in India.
The way we work is distinctly "Pantaloon". The biggest advantage of pantaloons is the
courage of dreaming of becoming diversified into many fields and turning the dream into
reality which changes the lives of the consumer. Pantaloon is an invitation to join a place
where there are no boundaries to what you can achieve. Means employee are given
importance to be open in their thoughts and requested to give their opinions for the
organizational success.

33
CHAPTER 4
Data Analysis and Interpretation

34
DATA ANALYSIS AND INTERPRETATION:-
In this bar diagram I have included 40 employees. Out of them 10 are managers and
rest are team member, team leader. According to them staffs are leaving organisations
because of their family matter, money matter, better opportunity in other organisation, time
factor etc. The retention of employee can be made by giving them positive environment, if
fully not possible then partially also we can solve their problem, by organising games,
picnics. By these processes we can retain the employee, because they will be emotionally
attached to the organisation and they don’t leave it. Some question and its analysis are
below:-
1. I receive all the information what is given to me at the time of my work.
Inference:-
In this question, respondents were asked ‘I receive all the information what
is given to me at the time of my work ’. They were provided with five options-Strongly
agree, Agree, Neither agree nor disagree, strongly disagree, disagree. In reply ,30 of the total
respondent said they are agree to the question,6 said they are strongly agree &2 neither agree
nor disagree, 2 strongly disagree & disagree criteria. It is clearly visible that the numbers of
agree are more than others
0
5
10
15
20
25
30
Strongly agree Agree Neither Agree
Nor disagree
Strongly
Disagree
Disagree
InformationGraph

35
2. I regularly receive the recognition/praise for doing good work.
Inference:-
In this question, respondents were asked ‘I regularly receive the
recognition/praise for doing good work’. They were provided with five options-Strongly
agree, Agree, Neither agree nor disagree, strongly disagree, disagree. In reply ,20 of the total
respondent said they are agree to the question,8 said they are strongly agree & 2 are neither
agree nor disagree, 8 strongly disagree & 2disagree criteria. It is clearly visible that the
numbers of agree are more than others.
0
2
4
6
8
10
12
14
16
18
20
Nor disagree
Strongly
Disagree
Disagree
Recognition Graph

36
3. The benefits offer here are fair and reasonable.
Inference:-
In this question, respondents were asked ‘The benefits offer here are fair and
reasonable’. They were provided with five options-Strongly agree, Agree, Neither agree nor
disagree, strongly disagree, disagree. In reply ,24 of the total respondent said they are agree
to the question,7 said they are strongly agree & 2 are neither agree nor disagree, 3 strongly
disagree & 4 disagree criteria. It is clearly visible that the numbers of agree are more than
others.
0
5
10
15
20
25
Nor disagree
Strongly
Disagree
Disagree
Benefit Graph

37
4. Here the people are co-operative & pleasant to work with.
Inference:-
In this question, respondents were asked ‘Here the people are co-operative &
pleasant to work with.’ They were provided with five options-Strongly agree, Agree,
Neither agree nor disagree, strongly disagree, disagree. In reply ,22 of the total
respondent said they are agree to the question,12 said they are strongly agree & 1 are
neither agree nor disagree, 3 strongly disagree & 2 disagree criteria. It is clearly visible
that the numbers of agree are more than others.
0
5
10
15
20
25
Nor disagree
Strongly
Disagree
Disagree
Co-operation Graph

38
5. There is always someone at work who encourages my development.
Inference:-
In this question, respondents were asked ‘There is always someone at work who
encourages my development’. They were provided with five options-Strongly agree, Agree,
Neither agree nor disagree, strongly disagree, disagree. In reply ,27 of the total respondent
said they are agree to the question,5 said they are strongly agree & 5 are neither agree nor
disagree, 3 strongly disagree & 0 disagree criteria. It is clearly visible that the numbers of
agree are more than others.
0
5
10
15
20
25
30
Nor disagree
Strongly
Disagree
Disagree
Encourage Graph

39
6. My opinions and ideas seem to matter.
Inference:-
In this question, respondents were asked ‘’my opinion and ideas seem to be
matter”. They were provided with five options-Strongly agree, Agree, Neither agree nor
disagree, strongly disagree, disagree. In reply ,23 of the total respondent said they are agree
to the question,3said they are strongly agree & 4 are neither agree nor disagree, 3 strongly
disagree & 7 disagree criteria. It is clearly visible that the numbers of agree are more than
others.
0
5
10
15
20
25
Nor disagree
Strongly
Disagree
Disagree
Opinion Graph

40
7. My supervisor helps me to know what is expected from me and guide me in that
manner.
Inference:-
In this question, respondents were asked ‘’ My supervisor helps me to know what is
expected from me and guide me in that manner.”. They were provided with five options-
Strongly agree, Agree, Neither agree nor disagree, strongly disagree, disagree. In reply ,33 of
the total respondent said they are agree to the question,6 said they are strongly agree & 1 are
neither agree nor disagree, 0 strongly disagree & 0 disagree criteria. It is clearly visible that
the numbers of agree are more than others.
0
5
10
15
20
25
30
35
Nor disagree
Strongly
Disagree
Disagree
Guidance Graph

41
8. My supervisor cares about me as a person.
Inference:-
In this question, respondents were asked ‘’ my supervisor cares about me as a
person.”They were provided with five options-Strongly agree, Agree, Neither agree nor
disagree, strongly disagree, disagree. In reply , 29of the total respondent said they are
agree to the question,8 said they are strongly agree & 2 are neither agree nor disagree, 0
strongly disagree & 1 disagree criteria. It is clearly visible that the numbers of agree are
more than others.
0
5
10
15
20
25
30
35
Nor disagree
Strongly
Disagree
Disagree
Caring Graph

42
9. Even if I had the opportunity to get a similar job with another organisation, I
would stay with my present company.
Inference:-
In this question, respondents were asked “Even if I had the opportunity to get a similar
job with another organisation, I would stay with my present company.”They were
provided with five options-Strongly agree, Agree, Neither agree nor disagree, strongly
disagree, disagree. In reply , 14 of the total respondent said they are agree to the
question,5 said they are strongly agree & 3 are neither agree nor disagree, 3 strongly
disagree & 15 disagree criteria. It is clearly visible that the numbers of agree are more
than others.
Maximum of them told they are disagree because if they will get better
opportunity like, monetary benefit or promotion then they automatically skip ton other
organisation.
0
2
4
6
8
10
12
14
16
Nor disagree
Strongly
Disagree
Disagree
Retaintion Graph

43
10. In the last year/month I have had the opportunities to learn and grow.
Inference:-
In this question, respondents were asked “In the last year/month I have had the
opportunities to learn and grow.”They were provided with five options-Strongly agree,
Agree, Neither agree nor disagree, strongly disagree, disagree. In reply , 30 of the total
0
5
10
15
20
25
30
Nor disagree
Strongly
Disagree
Disagree
Opportunity Graph

44
11. I would recommend the organisation as a good place to work.
Inference:-
In this question, respondents were asked “I would recommend the organisation as a
good place to work.”They were provided with five options-Strongly agree, Agree,
Neither agree nor disagree, strongly disagree, disagree. In reply , 25 of the total
0
5
10
15
20
25
Nor disagree
Strongly
Disagree
Disagree
Satisfaction Graph

45
12. Overall I am extremely satisfied with my job.
Inference:-
In this question, respondents were asked “Overall I am extremely satisfied with my
job.”They were provided with five options-Strongly agree, Agree, Neither agree nor
disagree, strongly disagree, disagree. In reply , 24 of the total respondent said they are
agree to the question, 6 said they are strongly agree & 3 are neither agree nor disagree, 1
strongly disagree & 6 disagree criteria. It is clearly visible that the numbers of agree are
more than others.
0
1
2
3
4
5
6
Nor disagree
Strongly
Disagree
Disagree
Satisfaction Graph

46
 FINDINGS:-
 After the data analysis, I find out that in Pantaloons most of the employees are
satisfied in their work.
 Rest of the employees who are not satisfied they have many issues related to
monetary and non monetary factors. Employees are not paid sufficiently
according to their work responsibilities.
 Most of the people leave the organisation because they don’t want to relocate.
 The work life balance issues are reflected in the organisation which is one of
the reasons of employee attrition.
 In my point of view it is a big organisation and now it is taken over by Aditya
Birla group so the employees should cooperate with the organisation which
will be beneficial in future.

48
 With reference to my present study I would like to say that, the employee engagement
activities at Pantaloons are up to the mark, further I suggest there must be gaming
activities for the employees as well as they must appreciated for the same.
 Recognition is the need of human so does the employees at Pantaloons. The recognitions
such as birthday celebration, extracurricular activities like painting, poem writing, Paper
cutting should be noticed by Pantaloons. For which the employees will be emotionally
attached to the organisation.
 Moreover in these events the employees family member should be involved which will
create a familiar environment in the organisation.
CONCLUSION:
“Great managers play favourites and spend most of their time with their
most productive people, not because they discriminate, but because they deserve the
attention and have so much to teach you.” - Curt Coffman
At last I would like to conclude that Its a practice that is continuously going on at
Pantaloons but few suggestions as I have mentioned above would make this process lively
one and it would also enhance the employee productivity.

50
 Zinger David. (2014), Employee Engagement in six word.
 Albrecht L. Simon. Hand book of Employee Engagement perspectives,
issues, Research and practices, Edward Elgar Publishing
 Kruse Kevin, (2012). Employee engagement, 2.0.
 Kruse Kevin, Employee engagement for everyone: 4 keys to happiness
& engagement at work, NY Times
 WEBSITES:-
 WWW.Pantaloons.com
 WWW.Pantaloons company profile.html
 WWW.panataloons hr policies.html

52
QUESTIONNAIRE
1. I receive the information & communication I need to do my job.
o Strongly disagree
o Disagree
o Neither agree nor disagree
o Agree
o Strongly agree
2. I regularly receive the recognition/praise for doing good work.
o Strongly disagree
o Disagree
o Agree
o Strongly agree
3. The benefits offer here are fair & reasonable.
o Strongly disagree
o Disagree
o Agree
o Strongly agree
4. Here the people are co-operative & pleasant to work with.
o Strongly disagree
o Disagree
o Agree
o Strongly agree
5. There is always someone at work who encourages my development.
o Strongly disagree
o Disagree
o Agree
o Strongly agree
6. My opinions & ideas seemto matter.
o Strongly disagree
o Disagree
o Agree
o Strongly agree

53
7. My supervisor helps me to know what is expected from me & guide me in that
manner.
o Strongly disagree
o Disagree
o Agree
o Strongly agree
8. My supervisor cares about me as a person.
o Strongly disagree
o Disagree
o Agree
o Strongly agree
9. Even if I had the opportunity to get a similar job with another organisation, I would
stay with my present company.
o Strongly disagree
o Disagree
o Agree
o Strongly agree
10. In the last year I have had the opportunities to learn & grow.
o Strongly disagree
o Disagree
o Agree
o Strongly agree
11. I would recommend the organisation as a good place to work.
o Strongly disagree
o Disagree
o Agree
o Strongly agree
12. Overall I am extremely satisfied with my job.
o Strongly disagree
o Disagree
o Agree
o Strongly agree

EMPLOYEE ENGAGEMENT PROJECT

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