Internship Report On “A STUDY ON EMPLOYEE ENGAGEMENT AT...

Internship Report On

“A STUDY ON EMPLOYEE ENGAGEMENT AT PANTALOONS

FASHION & RETAIL LTD.”

By

DIVYANI DEBNATH

1NH14MBA32

Submitted to

VISVESVARAYA TECHNOLOGICAL UNIVERSITY, BELGAUM

In partial fulfilment of the requirements for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

Under the guidance of

INTERNAL GUIDE EXTERNAL GUIDE

Ms. SAUMI ROY Mr. S MOHAMMED ASLAM

Asst. Prof. Senior Executive

NHCE, Bangalore Pantaloons Fashion & Retail Ltd.

DEPARTMENT OF MANAGEMENT STUDIES

NEW HORIZON COLLEGE OF ENGINEERING

MARATHAHALLI, BANGALORE-560087

BATCH: 2014-2016

ACKNOWLEDGEMENT

I thank the almighty God for the blessing that have been showered upon me to complete the

project successfully.

I am extremely thankful to the principal Mr. Manjunatha, New Horizon College of

Engineering, for providing me the opportunity to conduct this research project. I express my

deep sense of gratitude to Mrs. SheelanMisra, Head of Dept. of Management Studies for her

valuable guidance.

I am very thankful to my internal guide Ms.Saumi Roy , Department of Management Studies

for her valuable inputs and support on completion of this project report.

I express my sincere thanks to Mr. S Mohammed Aslam, Senior Executive, Pantaloons

Fashion & Retail Ltd., Bangalore for the valuable suggestions, observation, and

encouragement which helped me a great deal in accomplishment of this project work.

I also acknowledge with a deep sense of reverence, my gratitude towards my parents and my

friends, who has always supported me during the time of the project.

DIVYANI DEBNATH

(1NH14MBA32)

TABLE OF CONTENT

CHAPTER NUMBER

TITLE

PAGE NUMBER

EXECUTIVE SUMMARY

1

INTRODUCTION

1-5

2

INDUSTRY PROFILE AND

COMPANY PROFILE

6-21

3

THEORITICAL

BACKGROUND OF THE

STUDY

22-35

4

ANALYSIS AND

INTERPRETATION

36-78

5

FINDINGS, SUGGESTIONS

AND CONCLUSION

79-81

BIBLIOGRAPHY AND

ANNEXURE

LIST OF TABLES

TABLE

NUMBER

PARTICULARS

PAGE

NUMBER

Table 4.1 Table showing age group of respondents 36

Table 4.2 Table showing employees’ work experience at Pantaloons 38

Table 4.3 Table showing infrastructure of the store 40

Table 4.4 Table showing rewards and recognition given by the

management

42

Table 4.5 Table showing engagement activities motivate employees

towards organization’s goal

44

Table 4.6 Table showing employees enjoy their job in the company 46

Table 4.7 Table showing employees having clear description of

their job task

48

Table 4.8 Table showing employees find their work environment

friendly

50

Table 4.9 Table showing factors that motivates employees to work

in Pantaloons

52

Table 4.10 Table showing satisfaction level of employees towards the

opportunities for promotion

54

Table 4.11 Table showing motivation given by the manager 56

Table 4.12 Table showing employees’ relation with their co-workers 58

Table 4.13 Table showing safety of the work place 60

Table 4.14 Table showing recommendation of employment to others 62

Table 4.15 Table showing determination of employees to give their

best effort at work each day

64

Table 4.16 Table showing initiativeness to help other colleagues 66

Table 4.17 Table showing employees get excited about going to work 68

Table 4.18 Table showing employees know what manager expects

from them at work

70

Table 4.19 Table showing supervisors giving regular feedback to the

employees

72

Table 4.20 Table showing department providing excellent services to

the customers

74

Table 4.21 Table showing opportunities to contribute in decision

making that affects them

76

Testing of Hypothesis ( chi-square) 78

LIST OF CHARTS

CHART

NUMBER

PARTICULARS

PAGE

NUMBER

Chart 4.1 Chart displaying age group of respondents 37

Chart 4.2 Chart displaying employees’ work experience at

Pantaloons

39

Chart 4.3 Chartdisplaying infrastructure of the store 41

Chart 4.4 Chartdisplaying rewards and recognition given by the

management

43

Chart 4.5 Chartdisplaying engagement activities motivate

employees towards organization’s goal

45

Chart 4.6 Chartdisplaying employees enjoy their job in the

company

47

Chart 4.7 Chartdisplaying employees having clear description of

their job task

49

Chart 4.8 Chartdisplaying employees find their work

environment friendly

51

Chart 4.9 Chartdisplaying factors that motivates employees to

work in Pantaloons

53

Chart 4.10 Chartdisplaying satisfaction level of employees

towards the opportunities for promotion

55

Chart 4.11 Chartdisplaying motivation given by the manager 57

Chart 4.12 Chartdisplaying employees’ relation with their co-

workers

59

Chart 4.13 Chartdisplaying safety of the work place 61

Chart 4.14 Chartdisplaying recommendation of employment to

others

63

Chart 4.15 Chartdisplaying determination of employees to give

their best effort at work each day

65

Chart 4.16 Chartdisplaying initiativeness to help other colleagues 67

Chart 4.17 Chartdisplaying employees get excited about going to

work

69

Chart 4.18 Chartdisplaying employees know what manager

expects from them at work

71

Chart 4.19 Chartdisplaying supervisors giving regular feedback to

the employees

73

Chart 4.20 Chartdisplaying department providing excellent

services to the customers

75

Chart 4.21 Chart displaying opportunities to contribute in

decision making that affects them

77

EXECUTIVE SUMMARY:

'Worker Engagement' for quite a long while now, has been a hotly debated issue in corporate

circles. It's a popular expression that has caught the consideration of working environment

onlookers and HR supervisors, and the official suite. Also, it's a subject that businesses and

representatives alike they see, yet can't verbalize effortlessly.

In the course of recent years, distinctive studies and research embraced have characterized the

term in an unexpected way, and thus, concoct diverse key drivers and suggestions. In

engagement, people use and convey what needs be physically, subjectively, and sincerely amid

part exhibitions.

Worker Engagement is connected with numerous alluring results, for example, work

fulfilment, goal to stay and employment execution. Organizations with a more prominent

number of drew in representatives commonly have lower working costs, higher consumer

loyalty and higher benefits. There is a substantial money related advantage to organizations

putting time and assets in encouraging higher engagement inside of their representatives.

The point of Employee Engagement is of famous significance to think about workers'

enthusiastic connection, association and responsibility towards occupation and association. It

offer us to see how representatives some assistance with working with energy and feel a

significant association with their organization. It will concentrate on building up a prevalent

understanding of variables, for instance, nature of work associations and estimations of the

affiliation interface and their association with basic work result.

CHAPTER 1

INTRODUCTION

1

1.1 INTRODUCTION ABOUT THE INTERNSHIP:

As a part of academic requirement and completion of MBA program, I have been assigned to

complete my internship report on “A Study on Employee Engagement” at “Pantaloons Fashion

and Retail Limited” under the guidance of Ms. Jyothi. The internship was for the tenure of 10

weeks.

The major objective of this study is to properly understand ‘EMPLOYEE ENGAGEMENT’ at

PANTALOONS, and suggest measure to overcome the fit falls if any. This is done by using

the survey method for analytical study, structural questionnaire was used to collect the data.

A basic limitation of project is that they did not provide all the information related to the

company. Cooperation and coordination also vary from one to another, hence there are a few

information uncertainties. The time limit is considered to be a big constraint.

The data required for analysis is obtain from primary and secondary sources and analytical

study is survey method and structural questionnaire.

Many tools and techniques have been used for conducting the study which includes the survey

method, structural questionnaire, once the data has been collected by the personal observation

and interaction with HR specialist and employees, it is subjected to analysis. The data is

analysed according to the information collected through structured questionnaire.

1.2 TOPIC:

“A Study on Employee Engagement at Pantaloons Fashion and Retail Ltd.”.

1.3 STATEMENT OF THE PROBLEM:

Separation or distance is an issue of employees' absence of duty and inspiration. The absence

of engagement influences expansive and little associations everywhere throughout the world,

making them bring about overabundance expenses, to fail to meet expectations on significant

undertakings, and to make boundless client disappointment.

2

1.4 NEED FOR THE STUDY:

The need for the study is to understand the present representative engagement in the association

and which business related viewpoints should be enhanced with the end goal of more profound

engagement in the association.

1.5 OBJECTIVE OF THE STUDY:

1. To understand the significance of employee engagement at Pantaloons.

2. To identify the various factors influencing employee engagement.

3. To study the importance given by the staffs to their work and level of their commitment.

4. To analyse the satisfaction level of workers from different employee engagement

exercises that happens in the association.

1.6 SCOPE OF THE STUDY:

1. This is academic study confirmed for 10 weeks, on Employee Engagement of

employees.

2. The study is conducted at Pantaloons, Mantri Mall, with a simple sample size of 100

employees of the company.

3. In order to examine the study the survey has been directed to the Employees.

1.7 RESEARCH METHODOLOGY:

Descriptive Research has been utilized, which involves surveys and fact findings of

various kind. The significant motivation behind this particular research is the depiction of

the situation, as it occurs at present.

The primary normal for this strategy is that the analyst has no influence over the variable,

he/she can just report what has occurred or what is occurring.

3

1.7.1 DATA COLLECTION:

The information for assessment of Employee Engagement practices in Pantaloons is

collected through primary and secondary sources.

Primary data: Primary data is gathered by consulting and interviewing the

departmental head and through questionnaire which is filled by the employees

of Pantaloons.

Secondary data: Secondary data is collected from the past records or already

collected information from books, websites, articles on the topic, and

company’s brochure and manuals.

1.7.2 SAMPLING:

Sampling Frame:

Sampling frame is the set of people or objects from which sample is selected.

The sample frame used for the study is “Pantaloons Fashion and Retail Ltd.”, Mantri Mall,

Bangalore.

Sampling Method:

The sampling method used for the study is Simple random sampling.

Sampling Size:

Sampling size is the demonstration of picking the quantity of perceptions or duplicates to

incorporate into a factual specimen.

The sample size used here is 100 employees.

1.7.3 TOOLS FOR DATA ANALYSIS:

Data Collection Tool: Structured Questionnaire

Analytical Techniques used:

Microsoft Excel

SPSS-20

4

1.8 LITERATURE REVIEW:

1. (Little, 2006) The Author in his article "Worker Engagement-Conceptual Issues" has

given different meanings of representative engagement taken after by illumination of

specific inquiries that set off his psyche, for example, is engagement is a mentality or a

conduct? Is engagement an individual or a gathering level wonder? What is the

relationship in the middle of engagement and other surely understood builds like

hierarchical responsibility, work fulfilment, work association and authoritative

conduct?

2. Robertson-Smith and Mark wick (2009) has shown what engagement is and uncovers

that it is a vital yet complex test. There remains an incredible breadth for talking about

the different methodologies of representative engagement.

3. Simpson (2009) talked about the present condition of information about engagement at

work through an audit of writing. The four lines of engagement exploration is appeared

by this audit. It additionally concentrates on the elements and outcomes of engagement

at work place.

4. Shashi (2011) strengthened the significance of worker correspondence on the

accomplishment of a business. As per her an association ought to understand the

significance of workers, more than some other variable, as the most effective supporter

to an association's focused position.

5. Siddhanta and Roy (2012) investigated suggestions for hypothesis, further research and

practices by coordinating cutting edge "Representative Engagement" exercises being

drilled by the corporate with the audit of discoveries from past inquires about or

reviews. Singh and Shukla (2012) attempted to discover what variables are essential to

make a drew in workforce. The study directed by them was exploratory in nature and

the information has been gathered from an association of tin assembling.

6. Driscoll (2013) in his article "The Rulebook to Engagement" has said that different

divisions and commercial ventures have distinctive engagement. There can't be one size

that fits all when discussing tenets of engagement. He discusses the Dos and Don'ts of

representative engagement, the pragmatic use of engagement. The Dos incorporate

5

open doors, correspondence, strengthening, compassion, prepping your pioneers. The

Don'ts incorporate maintain a strategic distance from small scale administration,

segregation, pointless confinements, not strolling the discussion, and so on.

7. Truss, Job Design and Employee Engagement(2014) in the article "Work Design and

Employee Engagement" the writer tries to relate work plan, substance of occupation,

workplace and part of chief with engagement. Her study in different associations has

come about indicating relationship between occupation content like personality,

assortment in aptitude, self-rule, criticism information of results, and so on.

Additionally the workplace like physical working condition, association structure,

group and gathering work, work process are imperative variables under workplace

which impact representative engagement.

1.9 LIMITATION OF THE STUDY:

The information gathered will be restricted to certain sample population because of the

time and population limitation.

There may be a bias in the response given.

The study is concerned only to Pantaloons, Mantri Mall, Bangalore.

The frame of respondents is 100 only.

CHAPTER 2

INDUSTRY AND COMPANY PROFILE

6

2.1 INDUSTRY PROFILE:

Retail begins from the Old French word "retailer", which means "to cut off, catch, trim, and

separate" similarly as altering that is arrangement in little sums. Retailing is significantly more

than just promoting, it's to make relationship with customers. Retailing should be possible in

either altered domains, for instance, shops or bazaars, way to deal with entryway or by

transport. Trade is the proposal of things and associations from people or relationship until the

end-clients. Retailers are somewhat of a joined structure called the stock framework. A retailer

buys things in incomprehensible totals from makers especially or through wholesale, and later

offers littler entireties to the client for preference. In the 2000s, a growing measure of retailing

was done using destinations (online), electronic portion, and after that passed on through a

counter distinctive organizations. India has the fifth most appealing rising retail showcase.

Retailing consolidates subordinated organizations, for instance, transport. The expression

"retailer" is in like manner related where a business trader advantages the necessities of a

sweeping amount of people, for instance, for the all-inclusive community. Stores may be on

reserved paths, streets with few houses or in a mall. Shopping roads may be for individuals by

walking figuratively speaking. As a rule a shopping path has a central or complete housetop to

shield clients from precipitation. Internet retailing, a sort of electrical trade utilised for

business-to-buyer trades and mail solicitation, are sorts of non-store transaction.

Retailing may fuse subordinated organizations, for instance, movement. Purchasers may be

individual or associations. In business a retailer buys stock or things in immense sums from

creators or vendors, either particularly or through whole merchants, and a short time later offers

more diminutive adds up to the final customers. Retail establishments consistently called stores

or bazaars. Traders are toward the end of the stock system. Creating promoters see the

technique of retailing as a vital piece of their common flow framework.

Indian retail industry is partitioned into organised and unorganised divisions. Composed

Retailing alludes to exchanging exercises embraced by authorized retailers. These fuse the

corporate-supported supermarkets and retail chains, moreover the elite broad retail

associations. Messy retailing, of course, implies the ordinary designs of insignificant exertion

retailing, the adjacent Kirana stores, had watched out for general stores, solace stores, handcar

and black-top dealers, and many more.

Accordingly, shopping generally implies the showing of buying things. Here and there this is

done to acquire requirements, for instance, sustenance and apparel or as a recreational

7

movement. Recreational shopping frequently includes window shopping and perusing does not

generally bring about a buy.

It requires heavy initial investments and has evolved from:

Change in consumer behaviour.

Working population and double income houses.

Increase in buying and spending capacities.

Evolution of nuclear families.

2.1.1 BRIEF ABOUT THE RETAIL INDUSTRY IN INDIA:

The Indian Retail Industry is the greatest among each one of the business wanders, speaking to

more than 10% of the country's Gross domestic product and around 8% of the vocation. The

Retail Business in India has drawn closer as a winner amongst the most energetic and fast paced

business endeavours with two or three players entering the business division. The Indian Retail

Industry is orderly crawling its bearing towards transforming into the following impact

industry. Regardless, every one of them have not yet tasted accomplishment as a consequence

of the generous starting ventures that are required to make back the underlying speculation

with various associations and opponent them.

The total thought and considered shopping has encountered a thought drawing in change terms

of course of action and buyer obtaining conduct, presenting a turmoil in purchasing in India.

Front line trading has gone into Retail platform in India as is understood through clamouring

strip shopping centres, multi-storied malls and the massive structures that provide shopping,

beguilement and provisions all beneath one housetop. A broad energetic employed public,

fissionable families in urban extents, close by growing working women masses and rising open

gateways in the association part will be the key segments in the change of the figured out Retail

region in the country. The advancement outline in created retailing and in the usage made by

the Indian masses will take after a rising diagram offering the fresher agents to enter the Indian

some help with retailing Industry.

8

2.1.2 GROWTH OF RETAIL SECTOR IN INDIA:

Retail, one of India's greatest organizations, has immediately come up as a superior amongst

the most vibrant and quick paced business endeavours of our times with a couple of players

entering the business segment. Speaking in excess of 10% of the India's Total national output

and about 8% of the vocation retailing in the country is ceaselessly steering its way toward

transforming into the accompanying impact industry.

As the modern retail area in India is reflected in extensive strip shopping centres, multiplex-

malls and goliath structures offer shopping, incitement and support all under one housetop, the

thought of shopping has altered similarly as arrangement and buyer obtaining conduct,

presenting an insurgency in shopping in India.

With retail change happening, India's retail division is experiencing exponential advancement

in genuine urban groups, and in minor urban zones. As far as per capita retail store availability,

India is among the most noteworthy on the planet.

Extra dependable variable in the probabilities of the retail division in India is the growth in the

young working people. In India, profound pay pack, fissile people in cities, nearby extending

working-women people and rising open gateways in the association’s range. These key

variables have been the advancement drivers of the formed retail division in India which now

gloat about retailing each one of the slants of life - Attire and Adornments, Gadgets, Beautifying

agents and Toiletries, Machines, Household and Office Items, Travel and Relaxation and some

more.

The retail separation in India is considering reclamation to be traditional markets clear a way

for new courses of action, for instance, departmental shops, superstores, supermarkets and

distinguishing strength stores.

2.1.3 PRESENT SCENARIO OF INDIAN RETAIL SECTOR:

In India retailing is seeing an enormous patching up activity. India is appraised the fifth most

alluring developing retail advertise. Evaluated to be US$ two hundred billion, of which sorted

out retailing makes up 3 percent or US$ 6.3 billion for each a report by KPMG the yearly

development of retail chains is assessed at 24 percent. The Administration of India has

acquainted revisions with pull in Remote Direct Venture (RDV) in retail industry. Additionally

9

India is positioned second in a Worldwide Retail Improvement Record of 30 creating nations

drawn up by AT Kearney. The Organization has embraced 52% FDI in multi-check retail and

extended FDI limit to 100 percent in single brand retail.

In the following five years India is required to wind up the world's quickest developing

e-business market and online selling is depended on to be at standard with the physical

provisions.

India's utilization level is set to twofold inside of five years to US$ 1.4 trillion from the

present level of US$ 740 billion.

According to the Branch of Modern Strategies and Advancement, the Indian retail

industry has gotten Remote Direct Venture value inflows in the single-brand section

totalling US$ 344.8 million amid April 2000-September 2015.

2.1.4 FUTURE PROSPECTS:

The long haul standpoint for the retail business in India is sure, bolstered by rising livelihoods,

ideal demographics, increasing urbanization, and section of outside players in the business

sector. Within retail, apparel, food, electronics, e-commerce, fashion and lifestyle would be the

emerging sectors in India.

Enlisting a Compound Yearly Rate of 16.7% more than 2015-20, retail industry in India is

required to develop to US$ 1.4 trillion by 2020. E-trade is most likely the greatest unrest in

Indian retail industry which has high potential for development in the years to come. With FDI

coming in, the bargaining power of the consumers will increase further. In this way, India being

one of the world's most youthful markets can possibly develop in retail part.

10

2.2 COMPANY PROFILE:

Pantaloons Fashion and Retail Ltd. is an Indian finest garments retail chain. The principal store

was propelled in Gariahat, Kolkata in the year 1997. As per the Trust Report of Brand 2014, a

study directed by Trust Research Consultative, Pantaloons included among 100 best reliable

brands in India. Pantaloons were formerly regulated by the Future Group, yet have now been

assumed control by Aditya Birla Nuvo Ltd.

With a chain of 87 design stores crosswise over 41 urban areas and towns, Pantaloons is always

amplifying its foot shaped impression into whatever remains of advanced India with a space of

1.6 billion square feet which is amongst the biggest in the country.

Pantaloons suggest different embellishments and dress brands over a range of classifications

for men, children, and ladies. Pantaloons offer significantly more than mere apparels. The

organization gives a mind boggling and finish one-quit shopping knowledge to its purchasers

through its boundless accumulation of more than 100 prestigious brands. Clients can shop from

an arrangement of watches from eminent worldwide brands. Trendy sunglasses, colour

cosmetics and attractive collection of handbags for women are also an added advantage.

Pantaloons is perceived by its warm modified administration that finishes the centre suggestion

of its popular chain. Today Pantaloons, is India's driving retail organization and it deals with

different retail arranges that take into account a wide cross-area of the Indian culture. It can

catch just about the whole utilization wicker ampule of the Indian buyer.

2.2.1 HISTORY OF PANTALOONS

Previously, Pantaloons was possessed by Kishore Biyani’s Future Group, an Indian private

aggregate, headquarter located in Mumbai. The association is known for having a noteworthy

unmistakable quality in Indian trade and design areas, with prevalent grocery chains of store

like Big Bazaar and Food Bazaar, stores like Central, Brand Factory and so forth still to have

striking vicinity in coordinated nourishments and FMCG fabricating divisions.

Pantaloons retail Ltd. was fused in 1987 which dispatched Pantaloons trousers as Manz wear.

It turned into India's first formal trousers brand. Later it propelled BARE, which is a jeans

brand.

11

In 1992, the company launched wide range of ready-made garments. On July 30, The Equity

Shares of Pantaloons were first registered on BSE, DSE and ASE.

In 1994, it opened the Pantaloons Shoppe, a retail store in the franchisee organize solely for

men with John Miller's. From that point organization began the retail chain for marked pieces

of clothing.

In 1997, the organization propelled ladies' wear, apparels for children and family unit items.

In 2001, organization manufactured a partnership with Arvind Mills for the supply of fabric

and attire for its in-house marks and enter a strategic alliance with them.

In 2006, the company also entered a joint venture with Generali, an Italian insurance company

to foray into the Indian insurance market.

In 2007, Pantaloons entered an agreement with Ruchi Soya Industries, a producer and supplier

of edible oils, to expand its refined edible oil business in the same year company launched

futurebazaar.com, its online retail store. Future Office, a subsidiary of the company, acquire

the operations and management of Office edge, an online business to business office products

company, and entered the office products market. Staples, a US based office products company,

entered a joint venture with Future Office to establish ‘Staples Future Office’ for offering office

products in India.

In 2008, pantaloons planned to invest INR 3,000 million in a retail joint venture with National

Textile Corporation (NTC). It also entered into a joint venture with United Arab Emirates based

Axiom Telecom to establish 750 new mobile phone stores in India. the organization chose to

make four of its commercial separations, including Food Bazaar, Big Bazaar, Speciality Trade

Commercial Exercises and Property and Shopping centre Administration Division, into

independent backups. In the same month, Pantaloons subsidiary, Future Capital Holdings made

an Initial Public Offering. Further, the company’s hypermarket format, Big Bazaar has achieve

the 100 store mark and the total trade space of the Big Bazaar crossed 11 million sq.ft, mark in

2008. Pantaloons acquired Aadhar, which is the rural retail chain which was present in 64 rural

places. The company divested its holding in Alpha Future Airport Retail, which is a 50:50 joint

undertaking company between pantaloons and Alpha Group by the end of 2008. Due to

uncertain external economic environment, pantaloons initiated various cost control measures

and conducted scenario planning exercise in FY2008. These initiatives enhanced the efficiency

and productivity of the company.

12

In 2009, the company’s hypermarket format, Big Bazaar was launched in Zirakpur, a town of

Mohali district and Tinsukhia, the business capital of Assam. Celio, men’s attire which is the

French brand marketed by pantaloons in India launched its exclusive store in Mumbai in March

2009. Winner Sports, a wholly-owned subsidiary of pantaloons entered an agreement with

SKECHERS, a footwear industry and a worldwide pioneer to permit and disperse SKECHERS

footwear and attire in India.

In 2010, Tata Teleservices in key organization with Future Group dispatched new Brand of

telecom –T24-on GSM Stage. For the first time the union between the organizations brings one

of a kind promoting idea of Retailer-Telco Association to India.

In 2011, pantaloons dispatched its green card steadfastness program in Bengaluru and also

Bengaluru invites cutting edge Pantaloons store.

In 2012, Kishore Biyani’s pantaloons retail was renamed as future Retail India Ltd post

demerger and additionally Future Group demerges Pantaloons Retail Design from lead

organization Aditya Birla Nuvo to put resources into Pantaloons group. Future group’s

pantaloons was taken over by Aditya Birla Nuvo on 30th of April 2012 for 1600 crores.

In 2013, Pantaloons Retail (India) Ltd. has, went into Offer Buy Concurrence with Industrial

Investment Trust Ltd. to offer its part holding in Future General India Life Insurance

Organization Ltd.

Pantaloons outsourced its IT operations across all its outlets to Wipro Infotech, an IT business

transformation service provider.

2.2.2 PROMOTERS:

Mr. Pranav Barua – Managing Director, PFRL

Mr. Shitalkumar Mehta – Chief Executive Officer

Mr. S. Visvanathan – Chief Financial Officer

Mr. Chandrashekhar Chavan – Chief People Office

Ms. Geetika Anand – Company Secretary and Compliance Officer

13

2.2.3 VISION:

To be a premium global conglomerate, with a clear focus on each of the businesses.

2.2.4 MISSION:

To deliver superior value to our customers, shareholders, employees and society at large.

2.2.5 QUALITY POLICY:

With a focus on today’s youth, Pantaloons offers trendy and hip fashion that outlines their

hopes and aspirations. Their stores reflects their philosophy: Fresh Feeling, Fresh Attitude, and

Fresh Fashion. They offer new collection that are visually stimulating, thanks to appealing

interiors and alluring item show.

2.2.6 CORE VALUES:

Integrity: Acting and taking choices in a way that is reasonable and legitimate. Taking after

the most astounding models of demonstrable skill and being perceived for doing as such.

Integrity for us implies budgetary and scholarly honesty, as well as incorporates every other

structure as are for the most part caught on.

Commitment: On the establishment of Integrity, doing all that is expected to convey quality

to all partners. All the while, being responsible for our own particular activities and choices,

those of our group and those in the part of the association for which we are responsible.

Passion: A vivacious, instinctive energy that emerges from enthusiastic engagement with

the association that makes work cheerful and moves everyone to put forth a strong effort. An

intentional, unconstrained and tenacious quest for objectives and destinations with the most

abnormal amount of vitality and excitement.

Seamlessness: Thinking and cooperating crosswise over practical gatherings, hierarchies,

organizations and geographies. Utilizing various skills and points of view to accumulate

advantages of cooperative energy while advancing authoritative solidarity through sharing and

community oriented endeavors.

14

Speed: Reacting to inner and outside clients with a feeling of earnestness. Constantly

endeavoring to complete before due dates and picking the best musicality to upgrade

hierarchical efficiencies.

2.3 PRODUTS/ SERVICE:

Pantaloons, the recently gained business by The Aditya Birla Group, one of India's driving

multinational aggregates, are a force place of crisp style and development. Pantaloons are

India's quickest developing premium way of life clothing organization. While weaving its

enchantment crosswise over way of life sections, Pantaloons takes into account the observing

and in vogue Indian shopper. With creative outlines, ideas and items, the organization acquires

the most recent patterns fashion and attire style to clothing market. Pantaloons array spell

solace and polish, joined with freshness.

A Pantaloons store is spread over a sprawling retail space of around 27,000 sq.ft, involving a

brand collection that keeps running over the extensive variation of style that has class.

The various collection in store contains:

Variety of Ready-made western and ethnic attire collection for men, children and ladies.

Various collection and series of fashion accessories

Assortment of watches

Cosmetics

Wide range of handbags

Footwear

Exotic fragrances

Brands available for Women:

Western wear: Western wear like Bare Denim, Rig, Bare Leisure, Candies’, Honey,

Ajile, and Annabelle

Ethnic wear: Rangmanch, Trishaa, Global desi, Jamini, and Akkriti

Popular brands: SF Jeans, Jealous 21, Kraus, Biba, Zinc London, AND, and W.

Brands available for Gents:

15

Western wear: Western wear brands like Lombard, Rig, JM sport, Bare Denim,

Scullers, Bare Leisure, John Miller, Urban Eagle, and also Indigo Nation.

Formal wear: Van Huesen, Lombard, John Miller, Louis Philippe, Indigo Nation, etc.

Ethnic wear for Men: Ethnic wear brand for men is Indus route.

Brands available for Children:

Children can select from various brands like Bare Kids, Bare Leisure and also has

brands like Lee cooper juniors, Mini club, Chalk, Poppers. They also include foreign

brands like Barbie and Disney.

Traditional wear: Akkriti.

Accessories:

Pantaloons provide a wide range of accessories for men and women including a wide range of

watches, jewerelly, footwear, handbags and perfumes.

Brands available in Watches:

Pantaloons offers many brands such as Tommy Hilfiger, Esprit, Citizen, Kenneth Cole,

Titan and FastTrack.

Brands available in Footwear:

Inc. 5, Paprika, Honey, Ginger, Cross, Solvaga, Catwalk and many more.

Brands available in Sunglasses:

Brands like Police, Scott, I Dee, Polaroid and Opium are offered.

Brands available for lady’s Handbags:

Lavie, Caprese, Baggit, Butterfly, Wild crafts, Honey, FastTrack.

Brands available for women in Cosmetics:

Chambor, Revlon, Maybelline, Lakme, and many more.

16

2.4 AREAS OF OPERATION:

Pantaloons Fashion and Retail Limited operates in multiple locations in India. Headquartered

in Mumbai, the company has over more than 100+ stores across many cities in India.

2.5 INFRASTRUCTURE FACILITIES:

The Infrastructure facilities at Pantaloons can be compared or matched with the best

infrastructure in the country. Highlights of company infrastructure facilities are:

Fully Air-conditioned premises

Fire prevention and protection measures

Good Lighting and Ventilation

Canteen Facilities

Wash rooms

Trial Rooms

Good ambience to visitors and customers

CCTV’s

2.6 COMPETITORS:

Pantaloons faces competition from four major fashion and retail stores namely

Westside

Lifestyle

Shoppers Stop

Reliance Trends

2.7 SWOT ANALYSIS:

SWOT Analysis is a frame work which helps an organisation to understand what advantages it

has so as to enhance its capabilities and to analyse what they lag to overcome their weaknesses.

17

Strengths:

Pantaloons is the discoverer in the business and has biggest piece of the overall industry

and capitalisation.

Notoriety for estimation of cash (Focused Evaluating), accommodation and also has an

extensive variety of items all in one store.

It has its existence in many places like Delhi, Bangalore, Chennai, Kolkata, and

Mumbai.

Highly strategic human resource management and development.

Management of employees are done in proactive manner. Segments of human resource

such as procuring candidates, controlling and payrolls furthermore includes working

with representatives in order to help maintenance and enhance the nature of the work.

Most trusted as well as respected brand by consumer.

One of the strongest brands in terms of finance.

Improvement and modernization are high at Pantaloons India with respect to its items

and buyer inclination and way of life changes which keep it in front of its rivals.

Weakness:

It does not function in International market. It’s confined only in India so it’s unable to

reach the customers overseas.

Competition from speciality companies such as West side, Shoppers Stop, Lifestyle,

and Central as this retail provide variety of ranges of products of different brands as

compared to pantaloons.

Skilled labour force is not suitable when compared with worldwide guidelines, the

staffs who are working on shop floor are not given proper training as to how to

communicate with customers and how to deal with tough customers.

Offers limited brands i.e., they don’t provide luxury brands Bossini, Elle, Only, Mufti,

Killer, etc.

Pantaloons experiences high attrition rate due to availability of job opportunities in the

market.

Opportunities:

As Government permitted FDI in India in single brand and multi mark retail, India is

rising quickly as retail centre point for top brands.

18

Retail Industry in India has faced progress of 10.5 per cent somewhere around 2010

and 2012 and is also depend on to increment to USD 740-850 billion by the year 2015.

The business in India has long method to go as there is huge opportunities.

At present India constitutes just 8 per cent of sorted out retail.

New locations as well as store types offer Pantaloons Fashion and Retail Limited

opportunities to exploit market development.

Threats:

Strong competition from unorganised retail market.

Shopping society has not created in India so far. Indeed, even now shopping centres are

only a spot to roam with family and companions and generally doesn’t end in purchases

always.

Extra completion and new contenders entering the business sector could temperamental

Pantaloons and its sales.

Value wars between contenders, and value cuts, etc. could harm benefits for Pantaloons

store.

Online shopping is turning into a developing pattern in buyers because of comfort and

ease.

2.8 FUTURE GROWTH AND PROSPECTS:

Pantaloons Fashion and Retail Limited plans to invest Rs 125 crore towards launch of 30-35

stores across the country. The company is having a target of achieving 3000+ Crore worth of

business. After its merger with Aditya Birla Group, Pantaloons Fashion and Retail is trooping

towards becoming the largest and most profitable fashion clothing behemoth in India.

19

2.9 FINANCIAL STATEMENTS:

BALANCE SHEET:

(Rupees in Crores) (Rupees in crores)

Share Holder’s Funds

Share Capital 9330 101

Share Suspense Account - 84,632

Reserves and Surplus 48,617 57,947 (7,780) 76,953

Non-Current Liabilities

Long Term Borrowings 101,500 48,493

Other Long Term Liabilities 4,279 3,646

Long Term Provisions 568 106,347 229 52,368

Current Liabilities

Short term Borrowings 46 99,881

Short Term Provisions 970 281

Trade Payables 37,558 31,630

Other current Liabilities 12,455 51,029 27,115 158,907

TOTAL 215,323 288,228

Assets

Fixed Assets

Tangible Assets 44,322 46,961

Intangible Assets 118,985 116,759

EQUITY AND

LIBILITIES

As at 31st March 2015 As at 31st March 2014

20

Capital work in Progress 1,802 1,361

Intangible Assets Under

Development

697 -

165,798 165,083

Deferred Tax Assets - -

Long Term Loans and Advances 7,695 173,497 6,255 171,336

Current Assets

Current Investments 599 80,000

Inventories 35,835 32,487

Trade Receivables 1,700 96

Cash and Bank Balance 1,082 2,523

Short Term Loans and Advances 1,670 1,185

Other Current Assets 940 41,826 599 116,892

TOTAL 215,323 288,228

STATEMENT OF PROFIT AND LOSS:

As at 31st March, 2015 As at 31st March, 2014

Revenue

Revenue from Operation 166,121 128,514

Other Income 513 6322

Total Revenue 166,634 134,836

Expenses

Purchase of Traded Goods 98,976 75,104

(Increase)/Decrease in

Inventory of Traded Goods

(3,750) 2334

21

Employee Benefits Expense 14,971 9,429

Other Expenses 52,585 35,035

Total Expenses 162,782 121,902

Profit Before Depreciation

Interest and Tax

3,852 12,934

Depreciation and

Amortisation Expenses

10,900 5,443

Finance Cost 11,725 14,380

(Loss)/Profit Before Tax (18,773) (6,889)

Tax Expenses:

Current Tax - -

Deferred Tax - -

(Loss)/Profit for the Year (18,773) (6889)

Earnings per share (nominal

value 10 Rs each)

Basic (20.24) (9.89)

Diluted (20.24) (9.89)

CHAPTER 3

THEORITICAL BACKGROUND

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3.1 INTRODUCTION TO EMPLOYEE ENGAGEMENT:

The theme Employee Engagement is an intricate equation that mirrors every individual's one

of a kind and individual association with work. This could be described as any activity that

tries to hold the attention of employees to their organization and their work and in return

provides them with incentives for their commitment towards the organization. The term implies

diverse things to various associations. Some liken it with occupation fulfilment, and some by

gaging representative's enthusiastic duty to their organization.

Worker Engagement is not just about holding attention or rewarding, it comprises of a whole

lot of strategies to make an employee align his/her work ethics and culture towards organization

vision and mission. Engaged employees understand the mission, and therefore take personal

responsibilities for serving customers. They feel totally involved and excited about their work

and the organization.

The wind of employee engagement caught up in India with advent of new Economic Policies

of 1990s when economy was thrown open to foreign organization and norms for starting a new

venture was relaxed. From then a new work culture has started and race started for getting

talented work force and then retaining them. As India was in shortage of skilled labour force,

it became imperative for organization to put their hands on talented work force. Also employers

should get their team involved in all aspects of their business which helps them to learn in a

better way.

There is no single technique for drawing in representatives in their work and in the

organization. Rather, there are number of basic parts that add to engagement, for example,

work place connections, the workload, the measure of control inside of the work put, support,

saw decency in the work spot, the prize and acknowledgment structure, and capacity to have

significant and esteemed work. One way to deal with making engagement is that there is a need

for a level of equal reliance for the person to connect with and for the association to succeed.

Engagement, spoke to as a two path relationship in the middle of representative and business

where connected with representatives are required to likewise have a comprehension of the

work to be done, needs to do with how individual employs themselves in the execution of their

occupation and includes the dynamic utilization of feelings and behaviours notwithstanding

what they think about their employments.

23

3.2 IMPORTANCE OF EMPLOYEE ENGAGEMENT IN HRM:

Once HR division was considered as "mechanical" specialists, helping the association

to contract, prepare and terminate workers. In the course of the most recent 20 years,

the significance of very talented, all around roused, and adaptable work power has

expanded. HR divisions are currently anticipated that would "add esteem" to the

association and not just bring about expense.

Today's HR experts should be more dynamic than just a specialist on staff issues.

He/she likewise should be talented agent since HR experts must assume a key part in

offering their association to stay focused in the business sector some assistance with

placing. It is more than an administrative need.

Human Resource Management needs to change as the business environment changes.

It needs to do this as a blend of reacting to changes in that environment, foreseeing such

changes and settling on proactive choices about the way of HRM. What's to come is

erratic and it is difficult to figure out what it will bring. It is essential to be adaptable

and to obtain however much learning as could be expected to adapt to these instabilities.

Human Resource Management need to incorporate issues identifying with their centre

faculty capacities with the general financial and business issues, while staying in

contact with mechanical improvements. Effective HR supervisors and offices have a

noteworthy key effect on their associations.

Innovation is one specific sign of progress. It is given that associations must hope to

continually survey and overhaul their innovation. All change is troublesome and HR

offices must see themselves as an operators of progress. They should guarantee that

workers are given essential preparing and bolster procedures to have the capacity to

adapt to the progressions.

The web and the web empowered programming is a specific part of innovation of worry

to HRM proficient as it can change courses in which representatives identify with the

association. HR experts need to utilize their feeling of duty, bury individual abilities

and preparing to make their organization achievement. The earth of steady change

implies they should give careful consideration to developing abilities in correspondence

and choice making aptitudes. They should have the capacity to comprehend the vision

of the organization plainly. Workers should likewise have clear and useful impression

of the operational administration needs. They have to look at and survey existing

strategies to guarantee that enhanced arrangements can be planned and assembled. The

24

significance of ceaseless advancement should be underlined by them and overseeing

change through objective setting. Lastly, they should guarantee that the subsequent

association is populated and driven by engaged workers.

3.3 IMPORTANCE OF EMPLOYEE ENGAGEMENT:

Representative Engagement is just as critical for both workers and additionally business. It is

an imperative worker execution and association administration point. All real associations

concurs that there is an association between worker engagement and productivity increment

through engaging employees in the work place which prompts increment in yield, expanded

deals, purchaser joy and representative maintenance.

Worker engagement is imperative keeping in mind the end goal to shape an enthusiastic

association in the middle of representatives and the organization which affects their

state of mind towards the organization's customers, and along these lines it also

enhances consumer loyalty and administration levels.

It helps in building enthusiasm, arrangement and responsibility with company’s

methodologies and objectives.

It is essential keeping in mind the end goal to give high vitality working atmosphere

and help business development.

It helps in increasing workers’ trust in the work place.

A highly engaged employee will constantly deliver beyond expectation which is

possible only through engaging employees in the work place.

It helps in creating better understanding between co-workers which is essential for a

friendly work environment. It also creates a healthy competition between employees.

Employee engagement is important in order to motivate employees in the work place

which helps them to perform better and increase their productivity.

It helps the employees being fully included as the member of the team, focussed on

clear goals and developing new skills.

It makes a feeling of steadfastness in a focused domain.

It is important in order to retain employees in the organization.

It helps in building strong relationship between employees and employer where two

way promises and commitment are understood and fulfilled.

25

Employee engagement is important in order to reduce employee absenteeism,

grievances and conflicts, employee turnover rates.

It enhances fulfilment level of the workers which thusly expand the efficiency level of

representatives.

Employee Engagement plays a very important role in developing positive attitude towards the

organization. It helps in increasing organization productivity.

3.4 CATEGORIES OF EMPLOYEES:

The categories of Worker Engagement is based upon the level of commitment and engagement

of employees. As indicated by the Gallup, the counselling association there are diverse classes

of representatives. They are:

Engaged: The first category of people are those who are passionate about their work,

connected to the company, and are innovative. These employees are defined as builders.

They need to comprehend what is normal from them with the goal that they can meet

and surpass them. They contribute new ideas and turn them into reality which also

makes them curious about their company and their position in it. They are positive in

their outlook and also spread positivity around them. These are also proactive. They

work with energy and advance their association for which they constantly perform at

high levels by using their aptitudes and potencies at office each single time.

Not Engaged: The second category of people are those who want to be told what to do

and they like only one instruction at a time. They concentrate on finishing assignment

as opposed to focusing on objectives and yields they are required to perform. They put

in time but not energy and passion. They wait for instructions from their superiors and

are not proactive as well. These representatives might be either positive or negative as

they would see it about the association. These employees don’t have productive

relationship with their co-workers and managers.

Actively Disengaged: These classification of individuals are despondent, as well as

spread misery in the association. Withdrawn representatives can bring about

extraordinary harm to the association's lowering so as to work the efficiency level of

different representatives. They spread pessimism in the association by inciting and

26

persuading individuals to leave their occupations. In any case, they are the ones who

stay in the association for the longest timeframe. They attempt to demotivate different

representatives with their contrary words and attempt to separate individuals.

3.5 ELEMENTS LEADING TO EMPLOYEE ENGAGEMENT:

There are numerous factors which leads to Employee Engagement. They are:

a) Motivation: Managers are required to motivate the employees for their work and make

them feel proud about their organization. A motivated employee is highly engaged and

always work hard in order to accomplish the goal. If an employee is motivated, he/she

will always give their best in work place.

b) Job satisfaction: Managers should keep a track on the employees regarding their

satisfaction level on the job and keep taking feedback whether they are satisfied with

the job they are performing and the management. An employee will work for the

maximum only when there is right match between their job and skills they possess. Job

satisfaction of employees are very important in order to engage them with the

organization.

c) Commitment: Creating a workforce of committed employees is not an easy thing.

However, a committed employee would always work for the betterment of the

organization. They would always stand with the organization and will always put on a

good image of the organization. They are always committed to their work and gives

their best every single day at work.

d) Loyalty: Every organization needs employees who would remain loyal to them and be

with them in times of crisis. Loyal employees are always engaged at work place and

with the organization.

e) Trust: Trust is very important between employer and employees. Employer should

have trust on their employees to take them as a part of important decisions and

employees should have trust on their employer in matters regarding administrative and

functional decisions of organization.

f) Leadership: A good and fair leader is required to take organization to pinnacles of

success. If there is a democratic and hardworking leader, he/she would easily motivate

and lead employees by his/her work standards. A good leader can unite all employees

27

towards the engagement of the organization and helps the employees to build a strong

relationship.

3.6 METHODS OF EMPLOYEE ENGAGEMENT:

When employees work in an organization, they would like to get proper due of the work that

they are doing in the organization. They would like to be recognised and appreciated and get

benefits for the work they are doing. There are various methods through which an employer

can engage the employees and increase the engagement level in the work place in a better way.

a) Appraisal system: A proper appraisal system should be followed in all the organization.

It could be annually or six monthly. KRA’s are prepared and job responsibility is given

to the employees. Then the work of employee is marked through feedback system and

proper increment is provided.

b) Promotion/Increment: A sound promotion and increment policy is required for

employee engagement. Promotion policy is required to keep employees motivated about

the work they do. It depends on KPA’s and KRA’s and it is on timely basis. It helps

employees to work better and improve their working level in the organization. They get

motivated by this and work hard in order to improve their working level and contributing

towards the profit of the organization.

c) Participation: Everyone likes to give his/her idea and every person like to participate

and get appreciated. Employer who allows their employee to take active participation in

a decision making are tend to be more engaged in the work place. Every organization

must encourage active participation from their employees to get new and better ideas for

the organization’s development. In return, they are praised and also given extra benefits.

d) Training and Development: This has become one of the trendiest factors in employee

engagement. It is important to train and develop workforce according to their job profile

and also to make workforce multi skilled. It also gives opportunity to the employees to

learn new things and new aspects of their work. It provides them a chance to improve

their skills and perform their job in a better manner. Training helps employees to

enhance their skills and ability to work efficiently.

e) Appreciation: Employees love to get appreciation apart from monetary benefits from

their colleagues and superiors when they do some good work. It boost their morale and

28

makes them feel important in the organization. Employers must appreciate employees

for their good work which will help them to perform better.

f) Rewards and Recognitions: Timely recognition and proper rewards by the

management to the employees is very important in order to make them feel proud and

keep them attached to the organization. It increases the morale of the employees and

boost their self-esteem. Rewards and recognitions by the employer plays a very

important role in engaging employees in the work place.

g) Monetary Benefits: when employees get benefitted in terms of monetary benefit for

some work done them, it keeps employees on toes and they work harder than before in

order to achieve monetary benefit again and again. Employer gives monetary benefit in

terms of incentives which can be weekly or monthly or according to the company’s

norms. It helps both the employer and the employees.

3.7 CHARACTERISTICS OF ENGAGED WORK FORCE:

Followings are the attributes of engaged work force that assume a vital part in the

accomplishment of any association.

Shared Trust: An exceedingly drew in workforce needn't bother with bearings at every

stride. Giving individuals a chance to perform their task without letting them know how

to accomplish it is one of the most ideal approaches to draw in workforce.

Representatives welcome one another’s suppositions and discover an inclusive

assortment of approaches to perform a specific assignment. They can accomplish their

occupations with common support and belief.

Occupation and Profession Fulfilment: Work fulfilment is one of the primary

qualities of a connected with employees. The person who is fulfilled by their profession

and the way their profession graph is rising wants to adhere to the association for a

drawn out stretch of period. Exchanging the associations every now and again is not a

normal for fulfilled worker.

Engaged and Quick to Take up Challenges: A connected with workforce is

completely engaged and recognizes what to do and when. They are constantly quick to

take up new difficulties with a specific end goal to tackle the current issues in the

29

association and also get new aptitudes. They are constantly quick to learn new things

and extending their frame of reference.

Sound Initiative: A connected with workforce needn't bother with bearings for

performing a particular employment every once in a while. Representatives know how

to do it in the most ideal way. They not just show dependable initiative qualities in

routine undertakings additionally think of inventive approaches to manage emergency

or crises.

Better Execution: Worker engagement is straightforwardly identified with better

execution. Representative execution is the best way to gauge the engagement, inclusion

and devotion of workers towards their employments. In the event that every one of these

variables can't be interlinked, there is no importance of anything. It can be said that the

workforce is not locked in or effectively withdrawn.

Critical thinking State of mind: Drew in workforce conveys its employment

obligations as well as keeps a critical thinking mentality dependably. A very connected

with representative shows a feeling of belongingness towards the association and tries

to tackle the issues that represent a deterrent in the association's method for

achievement.

3.8 PROCEDURE OF EMPLOYEE ENGAGEMENT:

1. Formulate and Design: The initial phase in the process is formulate and plan which is

about finding the particular necessities of the association and settling on a choice about

needs. A tweaked plan minding the entire procedure can be outlined after that. Looking

for counsel of master administration specialist is prescribed with a specific end goal to

expand the odds of completing it comfortable first endeavour.

Formulate and Design

Worker Engagement

Survey

Result Evaluation

Activity Planing

Activity Follow-Up

30

2. Worker Engagement Survey: the following step is planning the subject of

representative engagement overview and conveying with the support of a suitable

media. The poll can be in a printed structure or set web contingent on the solace level

of workers and survey assessment process.

3. Result Evaluation: Result evaluation is the most imperative stride in this whole

process. In this stride the reports are to be dissected to discover what precisely

persuades representatives to perform their best in the work place and what truly pulls

back them ultimately constrains them to leave the affiliation. The results and

information can then be passed on in different ways.

4. Activity Planning: The association need to manage a testing inquiry of how the

aftereffect of the overview can be transformed into an activity. Instructing the line

directors and HR experts is essential. They must be told about customs with the goal

that the employees can represent the advancements effectively. Honing supervisors is

imperative with a specific end goal to let them know how make a move in a suitable

approach to draw in workers.

5. Activity Follow-up: after the move has been made it is important to catch up the

activity which is essential keeping in mind the end goal to understand whether the

change has been made in the right way or not and whether desired outcomes is been

delivered.

3.9 10 COMMON SUBJECTS: HOW COMPANIES MEASURE

ENGAGEMENT:

Organizations regularly assess their delegates' engagement level with companywide

perspective supposition audits. A testing criteria incorporated into such instruments revels 10

fundamental points related to engagement:

1. Pride in administrator

2. Job fulfilment

3. Satisfaction with business

4. Opportunity to perform well in testing environment

5. Personal sponsorship from one's supervisor

6. Recognition and positive feedback for one's duties

7. Efforts beyond the minimum

31

8. Understanding the connection between one's occupation and association’s focal

objective

9. Prospects for future advancement with one's supervisor

10. Intention to stay in the association

3.10 THE 10 C’S OF WORKER ENGAGEMENT:

In what capacity can pioneers draw in representatives' heads, hearts, and hands? The writing

offers a few roads for activity; we outline these as ten c's of representative engagement, which

should be key for engagement of employees.

1. Connect: Pioneers must exhibit that they regard specialists. Labourer focused

exercises, for instance, advantage sharing and completing work-life equality exercises

are basic. Regardless, if delegates' connection with their chiefs is broken, then no

measure of favourable circumstances will motivate specialists to accomplish their best.

Delegate commitment is a prompt impression of how specialists think about their bond

with chief. Delegates look at whether affiliation and their pioneer walk the discourse

when they telecast that," our labourers are most noteworthy asset."

2. Career: Pioneer should give testing and imperative work with open entryways' for

expert achievement. Most of the overall public need to do new thing in their occupation.

Case in point, do affiliations give work turn to their top capacity? Are individual's

distributed stretch targets? Do pioneers consider people in charge of progression? Are

occupations enhanced with commitments and commitments? Extraordinary pioneers

challenge delegates.

3. Clearness: Pioneer must grant an unique visualisation. Individuals need to fathom the

vision that senior activity has for the affiliation, and the destinations that pioneers or

office sets out have toward the division, unit, or gathering. Achievement in life and

relationship, in a manner of speaking, directed by how clear individuals are about their

targets and what they genuinely need to perform.

4. Carry: Pioneers clarify what they anticipate from representatives furthermore give

criticism on their working in the association. A decent pioneer build up procedures and

32

methods that individuals expert critical assignments and encourage objective

accomplishment.

5. Contribute: People should understand that their information matters and they are

adding to the association's accomplishment meaningfully. This may be anything but

difficult to explain in settings, for example, hospitals, learning institutes. Part of the

turnaround arrangement was the advancement of an arrangement of measures-known

as Total Performance indicators which gaged how well Singes are getting along with

its workers, clients and speculators.

6. Congratulate: Reviews demonstrates that, again and again, workers dependably get

criticism at whatever point their execution is not up to the imprint or poor. The same

representatives likewise feels that they additionally get acknowledgment and

remunerates less at whatever point they perform well. It is essential to salute workers

at whatever point they perform well keeping in mind the end goal to support their spirit

which will help them to contribute more to the organization's objective.

7. Control: Workers' control over quality over the stream and pace of their careers and

pioneers can make open doors for representatives to practice these control. The

achievement of Microsoft, for instance, stems to some degree from Bill Gates'

conviction that keen individuals anyplace in the organization ought to have the ability

to drive an activity. Activity, for example, Six Sigma are autonomous, to some extent,

on the dynamic investment of the representatives on the shop floor.

8. Credibility: Pioneers ought to do all the conceivable things to keep up the notoriety of

the association and show high moral measures. He ought to make workers feel glad for

the organization, enhance their execution, and make them like their employments. For

instance, West Jet carriers is among the most appreciated association in Canada and has

accomplished various recompenses.

9. Co-operate: Concentrates on demonstrates that representatives who work in a group or

have a trust on their colleagues, they beat groups which are having absence of trust in

the group pioneer furthermore enhance the execution level. Group pioneer assumes an

imperative part in enhancing the relationship between colleagues. They helps in making

a pleasant atmosphere in the work place.

10. Confidence: Pioneer make trust in representatives in an organization to help the resolve

of the workers and expanding the execution models.

33

3.11 HOW TO KEEP EMPLOYEES ENGAGED:

Employees need their leaders to:

ENVISION a strong, clear, and persuasive future for the workers and additionally for

the association.

EMPATHIZE with the representatives to comprehend their inspirations and qualities

and to know whether they are confronting any issue in the work place and additionally

in their life.

ENHANCE their aptitudes through training, introduction, and experience with the goal

that they can be mastery in their occupation and can deal with the work weight in the

organization.

EMPOWER them to do work in a fitting way and to give their best in every one of the

assignments they do in the organization.

EVALUATE the employees on timely basis based on their performance on the job.

ENCOURAGE the representatives in all the conceivable way to keep them cheerful

and enthusiastic at work.

3.12 10 THINGS THAT ENSURE EMPLOYEE ENGAGEMENT

SUCCESS:

Enhancing Employee Engagement is not the result of one activity. Association need

appropriate structure to accomplish huge change in drawing in representatives. Sequencing and

substance of the activity are basic, as is correspondence.

With old and new methodologies, the elements that should be tended to are:

Significance of Occupation: A worker needs to know how their employment and

obligation is imperative for the organization. He should have clear depiction about his

errands to perform in the organization.

Clarity of what is expected of them: The employees should know what managers are

expecting from them while performing their job.

Career advancement: Administration ought to give better professional success to the

workers in the association. Workers need to know whether the organization has suitable

and stable professional success with the goal that they perform well. The chiefs must

34

consider workers for progression in the event that they are performing great in their

given task.

Rewards and improvement: Employees always try to improve themselves in terms of

their performance and quality of their job. The management need to give employees

rewards and recognition for the exceptional work done by the employees.

Feedback: management should provide regular feedback to the employees in order to

know if they are performing well or not. It helps the employees to know what the

managers are expecting from them and whether employees are able to stand on their

expectations.

Good Relationship: having a good relation between employee and the management is

very important in order to have a friendly work environment. Employees should be able

to ask or consult employers whenever required.

Clear values: Representatives ought to have clear values and conduct which will be

looked upon positively by the chief.

Good communications: There should be proper communication between employer

and employees in the organization in order to have a clear picture of what the employer

is expecting from the employees and what employees need to do.

3.13 CHALLENGES IN EMPLOYEE ENGAGEMENT:

1. Controlling steady loss: Detecting weakening in the association is vital as it impacts

the workplace of the organization. Weakening rates are high in every one of the areas

which incorporate retail, IT, Corporate division, and so forth. Individuals are anxious

and change work every now and again. It is an exceptionally critical things and

associations are taking preventive measures to control wearing down level.

2. Driving High Performance: Association think that it’s hard to expand the execution

level of the representatives in the association. Adjusting mind set towards elite is not a

simple errand for directors. Administration ought to embrace certain methodologies

keeping in mind the end goal to expand execution level of representatives.

3. Creating Future Leadership: administration face difficulties to discover pioneers

among the representatives and train him keeping in mind the end goal to take right

choice for the workers and also for the association. A good leader will propel different

workers and causes in adding to the organization's prosperity.

35

4. Attracting Women towards Powerful Occupations: High level jobs, for example,

Executives, President still set apart by nonattendance of female in them. It's about time

that administration begins working towards having goal-oriented and skilled ladies in

corporate where the real choices will be taken by them.

3.14 ADVANTAGES OF WORKER ENGAGEMENT:

The various advantages of engaging employees in the work place are:

Engaged workers will stay in the organization for quite a while and contribute towards

the accomplishment of association. They generally tend to give their best in the work

put and give astounding support of the clients.

They are typically carry out in a better manner and are self-inspired.

There is a relationship among representative commitment and gainfulness of the

association.

They structure an emotive connection with the organization which results change in

their behaviour towards the organization's customers and in this manner enhances

fulfilment level of clients and expanded administration level.

It constructs energy of workers, build responsibility level and arrangement with the

organization's objectives and future prospects.

It additionally helps in expanding trust of representatives towards the association.

Employees will be faithful towards the organization and it additionally diminish the

wearing down rate in the organization.

Enhance business growth

Provides better working environment for the employees

CHAPTER 4

ANALYSIS AND INTERPRETATION

36

TABLE 4.1 : SHOWING THE AGE GROUP OF RESPONDENTS.

Particulars No. of Respondents Percentage

18-22 27 27%

22-25 34 34%

25-30 27 27%

30 and Above 12 12%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:

From the above table it is observed that 27% of the respondents belongs to the age group of

18-22, 34% of the respondents belongs to 22-25 age group, 27% of the respondents belongs

to 25-30 age group, and 12% of respondents fall in 30 and above age group.

37

CHART 4.1: DISPLAYING THE AGE GROUP OF RESPONDENTS.

SOURCE: Table

INTERPRETATION:

The above chart displays that majority of the respondents falls into the age group of 22-25

years.

27%

34%

27%

12%

18-22 22-25 25-30 30 and Above

38

TABLE 4.2: SHOWING EMPLOYEES’ WORK EXPERIENCE AT

PANTALOONS


0-6 Months 22 22%

6-9 Months 34 34%

9-12 Months 25 25%

More than 12 19 19%

Total 100 100%


ANALYSIS:

The above data states that 22% of the respondents have 0 to 6 months of experience, 34% of

respondents have 6 to 9 months, 25% of employees have 9 to 12 months, and 19% of employees

have more than twelve months of experience.

39

CHART 4.2: DISPLAYING EMPLOYEES’ WORK EXPERIENCE AT

PANTALOONS

SOURCE: Table

INTERPRETATION:

From the above diagram we can interpret that majority of respondents i.e. 34% have more

than 12 months of experience at Pantaloons.

22%

34%

25%

19%

0-6 Months 6-9 Months 9-12 Months More than 12

40

TABLE 4.3: SHOWING INFRASTRUCTURE OF THE STORE.


Highly satisfied 35 35%

Satisfied 65 65%

Total 100 100%


ANALYSIS:

From the above information it is understood 35% of representatives are very satisfied with

the infrastructure of the store, and 65% of the representatives are satisfied with infrastructure

of store.

41

CHART 4.3: DISPLAYING INFRASTRUCTURE OF THE STORE

SOURCE: Table

INTERPRETATION:

From the above chart we can interpret that maximum number of the representatives are

pleased with the infrastructure of the store.

35%

65%

Highly satisfied Satisfied

42

TABLE 4.4: SHOWING REWARDS AND RECOGNITION GIVEN BY

THE MANAGEMENT.



Satisfied 24 24%

Neutral 58 58%

Total 100 100%


ANALYSIS:

The data states that 18% of employees are extremely satisfied with the recognition and

rewards given, 24% of the employees are satisfied, and 58% of the employees are neutral

about the recognition and rewards given by the management.

43

CHART 4.4: DISPLAYING REWARDS AND RECOGNITION GIVEN BY

THE MANAGEMENT.

SOURCE: Table

INTERPRETATION:

Majority of the respondents are neutral about the recognition and rewards given by the

management in Pantaloons.

18%

24%58%

Highly satisfied Satisfied Neutral

44

TABLE 4.5: SHOWING ENGAGEMENT ACTIVITY MOTIVATES

EMPLOYEES TO BE MORE COMMITTED TOWARDS

ORGANIZATION’S GOAL.


Yes 62 62%

No 8 8%

May be 30 30%

Total 100 100%


ANALYSIS:

From the above table it is observed that 62% of the respondents says that employee

engagement activities motivates employees to be more committed towards organization’s

goal, 8% of the respondents replies in negative, and 30% of the respondents says may be.

45

CHART 4.5: DISPLAYING ENGAGEMENT ACTIVITY MOTIVATES

EMPLOYEES TO BE MORE COMMITTED TOWARDS

ORGANIZATION’S GOAL.

SOURCE: Table

INTERPRETATION:

The above chart displays that majority of the respondents i.e., 62% agrees that employee

engagement activities motivates employees to be more committed towards organization’s

goal and perform their task in a better manner.

62%8%

30%

Yes No May be

46

TABLE 4.6: SHOWING EMPLOYEES ENJOY THEIR JOB IN THE

COMPANY


Extremely high 29 29%

High 50 50%

Neutral 21 21%

Total 100 100%


ANALYSIS:

The above states that 29% of the respondents enjoy their job extremely high, 50% of the

respondents highly enjoy their job in the company, and 21% of the respondents are neutral

about their opinion.

47

CHART 4.6: DISPLAYING EMPLOYEES ENJOY THEIR JOB IN THE

COMPANY.

SOURCE: Table

INTERPRETATION:

From the above analysis it is inferred that maximum number of employees highly enjoy their

job in Pantaloons.

29%

50%

21%

Extremely high High Neutral

48

TABLE 4.7: SHOWING EMPLOYEES HAVING CLEAR DESCRIPTION

OF THEIR JOB TASK.


Highly agree 61 61%

Agree 39 39%

Total 100 100%


ANALYSIS:

The above table gives a clear picture that 61% of respondents are highly agree that they have

clear description of their job, and 39% of the respondents agree that they are clear about the

description of their job task.

49

CHART 4.7: DISPLAYING EMPLOYEES HAVING CLEAR

DESCRIPTION OF THEIR JOB TASK.

SOURCE: Table

INTERPRETATION:

The above chart shows that most of the employees have clear description of their job task in

the company.

61%

39%

Highly agree Agree

50

TABLE 4.8: SHOWING EMPLOYEES FIND THEIR WORK

ENVIRONMENT FRIENDLY.


Highly agree 39 39%

Agree 48 48%

Neutral 13 13%

Total 100 100%


ANALYSIS:

The above table gives a clear picture that 39% of the representatives are highly agree, 48% of

the representatives agree with the statement, and 13% of the respondents are neutral.

51

CHART 4.8: DISPLAYING EMPLOYEES FIND THEIR WORK

ENVIRONMENT FRIENDLY.

SOURCE: Table

INTERPRETATION:

The chart above gives a clear picture that majority of the respondents agree that they have a

friendly work environment.

39%

48%

13%

Highly agree Agree Neutral

52

TABLE 4.9: SHOWING FACTORS THAT MOTIVATES EMPLOYEES

TO WORK IN PANTALOONS


Management 24 24%

Salary 10 10%

Work environment 38 38%

Co-workers 28 28%

Total 100 100%


ANALYSIS:

From the above table it is observed that 24% of the respondents think that management

motivates employees to work in Pantaloons, 10% of respondents think salary, 38% of the

respondents think work environment is the motivation factor, and 28% of the respondents

think Co-workers are the motivation factor.

53

CHART 4.9: DISPLAYING FACTORS THAT MOTIVATES

EMPLOYEES TO WORK IN PANTALOONS.

SOURCE: Table

INTERPRETATION:

The above diagram displays that most of the employees believe that work environment is the

factor that motivates the employees to work in Pantaloons.

24%

10%

38%

28%

Management Salary Work environment Co-workers

54

TABLE 4.10: SHOWING SATISFACTION LEVEL OF EMPLOYEES

TOWARDS THE OPPORTUNITIES FOR PROMOTION.



Satisfied 53 53%

Neutral 12 12%

Dissatisfied 9 9%

Total 100 100%


ANALYSIS:

The above table states that 26% of the employees are very satisfied with the opportunities for

promotion, 53% of employees are pleased, 12% of the employees are Unbiased, and 9% of

the employees are disappointed with the opportunities for promotion.

55

CHART 4.10: DISPLAYING SATISFACTION LEVEL OF EMPLOYEES

TOWARDS THE OPPORTUNITIES FOR PROMOTION.

SOURCE: Table

INTERPRETATION:

The above diagram displays that majority of the respondents are satisfied with the

opportunities for promotion given by the management in the company.

26%

53%

12%

9%

Highly satisfied Satisfied Neutral Dissatisfied

56

TABLE 4.11: SHOWING EMPLOYEES’ OPINION TOWARDS THE

MOTIVATION GIVEN BY THE MANAGER.



Satisfied 54 54%

Neutral 21 21%

Total 100 100%


ANALYSIS:

The above table states that 25% of the representatives are very satisfied about the motivation

given by the manager, 54% of the representatives are pleased with the statement, and 21% of

the respondents are neutral about the motivation given by the manager.

57

CHART 4.11: DISPLAYING EMPLOYEES’ OPINION TOWARDS THE

MOTIVATION GIVEN BY THE MANAGER.

SOURCE: Table

INTERPRETATION:

The above chart indicates that maximum number of employees are pleased with the motivation

given by the manager to the employees.

25%

54%

21%


58

TABLE 4.12: SHOWING EMPLOYEES’ RELATION WITH THEIR CO-

WORKERS.



High 27 27%

Neutral 15 15%

Low 12 12%

Total 100 100%


ANALYSIS:

From the information above we understand that 46% of the employees have extremely high

relation with their co-workers, 27% of the employees have high relation, 15% of the

employees are neutral, and 12% of the employees are having low relation with their co-

workers.

59

CHART 4.12: DISPLAYING EMPLOYEES’ RELATION WITH THEIR

CO-WORKERS.

SOURCE: Table

INTERPRETATION:

From the above study it is inferred that maximum number of the employees have extremely

high relationship with their co-workers in the company.

46%

27%

15%

12%

Extremely high High Neutral Low

60

TABLE 4.13: SHOWING SAFETY OF THE WORK PLACE.



Satisfied 32 32%

Neutral 13 13%

Total 100 100%


ANALYSIS:

From the above table it is observed, 55% of the employees are highly satisfied, 32% of the

employees are satisfied, and 13% of employees are neutral about the safety of the work place.

61

CHART 4.13: DISPLAYING SAFETY OF THE WORK PLACE.

SOURCE: Table

INTERPRETATION:

The above diagram displays that majority of the employees are extremely satisfied with the

safety of the work place in the store.

55%32%

13%


62

TABLE 4.14: SHOWING RECOMMENDATION OF EMPLOYMENT TO

OTHERS.


Strongly agree 34 34%

Agree 55 55%

Neutral 11 11%

Total 100 100%


ANALYSIS:

From the above table it is clear that 34% of employees strongly agree, 55% of the employees

Agree, and 11% of the employees are neutral about their opinion.

63

CHART 4.14: DISPLAYING RECOMMENDATION OF EMPLOYMENT

TO OTHERS.

SOURCE: Table

INTERPRETATION:

The above chart shows that maximum number of employees agree that they would like to

recommend employment to their friends and relatives in the company.

34%

55%

11%

Strongly agree Agree Neutral

64

TABLE 4.15: SHOWING DETERMINATION OF EMPLOYEES TO GIVE

THEIR BEST EFFORT AT WORK EACH DAY.



High 57 57%

Neutral 10 10%

Total 100 100%


ANALYSIS:

From the table it is observed that 33% of employees are extremely high determined, 57% of

employees are high determined, and 10 % of employees are neutral in their opinion.

65

CHART 4.15: DISPLAYING DETERMINATION OF EMPLOYEES TO

GIVE THEIR BEST EFFORT AT WORK EACH DAY.

SOURCE: Table

INTERPRETATION:

From the above chart it is seen that majority of the employees have high determination to give

their top effort at work every day.

33%

57%

10%

Extremely high High Neutral

66

TABLE 4.16: SHOWING INITIATIVENESS TO HELP OTHER

COLLEAGUES.



High 24 24%

Neutral 23 23%

Low 16 16%

Total 100 100%


ANALYSIS:

From the above table it is observed that 37% of employees have extremely high initiative to

help other employees, 24% of employees are high, 23% of employees are neutral, and 16 % of

employees have low initiative to help other employees.

67

CHART 4.16: DISPLAYING INITIATIVENESS TO HELP OTHER

COLLEAGUES.

SOURCE: table

INTERPRETATION:

Majority of the employees take full initiative to help other employees at work when the need

arises.

37%

24%

23%

16%

Extremely high High Neutral Low

68

TABLE 4.17: SHOWING EMPLOYEES GET EXCITED ABOUT GOING

TO WORK.


Almost always 25 25%

Often 45 45%

Sometimes 21 21%

Seldom 9 9%

Total 100 100%


ANALYSIS:

From the above information it is clear that 25% of respondents almost always get excited

about going to work, 45% of the respondents often get excited, 21% of the respondents

sometimes get excited about going to work, and 9% of the respondents are seldom.

69

CHART 4.17: DISPLAYING EMPLOYEES GET EXCITED ABOUT

GOING TO WORK.

SOURCE: Table

INTERPRETATION:

From the above chart it is seen that majority of the employees often get excited about going to

work.

25%

45%

21%

9%

Almost always Often Sometimes Seldom

70

TABLE 4.18: SHOWING EMPLOYEES KNOW WHAT MANAGER

EXPECTS FROM THEM AT WORK.



Agree 23 23%

Neutral 13 13%

Total 100 100%


ANALYSIS:

From the above table we can say that 64% of employees are strongly agree, 23% of employees

are agree, and 13% of the employees are neutral.

71

CHART 4.18: DISPLAYING EMPLOYEES KNOW WHAT MANAGER

EXPECTS FROM THEM AT WORK.

SOURCE: Table

INTERPRETATION:

From the chart above it is clear that majority of the employees strongly agree that they know

what is expected of them at work.

64%

23%

13%


72

TABLE 4.19: SHOWING SUPERVISORS GIVING REGULAR

FEEDBACK TO THE EMPLOYEES IN PANTALOONS.



Agree 37 37%

Neutral 11 11%

Total 100 100%


ANALYSIS:

From the above table it is observed that 52% of the employees strongly agree that supervisors

give regular feedback to the employees, 37% of the employees agree, and 11% of the

employees are neutral about their opinion.

73

CHART 4.19: DISPLAYING SUPERVISORS GIVING REGULAR

FEEDBACK TO THE EMPLOYEES IN PANTALOONS.

SOURCE: Table

INTERPRETATION:

From the above chart it is observed that maximum number of the respondents strongly agree

that they get regular feedback from their superiors regarding their performance.

52%

37%

11%


74

TABLE 4.20: SHOWING DEPARTMENT PROVIDING EXCELLENT

SERVICES TO THE CUSTOMERS.



Agree 38 38%

Neutral 6 6%

Total 100 100%


ANALYSIS:

The above table shows that 56% of employees strongly agree about providing excellent

services to the customers, 38% of the respondents are agree, and 6% of the respondents neither

agree nor disagree.

75

CHART 4.20: DISPLAYING DEPARTMENT PROVIDING EXCELLENT

SERVICES TO THE CUSTOMERS.

SOURCE: Table

INTERPRETATION:

From the above chart it is clear that maximum number of the employees strongly agree that

their department provides excellent services to the customers.

56%

38%

6%


76

TABLE 4.21: SHOWING OPPORTUNITIES TO CONTRIBUTE IN

DECISION MAKING THAT AFFECTS THEM


Strongly agree 5 5%

Agree 17 17%

Neutral 56 56%

Disagree 22 22%

Total 100 100%


ANALYSIS:

The above data states that 5% of the employees are strongly agree, 17% of the employees

agree, 56% of the employees are neutral about their opinion, and 22% of employees disagree.

77

CHART 4.21: DISPLAYING OPPORTUNITIES TO CONTRIBUTE IN

DECISION MAKING THAT AFFECTS THEM

SOURCE: Table

INTERPRETATION:

Majority of the employees neither agree nor disagree regarding their opportunity to contribute

in decision making in the organization.

5%17%

56%

22%

Strongly agree Agree Neutral Disagree

78

TESTING OF HYPOTHESIS:

H0: There is no significant difference between the genders with respect to overall satisfaction

on employee engagement.

H1: There is a significant difference between the genders with respect to overall satisfaction

on employee engagement.

Gender of the respondents * Overall satisfaction of employees on employee

engagement Cross tabulation

Count

Overall satisfaction of employees on

employee engagement

Total

Highly

satisfied

Satisfied Neutral

Gender of the

respondents

Male 36 26 10 72

Female 9 11 8 28

Total 45 37 18 100

Chi-Square Tests

Value df Asymp. Sig.

(2-sided)

Pearson Chi-Square 3.898a 2 .142

Likelihood Ratio 3.791 2 .150

Linear-by-Linear

Association 3.793 1 .051

N of Valid Cases 100

a. 0 cells (0.0%) have expected count less than 5. The

minimum expected count is 5.04.

RESULTS:

The above said hypothesis was tested by using a statistical tool chi-square with the help of

SPSS-20, it is observed in chi-square table that significant value is 0.142 which is greater than

0.05, therefore there is no proper evidence to reject null hypothesis, hence null hypothesis is

accepted.

CHAPTER 5

FINDINGS, SUGESSTIONS AND CONCLUSION

79

5.1 FINDINGS:

62% of the respondents agrees that employee engagement activities motivates

employees to be more committed towards organization’s goal.

The 58 out of 100 representatives are neutral about the recognition and rewards given

by the administration.

The employees more than 60% in the company say that they have clear description of

their job task.

52% of the employees strongly agree that the supervisors encourage and give regular

feedback to the employees regarding their performance at work place.

The 38 out of 100 representatives say that workplace is the main consideration that

inspires them to work in Pantaloons, 28 out of 100 workers believe that its colleagues,

24 representatives say its management and 10 representatives are encouraged by the

pay.

The analysis demonstrates that greater part of the respondents are satisfied by the open

doors for advancement and development given by the organization. Whereas, 9% of the

respondents showed disappointment.

Majority of the employees have very good relationship with their co-workers. Whereas,

12 out of 100 employees say that the relationship with the co-workers is low.

The determination of the representative to give their best at work every day is high and

they regularly get amped up for going for work.

Majority of the employees are neutral about the opportunity to have a voice in decision

making that affects them.

80

5.2 SUGGESTIONS:

Majority of the employees are unbiased with the rewards given by the management and

hence giving better recognition and prize frequently will increase the morale of

employees.

Supervisors and managers should meet employees at regular intervals which will help

in creating a better relationship between them.

The representatives say that the opportunity in the organization for advancement or to

develop is moderate and thus the organization can bring more necessities required.

The management should conduct team work activities more often in order to improve

the relationship between colleagues.

The superiors can give more feedback to the representatives and urge them to

accomplish more effective work.

The employees give a view that they are not much encouraged to contribute in decision

making in the company. So the company should give them opportunity to give their

ideas and suggestions in decision making process.

The worker engagement exercises are exceptionally gotten by the employees and

consequently the organization can make more exercises to carry a good relationship

with workers.

81

5.3 CONCLUSION:

The idea of representative engagement ought not to be respected simply one more HR

procedure. It is a mix of enthusiastic, knowledgeable and physical angles and how it is

connected with the worker engagement. . An association needs to recognize the variables that

draw in individuals and ought to embrace certain procedures with a specific end goal to expand

the engagement level of the representatives in the work place. Representative's engagement is

a long haul process and connected to vital inhabitants of the business, for example, society,

values and administrative theory.

The worker engagement exercises are critical and as of now the majority of the association are

attempting to give great engagement measures in order to hold their representatives

furthermore build up the vocation of their workers, aside from statutory measures which are

obligatory, associations are additionally giving recreational and participative measures. The

procedures received by the association offers them to expand the engagement some assistance

with levelling of the workers.

Consequently with these exercises both worker and representative are in win-win circumstance.

Representatives get remunerates and advantages and manager have a tendency to get faithful

and connected with workforce.

For satisfying every one of their objectives, associations require effectively connected with

workers. Worker engagement happens just in those associations which regard their kin as their

greatest resources and deal with their fundamental necessities and other mental needs. Working

environments that meet every one of these states of representative engagement develop much

quicker and maintain any longer that the individuals who neglect to meet them.

BIBLIOGRAPHY

BOOKS:

1. K. Aswathappa, “Human Resource and Personnel management”, Tata Mc Graw- Hill

Education, 4th Edition, 2005.

2. Mishra Tripathi, “Employee Engagement and HR Initiatives”, Himalaya Publishing

House Pvt. Ltd., 1st Edition, 2011.

3. V.S.P Rao, “Human Resource Management”, Excel Books, 2nd Edition, 2005.

ARTICLES:

1. Little, B (2006), Issues Employee Engagement: Conceptual, Journal of Organizational

Culture, Communications and Conflicts, Volume 10, No. 1, 111-120.

2. Siddhanta A & Roy.D (2012), Employee Engagement- Engaging the 21st Century

workforce. Asian Journal of Management Research, 170-189.

3. Truss, K. (2014). Job Design and Employee Engagement. Engage for Success Peer

reviewed white paper series, 1-22.

4. Simpson, M.R (2009). Engagement at Work: A review of the Literature International

Journal of Nursing Studies 46.

WEBSITES VISITED:

www.Pantaloons.com

www.citehr.com

http://www.ibef.org/industry/retail-india.aspx

http://www.pantaloons.com/

ANNEXURES

QUESTIONNAIRE

I Divyani Debnath, management student conducting a study on “Employee

Engagement” at Pantaloons Fashion & Retail Company, Bangalore.

I would be grateful if you would spend time and answer the following questions.

I assure you that all the information provided will be kept confidential and be

used for academic purpose only.

Gender: a) Male b) Female

Age: a) 18-22 b) 22-25 c) 25-30 d) 30 and above

Designation: ………………………………………………………….

1. Your experience at Pantaloons.

a) 0-6 month b) 6-9 month c) 9-12 month d) More than 12

2. What do you feel about the infrastructure of the store?

a) Excellent b) Above Average c) Average d) Below Average e) Very Poor

3. How satisfied are you with the recognition and rewards given by the management?

a) Highly satisfied b) satisfied c) Neutral d) Dissatisfied e) Highly dissatisfied

4. Does employee engagement activities motivates employees to be more committed

towards organization’s goal?

a) Yes b) No c) May be

5. How much you enjoy your job?

a) Extremely high b) High c) Neutral d) Low e) Extremely low

6. Your clear description of your job task?

a) Highly agree b) Agree c) Neutral d) Disagree e) Highly disagree

7. I find the work environment friendly?

a) Highly agree b) Agree c) Neutral d) Disagree e) Highly disagree

8. What motivates you to work in Pantaloons?

a) Management b) Salary c) Work environment d) co-workers

9. How satisfied are you with the opportunities for promotion?


10. What do you feel about the motivation given by the manager?


11. Yours relation with co-workers.


12 How satisfied are you with the safety of the work place?


13. Would you like to recommend employment at your company to a friend?

a) Strongly agree b) Agree c) Neutral d) disagree e) Strongly disagree

14. How determined are you to give your best effort at work each day?

a) Extremely high b) High c) Neutral d)Low e) Extremely low

15 Your Initiative to help other employees when the need arises.


16. I get excited about going to work.

a) Almost always b) Often c) Sometimes d) Seldom e) Never

17. I know what is expected of me at work.

a) Highly agree b) Agree c) Neutral d)disagree e) highly disagree

18. My supervisors give me regular feedback on how I am doing.

a) Strongly agree b) Agree c) Neutral d) Disagree e)Strongly disagree

19. My department always provides excellent services to the customers.

a) Highly agree b) Agree c) Neutral d) disagree e) Highly disagree

20. Do you have the opportunity to contribute to decisions that affect you?

b) Strongly agree b) Agree c) Neutral d) disagree e) Highly disagree

21. How satisfied are you with the employee engagement exercises conducted in the

association?

a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e)Highly dissatisfied

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