Hrm Policies And Practices At Shoppers Stop

Published Date: 02 Nov 2017

(a) Study the HRM Policies and Practices of the company and make a brief report giving:

Company profile

HR policies of organization- Service Rules, Promotion Policy & Rules, Wage Structure, Employee motivation & welfare schemes, Health & safety rules, training and development etc

(b) Identify any 3 Jobs (one each at Entry Level, Middle Level and Senior Level) within that chosen company. Explaining their rationality, frame the HR Strategies with respect to these jobs. The Report designed should be covering the following HR Functions:

Job Description & Job Specification

Detailed recruitment and staffing procedure

Designing the Compensation Pattern ; Incentives and Benefits

Effective Training Methodologies

Suitable Performance Management System

Answer:

Name of the organization: shoppers stop.

Establishment: 1991 in Mumbai -first retail venture by the K. Raheja Corp

Management team:

MR.CHANDRU L.RAHEJA (chairman)

Mr. Ravi c. Raheja , Mr. Neel.C.Raheja, ( non executive director)

Mr. B.S. NAGESH (Customer care associates)

Company turnover for 2010: 174 million rs.

Part a:

Working environment of shoppers stop:

shoppers stop followed some principles to ensure that the employees in the store get healthy work environment.

Openness while working

Scope for personal and professional development

Personal willingness to forgive and for apology

Extreme importance to customer values and rights

Smooth functioning is important for smooth working condition

Trade work approach must be fair in nature

Contribution to society while working and while achieving organizational goals

Service rules/ code of conduct of shoppers stop

Uniform (dress code)is extremely important as it shows the equality among the employees

Managers should be respectful with each and every employee

Manager should set an example of the self commitment and self motivation for the employees

Proper use of authority and rights

Extreme importance to loyalty.

Every employee must push himself for full devotion and attention to organization as it is important to achieve business objective.

Acceptances of any post by any other organization is prohibited

Legally obligation on the discloser of any confidential information

Any employee should not exploit the information , property of organization for the sake to achieve personal goals

Employees at any level are not allowed to enter into material transaction, arrangements through any other organization directly or indirectly.

Transparency in the business is extremely important for any employee in shoppers stop. Where secrecy is needed for the business employee should respect the situation.

Promotion policy of shoppers stops:

Shoppers stop believes that not only senior mangers is important but all people in the involved in organization are important. Shoppers stop designed their promotion policy on the term of 360 degree appraisal, on that rating the head or respective person in the organization take decision on the promotion of particular employee. In 360 degree evaluation person on different level evaluate the employee’s capability and ability towards his work. This gives a clear report on the performances of the employee. Following chart describes which factors generally include in the appraisal of any employee in shoppers stop.

SUPERIOR

SUPPLIERS AND VENDORS

CUSTOMERS

PEERS

SUBORDINATES

TEAM MEMBERS

EMPLOYEE

Wage structure and compensation pattern in shoppers stop:

In this part we studied that in shoppers stop salary itself is a part of compensation system. Along with the salary employees in shoppers stop get following facilities as a compensation for psychological and self actualization.

Minimum salary for an employee is rs. 6000/-

Conveyances of free parking

Gift vouchers

Medical facility which includes medical reimbursement

Extra bonuses along with salary during the festival season

Indirect compensation which includes the hospitalizations and leave policies.

Compensation for late working hours (LATE WORKING POLICY)

Employee who works beyond 9 p.m. working day or for the employee who works on weekly off more than 4 hours is eligible to get this compensation. Employees who are working at AVP level will get 250/- as per day. Refreshments will be reimbursed for the employee who is working late. Expenses on liquid items will not be reimbursed, along with this employee who wants to work late is prior to take permission from the respective heads of the departments. Also employee will get rs.800/-as a fare or travelling expenses against taxi or auto which is metered.

Employee motivation and welfare schemes:

In shoppers stop it is an important objective of the management team to help the employee and clarify the each role and responsibilities which going to perform by each employee who also includes the provision in motivation which helps in to increase the job satisfaction and commitment towards the shoppers stop. To achieve this objective the management team conducts a yearly based knowledge test for entry and middle level of employees. Along with this shoppers stop arranges the various festivals and management trips to refresh the employees while working. Annual day is one of important festival which is conduct by shoppers stop once in year.

Healthy and safety rules:

Laws of equality is applicable in shoppers stop where there is prohibition discrimination on nation, origin, sex, physical or mental disability or any medical condition.

Gender friendly environment –equal opportunities for men and women

Shoppers stop accepts the report and also encourage the employee to report concern which are related to harassments and other offensive conduct.

Shoppers stop committed for drug free and alcohol free work place

Training and development programmers:

Candidates who applied online for the interview goes from three process of selection .1st level of interview conducted by the regional operational manager where 2nd level conducted by H.R.unit head. After selection induction process is conducted for 1 week where new employees know about the code of conduct, rules and regulation, work profile etc.following training programmed conducted in shoppers stop,

On job training

Sales training

Computer based training

Customer management training

Self directed training.

Part b:

Job description and specification at level one (entry level)

Job description:

Job title: deputy manger

Travel requirement:

Experience required :4-6 years

Position type: entry level

Department: back office operation

Salary:

Accounting approaches must be accurate under various formats like consignments and purchases, sales and return model.

To deal with statutory auditors for annual report schedules

To deal in timely payments of working capital

Accurate accounting of expenses and disbursement in line with authorities

Ability to negotiate with vendors for availing the discounts in monetary terms per the policy of organization

Job specification:

Ability to work on large volume data

Analytical knowledge

Task based Problem solving approach

Good interpersonal and leadership skills

Team player quality is must as he may have to handle large team

Recruitment and staffing of level one (entry level)

Recruitment procedure:

Finding internal candidates:

Candidates who are working with the organization from 2-to 3 years can be recruited as a deputy manger as they will have the basic concept of working in organization. It will motivate them to perform better.

Job posting:

Along with the internal candidates we can also approach for the outsiders which are keen for the job in the organization we can invite the candidates by posting the bulletin publically which will describe the details of the job and specification which will be required by them.

Internet:

We can also approach the internet websites which gives us the right candidates for the required job the internet sites like

Monster .com, naukari .com will help us to finding out the candidates.

Staffing procedure:

It is important to test the ability of the candidate. It is also important to know how candidate is going perform his roles and responsibilities at work to achieve the business goal. At entry level we can conduct the following test to choose correct candidate.

Intelligences test:

In this type of test the general reasoning ability of individual and specific mental abilities can be tested.

Group discussions:

In this type of test, we can examine the communication skills as well as we can also see how a candidate is performing along with the group members as the team work is very important.

Unstructured interview:

It is a conversational type of interview in which the interviewer pursues point of interest as they come up in responses to question

Compensation pattern and incentives benefits.

At the entry level the responsibilities played by the employee are less than the responsibilities played by the higher authority. While designing the compensation pattern we should take care that the budget of this package should not exceed as it will create a negative effect on organization. In the entry level the employee generally attached with the organization in only physical manner and not by mental and emotional manner. So there are many chances that the he /she can leave the organization if she get a better package of salary so we can retain them by giving them low salary but giving them nice perks and incentives which will be advantage for us .Here, we must design as such package that the employee should feel satisfy about the joining the organization. The compensation package can be described as follows:

No.

particulars

For men

For women

1

Basic salary (9000 x12)

108000

108000

2

bonus

20000

22000

3

Medical allowances

4500

5000

4

Holiday trip allowances

2000

2000

5

Dearness allowances

5000

7000

6

Free telephone at residences

1000

1200

7

HRA

2000

1500

Total

Training methodology:

Employee orientation programmee:

In this type of training methodology, the organization provides the basic information about the organization to the new employees where code of conduct and other aspects comes in to picture. If the employee from the organization took over the position then this training methodology can be used but in different manner. In this case orientation programme conducted for the roles and responsibilities played by the employee for this new task.

Job instruction training:

In this type of training, listing of the basic tasks which are designed for the employee taken into consideration and employee is trained with the key points to achieve the goal. This provides a step by step training methodology.

Virtual classroom:

This type of training provides the learning environment which uses the special collaborations of software where employee uses the audio –visual techniques for learning.

Suitable performance management system:

For the entry level of employee we can keep a check on his performances. His performance will be evaluated after 2 weeks by which we can understand whether a meeting with the organizations goal is or not. For this level we can actually use a graphical rating scale which will provides us the the quantitative rating for employee.

Job description and specification for the second level (middle level-regional manager)

Job title: regional manager

Experience of candidate : 8-10 years in same felid

Department: regional office

Travel requirement: yes

Training opportunity : yes

Position in organization: middle level.

Salary:

Supervise and mange organizational issues within company operations

Charge of branch managers and several teams of consultants

To handle public and client relationships

Constantly built and improve the image of organization.

Set up targets for the managers and keep the eye on deadlines

To supervise and allot the budget for regional operation

To analyze the problem and solve them as well as to maximize the efficiency of operation

Responsibility to select right candidate for the right job

Job specification:

Effective interpersonal skills

Motivational skills required

Supervision skills

Ability to apply the recommended business strategies which are designed by the management team

Recruitment and staffing:

Here we can used the same methods which used for the entry level candidates i.e. internet, job posting, finding internal candidates. Apart from these methods we can also use the method which is;

On demand recruiting services:

This a service which provides the short term specialized recruiting service which support specific projects without the expenses of retaining traditional search firms.

Staffing procedure:

With the procedures we followed in the entry level we can conduct further teats for an employee to judge him on various aspects as the level of responsibility is high.

Cognitive abilities:

This test specifies the mental ability, which includes inductive and deductive reasoning verbal comprehension etc.

Personality tests:

Evaluates the nature of person and his personal abilities

Compensation pattern and benefits, incentives:

At this level a employee is suppose to use his physical as well as mental abilities as he has to perform certain activates along with his team members so the level of responsibility higher then entry level. Here the employee is physically as well as mentally involved in his work.

Employee share option plan (ESOPs):

In this kind of compensation we give shares of our organization to our employees a part of compensation or incentive apart his salary. We offered some shares at substantial lower price than the market price. In this we give he shares but not physically which means the share certificate remains with us and we offered them the actual ownership after certain time span like 3 years or 5 years. but he get the dividend very year by doing this he retains in the company for longer time and also feels satisfied about his job security. Other compensation can be given as follows,

No

particulars

For men

For women

1

Basic salary (18000 x 12)

2,16,000

2,16,000

2

Dearness allowances (7200 x 12)

86,400

86,400

3

Free telephone at residences (perk)

1200

1200

4

bonus

50,000

50,000

5

Transport allowances (1000 x12)

12,000

12,000

6

Entertainment allowances (600 x12)

7,200

7,200

7

H.R.A.

10,000

10,000

8

Medical reimbursement

5,000

5,000

9

Fringe benefits

2,000

2,000

total

Training methodology:

On job training:

To train a person while working

Apprenticeship training:

It is a structured process which includes the combination of the classroom instruction and on job training by which employees become skilled.

Tele training .video-conferencing with seniors

Job aid

Set of instructions and diagrams which are available at job site to guide employee to perform better.

Suitable perform management:

Electronic performance monitoring :

360 degree apparaisal performance method.

Job description and specification for third level (higher level-vice president)

Job title: vice president

Experience: 10-12 years in same field

Department:

Position type: high level

Location: head office

Travel requirement: yes

Salary:

Training facility: yes

Maintaining relationship with the stake holders

Evaluates performances result

Responsible for the development and managing the annual operating and capital budgets

Seek out opportunities for investment, revenue generation

Planning and monitored the strategic planning to achieve long term objective of organization.

Job specification:

Focus on customer service

Conflict resolution ability

Financial planning ability

Presentation skills

Quality focus management

Technical understanding of equipment and process.

Recruitment and staffing:

Along with the procedures we followed in the e level 1 and 2 we follow some additional type of recruitment which can be described as follows:

Succession planning:

On going process of identifying , assessing, and developing leadership quality for better performance

Staffing for high level:

Stress interview and the all process followed in the second stage that is middle level.

Compensation and benefits:

At this level employee is not only physically, mentally but he also emotionally attached to his job along with compensation pattern we should take care that employee working at this level should be emotionally satisfied. With the proper power allocation and benefit pattern he will be encouraged to perform better the compensation pattern can be described as follows

No.

particulars

For men

For women

1.

Basic salary 40000 x12

4,80,000

4,80,000

2.

Bonus

20000

20000

3.

commission

5000

5000

4.

Transport allowances

12000

12000

5.

Entertainment allowances

8000

8000

6.

Motor car allowances

10000

10000

7.

Health care insurances

15000

15000

8.

Dearness allowances

16000

16000

9.

Cost of education

20000

20000

total

Training methodologies:

Programmed learning:

This a very systematic method used for the improvement in job skills involving the presenting question or facts and allowing the employee to respond and giving them immediate feedback.

Electronic performance support:

It is a set of a computerized tools and displays that gives the phone support, documentation. Etc this helps into the direct application and more over it is faster, cheaper and more effectively than traditional methods.

In house development centre:

It consists of the realistic exercise which is used for the development in management skills.

Executive coach:

When outside consultants who question the executives associates in order to identify the strength and weakness and then counsels the executive so he or she can overcome on those strength and weakness.

Performance management system:

Performance can de checked with the 360 degree appraisal method as weel 420 degree appraisal method.

Conclusions and recommendations:

Conclusions:

Human capital is one of the important factors in the organization to retain them in same organization is the biggest task for any hr manger. Various strategies can used to develop the skills of an employee which will ultimately helps in overall performance of individual as well as the organization.

Recommendations

Interview process can be made simple as the current staffing procedure is very time consuming in nature.