Professional Documents
Culture Documents
ON
Management Information System
IN SPENCERS
(LUCKNOW HYPER IN FUN REPUBLIC MALL)
Submitted to Submitted By
Part- I
♥ Company Profile
♥About HR
Part- II
♥ Research Methodology:
٭Types of Research.
٭What is R.M
♥ Findings:
٭Data Analysis
٭Interpretation
٭Limitations
♥ Bibliography
PART-I
• History
• Management Board
• About RPG
COMPANY PROFILE
Management
The RPG Management Board is the backbone of the conglomerate. Its
members are highly qualified professionals, well experienced in their
respective fields.
Values
RPG’s business ethics promote higher levels of excellence. The group’s values
of Customer Sovereignty, People Orientation, Innovation & Entrepreneurship,
Transparency & Integrity, and Passion for Superior Performance, Anticipation,
Speed and Flexibility propel it to perform and excel in all spheres of the
business.
Quality
For RPG quality determines success. Continuous process improvements are
carried out to ensure complete satisfaction of customer and market
requirements.
8
History
The history of RPG began in 1820 when Ramdutt Goenka, from a small town
in Rajasthan, came to Calcutta to do business with the British East India
Company. The following milestones speak of his enterprising efforts, and the
subsequent growth of the RPG group.
By the 1900s the Goenkas establish themselves in diverse business sectors
like banking, textiles, jute and tea.
Sir Hariram Goenka and Sir Badridas Goenka are conferred knighthood
by the British for outstanding contribution to business and the community. In
1933, Sir Badridas Goenka becomes the first Indian to be appointed
Chairman of the Imperial Bank of India (now the State Bank of India). He is
elected President of the Federation of Indian Chambers of Commerce and
Industry (FICCI) in 1945.
One of the sons, Rama Prasad Goenka (better known as RP Goenka), starts
RPG Enterprises in 1979 with Phillips Carbon Black, Asian Cables, Agarpara
Jute and Murphy India.
The 80s see further acquisitions by the RPG group, the first being CEAT Tyres
of India in 1981. The group then went on to acquire KEC (1982); Searle
India, now RPG Life Sciences (1983); Dunlop (1984); HMV (1988); and
finally CESC, Harrisons Malayalam, Spencer & Co. and ICIM in 1989.
Management Board
The Management Board comprises of highly qualified and experienced
professionals from different business areas.
10
Quality
About RPG
RPG Enterprises is not only one of the biggest, but also one of the most
RPG is one of the powerhouses that drive Indian Industry. With more than 20
Power, Transmission, Tyres and Specialties- all under the RPG banner. Even
with such a diverse portfolio, the fact that RPG Enterprises has had nothing
but only unrivalled success in all these sectors, speak very highly of the
efficiency and vision with which the company is run. Over the years RPG
Enterprises has built a huge reservoir of trust and goodwill among the people
Their Heritage
minds of the Indian consumer for over 100 years now. And it still continues
to evoke a warm aura of trust and goodness. In 1863, since we first opened
our gates to the Indian consumer, we have like all successful businesses, re-
invented ourselves with the times. But our endeavor, by which we still stand
experience for you, our valued customer. As RPG, when we took over
concept of specialty stores like Food World, Health and Glow and Music
World. And this pioneering spirit still burns strong. We feel proud to share the
14
fact that in 2000, we introduced the Indian consumer to the first ever
Hypermarket.
RPG Values
Customer Sovereignty
People Orientation
Innovation and Entrepreneurship
Transparency and Integrity
Anticipation, Speed and Flexibility
Passion for Superior Performance
Vision
15
capitalization through
RETAIL MACRO
ENVIRONMENT
Favorable Demographics
32% by 2010
18
2011
19
The Journey
RPG RETAIL 1995-2005
Music
Music
History…
• 1995 – JV between RPG and DFI to set up retail Stores in
grocery
• 1996-2003- All is well – rapid expansion 95 stores across
south & Pune
• 2001- FDI withdrawn in retail
• 2002- MOU expires with DFI .cracks in the JV. No store
opened till 2005.
• JV Broke up 2005 Sept.
expansion.
Dailies,135 express.
Brand
ic & Books
60 stores by Mar
Spencer’s Retail
23
our 350 stores across 50 cities covering a retail trading area of 1.3
couldn’t put a smile on your face. It has been and will always be our
continue to trust the name Spencer’s. And this trust has been the
We at Spencer’s are glad that we are able to provide all that you need,
and all that you wish you had. From an endless choice of foods and
have a party, we have your basket ready with us. So come and
Spencer’s Express
Spencer’s express is your store next door for your fresh needs at arms
length. These stores are around 1000 sq ft in size. They are open from
stores stock dairy, fruit and vegetable, bread and bread products, cut
fresh masalas, fresh pickles, fresh Ghee, fresh fish and meat.
Spencer’s Daily
size and with a bright and friendly atmosphere, Spencer’s Daily saves
you the hassle of bargaining with the local Kirana shop owners
Spencer’s Super
About 5000-15,000 sq. ft. in size the Spencer’s Super not only caters
to your daily needs but also stocks home care products; personal care
products, Bakery, Chilled and frozen food; Baby care besides groceries
Spencer’s Hypermarkets
28000sq. ft. in trading area. Shoppers come here looking for fantastic
convenience of finding everything under one roof at the best value for
mone
26
FAIZ
2 Spencer's Daily ABAD ROAD
G
3 Spencer's Hyper OMTI NAGAR
HAZRA
4 Spencer's Super TGANJ
K
5 Spencer's Express ANPUR ROAD
RAJAJIP
6 Spencer's Daily URAM
RAJE
7 Spencer's Daily NDRA NAGAR
VI
9 Spencer's Daily KAS NAGAR
V
10 Spencer's Daily IVEK KHAND
27
Competitive Landscape
The Players
Current stores,
Trinethra ( Aditya Birla) 172 ,170 Cr 220 stores, 300 Cr end '07
An overview
Retailing
World’s largest private industry
US$ 6.6 trillion sales annually
Indian retailing
Largest employer after agriculture - 8%* of population
Highest outlet density in world Around 12 mn outlets.
96% of the 12 Million stores are less than 500 Sq. ft.
Still evolving as an industry
Market size
Core Committee
Sr. VP - HR
Sr. VP - Operations
VP - Merchandise
VP - Marketing
VP - Private Label
Initiatives
Working Committee
Operation Representative
Merchandising representative
Logistics
Product Development
HR Representative
30
area
RETAIL
INTRODUCTION
“Retailing today is not only about selling at the shop, but also
well”
change in the product except breaking the bulk. He/ She are also the
trade is done by the organized sector. Huge retail chains like Wal-Mart,
Carr four Group, Sears, K-Mart, McDonalds, etc. have now replaced
the individual small stores. Large retail formats, with high quality
Type of Retail
Organized Retail- 3%
Organized Unorganized
suppliers
Automation Virtually no automation
products
32
Retailing- one of the largest sectors in the global economy is going through a
transition phase not only in India but the world over. For a long time, the
corner grocery store was the only choice available to the consumer,
formats of retailing.
The Indian Retail market, rated as the second most attractive destination
economy, with Indian corporate houses and investors taking active interest in
the sector, Organized Retail could well become a major driver of the economy
33
in the years ahead. The sector can greatly induce consumer spending in the
domestic market .
3. Affordability growth:
• Falling interest rates
• Easier consumer credits
• Greater variety and quality at all price points.
34
RPG HR Vision
Integration
Influencing
o Applicabilit
MEANING OF HRM: -
OBJECTIVES OF HRM: -
HRM Activities –
1. HR Planning
2. Job Analysis
3. Job Design
4. Recruitment & Selection
5. Orientation & Placement
6. Training & Development
7. Performance Appraisals
38
8. Job Evaluation
9. Employee and Executive Remuneration
10. Motivation
11. Communication
12. Welfare
13. Safety & Health
14. Industrial Relations
1. Introduction to HRM
2. Employee Hiring
4. Employee Motivation
5. Employee Maintenance
6. Industrial Relations
7. Prospects of HRM
ROLE OF HRM
• Personnel Policies
• Personnel Procedures
1. Planning
2. Organizing
3. Staffing
4. Directing:
5. Controlling:
1. Globalization.
Corporate Re-organizations.
PART-II
PROJECT INTRODUCTION
A STUDAY OF MANAGEMENT INFORMATION SYSTEM
SPENCER’S RETAIL LIMITED( RPG GROUP )
Definition
'MIS' is a planned system of collecting, processing, storing and
disseminating data in the form of information needed to carry out the
functions of management. According to Phillip Kotler "A marketing
information system consists of people, equipment, and procedures to
gather, sort, analyse, evaluate, and distribute needed, timely, and
accurate information to marketing decision makers." (Kotler, Phillip
and Keller, Kevin Lane; Marketing Management, Pearson Education, 12
Ed, 2006).
Management:
Effectiveness – how well a firm is pursuing a goal or objective of its
business; for instance, providing quality product/service can be a
business goal that is usuallystated in a firm's mission statement;
Management by objective (MBO), etc.
Information
• Data are a source for the information. If the data are processed
in a meaningful way, they become "information." Here, IT can
contribute. Information can be extracted easily through IT (e.g.
computer) if data are properly processed.Therefore, the second
word in M.I.S. indicates IT or computer.
Systems
• theory/concepts
• Performance Appraisal.
46
Objective of MIS:
Benefits of MIS:
Information System
Type of information
Type of store:
Destination Discount Store 25000
4000- 7000Sft
DAILY +Apparels/Fashion, Liquor, Brown Goods, General Merchandise
4000 Sft
GRADE DESIGNATION
A CEO , BOARD OF DIRACTOR
B VP , NATIONAL HEAD
50
RAMESH MENON
SR. VP HR
KUNAL BANERJEE
CFO
SATYA K SRIVASTAVA
PROJECT OFFICER
RAJKUMAR TIWARICHIEF
51
VP PRIVATE LABEL
NANDINI SETHURAMAN
VP MARKETING
VP SYSTEMS
AMIT MUKHERJEE
SANJAY MISHRA
VENKATA REDDY
VP MERCHANDISING
(General Merchandise / E&E)
SANJAY GUPTA
V.P APPAREL
ANURAG RAJPAL
VP RETAIL OPERATIONS
NIMISH SHAH
52
ZONAL VP
SATYAKI GHOSH
PRAVEEN DALAL
SARANG KANADE
ATANU BATABYAL
Organization charat
BUSINESS HEAD
OFFICER MARKT
HR OFFICER PROJ
EXECUTIVE
SR. LP OFFICER
RST
LP OFFICER
CSA
North
South 2 East South 2
South 1
Approval by
Head Legal
Selection Process
Initiate recruitment
request
55
Advertise/
References
Agencies
Screening
Profiles
Eligibl
e N
Profile o
s
foundYes
Is
written Yes Conduct
A Written
test
require test
d
No
NO
Yes
Qualified/
A Short Intimate to the
No candidate about not
listed
short listed/selected
Yes
Final selection
Select
A No
ed
Yes
Send offer
letter
56
Employee
Conditions
&
Benefits
57
Work Timings-HO/RO/Stores
Opening
Days Time Closing Time
General guidelines
Encashment
of Leave
At time of cessation of service/time of retirement.
PL to the credit of employees subject to max
permissible limit of accumulation will be reimbursable.
For the purpose of encashment, salary includes Basic,
last drawn by the employee
Late Working
Transfer Policy
Compensation Policy
C o m po nents
Salary Basic
Spec ialallow anc e,HRA, c onveyanc e,individual
Allowance s
pay
LT A,Medic al,Medic laimCover, Group ac c ident
Annual be nefits
c over, T elephone reimbursement ,Mobile
reimbursement
Valued be nefits
F urnit ure and Applianc es,Company Car
Re tirals Provident F und,Grat uit y,Superannuat ion
Risk allow anc e,Break Shift Allow anc e,Holiday
Othe rs
w age, Nat ional & F est ival Holidays, W eekly offs
Medical Reimbursement
Salary Advance
Mobile Reimbursement
Local Conveyance
Performance Management
Performance Rewards
Salary Increments
Promotion policy
Travel Policy
Entitlements
Accommodation
General Guidelines
Incidental Expenses
J r. S u p e rvi so ry G ra d e (G ra d e H /I) R s . 7 5 p er d a y
Per Diem
General Guidelines
Superannuation
Provident fund
Gratuity
71
Resignation
Termination
72
GM & above
GM & above
RESEARCH
OBJECTIVES OF RESEARCH
the truth which is hidden and which has not been discovered as yet.
studies);
studies).
81
are considered crucial and their results assist, in more than one way, in
problems.
All these are of great help to people in business and industry who are
and market factors has great utility in business. Given knowledge of future
demand, it is generally not difficult for a firm, or for an industry to adjust its
DESCRIPTIVE RESEARCH
In social science and business research we quite often use the term Ex
characteristic of this method is that the researcher has no control over the
happening.
studies in which the researcher seeks to measure such items as, for example,
Survey
questions should be ordered in such a way that a question does not influence
Every respondent should be presented with the same questions and in the
Questionnaires
produced.
Advantages:
or a telephone survey.
• Relatively cheap.
• No interviewer bias.
85
Disadvantages:
• Design problems.
Questions
• Keep the questions short, simple and to the point; avoid all
unnecessary words.
• Use words and phrases that are unambiguous and familiar to the
require a lot of memory work, for example, ‘How many people stayed
week’.
Interviews
Personal interview
Advantages:
expression.
88
Disadvantages:
• Time consuming.
• Geographic limitations.
• Can be expensive.
Planning an interview:
Conducting an interview:
Personally Arrive on time be smart smile employ good manners find a balance
The questions Speak slowly in a soft, yet audible tone of voice control your body
languages know the questions and topic ask all the questions.
At the end anything or any questions about the research thank them.
90
Observation
• structured or unstructured
• disguised or undisguised
• natural or contrived
• personal
• mechanical
• non-participant
different roles.
91
Structured or unstructured
when the problem is clearly defined and the information needed is specified.
phenomenon that seem relevant. It is appropriate when the problem has yet
Disguised or undisguised
Natural or contrived
Personal
Non-participant
The observer does not normally question or communicate with the people
being observed. He or she does not participate.
Participant
that the where the sample units are and in what numbers.
93
METHODOLOGY
• Research ethics
• Secondary data sources
• Qualitative methods
• Quantitative methods
• Research methodology textbooks
• The Internet as a medium for research
95
96
How satisfied are you with your job and your organization?
Please take a few minutes to complete this survey. You are the person
who can give us fair guidance without any bias. Based on your
personal experience in this organization, please fill this form to help us
building our organization much better & professional. Share your views
by putting a mark in the boxes against each question. To maintain
confidentiality.
1 Name
2. Age
3. Sex
4. Department
5. Designation
Sl. A B C D
No.
Particulars
1. There is a feeling of mutual trust in our organization.
2. Management takes sincere efforts to identify and utilize employee’s
full potential.
3. I receive prompt feedback to my queries from my Manager**.
4. I am encouraged to experiment and try out new / creative ideas.
5. I feel, I am paid fairly considering my qualification, experience, and
responsibilities.
6. There is good cooperation among all team members in my department.
7. I am happy to be part of this organization.
10. My Manager** take special care to appreciate any good work done or
contribution made by me.
11. My Performance Appraisal is normally against the responsibilities
assigned by my Manager**.
12. I have the freedom and authority to perform my responsibilities.
16. I feel, the amount of pay I receive for my job is at par with others doing
similar work in our industry.
22. I feel, the salary and benefits are adequate to meet my needs and those
of my family.
23. My Manager** guides me and prepare me for future responsibilities.
________________________________________________________
________________________________________________________
__________
QUESTIONAIRE
NAME____________
DESIGNATION___________
AGE_________
DEPARTMENT__________
GENDER__________
Q1)Do you feel that our HR policies are well planned &
implemented or not?
IN-%
a)Well Planned
c)Well implemented
IN-%
a)Employee referrals
b)Third party method
c)Campus recruitment
d)Press advertisement
e)Promotion & Transfers
f)Job Portals i.e naukri.com
b)Built an incentive
c)Periodically reviewed & updated
d)Easy to understand
101
a)Attendance
b)General behaviour towards superior&subordinate
c)Interest in work
d)Job performance
e)Capacity to work
f)Potential
g)Overall impression
h)Any positive / negative traits
Team work
Initiative
Interpersonal relationships
YES
NO
102
a) Poor
b) Average
c) Good
d) Satisfactory
e)Needs improvement
IN-%
a)Complex procedure
b)Lack of training techniques
c)Learning period
d)Negative reinforcement
e)Lack of quality trainers
f)Unorganised material
103
IN-%
a)Type & strategy of organization
b)Organization growth cycle & planning
c)Type & quality of information
d)Nature of jobs being filled
e)Off-loading the work
NON-FINANCIAL- IN-%
a) Job Context (Challenging job responsibilities,
recognition, growth prospects, job sharing etc.)
CONTINGENT&DEFFERED BENEFITS:
a)Pension plans
b)Group Life Insurance
c)ESIS(Employee State Insurance
Scheme):sickness,dependent,maternity benefits etc.
d)GPA(Group Personal Accident Scheme)
e)Mediclaim
OTHER BENEFITS:
a)Travel benefits
b)Company car & subsidies
c)Transfer benefits
d)Loan benefits
e)Employee Meal benefits
f)Child Care facilities
g)Stationary expenses
105
FINDINGS
AND
Data Analysis
106
ANALYSIS
To fulfill the objective of the project, data collection was done on the
present questionnaires. The questionnaire was designed to explore
Employee behavior, present satisfaction level and factors affecting of
the employee. The analysis of the data collection done for the project.
I have seen the recruitment procedure for the Gorakhpur Hyper. The
procedure was very good. the training and development procedure is
also very good. Organization follows the rule of hire not fire. The
performance appraisal is also good and provide incentives on the basis
of the performance.
BIBLIOGRAPHY
• Cite.hr.
• Googal.com