A Research Project Report On Employees Walfare

DECLARATION
I, DEVESHRI JAISWAL, Reg.No.10YUCMA017 hereby declare that A research project report on employees welfare at HYPERCITY, Bangalore is written and submitted by me under the guidance of Prof. Nila Chotai, Department of Management Studies, Acharyas Bangalore BSchool, Bangalore is my original work and has not been submitted earlier either to Bangalore University or to any other Institution. The Report is for the fulfillment of the degree in Master of Business Administration from Bangalore University. The matter in this report is based on the data collected by me at HyperCity, Bangalore under the guidance of Miss. Richa Mallik.
Place: Bangalore . Date:
DEVESHRI JAISWAL. (Reg.No.10YUCMA017)
1 Acharyas Bangalore-B School
EXECUTIVE SUMMARY
Employee welfare is a comprehensive term including various services, benefits and facilities offered to employees by the employer. Through such generous fringe benefits the employer makes the life worth living for employees. The welfare amenities are extended in addition to normal wages and other economic rewards available to employees as per the legal provisions. Welfare measures may also be provided by the government, trade unions and nongovernment agencies in addition to the employer. The basic purpose of employee welfare is to enrich the life of the employees and keep them happy and contended. The project was basically done to find out the present satisfaction level of the employees regarding the welfare measures provided to them, with this also to make the company aware about the employees dissatisfaction with certain welfare measures and give them appropriate suggestions to it. I got to learn the new welfare measures which are in the corporate field and the way employees performance are affected by the welfare measures.
SELECTION & JUSTIFICATION:

To study and learn more about the welfare measures and how they are utilized in the organization To know and understand to what level the performance is affected by the welfare measures To gain an insight into the legal provisions for welfare measures and how well they have been followed by HyperCity.
ACKNOWLEDGEMENT
Without a proper combination of inspection and perspiration, its not easy to achieve anything. There is always a sense of gratitude, which we express to others for the help and the needy services they render during the different phases of our lives. I too would like to do it as I really wish to express my gratitude toward all those who have been helpful to me directly or indirectly during the development of this project. This Project has been made possible through the direct and indirect Cooperation of various persons, who have inspired me at every step of my work. It is a matter of pride for me to acknowledge my profound gratitude to Miss RICHA MALLIK, Manager- Human Resource, Bangalore 2 store, my corporate guide and Prof. NILA CHOTAI, Professor, Acharya Bangalore B-School, my faculty guide for their valuable Cooperation and Guidance. Their perceptive criticism kept me working to make this project more full proof. I am thankful to both of them for their encouraging and valuable support. Working under them was an extremely knowledgeable and enriching experience for me. I am very thankful to them for all the value addition and enhancement done to me. I am also very thankful to, Mrs. ARPITA SATHU, General Manager, Miss. PAVITRA & Mr. SHIVA KUMAR, Team Leader, Fashion Department, of HyperCity (Retail) India Ltd. Bangalore 1 store, the employees of HyperCity (Retail) India Ltd. Bangalore 1 store for rendering their support and time to me for the survey from their busy work schedule. Kundalahalli bus stop for their unprecedented support and valuable suggestions for making this project a successful one. I am very much thankful to the company for remunerating me by paying STIPEND and thus recognizing the kind of hard work and contributions I made in the company. Above all I thank my family members and my friends who constantly encouraged and motivated. So that I could complete this project successfully .
Chapter 1 Introduction
INTRODUCTION
1.1 DEFINATION OF WELFARE Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. Welfare helps in keeping the morale and motivation of the employees high, so as retain the employees for longer duration. The welfare measures need not be in monetary terms only but in any kind/forms. Employee welfare includes monitoring of work conditions, creation of industrial harmony through infrastructure for health, industrial relations and insurance against disease, accidents and unemployment for the worker and their families. Labour welfare entails all those activities of employer, which are directed towards providing the employees with certain facilities and services in addition to wages of salaries Welfare means Political economy or economics is a study of mankind in the ordinary business of life. It examines that part of individual & social action which must closely connect with the attainment and use of Employee and its Organization.
1.2 EMPLOYEE WELFARE MEASURES

Welfare measures are over and above the wages paid to employees. These include improved working conditions, health care facilities, insurance for self and family, recreation facilities, improved industrial relations and so on. These measures may not be in the form of monetary benefits ALL THESE MEASURES ARE AIMED AT Keeping the workers happy and satisfied, to provide better employment life and health to workers, reduce stress situations, and improve intellectual, cultural and materials conditions.
1.3 IMPORTANCE
The benefits are of great importance to the worker which he is unable to secure by himself. The scheme of labour welfare may be regarded as a wise investment because these would be the profitable returns in the form of great efficiency. The working environment in a factory adversely affects excessive heat or cold, noise, fumes, dust or lack of sanitation and pure air. Such oppressive conditions create health problems for workers. These have to be contained through preventive steps aimed at improving the lot of workers. Another reason in favor of welfare work is called as social invasion of the factory. Workers fare lot of adjustment problem where they take up factory work. The longest environment, noisy machines, Slum area. To escape from such trying condition, the worker signs of indiscipline. Such changes known as the social invasion of the factory, call for extra inducements in the workplace. In addition to normal wages, so that the workers begin to enjoy a fuller and richer life.
1.4 OBJECTIVES OF THE WELFARE PROGRAMMES

The important objectives of the welfare are. 1) To boost up employees moral 2) To motivate the employees by identifying and satisfying these unsatisfied needs. 3) To provide qualitative work environment and work life 4) To provide security to the employees against social risks like old age benefits and maternity benefits 5) To protect the health of the employees and to provide safety to the employees against accidents 6 Acharyas Bangalore-B School
6) To create a sense of belongingness among employees & to retain them. Hence, fringe benefits are called golden.
1.5 REASON FOR THE LABOUR ACTIVITIES IN INDIA

1. Increase in efficiency of employees Labour welfare activities increases in efficiency of employees to work these facilities help in developing the feeling of dedication among them due to the increase in efficiency the production and the productivity of the enterprise increase considerably.
2. Helpful in reducing the state of poverty among employees
Most of the workers in our country are unable in providing for base necessities for themselves and to their family members. This is because of the extreme poverty Among Indian workers. Provision of labour welfare activities plays an important role in reducing such poverty and in providing essential amenities to the workers.
3. Establishment of Organizational peace
Labour welfare activities help in establishing sound relations between employees and employers. When the employees of the organization feels that they are getting all the possible facilities and the employers are very caring to them, then such good feeling increases enthusiasm among employees which will establish peace in the organization
4. Helpful in reducing the rate of absenteeism and labour turnover The rate of absenteeism and labour turnover is much higher in India as compared to that of developed countries of the world. Provision of labour welfare activities help in reducing this because the workers feel themselves well settled at one place.
1.6 Theories
There are some theories which constitute the conceptual frame framework of the labour welfare, describe these theories. Several theories constituting the conceptual framework of labour welfare have so far been outlined these are 1. Policy theory 2. Religious theory 3. Philanthropic theory 4. Trusteeship theory 5. Placating theory 6. Public relations theory 7. Functional theory
1. Policy theory:
This theory is based on the contention that a minimum standard of welfare is necessary for workers. The assumption on which the theory is based is the without compulsion, supervision and fear of punishment, no employer will provide even the barest minimum of welfare facilities for workers this theory is based on the assumption that man is selfish and self centered, and always tries to achieve his own ends, even at the cost of the welfare of others. According to this theory, owners and managers of industrial undertakings make use of every opportunity to engage in this kind of exploitation. The state has therefore to step in to prevent exploitation by enacting stiff laws to coerce industrialists into offering a minimum standard of welfare to their workers. Such interference it is felt is in the interests of the progress and welfare of the state as well. Laws are enacted to compel management to provide minimum wages, congenial working conditions and reasonable hours of work and social security. The policy theory involves several stages of implementation.
2. Religious theory:
The theory views were an essentially religious. Religious feelings are what sometimes prompt employers to take up welfare activities in the belief of benefits either in his life or in support after life. Any good work is considered an investment, because both the benefactor and the beneficiary are benefited by the good work done by the benefactor. This theory does not take into consideration that the workers are not beneficiaries but rightful claimants to a part of the gains derived by their labour.
3. Philanthropic theory:
Philanthropy is the inclination to do or practice of doing well to ones fellow men. Man is basically self centered and acts of these kinds stem from personal motivation, when some 9 Acharyas Bangalore-B School
employers take compassion on their fellowmen, they may undertake labor welfare measures for their worker.
4. Trusteeship theory:
In this theory it is held that the industrialists or employers holds the total industrial estate, properties and profits accruing form them in trust for the workmen, for himself , and for society. It assumes that the workmen are like minors and are not able to look after their own interests that they are ignorant because of lack of education. Employers therefore have the moral responsibility to look after the interests of their wards, who are the workers.
5. Placating theory:
As labour groups are becoming better organized and are becoming demanding and militant, being more conscious of their rights and privileges that even before, their demand for higher wages and better standards increases. The placing theory advocates timely and periodical acts of labour welfare to appease the workers.
6. Public relations theory:

This underlining philosophy behind this theory is an atmosphere of goodwill between management and labour and also between management and the public. Labour welfare programs under this theory, work as assort of an advertisement for companies and helps build up good and healthy public relations. The labour welfare movements may be utilized to improve relations between management and labour. An advertisement or an exhibition of lobour welfare program may help the management projects a good image of the company.
7. Functional theory:
The concept behind this theory is that a happy and healthy person is a better, more productive worker. Here, welfare is used as a means to secure, preserve and develop the efficiency and productivity of labour. As discussed earlier, the approach to any solutions, especially as that as between the workers and the management should be dialogue and an understanding of one anothers viewpoint. Once agreement has been reached, compliance by both parties can be assured to a very great extent. This also called the efficiency theory.
1.7 TYPES OF WELFARE FACILITY Welfare service may broadly be classified into two categories 1.Intramural activities- which are provided within the establishment such as latrines & urinals, crches, rest centers, canteens, uniform, library, medical aid, subsidized food, shift allowance etc. 2. Extramural activities- which are undertaken outside the establishment such as family planning, child welfare, co-operative stores, credit societies, vocational guidance, holiday hams, leaves travel facilities, transport to and from the place of work etc.
LABOUR WELFARE MAY ALSO BE DIVIDED INTO TWO CATEGORIE

STATUTORY AND NON-STATUTORY WELFARE SCHEMES
1) Statutory welfare work comprising the legal provision in various pieces of labour legislation 2) Statutory welfare work comprising the legal provision in various pieces of labour legislation 3) Voluntary welfare work includes those activities which are undertaken by employers for their worker voluntarily. Many employers, nowadays, after the following welfare amenities voluntarily Under the Factories Act and Rules, Dock workers Act, Mines Act etc there are certain provisions on Welfare. These are to be complied with failing which legal proceedings will be initiated against the employer. Even appointment of Labor Welfare Officer where more than 500 workers are employed is statutory requirement. STATUTORY WELFARE SCHEMES The statutory welfare schemes include the following provisions:
1. Drinking Water 2. Facilities for sitting 3. First aid appliances 4. Latrines and Urinals 5. Canteen facilities 6. Spittoons 7. Lighting 8. Washing places 9. Changing rooms 10. Rest rooms etc.
NON STATUTORY SCHEMES
Housing, recreation facilities, and all that one can imagine can be extended to the workers under welfare scheme. Some industries provide schools and college, sports clubs and teams of their own, scholarships for employees children etc. all aimed at one thing keep the employee and get their work done. STATUTORY WELFARE SCHEMES The statutory welfare schemes include the following provisions:
1. Drinking Water: At all the working places safe hygienic drinking water should be provided. 2. Facilities for sitting: In every organization, especially factories, suitable seating arrangements are to be provided. 3. First aid appliances: First aid appliances are to be provided and should be readily assessable so that in case of any minor accident initial medication can be provided to the needed employee.
4. Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in the office and factory premises and are also to be maintained in a neat and clean condition.
5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to provide hygienic and nutritious food to the employees. 6. Spittoons: In every work place, such as ware houses, store places, in the dock area and office premises spittoons are to be provided in convenient places and some are to be maintained in a hygienic condition.
7. Lighting: Proper and sufficient lights are to be provided for employees so that they can work safely during the night shifts.
8. Washing places: Adequate washing places such as bathrooms, wash basins with tap and tap on the stand pipe are provided in the port area in the vicinity of the work places.
9. Changing rooms: Adequate changing rooms are to be provided for workers to change their cloth in the factory area and office premises. Adequate lockers are also provided to the workers to keep their clothes and belongings.
10. Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions of water supply, wash basins, toilets, bathrooms, etc.
NON STATUTORY SCHEMES Many non statutory welfare schemes may include the following schemes: 1. Personal Health Care (Regular medical check-ups): Some of the companies provide the facility for extensive health check-up
2. Flexi-time: The main objective of the flextime policy is to provide opportunity to employees to work with flexible working schedules. Flexible work schedules are initiated by employees and approved by management to meet business commitments while supporting employee personal life needs
3. Employee Assistance Programs: Various assistant programs are arranged like external counseling service so that employees or members of their immediate family can get counseling on various matters. 4. Harassment Policy: To protect an employee from harassments of any kind, guidelines are provided for proper action and also for protecting the aggrieved employee.
5. Maternity & Adoption Leave: Employees can avail maternity or adoption leaves. Paternity leave policies have also been introduced by various companies. 6. Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance coverage of employees for expenses related to hospitalization due to illness, disease or injury or pregnancy.
7. Employee Referral Scheme: In several companies employee referral scheme is implemented to encourage employees to refer friends and relatives for employment in the organization. LABOUR WELFARE MAY ALSO DIVIDED INTO TWO CATEGORIES
INTRAMURAL & EXTRAMURAL WELFARE ACTIVITIES Intramural Drinking water Toilet Crches Washing & bathing facility Extramural Housing Educational Facility Maternity benefit Transportation
Rest shelter Uniform & protective clothing Recreation facility Canteen Subsidies food Medical aid
Sport facility Leave travel Vocational training Holiday homes Co-operative stores Fair prices shops, Social insurance
1. EDUCATION A scheme of workers education was envisaged on an all India basis by the government of India, way back in 1957. After assessing the scheme, the National Commission on labour, 1969 (NCL), felt that the scheme is not protect and requires improvement the committee on labour welfare (CLW), 1969, recommended that trade union should assume on active role in educating workers and run schools for promoting literacy among the children of workers. To be effective, the program of workers education should be formulated administered and implemented by the trade union themselves. Education facility for workers children are usually in industrial town ship in the form of school, college set up by the government or by employers. Many employers so far have been generous in meeting the cost of books; annual fee etc, on a voluntary basis, there is no statutory obligation in respect of education for workers children in any industry except in plantation.
2. HOUSING An industrial housing scheme was introduced in 1952 under this scheme; the central government offers loans to industrial workers for constructing houses at concessional rate. The low income group housing scheme (1954), subsidies housing scheme for economically worker section of society (1952), rural house-site-cum-hut construction scheme for landless workers (1971) has also been introduced to reduce the housing shortage to workers. 3. TRANSPORTATION The committee and worker labour welfare, 1969 recommended the provision of transport facility to workers so that they can reach the workplace punctually and comfortable
4. RECREATION Through there is no statutory stipulation in this area progressive employers both in the public and private sector consciously offered facility for recreation sports and cultural activities for example- companies like NIIT and TISCO have appointed a chief fun officer to take care of parties and functions held on every Friday. In addition to holiday packages, dating allowances, anniversary, birthday gift, games and competition and weekend & eating session. 5. OTHER FACILITY These are basically intended to improve the comfort level of workers while at work & include the following Canteen, restroom and lunchroom Washing facility, medical aid, leaves travel Consumer cooperative stores.
Chapter 2 Research Design
RESEARCH DESIGN 1. Title of project:

A research project report on employees welfare at HYPERCITY, Bangalore Welfare of the employee is the welfare of the industry. They rise or sink together; the countrys progress is bound up with the progress of industry and of employee. A workers wellbeing inside as well as outside the market is mainly out of employers concern, because it has a direct bearing on the efficiency of his work and job satisfaction. It is the right of the worker as a human being to get the minimum amenities, which in turn contributes to a very large extent towards production efficiency. Employee Welfare is a comprehensive term including various services, benefits and facilities offered to employees by the employer. Welfare measures may also be provided by the government, trade unions and non-government agencies in addition to the employer. The welfare amenities are extended in addition to normal wages and other economic rewards available to employees as per the legal provisions. The basic purpose of employee welfare is to enrich the life of employees and keep them happy and contented. A study of employee welfare would benefit an organization to improve its productivity. They are also the best kind of investment for employees as they provide the workers with facilities and amenities, which enable the workers employed to perform their work in healthy and congenial climate
2. STATEMENT OF PROBLEM
The research A research project report on employees welfare at HYPERCITY, Bangalore would help to obtain the Environment related to Employee Welfare Measures, Which Includes Employee Satisfaction, performance, needs that support Ethical aspects of the 19 Acharyas Bangalore-B School
working environment of the Employee and the relationship between the employee and the management.
3. OBJECTIVES OF THE STUDY

To measure the satisfaction level of employees on welfare measures. To check the employee awareness about welfare measures. To study what are steps taken by the authorities to solve the problems related to welfare. To study the relationship between the welfare measures and job satisfaction. To find social security measures given by the company.
4. RESEARCH METHODOLOGY
DESCRIPTIVE Descriptive research studies are those, which are concerned with describing the characteristics of particular individual or group. The studies concerned with specific predication. The research design in case of descriptive research must be against bias and also maximize reliability. It is pure specific than other study, as it has focus on particular aspects or dimension of the problem studied.
5. SAMPLING DESIGN:
PRIMARY
DATA:
The response to question put to people constitutes the major
sources of data in research. This is called primary data. SECONDARY

DATA:
A large amount of data is already available in the form of
paper and electronic sources.
It includes documents. The research has collected is secondary data from different book, journal, internet which are published & written by different writers and publishers.
A) UNIVERSE: HYPERCITY, BANGALORE. B) STUDY POPULATION: SAMPLING SIZE- 50 SAMPLING METHOD: Convenience sampling
6. PLAN OF ANALYSIS
INCLUSION AND EXCLUSION CRITIERIA: INCLUSION: Only employees of the HyperCity. EXCLUSION: Executive staffs, contract labors, apprentices. TOOLS OF DATA COLLECTION: SOCIO-DEMOGRAPHIC DATA SHEET: It includes details like income, educational and occupational details about the subjects or respondents. STRUCTURAL QUESTIONNAIRE: Questionnaire is a tool or device for obtaining answer to a bunch of question by the respondent or is the form of questionnaire itself. It can be categorized into Open ended and Closed ended.
STATISTICAL ANALYSIS: Data collected using the questionnaire will by coded & entered. The data will be presented in form of table & graphs to facilitate interpretation.
7. CHAPTER SCHEME
The outcome of present study is represented in form of project, which is divided in following chapters for better understanding.
Chapter 1-Introduction
Chapter 2 - Industry Profile and Company profile
Chapter 3 - Research design
Chapter 4 -Analysis and interpretation of data Chapter 5 Findings, suggestions, conclusions
8. LIMITATIONS
The limitations in this study are: 1. The research cannot be generalized because findings are relevant to HyperCity. 2. Details regarding monetary remuneration by the respondents may not be accurate. 3. The respondents were not very interested in filling the questionnaire.
Chapter 3
Industry and Company profile
INDUSTRY PROFILE RETAIL

Retail consists of the sale of physical goods or merchandise from a fixed location, such as a department store, boutique or kiosk, or by mall, in small or individual lots for direct consumption by the purchaser. Retailing may include subordinated services, such as delivery. Purchasers may be individuals or businesses. In commerce, a "retailer" buys goods or products in large quantities from manufacturers or directly or through a wholesaler, and then sells smaller quantities to the end-user. Retail establishments are often called shops or stores. Retailers are at the end of the supply chain. Manufacturing marketers see the process of retailing as a necessary part of their overall distribution strategy. The term "retailer" is also applied where a service provider services the needs of a large number of individuals, such as a public utility, like electric power.
Retail Terminologies
Alike any other industry the retail industry also has a wide range of terminologies, which are in use on a day-to-day basis. Few samples of them would include the following:
Till - The cash point Tender - The type of payment the customer is making SKU - Stock keeping unit Merchandise Credit - Credit note Assortment - Range of products and so forth Maximum Bay Quantity (M.B.Q.) - It is the maximum quantity of each product, which can be placed on each shelf.
Maximum Display Quantity (M.D.Q.) It is the number of SKUs, which can be directly seen by the customer in the front side.
Types of retail outlets

A marketplace is a location where goods and services are exchanged. The traditional market square is a city square where traders set up stalls and buyers browse the merchandise. This kind of market is very old, and countless such markets are still in operation around the whole world.
In some parts of the world, the retail business is still dominated by small family-run stores, but this market is increasingly being taken over by large retail chains.
Retail is usually classified by type of products as follows:

Food products Hard goods or durable goods ("hard line retailers") - appliances, electronics, furniture, sporting goods, etc. Goods that do not quickly wear out and provide utility over time. Soft goods or consumables - clothing, apparel, and other fabrics. Goods that are consumed after one use or have a limited period (typically under three years) in which you may use them.
There are the following types of retailers by marketing strategy:

Department stores - very large stores offering a huge assortment of "soft" and "hard goods; often bear a resemblance to a collection of specialty stores. A retailer of such store carries variety of categories and has broad assortment at average price. They offer considerable customer service.
Discount stores - tend to offer a wide array of products and services, but they compete mainly on price offers extensive assortment of merchandise at affordable and cut-rate prices. Normally retailers sell less fashion-oriented brands. Warehouse stores - warehouses that offer low-cost, often high-quantity goods piled on pallets or steel shelves; warehouse clubs charge a membership fee; Variety stores - these offer extremely low-cost goods, with limited selection; Demographic - retailers that aim at one particular segment (e.g., high-end retailers focusing on wealthy individuals). Mom-And-Pop : is a retail outlet that is owned and operated by individuals. The range of products are very selective and few in numbers. These stores are seen in local community often are family-run businesses. The square feet area of the store depends on the store holder. Specialty stores: A typical specialty store gives attention to a particular category and provides high level of service to the customers. A pet store that specializes in selling dog food would be regarded as a specialty store. However, branded stores also come under this format. For example if a customer visits a Reebok or Gap store then they find just Reebok and Gap products in the respective stores. General store - a rural store that supplies the main needs for the local community; Convenience stores: is essentially found in residential areas. They provide limited amount of merchandise at more than average prices with a speedy checkout. This store is ideal for emergency and immediate purchases. Hypermarkets: provides variety and huge volumes of exclusive merchandise at low margins. The operating cost is comparatively less than other retail formats.
Supermarkets: is a self service store consisting mainly of grocery and limited products on non food items. They may adopt a Hi-Lo or an EDLP strategy for pricing. The supermarkets can be anywhere between 20,000 and 40,000 square feet (3,700 m2). Example: SPAR supermarket. Malls: has a range of retail shops at a single outlet. They endow with products, food and entertainment under a roof Category killers or Category Specialist: By supplying wide assortment in a single category for lower prices a retailer can "kill" that category for other retailers. For few categories, such as electronics, the products are displayed at the centre of the store and sales person will be available to address customer queries and give suggestions when required. Other retail format stores are forced to reduce the prices if a category specialist retail store is present in the vicinity. E-tailers: The customer can shop and order through internet and the merchandise are dropped at the customer's doorstep. Here the retailers use drop shipping technique. They accept the payment for the product but the customer receives the product directly from the manufacturer or a wholesaler. This format is ideal for customers who do not want to travel to retail stores and are interested in home shopping. However it is important for the customer to be wary about defective products and non secure credit card transaction. Example: Amazon, Pennyful and EBay.
Vending Machines: This is an automated piece of equipment wherein customer can drop in the money in machine and acquire the products.
Some stores take a no frills approach, while others are "mid-range" or "high end", depending on what income level they target
Other types of retail store include:

Automated Retail stores are self service, robotic kiosks located in airports, malls and grocery stores. The stores accept credit cards and are usually open 24/7. Examples include ZoomShops and Redbox. Big-box stores encompass larger department, discount, general merchandise, and warehouse stores. Convenience store - a small store often with extended hours, stocking everyday or roadside items; General store - a store which sells most goods needed, typically in a rural area;
Retailers can opt for a format as each provides different retail mix to its customers based on their customer demographics, lifestyle and purchase behaviour. A good format will lend a hand to display products well and entice the target customers to spawn sales.
COMPANY PROFILE HYPER CITY RETAIL INDIA LTD

HYPER city retail India ltd is a part of the K.RAHEJA CORPORATION GROUP, a leader in the retail sector. It is known for its esteemed presence in the retail business. The group revolutionized the retail scenario in India by launching SHOPPERS STOP in Andheri. Hyper city truly provides international shopping experience, where customers can shop in comfort in a large, modern and exciting environment and stocks an astonishing array of product ranging from groceries, food, house items, garments to consumer durables and offers consumers more variety and value for money, all under one roof. Hyper city vision: - it was incepted in the year 2005 since then it became the integral part of customer lives, by offering them a high quality shopping experience great product at better price. STORES: At present there are 10 stores located across different part of India. They are 1) HYPERCITY, Mallad 2) HYPERCITY, Thane 3) HYPERCITY, Vashi 4) HYPERCITY, Bangalore1 5) HYPERCITY, Bangalore2 6) HYPERCITY, Jaipur 7) HYPERCITY, cyberabad 8) HYPERCITY, Ludhiana 9) HYPERCITY, Bhopal 10) HYPERCITY, Amritsar
OVERVIEW OF HYPER CITY (BANGALORE STORE 2)

The Hyper CITY store is situated over 1, 60,000 sq feet area. Its Merchandise area 80,000 sq feet & consists of 1, 16,000 SKUs in the store. The store is divided into two sections i.e. it has 2 floors. The 1st floor has all the grocery and household items that include vegetables, diary, poultry etc. The 2ndfloor consists of HAM (Hi-Tech, Appliances, Multimedia), furniture, garments, sports material etc. It also has a pharmacy, Presto Dry Clean and a Vodafone gallery. The Store timings are from 10.00am to 10.00pm working from Monday to Sunday. There are 30 Billing counters in the store, 26 are at the Ground floor & 4 at the 1st floor. Number of staff is approximately328, out of which 280 are service associates and the numbers of shifts is 3. The hyper city is mainly divided into various departments each having their own service managers, team leaders and associates. The various departments are:-
INTRODUCTION TO FASHION DEPARTMENT Stock take/PICS:Scope:a) To rectify the book figures of inventory on a continuous basis and update it on basis of actual physical stock b) To indentify the extent of shrinkage and provide for it on a regular basis so that it is reflected in our income statement c) Stock take is a year round, cyclic count of merchandise whereby the entire inventory is covered according to certain pre-determined
Stock take schedule:Process: Every month- on the first of every month, the stock take schedule is made available to the respective managers and also has to be put on the back store notice board by the stock controller manager so that all concerned are aware of the sub class to be covered. Every week- Based on the stock take schedule, the stock take team leader generates the SKU list for each subclass for the coming week by Friday evening. A copy of the list is to be made available in the common drive of the intranet. For the information of receiving supervisor, admin supervisor service managers, home delivery managers store accountant and unit coordinator. The stock service supervisor is to have the damaged stock list updated. The store accountant is to pass all the pending SAVs. The receiving supervisor will ensure that all the pending RCs/ RTV/ Transfer (In & Out) are completed on priority. The invoices pending for the buyers decision will be expedited and RCs done before stock take. Price checkers
It is a year round monthly activity to check the price of product viz a viz the shelf edge labels. It is imperative to ensure that correct pricing is displayed on the product to maintain the corporate image, customer trust and reduce customer complaints.
Return to vendor
There are occasion when goods have to be returned to the vendor. It may be due to various reasons. The process specifies the method to be followed for RTV from stores to the vendors and from DC to vendors and from DC to vendors. It also covers the approval & documentation requirement for RTV.
Stock adjustment voucher (SAV)

Process 1) The inventory adjustment has to be done for the above reason codes only. 2) Addition of any new reason code would require Head-finance approval 3) For any inventory adjustment attached inventory adjustment form should be filled by the initiator 4) The inventory adjustment form has to be authorized by the respective persons as listed above for any adjustment. Copy of MOA is attached with the process note. 5) The rights of the inventory adjustment would be given on submission of access rights from on authorized of head finance/ manager finance 6) The rights would be given for specific reason codes only as per matrix given below 7) SAV has to be passed by the operations manager under reason code TRNADJ for adjustment of inventory for the following reasons:
a) Out of stock report b) Negative stock report c) Any mismatch in physical stock vis--vis book stock 8) After inventory adjustment is done, inventory transaction report should be printed from MMS.
Receiving process
Introduction - All products enter the shop floor through receiving department. Receiving is done for product (food, non-food, general merchandise and perishables) received from vendor, distribution center. The receiving department checks for quantity, quality, pricing, shelf life, barcoding/EAN code etc while receiving the product and before storing in the racks. The department is also responsible for dispatching products to different locations (store/DC), vendors returns. Data entry team takes care of the system inwards (inventory) and bill matching of the products. In a nutshell receiving is the backbone of any store
Merchandising standardThe main objective is to make the display attractive and customer friendly. The following are the most important aspects to be followed: a) End to end merchandising b) The products must be displayed small to big c) Merchandising of any bay should start from bottom to top d) Ticket should be placed to the left most corner of the product e) There should be proper category connect and size block(small to big)
f) color blocking is done based on the season( winter- dark to light, summer- light to dark g) Brand block- products of particular brand are displayed together h) Bench mark height- All the product in a shelf should be kept in same level so that there is no wavy appearance. This is done to get display connect(raising the height of small products to match the tall products Display trays- These are used to improve the merchandise look and convenience for customers to easily pick n browse a product.
Chapter 4
Analysis and Interpretation of Data
1) Age of the employee in hypercity:
Age 18-25 26-35 36-45 above 46 Total
Respondents 18 16 10 6 50
% 36 32 20 12 100
20 18 16 14 12 10 8 6 4 2 0 18-20 26-35 36-45 above 46
Data Collected Firstly I have asked the respondents to indicate their age group, the age group which they belongs to. Respondents were asked to choose among four age group categories, viz., 18-25, 26-35, 36-45, above 46. The age group which was identified as the key factors is 18-25 they were interested to fill the forms.
Analysis From the table and column chart depicted above, the distribution of the population under study is evident , While performing the survey at HyperCity to understand the level of satisfaction under employee welfare scheme, it was found that majority of respondents belong to the age group of 18-25(36%) and 26-35(32%) followed by 36-45(20%) and above 46(12%) respectively. Thus it can be determined that major of the workforce belong to the young generation.
2) Experience of the year
years 0 to 5 5 to 10 10 above Total
Experience 35 13 2 50
% 70 26 4 100
40 35 30 25 20 15 10 5 0 0 to 5 5 to 10 10 above
Data collected:
The second criteria respondents were asked to indicate was the experience they belonged to. Respondents were asked to choose among four group categories, viz., 0-5, 5-10, 10 above. The categories were identified that most of the employees having the experience 0-5 year.
Analysis:
Answer got by the employees which is shown in the table and graph, we came to know about the experience part of the employees, survey reveals that more than half of the populations i.e. 70% are having up to 5 years of experience, followed by 10 years of experience whose population constituted of 26%. And only 04 % of the populations are having experience of more than 10 years.
3) Effectiveness of Facilities which employees are getting at hypercity:
Respondents
Yes
No
Total
42
84
16
Facilities
90 80 70 60 50 40 30 20 10 0 84% Yes 16% Bad
Data Collected: I have asked the employees about the facilities which they are getting in the HyperCity, are they happy with what they are getting as the majority of employees were given a positive response, which shows us that they are happy with the facilities which they are getting in HyperCity.
Analysis: From the table and column charts depicted above, HyperCity provides good facilities and it has been shown in the survey as 84% of respondents are happy with the facilities and only 16 % of respondents shown negative response. So HyperCity provides good facilities to their employees.
4) Do you feel that the organization provides canteen facilities with quality of food?
2 cleanliness
3 hygienic 4 21 15 10 50
4 serving 4 29 13 4 50
5 Price 9 26 5 10 50
highly satisfied satisfied neutral dissatisfied
5 25 14 6 50
Canteen facilities
35 30 25 20 15 10 5 0 cleanlines hygienic serving price
highly satisfied satisfied neutral dissatisfied
Data Collected Employees approached were asked to indicate the rating to each of the type they mostly the price at the canteen they had selected. The types of facilities presented were cleanliness, hygienic, serving, price. These facilities were identified by observation.
Analysis From the table and the chart depicted above, when the respondents were asked about canteens cleanliness, hygiene, service and price. 5 respondents said that they are highly satisfied on cleanliness, 4 were highly satisfied on hygiene, 4 were highly satisfied on service part and out of 50. 9 respondents are highly satisfied on price. Now, talking about satisfied respondents, 25, 21, 29, 26 respondents were satisfied on cleanliness, hygiene, service and price respectively. 14 respondents were neutral about cleanliness, followed by 15 respondents for hygiene, 13 on the part of service and regarding price 5 respondents were neutral. Coming to dissatisfied respondents 6 were dissatisfied on cleanliness, 10 of them were dissatisfied on hygiene part followed by 4 respondents who were dissatisfied with the service and 10 respondents were dissatisfied with price.
5) Relation with the management
Respondents Good Bad Dont know
Total 47 3 0 50
% 94 6 0 100
Management
100 90 80 70 60 50 40 30 20 10 0 94% Good 6% Bad 0% Don't know
Data Collected:
Employees approached were asked that how is the Relation with the management. The majority of employees were given positive response. All of them have said they are happy with the management team in HyperCity.
Analysis:
From the table and the chart depicted above, 94% of respondents find it good, 6% find it bad. 0 percentage of population dont know the management. From this we can clearly see that all the employees are knowing their management at HyperCity and all are happy with it only few are not satisfied with the management. So by the data we can say that management is good at HyperCity.
6) Which type of incentive will motivate the employees
Respondents Monetary Non Monetary Both Total
Total 17 8 25 50
% 34 16 50 100
motivating incentive
60 50 40 30 20 10 0 34% Monetary 16% Non monetary 50% Both
Data Collected:
Employees approached were asked which type of incentive do you require or what will motivate you.This question was answered by 50 employees. Out of 50, 17 employees voted for the monetary incentive, 8 employees said they like Non Monetary incentives and at last 25 employees said they will go for both.
Analysis:
From the above table and chart we came to know that, when the question of motivation came 34% of the respondents voted for the monetary incentive, 16% of them have voted Non Monetary incentives and 50% of the population liked both means they want to have both the incentives monetary incentive as well as Non Monetary incentives.
7) Any problem in working at HyperCity
Respondents
Yes
No
Total
10
40
20
80
problem in working
90 80 70 60 50 40 30 20 10 0 20% Yes 80% No
Data Collected:
Employees approached were asked any problem in working at HyperCity.This question was answered by 50 employees. The working conditions are very good. 47 Acharyas Bangalore-B School
Analysis:
From the above table and chart we came to know that, in the survey it was seen that 20% of respondents said that they have problem working over here and 80% of the employees said that they dont have problem working over here and they are very happy working in HyperCity and I can say that by the survey result.
8) Any problem with senior
Respondents
Yes
No
Total (50)
11
39
22
78
problem with senior

90 80 70 60 50 40 30 20 10 0 22% Yes 78% No
Data collected:
Employees were asked that is there any problem with the senior in HyperCity, most of the employees have said that they dont have any problem with senior.
Analysis:
From the above table and chart we came to know that the most of the employees 78% dont have any problem with the senior, according to them the senior working in HyperCity are very helpful and friendly. But 22% of the employees think that they are not friendly and they have problem with them.
9) Any welfare or general awareness programs needed?
Respondents
Yes
No
Total (50)
40
10
80
20
General awarness programs

90 80 70 60 50 40 30 20 10 0 80% Yes 20% No
Data collected:
Employees were asked that do they require any welfare or general awareness program so that they could get benefit out of it. Like how to handle a person if he is injured or what are the safety measures from AIDS. Etc.
Analysis:
From the above table and chart we came to know that 80% of the population is ready for the program and looking forward towards it. And rest 20% of the population not liked the idea for a awareness program in the HyperCity.
10) Need training
Respondents
Yes
No
Total (50)
38
12
76
24
traning
80 70 60 50 40 30 20 10 0 76% Agree 24% Disagree
Data collected:
Employees were asked do they require any training to enhance their technical and working skill. Most of the employees have shown their interest in training.
Analysis:
From the above table and chart we came to know that 76% of the population is ready for the training program and looking forward for it. And rest 24% of the population not liked the idea of training, they are confident about themselves and they thing that they dont need training to enhance their skill in the HyperCity.
11) Need a change in management
Respondents
Yes
No
Total (50)
11
39
22
78
Change in management
90 80 70 60 50 40 30 20 10 0 22% Yes 78% No
Data collected:
Employees were asked that do they think to change their management or any of the members in the management they wish to change or they dont like.
Analysis:
From the above table and chart we came to know that 78% of the population is not ready to change the management. And rest 22% of the population doesnt liked the management and they think that if its possible management should be changed in the HyperCity.
12) Do you have a health card
Respondents
Yes
No
Total (50)
25
25
50
50
Health card
60 50 40 30 20 10 0 50% Yes 50% No
Data collected:
Employees were asked that do they have a health card.
Analysis:
From the above table and chart we came to know that 50% of the population is already having a health card. And rest 50% of the population are not have a health card, most of the employees are waiting from the company side that they will be making a card for them.
13) Do you have a permanent employment scheme
Respondents
Yes
No
Total (50)
29
21
58
42
Permanent employment scheme

70 60 50 40 30 20 10 0 58% Yes 42% No
Data collected:
Employees were asked that do they have or require a permanent employment scheme. Because in HyperCity there are many employee who are working since 10 years and they are wishing to be a permanent part of the HyperCity.
Analysis:
From the above table and chart we came to know that 58% of the population is ready for the program as they can see a good and safe future full of benefits in HyperCity. And rest 42% of the population not liked the idea of permanent employment in the HyperCity, as they think retail is not for them and when I asked the question then why you are working over here? the answer was as they got the job with a good salary so they are working. But they dont want to make there future in it.
14) Have an over time option at workplace
Respondents
Yes
No
Total (50)
29
21
58
42
Overtime
70 60 50 40 30 20 10 0 58% Yes 42% No
Data collected:
Employees were asked that do they want to do or have any option for overtime in HyperCity. As many of the employees are interested of doing it, I have got this information by word of mouth which the employees are speaking informally among themselves as for the money they can do anything.
Analysis:
From the above table and chart we came to know that 58% of the population is ready for the overtime. And rest 42% of the population doesnt like to work more in HyperCity, as they have many other works to do. Some of them are to handle their house hold works and few of the employees are having their own business at their homes.
15) Do you own a vehicle
Respondents
Yes
No
Total (50)
11
39
22
78
Own a vehicle
90 80 70 60 50 40 30 20 10 0 22% Yes 78% No
Data collected:
Employees were asked that do they have their own vehicle 59 Acharyas Bangalore-B School
Analysis:
From the above table and chart we came to know that 22% of the populations are having their own vehicle. And rest 78% of the population not has any vehicle of their own in the HyperCity.
16) Want to have a transportation facility
Respondents Need a vehicle Bus allowance None Total
Total 14 21 12 50
% 28 42 24 100
Transportation facility
45 40 35 30 25 20 15 10 5 0 28% Need a vehicle 42% Bus allowance 24% None
Data collected:
As I was asked by the HyperCity to ask the employees that do they want to have a transportation facility like a bus pass or something like that?
Analysis:
From the above table and chart we came to know that 28% of the employees need a vehicle as their transportation, 42% of the employees want to have a bus pass for their transportation and the rest 24% employees dont want anything as some of them have their own vehicle, some of them stay nearby and some of them are coming on some other employees vehicle
17) Want more incentives
Respondents Once in a year Every month Dont need Total
Total 13 31 6 50
% 26 62 12 100
More incentive
70 60 50 40 30 20 10 0 26% Once in a year 62% Every month 12% Don't need
Data collected:
Employees of the HyperCity have been asked that do they need more incentives for the better living and getting motivated towards work. Majority of the population have said that they need monthly incentives so that they could use it with their salary.
Analysis:
From the above table and chart we came to know that 26% of the population is ready for the yearly incentive program. 62% of the population which is the majority who is asking for the monthly incentive which they can use it with their monthly salary, according to them if the HyperCity will follow this program then it could benefit the employees the most. And the rest 12% population thinks that HyperCity is not going to give any incentives and thats why they are not thinking about incentives also so they directly said no in the survey.
18) Need a doctor for health related issue and for family
Respondents
Yes
No
Total (50)
37
13
74
26
Doctor for health related issues

80 70 60 50 40 30 20 10 0 74% Yes 26 % No
Data collected:
Employees were asked that do they require any doctor or any kind of medical support for them and for their family.
Analysis:
From the above table and chart we came to know that 74% of the population is ready for it. And rest 26% of the population not liked the idea because they are already having some hospitals cards.
19) Need a leave facility?
Respondents Once in a year Regularly
Total 18 11
% 36 22
Happy with the present policy Total
21 50
42 100
Leave facility
45 40 35 30 25 20 15 10 5 0 36% Once in a year 22% Regularly 42% Happy with the present policy
Data collected:
Employees were asked that do need a leave facility. Because HyperCity is a retail mall and due to that the employees over here dont get off on festivals as the foot count were high on those days. So I have asked them this question so that the HyperCity could know whether their employees need some holiday or not.
Analysis:
From the above table and chart we came to know that 36% of the population is demanding for a annual leave facility so that they could enjoy their a little more as annual leave will be having a few more number of days. 22% of the population thinks that they need a regular leave, what they will be doing of an annual leave as they have so much work that they cant go for a long off, these consists of those people who all are having their own business. And at last 42% is the population who thinks that they are have a very good leave policy and they dont want anything more form the company, basically these are those people who just want to come on time and go on time, who just come duty only for their payment and doesnt show any kind of interest in the progress of the company.
20) Level of Freedom to express your idea?
Respondents High Very high Low Never Total
Total 26 8 10 6 50
% 52 16 20 12 100
Freedom to express
30 25 20 15 10 5 0 High Very high Low Never
Data collected:
When employees were asked about their freedom to express ideas, most of the employees have given a positive response.
Analysis:
From the above table and chart we came to know that HyperCity follows an open door policy, where anyone is is free to express their view to anybody. And it is shown in the survey as well. 52% of the respondents find that they are highly free to express themselves. 16% says that freedom of expression is very high in the organisation, 20% feel that little bit more freedom is essential and 12% find it very difficult to express themselves at HyperCity.
Chapter 5 Finding Suggestion and Conclusion
FINDINGS
1. It is found that HYPERCITY is having a fairly good amount of young talent. 2. It is found that the most of the employees having minimum experience of 0-5 years. 3. It is found that all most all of the employees are satisfied with the facilities which they are getting at HYPERCITY. 4. It is found that half of the employees are satisfied with canteen facilities. 5. Almost every employee is happy with the management in the HYPERCITY. 6. It is found that half of the employees want both the incentive i.e. Monetary and nonmonetary according to the survey. 7. It is found that HYPERCITY has good working environment. 8. It is found that HYPERCITY employees are having good relation with the senior, they dont have any problem, and all are very friendly and helpful. 9. If HYPERCITY will provide a general awareness program majority of the employee will
accept it.
10. Employees at HYPERCITY need Training to enhance their skills for future development. 11. It is found that the employee likes their management very much and they will not like any changes in it. 12. It is found that 50% employees dont have a health card in HYPERCITY. 13. It is found that 58% of the employees want to get permanent in HYPERCITY. 14. It is found that majority of the employees want to the overtime. 15. Most of the employees dont have their own vehicle they have to rely either in bus or on their co-workers vehicle.
16. As most of the employees dont have their own vehicle so they are ready to accept the bus pass by the HYPERCIT and some of the employees who has their own vehicle dont need pass instead of that they request HYPERCITY to give them something else or a leave benefit. 17. It is found that the employees need more and more incentive as most of them are from a very low background and need more money to clear their debt and make their childrens life better. 18. It is found that a doctor is needed for the employees and their family so that they could get at least a good treatment which they cant get from government and municipality hospitals. 19. It was really amazing that when I have asked the employees about the leave facility they said that they are happy with what the HYPERCITY is giving, very few of the employees want regularly or annual leave. 20. It is found that HYPERCITY is having a good policy of freedom, to express the ideas of the employees towards the organizational growth.
SUGGESTIONS
1. HYPERCITY should focus more on hygiene at canteen and toilets. 2. HYPERCITY should redefine its incentive scheme (i.e. monetary and non monetary). 3. HYPERCITY should start general awareness program. 4. HYPERCITY should allow the employee to found a union. 5. HYPERCITY should start giving training to their good employees who are willing to take it. 6. HYPERCITY should provide a health card to all of its employees. 7. The HYPERCITY should launch a permanent employment scheme program. 8. HYPERCITY should give overtime option to its employees for more earning. 9. HYPERCITY must give some kind of a allowance or BMTC bus pass to the employees who dont have their own vehicle and the employees who are coming from far away for work in HYPERCITY. 10. HYPERCITY should give a leave facility at least annually for the employees who have came to work from different state and region so that they could go and have some leisure time with their friends and family once in a year. 11. HYPERCITY should motivate their employees more so that the organisation can take steps to success.
CONCLUSION
Employees are most important asset of the organization, so they need to be properly dealt and there is absolute need of their welfare. And the employee welfare should be given more importance in the organization if the company wants its sustain for longer time. It was found that at HYPERCITY workers are satisfied with the welfare facility given by the company. The study shows that employees are aware of welfare facility provided by the company. Finally all employees agreed that they would be satisfied if more adequate and unique welfare measures are provided. It is true that if adequate welfare measures are provided by the company, it would boost the morale of the employees making them more effective & efficient in their performance at work place. In current scenario industries provide more non statutory measure which would make workers to be happy and leads to motivation to work. This motivation of employees helps them to be more productive which results in good returns of the company.
QUESTIONNAIRES FOR EMPLOYEES WALFARE AT HYPER CITY.

Date:
1) Name: 2) Age Group: a)18-25 3) Experience : a) 0-5yrs b) 5-10 Yrs c) 10-20 Yrs d) Above 20 Yrs b) 26-35 c) 36-45 d) 46 and above
4) Income:
5) Expenditure:
6) Are you happy with the facilities which you are getting? a) Yes b) no
7) Do you feel that the organization provides canteen facilities with quality of food? Canteen facility: Specify the level of satisfaction Highly Satisfied Satisfied Cleanliness Hygienic Serving Price Neutral Dissatisfied
8) Relation with the management? a) Good b) Bad c) Dont know anyone.
9) Which type of incentive do you require or what will motivate you? a) Monetary b) Non Monetary c) Both
10) Do you have any problem working over here? a) Yes b) no
11) Do you have any problem with senior? a) Yes b) no
12) Do you want any welfare or general awareness programs? a) Yes 13) Need training? a) Yes b) no b) no
14) Do you need a change in management? a) Yes 15) Do you have health card? a) Yes b) no b) no
16) Do you have a permanent employment scheme? a) Yes b) no
17) Do you have an over time option at workplace? a) Yes 18) Do you own a vehicle? a) Yes I have b) No I dont b) no
19) Do you want to have a transportation facility? a) Need a vehicle b) Bus allowance 75 Acharyas Bangalore-B School c) None
20) Do you want more incentives? a) Once in a year b) Every month c) Dont need
21) Do you need a doctor for health related issue and for family? a) Yes 22) Do you want a leave facility? a) Once in a year b) Regularly c) Happy with the present policy b) no
23) Level of freedom to express your ideas? a) High b) Very high c) Low d) Moderate
23) Any other issue? .
BIBLIOGRAPHY
BIBLIOGRAPHY
1. Company document.
Report of HYPERCITY. HYPERCITY Journals.
2. Books
K. Aswathappa, Human Resource and Personnel Management by TATA McGraw HILL Publications. Donald R Cooper & Pamela S Schindler. Business Research Methods by TATA McGraw HILL, Publications. K. Aswathappa & K. Sridhar Bhatt. Production & Operations Management by Himalaya Publishing House.
3. WEBSITES
www.hypercityindia.com www.hypercities.com www.ask.com www.wikipedia.com (HYPERCITY website)

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DECLARATION

Place: Bangalore . Date:

DEVESHRI JAISWAL. (Reg.No.10YUCMA017)

1 Acharyas Bangalore-B School

SELECTION & JUSTIFICATION:

2 Acharyas Bangalore-B School

3 Acharyas Bangalore-B School

4 Acharyas Bangalore-B School

1.2 EMPLOYEE WELFARE MEASURES

5 Acharyas Bangalore-B School

1.4 OBJECTIVES OF THE WELFARE PROGRAMMES

1.5 REASON FOR THE LABOUR ACTIVITIES IN INDIA

2. Helpful in reducing the state of poverty among employees

3. Establishment of Organizational peace

7 Acharyas Bangalore-B School

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6. Public relations theory:

10 Acharyas Bangalore-B School

11 Acharyas Bangalore-B School

LABOUR WELFARE MAY ALSO BE DIVIDED INTO TWO CATEGORIE

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NON STATUTORY SCHEMES

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Chapter 2 Research Design

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RESEARCH DESIGN 1. Title of project:

3. OBJECTIVES OF THE STUDY

The response to question put to people constitutes the major

sources of data in research. This is called primary data. SECONDARY

A large amount of data is already available in the form of

paper and electronic sources.

20 Acharyas Bangalore-B School

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Chapter 2 - Industry Profile and Company profile

Chapter 3 - Research design

Chapter 4 -Analysis and interpretation of data Chapter 5 Findings, suggestions, conclusions

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23 Acharyas Bangalore-B School

INDUSTRY PROFILE RETAIL

24 Acharyas Bangalore-B School

Types of retail outlets

Retail is usually classified by type of products as follows:

There are the following types of retailers by marketing strategy:

25 Acharyas Bangalore-B School

26 Acharyas Bangalore-B School

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Other types of retail store include:

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COMPANY PROFILE HYPER CITY RETAIL INDIA LTD

29 Acharyas Bangalore-B School

OVERVIEW OF HYPER CITY (BANGALORE STORE 2)

30 Acharyas Bangalore-B School

31 Acharyas Bangalore-B School

Stock adjustment voucher (SAV)

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