BIG BAZAAR

RECRUITMENT:
Employees are recruited for top management via private consultancies. They are frequently
appointed as managers of departments. Walk-ins are one of the main sources Big Bazaar's
recruitments. Workers normally go to the HR department for employment vacancies. Employee
referrals are also a major source of staff selection. Applicants who have made references to
their previous company are first interviewed and opinions are expressed on their performance
and behavior in the job by their previous employer. If their previous employer gives them a
favourable evaluation, they will be selected. Youth bring fresh insights and excitement. Big
Bazaar therefore visits several of the well-known educational institutions to employ some of
the most talented and promising graduates.

SELECTION:
The applicants are interviewed by an HR person for entry level jobs. Some basic inquiries are
asked regarding their studies, prior work, recognised languages, etc. This is done to measure
the ability of the candidate and other abilities to communicate freely. The applicants are
requested to answer a few questions for higher and high-level work that essentially examine
their accuracy, analytical ability, stress management, mind, etc. This is done because managers
are always in stress and still have to keep their heads cool to make vital decisions.

SALARY AND WAGES

Attractive compensation packages adequately compensate the workforce.

 An employee's remuneration covers basic salaries. HRA, PF, ESI, Medical etc. Special
benefits.
 At Diwali time, an annual bonus is offered.
 Medical treatment for employees and their dependents in approved hospitals with
whom the company has tie ups. If the amount paid by the employee will be reimbursed
if the hospital is no longer recognised.
 In addition to all of these employees, a so-called employee discount card (EDC) is issued
to allow them to purchase any Big Bazaar goods at a 20-30% special discount.

PERFORMANCE APPRAISAL
Every year in April, the HR department performs a performance evaluation of all workers. To
assess performance, Big Bazaar uses a rating system. Employees at Big Bazaar are given stars
and are rewarded based on their performance.
Incentives will be given in their compensation based on their performance. Furthermore, if an
employee achieves or exceeds the target given to along with their team members will be
provided with attractive cash and other incentives.

TRAINING AND DEVELOPMENT

Big-Bazaar has a separate training section called Future Learning & Development Limited for all
of its workers (FLDL). They give training for staff for a total of 20 days each year throughout
various time periods, depending on the necessity. 'Gurukul,' a FLDL subsidiary, provides training
to all employees on a variety of skills such as teamwork, dedication, enhancing customer
service, and so on, in order to make them more knowledgeable and productive.

EMPLOYEE RETENTION
Through care and respect, the organisation strives to develop a sense of well-being among our
employees. Employee mentoring and grievance management programmes are among the
structured techniques they use. Employees who have demonstrated remarkable talent,
sincerity, and dedication are honored on Pantaloon Day, an annual celebration. They've also
developed a 'Prerna' employee suggestion programme, in which employees can submit their
ideas. Every quarter, a prize known as the "Golden Cap" is given to the best recommendation
received by zone and format.