PROJECT REPORT ON HUMAN RESOURCE

MANAGEMENT IN TATA CROMA

BBA 2-YEAR SEMESTER III 2021-2024

SUBMITTED TO:

DR. MEENAKSHI VERMA

 SUBMITTED BY

GSS VACHAN
(PRN21021321057)

HARSH MAHESHWARI
(PRN21021321059)

BAKUL HUKARE
(PRN21021321037)

GAURAV DUBEY
(PRN21021321055)

GEETIKA SHYAM SUNDER MITTAL

(PRN21021321056)
 CERTIFICATE
This is to certify That GSS Vachan, Harsh
Maheshwari, Gaurav Dubey, Bakul Hukare
, Geetika Mittal
the student of Bachelor of Business
Administration 3 Semester (2021-2024)
hereby declare
has successfully completed the project on "A
Study into the Consumer Preference
towards Croma" under the guidance of Dr.
Meenakshi Verma
Project Guide:
Director: Dr. Jayprakash Paliwal
Date: 5th August 2022

Place: Nagpur
 DECLARATION

I Mr. GSS Vachan

Mr. Harsh Maheshwari
Mr. Gaurav Dubey
Ms. Bakul Hukare
Ms. Geetika Mittal
the student of Bachelor of Business
Administration 3 Semester (2021-2024) of
SCMS, Nagpur.
We here by declare that I have completed
the project on "A Study into the Consumer
Preference towards Croma.

The information submitted is true and

original to the best of my knowledge.
 ACKNOWLEDGEMENT
My sincere Thanks to Dr. Meenakshi Verma,
Symbiosis centre of management studies,
Nagpur for her valuable guidance and
support at all time.
Also, I would like to thank and remember
Tata Croma managers and staff for their
effort and helping hand.
Every effort has been made to enhance the
quality of work. However, we owe the sole
responsibility of the shortcoming, if any, in
the study.
 TABLE OF CONTENT

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 INTRODUCTION

Tata Croma, they help you buy. It is aromas’ motto. Croma is promoted by

Infiniti Retail Ltd, a 100% subsidiary of Tata Sons. Woolworths, one of

the world‘s leading retailers, provides technical and strategic sourcing support,

ensuring that you buy nothing but the best. Croma's first store opened on

October 9, 200,6 at Juhu in Mumbai, and it's rolling out many more stores

across India. So, no matter where you are, if you want high-quality products,

and backed by advice you can trust, head for the nearest Croma. Infiniti Retail

Limited is a 100% subsidiary of Tata Sons. The company has launched Croma,

a national chain of mega-stores of consumer electronics and durables. Infiniti

Retail Ltd., owns and runs Croma's retail operations in India, while Woolworths

provides technical support and strategic sourcing facilities from its global

network. Croma has stores in 7 places in India, namely Gujarat, Delhi NCR,

Pune, Mumbai, Chennai, Hyderabad, and Bengaluru. The total number of stores

is approx. mate 50 across India Croma also opened Croma zip stores in many

airports of the country. Mumbai. You can shop for 6000 products across eight

categories in a world-class ambiance.at Croma Friendly, they’ll-trained and

knowledgeable store advisors will give you sound and impersonalized advice so

that you can make informed buying decisions about any technology or

consumer electronics product.

 COMPANY PROFILE

Croma Wholesale (India) Private Limited was

incorporated in India in February 2006.

A TATA Enterprise which operates Electronic

Mega Stores under the Croma Brand.

CROMA is known as a highly people-driven and

people-oriented organization.

The attrition rate is just 8%.

A culture of Employee Trust and Empowerment

 MARKET SHARE

Croma holds a good market position of about 18% in the consumer

durable and electronic retail segment. The biggest competitor is

eZone which is 37% strong followed by NEXT with 27%, reliance

digital has 13%, and others at about 5%.

Tata Croma is operating in two formats, the Megastore, and the Zip

store. The Zip stores are found in airports also. Megastores are large

format stores, the store size ranges from 15000-20000sq. ft is theyll

planned and designed for world-class in-store experience and backed

by robust after-sales service. The stores are in Mumbai, Pune,

Bangalore, Chennai, Aurangabad, Delhi NCR, Hyderabad, Punjab,

and Gujarat. The stores in Mumbai range from 15000-22000 sq. ft.
HRM ACTIVITIES:
H.R. Activities at Croma
1. Daily H.R. Activities
Handling day-to-day administration
Communication and implementation of HR
policies and programs at the business unit or
the divisional level
Resolve complex employee relations issues
Conduct complex investigations and
recommend corrective actions Co-ordinate
and facilitate staffing of the organization to
ensure its efficient operation
Assist in developing HR policies

2. Organizational Effectiveness

Coach Managers on how to handle employee

relations and participate in employee engagement.
 Manage performance and merit processes, consult
on Employee Engagement activities like career
planning, developmental needs, and succession
planning.
Conduct investigations and make
recommendations.

Consult on policy and legal guidelines in the

organization.

3. Staffing

The HR Business partners co-ordinates managers to

discuss hiring needs and facilitate the hiring process.

The HR business partner acts as a liaison to strategic

staffing.

Develop and implement recruitment strategies.

Interview and select candidates and determine the salary

for the recruits.
4. Learning and Development
Delivering training to employees and managers.

Conducting the induction of recruits.

Analysis of the need for training

H.R.M. In Croma
1. Recruitment of Potential Candidates

a. Executive Level (Lower Management)

Fresh graduates through Campus and Pool walk-ins

b. Mid and Senior Management Designations

Consultants and Corporate Hunters

Employee Referral Programs

A pre-assessment test and the recommendation to H.R.

heads at Headquarters.

2). Selection Process for Potential Candidates

H.R. Descriptive test is conducted for reference checks

and thought process checks.

H.R. interview round is the second step

A technical test with R.M. is another round for the

selection of deserving candidates.
Negotiation rounds and final offer letters are the last steps
in the selection process.

3). College to Corporate/ Induction

A week-long schedule that makes the new employees

familiar with the organization.

Approximately 150-200 recruits undergo induction.

The company’s Senior Management is invited to address

the new talent pool.

Also provided with a guided tour of the premises.

A special session on the first day is called CAMPUS TO

CORPORATE.
 NEED FOR TRAINING:

a.) Junior Management

The learning initiatives aimed at enhancing
operational/functional efficiency and behavioural
initiatives.
Integration into the culture and aid in enhancing
operational efficiency.

b. Middle Management

Concentrates on advanced behavioural and general

management skills to enhance in a managerial role.

c). Senior Management

At the senior management level, the behavioral
component remains critical.
A key emphasis is laid on strategic thinking and
leadership skills that contribute to a superior
organizational performance
TRAINING PROGRAM:
Executive Level (Level 1)1. Assertiveness Skills

The duration of this program is 2 days.

It focuses on the improvement of interpersonal
relationships in the organization
.
2. Business Presentation Skills

The duration is 2 days

The candidates are trained in body language, dealing
with anxiety, using creativity for visual presentations, and
power voicing
.
3. Business and Social Etiquettes Skills

This has been designed to promote the way business

etiquette, communication, and social skills can be applied
to everyday professional life.
4. Communication skills

The duration of the communication program is of 2 days

and it has been developed to enhance personal
effectiveness in business by understanding and improving
different facets of communication.
This also includes written communication.

5). Teamwork and Interpersonal skills

 This has been designed to facilitate the process of
building high-performance teams and achieving
organizational goals through developing an understanding
of team dynamics.
.
6. Time-Management
The purpose of this module is to highlight the
significance of time and sensitize the participants about the
importance of prioritization and organized work.

7. Selling and Negotiation Skills

The program is spread over 3 days of training the

candidates in developing skills for becoming an
effective and active influencer and negotiator
across varying sales situations.
TRAINING LEVEL 2

1). Effective Problem Solving and Decision Making

The this1-day program enables operational managers to

solve problems and make effective decisions
at work based on facts, data, and structural analysis.

2. Advanced Communication and Presentation Skills

To enhance awareness of the strengths and limitations of

professional communication

Advanced presentation skills include creating and

delivering effective Business presentations with impact to
deliver the core message clearly and achieve required
business objectives.
3. Art of Mentoring /Coaching

This program enables the participant to gain an insight

into the personal and interpersonal dynamics of mentoring
and enhance competencies to be an effective mentor.

4. Management by setting Objectives

The objective of this module is to enable the participants

to set achievable targets for themselves and their
subordinates.
 It includes setting achievable goals for self and
subordinates and monitoring them regularly.

It also covers communicating objectives and developing

motivators for co-workers.

5. Marketing Concepts

Provides key insights on the marketing process to the

participants

Concepts to apply in the work setting and achieve sales

excellence.

It focuses on key areas like analysis of the market

environment, defining the market, market segmentation,
market analysis, brand equity, and customer service.
Training at Level 3

1. Program for Senior Managers

>This 3 week program

> designed to equip leaders with the ability to respond to a
rapidly changing environment in the shortest possible time-
span.

2. Leader as a coach
> This Program creates a heightened awareness of human
behavior and its
drivers in the participants. ▸ The duration is of 2 days.
> Include conceptual understanding of coaching, the process
of coaching. obstacles in coaching and understanding human
behavior and its intricacies in context of coaching.

3. Effective Personal Leadership

> Duration of 9 days spread over 2 months
> The key areas covered include building on current strengths
for improving
self image and motivation to gain effectiveness in decision
making and

problem solving.
Performance Appraisal

› Performance is measured in terms of results and it means the

degree of the tasks assigned to an employee. › Performance
appraisal is an annual cycle.

> Aspects of an employee's job are considered such as job

description, setting of objectives, a review of previous year's
performance, achievement and non-achievement of goals and
the potential of the employee.

These criteria are evaluated by the managers.

Rewards and Incentives

An incentive of 15% of the salary is the normal incentive
scheme an employee can earn on the sales of the electronics
and C.D.I.T.

▸ The incentives and rewards are honored to an employee on

Quarterly basis.

▸ The rewards includes both Monetary and Non Monetary

enclosures.
Employee Separation

Being a TATA enterprise, employee separation is carefully

handled at Croma And Woolworths.
▸ The separation of an employee due to lack of performance
or
carelessness is usually done after giving few warnings to the
employees.
The separation due to retirement age is maintained at the age
of 60 years.
No Voluntary Retirement scheme has been opted by the
employee of Croma as of present.
Employee Growth an d Retaining

▸ There are various policies which are followed at Croma for

retaining of talent and their growth.

▸ Few of the above involves

Employee Welfare Facilities

Employee Empowerment Policies.

Employee Training facilities on general Lifestyle.

THANK YOU……….