SUMMER

INTERNSHIP
PRESENTATION

Submitted By,
NAME: JUTHIKA ACHARJEE
ROLL NO.: 18-50-109
BATCH : 2018-2020
 A Brief Study on the Reasons Contributing to
Increasing Employee Turnover Intention in the
Organized Retail Market, with special reference to
Pantaloons, DT Tower, Guwahati.
At
Pantaloons Fashion and Retail Limited

Industry Mentor: Ms. Sushrusha Sahoo,

Human Resource Manager,
Pantaloons, DT Tower,
Guwahati
 RETAIL SECTOR IN INDIA

• The retail industry constitutes over 10% of the country’s Gross

Domestic Product (GDP) and around 8% of the employment and
is valued at USD 672 billion.
• Globally, India is fifth-largest destination in the retail space and is
growing at a rate of 12% per annum.
• It employs 7% of the total Indian workforce and is the largest
source of employment after agriculture in the country.
• The retail industry can broadly be classified into two categories:
Organized and Unorganized.
• Unorganized Retail refers to the traditional form of retail often
situated near residential areas. It is generally characterized by low
rentals, low tax payouts with a majority of it being owner
managed and employing personal capital.
 ORGANISED RETAIL SECTOR
• Organised Retail is characterised by high investment
requirements, large premises, trained staff where retailers are
licensed and are registered to pay taxes to the government.
• Currently, organised retail market is valued at about USD 60
billion, only about 9% of the sector, where as unorganized retail
market holds the rest.
• The share of the organized retail market is projected to increase
to 13% by 2020, thereby reducing the unorganized retail
market’s share to 87%. The share of the organised retail market
is expected to increase from 12% in 2017 to 22%-25% by 2021.
Overall, the retail market is expected to grow from $795 billion in
2017 to $1.2 trillion by 2021. The Indian Brand Equity
Foundation (IBEF) estimates the industry to grow at a CAGR
of over 17% over the next 4 years and reach USD 1,300 billion
by 2020.
MAJOR COMPANIES IN THE ORGANISED RETAIL SECTOR
 COMPANY PROFILE
• Name of Company : Pantaloons Fashion & Retail Limited
• Address of Head Office :
PANTALOONS, (DIVISION OF ADITYA BIRLA FASHION &
RETAIL LTD.)
701-704, 7th Floor, Skyline Icon Business Park, 86-92, Off A.K. Road,
Marol Village, Andheri East, Mumbai, Maharashtra - 400059, India.
• Pantaloons Fashion & Retail Limited is an Indian premium clothing retail
chain.
• The first Pantaloons store was launched in Gariahat, Kolkata in 1997.
• Pantaloons was previously controlled by the Future Group, but ha snow
been taken over by Aditya Birla Nuvo Limited(ABNL)
• Pantaloons provides service to consumers in terms of apparels,
accessories like footwear, sunglasses, watches, cosmetics
• The brand is now present in 78 Indian cities / towns.
• Pantaloons posted revenues of INR 2,164 crores in FY15-16, up by 17
percent from the previous year.
 COMPANY MISSION & VISION
 Mission: To deliver superior value to our customers, shareholders, employees
and society at large.
 Vision: To be a premium global conglomerate with a clear focus on each
business.
 Values:
We believe in growth of the organization with the growth of our people. People are our
Integrity:
investors, partners (Vendors), employees, customers and stakeholders of the companies.
Aditya Birla is a name known for higher value and good quality. We do what we commit to
Commitment:
our people.
Our excellence in every field of business and promise to provide the best shows the passion
Passion:
of the organization.

Seamlessness: We work beyond limits; we go one step ahead of others to serve and to benefit.

Speed: Growth is important but timely growth is the key to success. We believe to act early

Fig.: Logo Of Pantaloons

 INTERNSHIP DETAILS
• Organisation: Pantaloons Fashion and Retail
Limited
• Outlet: DT Tower, Guwahati
• Department: Ladies’ Western
• Organisational Mentor: Ms. Sushrusha Sahoo
(Human Resource Manager)
• Profile : Intern at Human Resource
Department.
• Duration : 2 months
• Roles and responsibilities: The roles and responsibilities
that I was supposed to oversee in the ladies’ western
department of the store are as follows:
 Shrinkage identification
 Sales and Target Achievement
 Store Health Index
 Customer service
 Conduct and Discipline
 Replenishment
 Store Display Manual
 Warehouse Settlement
 Employee Training
 Directional Signage management
 INTRODUCTION TO TOPIC
• The term “turnover” is defined by Price (1977) as: the ratio of the number of
organizational members who have left during the period being considered
divided by the average number of people in that organization during the
period.
• Managers refer to turnover as the entire process associated with filling a vacancy:
Each time a position is vacated, either voluntarily or involuntarily, a new
employee must be hired and trained. This replacement cycle is known as
turnover (Woods, 1995).
The idea to investigate the motivation behind the turnover intentions of frontline
staff in Indian retail sector stems from the fact that, the organised retail market in
India is characterized by high level of employee turnover. It was found that the
major weakness of the industry is high employee turnover. Thus, it is necessary to
investigate and identify the motives behind the of employees’ intention to quit.
Turnover intention precedes the actual turnover, therefore it becomes important to
understand the reasons behind their intention to leave the job and then take
corrective measures if needed.
Organizations invest a lot on their employees in terms of induction and training,
developing, maintaining and retaining them in their organization. Therefore,
managers at all costs must minimize employee’s turnover.
 LEARNINGS AND VALUE ADDITION
• Statement of Problem : A brief study done to understand the probable
reasons that contribute to employee’s turnover intention in organised
retail sector.
• Objective: The primary objective of this study is to ascertain the reasons
which determine the intention to quit the job among the front-line
employees of Indian retail sector with special reference to Pantaloons,
DT tower, Gwahati.
• Research Methodology
Type of research : Quantitative
Type of Sampling : Purposive Sampling
Type of Data : Primary and Secondary
Tools of data collection :
» Primary Data – Collected through Structured Questionnaire
» Secondary Data – Internet, Books and Analysis of management
projects.
» Internal Reports from organisation
• Reference Period : 2 months (15th May to 15th July, 2019)
• Data collection Method : Schedules
• Data collection Tool: Structured Questionnaire
• Sample Area : Pantaloons Store, DT Tower, Guwahati
• Sample Size : 46 (staff members having designation of
Fashion Assistant)
• Statistical Tool Used : Percentage
• Type of Chart used : Pie Chart
• Scale Used: Likert Scale
• Variables Measured: The questionnaire consisted of 20
questions measuring the following variables:
» Career Development
» Work-life balance
» Organisation policy
» Work environment
» Compensation and extra benefits
» Work load
» Manager’s behaviour
» Co-worker’s behaviour
 9
FINDINGS AND RECOMMENDATIONS
Demographic Profile of the respondents

GENDER Marital Status

15%
24%

76% 85%
MALE Married
FEMALE Unmarried

Age of Respondent Educational Background

0%
0%
0%
4% 20-25
9% 2%
2%
26-30
31-35
HSLC
24% 36-40 HSSLC
63% Above 40 Graduate
Post Graduate
Others
96%
 Table of Responses
Strongly Strongly
Variable Statement Agree Neutral Disagree
Agree disagree
Development

I am happy with my career path and promotion plan 10 22 8 6 0

Career

I can get good opportunities for enhancing my career through

12 24 0 10 0
promotion
Balance
Work-

My working hours in Pantaloons are flexible. 10 24 4 0 4

life

My working environment is friendly & trustworthy. 28 10 6 0 6

Organisation

I am satisfied with the company policies. 8 10 9 11 8

policy

The training programme provided helps me to do the job in a better

20 12 6 0 8
way.
My working environment is friendly & trustworthy. 28 10 6 0 6
Environment
Working

All the employees in this company are treated with fairness and
14 16 9 0 7
respect.
The cleanliness maintained at my workplace is satisfactory. 16 5 6 12 7
I have the freedom to do my job without too much supervision. 10 26 6 0 4
Compensation &

I am happy with the extra benefits provided by the company. 10 22 0 6 8

extra benefits

Pantaloons provides very good allowance schemes to the employees 12 5 2 8 19

I feel motivated to work harder when I am regularly rewarded for
24 10 9 3 0
achieving targets
work
Load

My job does not give me too much pressure. 10 9 20 5 2

I am satisfied with the nature and behaviour of my manager. 12 24 0 10 0

Manager’s
behaviour

My manager helps me in doing my job properly. 22 6 8 10 0

I get proper recognition for the job I perform 10 8 12 16 0
My supervisors listen to my suggestions and ideas. 8 6 18 8 6
behaviour
worker’s
Co-

I feel comfortable working with my co-workers. 27 8 6 4 1

I can see myself working here for another year 5 25 4 10 2

 FINDINGS:

» Ithas been found that more than 20% of employees feel that their
work-life balance is hampered while working at Pantaloons.
» 22% of employees seem to be somewhat dissatisfied with their
manager’s behaviour, while 35% of them feel they do not get proper
recognition as per standards for their work well done/target fulfilment.
» While 17% of employees feel unheard at their workplace, 24% of them
are dissatisfied with their company policies. Also, 41% of employees
do not feel that their training programme is helpful in doing their work
in a better way.
» The data analysis also suggests that 15% of employees feel that there is
a biasness prevailing in the way of treatment of employees.
» Another important result from survey is that 41% of employees are
dissatisfied with the company’s allowance schemes.
 LEARNINGS

• It can thus be concluded that, one of the major contributors to the

employee’s intention to quit his job is the low compensation and allowance
schemes.
• A large portion of employees being strongly dissatisfied with the company
policies suggests that this can contribute to their intention of quitting.
• Not receiving proper recognition for the jobs they perform also contributes to
intention of quitting.
• Also, the training programmes provided to the employees do not help them
enough in doing their jobs and might seem to be ineffective to some extent.
This in turn can the make employees frustrated while doing their jobs.
•
 THE SUGGESTIONS FOR COMPANY
» The management could give more attention to the fact that
every good work done by any employee is duly recognised and
rewarded as per standards to increase employee’ motivation
level.
» The management could take care that all the employees are
treated equally and that there arises no feeling of inequality
amongst the co-workers.
» The management could make sure that all the ideas and
suggestions put forward by the employees, however
insignificant, are heard and duly recognised so that the
employees do not feel unheard at their workplace.
» Since, a good proportion of employees seem to be dissatisfied
with the allowance schemes provided by the company, the
senior management could give some consideration in this
matter.
 13
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