A

Project Study Report

On
A Study on Performance Appraisal in Retail Industry of Big Bazaar
Submitted in partial fulfillment for the Degree of
Bachelor of Business Administration

S.S.JAIN SUBODH P.G COLLEGE JAIPUR

(2015-16)

SUBMITTED BY
Ashish Yadav
B.B.A Semester IV

SUBMITTED
Dr. Tapasya Julka
Malhotra

CERTIFICATE

Certified

that

this

project

report

entitled

A Study on Performance Appraisal in retail Industry of Big Bazaar

is record of project work done independently by Mr. Ashish Yadav my guidance
and supervision and that it has not previously formed the basis for the award of
any degree , fellowship or associate ship to his .

Dr.Tapasya Julka
Malhotra
S.S.Jain Subodh
P.G College
Jaipur

DECLARATION
I
hereby
declare
that
this
project
report
entitled
A Study on Performance Appraisal in Retail Industry of Big Bazaar
is a bonafide record of work done by me and that it has not previously formed
the Basis for the award to me for any degree /diploma ,associate ship
,fellowship or other similar title of any other institute /society.

Ashish Yadav
S.S.Jain Subodh College
Jaipur

ACKNOWLEDGEMENT

It is not often in life that you get a chance of appreciating and expressing your
feelings in black and white to thank the people who have been a crucial part of
your successes, your accomplishments and your being what you are today .I
take this opportunity to first of all thank the Faculty at S.S.Jain Subodh P.G
College ,especially Dr.K.B.Sharma ,Principal, and Dr.Rita Jain for in calculating
and instilling in me the knowledge ,learning ,will -power ,values and the
competitiveness and professionalism required by me as a management student .
I would like to give special thanks to Dr .Tapasya Julka Malhotra for educating
me silver lining in every dark cloud .Her enduring efforts, guidance, patience
and enthusiasm have given a sense of direction and purposefulness to this
project and ultimately made it success.
I express my sincere and heartiest thanks to everyone who has contributed
towards the successful completion of the project, undertaken by me at

Foremost with great respect and esteem .I wish to forward my deep sense of
gratitude to Ms/Mr
For
providing
me
the
opportunity
with..........................................................

to

pursue

training

Last but not the least; I would like to thank my family: my parents, for
supporting me spiritually throughout my life.
The errors and inconsistencies remain my own.

Name of the student

Ashish Yadav

INDEX

S.No.

TOPIC

PAGE
No.

1
1.1

INTRODUCTION
PERFORMANCE APPRAISAL

1.2 PERFORMANCE MANAGEMENT

MODERN APPRAISAL
1.3
OBJECTIVES OF PERFORMANCE APPRAISAL
1.4
1.5 SIGNIFICANCE OF PERFORMANCE APPRAISAL
1.6 EFFECTIVE PERFORMANCE APPRAISAL
1.7 RETAILING
1.8 INDIAN RETAIL INDUSTRY
2

COMPANY PROFILE-BIG BAZAAR

OBJECTIVES OF THE STUDY

METHODOLOGY
4.1 MEANING OF RESEARCH
4.2 RESEARCH METHODOLOGY
4.3 DESCRIPTIVE RESEARCH
4.4 RESEARCH DESIGN
4.5 DATA COLLECTIONS METHODS

3
4

LIMITATIONS OF THE STUDY

DATA ANALYSIS AND INTERPRETATION

FINDINGS

SCOPE OF FURTHER STUDY

SUGGESTIONS

CONCLUSION

REFERENCES

10

QUESTIONNAIRE

Introduction
Performance Appraisal:
Performance Appraisal (PA) is a systematic and periodic process that assesses an individual
employees job performance and productivity in relation to certain per-established criteria and
organization objectives. Performance appraisal of Employees are necessary to understand
each employees abilities, competencies and relative merit and worth for the organization.
Performance appraisal rates the employees in term of their performance. Performance
appraisals are widely used in the society. Performance appraisal is necessary to measure the
performance of the employees and the organization to check the progress towards the
designed goals and aims.
The purpose of the report is to study and analyze the motivation of employees and to study
the impact of the performance appraisal of the employees considering it as a long term
process.
Performance appraisal helps to rate the performance of the employees and evaluate their
contribution towards the organization goals. If the process of performance appraisal is formed
and properly structured, it helps the employees to clearly understand their roles and
responsibilities and gives direction to the individuals performance. It helps to align the
individual performance with the organization goals and also review their performance.
Performance appraisal should focus on three objectives: performance, not personalities, valid,
concrete, relevant issues, rather than subjective emotions and feelings; reaching agreement on
what the employee is going to improve in his performance and what you are going to do.
Employee motivation is a reflection of the level of energy, commitment, and creativity that
companys worker bring to their jobs. Performance is considered to be a function of ability
and motivation thus:
Job performance = f (ability)(motivation)

Performance Management Definition

Performance Management is the integrated process by which an agency involves its
employees in improving organization effectiveness in the accomplishment of agency mission
and strategic goals. Performance Management consists of: performance planning, monitoring
employee performance, employee development, evaluating employee performance, and
recognition.

Modern Appraisal
Performance appraisal is structured formal interaction between a subordinate and supervisor,
that usually takes the form of a periodic interview (annual or semi-annual), in which the work
performance of the subordinate is examined and discussed, with a view to identifying
weaknesses and strengths as well as opportunities for improvement and skills development.
In many organizations but not all appraisal results are used, either directly or indirectly, to
help determine reward outcomes. That is, the appraisal results are used to identify the better
performing employees who should get the majority of available merit pay increases, bonuses,
and promotions. By the same token, appraisal results are used to identify the poorer
performers who may require some form of counseling, or in extreme cases, demotion,
dismissal or decreases in pay. Organization need to be aware of laws in their country that
might restrict their capacity to dismiss employees or decrease pay.

Objective of Performance Appraisal

To give feedback to employees to improve subsequent performance.

To identify employee-training needs.
To document criteria used to allocate organization rewards.
To form a basic for personnel decisions-salary increases, disciplinary actions, etc.
To provide the opportunity for organization diagnosis and development.
To facilitate communication between employee and administrator.

Significance of Performance Appraisal

Performance appraisal helps supervisors to assess the work performance of their
subordinates.
Performance appraisal helps to assess the training and development needs of
employees.
Performance appraisal provides reward for better performance.
Performance appraisal helps to improve the communication system of the
organization.
Performance appraisal helps to review the potentiality of employees so that their
future capability is anticipated..
appraisal
provides

Performance

proper

guidance

and

criticism

for employee's development.

Performance appraisal helps to prepare pay structure for each employee working in
the organization.

 The appraisal process helps in human resource planning (HRP). Accurate and current
appraisal data regarding certain employees helps the management in talking decisions
for future employment.
Performance appraisal also enables managers to coach and counsel employees in their
career development.

Effective Performance Appraisals

The appraisal process provide the platform for development and motivation, so organization
should foster a feeling that performance appraisals are positive opportunities, in order to get
the best out of the people and the process. An effective performance management process sets
the foundation for rewarding excellence.
By linking individual employee work efforts with the organizations mission and
objectives, the employee and the organization understand how that job contributes to
the organization.
By focusing attention on setting clear performance expectations (results + actions &
behaviors), it helps the employee know what needs to be done to be successful on the
job.
Through the use of objectives, standards, performance, dimensions, and other
measures it focuses efforts. This helps the department get done what needs to be done
and provide a solid rational for eliminating work that is no longer useful.
By defining job-mastery and career development goals as part of the process, it makes
it very clear how the current position support employee growth and the additional
opportunities the employee needs to explore.
Through regular check-in discussions, which include status update, coaching, and
feedback, it promotes flexibility, allowing you and the employee to identify problems
early and change the course of a project or work assignment.

Retailing:

The word retail is derived from the French word retailer, meaning to cut a piece off or
to break bulk. In simple terms, it implies a first-hand transaction with the customer.
Retailing involvers a direct interface with the customer and the coordination of
business activities right from the concept or design stage of a product or offering to its
delivery and post-delivery service to the customer. The industry has contributed to the
economic growth of many countries and is undoubtedly one of the fastest changing and
dynamic industries in the world today.

Indian Retail Industry:

The Indian retail industry is the fifth largest in the world. Comprising of organized and
unorganized sectors, India retail industry is one of the fastest growing industries in India,
especially over the last few years. Though initially, the retail industry in India was mostly
unorganized, however with the change of tastes and preferences of the consumers, the
industry is getting more popular these days and getting organized as well. With growing
market demand, the industry is expected to grow at a pace of 25-30% annually. The India
retail industry is expected to grow US Dollar 1 trillion by 2020 from US Dollar 600 billion in
2015, driven by income growth, urbanization and attitudinal shifts.
The retail scenario in India is unique. Much of it is in the unorganized sector, with over
12 million retail outlets of various sizes and formats. Almost 96% of these retail outlets are
less than 500 square feet in size, the per capital retail space India being 2 squre feet compared
to the US figure of 16 square feet Indias per capital retailing space is thus the lowest in the
world.

With more than 9 outlets per 1000 people, India has the largest number in the world. Most of
them are independent and contribute as much as 96% to total retail sales. Because of the
increasing number of the nuclear families, working women, greater work pressure and
increased commuting time, convenience has become a priority for Indian consumers. They
want everything under one roof for easy access and multiplicity of choice. This offers an
excellent opportunity for organized retailers in the country which account for just 2% and
modern stores 0.5% of the estimated US Dollar 180 billion worth of goods that are retailed in
India every chain, Wal-Mart.

Company Profile:-

BIG BAZAAR
Big Bazaar is a chain of hypermarket in India. Currently, there are 201 stores across 80 cities
and towns in India. Big Bazaar is designed as an agglomeration of bazaars or Indian markets
with cluster offering a wide range of merchandise including fashion and apparels, food
products, general merchandise, furniture, electronics, books, fast food and leisure and
entertainment sections. Big Bazaar is part of Future Group, which also owns the Central
Hypermarket, and is owned through a wholly owned subsidiary of Pantaloon Retail India
Limited, that is listed on Indian Stock Exchange.
Big Bazaar was launched in September, 2001 with the opening of its first four stores in
Calcutta, Indore, Bangalore and Hyderabad in 22 days. Within a span of 15 years, there are
now 401 Big Bazaar stores in 122 cities and towns across India. The Total Net Profit of Big
Bazaar up to March 31, 2015 is Rs 74.06 Crore.
Big Bazaar was started by Kishore Biyani, the Group CEO and Managing Director of
Pantaloon Retail. Though Big Bazaar was launched purely as a fashion format including
apparel, cosmetic, accessory and general merchandise, over the years Big Bazaar has
including a wide range of products and services offering under their retail chain. The current
format including Big Bazaar, Food Bazaar, Electronic Bazaar and Furniture Bazaar.
Most Big Bazaar stores are multi-level and are located in stand-alone buildings in city centers
as well as within shopping malls. These stores offer over 200,000 SKUs in a wide range of
categories led primarily by fashion and food products. Food Bazaar, a supermarket format
was incorporated within Big Bazaar in 2002 and is now present within every Big Bazaar as
well as in independent locations. A typical Big Bazaar is spread across around 50,000 square
feet (4,600 m2) of retail space. While the larger metropolises have Big Bazaar Family centers
measuring between 75,000 square feet (7,000 m2) and 160,000 square feet (15,000 m2), Big
Bazaar Express stores in smaller towns measures around 30,000 square feet (2,800 m2).
Big Bazaar has the facility to purchase products online through its official web page, and
offers free shipping on some products.

OBJECTIVES OF THE STUDY

 To find the factors that influence employee performance of Big Bazaar.

To find the factors that motivates the employee to retain in organization.
To make recommendation for future research in Big Bazaar.
To identify the factors influencing participation in employee retention activities in Big
Bazaar.
To identify the employees expectation from the reward and recognition system in Big
Bazaar.
To ascertain the motivational derives that helps to create a retain workplace in Big
Bazaar.

Methodology

Meaning of Research:
Research is sincere, comprehensive, intellectual searching for facts and their significance or
inference with reference to the problem under study. Research is considered to be more
objective, methodological, well-determined scientific process of investigation. Research
involves a more systematic structure of investigation and finally at the end it results into a
systematic report form.
Research is systematic activity to achieve the truth. It includes the identification of study
area, the procedure for collecting data, analyzing the data and finding the conclusion or truth
based upon the scientific procedure. Research in common parlance refers to a search for
knowledge. One can also define research as a scientific and systematic procedure for
obtaining pertinent information on a specific topic. In fact, research is a careful, systematic
and scientific investigation or inquiry for search of new facts in any branch of knowledge.

Research Methodology:
Research methodology is a systematic way to solve a problem. It is a science of studying how
research is to be carried out. Essentially, the procedures by which researchers go about their
work of describing, explaining and predicting phenomena are called research methodology. It
is also defined as the study of methods by which knowledge is gained. Its aim is to give the
work plan of research.

Research Type Used for This Study:

Descriptive Research:
Descriptive research is also known as statistical research, describes data and characteristics
about the population or phenomenon being studied. Descriptive research answers the
questions who, what, where, when and how. Although the data description is factual, accurate
and systematic, the research cannot create a casual relationship, where one variable affects
another. The description is use for frequencies, average and other statistical calculations. In
short descriptive research deals with everything that can be counted and studied. Descriptive
studies generally take raw data and summarize it in a useable form.

Research Design:

A research project conducted scientifically has a specific framework research from the
problem identification to the presentation of research report. This framework of conducting
research is known as research design.
A research design is the arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in procedure.

Data Collection:
Data collection is the process of gathering and measuring information on targeted variables in
an established systematic fashion, which then enables one to answer relevant questions and
evaluate outcomes. The data collection component of research is common to all fields of
study including physical and social sciences, humanities and business. While methods vary
by discipline, the emphasis on ensuring accurate and honest collection remains the same. The
goal for all data collection is to capture quality evidence that then translates to rich data
analysis and allows the building of a convincing and credible answer to questions that have
been posed.
Data can be acquired from two sources they are Primary Data and Secondary Data source.

Primary Data:
Data is collected primarily through personal contact, meeting, interview and questionnaire
with the concerned authority of the organization and respondents. Primary source of data are
the data which needs the personal efforts to collect it and which are not readily available.
Primary source of the data are the other type of sources through which the data was collected.
Following are few ways in which the data was collected:
a) Questionnaires: Its set of questions on a sheet of paper was being giving to the
respondents of fill it, based on which the data was interpreted.
b)

Interviews: Structured or unstructured one-on-one directed conversations with key

individuals or leaders in a community.

Secondary Data:
Data are collected through secondary modes such as various published data, reports, related
books and websites.
Secondary sources are the other important sources through which the data were collected.
These are the readily available sources of the data where one had need not put much effort to
collect, because it is already been collected and part in an elderly manner by some
researchers, experts and socialites.

LIMITATIONS OF THE STUDY

 The findings of the study are subjected to bias and prejudice of the respondents.
Area of the study is confined to the employees of Big Bazaar only.
Time factors can be considered as a main limitation.
The findings of the study are solely based on the information provided by the
respondents.
The accuracy of finding is limited by the accuracy of statistical tools used for
analysis.
Findings of the research may charge due to area, age condition of economy etc.

DATA ANALYSIS AND INTERPRETATION

1. Employees distribution on the basis of gender.

Employees

Female; 42%
Male+; 58%

Interpretation:
The above chart shows that 58% of the employees are belong to male category
and the rest 42% of the employees are belongs to female category.

2. Distribution of the employees on the basis of their age.

Employees

35-45 Years; 25% 18-25 Years; 25%

26-35 Years; 50%

Interpretation:
The above chart shows that majority of the employees i.e., 50% are attained the
age of 26-35 years, 25% of the employees are attained the 18-25 years and
25% of the employees are attained the age between 36-45 years and there is no
respondents in the age 46-55 and above 55 years.

3. Income level of the employees.

Income
Rs. 3000-6000

Rs. 6001-10000

Rs. 10001-15000

Above Rs. 15000

10%
10%

22%

58%

Interpretation:
The above chart shows the income level of the employees i.e., 58% of the
employees is Rs. 3000-6000, 22% of the employees are Rs. 6001-10000, 10%
of the employees are Rs. 10001-15000 and 10% of the employees are above Rs.
15000.

4. Do you satisfied from your job and your organization where you work?

1. Satisfied
2. Neutral
3. Dissatisfied

Employees

12%

Satisfied
Neutral

20%

Dissatisfied
68%

Interpretation:
The above chart shows employees are satisfied with their job and their
organization or not i.e., 68% of the employees said satisfied , 20% of the
employees said neutral and rest of the 12% of the employees said dissatisfied
from their job and there organization.

5. Did you get induction from company?

Employees

No; 51%

Yes; 49%

Interpretation:
The above chart shows employees get any induction from the organization or
not i.e., 49% of the employees say yes but rest of the 51% of the employees
says no. They dont get any motivation from the organization.

6. Are you aware of performance appraisal of the company?

Employees

No; 11%

Yes; 89%

Interpretation:
The above chart shows that are employees aware or have any knowledge of
performance appraisal of their company or not so 89% of the employees says
yes they having knowledge about it but rest of the 11% of the employees says
no.

7. If you get an opportunity would you like to change your section?

Employees

Yes; 33%

No; 67%

Interpretation:
The above chat shows that if any employees get a chance to change his section
would he/she like to change or not ( Job Rotation) so 33% of the employees say
yes they would like to change their section but rest of the 67% of the employees
say no they does not want to change their section.

8. Are you satisfied from your salary?

1.
2.
3.
4.
5.

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied

Employees
Highly Satisfied; 2%
Highly Dissatisfied; 16%
Dissatisfied; 17%

Satisfied; 45%

Neutral; 20%

Interpretation:
The above chart shows that employees are satisfied with their salary or not i.e.,
2% of the employees said highly satisfied, 45% of the employees said satisfied
and 20% of the employee said neutral and 17% of the employees said
dissatisfied and 16% are highly dissatisfied.

9. Do you think your grievance are properly handled and redressed?

Employees

No; 11%

Yes; 89%

Interpretation:
The above chart shows that if employee has any complaint (grievances) from
the organization so are they properly handled by them or not i.e., 89% of the
employees say yes but rest of the 11% of the employees says no.

10.Are you aware of training program of the organization?

Employees
No; 17%

Yes; 83%

Interpretation:
The above chat shows that are employees aware or have any knowledge about
their training program or not so 83% of the employees say yes they are aware
about it but rest of the 17% of the employees say no they dont have any
knowledge about it.

11.Did you get any motivation from training program?

Employees
No; 10%

Yes; 90%

Interpretation:
The above chart shows employees get motivated from company training and
development program or not so 90% of the employees say yes but rest of the
10% says that they dont get motivated by the training and development
program.

12.Are you aware of your salary structure?

Employees

No; 29%

Yes; 71%

Interpretation:
The above chat shows employees are aware of their salary structure or not
i.e., 71% of the employees say yes they are aware about it and rest of the
29% of the employees say no they does not have any knowledge about it.

13.Are you getting any career development program by your company?

Employees

No; 28%

Yes; 72%

Interpretation:
The above chart shows that employees get any career development program
from the company or not so 72% of the employees say yes. Company coach and
counsel help them in their career development. But rest of the 28% doesnt get
any career development programs.

14. Did you get any incentives when you achieve targets?

Employees
No; 4%

Yes; 96%

Interpretation:
The above chart shows that employees get incentives for the organization when
they achieve their target in given time period or not so 96% of the employees
say yes but rest of the 4% of the employees say no they dont get any incentives
from the organization.

15. Do you feel performance appraisal is motivating factor for you?

Employees
No; 13%

Yes; 87%

Interpretation:
The above chart shows that performance appraisal is a motivating factor for
employees or not so 87% of the employees say yes they think performance
appraisal is a motivating factor but rest of the 13% of the employees say no.

16. In your Opinion Performance Appraisal is?

1.
2.
3.
4.

Evaluation of Employees
Promotion of Employees
Job Satisfaction of Employees
Motivation

Opinion

Motivation; 20%

Evaluation of Employees; 20%

Job Satisfaction of Employees; 10%

Promotion of Employees; 50%

Interpretation:
The above chart shows the employees opinion about performance appraisal so
50% of employees say Promotion of Employees, 20% says Motivation, 20%
says Evaluation of Employees and rest of the 10% says Job Satisfaction of
Employees.

17. In your opinion Performance Appraisal system of your organization is

related to which of the following?
1.
2.
3.
4.

Retention of Employees
Recruitment System
Organizational Culture
Motivation

System

Retention of Employees; 15%

Motivation; 20%
Organizational Culture; 5%

Recruitment System; 60%

Interpretation:
The above chart shows employees opinion about Performance Appraisal
system of your organization is related to which so 60% of the employees say
Recruitment System, 20% says Motivation, 15% says Retention of Employees
and rest of 5% says Organizational Culture.

18. After performance appraisal improvement in your performance.

1. 0 30
2. 30 50
3. 50 above

Improvement
10%

0 - 30
30 - 50
50 - above

30%
60%

Interpretation:
The above chart shows improvement in the performance of employees after
taking performance appraisal program so 60% of the employees is belong to
0 30 category, 30% of the employee is belong to 30 50 category and 10% of
the employees belongs to 50 above.

19. In your opinion what is the best time for conducting Performance
Appraisal?
1. Quarterly
2. Half Yearly
3. Yearly

Time

10%
15%

Quarterly
Half Yearly
Yearly

75%

Interpretation:
The above chart shows the best time for conducting performance appraisal in
the organization so 75% of the employees say Yearly, 15% of the employees
says Half Yearly and rest of the 10% of the employees says Quarterly.

20. Which method of performance appraisal is implemented in the organization?

1. Merit
2. Grading
3. Others

Method

10%
Merit
45%

Grading
Others

45%

Interpretation:
The above chart shows method implemented by organization for performance
appraisal so 45% of the employees say Merit Method, 45% of the employees
says Grading Method and rest of the 10% of the employees says Other Methods.

FINDINGS

After Data Analysis & Interpretation, I find that: 58% of the employees are belongs to male category and 42% are belongs to female
category.
50% are attained the age of 26-35 years, 25% of the employees are attained the 1825 years and 25% of the employees are attained the age between 36-45 years and
there is no respondents in the age 46-55 and above 55 years.
The income level of the employees i.e., 58% of the employees is Rs. 3000-6000, 22%
of the employees are Rs. 6001-10000, 10% of the employees are Rs. 10001-15000
and 10% of the employees are above Rs. 15000.
Employees are satisfied with their job and their organization or not i.e., 68% of the
employees said satisfied , 20% of the employees said neutral and rest of the 12% of
the employees said dissatisfied from their job and there organization.
Employees get any induction from the organization or not i.e., 49% of the employees
say yes but rest of the 51% of the employees says no. They dont get any motivation
from the organization.
Are employees aware or have any knowledge of performance appraisal of their
company or not so 89% of the employees say yes they having knowledge about it but
rest of the 11% of the employees says no.
If any employees get a chance to change his section would he/she like to change or
not (Job Rotation) so 33% of the employees like to change their section but rest of the
67% of the employees does not want to change their section.
Employees are satisfied with their salary or not i.e., 2% of the employees said highly
satisfied, 45% of the employees said satisfied and 20% of the employee said neutral
and 17% of the employees said dissatisfied and 16% are highly dissatisfied.
If employee has any complaint (grievances) from the organization so are they
properly handled by them or not i.e., 89% of the employees say yes but rest of the
11% of the employees says no.
Are employees aware or have any knowledge about their training program or not so
83% of the employees say yes they are aware about it but rest of the 17% of the
employees say no they dont have any knowledge about it.
Employees get motivated from company training and development program or not so
90% of the employees say yes but rest of the 10% says that they dont get motivated
by the training and development program.
Employees satisfied with their salary or not i.e., 61% of the employees said satisfied,
25% of the employees said neutral and the rest of the 14% of the employees said
dissatisfied form their salary.
Employees get any career development program from the company or not so 72% of
the employees say yes. Company coach and counsel help them in their career
development. But rest of the 28% doesnt get any career development programs.
Employees get incentives for the organization when they achieve their target in given
time period or not so 96% of the employees say yes but rest of the 4% of the
employees say no they dont get any incentives from the organization.

 Performance appraisal is a motivating factor for employees or not so 87% of the

employees say yes they think performance appraisal is a motivating factor but rest of
the 13% of the employees say no.
Employees opinion about performance appraisal so 50% of employees say Promotion
of Employees, 20% says Motivation, 20% says Evaluation of Employees and rest of
the 10% says Job Satisfaction of Employees.
Performance Appraisal system in the organization 60% of the employees says
Recruitment System, 20% says Motivation, 15% says Retention of Employees and
rest of 5% says Organizational Culture.
Improvement in the performance of employees is 60% in 0 30 category, 30% in 30
50 category and 10% in 50 above.
The best time for conducting performance appraisal is 75% of the employees say
yearly, 15% says Half Yearly and rest of the 10% says Quarterly.
Method implemented by organization for performance is 45% of the employees say
Merit Method, 45% says Grading Method and rest of the 10% says Other Methods.

Apart from my finds are:

Department managers and team members daily try to achieve their targets.
Employees are happy with atmosphere of the Big Bazaar.
Employees like the work environment of the company

SCOPE OF FURTHER STUDY

This study opens up new grounds for further research. Further studies can address the
following issues to have more insights on the subject.
The future study could include a study focusing on various aspects of performance
appraisal like Motivation, relationship between employee and subordinates,
promotion, induction, grievances etc.
The present study is restricted to Big Bazaar only. In future an attempt can be made
to conduct a similar survey in other related companies in retail industry of
hypermarkets like Wal Mart, Reliance fresh etc.
Further study can be made of the topic such as problems face by the employees in
the company related to their carrier development.
New strategies adopted by Big Bazaar for performance appraisal can be researched.
Steps taken by the Big Bazaar for its employees for their better performance can be
researched.
Studies can be done to find out more strategies for the better relationship between
employer and employee.

SUGGESTIONS

 Employer and employee relationship can be enhanced by conducting weekly seminar

and meetings.
Company should more focus on the training program of the employees.
Effective communication will result to reduce the barriers.
Training provided by the company should me motivational.
Employees performance improvement should be judged after training program.
Employees section should keep on changing.
Induction should be given to every employee.
All the employees should be rewarded suitably.
Training should be provided in every quarterly to each employee.
The grievance system should be monitor by the authorities in a periodical manner;
this will give the best result in conflict management.
Performance appraisal should be done by expert person.
More stress relieving packages should be offered to the mentally stressed staff.
The working condition of the employees must be improved to enhance the company
turnover.
Personality development programmers must be given to the employees about the
recent trends in industry sector.

CONCLUSION
Big Bazaar promises a glowing future for itself and the countrys development in order to
improve the benefits and the standard of living of the people of the state and country. The
company is reaching out to all the sections of the society as it is creating a hypermarket

where not only rich people shop but also the middle and the lower class customers come to
enjoy the whole shopping experience.
Performance appraisal program often passed by flying colors because the organization knows
and therefore, they acted on the most important areas that affecting the employees
performance. Across the organization, individual development, motivation, rewards,
induction, responsibilities, authorities, promotion etc are the most important critical key
drivers of any employees performance.Performance appraisal is very important for
employees motivation, attitude and behavior development, and communicating organization
aims, and fostering positive relationship between management and staff. Performance
appraisal provides a formal, recorded, regular review of an individuals performance, and a
plan for future development. In short, performance and job appraisal are vital for managing
the performance of the people and the organizations.
After this research I conclude that employees performance appraisal is very important task
for every organization which has to be performed very effectively and efficiently and the
employees of the Big Bazaar are satisfied with their performance and training and
dissatisfied in few others areas.

REFERENCES

Books:

Kothari, C.R (2014), Research Methodology in Business Management, New Delhi:

Vishwkarma Publications.

Websites:
http://www.ibef.org/industry/retail-india.aspx
http://www.studymode.com/essays/Performance-Appraisal-In-Big-Bazar720355.html
http://www.slideshare.net/tjmatharu/projectreportonbigbazaar
http://www.managementparadise.com/shettyrohit28/documents/23123/ret
ail-industry-with-overview-to-big-bazaar/
https://www.academia.edu/
http://www.scribd.com/doc/48443595/Questionnaire-Review-of-BigBazaar#scribd
https://issuu.com/sanjaykumarguptaa/docs/a-study-on-employeremployee-retention-in-big-baza
http://www.futuregroup.in/

QUESTIONNAIRE
1. Name .

2.
3.
4.
5.
6.
7.

Phone No: ..
Email:
Address:
Gender: Male
Female
Designation
Experience in future group: YearsMonths

8. Do you satisfied from your job and your organization where you work?
1) Satisfied
2) Neutral
3) Dissatisfied
9. Did you get induction from company?
i) Yes

ii) No

10. Are you aware of performance appraisal of the company?

i) Yes

ii) No

11. If you get an opportunity would you like to change your section?
i) Yes

ii) No

12. Are you satisfied from your salary?

1) Highly Satisfied
2) Satisfied
3) Neutral
4) Dissatisfied
5) Highly Dissatisfied

13. Do you think your grievance are properly handled and redressed?
i) Yes

ii) No

14. Are you aware of training program of the organization?

i) Yes

ii) No

15. Did you get any motivation from training program?

i) Yes

ii) No

16. Are you aware of your salary structure?

i) Yes

ii) No

17. Are you getting any career development program by your company?

i) Yes

ii) No

18. Did you get any incentives when you achieve targets?
i) Yes

ii) No

19. Do you feel performance appraisal is motivating factor for you?

i) Yes

ii) No

20. In your Opinion Performance Appraisal is?

1) Evaluation of Employees
2) Promotion of Employees
3) Job Satisfaction of Employees
4) Motivation
21. In your opinion Performance Appraisal system of your organization is
related to which of the following?
1) Retention of Employees
2) Recruitment System
3) Organizational Culture
4) Motivation
22. After performance appraisal improvement in your performance.
1) 0 30
2) 30 50
3) 50 above
23. In your opinion what is the best time for conducting Performance
Appraisal?
1) Quarterly
2) Half Yearly
3) Yearly
24. Which method of performance appraisal is implemented in the
organization?
1) Merit

2) Grading
3) Others