H.R.M. in RetailCroma Electronics (Woolworths and Tata

Enterprise)

Human Resource

Needs•Recruitment•Selection•Induction and Placements

Human

Resource

Developme

nt

• Training and Development

• Career Growth•Employee Empowerment

• Employee Welfare•Performance Appraisal

•Rewards and Incentives

Separation

• Separation on Non Performance

• Separation on Statutory Norms

•Separation on Employee Will

Activities in H.R.M.

A wholly owned subsidiary of Woolworths (International) Pvt. Limited.

Woolworths Limited have more than 3000 stores and 180,000

employees.

Expertise stretches across food & grocery, liquor, petrol, general

merchandise and consumer electronics

As a Cash and Carry wholesaler Woolworths supplies merchandise to

Infiniti Retail – a TATA Enterprise which operates Electronic Mega

Stores under the Woolworths Brand.

Company Profile - Woolworths

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 highly people driven and people

oriented organization.

The attrition rate is just 8%.

A culture of Employee Trust and Empowerment

Company Profile - Croma

1. Daily H.R. Activities Handling day-to-day administration

Communication and implementation of HR policies and programs at the

business unit or at 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

H.R. Activities at Croma

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 organization.

3. Staffing

The HR Business partners co-ordinates managers to discuss

hiring needs and facilitate 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 new recruits.

4. Learning and Development Delivering training to employees and managers.

Conducting the induction of new recruits.

Analysis of need of training

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 then recommendation to H.R. heads

at Headquarters

H.R.M. in Croma

2. Selection Process for Potential Candidates

H.R. Descriptive test is conducted for reference checks and

thought process check.

H.R. interview round is the second step

A technical test with R.M. is another round for selection of

deserving candidates

Negotiation rounds and final offer letters are the last step in

selection process.

3. College to Corporate/ Induction

A week-long schedule that makes the new employees

familiar with the organization.

Approximately 150-200 new recruits undergo induction.

The Senior Management of the company is invited to address

the new talent pool.

Also provided with a guided tour of the premises.

Special session on the first day called as CAMPUS TO

CORPORATE.

Training and Development- Levels and Program

SENIOR Management

MIDDLE Management

EXECUTIVE Management

a. Junior Management

The learning initiatives aim 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.

Need of Training

c. Senior Management

At the senior management level, the behavioural component

remains critical.

A key emphasis is laid on strategic thinking and leadership

skills that contribute to a superior organizational performance.

Need of Training

a. Executive Level (Level 1)

1. Assertiveness Skills The duration of this program is 2 days. It focuses upon 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.

Training Programs

5. Team work and Interpersonal skills

This has been designed to facilitate the process of building high

performances teams and achieving organizational goals through

developing an understanding 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 working.

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.

1. Effective Problem Solving and Decision Making

This 1 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 includes creating and delivering effective Business

presentations with impact so as 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.

 

Training at Level 2

4. Management by setting Objectives

The objectives of this module is to enable the participants to set achievable

targets for themselves and their sub-ordinates.

It includes setting achievable goals for self and sub-ordinates and monitoring

them on a regular basis.

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 market environment, defining the market,

market segmentation, market analysis, brand equity and customer service.

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.

Training at 3

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.

Performance Appraisal

Results in training needs evaluation and provides data to

determine promotions, transfers etc.

The performance is evaluated in terms of a performance grid.

The performance grid evaluates the capabilities against the

results and classifies the employees into categories of

Improvement, Key Players and champions.

Performance Appraisal

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.

Rewards and Incentives

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 Separation

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.

Employee Growth and Retaining

Thank You