alumni meets

8/13/2019 Alumni Meets

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A Project in Human Resources Planning and Audit

By

Ms. Shweta Seshan

Submitted to: Prof. Ghosh


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HR Practices at Galay!

In 1992, when retail in India was all about shelf space, merchandise and prices, Galaxy

redefined every aspect of the shopping experience and called it a service industry and offered

the Indian consumer an international shopping experience.

s India!s first specialty chain with outlets in "umbai, #angalore, $elhi, %yderabad, &aipur

and 'hennai and manpower strength of nearly 1()) employees Galaxy offers a complete

range of garments and accessories for the entire family.

*ith 2(,))) customers wal+ing in every day to feel the experience, Galaxy is well on its

way to rewrite many more chapters in the retail industry. he foundation of Galaxy was

laid on $ecember 2, 1992 by the -. -harma group of companies. s one of the largest

players in the country in the business of real estate development and hotels, the Group too+ a

pioneering step by redeveloping one of its existing group owned properties into a etail

venture called Galaxy.

Galaxy, leveraging on the Group!s strength and expertise in the service industry, grew from

merely being a men!s store with about /))) s0. ft. of trading area to ashion 3ifestyle

apparel and accessories store for the family and boasts a turnover of s. 4() 'rores

5ur ability to successfully develop our managers for their current assignment as well as for

future leadership roles has direct impact on our ability to achieve success in our four

priorities. hese priorities are diversity, profitable growth, improved productivity and returns,

and becoming customer6centric.

"ision

7o be a Global etailer in India and maintain no. 1 position in the Indian "ar+et in

$epartment -tore category.7

2

Galaxy - The Ultimate Shopping


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Mission

78othing but the best.7

o strive and achieve nothing but the best in terms of processes, practices and deliverables.

"alues

-ome of the main features that have helped Galaxy differentiate itself in the retail industry

and be accepted across the country as a mar+eting phenomenon are its own outstanding

commitment to customer satisfaction along with its deep sense of ethics and values.

he following are the values that help us in achieving our mission and vision

*e shall not ta+e what is not ours

he 5bligation to $issent :against a viewpoint that is not acceptable;

*e shall have an environment conducive to openness and development

*e shall believe in innovation

*e shall have the willingness to apologi


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activities at Galaxy. revamp of all the policies and procedures was effected and the

changes were effectively communicated to people across the organi


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results. *e have a clear vision of where we are going. *e focus our resources to achieve

leadership ob?ectives and strategies. *e develop the capability to deliver our strategies and

eliminate organi


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HR (nitiati+es at Galay!

'rgani,ational #ulture

he organi


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*e create and deliver products, pac+aging and concepts that build winning brand

e0uities.

*e develop close, mutually productive relationships with our customers and our

suppliers.

*e are good corporate citi


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Man$ower Planning

Galaxy is among the few companies that follow a structured manpower planning process.

his helps in minimi


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#ommunication

'ommunication is given great significance within and outside the organi


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Performance A$$raisal

4A)6degree performance appraisal is used at Galaxy. he process is 0uite ob?ective in

nature and monitoring is on a continuous basis. his helps employees identify any gaps in

their performance and rectify in time. Employees also get a chance to evaluate their seniors

and also improvise on their own performance through the feedbac+ received from all the

people that they regularly interact with. "#5 is also actively practiced and hence the targets

are realistic and achievable. ll goals are clear and unambiguous and hence there is no scope

for misunderstanding. "anagers compete with themselves than with other managers. his

reduces internal conflicts. he concept of one6minute6goals is actively practiced whereby all

the goals are written on paper in not more than 2() words and can be read in a minute. his

helps employees be in constant touch with their goals and goal6setting no longer remains an

activity that is done ?ust once a year.

#areer Progression

'areer >lanning of employees is chiefly dependent on the competency framewor+ in a

company. t, Galaxy, we map an employeeFs 0ualities by administering tests li+e

5ccupational >ersonality uotients :5>;, an independent psychometric test, that has 1D)

statements ?udging the individualFs feelings and emotions, thin+ing capacity and

interpersonal relationships. 'areer planning for the employees is seen as a H for the %

professionals at Galaxy.

t Galaxy, career planning is done in three ways6 multi6s+illing of employees, training and

behavior management program. he employees are categori


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#om$ensation

'ompensation is an integral part of any % initiative. he compensation pac+age at Galaxy

is competitive and at par with the best in the industry. t Galaxy, the flexi6pay system is

followed, whereby employees can choose from among a host of options li+e profit sharing

instead of regular bonus, E-5>s, %, conveyance allowance etc. 'ompensation pac+ages

are designed +eeping individual needs in mind and can be modified as per the desire of the

employee. lso, care is ta+en to ensure that the tax liability of the employee is +ept at a

minimum. he company also offers help in filing the annual tax returns of its employees.

Performance1%ined Pay

>erformance lin+ed pay forms a ma?or chun+ of the compensation pac+age at Galaxy.

here are also other non6monetary incentives li+e holidays in foreign destinations, giftvouchers for special targets etc. his helps the employees as they are rewarded for every little

effort that they put in. eam incentives foster a sense of team spirit and employees encourage

and help with each other achieve targets.

Producti+ity

>roductivity and efficiency are two important tools for maximi


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/m$loyment Security

Employment -ecurity in the >-s ma+es the employees complacent and affects productivity

whereas the high degree of insecurity in the private sector hampers performance. Galaxy

see+s to achieve a balance so that there is the right amount of stress and insecurity to egg

people on, but at the same time there is enough security so that people can concentrate on

their ?obs. his is done by communicating to the employees that their ?obs are dependent not

?ust on achieving targets, but on sustained performance over a period of time. Employees are

encouraged to be ethical at all times and are made aware of the need to uphold the company

culture at all times.

Retention

s we progress towards a +nowledge6based economy, human capital will feature as an

important source of competitive advantage for companies. %ence, it becomes imperative for

companies to recruit and retain high performers. etention of good employees is a common

problem in an industry that is growing by the day. he loss of +ey staff members will cause

inefficiency and loss of critical s+ills. -ignificant cost would also have to be incurred in

recruiting, training and developing new hires. 'ross6>latform raining helps the employees

adapt to the changing needs of the business environment. ecognition of alents is a very

important tool that helps in retention of employees. he talent of the employee is gauged

during the training period so that employee6?ob fit can be enhanced. his also increases the

productivity significantly

-tar performers are routinely sent up for training to International outlets so that they can gain

hands6on experience. hese initiatives have greatly reduced the employee turnover ratio.

-lei time

etention is a ma?or reason behind wor+place flexibility arrangement. It has been found that

flexi6wor+ is effective in reducing absenteeism among employees. It provides employees

with more time to handle various personal demands such as childcare and elder care, which

could sometimes lead to absenteeism. s employees are better able to balance their wor+ and

12


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family commitments, their satisfaction increase and they become more productive and

committed to their wor+.

Paternity %ea+e and Anni+ersary2Birthday %ea+e

Galaxy allocates paternity leave for its male employees, as it understands that most of the

employees live in nuclear families and hence need to mobili


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contribute to the organi


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...*he #ustomer1 0elighting #ustomers

'ustomers are the center of GalaxyFs universe they define 0uality. hey expect

performance, reliability, competitive prices, on6time delivery, service, clear and correct

transaction processing and more. In every attribute that influences customer perceptionK we

+now that ?ust being good is not enough. $elighting our customers is a necessity. #ecause if

we don!t do it, someone else willL

...the Process1 'utside1(n *hining

uality re0uires us to loo+ at our business from the customer!s perspective, not ours. In other

words, we must loo+ at our processes from the outside6in. #y understanding the transaction

lifecycle from the customer!s needs and processes, we can discover what they are seeing and

feeling. *ith this +nowledge, we can identify areas where we can add significant value or

improvement from their perspective.

...the /m$loyee1 %eadershi$ #ommitment

>eople create results. Involving all employees is essential to Galaxy!s 0uality approach.

Galaxy is committed to providing opportunities and incentives for employees to focus their

talents and energies on satisfying customers.

-ix -igma is a very important process implementation tool, which helps us map our

processes vis6M6vis, the structured processes and helps identify the gaps. his is useful in

improving the various business processes and increases productivity while reducing errors.

o achieve -ix -igma 0uality, a process must produce no more than 4./ defects per million

opportunities. his means we need to be nearly flawless in executing our +ey processes. -ix

-igma is a vision we strive toward and a philosophy that is part of our business culture. -ix

-igma was applied to the delivery process and was helpful in eliminating the number of

errors that occurred in the past.

*3M

he role of the % $epartment in improving 0uality is considerable. uality consciousness

is very high at Galaxy. ll employees are educated on the ill effects of sales return. %ence,

1(


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every product is minutely examined for 0uality conformance. uality is not the sole purview

of the purchase staff. Even sales personnel are encouraged to constantly examine all goods

for any defects. he customer is the focal point of all our initiatives. he customer includes

not only outsiders who buy the organi


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not have to sign any bond for this purpose and it has been noticed that these employees prefer

to stay on with the organi


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Ever since it changed the face of Indian etail Industry, Galaxy has garnered many a

coveted award and accolade. ecognition has come at both national and international levels,

ma+ing it a retail giant to rec+on with at the global arena.

Galaxy is the only retailer from India to become a member of the prestigious

Intercontinental Group of $epartmental -tores :IG$-;. he IG$- consists of 29

experienced retailers from all over the world, which include established stores li+e

-elfridges :England;, -hanghai 8o.1 :'hina;, "anor :-witI3. Galaxy has always believed that

*here the vision is one yearK cultivate flowers*here the vision is ten yearsK cultivate trees

*here the vision is eternityK cultivate people

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