Croma Electronics (Woolworths and Tata Enterprise)

Recruitment Selection
Human Resource Induction and Placements Needs

Training and Development Career Growth Employee Empowerment

Human Resource Performance Appraisal Development

Employee Welfare

Rewards and Incentives

Separation on Non Performance

Separation

Separation on Statutory Norms Separation on Employee Will

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.

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

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

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

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.

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.

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.

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.

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.

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.

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 employees job are considered such as job

description, setting of objectives, a review of previous years

performance, achievement and non-achievement of goals and the potential of the employee.

These criteria are evaluated by the managers.

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.

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 NonMonetary enclosures.

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.

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.