Company Profile

PROFILE

Type of Organization : Public

Type of Industry : Retailing

Founded on : 15th May, 2002

Founder : Radhakishan Damani

Parent : Avenue Supermarts Ltd. (ASL)

Headquarter : Mumbai, India

Products : Department stores

D-Mart Mumbai office address :Anjaneya Cooperative Housing Society Ltd.,

Opposite Hiranandani Foundation School, Orchard Avenue, Powai,

Mumbai, Maharashtra India- 400076

Revenue: 42,840 crores INR

FY23, US$5.4 billion

Website http: //www.dmartindia.com/

D-Mart customer care number for support & Help

+91 22 33400500

D-Mart customer care officially E-Mail address

[email protected]

D-Mart page for feedback & complaints

http://www.dmartindia.com/feedback

Company Promoters Radhakishan S. Damani Gopikishan S. Damani Shrikantadevi R. Damani

Kirandevi G. Damani Bright Star

Royal Palm Trust Bottle Palm Trust Mountain Glory Trust Gulmohar Trust Karnikar Company

contact information

Avenue Supermarts Limited

B – 72/72A, Wagle Industrial Estate, Road No. 33, Kamgar Hospital Road, Thane – 400 604
Phone: 022 3340 0500

Fax: 022 3340 0599

Email: [email protected]

Introduction

DMart is a one-stop supermarket chain that aims to offer customers a wide range of basic

home and personal products under one roof. Each DMart store stocks home utility products -

including food, toiletries, beauty products, garments, kitchenware, bed and bath linen, home

appliances and more - available at competitive prices that our customers appreciate. Our core

objective is to offer customers good products at great value.

DMart was started by Mr. Radhakishan Damani and his family to address the growing needs of

the Indian family. From the launch of its first store in Powai in 2002, DMart today has a
wellestablished presence in 347 locations across Maharashtra, Gujarat, Andhra Pradesh,
Madhya
Pradesh, Karnataka, Telangana, Chhattisgarh, NCR, Tamil Nadu, Punjab and Rajasthan. With our

mission to be the lowest priced retailer in the regions we operate, our business continues to

grow with new locations planned in more cities.

The supermarket chain of DMart stores is owned and operated by Avenue Supermarts Ltd.

(ASL). The company has its headquarters in Mumbai.

The brands D Mart, D Mart Minimax, D Mart Premia, D Homes, Dutch Harbour, etc are brands

owned by ASL.

Founders

DMart is owned and operated by Avenue Supermarts Ltd. (ASL) – a company founded by Mr.

Radhakishan Damani. Mr. Radhakishan Damani is respected in the business world as an astute

investor in the Indian equity market, he has built a company that constantly strives towards

developing a deep understanding of customer needs and satisfying them with the right products.

A firm believer in core business fundamentals and strong ethical values, Mr. Damani has built
DMart into an efficient, large and profitable retail chain that is highly respected by customers,

partners and employees alike.

About DMart

Mission :

To be the lowest price retailer in the area of operation/city/region. mission is to provide the best

value possible for customers, so that every rupee they spend on shopping with Dmart gives

them more value for money than they would get anywhere else.

Vision :

Continuous endeavour to investigate, identify and make available now products/ categories for

the customers everyday use and at the best value than anybody else.

Values :

At DMart, there is a strong emphasis on excellence in customer service. Their employees

believe in the values of Action, Care and Truth (ACT) to get the job done, with Dedication and
Determination.

Action :

Focus: To be focused about what I do.

Motivated: To be clear of achieving my goal.

Enthusiastic: To love what I do.

Care :

Respect: To respect every individual in the organisation and provide her/him with the dignity and

attention to make her/him believe that she/he makes a difference to the organisation.

Listen: To listen and resolve any employee / customer grievance quickly and fairly.

Truth :

Integrity: By being open, honest and fair in all our relationships and being respectful and trustful

to others.

Dmart stores in India are across 10 States, 1 Union Territory and NCR :
Bhilai, Durg, Raipur, Rajnandgaon

Delhi, Faridabad, Ghaziabad, Gurugram, Noida

Amritsar, Barnala, Chandigarh, Jalandhar, Ludhiana, Mandi Gobindgarh, Patiala

Maharashtra : Amravati, Aurangabad, Dhule, Ichalkaranji, Jaisingpur, Jalgaon, Jalna, Karad,

Kolhapur, Latur, Miraj, Mumbai (MMR), Nagpur, Nanded, Nandurbar, Nashik, Osmanabad, Pune,

Ratnagiri, Sangli, Satara, Solapur, Wardha, Yavatmal

Gujarat :

Ahmedabad, Anand, Ankleshwar, Bharuch, Bhuj, Bilimora, Gandhidham,

Gandhinagar, Godhra, Himmatnagar, Kalol, Mahesana, Nadiad, Navsari, Palanpur, Rajkot, Surat,

Surendranagar, Vadodara, Valsad, Vapi

Daman : Daman

Telangana :Hyderabad, Karimnagar, Khammam, Mancherial, Warangal

Andhra Pradesh : Anantapur, Bhimavaram, Eluru, Gudivada, Guntur, Kakinada, Kurnool,

Machilipatnam, Nellore, Ongole, Rajahmundry, Suryapet, Tanuku, Tirupati, Tuni, Vijayawada,

Visakhapatnam

Karnataka: Bengaluru, Belgaum, Gulbarga, Mangaluru, Tumakuru, Udupi

Madhya Pradesh : Bhopal, Dewas, Indore, Jabalpur, Mandsaur, Dr. Ambedkar Nagar (Mhow),

Neemuch, Pithampur, Ratlam, Ujjain

Chennai, Coimbatore, Dindigul, Erode, Hosur, Madurai, Salem, Shoolagiri,

Punjab :

Sulur, Tiruchirappalli, Tiruppur

Chhattisgarh :

NCR :

Tamil Nadu :

Rajasthan : Ajmer, Alwar, Bhilwara, Jaipur, Kishangarh, Kota

Supply Chain of D-Mart

D-Mart is one of the best examples of supply chain. Supply chain of D-mart is quiet

simple so let’s understand basic supply chain via a flow chart

this is basic

supply chain now local retailers get the products from wholesalers and wholesalers get

it from distributors or super stockers what d-mart did is they maintained their relations

with suppliers and manufacturers and get required stuff from them so middle

commission that is distributed with other wholesalers is saved and as they have

warehouses then transport or logistics costs are also controlled so basically we can

consider D-Mart in retail shop but as they have good relations, quick payment methods

and good quantity of order they firstly get massive discounts and as they get it directly

from the suppliers and manufacturers so middle commission is saved

Organisational chart
Introduction

HR PRACTICES

The success of any business depends as much on appropriate, effective, well-communicated,

HR

and business practices as it depends on meeting the requirements of mandated laws and

regulations. In fact, good planning and the development of effective practices make regulatory

compliance much easier.

HR practices helps in increasing the productivity and quality, and to gain the competitive
advantage of a workforce strategically aligned with the organization’s goals and objectives.

KPI's For HR PRACTICES

Some of the key performance indicators for Human Resources include but are not limited to the

following.

• Employees’ clarity on HR policies

• Employees’ clarity on roles, responsibilities and expectations

• Development of qualitative staff

• Number of HR issues arising for which there are no clear policies and guidelines

• Competitiveness of compensation structure relative to industry benchmark

• Usefulness and accuracy of compensation survey

• Lead time to respond to staff welfare issues

• Employees’ assessment of promotion criteria and process (clarity, fairness)

• Measurement of HR policy violation

• Average time required to fill vacancies

• Proportion of training programs resulting in productivity improvement

• Staff attrition rate

• Understanding / Clarity of the Organizational philosophy

• Outline Internal capabilities and identify gaps on skills-competencies-behavioral aspects

• Prepare HR strategic Objectives and bring in clarity as to how the HR strategy supports the

organizational strategy

• Develop KPI's for each of the strategic objectives.

• Track and measure performance

Human Resources Best Practices

The best practices in the management of human resources are the ones which optimize a
workforce

so that it can not only get work done, but also ensure a greater level of efficiency, timeliness and
quality as it accomplishes increases productivity overall.

Hence the job of the best practices human resources firm is to make sure that these benefits
and

pay scales meet the company’s budget while remaining attractive and competitive enough to
pull

in the very best talent possible. We should know that these figures put the company in a good
light

while also presenting themselves as engaging and competitive for company’s recruitment
efforts.

OBJECTIVE OF HR PRACTICES:-

The main objective of HR Practices is to differentiate the organization from its competitors by

effective and efficient HR Practices. By following this, the organization does its whole work

process. The objective of HR Practices is to increase productivity and quality, and to gain the

competitive advantage of a workforce strategically aligned with the organization’s goals and

objectives.

As The Transparent HR practices can reduce attrition, Because-

Transparent HR practices ensure continuous business growth in every organization.

It gives the suitable working environment to the employees.

The success of company motivates the employees of organization to continue relationship with

it. As all the employees Perks chart has been mentioned according to their designation in the
HR

practices, it helps the employees to know what their perks charts are. So it creates a
transparency.

OBJECTIVE of the PROJECT

As we know the whole function of HR department depends upon the HR Practices of the

organization. The HR management is done according to the HR Practices of the company.

Which

things to be done and which things should not be done depend upon this only. It also helps the

organization to achieve the target of the organization.

The HR policies of the organization have been mentioned in the HR Practices. All the rules &

regulations for the employees have been also mentioned in this. All the welfare of the
employees’

processes is also mentioned in this.

So the study of the HR Practices means basically the brief study of all HR functions in the

organization. I believe the HR Practices is a vital part of an organization, which helps the

organization to achieve the goal of the organization.

All companies are having their HR Practices but the company who is having the best, is the
most

successful company among its competitors. So the company can get success within its
competitors

by applying best, effective HR Practices.

The main objective of the project is

To understand the HR practices followed & Process of Performance Appraisal.

To know what are the uses of HR practices for any organization.

How these HR Practices help any organization to know its stand in the market and to be

competitive by implementing good HR Practices for their employees.

To understand how the organization would achieve its goals by implementing good HR

Practices.

To understand the work culture of the organization.

HR function is very important in every organization. It helps the organization to manage not only

the people of the organization but to manage all the working processes in it also. HR is

management function that helps managers to recruit, select, train and develop members for an
organization. Obviously HR is concerned with the people’s dimensions in organizations. HR
refers

to set of programs, functions, and activities designed and carried out.

HR practices of DMart Avenue Supermarts Ltd (ASL)

Effective and Efficient HR practices are very much important for every organization. So, ASL

has also its HR Practices, which helps it a lot to achieve the targets.

Human Resource Management initiatives in any Organization endeavor to change, redefine,

revisit, renew, reinvent, revitalize & restructure the Organization architecture. This is effectively

done with the help of alignment & integration of HR policies & strategies with business goal &

objectives.

Definition of HRMHRM is concerned with the people dimensions in management. Since every
organization is made

up of people, acquiring their services, developing their skills, motivating them to higher levels of

performance and ensuring that they continue to maintain their commitment to the organization
are

essential for achieving organizational objectives.

HRM is planning, organizing, directing and controlling of the procurement, development,

compensation, integration, maintenance and separation of human resources to the end so that

individual, organizational and social objectives are accomplished.

1.Recruitment and Selection:

Recruitment involves attracting candidates to apply for job vacancies, while selection involves
evaluating applicants to choose the best candidate for the position. Recruitment aims to build a
pool of potential candidates, while selection focuses on identifying the most suitable individual
based on skills, qualifications, and fit with the organization.

PROCESS Of RECRUITMENT

The recruitment process at DMart may vary depending on the position you're applying for, but
typically it involves the following steps:

Application: Submit your application through the company's career website or through job
portals.

Screening: Your application will be screened by HR or hiring managers to assess your

qualifications and experience.

Interview: If your application meets the requirements, you'll be invited for an interview. This
could be a phone interview, video interview, or in-person interview.

Assessment: Some positions may require you to complete assessments or tests to evaluate
your skills and abilities.

Additional Interviews: Depending on the role, you may be asked to attend additional interviews
with other members of the team or senior management.

Background Check: Before receiving an offer, DMart may conduct a background check to verify
your employment history, education, and other relevant information.

Offer: If you successfully pass all the stages of the recruitment process, you'll receive a job offer
from DMart.

It's important to thoroughly research the specific requirements and expectations for the position
you're applying for, as well as any additional steps that may be part of the process.

DMart objective of recruitment

The main objectives of recruitment at DMart, like in many other companies, are to:

Attract Talent: The primary goal is to attract qualified and skilled individuals who can contribute
to the company's success and growth.

Fill Vacancies: Recruitment aims to fill open positions within the organization efficiently and
effectively to ensure that business operations continue smoothly.

Diversity and Inclusion: DMart may focus on recruiting candidates from diverse backgrounds to
foster a culture of inclusivity and innovation within the company.

Talent Pipeline: Building a talent pipeline ensures that DMart has a pool of qualified candidates
for current and future job openings, reducing recruitment time and costs.

Employee Retention: By recruiting individuals who are a good fit for the company culture and
values, DMart aims to enhance employee satisfaction and reduce turnover rates.
Competitive Advantage: Effective recruitment helps DMart stay competitive by ensuring it has
the right people in the right positions to drive performance and achieve organizational goals..

FACTORS affecting RECRUITMENT

Internal factors:

Company growth and expansion plans.

Organizational culture and values.

HR policies and practices.

Workforce planning strategies.

Employee turnover rates.

External factors:

Market demand for DMart products.

Economic conditions and consumer spending.

Technological advancements impacting job roles.

Competition from other retailers.

Regulatory requirements and labor laws.

HR recruitment process of DMart in short

ChatGPT

The HR recruitment process at DMart involves:

Posting job openings.

Screening resumes.

Conducting interviews.

Making job offers.

Onboarding new hires.

The HR recruitment process at DMart

ChatGPT

The HR recruitment process at DMart typically includes the following steps:

Job Posting: HR posts job openings through various channels such as the company website, job
portals, and social media platforms.

Resume Screening: HR reviews incoming resumes to identify candidates who meet the job
requirements and qualifications.

Interviews: Qualified candidates are invited for interviews, which may include multiple rounds
with HR representatives and hiring managers.

Assessment: Some candidates may be required to undergo assessment tests or exercises to

evaluate their skills and suitability for the position.

Reference Checks: HR may conduct reference checks to verify the candidate's employment
history, qualifications, and suitability for the role.

Offer: If the candidate is selected, HR extends a job offer detailing the terms and conditions of
employment.
Onboarding: Once the offer is accepted, HR facilitates the onboarding process to integrate the
new hire into the company, which includes paperwork, orientation, and training.

Throughout the process, HR aims to attract, identify, and select candidates who align with
DMart's values, culture, and job requirements.

HR recruitment process of DMart in 7 lines

ChatGPT

Posting job openings on various platforms.

Screening resumes to shortlist candidates.

Conducting interviews with HR and hiring managers.

Assessing candidates through tests or exercises.

Checking references to verify qualifications.

Extending job offers to selected candidates.

Facilitating the onboarding process for new hires.

Factor affecting DMart recruitment

ChatGPT

Several factors can affect recruitment at DMart:

Market Demand: The demand for DMart's products in specific regions can influence recruitment
needs, especially when opening new stores or expanding existing ones.

Company Growth: DMart's growth strategy and expansion plans directly impact recruitment, as
they may require hiring additional staff to support increased operations.
Seasonal Variations: Retail businesses like DMart may experience fluctuations in staffing needs
based on seasonal demand, such as during festive seasons or holidays.

Competitive Landscape: The competitive environment in the retail sector can influence DMart's
recruitment efforts, as they may need to attract and retain talent in a competitive job market.

Technology and Automation: Advances in technology and automation may affect the types of
skills and expertise required, leading to changes in recruitment strategies to attract candidates
with relevant technical competencies.

Economic Conditions: Economic factors such as inflation, consumer spending patterns, and
market conditions can impact DMart's recruitment decisions, particularly in terms of budget
allocation for staffing.

Regulatory Compliance: Compliance with labor laws and regulations, including diversity and
inclusion requirements, can influence recruitment practices and policies at DMart.

Market demand, company growth, seasonal variations, competitive landscape, technology

advancements, economic conditions, and regulatory compliance impact DMart's recruitment.

Internal factors:

Company growth and expansion plans.

Organizational culture and values.

HR policies and practices.

Workforce planning strategies.

Employee turnover rates.

External factors:

Market demand for DMart products.

Economic conditions and consumer spending.

Technological advancements impacting job roles.

Competition from other retailers.

Regulatory requirements and labor laws.

SOURCES of RECRUITMENT

Internal Referrals: Current employees may recommend suitable candidates for job openings
within the organization.

Company Website: DMart posts job vacancies on its official website's career section for
interested candidates to apply.

Recruitment Agencies: DMart may collaborate with recruitment agencies to source candidates
for specialized roles or to reach a broader talent pool.

Campus Recruitment: DMart participates in campus recruitment drives at educational

institutions to attract fresh talent.

Social Media: DMart leverages social media platforms such as LinkedIn, Facebook, and Twitter
to advertise job openings and engage with potential candidates.
Employee Networking: The company encourages employee networking events and referrals as
a source of recruitment.

Job Portals: DMart may also use online job portals and job boards to advertise vacancies and
attract candidates from diverse backgrounds.

These sources help DMart access a wide range of candidates and ensure a robust recruitment
process.

It helps in translating Business Strategy into people requirements. A combination of internal

recruitment, campus recruitment, and executive search is leveraged to meet up to the changing

needs of the organization

In today’s rapidly changing business environment, organizations have to respond quickly to

requirements for people. Hence, it is important to have a well-defined recruitment policy in place,

which can be executed effectively to get the best fits for the vacant positions. Selecting the
wrong

candidate or rejecting the right candidate could turn out to be costly mistakes for the
organization.

Selection

The selection process at DMart, one of India's leading retail chains, is a meticulously designed
procedure aimed at identifying, evaluating, and hiring the best candidates for various positions
within the organization. This comprehensive process involves multiple stages, each
meticulously crafted to assess candidates' qualifications, skills, experience, and fit with the
company's culture and values. Let's delve into each stage of the selection process in detail:

Initial Application and Screening:

The selection process begins when candidates submit their applications through DMart's
official website or other recruitment channels. Applicants are required to provide their personal
information, educational background, work experience, and a resume outlining their
qualifications. HR personnel then review the submitted applications to screen for candidates
who meet the basic requirements and qualifications for the position. The screening process
involves assessing candidates' educational background, relevant work experience, skills, and
other qualifications to determine their suitability for the role.

Shortlisting and Initial Assessment:

After the initial screening, HR shortlists candidates based on their qualifications, experience,
and suitability for the role. Shortlisted candidates may undergo an initial assessment, which
could involve a phone interview or email correspondence. During this stage, HR gathers
additional information from candidates, such as their availability, salary expectations, and
reasons for applying to DMart. The purpose of this initial assessment is to further evaluate
candidates' qualifications and assess their interest and suitability for the position.

Interviews:

Qualified candidates are invited for interviews, which may consist of one or more rounds.
Interviews are conducted by HR representatives, hiring managers, or a panel of interviewers,
depending on the position. The purpose of interviews is to assess candidates' skills,
competencies, experience, and fit with the company culture. Interviews may be conducted in-
person, over the phone, or via video conferencing, depending on the location and availability of
candidates. During interviews, candidates may be asked behavioral questions, situational
questions, or technical questions related to the role they are applying for. The interviewers
evaluate candidates' responses, communication skills, problem-solving abilities, and overall
suitability for the position.

Assessment Tests and Exercises:

Depending on the nature of the position, candidates may be required to undergo assessment
tests or exercises to evaluate their technical skills, aptitude, or personality traits. These tests
help assess candidates' suitability for the role and their ability to perform job-related tasks
effectively. Assessment tests may include psychometric assessments, technical tests, case
studies, or role-playing exercises. The purpose of these assessments is to objectively evaluate
candidates' competencies, strengths, weaknesses, and potential fit with the role and the
organization.

Reference Checks:

Following the interviews and assessments, DMart conducts reference checks on selected
candidates to verify their employment history, educational qualifications, and other relevant
information. Reference checks help ensure that candidates have provided accurate and truthful
information during the recruitment process. DMart may contact previous employers or
colleagues to gather feedback on candidates' performance, work ethic, attitude, and
interpersonal skills. Reference checks provide valuable insights into candidates' past
experiences, achievements, and suitability for the role they are being considered for.

Background Verification:

As a final step in the selection process, DMart conducts background verification checks on
selected candidates to ensure their credibility, integrity, and suitability for employment.
Background checks may include criminal background checks, educational credential verification,
employment verification, and address verification. These checks help mitigate risks and ensure
that DMart hires candidates with a clean and trustworthy background. Background verification
is a crucial step in the selection process, as it helps protect the organization's reputation, assets,
and interests by ensuring that candidates meet the necessary eligibility criteria and ethical
standards for employment.

Final Selection and Job Offer:

Based on the results of interviews, assessments, reference checks, and background verification,
the hiring team makes the final selection decision. Factors considered during the final selection
process include candidates' qualifications, experience, skills, performance in interviews and
assessments, and fit with the company culture. Once a candidate is selected, HR initiates the
job offer process by extending a formal offer of employment, detailing the terms and conditions
of employment, including salary, benefits, start date, and any other relevant details. The job offer
is typically made verbally or in writing, and candidates are given a certain period to consider the
offer and provide their acceptance.
Offer Acceptance and Onboarding:

Upon receiving the job offer, the selected candidate formally accepts the offer, signifying their
commitment to joining DMart. Offer acceptance marks the beginning of the onboarding process,
during which HR facilitates the integration of the new hire into the organization. Onboarding
includes activities such as completing necessary paperwork, orientation sessions, training, and
familiarization with company policies, procedures, and culture. The purpose of onboarding is to
ensure that new employees feel welcome, informed, and prepared to contribute to the success
of DMart from day one.

Throughout the selection process, effective communication, collaboration, and coordination

between HR, hiring managers, and other stakeholders are essential to ensure a smooth and
efficient recruitment process. DMart is committed to selecting and hiring the best talent to
support its business objectives, maintain its position as a leading retail chain in India, and
deliver exceptional value and service to its customers. By implementing a rigorous selection
process, DMart aims to identify candidates who possess the necessary skills, qualifications,
experience, and fit with the organization's culture and values to thrive and succeed in their
respective roles within the company.

2. Performance Management System

DMart's performance management system is a strategic approach designed to ensure that

employees at all levels of the organization contribute effectively to the company's objectives
and success. Here's an explanation of how this system operates within DMart:

Goal Setting: At the core of DMart's performance management system is the establishment of
clear, measurable, and achievable goals for each employee. These goals are aligned with the
company's overall strategic objectives. Managers work closely with their teams to set SMART
goals (Specific, Measurable, Achievable, Relevant, Time-bound) that guide employee efforts and
focus their work towards desired outcomes.

Regular Feedback and Communication: Continuous feedback and communication play a vital
role in DMart's performance management system. Managers provide ongoing feedback to
employees, recognizing their achievements, identifying areas for improvement, and offering
support as needed. This feedback is delivered through various channels, including one-on-one
meetings, team discussions, and formal performance reviews. Open and transparent
communication ensures that employees are aware of their performance and understand how
they can contribute to the company's success.

Performance Appraisals: DMart conducts periodic performance appraisals to evaluate

employee performance against established goals and expectations. These appraisals provide a
structured framework for assessing employee contributions, strengths, areas for development,
and overall performance. Managers use performance appraisals to make decisions regarding
promotions, salary increases, bonuses, and other forms of recognition.

Training and Development: DMart invests in employee training and development to enhance
skills, knowledge, and capabilities. Training programs are tailored to meet the specific needs of
employees and their roles within the organization. Employees are encouraged to participate in
training sessions, workshops, seminars, and other learning opportunities to improve their job
performance and advance their careers. By investing in employee development, DMart ensures
that its workforce remains skilled, motivated, and capable of meeting the challenges of a
dynamic retail environment.

Recognition and Rewards: DMart recognizes and rewards employees for their outstanding
performance and contributions to the organization. This may include monetary rewards,
bonuses, promotions, or other forms of recognition. By acknowledging and rewarding employee
achievements, DMart reinforces a culture of excellence, motivates employees to perform at
their best, and fosters a sense of pride and loyalty among its workforce.

Performance Improvement Plans (PIPs): In cases where employees are not meeting
performance expectations, DMart may implement performance improvement plans (PIPs) to
help them address performance issues and improve their performance. PIPs outline specific
goals, action steps, and timelines for improvement, with regular monitoring and support from
managers. By providing targeted feedback and assistance, DMart helps employees overcome
challenges and reach their full potential.

Technology and Tools: DMart leverages technology and tools to streamline its performance
management processes and enhance efficiency. Performance management software may be
used for goal tracking, feedback collection, performance analytics, and reporting. Digital
platforms enable seamless communication, documentation, and monitoring of employee
performance across the organization. By harnessing the power of technology, DMart ensures
that its performance management system remains agile, data-driven, and responsive to the
needs of its employees and the business.

Overall, DMart's performance management system is a holistic approach that focuses on

setting clear expectations, providing regular feedback and support, recognizing and rewarding
employee contributions, and investing in employee development. By fostering a culture of
accountability, transparency, and continuous improvement, DMart empowers its employees to
perform at their best and drive the company's success in the highly competitive retail industry.

Purpose

For Administration :

Set clear expectations and goals for administrative staff to ensure alignment with
organizational objectives.

Monitor and evaluate the performance of administrative functions to identify areas for
improvement and efficiency.

Provide regular feedback and coaching to administrative staff to enhance their skills and
capabilities.

Support career development opportunities for administrative employees within the organization.

Recognize and reward exemplary performance within the administrative team to foster
motivation and engagement.

Facilitate data-driven decision-making in administrative processes and resource allocation.

Ensure compliance with organizational policies, procedures, and regulatory requirements.

Ultimately, optimize administrative operations and contribute to the overall success of DMart.

For Development

Identify skill gaps and training needs.

Provide opportunities for career growth and advancement.

Foster a culture of continuous learning and improvement.

Enhance employee capabilities to drive organizational success.

Method employed for rating and contribution:

DMart likely employs a combination of methods for rating and assessing employee
contributions within its performance management system. These methods may include:

Objective Metrics: Employees are evaluated based on measurable performance metrics relevant
to their roles, such as sales targets, customer satisfaction scores, productivity metrics, or task
completion rates.

Behavioral Competencies: Employees are assessed on behavioral competencies such as

teamwork, communication skills, problem-solving ability, adaptability, and leadership qualities.

Managerial Assessment: Managers provide subjective evaluations of employee performance

based on their observations, interactions, and judgment of contributions to team goals and
overall organizational success.

360-Degree Feedback: Feedback is collected from multiple sources, including peers,

subordinates, and other stakeholders, to provide a comprehensive view of an employee's
performance and contributions.

Self-Assessment: Employees have the opportunity to evaluate their own performance, identify
strengths and areas for improvement, and provide insights into their contributions to the
organization.

Goal Achievement: Performance is assessed based on the extent to which employees have
achieved their predefined goals and objectives within the given timeframe.

Qualitative Feedback: Employees receive feedback from managers and peers on their
performance, highlighting specific examples of achievements, areas of improvement, and
contributions to team or organizational goals.
By employing a combination of these methods, DMart ensures a holistic and balanced approach
to rating and assessing employee contributions, fostering a culture of accountability,
continuous improvement, and employee development.

SYSTEM of Performance Appraisal :

Goal setting aligned with organizational objectives.

Ongoing feedback from managers.

Mid-year reviews to assess progress.

Year-end appraisals evaluating performance.

Career development discussions.

Rewards and recognition for high performers.

Implementation of performance improvement plans when necessary.

Problems of performance management system of DMart:

Specific problems with DMart's performance management system were not widely reported.
However, common issues in performance management systems across companies can include:

Lack of clarity in performance expectations: Employees may not fully understand what is
expected of them, leading to confusion and subpar performance.

Ineffective feedback mechanisms: Feedback may be infrequent, inconsistent, or lacking in

specificity, hindering employee growth and improvement.

Bias in evaluations: Subjective biases can affect performance ratings, leading to unfair
treatment and demotivation among employees.
Insufficient employee development opportunities: Without adequate support for skill
development and career growth, employees may feel stagnant and disengaged.

Poor alignment with organizational goals: Performance management systems may not
effectively tie individual performance to broader organizational objectives, resulting in
misalignment and inefficiency

Training and development

Onboarding Training: New employees at DMart likely receive comprehensive onboarding training
to introduce them to the company's culture, values, policies, and procedures. This training may
cover topics such as workplace safety, customer service standards, and basic job
responsibilities.

Product Knowledge Training: Given that DMart is a retail chain, employees would benefit from
thorough product knowledge training. This includes learning about the various products sold at
DMart, including their features, benefits, and usage. Product knowledge training helps
employees assist customers effectively, answer their queries, and make informed
recommendations.

Customer Service Training: Excellent customer service is crucial in the retail industry. DMart
likely provides customer service training to equip employees with the necessary skills to
interact with customers professionally, handle inquiries and complaints, and ensure customer
satisfaction. This training may focus on communication skills, conflict resolution, empathy, and
problem-solving.

Sales Training: DMart may offer sales training programs to help employees understand sales
techniques, upselling and cross-selling strategies, and how to meet sales targets. This training
can improve employees' confidence in selling products and contribute to the company's revenue
growth.

Leadership Development: DMart may invest in leadership development programs to identify and
nurture talent within the organization. These programs provide aspiring leaders with
opportunities to develop essential leadership skills such as decision-making, delegation,
communication, and team management. Leadership development initiatives help build a
pipeline of future leaders to support DMart's growth and expansion plans.

Continuous Learning Opportunities: To foster a culture of continuous learning and development,

DMart may offer various learning opportunities to employees. This could include workshops,
seminars, online courses, and certifications relevant to their roles. By encouraging employees to
pursue ongoing learning, DMart ensures that its workforce remains skilled, knowledgeable, and
adaptable to changes in the retail industry.

Cross-Functional Training: DMart may provide cross-functional training opportunities to

employees, allowing them to gain exposure to different departments or roles within the
organization. Cross-functional training promotes collaboration, enhances employees'
understanding of the business as a whole, and encourages versatility and career advancement.

It's important to note that the specifics of DMart's training and development programs may vary
based on factors such as job roles, organizational priorities.

Training Design

Training Needs Analysis: Before designing any training program, DMart likely conducts a
thorough analysis of training needs. This involves identifying the knowledge, skills, and
competencies required for various job roles within the organization.

Setting Learning Objectives: Based on the training needs analysis, clear and measurable
learning objectives are established for each training program. These objectives define what
participants should be able to do or demonstrate upon completing the training.

Instructional Design: DMart's training programs are likely designed using instructional design
principles to ensure effectiveness and engagement. This may involve selecting appropriate
training methods and delivery formats such as presentations, demonstrations, hands-on
exercises, role-plays, simulations, and e-learning modules.
Content Development: Training content is developed to align with the learning objectives and
cater to the specific needs of DMart employees. Content may cover a range of topics, including
product knowledge, customer service skills, sales techniques, safety protocols, and operational
procedures.

Interactive and Engaging Delivery: DMart likely employs interactive and engaging delivery
methods to enhance learning retention and participant engagement. This may involve
incorporating multimedia elements, group discussions, case studies, quizzes, and real-life
scenarios into the training sessions.

Trainer Selection and Development: Qualified trainers or facilitators are selected to deliver
training programs effectively. They may undergo training themselves to ensure they have the
necessary skills and knowledge to engage participants, facilitate learning, and address
questions or concerns.

Evaluation and Feedback: DMart likely incorporates evaluation mechanisms to assess the
effectiveness of training programs and gather feedback from participants. This may involve pre-
training assessments, post-training evaluations, quizzes, surveys, and focus group discussions
to measure learning outcomes and identify areas for improvement.

Continuous Improvement: Based on evaluation findings and feedback, DMart continually refines
and improves its training programs to ensure they remain relevant, impactful, and aligned with
organizational goals and employee development needs.

It's important to note that the specific details of DMart's training design may vary based on
factors such as organizational priorities, industry regulations, and technological advancements.

MEANING OF TRAINNING & DEVELOPMENT ACCORDING TO DMart

Training: Training refers to the process of providing employees with the knowledge, skills, and
abilities required to perform their job effectively. This may include formal instruction, hands-on
practice, and experiential learning opportunities aimed at improving job performance,
productivity, and efficiency. Training at DMart could encompass various topics such as product
knowledge, customer service skills, sales techniques, safety protocols, and operational
procedures.

Development: Development, on the other hand, focuses on fostering employees' long-term

growth and advancement within the organization. It involves activities aimed at enhancing
employees' potential, capabilities, and competencies beyond their current job roles.
Development initiatives at DMart may include leadership development programs, career
coaching, mentoring, job rotations, and educational opportunities to support employees'
professional growth and career aspirations.

In summary, training at DMart focuses on equipping employees with the specific skills and
knowledge needed to perform their job tasks effectively, while development initiatives aim to
nurture employees' potential and prepare them for future roles and responsibilities within the
organization. These efforts collectively contribute to building a skilled, motivated, and adaptable
workforce that drives DMart's success in the competitive retail industry.

The Training Inputs are :

Analysis of employee needs

Alignment with organizational goals

Compliance with industry regulations

Employee feedback

Expert input

Budget and resource considerations

Technology and infrastructure requirements

Importance of Training & Development:

Training and development at DMart are crucial for:

Enhancing employee skills and performance.

Fostering employee engagement and satisfaction.

Supporting career growth and progression.

Improving the customer experience.

Adapting to industry changes and remaining competitive.

Building a talent pipeline for future leadership roles.

Need of Training:

DMart's individual-level training needs include:

Customer service skills

Product knowledge

Sales techniques

Operational procedures

Safety protocols

Technology skills

Leadership development

Career advancement opportunities

Training given on :

Product Knowledge: Training on the range of products offered by DMart, including features,
benefits, and usage.

Customer Service Skills: Training to enhance communication, problem-solving, and

interpersonal skills to provide excellent customer service.

Sales Techniques: Training on effective sales strategies, upselling, cross-selling, and closing
techniques.
Operational Procedures: Training on store operations, including inventory management, cash
handling, and safety protocols.

Technology Usage: Training on the use of technology tools and systems used in daily
operations, such as POS systems and inventory management software.

Compliance and Safety: Training to ensure compliance with industry regulations and safety
standards to maintain a safe working environment.

Leadership Development: Training programs for employees aspiring to leadership roles,

focusing on decision-making, team management, and leadership skills.

Identification of Training !eeds (Methods):

Identification of training needs at DMart involves:

Performance evaluation

Employee feedback

Skills gap analysis

Observation and job analysis

Industry trends and best practices

Group Level Training !eeds Identification:

Group-level training needs identification at DMart involves:

Assessing departmental performance.

Analyzing common challenges or deficiencies.

Identifying trends or patterns across teams.

Gathering feedback from supervisors and managers.

Conducting group discussions or surveys.

Reviewing industry benchmarks and best practices.

Benefits of Training !eeds Identification::

Enhances employee performance and engagement.

Optimizes resource allocation for cost efficiency.

Boosts retention and loyalty among employees.

Fosters adaptability and innovation.

Keeps employees updated on industry trends.

Aligns workforce skills with organizational goals.

Improves customer satisfaction and loyalty.

Provides DMart with a competitive edge in the market.

4.Job Analysis & Evaluation

Job analysis and evaluation at DMart involve systematic processes to understand, assess, and
assign value to various positions within the organization. Here's a detailed explanation of each:

1. Job Analysis:

Data Collection: DMart collects information about each job through various methods such as
interviews, surveys, observations, and examination of job descriptions. This information
includes duties, responsibilities, required skills, qualifications, and working conditions.

Job Description Creation: Based on the data collected, DMart creates detailed job descriptions
outlining the duties, responsibilities, and qualifications required for each position. These
descriptions serve as a foundation for recruitment, training, performance evaluation, and
compensation decisions.

Task Analysis: DMart conducts task analysis to break down job responsibilities into specific
tasks or activities. This helps identify the essential functions of each job and the knowledge,
skills, and abilities (KSAs) required to perform them effectively.
Skills Assessment: DMart assesses the skills and competencies needed for each job, including
technical skills, soft skills, and behavioral attributes. This ensures that job requirements align
with organizational goals and performance expectations.

Job Design Review: DMart reviews and refines job designs based on the findings of the job
analysis process. This may involve restructuring roles, redistributing tasks, or updating job
descriptions to better meet the needs of the organization.

2. Job Evaluation:

Comparative Analysis: DMart compares different jobs within the organization based on factors
such as complexity, responsibility, skills required, and impact on organizational goals. This
helps determine the relative value or worth of each job.

Evaluation Methods: DMart employs various job evaluation methods to assess the value of jobs
relative to one another. Common methods include ranking, classification, point-factor analysis,
and market pricing.

Point-Factor Analysis: In this method, DMart assigns numerical values or points to different job
factors such as skills, responsibilities, working conditions, and supervision requirements. These
points are then totaled to determine the job's overall value or worth.

Market Pricing: DMart may also use market pricing to evaluate jobs by comparing internal job
descriptions and salary data with external market benchmarks and industry standards.

Job Grading or Classification: Based on the results of job evaluation, DMart may group similar
jobs into salary grades or classifications. This helps establish a job hierarchy and determine
appropriate compensation levels for each job category.

Overall, job analysis and evaluation at DMart are essential processes that ensure roles within
the organization are clearly defined, fairly evaluated, and appropriately compensated. These
processes contribute to organizational effectiveness, employee satisfaction, and retention,
ultimately supporting DMart's success in the competitive retail industry.

Jobs

Store Operations:

Store manager

Sales Associate

Cashier

Stock Clerk

Customer Service Representative

Logistics and Distribution:

Warehouse Supervisor

Warehouse Associate

Logistics Coordinator

Delivery Driver

Corporate Functions:

Human Resources Specialist

Finance Manager

Marketing Coordinator

IT Support Specialist

Legal Counsel

Supply Chain Analyst

Quality Assurance and Compliance:

Quality Assurance Manager

Compliance Officer

Food Safety Inspector

Training and Development:

Training Coordinator

Learning and Development Specialist

Employee Trainer

Administration and Support:

Administrative Assistant

Office Manager

Receptionist

Facilities Coordinator

Management and Leadership:

Regional Manager

District Manager

Operations Manager

HR Manager

Health and Safety:

Health and Safety Officer

Environmental Compliance Specialist

Customer Experience:
Customer Experience Manager

Mystery Shopper

Social Media Coordinator

Information Technology:

IT Manager

Network Administrator

Database Analyst

Cybersecurity Specialist

list of various job roles at DMart along with their functions:

Store Manager: Oversees overall store operations.

Assistant Store Manager: Assists in day-to-day store management.

Department Manager: Manages specific departments within the store.

Cashier: Handles customer transactions at checkout.

Sales Associate: Assists customers and maintains store appearance.

Stock Clerk/Assistant: Manages inventory and restocks shelves.

Customer Service Representative: Provides assistance to customers.

Security Guard: Ensures safety and security within the store.

Human Resources Manager: Manages HR functions such as recruitment and training.

Recruitment Specialist: Handles hiring and staffing processes.

Training Coordinator: Organizes and conducts employee training.

Compensation and Benefits Specialist: Manages employee compensation and benefits.

HR Coordinator/Administrator: Provides administrative support to the HR department.

Employee Relations Manager: Handles employee relations and conflicts.

Digital Marketing Specialist: Manages digital marketing efforts.

Inventory Controller: Manages inventory levels and stock movements.

Marketing Coordinator: Assists in marketing and promotional activities.

Visual Merchandiser: Creates attractive product displays.

Logistics Coordinator: Manages transportation and distribution logistics.

E-commerce Specialist: Manages online sales and operations.

Organisational structure of DMart:

DMart, operated by Avenue Supermarts Limited, typically follows a hierarchical organizational

structure to manage its retail operations efficiently. Here's a detailed breakdown of DMart's
organizational structure:

Board of Directors: At the top of the hierarchy is the Board of Directors, comprising experienced
professionals and industry experts. They are responsible for setting the company's strategic
direction, overseeing major decisions, and ensuring corporate governance.

Chief Executive Officer (CEO): The CEO is the highest-ranking executive responsible for the
overall management and performance of DMart. They lead the executive team, implement
strategic initiatives, and represent the company to stakeholders.

Executive Leadership Team: The executive leadership team consists of top executives who
oversee key functional areas such as operations, finance, marketing, and human resources. This
team includes roles such as Chief Operating Officer (COO), Chief Financial Officer (CFO), Chief
Marketing Officer (CMO), and Chief HR Officer (CHRO).

Operations Division: Overseen by the COO or a designated operations executive, this division
manages all aspects of store operations, including sales, inventory management, logistics, and
customer service.

Finance Division: Led by the CFO or a finance executive, this division is responsible for financial
planning, budgeting, accounting, and reporting. It ensures the financial health and sustainability
of DMart through prudent financial management practices.

Marketing Division: Headed by the CMO or a marketing executive, this division focuses on
developing marketing strategies, promotions, and advertising campaigns to drive sales and
enhance brand visibility.

Human Resources Division: Managed by the CHRO or a human resources executive, this
division oversees HR functions such as recruitment, training, employee relations, compensation,
and benefits. It ensures the development and well-being of DMart's workforce.

Regional Management: DMart may be divided into regions or zones, each overseen by a
Regional Manager or Zone Manager. These managers are responsible for multiple stores within
their designated geographic area, ensuring consistent operations and performance across
locations.

Store Management: Each DMart store is led by a Store Manager, who is responsible for all
aspects of store operations, including sales, customer service, inventory management, and staff
supervision. The Store Manager reports to the Regional Manager or Zone Manager.

Department Management: Within each store, there may be Department Managers responsible
for specific departments such as groceries, apparel, electronics, or household goods. They
oversee departmental operations, merchandise displays, and customer service within their
respective areas.

Supervisors/Team Leaders: Depending on the size of the store and its operational needs, there
may be Supervisors or Team Leaders responsible for overseeing specific teams or sections
within the store. They provide guidance, support, and direction to frontline employees.

Frontline Employees: At the bottom of the hierarchy are frontline employees who perform
various tasks such as cashiering, stocking shelves, assisting customers, and maintaining store
cleanliness. They play a crucial role in delivering quality customer service and ensuring smooth
store operations.
This hierarchical organizational structure helps DMart effectively manage its retail operations,
ensure accountability, and maintain consistency across its stores. Clear lines of authority and
communication facilitate decision-making and help the company adapt to changing market
conditions and customer needs.

Process flow of DMart:

The process flow at DMart involves various steps and activities to ensure smooth retail
operations and provide excellent customer service. While specific processes may vary based on
factors such as store layout, size, and location, here's a general outline of the typical process
flow at DMart:

Store Opening Preparation:

Staff Arrival: Store staff arrive at the designated time for their shift.

Store Setup: Employees prepare the store for opening by checking equipment, stocking shelves,
and ensuring displays are organized.

Cash Register Setup: Cashiers initialize cash registers and ensure they are functioning properly.

Store Opening:

Opening Procedures: The store officially opens its doors to customers at the designated
opening time.

Greeting Customers: Employees welcome customers as they enter the store and offer
assistance as needed.

Floor Walk: Store managers and supervisors conduct a floor walk to ensure everything is in
order and address any issues that arise.

Customer Shopping Experience:

Product Selection: Customers browse through aisles and select items they wish to purchase.
Assistance: Employees are available to assist customers with product inquiries, locating items,
and providing recommendations.

Checkout: Customers proceed to the checkout counters to pay for their purchases.

Checkout Process:

Scanning Items: Cashiers scan each item using a barcode scanner.

Bagging Items: Baggers assist in bagging items and arranging them in shopping bags.

Payment: Customers make payments using cash, credit/debit cards, or digital payment
methods.

Receipt Issuance: Cashiers print and provide receipts to customers.

Post-Checkout Activities:

Bagging Assistance: Baggers offer assistance to customers in carrying their purchases to their
vehicles, if needed.

Cleaning: Employees maintain cleanliness in the store by regularly cleaning and organizing
shelves, aisles, and checkout areas.

Restocking: Staff replenish shelves with products to ensure availability for customers.

Customer Service:

Assistance: Employees are available to address customer inquiries, resolve complaints, and
provide assistance with returns or exchanges.

Feedback Collection: Customers may be invited to provide feedback on their shopping

experience through surveys or feedback forms.

Store Closing Preparation:

Closing Procedures: Employees begin closing procedures, including cleaning, restocking, and
preparing the store for closure.

Cash Reconciliation: Cashiers reconcile cash registers and prepare cash deposits for banking.
Security Checks: Security guards conduct security checks to ensure the store is secure before
closing.

Store Closing:

Announcement: An announcement is made to inform customers that the store will be closing
soon.

Last-minute Shopping: Customers complete their purchases and proceed to checkout counters.

Closing Time: The store officially closes its doors to customers at the designated closing time.

Post-Closing Activities:

Cash Deposit: Cashiers deposit cash collections at the designated bank or secure location.

Final Checks: Managers conduct final checks to ensure all closing procedures are completed,
and the store is secure.

Employee Departure: Staff members clock out and leave the store premises.

Security and Surveillance:

Surveillance: Security cameras monitor the store premises to deter theft and ensure safety.

Security Checks: Security guards conduct regular patrols and checks to maintain a secure
environment.

This process flow outlines the key steps involved in the operation of a DMart store, from
opening to closing, with a focus on providing a seamless shopping experience for customers
while ensuring operational efficiency and security.

Inputs of organisational structure of DMart:

Certainly! Here are the key inputs for the organizational structure of DMart in short:

Company Vision and Mission

Business Strategy

Size and Scope of Operations

Market Segmentation

Functional Departments

Hierarchical Levels

Regional or Divisional Structure

Centralization vs. Decentralization

Span of Control

Cultural Considerations

These inputs help shape DMart's organizational structure to effectively manage its retail
operations, serve customers, and achieve its business goals.

In DMart by Avenue Supermarts Ltd. there are different departments so as to organize the work
efficiently and

effectively. These are:

DMart lis a large retail organization.It has various business management departments
responsible for overseeing different aspects of its operations. Here are some key business
management departments commonly found in DMart:

Operations Management: Responsible for managing the day-to-day operations of DMart stores,
ensuring smooth functioning, and optimizing efficiency in processes such as inventory
management, logistics, and store layout.

Finance and Accounting Department: Manages financial planning, budgeting, accounting, and
reporting for DMart. This department oversees financial transactions, analyzes financial data,
and ensures compliance with accounting standards and regulations.

Marketing and Sales Department: Develops marketing strategies, promotions, and advertising
campaigns to attract customers and drive sales. This department also conducts market
research, analyzes consumer trends, and monitors competitors.
Human Resources Management: Handles recruitment, training, employee relations,
performance management, and compliance with labor laws and regulations. The HR
department ensures the well-being and development of DMart's workforce.

Supply Chain Management: Oversees the supply chain processes, including sourcing,
procurement, distribution, and logistics. This department ensures the efficient flow of products
from suppliers to DMart stores and ultimately to customers.

Information Technology (IT) Department: Manages IT infrastructure, systems, and applications

to support DMart's operations. This includes managing POS systems, inventory management
software, and other technology solutions to enhance efficiency and customer experience.

Quality Assurance and Compliance: Ensures product quality, safety, and compliance with
regulatory standards and industry regulations. This department may also handle quality control
processes, audits, and supplier assessments.

Customer Service and Experience: Focuses on providing excellent customer service and
enhancing the overall shopping experience at DMart stores. This department may handle
customer inquiries, feedback, complaints, and loyalty programs.

Business Development and Expansion: Identifies growth opportunities, evaluates new markets,
and develops strategies for expanding DMart's presence. This department may explore new
store locations, partnerships, and business ventures.

Corporate Communications and Public Relations: Manages internal and external

communications, including media relations, corporate branding, and public relations efforts.
This department helps build and maintain DMart's reputation and brand image.

These business management departments work together to ensure the smooth functioning and
success of DMart's retail operations, while also driving growth, innovation, and customer
satisfaction.
Corporate Information:

BOARD OF DIRECTORS

Mr. Ramesh Damani

Independent Director (Chairman)

Mr. Chandrashekhar Bhave

Independent Director

Ms. Kalpana Unadkat

Independent Director

Mrs. Manjri Chandak

Non-executive Director

Mr. Ignatius Navil Noronha

Managing Director & CEO

Mr. Ramakant Baheti

Whole-time Director & Group CFO

Mr. Elvin Machado

Whole-time Director

CHIEF FINANCIAL OFFICER

Mr. Niladri Deb

COMPANY SECRETARY &

COMPLIANCE OFFICER

Mrs. Ashu Gupta

BANKERS

Axis Bank Limited

HDFC Bank Limited

ICICI Bank Limited

Kotak Mahindra Bank Limited

State Bank of India

The Hong Kong and Shanghai Banking

Corporation Limited

Sumitomo Mitsui Banking Corporation

AUDITORS

S R B C & Co LLP

Chartered Accountants

REGISTERED OFFICE

Anjaneya Co-op. Housing Society Ltd.

Orchard Avenue, Opp. Hiranandani

Foundation School,

Powai, Mumbai - 400 076

Tel: +91-22-40496500

CORPORATE OFFICE

B–72/72A, Wagle Industrial Estate,

Road No. 33, Kamgar Hospital Road,

Thane – 400604

Tel: +91-22-33400500,

+91-22-71230500

E-mail: [email protected]

Website: www.dmartindia.com

REGISTRAR & SHARE TRANSFER

AGENT

Link Intime India Private Limited

C-101, 247 Park, L. B. S. Marg,

Vikhroli (West), Mumbai - 400 083

Tel: +91-22-4918 6270

Fax: +91-22-4918 6060

E-mail: [email protected]

COMMITTEES OF THE BOARD

Audit Committee

Mr. Chandrashekhar Bhave – Chairman

Mr. Ramesh Damani – Member

Ms. Kalpana Unadkat – Member

Mrs. Manjri Chandak – Member

Nomination & Remuneration

Committee
Mr. Chandrashekhar Bhave – Chairman

Mr. Ramesh Damani – Member

Mrs. Manjri Chandak – Member

Stakeholders’ Relationship Committee

Mrs. Manjri Chandak – Chairperson

Mr. Ramesh Damani – Member

Mr. Ramakant Baheti – Member

Corporate Social Responsibility

Committee

Mr. Chandrashekhar Bhave – Chairman

Mr. Ramesh Damani – Member

Mr. Ramakant Baheti – Member

Mrs. Manjri Chandak – Member

Risk Management Committee

Mr. Ignatius Navil Noronha – Chairman

Mr. Ramakant Baheti – Member

Mrs. Manjri Chandak – Member

Ms. Kalpana Unadkat– Member

(w.e.f. 10th July, 2021)

Mr. Ashutosh Dhar – Member

Mr. Vikram Bhatia – Member

Human Resource Information System:

Overview of Human Resource Information System (HRIS)

A Human Resource Information System (HRIS) is a software solution designed to streamline

and automate various HR functions within an organization. It serves as a centralized platform
for managing employee data, recruitment, payroll, performance management, training, and other
HR-related processes. By integrating technology with HR practices, an HRIS enhances efficiency,
accuracy, and decision-making while improving the overall employee experience.

Components of DMart's HRIS

Recruitment and Applicant Tracking System (ATS):

DMart's HRIS includes a robust recruitment module equipped with an Applicant Tracking
System (ATS). This module allows HR professionals to post job openings, track applications,
and manage candidate profiles efficiently.

The ATS automates various stages of the recruitment process, from resume screening and
scheduling interviews to conducting background checks and making job offers.

It also enables recruiters to create talent pools, search for candidates based on specific criteria,
and collaborate with hiring managers to identify the best-fit candidates for each position.

Employee Onboarding:

DMart's HRIS facilitates seamless onboarding for new employees, ensuring a smooth transition
into the organization.

The system guides new hires through the necessary paperwork, orientation materials, and
training modules, reducing administrative burden and minimizing manual errors.

It provides a centralized platform for new employees to complete onboarding tasks, such as
filling out tax forms, signing policy documents, and enrolling in benefits programs.

Personnel Administration:

The HRIS serves as a comprehensive database for storing and managing employee information,
including personal details, employment history, compensation, and benefits.

HR professionals can easily access and update employee records, ensuring data accuracy and
compliance with regulatory requirements.

The system also facilitates administrative tasks such as leave management, attendance
tracking, and organizational charting.

Payroll Management:

DMart's HRIS automates payroll processing, simplifying complex calculations and ensuring
timely and accurate payment to employees.

The system calculates salaries, deductions, and taxes based on predefined rules and
regulations, minimizing errors and discrepancies.

It generates pay stubs, tax forms, and other payroll documents electronically, reducing paper-
based processes and streamlining record-keeping.

Performance Management:

The HRIS includes tools for setting performance goals, conducting evaluations, and providing
feedback to employees.

Managers can track employee performance metrics, identify strengths and areas for
improvement, and align individual goals with organizational objectives.

The system facilitates ongoing performance discussions, coaching sessions, and development
planning, fostering a culture of continuous feedback and growth.

Training and Development:

DMart invests in employee training and development programs to enhance skills and
competencies.

The HRIS supports the administration of training initiatives, including course enrollment,
progress tracking, and assessment.

It allows employees to access training materials, participate in online courses, and track their
learning progress, empowering them to take ownership of their professional development.

Employee Self-Service (ESS):

The HRIS offers self-service functionality, enabling employees to access their personal
information, submit requests, and perform HR-related tasks independently.

Employees can view their pay stubs, update their contact details, request time off, and enroll in
benefits programs through the self-service portal.

ESS reduces administrative overhead for HR staff, improves data accuracy, and enhances
employee satisfaction by providing convenient access to HR services.

Analytics and Reporting:

DMart's HRIS provides robust reporting and analytics capabilities, allowing HR professionals to
generate customized reports on various HR metrics.

Managers can analyze trends, track key performance indicators (KPIs), and make data-driven
decisions to optimize workforce management strategies.

The system offers dashboards, charts, and visualizations to present HR data in an easily
understandable format, facilitating strategic planning and resource allocation.

Integration with Other Systems

DMart's HRIS may be integrated with other business systems, such as accounting software,
inventory management systems, and customer relationship management (CRM) software, to
streamline data exchange and ensure seamless workflow across departments.

Integration enables real-time synchronization of data, eliminates duplicate data entry, and
improves overall operational efficiency and collaboration.

Security and Compliance

Security is a top priority for DMart's HRIS to safeguard sensitive employee information and
ensure compliance with data protection regulations.

The system implements robust security measures, including data encryption, access controls,
and regular audits, to prevent unauthorized access, data breaches, and cyber threats.

It also helps HR professionals adhere to regulatory requirements such as the General Data
Protection Regulation (GDPR) and the Personal Data Protection Bill.

Future Trends and Innovations

As technology continues to evolve, DMart may explore emerging trends and innovations in HRIS
to stay ahead of the curve and meet the evolving needs of its workforce.

Some future trends and innovations in HRIS include:

Artificial Intelligence (AI) and Machine Learning: AI-powered algorithms can automate routine
tasks, analyze large datasets, and provide predictive insights to HR professionals.

Chatbots and Virtual Assistants: Chatbots and virtual assistants can enhance employee self-
service capabilities, providing instant support and answers to common HR queries.

Blockchain Technology: Blockchain technology can enhance data security and integrity,
enabling secure and transparent transactions within the HRIS.

Employee Experience Platforms (EXPs): EXPs focus on enhancing the employee experience by
providing personalized, user-friendly interfaces and integrating various HR services into a single
platform.

Remote Work Solutions: With the rise of remote work, HRIS solutions may incorporate features
such as virtual collaboration tools, remote onboarding modules, and flexible scheduling options.

Conclusion

In conclusion, DMart's HRIS plays a critical role in managing its human capital effectively and
efficiently.

By leveraging technology and best practices in HR management, DMart enhances employee

engagement, improves decision-making, and drives organizational success.

With its comprehensive features, integration capabilities, and focus on security and compliance,
DMart's HRIS serves as a strategic asset in the company's quest for excellence in human
resource management.

As technology continues to evolve, DMart will continue to innovate its HRIS to adapt to changing
business needs and emerging trends, ensuring its continued success in the dynamic retail
industry.

This detailed explanation provides a comprehensive overview of DMart's HRIS, covering its
components, integration capabilities, security measures, future trends, and innovations

Compensation:

1. Competitive Pay:

DMart aims to offer competitive salaries and wages that are comparable to or above industry
standards. This ensures that employees are fairly compensated for their contributions and skills.
The company conducts regular market surveys and benchmarks its compensation packages
against those of its competitors to ensure competitiveness.

2. Performance-Based Compensation:

DMart believes in rewarding performance and results. As such, its compensation philosophy
likely includes a significant component of performance-based pay, such as bonuses, incentives,
and profit-sharing.

Performance metrics are tied to individual, team, and organizational goals, encouraging
employees to strive for excellence and contribute to the company's success.

3. Total Rewards Approach:

DMart takes a holistic approach to compensation, encompassing not only monetary rewards
but also benefits, perks, and non-financial incentives.

The company offers a comprehensive benefits package, including healthcare, retirement plans,
wellness programs, and employee discounts, to enhance the overall employee experience and
well-being.

4. Pay Equity and Fairness:

DMart is committed to ensuring pay equity and fairness across its workforce. Compensation
decisions are based on factors such as job responsibilities, performance, skills, and experience,
rather than personal biases or discrimination.

The company may conduct regular pay audits and reviews to identify and address any
disparities in compensation based on gender, race, or other demographic factors.

5. Transparent Communication:

DMart believes in transparent communication regarding compensation policies, practices, and

decisions. Employees are provided with clear information about how their pay is determined and
the opportunities available for advancement.

The company encourages open dialogue and feedback regarding compensation-related matters,
fostering trust and engagement among employees.

6. Career Development Opportunities:

DMart recognizes that career advancement and development opportunities are key drivers of
employee satisfaction and retention. As such, its compensation philosophy may include
provisions for career progression and advancement.

The company invests in training, mentoring, and professional development programs to help
employees acquire new skills, grow their careers, and take on increased responsibilities.

7. Flexibility and Customization:

DMart understands that employees have diverse needs and preferences when it comes to
compensation. Its compensation philosophy may include provisions for flexibility and
customization, allowing employees to tailor their compensation packages to suit their individual
circumstances.

The company may offer options such as flexible work arrangements, remote work opportunities,
and cafeteria-style benefits plans to accommodate different lifestyles and preferences.

8. Alignment with Company Values and Culture:

DMart's compensation philosophy is aligned with its core values, culture, and business
objectives. Compensation decisions reflect the company's commitment to integrity, fairness,
and accountability.

The company rewards behaviors and outcomes that exemplify its values and contribute to a
positive work environment, customer satisfaction, and long-term success.

Conclusion:

DMart's compensation philosophy is designed to attract, retain, and motivate top talent while
fostering a culture of performance, fairness, and transparency. By offering competitive pay,
performance-based incentives, comprehensive benefits, and opportunities for career
development, the company aims to create a rewarding and fulfilling work environment for its
employees.

EXIT INTERVIEWS

An exit interview at DMart serves as a valuable opportunity for the company to gather feedback
from departing employees and gain insights into their experiences, reasons for leaving, and
suggestions for improvement.
1. Purpose and Preparation:

The HR department at DMart typically conducts exit interviews with departing employees shortly
before their last day of employment.

The purpose of the exit interview is to understand the employee's reasons for leaving, gather
feedback on their overall experience at DMart, and identify areas for improvement.

HR professionals prepare for the exit interview by reviewing the employee's personnel file,
performance evaluations, and any previous feedback or concerns raised by the employee.

2. Confidentiality and Trust:

DMart ensures confidentiality during the exit interview process, assuring departing employees
that their feedback will be handled discreetly and used constructively to improve the workplace.

HR professionals create a safe and non-judgmental environment where departing employees

feel comfortable sharing their honest opinions and feedback.

3. Discussion Topics:

The exit interview covers various topics related to the employee's tenure at DMart, including:

Reasons for leaving: HR professionals inquire about the primary reasons for the employee's
decision to resign, whether it's related to career advancement, work-life balance, compensation,
job satisfaction, or other factors.

Overall experience: Employees are asked to reflect on their overall experience at DMart,
including their interactions with colleagues, supervisors, and management, as well as the
company culture and work environment.

Strengths and weaknesses: HR professionals seek feedback on the employee's perception of

DMart's strengths and areas for improvement, including its policies, processes, communication
channels, and employee benefits.

Suggestions for improvement: Departing employees are encouraged to provide constructive

suggestions and recommendations for how DMart can enhance its workplace culture, employee
engagement, and retention efforts.

Future career plans: HR professionals inquire about the employee's future career plans,
including their reasons for pursuing new opportunities and any feedback they may have
regarding their career development at DMart.

4. Documentation and Analysis:

HR professionals document the feedback gathered during the exit interview and analyze
common themes, trends, and patterns across multiple interviews.

The insights obtained from exit interviews are used to identify opportunities for organizational
improvement, refine HR policies and practices, and enhance the employee experience at DMart.

5. Follow-Up and Action Planning:

DMart takes proactive steps to address the feedback received during exit interviews, prioritizing
areas for improvement and developing action plans to implement necessary changes.

HR professionals may follow up with departing employees after their departure to provide
updates on any changes implemented as a result of their feedback and to maintain positive
relationships with alumni.

The benefits of exit interviews at DMart include:

Gathering valuable feedback from departing employees.

Identifying trends and areas for improvement.

Improving retention and engagement.

Enhancing organizational effectiveness.

Fostering a culture of feedback and transparency.

Identifying training and development needs.

Maintaining positive alumni relationships.

Fulfilling legal and compliance requirements.

Benchmarking and comparison for strategic decision-making.

Conclusion:
Exit interviews play a crucial role in DMart's continuous improvement efforts by providing
valuable feedback from departing employees and identifying opportunities for enhancing the
employee experience and organizational effectiveness. By conducting exit interviews with
professionalism, confidentiality, and empathy, DMart demonstrates its commitment to listening
to its employees' voices and fostering a culture of open communication and continuous
learning.

This overview outlines the typical process and key considerations involved in conducting exit
interviews at DMart.

EXPOSURE TO OTHER KEY HR OPERATIO!S

Recruitment and onboarding: Attracting and integrating talent efficiently.

Training and development: Enhancing employee skills and performance.

Performance management: Evaluating and rewarding employee contributions.

Compensation and benefits: Fairly rewarding employees for their work.

Employee relations: Maintaining positive interactions and resolving conflicts.

Compliance and policy adherence: Ensuring adherence to legal and company policies.

HRIS utilization: Leveraging technology for streamlined HR processes.

Diversity and inclusion initiatives: Promoting a diverse and inclusive workplace culture.

Employee engagement and retention: Fostering employee satisfaction and loyalty.

Safety !eedsOnce physiological needs are met, another set of motives, called safety or security
needs, become

motivators. The primary motivating force here is to ensure a reasonable degree of continuity,

order, structure, & predictability in one’s environment.

In UTCL security needs means the factors like

Job security,

Salary increments,

Safe working conditions etc.

It also satisfy the safety needs of employees include

Group insurance,

Provident fund, gratuity

Safe working conditions,

Grievance procedure,

System of seniority to govern lay-off etc.

It’s definitely provides job securities to its employees because once employee get in to the

organization, the chances of retrenchment is very less till the employee has not done any thing

misconduct. Because of these reasons employees can satisfy their safety needs. That is the
reason

for low attrition in the organization.

OBSERVATIONS AND FINDINGS

Strong Market Presence: DMart has a significant presence in the retail industry, with numerous
stores across India.

Customer Loyalty: DMart enjoys a loyal customer base due to its competitive pricing, wide
product range, and convenient locations.

Operational Efficiency: DMart is known for its efficient supply chain management, which
enables it to maintain high inventory turnover and low operating costs.

Employee Satisfaction: DMart's employees often report high levels of satisfaction, citing
opportunities for career growth, supportive management, and a positive work environment.
Focus on Value: DMart emphasizes value for money, offering quality products at affordable
prices, which resonates with budget-conscious consumers.

Expansion Plans: DMart continues to expand its footprint, opening new stores and exploring
opportunities for growth in both urban and rural markets.

Community Engagement: DMart is actively involved in community initiatives, such as education,

healthcare, and environmental sustainability, contributing to its reputation as a socially
responsible organization.

Customer Experience: DMart prioritizes customer experience, focusing on factors such as store
layout, product availability, and service quality to enhance the shopping experience for
customers.

Competitive Landscape: DMart faces competition from both traditional retailers and e-
commerce players, requiring it to continuously innovate and differentiate itself in the market.

RECOMMENDATIONS

Enhance Online Presence: Invest in expanding and improving the online shopping experience to
cater to the growing demand for e-commerce. This could include improving website
functionality, offering a wider range of products online, and enhancing delivery services.

Optimize Supply Chain: Continuously optimize the supply chain to improve efficiency, reduce
costs, and ensure timely delivery of products to stores. Explore technologies such as RFID
tracking and predictive analytics to streamline inventory management.

Customer Engagement: Strengthen customer engagement initiatives by implementing loyalty

programs, personalized promotions, and targeted marketing campaigns. Leverage customer
data to understand preferences and tailor offerings accordingly.
Employee Development: Invest in training and development programs to enhance employee
skills, motivation, and job satisfaction. Provide opportunities for career advancement and
recognition to foster a culture of continuous learning and growth.

Sustainability Practices: Integrate sustainable practices across operations, such as reducing

waste, energy conservation, and sourcing eco-friendly products. Communicate these initiatives
to customers to build brand loyalty and enhance reputation.

Expansion Strategy: Continue strategic expansion into new markets, both geographically and
demographically. Conduct thorough market research to identify growth opportunities and tailor
offerings to meet local preferences and needs.

Technology Adoption: Embrace innovative technologies such as artificial intelligence, data

analytics, and automation to optimize business processes, enhance decision-making, and
improve customer experiences.

Community Engagement: Strengthen community engagement efforts by supporting local

initiatives, charities, and social causes. Build partnerships with local organizations to address
community needs and enhance brand reputation.

Competitive Differentiation: Differentiate DMart from competitors by focusing on unique value

propositions such as affordable pricing, quality products, and exceptional customer service.
Continuously monitor the competitive landscape and adapt strategies accordingly.

Feedback Mechanisms: Implement robust feedback mechanisms to gather insights from

customers, employees, and other stakeholders. Actively listen to feedback and use it to drive
continuous improvement and innovation across all aspects of the business.

By implementing these recommendations, DMart can strengthen its position in the market,
enhance customer satisfaction, and drive sustainable growth in the retail industry.

LIMITATIONS
Geographic Concentration: DMart's presence is primarily concentrated in certain regions of
India, which may limit its market reach and growth potential compared to competitors with a
nationwide or global presence.

Limited Product Range: DMart focuses mainly on essential goods and everyday items, which
may restrict its ability to capture a broader market segment or compete effectively with retailers
offering a wider range of products and categories.

Dependence on Physical Stores: Despite efforts to expand its online presence, DMart's reliance
on physical stores may pose challenges in reaching customers who prefer online shopping or
those located in areas without nearby store locations.

Price Sensitivity: DMart's competitive pricing strategy, while appealing to budget-conscious

consumers, may also limit profit margins and constrain its ability to invest in premium offerings
or upscale customer experiences.

Supply Chain Vulnerabilities: DMart's efficiency in supply chain management may be vulnerable
to disruptions such as supply chain bottlenecks, transportation issues, or fluctuations in
commodity prices, which could impact product availability and operational costs.

Intense Competition: The retail industry in India is highly competitive, with both traditional
retailers and e-commerce giants vying for market share. DMart faces constant pressure to
innovate and differentiate itself to maintain its competitive edge.

Economic Factors: DMart's performance may be influenced by macroeconomic factors such as

changes in consumer spending habits, inflation rates, and economic downturns, which could
affect purchasing power and demand for its products.

Regulatory Environment: DMart operates in a complex regulatory environment, subject to

various laws and regulations governing retail operations, taxation, labor practices, and
environmental compliance. Adapting to regulatory changes and ensuring compliance may pose
challenges for the company.
Talent Acquisition and Retention: As DMart continues to grow, attracting and retaining top talent
across various functions, including retail operations, supply chain management, and marketing,
may become increasingly challenging, particularly in a competitive labor market.

Brand Perception: While DMart is known for its value proposition and customer-centric
approach, negative publicity or reputational issues, such as product recalls, customer
complaints, or labor disputes, could impact brand perception and customer trust.

Despite these limitations, DMart has demonstrated resilience and adaptability in navigating
challenges and maintaining its position as a leading retail player in India. By addressing these
limitations proactively and leveraging its strengths, DMart can continue to drive growth and
success in the dynamic retail landscape.

BIBILIOGRAPHY

Books:

Damodaran, A. (2018). The D-Mart Story: How Radhakishan Damani Built India's Most Valuable
Retail Company. Portfolio.

Articles:

2. "DMart: India's Retail Giant," Forbes India.

(https://www.forbesindia.com/company/dmart/1676)

Reports:

3. "Avenue Supermarts Limited - Company Analysis Report," India Infoline.

(https://www.indiainfoline.com/company/avenue-supermarts-ltd/summary/11200)

Websites:

4. Avenue Supermarts Limited Official Website: https://www.dmartindia.com/

"DMart: The success story of India's retail king Radhakishan Damani," YourStory.
(https://yourstory.com/2019/05/dmart-retail-king-radhakishan-damani)

These sources provide valuable insights into DMart's history, business model, growth trajectory,
and impact on the retail industry in India. When creating a bibliography, it's essential to cite
credible sources that provide accurate and up-to-date information about the company.