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DEVELOPMENT of ASSESSMENT CENTRE on LIFESTYLE INTERNATIONAL PVT 1 DEVELOPMENT OF ASSESSMENT CENTRE On LIFESTYLE INTERNATIONAL PVT. LTD Submitted To: Prof. Radhika Mam Submitted By: Sidhaant Sangghvi(13208) Nikitha Sachdeva(13091) Priyam Malhothra(v4056) 2 Lifestyle International Pvt. Ltd About the Company: Lifestyle International (P) Ltd, part of the prestigious Dubai based Landmark Group, started its operations in India with the launch of the first Lifestyle store in Chennai in 1999. In little over a decade‟s time, Lifestyle has established itself amongst the leading retail companies in India. Positioned as a youthful, stylish and a vibrant brand, Lifestyle Departmental stores offers its customers not just the ease of shopping but also an enjoyable shopping experience. Each Lifestyle store brings together five concepts under one roof – Apparel, Footwear, Children‟s Wear & Toys, Furniture & Home Furnishings, Beauty & Fashion Accessories - offering a convenience of a one- stop shop and a wide choice of national & international brands. Home Centre is a one stop destination for Furniture, Home Décor and Soft Furnishings that truly represent style, comfort and individuality. Home Centre uses a unique „Concept Room‟ display model to give customers a practical idea of how each piece of furniture would look in a particular room. In keeping with the Group‟s tradition of making every shopping experience rewarding and memorable, The Inner Circle – Landmark Group‟s Loyalty program allows members, to enjoy exclusive benefits and privileges such as reward points and exciting offers. The Inner Circle is today recognized amongst the leading Loyalty Program in the country with an ever increasing base of customers. The card is accepted across all Landmark Group Stores in India including Lifestyle, Home Centre, Max Fashions, Splash, Bossini, Auchaan Hypermarket & Gloria Jean‟s Coffees. Mission Statement: “Carefully listen, Constantly adapt, Always deliver” 3 Vision: To be among the top three retail players in three of the fastest growing retail markets in the world (Middle East, India and China) Philosophy: Statement of Purpose: Creating exceptional value for all those whose lives we touch Core Values: INTEGRITY Passion ING ing 4 Key facts about the Landmark Group in India as of 2011: • 12 Years of retail experience • Turnover in excess of US$ 250 million • Total retail space over 1.3 million sq ft • Pan India presence covering key cities of Delhi, Mumbai, Bangalore, Chennai, Hyderabad, Pune, Ahmedabad, Jaipur, Noida, Gurgaon, Agra, Indore, Kanpur, Jalandhar, Mangalore, Kolkata, Vadodra, Lucknow, Ludhiana, Nagpur, Coimbatore • Over 8,000 personnel • Lifestyle: Department store including fashion apparel and accessories, footwear, fragrances, cosmetics, home ware and gifts. • Landmark International brands such as Bossini and Splash are now part of Lifestyle Lifestyle is part of the Landmark Group, a Dubai- based retail chain • Started at Chennai in 1999 • 29 Lifestyle stores, 12 Home Centres • Retail Space – 1.1 million sq. ft. • Team Size : Over 5000 (as of September 2011) • Turnover of over INR1000 Crores • Presence in Chennai, Hyderabad, Bangalore, Gurgaon, Delhi, Noida, Jaipur, Mumbai, Pune, Jalandhar, Kanpur, Mangalore, Coimbatore, Nagpur, Ludhiana and Ahmedabad 5 LIFESTYLE INTERNATIONAL PVT. LTD Role Name: Senior HR Manager (South Region) JOB DESCRIPTION JOB PROFILE Management of over 2500 employees across different support and management positions Lead a team of three HR managers and 15 HR team members with defined roles Managing related activities for 13 LIFESTYLE stores, 4 LIFESTYLE warehouses, 26 exclusive brand outlets. Management of all aspects of Human Resource Public Relations, Service and other allied activities. Ensure compliance of statutory laws Ensure timely and accurate payroll inputs Strategic planning for implementation of the performance management system with corporate HR team Preparation and appraisal of annual employee, manpower and welfare projects with inputs from business managers, regional heads and the corporate HR team. Store-wise allocation and tracking optimal utilization of manpower Support and guide managers on personnel policies, procedures and training Support and guide HR team on the Employee engagement activities and preparation of the employees‟ engagement calendar. Create and implement standard operating procedures for HR Qualification Masters of Business Administration with specialization in Marketing from renowned university Bachelors of Commerce with specialization in Business Management from renowned university. 6 COMPETENCIES LEADERSHIP Definition: As a team member, the ability and desire to work cooperatively with others on a team; as a team leader, interest, skill, and success in getting groups to learn to work together cooperatively. Supervision Motivation Co-ordination Influencing Delegating Communications RESULTS ORIENTATION Definition: Focusing on the desired end result of one‟s own or one‟s units work; setting challenging goals, focusing effort on the goals, and meeting or exceeding them. Develops challenging but achievable goals Develops clear goals for meetings and projects Maintains commitment to goals, in the face of obstacles and frustrations Finds or creates ways to measure performance against goals Exerts unusual effort over time, to achieve a goal Has a strong sense of urgency about solving problems and getting work done STRATEGIC PLANNING Definition: Analyzing our competitive position by considering the market and industry trends, our existing and potential customers, and our strengths and weaknesses as compared to competitors. Understands the organization‟s strengths and weaknesses as Comparedto competitors Understands industry and market trends affecting the organization‟s Competitiveness Competitive products and services within the marketplace Develops and proposes a long-term (3-5 year) strategy for the organization 7 MANAGING PERFORMANCE Definition: Willingness to delegate responsibility and to work with others and coach them to develop their capabilities. Ensures that employees have clear goals and responsibilities Works with employees to set and communicate performance standards that are specific and measurable Supports employees in their efforts to achieve job goals (e.g., by providing resources, removing obstacles, acting as a buffer) Keeps informed about employees‟ programs and performance through both formal methods (e.g., status reports) and informal methods (e.g., management by walking around) Provides specific performance feedback, both positive and corrective, as soon as possible after an event Deals firmly and promptly with performance problems; lets people know what is expected of them and when DEVELOPING OTHERS Definition: Willingness to delegate responsibility and to work with others and coach them to develop their capabilities. Provides helpful, behaviorally specific feedback to others Shares information, advice and suggestions to help others to be more successful; provides effective coaching Gives people assignments that will help develop their abilities Regularly meets with employees to review their development progress Recognizes and reinforces people‟s developmental efforts and improvements Expresses confidence in others‟ ability to be successful TECHNICAL EXPERTISE Definition: Depth of knowledge and skill in a technical area. Effectively applies technical knowledge to solve a range of problems Possesses an in-depth knowledge and skill in a technical area Is able to develop technical solutions to new or highly complex problems that cannot be solved using existing methods or approaches Is sought out as an expert, to provide advice or solutions in his/he technical area 8 FLEXIBILITY Definition: Openness to different and new ways of doing things; willingness to modify one‟s preferred way of doing things. Is able to see the merits of perspectives other than his/her own Demonstrates openness to new organizational structures, procedures,and technology Switches to a different strategy when an initially selected one is unsuccessful Demonstrates willingness to modify a strongly held position in the face of contrary evidence INFLUENCING OTHERS Definition: The ability to gain others‟ support for ideas, proposals, projects, and solutions. Presents arguments that address other‟s most important concerns and issues and looks for win-win solutions Involves others in a process or decision, to ensure their support Offers trade-offs or exchanges, to gain commitment Identifies and proposes solutions that benefit all parties involved in a situation Enlists experts or third parties to influence others Develops other indirect strategies to influence others Knows when to escalate critical issues to own or other‟s management, if own efforts to enlist support have not succeeded Structures situations (e.g., the setting, persons present, sequence of events) to create a desired impact and to maximize the chances of a favorable outcome. 9 CUSTOMER ORIENTATION Definition: Demonstrated concern for satisfying one‟s external and/or internal customers. Lives the business mission: to be the preferred supplier through total customer satisfaction Quickly and effectively solves customer problems Talks to customers (internal or external) to find out what they want and how satisfied they are with what they are getting Lets customers know he/she is willing to work with them to meet their needs Finds ways to measure and track customer satisfaction Presents a cheerful, positive manner
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