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About Bata:
This company came into being in year 1894 .The T.&A. Bata Shoe
Company is registered in Zlin, Czechoslovakia by the siblings
Tom, Anna and Antonn Bata. Innovative from the beginning it
departs from century old traditions of the one-man cobblers
workshop.

Bata Today:
Bata is one of the world leading footwear retailer and manufacturer with operations
across 5 continents managed by 4 regional meaningful business units (MBUs). The MBU
approach provides quality resources and support in key areas to the companies
operating in similar markets such as product development, sourcing or marketing
support. Each MBU is entrepreneurial in nature, and can quickly adapt to changes in
the market place and seize potential growth opportunities.
Bata's strength lies in its worldwide presence. While local companies are selfgoverning, each one benefits from its link to the international organization for backoffice systems, product innovations and sourcing.
Although Bata operates in a wide variety of markets, climates and buying power Bata
companies share the same leadership points. Two important ones are product concept
development and constant improvement of business processes in order to offer
customers great value and the best possible service.
Bata today
Serves 1 million customers per day
Employs more than 40,000 people
Operates 5000 retail stores
Manages a retail presence in over 50 countries
Runs 40 production facilities across 26 countries

Bata's 4 Business Units:

Bata Europe, Lausanne
Bata Asia Pacific-Africa, Singapore
Bata Latin America, Mexico
Bata North America, Toronto

VISION
To grow as a dynamic, innovative and market driven domestic
manufacturer and distributor, with footwear as our core
business, while maintaining a commitment to the country,
culture and environment in which we operate

Mission
To be successful as the most dynamic, flexible and market
responsive organization, with footwear as its core business

 Marie Claire
Hush Puppies
Power
Bubble Gummers
North Star
Scholl
Weinbrenner
Bata Comfort

Bata is a multinational company which has various brand lines in order to satisfy the
various segments of market. All the above mentioned brands are devoted to
make best quality of shoes for the particular segments they are assigned.
Below is a brief introduction to the various brands of Bata pvt Limited.

Marie Claire shoes are for women with an active lifestyle who
seek contemporary modern styles, Marie Claire shoe stores
successfully opened in Latin America and Asia. Bata Brands is
the trademark owner of Marie Claire for shoes worldwide
(except in Japan and Korea).

Bubble gummers is the leading children's footwear brand in Pakistan and has an
extensive presence in Latin America, Asia and Europe. Bubble gummers offers good
quality, comfortable, funny and colorful shoes for kids. Developed to the strictest
standards of quality, all shoes are produced with state-of-art technology to ensure
healthy foot growth, and parents can be assured that their children will enjoy these
shoes in total comfort and safety.
Bubble gummers also carry a wide range of accessories: - e.g.: Full range of casual
bag, school bag, stationary and others. Also complimented with non BBG BRAND
accessories. Namely featuring latest cartoon theme accessories.

Hush Puppies
In 1958, during the exciting atmosphere of change the Wolwerine Company created
the world's first casual shoe and provided a new alternative in footwear. Hush Puppies
emerged as a soft, breathable and very comfortable shoe.
A truly modern creation that was immediately embraced for its authentic style and
casual flair. This unique invention would not only change the kind of shoes we wear, it
would also herald the beginning of today's relaxed style.
Today Hush Puppies continues to innovate bringing technical excellence in genuine
style to over 120 countries by application of various types of technologies like:

Power is a Bata International Brand, which continues to spark an

emotional connection with the masses by providing athletic
footwear at very affordable prices. First launched in 1972, it has
created a niche for itself in the sports segment.
Power embodies diversity with ranges in running, training, court,
basketball, football and Outdoor that combines function with
creativity.To enhance the different categories there is also a range
of young, casual and trendy collection of shoes. The range that has
technical features and functions to boast the Power image is the
badminton and court collections.

Power Slogan: Be Smart

A new terminology replacing Value, The Power customer is a
Smart consumer, not just a value consumer.

Scholl
The name Scholl today is synonymous with feet and foot care in over 70 countries
throughout the world. This heart-felt fascination with feet, this dedication and drive,
formed the foundation of the company and the Dr Scholl spirit and legacy are as much
a part of the brand today - 100 years on.
Dr Scholl's from Bata provides you with maximum comfort whole daylong.
The unique Anatomic Insole will give your feet that extra cushioning needed to keep
all stresses at bay from your feet while providing support from all sides.

The Weinbrenner line is made up of leather shoes and boots,

low, mid and high cut. Cuts or design are dictated by fashion,
but can include Goodyear welt construction, rugged moccasin
and other strongly outdoor associated cuts but always in casual
style. Closure generally with laces and eyelets, sometimes
supplemented with hooks, D-rings and straps with buckles.
Colours will be of natural tones including black, brown, caf and
burgundy. Outdoors is Yours is a tagline commonly used.

Comfort will be an important feature in design and assembly of all

the comfit shoes. Many of the Desirable and characteristics such as
double stitching, molded and massage insole, latex foam insole, soft
textile or cambrelle lining will be used to emphasize the brand image
of both comfort and style. Unit rubber, PVC, PU or TPR sole are
commonly used. Get Comfortable Today is a tagline commonly
associated with these range of shoes.

HR Planning
They have a separate department to manage the human resource of the organization that is
responsible to systematically reviewing human resource requirements to ensure that required
number of employees, with the required skills is available when needed. They prefer the internal
employees for the recruitment over the external recruitment and a forecast for the supply of HR
within the organization
They use skills inventory for middle management and they use replacement charts for
operational level employees

Functions of HR department:
- recruitment
- selection
- retention
- firing
Recruitment
Recruitment in BATA
Bata is a traditional organization and it has got very inflexible culture and it does not believe in
outsourcing its recruitment process. Moreover it does not use either the electronic media or the
print media advertise its vacancies. However exceptions and they sometimes recruit peoples from
educational institutions.

They are following EEO and AA strictly as they do not discourage in any department. And
exceptionally they use university recruiting as for their external recruitment.
They are following the internal recruitment method and for this purpose they do job posting

Selection:
They select people on the basis of their qualification and skills in order to meet the
strategic business goals of their business. They also strictly follow the EEO and AA
policies during the selection process.

Steps in selection process

1 Receiving the CVs
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They only accept in person CVs, they do not entertain e-mails or via post CVs.

2 Preliminary interviews
Preliminary is conducted from individual headed by the
assistant HR manager.
3 panel interview:
They conduct unstructured panel interviews of the eligible
employees.
4 Background investigations
Like every other organization bata also wishes to ensure that it hires respectable
and reputable employees for this reason it investigates the past record of each and
every employee before the final selection.

5 Screening by the HR department

6 Final Selection by line mangers
7 Placement on the job

Retention.
THEY ARRANGE ANNUAL DINNERS AND DIFFERENT SPORTS EVENT AND THEY HAVE ALSO INTRODUCED AN AWARD
CERMONY KNOWN AS EMPLOYEES PERFORMANCE AWARDS. THEY ARRANGE MONTHLY DINNERS FOR THE MIDDLE
MANAGEMMENT STAFF.

For retaining the employees they have introduced certain bonuses and incentives. Such that they
have provided housing, health insurance, education allowance, maternity allowance and the
company also pay some percentage of the utility bills. The incumbents are also paid 65 % of the
total income earned in three months as quarterly bonuses. once in a year they get a free pair of shoe
with a fixed price range from any outlet of bata
The mangers are provided with all the up listed facilities with an exception of a car whos fuel is
financed is financed by the company.

Retrenchment (Firing)
Bata and their Retrenchment (Firing)
AS we know that Bata is a biggest firm around us and they hire the person who have the skills
and ability to do work for a long time .They mainly fire people on the serious breach of
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agreement, misconduct, punctuality and upon not achieving their given targets and once the
management has decided to fire a person they give one month prior notice to the respective
employee and once the employee is fired can never be hired again moreover they do not conduct
any exit interview. They do not believe in extending the outplacement facility to their employees.
Compensation:

Skills based pay

Individual incentive plan
Employee compensation and incentive

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Does the organization provide accommodation to employees?

a) Yes
b) No

Does the organization offer professional training to the employees?

a) Yes
b) No

Does the organization provide emergency fund to the employees?

a) Yes sometimes b) No not all c) special Cases

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Does the organization give maternity allowance to the wives of the

employees?
a) Yes
b) No

Does the organization provide health insurance to the employees?

a) Yes completely
b) No not all
c) yes to a limit

What sort of interview does the organization conduct?

a) Structured interview b) unstructured interview c)both

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How often does the organization give bonuses during a year?

a) Once
b) twice
c) both

What sort of non-cash benefits are offered to your employees?

a) health insurance b) house allowance c) education allowance d) all the above

What kind of performance appraisal method does the organization?

a)Peer evaluation
b)self evaluation
c)supervisor evaluation
d) Subordinate evaluation

e) 360degree evaluation

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Are you happy with the working environment provided to you?

a) Yes
b) No

Do you think that the compensation you receive per piece is enough?
a)satisfied
b) Dissatisfied

Is the behavior of the manager encouraging towards labor demands?

a) Yes
b) No

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Are you satisfied with your cafeteria?

a) Yes
b) No

Are the employees given some job rotation?

a) Yes
b) No

Are you satisfied with the accommodation provided by the company?

a) Yes
b) No

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Does the company have updated equipments for the show manufacturing?
a) Yes
b) No

Do you have proper fire fighters?

a) Yes
b) No

Do you think does the company treat its employees as assets?

a) Yes
b) No

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What kind of culture does the company have?

a) Rigid
b) stereo type
c) Flexible

Critical Analysis
The main purpose of the survey that was conducted at the Bata was just to analyze
how the HR system is being managed within the organization. Bata is following
stringent policies for its HR system and it has not been revised for 20 or even more
than 20 years. We conducted the survey by using the following methods.
- Interviews
- Questioners
- Observation Method
We conducted the interviews with the middle management and the low level
management. We used the structured interview method while interviewing both the
middle as well as the low level management. As far as the middle management is
concerned we interviewed all the relevant employees that are included in the HR
tribunal. Our main purpose for conducting the interviews was just to examine that
how actually the HR department is managing the human resource of the
organization and what are the tools and the policies that are being implemented in
order to achieve the organizations strategic objectives. On some similar questions
that asked from both of the levels we were having conflicts e-g as per the interview
with the HR manager we were told that all the employees that are working directly
on the machines are qualified with the matriculation certificate but when we asked
the same questions from the workers, we found that the statement of the HR
manager was totally conflicting the words that were said by the workers because
almost half of the total population of the workers in the production area have not
been passed the matriculation level. We also came to know about the turn over rate
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of employees that was 2.5 % per annum and its favorable for the organization. As
per the interview with the HR manager of Bata we came to know that the
organization doesnt have any retention policy and they never go into the
bargaining with the employees for their retention and it is unfavorable in some
cases for the organization.
We distributed 20 questioners among which half of the questioners were
distributed among the middle level employees and half were distributed to the low
level employees. Only the close ended questions were asked form both levels of
management so that they can easily answer the question and we can easily
conclude the statistics without any ambiguity. The questioner method helped us a
lot to gather the real facts and figures regarding the management of Human
resource within the organization e-g through using the questioner method we came
to know about whether the incumbents are satisfied by the HR system of the
organization or not and more than 80% of the workers were satisfied with the
current HR system working in the organization. Through the questioner method we
also came to know that on some questions the low level employees answers were
being conflicted with the middle level employees answers as. By this we can
easily have an idea that how far the HR system is being working properly within
the organization. By analyzing the statistics of the low level employees we can
critically analyze the HR system of the organization.

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