A

PROJECT REPORT

ON

“PERCEPTION OF EMPLOYEES TOWARDS HR

POLICIES ”

AT

“THE SOCIAL OCEAN”

SUBMITTED BY
SHRADDHA JAMDAR

UNDER THE GUIDANCE OF

PROF. PRANITA SONAR MA’AM

HIRABEN NANAVATI INSTITUTE OF

MANAGEMENT AND RESEARCH FOR WOMEN

1
 ACKNOWLEDGEMENT
This report is an outstanding prospect to convey my gratefulness to those many
people whose timely help and guidance went a long way in finishing this project
work from commencement to achievement.

I would like to express my sincere thanks to Mr. Rohan ganechari for giving
me an opportunity to explore the practical knowledge practiced by the company.

This project could not been completed without the able guidance and support
of Prof Mrs. Pranita sonar ma’am ( HR Department, HNIMR, Pune),

I am very glad to work with the organization as an Intern. I am grateful to

HR Department of THE SOCIAL OCEAN . for helping me to get the
information and an invaluable experience.

Last but not the least would like to thank my friends, family members and all
those people who helped me for the completion and deeper understanding of the
concept of performance appraisal.

Working on this project has proved to be an enlightening experience for me.

2
 PREFACE

Human resource management is concerned with people element in management.

Since every organization is made up of people, acquiring their services,
developing their skills/ motivating to high level of performances and ensuring
that they continue to maintain their commitments to the organization which are
essential to achieve organizational objectives.

This project is meant to know the Human Resource Policies in the organization.
The HR Policies are a tool to achieve employee satisfaction and thus highly
motivated employees. The main objective of various HR Policies is to increase
efficiency by increasing motivation and thus fulfill organizational goals and
objectives.

The objective is to provide the reader with a framework of the HR Policy

Manual and the various objectives that the different policies aim to achieve. The
main focus was on the managerial levels of employees in THE SOCIAL
OCEAN

3
 DECLARATION
I, SHRADDHA JAMDAR, hereby declare that all the information furnished in
this PROJECT, is my original work containing authentic facts. This piece of
work is only being submitted to Hiraben Nanavatri Institute of Management and
research

TRAINING in the partial fulfillment for the degree of Post Graduation human
resource MBA

Shraddha jamdar

4
 Table of Contents

Serial Chapter Page

No No
1 1.1 List of tables
1.2 Acknowledgement
1.3 Excecutive summary
1.4 Introduction
1.5 HR Policies in THE SOCIAL OCEAN
2 Research Methodology

2.1 Methods of Data Collection

2.2Primary data , secondary data
2.3objectives
2.3 Sampling
2.3Hypothesis and About Questionnaire
3 Limitations
4 Data Analysis and Interpretation
5 Conclusions
6 Suggestions and Recommendations
7 Bibliography
8 Annexure

5
 EXECUTIVE SUMMARY
My internship at the social ocean, Pune was a great exposure to the industry.
After going through my summer training, I had a firsthand experience of how an
industry as well as HR department functions.

INTRODUCTION OF PROJECT

This project is about the HR Policies in THE SOCIAL OCEAN . The HR

Policies in an organization helps every individual to raise his/her potential in all
facets by helping him to be satisfied and secured about his present and future.

PROJECT TITLE

The title of the project is “Perception of employees towards existing HR

Policies at THE SOCIAL OCEAN ”. As the name indicates it is the study of
the HR Policies prevalent in the organization.

ORGANISATION

Established in 2018 THE SOCIAL OCEAN is an online marketing and web

development company partnering with companies of various sizes all around the
globe. Our commitment to excellence, our specialty of bringing refreshing ideas
with devoted customer service and fast turn around times have been
instrumental in our rapid growth.
Our skills lie in our talented professionals and their attitudes. Based in Pune,
India,

Our clients:
 KUMAR PROPERTIES
 DB GUPTA RAIL INFRA LTD.
 ZARTARI
 AEROLEAP
 WS BAKERS
 BRANDMATTERZ
 7CELEBRATIONS
 GREENSOULKITCHENS
 AKSHAY FURNISHING
 ARMOUR BESPOKE

6
 INTRODUCTION

HUMAN RESOURCE POLICIES

Human Resource Policies refers to principles and rules of conduct which
“formulate, redefine, break into details and decide a number of actions” that
govern the relationship with employees in the attainment of the organization
objectives.

HR Policies cover the following:

1. Policy of hiring people with due respect to factors like reservations,

sex, marital status, and the like.
2. Policy on terms and conditions of employment-compensation
policy and methods, hours of work, overtime, promotion, transfer,
lay-off and the like.
3. Policy with regard medical assistance-sickness benefits, ESI and
company medical benefits.
4. Policy regarding housing, transport, uniform and allowances.
5. Policy regarding training and development-need for, methods of,
and frequency of training and development.
6. Policy regarding industrial relations, trade-union recognition,
collective bargaining, grievance procedure, participative
7. management and communication with workers.

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FORMULATING POLICIES
There are five principal sources for determining the content and meaning of
policies:

1. Past practice in the organization.

2. Prevailing practice in rival companies.

3. Attitudes and philosophy of founders of the company as also its directors

and the top management.

4. Attitudes and philosophy of middle and lower management.

5. The knowledge and experience gained from handling countless personnel

problems on day to day basis.

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BENEFITS OF HR POLICIES
Organizations should have personnel policies as they ensure the following
benefits:
a. The work involved in formulating policies requires that the management
give deep thought to the basic needs of both the organization and the
employees. The management must examine its basic convictions as well
as give full consideration to the prevailing practices in other
organizations.
b. Established policies ensure consistent treatment of all personnel
throughout the organization. Favoritism and discrimination are, thereby,
minimized.
c. Continuity of action is assured even though top management personnel
change. The CEO of a company may possess a very sound personnel
management philosophy. He/she may carry the policies of the
organization in his/her head, and he she may apply them in an entirely
fair manner. But what happens when he/she retires? The tenure of office
of nay manager is finite. But the organization continues. Policies promote
stability.
d. Policies serve as a standard of performance. Actual results can be
compared with the policy to determine how well the members of the
organization are living upto the professional intentions.
e. Sound policies help build employee motivation and loyalty. This is
especially true where the policies reflect established principles of fair
play and justice and where they help people grow within the organization.
f. Sound policies help resolve intrapersonal, interpersonal and intergroup
conflicts.

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PRINCIPLES OF HR POLICY
1. Principle of individual development to offer full and equal
opportunities to every employee to realize his/her full potential.

2. Principle of scientific selection to select the right person for the right
job.

3. Principle of free flow of communication to keep all channels of

communication open and encourage upward, downward, horizontal,
formal and informal communication.

4. Principle of participation to associate employee representatives at every

level of decision-making.

5. Principle of fair remuneration to pay fair and equitable wages and

salaries commiserating with jobs.

6. Principle of incentive to recognize and reward good performance.

7. Principle of dignity of labor to treat every job and every job holder with
dignity and respect.

8. Principle of labor management co-operation to promote cordial

industrial relations.

9. Principle of team spirit to promote co-operation and team spirit among

employees.

10.Principle of contribution to national prosperity to provide a higher

purpose of work to all employees and to contribute to national prosperity.

10
 LITERATURE REVIEW

REVIEW 1

Towards a Multicultural World: Identifying Work

Systems, Practices and Employee Attitudes that
Embrace Diversity

Charmine E. J. Härtel

The research program described focuses on identifying the role of organisational culture,
as reflected in workplace systems and practices, and employee and group attitudes in the
outcomes of interactions among dissimilar parties. A systematic, theory-testing approach
underlies the program, which aims to both develop and validate the diversity openness
construct. The Perceived Dissimilarity-Openness Moderator Model developed from the
research asserts that the affective, cognitive and behavioural consequences of diversity
depend in part upon the perception of difference and subsequent quality and magnitude of
the response to the perceived dissimilarity. When individuals or social systems (groups or
organisations) are diversity-closed, outcomes are predicted to be less positive than when
they are diversity-open.

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 REVIEW 2

PERCEPTION AND ATTITUDE OF EMPLOYEES TOWARDS

TRAINING AND DEVELOPMENT IN PUBLIC SECTOR UNIT

Dr. T. N. Murty1 and Faiza Fathima

Human Resource refers to the talents and energies of people who are available to an
organization as potential contributors to the creation and realization of the organization’s
mission, vision, values and goals. Development refers to a process of active learning from
experience, leading to systematic and purposeful development of the whole person: body,
mind and spirit. Thus, Human Resource Development is the integrated use of training,
organizational development, and career development efforts to improve individual, group and
organizational effectiveness.
Employees attitude towards T&D practices play a conscious and effective role among PSU
employees. To be successful in today’s working environment, employees need the
knowledge, ideas, energy, and creativity. The T&D practices in PSU are implemented with
the hope of building employees’ commitment, overcoming worker dissatisfaction, and
reducing absenteeism, turnover, poor quality work, and sabotage. The main concern of PSU
is on improvement of employees’ in the organization. In response to the efforts of PSU
management how the employees’ feel about them is analyzed with the help of one sample
Ttest. In this study employees attitude on T&D practices of PSU employees are identified
through 9 variables. One Sample T-test is applied on nine variables of Employees attitude
towards T&D practices

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 REVIEW 3

HR diversity: A study of employees’ perceptions in Indian organizations

Subhash C. Kundu∗
(received June 2003; revision received September 2003; accepted December 2003)

Introduction The populations of the countries around the world are becoming diverse. So the
organizations are becoming more diverse. Diversity in human resources has become a
demographic reality [62]. The future human resources will include an increased number of
women, more minorities, varieties of ethnic backgrounds, more aging workers, disabled and
people with different lifestyles. The extent to which these shifts are effectively and efficiently
managed will have an impact on the competitive and economic performance of business
organizations [82]. As the globalization is increasing, workforce diversity is here going to
stay. The organizations those recognize the globalization of labour as a positive trend and
facilitate the flow of workforce will benefit most
This study examined the perceptions of male and female employees across various categories
(i.e. general, minority, disabled, and socially disadvantaged employees) about HR diversity
and employers’ efforts for promoting and valuing diversity in Indian organizations. The study
found that women in general attached more importance to value diversity than men. Women
were of the strong view that organizations must work towards hiring and retaining more
women and ensuring development opportunities to women. Creating and valuing gender
diversity is important. Further the perceptions of various categories of employees also differ
significantly on the issue in context. Each group of employees thinks about themselves as
more important than other groups of employees. General category employees did not value
diversity as strongly as others (i.e. minority, disabled, and socially disadvantaged). Compared
to general category men, general category women and both male and female of minority,
disabled and socially disadvantaged categories perceived strongly and placed greater value on
diversity and employers’ efforts to promote diversity.

13
 REVIEW 4

Effective HR implementation: the impact of supervisor support

for policy use on employee perceptions and attitudes.
Effective implementation of human resource (HR) policies appears to depend on supervisors'
active involvement in the intervention process. Following recommendations of a recent
intervention evaluation framework, we examine how perceived supervisor support during the
implementation of a work-life intervention helps to change participants' perceptions of
organizational family supportiveness, and how this ultimately changes participants'
engagement and turnover intentions. A three-wave longitudinal study in a professional
services firm (N = 434) that has formally involved supervisors in the process of a work-life
intervention showed support for our study hypotheses. Supervisor support for policy use
influenced employees' positive work-home culture perceptions, which in turn
strengthened employees' work engagement and diminished their turnover intentions over
time. We discuss practical implications and give recommendations on the future design
of HR interventions and related policies.

REVIEW 5
HRD PRACTICES IN ORGANISATION
HASAN

reviewed HRD practices with organizational values and measured the employees‘
perspective. It was observed in research that HRD practices namely potential appraisal and
promotion, learning/ training, performance guidance and development were positively
correlated with organizational values like collaboration, creativity, quality, delegation and
human treatment but the performance appraisal, career planning and contextual analysis
variables were negatively associated with Trust and creativity. Hassan et al (2006)
investigated whether ISO certification contribute toward improvement in HRD system and
also examined the role of HRD Practices on employees development and quality orientation
in the organization. Results indicated that ISO certified companies, as compared to others,
obtained higher means on some HRD Variables. It was identified that organizations with
better learning, training and development, reward and recognition, and HRIS (Human
resource information system) promote HRD climate in the organization. Quality orientation
was estimated by career planning, performance guidance and development, role efficacy, and
reward and recognition system.

14
 REVIEW6

Beulah Viji Christiana. M; V. Mahalakshmi (2012)

in their research paper entitled ―Influence Of Employee Perception Towards Human
Resource Practices And Organizational Support On Their Citizenship Behavior In Private
sector banks - An Indian Perspective‖ studied whether the HR practices like performance
appraisal, training and career development in the private sector banks are positively
associated to organizational commitment of employees which help them to become
responsible organizational citizens .They also attempted to find out whether perceived
organizational support would serve as a mediator in the relationship between HRM practices
and commitment. The statistical results on data gathered from a sample of 214 employees in
the private banks demons
trated that career development and performance appraisal have direct, positive and significant
relationships with organizational commitment. In addition, perceived organizational support
70 was found to partially mediate the relationships between two of the three HRM practices
(career development and performance appraisal) and commitment.

REVIEW 7

The Importance of an HR Policies & Practices

Strategy

VM Anitharajathi

Human Resources are cognizance, skills, creative abilities, attitude and other attributes
obtained from the population on organizations point of view, they represent the total of the
inbuilt abilities, acquired knowledge and skills as exemplified in the talents and attitude of
the employees. The policies, strategies and practice lead the company to react on its
objectives. It should be a cultural reflection of the values and beliefs of the organization. The
policies should be very brief and clear so that everyone in the organization can understand its
objective, the steps to achieving the mission. This all is possible if the human resource
department of the organization is working effectively. This paper provides clear information
about the employee perception towards the HR policies framed by the Organization. This is a
conceptual framework based on the previous research papers, journals and various other
secondary sources.

15
 REVIEW 8
Achieving competitive advantage through human
resource strategy: Towards a theory of industry dynamics
Life insurance is one of the most important businesses that stabilize individuals and
businesses from critical environmental effects. This service industry is people-centric in
character in every form from employees to beneficiaries. The employees are vital for
organisation's success and superior human resource management is the differentiator in the
competition. As HR practices signals employees to carry out actions desirable to the firm.
This industry key performance measures includes positive employee attitudes and
behaviours. The effectiveness of HR practices is measured by the way they influence
the employee attitudes on expected lines. HR practices helps to maximize employee positive
affective reactions at work; in turn, employees would enthusiastically put more efforts for
organisation and contributes for productivity and effectiveness of the
system. Employee behaviour says both external and internal factors in combination
produce employee behaviour. The combination of attitudes with societal pressure to behave
in a given way that influences an employee intention, in turn more directly affect behaviour.
Behaviours consequently results in individual and organisational outcomes. Therefore, the
main objective of this paper to describe employees' perceptions on HR practices in public
and private life insurance organisations. The primary and secondary sources of data used for
this study. Descriptive statistics used to compare and analyze the difference between
the employee opinions of two sample organisations. Independent t-test results
on HR practices resulted there exists no statistically significant difference between the scores
of two sample organisations except for performance appraisal

About
 The SOCIAL OCEAN is an Ideas, Design and Branding Company. They
are an Integrated Communications Group that provides cutting edge
strategy and creative solutions to meet business challenges and build
profitable brands. An array of services such as Advertising, Brand
Building, Media Planning & Buying, Public Relations, Market Research,
Digital Marketing are all offered under the umbrella of TSO.
 Over period of time of our existence, They have handled national and
international clients across all verticals… from Aviation, to
manufacturing, banking and finance, education, retail, etc. Boasting of a
workforce consisting of highly qualified, skilled and knowledgeable
professionals, various brands have found their true partner in us.
 Their creatives have won us many awards and have set benchmar

16
 ORGANISATION PROFILE

THE SOCIAL OCEAN, one of the top digital marketing companies, steps in to partner with
you towards strategic growth. Crafting a bespoke B2B marketing campaign that is built on
compelling storytelling, we stay with you through the entire marketing process, right from
planning and development to the execution and deployment phase.

Defining the target segments, THE SOCIAL OCEAN addresses the needs of the consumers
in a way that engages them and catches their imagination. As a core digital marketing
services company, we ensure that different verticals which need to be targeted are holistically
charted out to be incorporated as a part of the message. Once the communication strategy is
in place with respect to each category, choosing the most impactful media mix becomes a
deciding factor in the success of the campaign. THE SOCIAL OCEAN, with years of
expertise in media planning and buying, helps you enhance your visibility while reaching
only select, prospective consumers that are looking for the solution your product offers.
While reaching out to the target audience, the frequency with which to communicate and the
right platforms to communicate on, make all the difference.

Services for B2B Marketing:

 Branding
 Brand and Product Campaigns
 Digital marketing & lead generation
 Marketing Collateral designs
 Videos
 Exhibition Design
 Web Technology, CRM’s
 Media Planning & buying

STATEMENT
VALUE

Integrity We are open, ethical, transparent & uncomprising in our work.

17
 Set a goal, analyze the facts and work on alternatives and conclude them
Decisiveness
in fixed time frame.

We encourage group interaction and working together.

Team Spirit
United and collective drive achieves the desired goal.

Commitment We keep all promises made within and outside the company.

We are concerned for our environment, society and employees and work
Caring
for their betterment.

We are a role model and benchmark company for our products, services
Excellence
and business processes.

We nurture creativity and encourage application of knowledge and ideas

Innovation
in all facets of our business.

Customer Customer is uppermost in our mind.

Orientation We work to exceed his expectations

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 DEPARTMENTS

1. Client Servicing (Account manager)

2. Digital Graphics Designs
3. Print Graphics Designs
4. Copy Writers
5. SEO (Search Engine Marketing)
6. SEM (Search Engine Optimizing)
7. SMO (Social Media Optimizing)
8. Web Designers & Web Developers
9. Media
10. Accounts
11. HR
12. Business Developers

19
 RESEARCH METHODOLOGY

“Research Methodology” is a term made up of two words, research &

methodology. ‘Research’ means ‘search for knowledge’. It is a scientific and
systematic search for potential information on a specific topic. It is an art of
scientific investigation. It is careful investigation or inquiry especially for
search of new fact in any branch of knowledge.

OBJECTIVES OF STUDY
1. To study the HR Policies of the company.
2. To study the perception of the employees towards hr policies of
the company

SCOPE OF STUDY

In any organization human resource is the most important asset. In

today’s current scenario, THE SOCIAL OCEAN.

As most of the company’s overall performance depends on its

employee’s performance which depends largely on the HR POLICIES
of the organization.
So the project has wide scope to help the company to perform well in
today’s global competition.

The core of the project lies in analyzing and assessing the organization
and to design an HR POLICY manual for the organization.

In the survey an attempt has been made to analyse the perception of the
employees towards company’s existing hr policies at the social ocean.

20
 METHOD OF DATA COLLECTION

Data can be of two type’s primary and secondary data. Primary data are those
which are collected afresh and for the first time, and it is in original form.
Primary data can be collected either through experiment or through survey. The
researcher has chosen the survey method for data collection. In case of survey,
data can be collected by any one or more of the following ways:

 Observation
 Questionnaire
 Personal or Group Interview
 Telephone survey
 Communication with respondents
 Analysis of documents and historical records
 Case study
 Small group study of random behavior

PRIMARY DATA: Primary data is data that is collected by a researcher from first-hand
sources, using methods like surveys, interviews, or experiments. It is collected with the
research project in mind, directly from primary sources.

SECONDARY DATA :
Secondary data is data gathered from studies, surveys, or experiments that have been run by
other people or for other research.

Typically, a researcher will begin a project by working with secondary data. This allows time
to formulate questions and gain an understanding of the issues being dealt with before the
more costly and time consuming operation of collecting primary data.

The researcher has chosen the questionnaire methods of data collection due to limited time in
hand. While designing data-collection procedure, adequate safeguards against bias and
unreliability must be ensured. Whichever method is selected, questions must be well
examined and be made unambiguous. Researcher has examined the collected data for
completeness, comprehensibility, consistently and reliability.
Researcher has also gathered secondary data which have already been collected and analyzed
by someone else. He got various information from journals, historical documents, magazines
and reports prepared by the other researchers. For the present piece of research the
investigator has used the following methods:
 Questionnaire

21
 SAMPLE OF THE STUDY
 A sample design is a definite plan for obtaining a sample from the
sampling frame. It refers to the technique or the procedure the researcher
would adopt in selecting some sampling units from which inferences
about the population is drawn. Sampling design is determined before any
data are actually collected for obtaining a sample from a given
population. The researchers must decide the way of selecting a sample.
 There are various methods o sampling like systematic sampling, random
sampling, deliberate sampling, mixed sampling, cluster sampling, etc.
Among these methods of sampling researcher has used random sampling
so that bias can be eliminated and sampling error can be estimated.
Designing samples should be made in such a fashion that the samples
may yield accurate information with minimum amount of research
effort.

SAMPLING
 Sampling may be defined as the selection of some part of an aggregate
or totality on the basis of which a judgment or inference about an entire
population by examining only a part of it.
 The items so selected constitute what is technically called a sample, their
selection process or technique is called sample design and the survey
conducted in the basis of sample is described as sample survey.

SAMPLE SIZE
In sampling design the most complicated question is: what should be the size of
the sample. If the sample size is too small, it may not serve to achieve the
objectives and if it is too large, we may incur huge cost and waste resources. So
sample must be of an optimum size that is, it should neither be excessively large
nor too small. Here, I have taken 100 as the sample size.

22
HYPOTHESIS OF PROJECT

 Human Resource Policies provided by the organization of employees

works as an agent for the growth of employees and also motivates the
employees to perform well i.e. employee performance and satisfaction is
the valuable outcome of sound of HR Policies of the organization.
 Ensure healthier growth of organization in terms of business and
motivation among mangers.
 The various HR Policies in THE SOCIAL OCEAN makes the employees
enthusiastic towards work.

ABOUT THE QUESTIONNAIRE

In this method a questionnaire is sent to the HR Manager concerned with a

request to answer the questions and return the questionnaire. The questionnaire
consisted of a number of questions printed or typed in a definite order. The HR
Manager has to answer the questions on their own. The researcher has chosen
this method of data collection due to low cost incurred, it is free from bias of the
interviewer and respondent have adequate time.

23
LIMITAIONS:

 The project is about studying various HR policies of the company.

 The project is carried out in “ the social ocean” company.
 5 different policies are being studied in this project
1. Rewards and recognition
2. Employee welfare policy
3. Grievance redressal
4. Training and development
5. Performance appraisal
 The survey is being conducted considering the above 5 policies.
 The sampling size is 100.

24
 HR POLICIES IN THE SOCIAL
OCEAN

1. Rewards& Recognition policy

The objectives of TSO Rewards & Recognition Scheme are to:

 Recognize sustained and exemplary performance by
SBUs/work centers (referred to as Entities), Teams and
individual Employees

 Create a more productive work environment

 Reinforce a performance driven culture

 Improve Employee Engagement

 Create & sustain a culture of excellence

2. PERFORMANCE APPRAISAL POLICY

 Performance Appraisal grooms every individual to realize his potential

in all facets by helping to identify and achieve his personal goals
within the framework of organizational objectives.

 Appraisals shall be ethical and impartial so as to recognize worthy

contributions appropriately and in time in order to maintain a high level
of employee motivation and morale.

 The Performance Appraisal Systems aims at integration of individual

and organizational goals.

25
 3. TRAINING AND DEVELOPMENT POLICY

 At TSO, training and development activities strive to ensure continuous

growth of organization by nurturing the strengths of the employees and
providing the environment and opportunity for every individual to
realize his/her potential.
 The policy aims at broadening the outlook of the individuals and
bridging the gap between actual performance and the performance
necessary to deliver results.
 Facilities are provided to all individuals towards self development and
all round growth through training.
 HR Department identifies average performers and provide special
training.

4. GREVIENCE REDRESSAL

Objectives of the grievance handling procedure are as follows:

 To enable the employee to air their grievance
 To clarify the nature of the grievance
 To investigate the reasons for dissatisfaction
 To obtain, where possible, a speedy resolution to the problem
 To take appropriate actions and ensure that promises are kept
 To inform the employee of their right to take the grievance to the next
stage of the procedure, in the event of an unsuccessful resolution

Benefits of Grievance Handling Procedure:

Benefits that accrue to both the employer and employees are as follows:
 It encourages employees to raise concerns without fear of reprisal.
 It provides a fair and speedy means of dealing with complaints.
 It prevents minor disagreements developing into more serious disputes.
 It serves as an outlet for employee frustrations and discontents.
 It saves employer’s time and money as solutions are found for workplace
problems. It helps to build an organizational climate based on openness
and trust.
Details of a grievance procedure/machinery may vary from organization to
organization.

26
5. EMPLOYEE WELFARE POLICY

 To increase the standard of living of the. Working class: The labourer is

more prone to exploitation from the capitalists if there is no standardized
way of looking after their welfare.

 To make the management feel the employees are satisfied about the work
and working conditions.

 To reduce the labour problems in the orgnisaton: There are various

problems affecting the workers, problems like absenteeism, turnover
ratio, indebtedness, alcoholism, etc., which make the labourer further
weak both physically and psychologically. Labour Welfare looks forward
to helping the labourer to overcome these problems.

 To recognize human values Every person has his own personality and
needs to be recognized and developed. It is in the hands of the
management to shape them and help them grow. The management
employs various methods to recognize each one’s worth as an individual
and as an asset to the organization.

27
 DATA ANALYSIS
AND
INTERPRETATION

Questionnaire on HR Policies
 REWARDS AND RECOGNITION

1. Do you think your work is valued and appreciated?

a) agree b) strongly agree c) neutral d)disagree e)strongly disagree

No. of respondents
Strongly agree 20
Agree 10
Neither agree nor disagree 50
Strongly disagree 20
disagree 10
Total 20

Respondants
strongly Agree agree
Neither agree nor disagree Strongly Disagree
disagree

0% 0%

30%
50%

20%

28
Interpretation : according to the table 20% employees strongly agree
that their work is appreciated and valued , 10 % agrees to the same
where large no of population of 40% is neutral and 10% disagrees,
The data reflects maximum no. of employees neither agree nor
disagree to the statement.

2. Do you think your supervisor/organization welcomes new ideas

from you? *
b) agree b) strongly agree c) neutral d)disagree e)strongly disagree

No. of respondents
Strongly Agree 30
Agree 15
Neither agree nor disagree 20
Strongly disagree 19
disagree 6
Total 100

No of respondents
Strongly agree agree
Neither agree nor disagree Strongly disagree
disagree
5%
11%
9%

11%

64%

29
Interpretation: according to the table 33% employees strongly agree
that organization welcomes new ideas , 17 % agrees to the same
where 22% are neutral , 7% disagree and 21% strongly disagrees, The
data reflects maximum no of employees strongly agree that theirnew
ideas are welcomed

3. Your organization encourages new ideas ?

c) agree b) strongly agree c) neutral d)disagree e)strongly disagree

Respondants
strongly Agree 30
agree 20
Neither agree nor disagree 50
Strongly Disagree 0
disagree 0
Total 20

Strongly Respondants
Disagree disagree
0% 0%

strongly Agree
Neither agree 30%
nor disagree
50%
agree
20%

30
Interpretation : according to the table 30% employees strongly agree
that their new ideas are encouraged, 20 % agrees to the same where
large no of population of 50% is neutral , The data reflects maximum
no of employees neither agree nor to the statement that their new
ideas are encouraged.

4. Were you satisfied with recognition/ reward you got?

d) agree b) strongly agree c) neutral d)disagree e)strongly disagree

No of respondents
Strongly agree 9
Agree 60
Neither agree nor disagree 10
Strongly disagree 10
Disagree 5
Total 100

No of respondents
Strongly agree agree
Neither agree nor disagree Strongly disagree
disagree
5%
11%
9%

11%

64%

analysis: according to the table 64% employees they were satisfied by the
rewards they received, 11% were strongly satisfied ,11% were neither agree nor
disagree , 5% were not satisfied and 11% strongly disagree to the same

31
interpretation: maximum population of employees are satisfied by the
rewards they received.

 Employee welfare policy

5. The criteria of 4.5 years of eligibility to mediclaim should be
minimized.
a) strongly agree b) agree c) neutral d)disagree e)strongly
disagree

Respondents
Strongly agree 35
Agree 45
Neither agree nor disagree 10
Strongly disagree 5
Disagree 5
Total 100

Respondants respondents
Strongly agree Agree
Neither agree nor disagree Strongly disagree
disagree
5%
5%
10%
35%

45%

32
 Ananlysis: according to the table 45% employees think the 4.5
years should be minimized , 35 agree to the same , 10 % are neutral
and negligible 5% don’t think it should be minimized.

Interpretation : around 80% of total population think the criteria of

4.5 years should be minimized.

6. The mediclaim amount of 30,000 is satisfactory.

a) strongly agree b) agree c) neutral d)disagree e)strongly
disagree

Respondents
Strongly agree 25
Agree 20
Neither agree nor disagree 25
Strongly disagree 15
Disagree 15
Total 20

Respondents
Strongly agree Agree
Neither agree nor disagree Strongly disagree
Disagree

15%
25%
15%
20%
25%

33
 Analysis : around 25 % employees strongly agree the mediclaim
amount is satisfactory, 20 % agree where 25% are of no opinion ,
and 25% strongly disafrees to the same and 10% are not satisfied.

Interpretation : around half of the employee population is

satisfied with the amount.

7. Are you happy with the thought of marriage gift given by the
organisation

a) strongly agree b) agree c) neutral d)disagree e)strongly

disagree

Respondents
Strongly agree 25
Agree 30
Neither agree nor disagree 20
Strongly disagree 15
Disagree 10
A
total 100
n
anlysis : according to the table 25% are strongly happy , 30 % are
happy , 20% are neutral , 25 are unhappy with the idea of marriage
gift given by the organization.
Interpretation : more than half population are happy with the
marriage gift idea.

34
 Respondents
Strongly agree Agree
Neither agree nor disagree Strongly disagree
Disagree

10%
25%
15%

20%
30%

8. the number of medical check ups once in two years below 45yrs
and once in a year above 45 years is satisfactory.
a) strongly agree b) agree c) neutral d)disagree e)strongly
disagree

Respondents
Strongly agree 15
Agree 25
Neither agree nor disagree 35
Strongly disagree 15
Disagree 10
total 100

35
 Respondents
Strongly agree Agree
Neither agree nor disagree Strongly disagree
Disagree

10% 15%
15%
25%
35%

According to table 15% employees strongly agree to the statement,

25% agree to the statement , 35 % have no opinion about the
statement , 15% strongly disagrees aqnd 10% disagrees.

Interpretation: around 35% population think medical check up

policy is satisfactory and 35% are neutral.

9. existing grevience redressal mechanism is smoothly performed.

a) strongly agree b) agree c) neutral d)disagree e)strongly

disagree

Respondants
Strongly agree 25
Agree 20
Neither agree nor disagree 35
Strongly disagree 10
Disagree 10
total 100

36
 Respondants
Strongly agree Agree
Neither agree nor disagree Strongly disagree
Disagree

10%
10% 25%

35% 20%

Analysis : around 35 % people think grievance redressal works smoothly, 35%

neither agree nor disagree , 10% strongly disagree, 10% disagree to the same .
Interpretation : more than half employee population think grievance redressal
works smoothly.

10.the grievance redressal procedure is too lengthy.

a) strongly agree b) agree c) neutral d)disagree e)strongly
disagree

No. of respondents
Strongly agree 10
agree 15
Neither agree nor disagree 30
Strongly disagree 25
Disagree 20
total 100

37
 No. of respondents
agree Strongly agree neutral disagree Strongly disagree

15%
25%
10%

20%
30%

Analysis : according to the table 15% agree , 10% strongly agree,

30 neither agree nor disagree, 20% disagree , 25% strongly disagree
.
Interpretation : around 45% people don’t think the process Is
lengthy and 35% think it is lengthy , which interprets the process is
not lengthy

11.The management decision regarding grievance is satisfactory

a) strongly agree b) agree c) neutral d)disagree e)strongly
disagree

Respondants
Strongly Agree 20
Agree 10
Neither agree nor disagree 45
Strongly Disagree 10
Disagree 0
Total 100

38
 Respondants
Strongly Agree Agree
Neither agree nor disagree Strongly Disagree
Disagree
0%

10%
25%

45% 20%

Ananlysis : according to the table 25% strongly agree, 20% agree , 45% neither
agree nor disagree , 10 strongly disagree that decision regarding grievance is
satisfactory
Interpretation : half of the population think grievance decisions are satisfactory
and half neither agree nor disagree.

12.complaints and grievance are being taken care off often.

a) strongly agree b) agree c) neutral d)disagree e)strongly
disagree

Respondents
Strongly Agree 9
agree 3
Neutral 4
Strongly Disagree 2
disagree 2
Total 20

39
 Respondents
Strongly Agree agree Neutral Strongly Disagree disagree

10%
10%
45%

20%

15%

Ananlysis : 45% employee strongly think complaints are being care taken off,
15% agree , 20 % neither agree nor disagree , 10% strongly disagree , 10 agree
Interpretation : maximum people think the grievance are being care taken off in
the organization.

 training and development

13.organization considers Training as a part of organizational strategy.

Do you agree with this statement?

a) Strongly Agree b) Agree c) neither agree nor disagree d)

Disagree e) Strongly Disagree

Respondants
Strongly disagree 10
Agree 8
Neither agree nor disagree 2

40
Disagree 0
Disagree 0
Total 20

Respondants
Strongly disagree Agree
Neither agree nor disagree Disagree
disagree
0% 0%

10%

50%
40%

14.training need identification is done properly.

a) strongly agree b) agree c) neutral d)disagree e)strongly
disagree

Respondants
agree 7
Strongly agree 7
neutral 3
disagree 2
Strongly disagree 1
total 20

41
 Respondants
agree Strongly agree neutral disagree Strongly disagree

5%
10%
35%
15%

35%

15. Skill & knowledge acquired through training programme is as per

my job requirements.
a) Strongly Agree b) Agree c)neither agree nor disagree d)
Disagree e) Strongly Disagree

Respondants
Strongly agree 8
agree 6
Neither agree nor disagree 5
Srongly Disagree 1
Disagree 0
Total 20

42
 Respondants
Strongly agree agree
Neither agree nor disagree Srongly Disagree
Disagree
5% 0%

25% 40%

30%

Analysis : 40% strongly agree, 30% agree , 25% have no opinion and 5%
strongly disagree which reflects that maximum employee agree to the statement.

16.Organization has formal appraisal system

a) Strongly Agree b) Agree c) neutral d) strongly disagree e)
Disagree

No. of respondents
Agree 30
Strongly agree 40
Neither agree nor disagree 25
Strongly Disagree 0
Disagree 0
Total 100

43
 Respondants
Strongly agree agree
Neither agree nor disagree Srongly Disagree
Disagree
5% 0%

25% 40%

30%

Analysis: 40% employees think strongly the organization has formal

appraisal system, 30% agree , 25% have no opinion, 5% strongly
disagree
Interpretation : maximum employees think organization has formal
appraisal system .

 performance appraisal

17.I am satisfied with current appraisal system

a) Strongly Agree b) Agree c) neutral d) strongly disagree e)
Disagree

No. of respondents
Strongly Agree 85
agree 15
Neither agree nor disagree 0
Strongly disagree 0
disagree 0
44
total 100

No. of respondents
Strongly Agree agree
Neither agree nor disagree Strongly disagree
disagree
0% 0% 0%

15%

85%

Ananlysis : 85% employees are satisfied by the performance

appraisal and 15% agree
Interpretation : employees are satisfied with the performance
appraisal policy .

18.the existing performance appraisal policy helps employee set and

achieve meaningful goals.
a) Strongly Agree b) Agree c)neutral d) Disagree e) Strongly
Disagree

Respondants
Agree 7
Strongly agree 6
Neutral 4
Disagree 3
Strongly disagree 0
Total 20

45
 Respondants
Agree Strongly agree Neutral Disagree Strongly disagree

0%

15%
35%

20%

30%

19.Supervisor discuss the appraisal feedback.

a) Strongly Agree b) Agree c) neutral d) stromgly disagree e)
Disagree

No. of respondents
Strongly agree 8
agree 6
Neither agree nor disagree 5
Strongly disagree 1
Disagree 0
total 20

46
 No. of respondents
Strongly agree agree
Neither agree nor disagree Strongly disagree
Disagree
5% 0%

25% 40%

30%

analysis : 40 % people think supervisor discuss the appraisal feedback, 30%

agree, 25% have no opinion and 5% strongly disagree.
Interpretation: maximum employees think the supervisordiscuss the appraisal
feedback.

20.Performance appraisal system is needed in organization

a) Strongly Agree b) Agree c) neutral d) strongly disagree e)

Disagree

No. of respondents
Strongly agree 25
agree 20
Neither agree nor disagree 40
Strongly disagree 15
Disagree 0
total 100
_

47
 No. of respondents
Strongly agree agree
Neither agree nor disagree Strongly disagree
Disagree
0%

15%
25%

40% 20%

Analysis :

Analysis : 25% employee strongly agree , 20 % agree , 40 are

strongly agree nor disagree , 15% strongly disagree
Interpretation :

48
 FINDINGS :

 The work of people in the organization is valued and appreciated.

 The organization welcomes new ideas of the employees
 The employees are encouraged for their new ideas
 Employees are satisfied by the rewards they received
 Employees are not satisfied by the eligibility criteria of 4.5 years to
mediclaim
 The mediclaim amount is satisfactory
 Employees are happy with the thought of marriage gift given by the
organization
 Number of check ups once is two years below 45 years and once in a year
above 45 years is satisfactory for the employees
 The grievance redressal mechanism is worked smoothly in the
organization
 Employees partially think the grievance redressal is a lengthy procedure
 The management decision regarding grievance is partially satisfactory
 Complaints are being taken care off in the organization
 In the organization training is considered as a part of organizational
strategy
 Training need identification is done properly in the organization
 Skills and knowledge acquired through training is as per employees
requirements in the organization
 The organization has formal appraisal system.
 The appraisal feedback is being discussed by the supervisor in the
organization
 Performance appraisal system is needed in the organization.

49
50
 SUGGESTIONS &RECOMMENDATIONS

1. The Organization should focus on mentor system intend to help

employees in their career progression.
2. Grievance redressal prodecure should be reduced
3. The Organization should conduct Psychometric tests for employees.
4. The Training should be mandatory for all level of employees.
5. The Departments should develop constructive attitude towards each
other.
6. The company should give the appropriate recognition for the
contributions and accomplishments made by employees. A flexible
reward system should be adopted by organization to improve employee
motivation.
7. A more transparent and full proof communication system developed in
the organization.

51
 BIBLIOGRAPHY

Journals & Articles:

1. Documents of THE SOCIAL OCEAN.

Websites:
www.thesocialocean.com
https://journals.sagepub.com/doi/abs/10.1177/031289620402900203
http://www.ijirst.org/articles/IJIRSTV2I11034.pdf
https://www.researchgate.net/publication/236247815_How_employee_perceptions_of_HR_p
olicy_and_practice_influence_discretionary_work_effort_and_co-
worker_assistance_Evidence_from_two_organizations

BOOKS:
I. Case studies in human resource management
Sanjeev bansal
Jaya yadav
Hargovind kakkar

II. HR policies and procedures

Timothy mcAfee

III. HRD practices

Dr. santosha pavani tammineni

IV. Personnel & HRM

A.M Sharma

ANNEXURES

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