Bibliography Ques

BIBLIOGRAPHY
REFERENCE JOURNALS
⚫ Emma Parry, Michael Dickmann& Fang Lee Cooke (2020) “Employee perceptions of HR
practices” Volume 31 Issue 1
⚫ Jeske van Beurden , Karina van De Voorde , Marc van Veldhoven, (2021) “The employee
perspective on HR practices” Volume 32 Issue 2
⚫ Ahsanullah Mohsen, Najibullah Neyazi and Sarwar Ebtekar, (2020) The Impact of
Organisational Culture On Employees Performance Volume 11, Issue 8
⚫ A Study on Employee’s Perception of Organizational HR Practices and its Culture (2022),
Dr. Sushree Sangita Ray, Dr. Rachita Ota , Pallavi Chatterjee, Vol 3, no 6, ISSN 2582-
7421
⚫ Employees Perceptions of the Importance of Human Resources Management Practices
(2015), Francisco Cesario, ISSN 1819-1932
⚫ Employee Perception of HRM Practices: Impact on Commitment to the Organization
Nighat G Ansari Vol. 18, Issue No. 3 July-September 2011
⚫ The Effects Of Human Resource Management Practices On Employees’ Organisational

Commitment (2015) Khaled Aladwan , Ramudu Bhanugopan, Brian D'Netto Vol. 23 Issue
3 ISSN- 1934-8835
⚫ Employees’ Perception of HRM Practices and Organizational Citizenship Behaviour

(2022), Maria Luisa , Silvia De Simone , Amelia Manuti Vol. 12 Issue 9
⚫ The Effect Of Human Resources Management Practices On Employee Performance
(2014), Vol. 3 Issue 9 , ISSN 2277-8616 Hamzah Mohammad A. Al_Qudah, Dr. Abdullah
Osman, HamzahEdris M. Al_Qudah
⚫ Impact Of HRM Practices On Organizational Commitment Of Employees (2013), Shruti
Lamba , Nirmala Choudhary Volume 2 , ISSN 2278‐7763
REFERENCE BOOKS
• Edward Lawler, John Boudreau, and Susan Albers Mohrman (2012), "Effective Human
Resource Management: A Global Analysis" published by Stanford Business Books
• Sharon Armstrong and Barbara Mitchell (2008), "The Essential HR Handbook: A
Quick and Handy Resource for Any Manager or HR Professional" published by Career
Press.
• Alec Levenson (2010), "HR Analytics Handbook" published by Harvard Business
Review Press.
WEB LINKS REFERENCE
⚫ www.wikipedia.com
⚫ www.researchgate.net
⚫ www.googlescholar.com
APPENDIX
(QUESTIONNAIRES)
1. Age
a)Below 25 b) 25 - 30 c) 30 - 35 d) 35 – 40 e) Above 40
2. Gender
a) Male b) Female
4. Educational Background
a)Diploma b) Under Graduate c) Post Graduate
5. Years of Experience
a) 0 – 3 years b) 3 – 5 years c) 5 – 10 years d) 10 – 16 years e) Above 16 years
6. Marital Status
a) Single b) Married
SA- Strongly agree A- Agree N- Neutral DA- Disagree SD- Strongly Disagree
Questions SA A N DA SD
PERFORMANCE EVALUATION PROCESS:
1. The performance evaluation process is fair.
2. The performance evaluation process

motivates to perform at best.
3. Performance evaluations help in identifying

areas of improvement.
4. The performance evaluation process

considers external factors that may impact
performance.
5. During performance evaluation, it is

comfortable to discuss career aspirations
and goals.
6. The performance evaluation process is
sufficiently flexible to accommodate
changes in job responsibilities.
EMPLOYEE SATISFACTION:
1. Employee satisfied with the HR services

offered by the company.
2. HR policies and practices promote a healthy

work-life balance.
3. The level of fairness and equity in HR

policies and practices.
4. HR effectively recognizes and rewards the

performance and achievements of
employees.
5. The organization provides adequate training

and development opportunities
6. The overall leadership and management of

HR within the company.
WORK LIFE BALANCE:
1. Employees feel comfortable communicating

their work life balance needs with their HR.
2. The work-life balance within the

organization is hindered by barriers or
challenges.
3. The work-life balance impact your overall

job satisfaction and performance.
4. The work-life balance has become more

balanced over the past year.
5. The company culture promotes and values

work-life balance.
COMPENSATION & BENEFIT:
1. Opportunities for salary growth and

advancement based on performance are
provided by the organization.
2. The level of flexibility in compensation and

benefits options provided by the company.
3. The organization provides transparent

information about compensation structures
and benefit options.
4. The overall compensation package is

satisfactory to employees.
5. The benefits offered by the company, such

as healthcare and wellness programs, are
considered valuable and supportive of
employee well-being.
WORK ENVIRONMENT:
1. Social interaction among colleagues is

considered an opportunity.
2. The workplace fosters a sense of safety and

security.
3. The level of recognition and appreciation for

your contributions within the workplace is
satisfactory.
4. The company provides adequate resources and

tools to perform tasks effectively.
5. The level of communication and collaboration

between different teams and departments within
the company is satisfactory.
CAREER PLANNING:
1. The availability of resources provided by the

company for career development satisfactory
to employees.
2. The level of flexibility in career planning

options offered by the company.
3. The level of freedom you have to carry out

tasks in your job satisfactory to employees.
4. The job offers opportunities to complete

tasks.
5. Each employee is aware of his/her

career pathin the organization.
6. The organization prefer an internal employee

whenever vacancy exists.
CHAPTER – 1
INTRODUCTION
CHAPTER – 2
PROFILE
CHAPTER – 3
REVIEW OF LITERATURE
CHAPTER – 4
RESEARCH METHODOLOGY
CHAPTER - 5
DATA ANALYSIS AND
INTERPRETATION
CHAPTER – 6
FINDINGS, SUGGESTION AND
CONCLUSION
BIBLIOGRAPHY
APPENDIX

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BIBLIOGRAPHY

⚫ The Effects Of Human Resource Management Practices On Employees’ Organisational

⚫ Employees’ Perception of HRM Practices and Organizational Citizenship Behaviour

WEB LINKS REFERENCE

a)Diploma b) Under Graduate c) Post Graduate

a) 0 – 3 years b) 3 – 5 years c) 5 – 10 years d) 10 – 16 years e) Above 16 years

PERFORMANCE EVALUATION PROCESS:

1. The performance evaluation process is fair.

2. The performance evaluation process

3. Performance evaluations help in identifying

4. The performance evaluation process

5. During performance evaluation, it is

1. Employee satisfied with the HR services

2. HR policies and practices promote a healthy

3. The level of fairness and equity in HR

4. HR effectively recognizes and rewards the

5. The organization provides adequate training

6. The overall leadership and management of

WORK LIFE BALANCE:

1. Employees feel comfortable communicating

2. The work-life balance within the

3. The work-life balance impact your overall

4. The work-life balance has become more

5. The company culture promotes and values

1. Opportunities for salary growth and

2. The level of flexibility in compensation and

3. The organization provides transparent

4. The overall compensation package is

5. The benefits offered by the company, such

1. Social interaction among colleagues is

2. The workplace fosters a sense of safety and

3. The level of recognition and appreciation for

4. The company provides adequate resources and

5. The level of communication and collaboration

1. The availability of resources provided by the

2. The level of flexibility in career planning

3. The level of freedom you have to carry out

4. The job offers opportunities to complete

5. Each employee is aware of his/her

6. The organization prefer an internal employee

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