ABSTRACT

HR policies are continuing guidelines on the approach of which an organization intends to adopt in
managing its people. They represent specific guidelines to HR managers on various matters on
concerning employment and state the intent of the organization on different aspects of Human
Resource Management such as Recruitment, promotion, compensation, training, selection etc.
Fulfillment of the organization object and establishment of mutual confidence and avoidance of
misunderstanding. There are numerous benefits after implementing the HR practices and policies to
the organization. And they are Recruitment and policies, Training and professional development,
Handling Concerns, work place safety, organizational structure, Employment Rules. The present
study is about the HR practices and Policies in the organization. The data will be gathered through
primary source with the help of structured questionnaire through secondary source with journals,
books, authorized websites, and company printed material. The gathered data is analyzed using
statistical tools the output about HR practices.
CHAPTER 1:

INTODUCTION
 INTRODUCTION

Within various types of organizations, the employees as well as the employers need to carry out their
job duties in accordance to policies and procedures. In leading to well-being and progression and
enhance the reputation of the organization, it is necessary to formulate human resources policies and
procedures. When the human resources abide by the policies and procedures, they are not only able
to implement their job duties appropriately, but also would promote discipline within the working
environment. The policies and procedures need to be concerned in terms of various areas such as,
technical, clerical, management, administration and so forth. When the employees get
recruited within the organizations, they are required to go through training and development
programs. In these programs, they are imparted with knowledge in terms of human resources policies
and procedures. When the human resources follow the policies and procedures, they areable to
benefit to a major extent. The main areas that have been taken into account in this research paper are,
meaning and significance of human resources policies and procedures, types of human resources
policies, and areas in which human resources policies and procedures. Human resources (HR)
policies and procedures are regarded as formal commitments that are focused upon the ways, in
which employers treat the employees. Within the organization, it is apparent that members cannot
carry out tasks and activities in isolation. In order to carry out various tasks and functions, they need
to organize meetings, exchange ideas and suggestions, share viewpoints and work in co-ordination
with each other. Collaboration and integration among the members are regarded to be of utmost
significance in promoting a healthy and safe working environment. It is apparent that members need
to form good terms and relationships with each other.

The primary objective of HR policies and procedures is to create a working environment, which
makes provision of support and assistance to the employees to build up self-esteem and self-
confidence. They are able to implement behavioural traits, which enable them to carry out their job
duties in accordance to the expectations of the employees.

HR policies and procedures are subjected to changes. They do not remain the same throughout.
With advancements taking place and with the advent of modernization and globalization, changes
take place in HR policies and procedures. For instance, when changes take place in the production
methods, traditional methods get replaced by technical methods and machines, then it is apparent
that changes will take place in HR policies and procedures as well. The HR policies and procedures
aim at promoting an environment, in which the individuals feel appreciated and empowered.
Furthermore, it is vital to take into consideration various factors that would promote implementation
of job duties and achievement of organizational goals satisfactorily. These include, management of
resources, initiating training and development programs, providing infrastructure, amenities,
facilities, machines, tools and technologies, encouraging effective communication processes,
promoting employee health and safety and creating an amiable and pleasant working environmental
conditions. Therefore, it can be stated that it is necessary to formulate policies and procedures
which would contribute efficiently in the implementation of these factors.

Meaning and Significance of Human Resources Policies and Procedures

The human resources policies and procedures are regarded as the backbone of any organization.
These documents consists of all the details regarding the treatment, which needs to be given to the
employees in the organization and make provision of assistance to the employees in acquiring an
efficient understanding of the organizational culture. The HR policies and procedures manual is
compiled first and thereafter an employee handbook is prepared in conjunction with the prevailing
policies and procedures as laid down in the earlier document. Such documents make provision of
clear description in terms of the

benefits and incentives that need to be given to the employees. Within the organization, it is
necessary to ensure employees implement their job duties in accordance to rules and policies and
proper standards need to be recognised within the working environment. In the case of occurrence of
issues, either on the part of the employers or employees, the HR manual is regarded as one of the
important sources to provide resolutions (HR Policies and Procedures Manual, 2019).

The human resources, employed in various positions, such as, managers, administrators, supervisors
and so forth consult these documents from time to time, before formulating procedures and orders.
Through these documents, they are able to acquire the details necessary in the effective
implementation of organizational policies and procedures to be followed. Furthermore, these
documents can also acquaint the employees in terms of the ways in which organizational policies
and procedures lead to progression and well-being. The employees may also generate information in
terms of ways such as, leaves sanction, different allowances, insurance plans, anti-harassment rules,
anti-drugs rules and so forth. The handbook of the employees contain the information, pertaining to
employment procedures of the employees. The significance of HR policies and procedures is
primarily recognized in making provision of essential information to the employees, so they are able
to put into operation their job duties in an appropriate manner. In addition, they are able to generate
information in terms of departments, personnel, organizational goals and so forth (HR Policies and
Procedures Manual, 2019).

Organizations can hire an HR Consulting Firms for the preparation of both or either of the HR
policies and procedures manual and the employee handbook. An HR consultant can provide
assistance to the organization in preparation of new HR policies and procedures manual and
employee handbook for the organization. He can revise certain aspects of the documents or
completely revise the HR policies and procedures manual and employee handbook. It is necessary
to check the documents for the rules that have been changing within the course of time. Audit the
existing HR policies and procedures manual and or employee handbook to make sure that the
details provided are relevant to the organization. The job
duties of the HR consultant can include just one covering document or both, these are the HR
policies and procedures manual and employee handbook. Also as per the requirement of the
administration, the consultant may be asked to either work upon the entire document or just a few
policies (HR Policies and Procedures Manual, 2019).

When compiling the HR policies and procedures manual, an HR consultant needs to be trained,
taking into account various factors. These include, organizational culture, legal rules and regulations
and market trends. On the other hand, when the individuals are preparing employee handbooks, they
need to take into consideration various aspects. These include, HR policies and procedures manual
of the organization, present rules and regulations related to employees within the organization, legal
compliances and industry norms (HR Policies and Procedures Manual, 2019). Within the
organizations, this is comprehensively understood that in order to carry out one’s job duties in an
appropriate manner, it is vital for the individuals to follow the norms, principles and standards.
When they adequately follow the norms, principles and standards, they are able to carry out their job
duties in a well-organized manner. When the members are working towards formulation of policies
and procedures, they need to ensure they are in accordance to the organizational structure and
organizational objectives. This aspect needs to be clearly understood by the members.

The HR policies and procedures make provision of help and assistance to the organization in
achieving its goals and objectives. It is of utmost significance for the organization to determine the
ways that may help the individuals in reaching its goals and objectives. Organizations need to
formulate an HRM strategy as well as the business drivers, which may make the strategy
indispensable for their success. It is a fact that to thrive and prosper in the challenging business
environment, organizations need to generate awareness interms of utilization of modern and
innovative methods. As with advancements taking place, when there will be introduction of modern
and innovative methods in the implementation of job duties, then there will be changes taking place
in the HR policies and procedures. It is vital for the employees to be well-equipped with the usage
of these methods and procedures. Therefore, it can be stated that with the
introduction of modern and innovative methods, HRM turns into a valuable tool for the
management to lead to progression and goodwill (HR Policies and Procedures Manual, 2019).

The practice of HRM needs to be integrated with the overall strategy to ensure the effectiveness of
the human resources in the implementation of tasks and activities. Within the organization, there are
number of departments, i.e. financial, marketing, human resources, clerical, technical, and so forth.
In various departments, human resources are recruited in accordance to their educational
qualifications, competencies and aptitude. They undergo training and development programs, at the
time of recruitment as well as within the course of their employment to generate information in
terms of modern, technical and pioneering methods. Furthermore, the HR policies and procedures
need to be modified, particularly when changes are taking place in the methods and procedures.
There are introduction of novice approaches, which may enable the individuals to carry out their job
duties in a well-ordered manner and achieve organizational goals. Therefore, it can be stated that
HR policies and procedures make provision of assistance and support to the employees, which may
enable them to generate information and carry out their job duties in a well-organized and
satisfactory manner.

1.1 BACKGROUND OF STUDY

Human resource management is not a new idea but it was developed since the inception of
civilization of humanity. It was discussed in great epic “Mahabharata, Ramayana in deployment of
personnel. Since management of human resource is not an easy task as they have different perception,
different attitude, different personality, difference psychology and perception therefore it has been a
top priority of managerial functions. Though the field of human resource management is not as old as
the field of management but as a discipline of study is relatively new. As for example, the ‘minimum
wage rate’, ‘incentive’, ‘wage plan’ were included in the Babylonian Code of Hammurabi around
1800 B.C. The Chinese, as early as 1650 B.C. had originated the principles of “division of labour”
that is, the concept of specialization which is known today and they understood the meaning and
implications of labour turnover even 400 B.C. The “Span of Management” and the related concepts
of organisation were well understood by Moses around 1200 B.C. and the Chaldean had incentive
wage plans around 400 B.C. The ancients, with their stoneaxes, adzes and other flint tools, may not
have appreciated the principles of ‘transfer of skills from the humans to the machine”, but they were
nevertheless applying the principles, and this separated them from large numbers of other human
beings. Grouping the activities and allocation of responsibility, reward and promotion schemes,
transfer and motivation concepts, all these concepts were evidenced in the regime of the Great Akbar.
Yet, the historical background of human resource can be traced in 2 parts viz Pre-Scientific
management era and scientific management era, etc. Chapter 2 “The Study of Human Resource
Management Policies and Practices Adopted by PMPML” Human Resource Management Policies
and Practices: Theoretical Background Page 27 of 185 In India, Kautilya has observed that there
existed a sound base for systematic management of human resource as early as the fourth century
B.C. The Government then took active interest in the operation of public and private sector
enterprises and provided systematic procedures for regulating employer-employees relationship. The
1950s in India saw the birth of the personnel functions when outdated technocrats and retired army
officials were appointed by industries to look after worker’s interest. The 1960s saw a stress on the
welfare attitude in the personnel profession. Then Labour Officers became interested in looking after
canteens and latrines, meals and uniforms, storing and washing facilities etc. The 1970s witnessed the
introduction of the legal angel and the adjudication of disputes became important and personnel
officers went about obtaining law degrees to horn their legal skills for use on the shop floor. The
1980s saw an enlargement of the legal aspects, and collective bargaining became the most important
skill of the personnel officers. Bipartite negotiations were complemented by union militancy during
the first half of the decade and by management militancy during the second half. The 1990s saw the
era of participative management on the one hand the slow withering away of unions on the other. To
use the terminology of the legendary C. Wright Mills, union leaders became managers of discontent,
while the bourgeoisie infiltrated the ranks of the managers. And the liberalization and globalization
process, which has come over the Indian economy in the last sixteen years, has given birth of a fair
number of fly-by-night small enterprises which hope to gain legitimacy and foster rapid growth by
setting up a human resource department. Now-a-days, participative management in decision making,
human resource re-engineering and performance management rather than performance appraisal have
been emerged in human resource field. human resource management as a means of achieving
management objectives – at least in enterprises which have recognized, or have been compelled to
recognize, the utilization of the human resource in achieving competitive edge – becomes clear from
an examination of four important goals of effective human resource management. Human resource
management is closely linked to motivation, leadership and work behaviour. An enterprise’s policies
and practices in these areas have an impact on whether human resource management contributes to
achieving management goals. Human resource management as a specialised function in organisation
began to grow around 1900s (Mathis & Jackson, 1988). However, the decade of the 1980s brought a
serious “The Study of Human Resource Management Policies and Practices Adopted by PMPML”
Human Resource Management Policies and Practices: Theoretical Background Page 28 of 185
transformation in the practice and study of human resource management. Intense business
competition forced organisations to think about the new source of wealth and competitive advantage-
employees. Therefore the field of human resource management was not only “catapulted to critical
positions within firms” (Graham & Bennet, 1998,), but “has discovered, and indeed begun to
embrace, a strategic perspective” (Dyer & Holder, 1988,). Human resource management is commonly
defined as a “process of acquiring, training, appraising and compensation employees, and attending to
their labour relations, health and safety, and fairness concerns” (Dessler, 2005,), and as a “strategic
and coherent approach to the management of an organisation’s most valued assets – the people and
organisations together so that the goals of each are met,” with the aim of the “optimal degree of fit
among the four components – the environment, organisations, job, and individual”. In order to ensure
the objectives, human resource management is responsible to perform certain functions which are the
prime job of human resource management. The core functions of human resource management itself
broaden the scope of human resource management. To fulfill the objectives, the main functions of
human resource management is concerned with the tackling the problems of human resources
working in the organisations. Form making a policy of human resources in the organisation to their
development aspects, a number of activities come under this process. The human resource
management functions are becoming very crucial now-a-days because of globalization. The human
resource management functions are very key portion of the organisation today because emphasis has
been on doing things right time. One cannot imagine human resource management functions without
thorough knowledge of the business issues of its organisation in present context. Every business
issues have human resource management implications. Pertinent to the challenges confronting human
resource management professionals trying to cope in the international arena are some fundamental
challenges associated with becoming a strategic business partner, as identified by Ulrich (1997). He
advises us that becoming a strategic business partner means dealing squarely with what it takes to
create an organisation to accomplish business objectives. This process involves overcoming at least
five critical challenges, which Ulrich casts within the context of “domestic” human resource
management issues. We believe, however, that these are applicable to the international arena as well.
“The Study of Human Resource Management Policies and Practices Adopted by PMPML” Human
Resource Management Policies and Practices: Theoretical Background Page 29 of 185 Organisations
are facing challenges like social challenge, Psychological challenge, Global Challenge, Technology
and Innovation challenge, knowledge challenge etc. Thus human resource management help
confronting these challenges effectively.
1.2 Objectives of the study:

The primary objective of human resource policies and practices is to ensure the availability of a
competent and willing work force to an organization. Specifically human resource policies and
practices objectives are four fold that are societal organization, functional and personnel.

1) Societal Objective: To ensure that the organisation becomes socially responsive.

2) Organizational Objective: To make such that human resource policies and practices become means
to assist the organizations reach to its primary objectives.

3) Functional Objective: The depth level of services must be tailored to fit the organisations services.

4) Personal Objective: to assist employees in achieving their personal goals.

1.2 Need and Importance of study:

Organisations need to evolve human resource policies as they ensure consistency and uniformity in
treating people. They help to motivate and build loyalty. The need for human resource policy arises to
achieve the human resource and overall objectives of the organisation. Organisations should have
Human Resource Policy as they ensure the following benefits:-
i) Clear Thinking: The process of formulating the human resource policy help to clarify management
thinking about the basic needs of both the organisation as well as the employees. The management
must examine its basic conventions and give full consideration to practice it in the organization.
ii) Uniformity and Consistency of Administrations: A well established policies ensure uniform and
consistent treatment to all employees throughout the organization, so as to minimize discrimination
and favouritism.
iii) Continuity and Stability: Within the policies there are means of transmitting the company’s
heritage from one generation of executives to another.
iv) Sense of Security: Policies set patterns of behaviour which permit employees to work more
confidently.
v) Delegation of Authority: Human resource policy helps managers to delegate authority.
vi) Orientation and Training: A well-written human resource policy can be used as guidelines for
orientation and training of new employees.
vii) Teamwork and Loyalty: A well prepared set of human resource policy enables employees to have
clear picture of the organizational goals and help to build employees morale and loyalty.
viii) better control: Human resource policies serves as standards or yardsticks for evaluating
effectiveness of human resource policy.
ix) Prompt decision making: A carefully defined human resource policy serve as guide for making
decisions on routine and repetitive issues.
1.3 METHODOLOGY
Research Methodology

A research paradigm is a perspective about research held by a community of researchers which is

based on shared concepts, beliefs, assumptions, values and practices. A paradigm is a world view, a
general perspective, a way of breaking down the complexity of the world. In research, a paradigm has
come to mean a set of overarching and interconnected assumptions about the nature of reality. A
research paradigm is about the different world views held about knowledge and how researchers
understand that knowledge (Zikmund, Babin, Carr, & Griffin, 2013). In this paper the selected four
research paradigms are explained and similarities and differences among these research paradigms
are discussed.

1.4 Sampling

Sampling is a process used in statistical analysis in which a predetermined number of observations

are taken from a larger population. The methodology used to sample from a larger population
depends on the type of analysis being performed, but it may include simple random sampling or
systematic sampling. Types of sampling include random sampling, block sampling, judgment
sampling, and systematic sampling. Companies use sampling as a marketing tool to identify the needs
and wants of their target market. The sample size is 100 and convenient sampling method had been
used in this study. Statistical methods involved in carrying out a study include planning, designing,
collecting data, analyzing, drawing meaningful interpretation and reporting of the research findings.
The statistical analysis gives meaning to the meaningless numbers, thereby breathing life into a
lifeless data. The results and inferences are precise only if proper statistical tests are used.

Describing data is an essential part of statistical analysis aiming to provide a complete picture of the
data before moving to advanced methods. The types of statistical methods used for this purpose are
called descriptive statistics. They include both numerical (e.g. mean, mode, variance…) and graphical
tools (e.g. histogram, boxplot…) which allow summarizing a set of data and extracting important
information such as central tendencies and dispersion. Moreover, we can use them to describe the
association between several variables.
 Primary Data
1. Closed ended questionnaire
2. Five demographic variables
3. Fifteen items measured on rating scale.

Secondary Data
1. Books
2. Journals
3. Magazines
4. Internet.

Statistical Tools
1. Tables
2. Frequency Analysis
3. Descriptive Statistics
4. Graphs
5. Regression Test.

1.5 LIMITATIONS OF HR POLICIES AND PRACTICES

Major Limitations of Human Resource policies and practices

 Recent Origin: HRM is of recent origin.

 Lack of Support of Top Management: HRM should have the support of top level management
 Improper Actualization
 Inadequate Development Programmes
 Inadequate Information

1.6 Scope of Human Resource Policies:

“The subject matter of human resource policies is as wide as the scope of human resource
management. In most companies, policies are established regarding various functions of human
resource management which are as follows.”
i) Employment: All policies are concerned with recruitment, selection, and separation of employee.
Employment policies should provide clear guidelines on the following points:
(a) Minimum hiring qualifications.
(b) Preferred sources of recruitment.
(c) Reservation for scheduled castes, scheduled tribes, handicapped persons and ex-servicemen.
(d) Employment of local people and relatives of existing staff.
(e) Reliance on various selection devices such as university degrees, tests, interviews, reference
checks, physical examination, etc.
(f) Basics (length of service or efficiency) to be followed in discharging an employee.
(g) Probation period.
(h) Layoff and retirement.

ii) Training and Development:

(a) Attitude towards training-Whether it is regarded as a device to overcome specific problems or as a
continuing relationship between superior and subordinate.
(b) Objectives of training.
(c)Opportunities for career development.
(d) Basis of training.
(e) Methods of training such as On the job or Off the job.

iii) Transfers and Promotions:

(a) Rationale of transfer.
(b) Periodicity of transfer.
(c) Promotion from within or outside the organization.
(d) Seniority required for promotion.
(e) Seniority rights.
(f) Channels of promotion.
iii) Compensation:
(a) Job evaluation system.
(b) Minimum wages and salaries.
(c) Method of wage payment.
(d) Profit sharing and incentive plans.
(e) Non-monetary rewards.
 CHAPTER 2:

REVIEW OF LITEREATURE
Sowmya Kusumanchi
Content Writer at SumoPayroll (2018-present)
2.What are the nature, objectives and scope of human resource
management?
Human Resource Management: Nature
Human Resource Management is a process of bringing people and organizations together so that the
goals of each are met. The various features of HRM include
It is pervasive in nature as it is present in all enterprises.
Its focus is on results rather than on rules.
It tries to help employees develop their potential fully.
It encourages employees to give their best to the organization.
It is all about people at work, both as individuals and groups.
It tries to put people on assigned jobs in order to produce good results.
It helps an organization meet its goals in the future by providing for competent and well-motivated
employees.
It tries to build and maintain cordial relations between people working at various levels in the
organization.
It is a multidisciplinary activity, utilizing knowledge and inputs drawn from psychology, economics,
etc.
Human Resource Management: Scope
Personnel aspect-This is concerned with manpower planning, recruitment, selection, placement,
transfer, promotion, training and development, layoff and retrenchment, remuneration, incentives,
productivity etc.
Welfare aspect-It deals with working conditions and amenities such as canteens, creches, rest and
lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities,
etc.
Industrial relations aspect-This covers union-management relations, joint consultation, collective
bargaining, grievance and disciplinary procedures, settlement of disputes, etc.
Human Resource Management: Objectives
To help the organization reach its goals.
To ensure effective utilization and maximum development of human resources.
To ensure respect for human beings. To identify and satisfy the needs of individuals.To ensure
reconciliation of individual goals with those of the organization.
To achieve and maintain high morale among employees.
To provide the organization with well-trained and well-motivated employees.
To increase to the fullest the employee's job satisfaction and self-actualization.
To develop and maintain a quality of work life.
To be ethically and socially responsive to the needs of society.
To develop overall personality of each employee in its multidimensional aspect.
To enhance employee's capabilities to perform the present job.
To equip the employees with precision and clarity in transaction of business.
To inculcate the sense of team spirit, team work and inter-team collaboration.

Sowmya Kusumanchi
Content Writer at SumoPayroll (2018-present)
3.What are the basic concepts of human resource management?
Originally Answered: What do you understand by human resource management?
Human resource management is a department in an organization that is used to do various crucial
functions such as finding, screening, and recruiting job applicants who can help in increasing
business productivity. The main role of the HR manager in an organization is to maximize the
productivity of employees and maintaining a safe working environment condition. The main purpose
of human resource management is to provide assistance to all other departments whether it is related
to any professional or personal matters. Human resource (HR) management is primarily concerned
with the management of employees from their hiring to retirement. Though HR management
performs a diverse range of functions that helps the organization in a number of ways:
Recruitment and Selection: It is the major function of an HR management that deals with the process
of screening and selecting competent candidates for a specific job profile. Recruitment and selection
of the employees highly depend on the short term and long term goals of a company. This process is
quite crucial for a company as it helps in attracting highly qualified applicants to apply for the job.
Orientation: It is another major function that must be followed by HR management as it helps the
employees to adjust themselves to the environment of the organization. This function also helps the
employees to know their job profile, and the duties assigned to them. Moreover, it also motivates the
employees to take part in other activities of the company.
Maintain good working conditions: The HR management must provide a good and hygienic working
environment to the employees so that the objectives of the company can be achieved in a more
efficient manner. Employees should be motivated from time to time so that they carry out
theirrespective tasks effectively.
Managing Employees Relation: Employee's relationship is another important function of HR
management that helps in influencing good behavior with each other. Several activities should be
organized by the HR manager that helps the company to know an employee at a personal and
professional level.
Training and Development: This function of HR management helps to improve the overall
performance level of the employees by educating and giving knowledge to them on a related
subject.
Role Of HR Management In An Organization
Collaboration: The HR management and managerial staff work together in order to build employee's
skills. The main role of HR management is to assign employees to several roles in the organization,
thus helps the company to grow business extensively. In the case of a flexible organization,
employees are moved to various business functions that depend on the preferences of employees and
business priorities.Commitment Building: Human resource professionals also advise approaches to
increase employee commitment in a company. The whole process starts with the selection of eligible
candidates with the right profile with respect to their qualifications. After they are hired, HR
management must motivate them so that they are committed to their jobs.
Building Capacity: The HR professionals help in building the capacity of an organization so that it
can provide better goods and services to the customers. It also helps in making the people stay
committed for the long term.

Elvin Toh
Marketing and Communication (2020-present)
4.What are the functions and objectives of human resource management?
There are four main objectives of human resource management
1. Define an organizational structure which drives productivity
Hiring the right talent for the task is only a small part of the challenge. Once an organization has
captured the talent it then needs organizational structures and practices in place to nurture staff skills
and maximize the return on investment in human capital.
2. Developing effective coordination and communication within the organization
The 16th-century poet John Donne is possibly best known today for the phrase ‘No Man is an Island’.
It alludes to the idea that people do pretty badly when isolated from others. They need to be part of a
community in order to survive. We are, after all, the most social of animals.
Thus, in isolation from fellow staff, it is fairly obvious that many people would struggle. It, therefore,
falls to Human Resources to ensure that staff hired for their skills to aid in achieving wider corporate
objectives, must be given a framework that helps them succeed. HR must foster a hierarchy which
achieves the best communication within and between the departments that make up any business.
3. Dedicate time to finding the right staff and developing their skills base
We definitely live in some of the most fluid and dynamic times for employers and employees. People
increasingly expect to acquire new skills to remain relevant in the employment market, whilst
employers are constantly looking to staff as a key part of the business’s competitive advantage.
HR, then, must not only find the right staff to mesh with the strategic course the business is taking,
but then ensure that these employees are given the skills to remain valued and valuable to companies
seeking to compete in an ever-more competitive landscape.
4. Embracing wider societal and ethical developments HR, more so than at any time in the evolution
of employment practices, should not only be inwardlooking at the structure, communication, and
training of staff but also be conscious of the rapid cultural and societal changes affecting the work
environment.

Sowmya Kusumanchi
Content Writer at SumoPayroll (2018-present)
5.What is human resource in simple words?
Human resources are used to describe both the people who work for a company or organization and
the department responsible for managing resources related to employees. The term human resources
were first coined in the 1960s when the value of labor relations began to garner attention and when
notions such as motivation, organizational behavior, and selection assessments began to take shape.
Human resource management is a contemporary, umbrella term used to describe the management and
development of employees in an organization. Also called personnel or talent management (although
these terms are a bit antiquated), human resource management involves overseeing all things related
to managing an organization’s human capital.
Human resource management is therefore focused on a number of major areas, including:
Recruiting and staffing Compensation and benefits
Training and learning
Labor and employee relations
Organization development
Due to the many areas of human resource management, it is typical for professionals in this field to
possess specific expertise in one or more areas. Just a few of the related career titles for HR
professionals include:
Training development specialist
HR manager
Benefits specialist
Human resource generalist
Employment services manager
Compensation and job analysis specialist
Training and development manager
Recruiter
Benefits counselor
Personnel analystHuman resource management involves developing and administering programs that
are designed to increase the effectiveness of an organization or business. It includes the entire
spectrum of creating, managing, and cultivating the employer-employee relationship.
For most organizations, agencies, and businesses, the human resources department is responsible for:
Managing job recruitment, selection, and promotion
Developing and overseeing employee benefits and wellness programs
Developing, promoting, and enforcing personnel policies
Promoting employee career development and job training
Providing orientation programs for new hires
Providing guidance regarding disciplinary actions
Serving as primary contact for work-site injuries or accidents.

Ahmed Salah
studied Management at University of London
6.What are the best practices in human resource management?
Well, its a very clever question because the surprise and the tricky thing is that there is no best
practice in HRM.
What is working for you, doesn't work for others. yes there are good techniques and very good
techniques but there is no right and wrong way to do things in HRM, it depends on so many factors,
that is the reason why the HR Professionals suffer from businesses managers, a lot of them thinks that
HR is something easy and everyone can practice it and its not complex to manage people, but HR
experts know well how things can be done in different situations and its impact on the org and the
employees.
To make it clear i will give you some examples and i will draw my answer in some HR core
activities.
Recruitment and selection, I guess every recruiter specialist knows the reliability and validity of each
R&S technique and if they don’t know they will figure it out by field experience and they should
consider cost and budget and fairness in the process. companies can recruit through many channels
but if you think the corporate website is the best place to add your vacancies adv. that is wrong only
60 % of companies using it, if you think of recruiting a professional manager would you really post
your ad in corporate website or newspaper or linkedin ? maybe the best practice here is the
specialist journals or head hunting. on the contrary if you want to attract juniors employees to apply, a
simple corporate ad. will be enough to attract hundred of job seekers if you build your branding well.
the same for selection you will not use assessment centers which is known to be the most predictable
of future behavior and very expensive to floor shop positions or constructions workers but for video
game developer for example it deserve it.
In effect they are saying that with all the possible R&S techniques available, the company must
decide which technique is going to be most effective for the specific post or posts it is trying to fill.
The approach adopted will depend a great deal on the type and level of vacancy and the company
level and the kind of competition it has.
In Pay & rewards system the professional HR knows that in so many cases pay raise will not be
enough to motivate the employees to act in a behavior that will benefit the org. what then is what they
need to do that. it depends on the culture, society , job specificity and performance. for sales
employees commission works well, piece work pay is good for shop floor manual employees,
individual performance or merit pay, team pay and profit sharing are all examples of ways to pay the
employee and motivate them. but there are organization circumstances that determine that ( not the
best practice ) taking for example national culture : Pay for (individual) performance, for example,
can work out well in the USA, the Netherlands and the UK. In more collectivist cultures like France,
Germany and large parts of Asia it may not be so successful. In Japan, for example, where the
national culture has been based upon strong collective values, team bonuses and seniority pay (rather
than individual performance-related pay) have until very recently been the norm. Type of workers
and the technology also has impact on what is the best pay and rewards system for the org. to use.In
designing the job ( search for the famous classic example of Volve and Nissan ) When it opened in
1989, Volvo’s Uddevalla factory was held up as an icon of humanistic work practices. produvtion
was based on no production line – each team build an entire car, they did very well workers were
very motivated and work teams were highly skilled. Where on the other hand in 1987, Nissan opened
its car factory in Sunderland in the north-east of England. production was based on moving assembly
line applying typical scientific management Taylor ideas related to unmotivated and unskilled
employees. Not surprisingly, the reactions of workers within Volvo and companies such as Nissan
vary considerably. But surprisingly, faced with overcapacity in the European car market, Volvo took
the decision to shut the Uddevalla factory in 1993. The company argued that the cost of transporting
car bodies, and management and administration costs were too high (Sandberg, 1994). So, did the
closure represent the pre-eminence of ‘inroduction’ teamworking arrangements (as adopted at
Nissan) over ‘quality of working life’ practices at Volvo. Applying the same in Performance
management, Employee relations, learning and Development.
The conclusion is that there is no best practice for HRM but there are some techniques that works
well in certain situations in some cultures and some org. and doesn't work in another.

Jennifer Sandoval
7.What are the human resource policies and procedures of an organization?
Originally Answered: What are the human resource policy and procedures of the organizations?
You have the following
Employee Handbook
All company and HR policies should be in the handbook
Employee HR Procedures
Interviewing & Hiring Procedures
New Hire Training & Orientation Procedures
Coaching Performance Procedures
Performance Evaluation Procedures
Progressive Counseling Procedures
Investigation & Grievance Procedures
Termination Procedures
Employee Programs
Employee Training Program
New Hire Training
Skills Training
Performance Management Training
Sexual Harassment Training
Safety Training
Preventative Maintenance Program.
Mamata Matta
Content Strategist at SumoPayroll (2019-present)
8.Why do we need human resource policies?
Operating a business without HR policies is essentially saying to employees that you aren't
interested in creating a framework that shows them how to be successful in their jobs. The
importance of HR policies cannot be overstated -- they are critical for sustaining a viable business
and for giving employees the guidelines they need to feel confident they are working for a
purposeful, principled organization.
Risk Mitigation
HR policies can protect your company from liabilities concerning claims of unfair employment
practices. They're important because many HR policies are related to company's obligations under
federal and local laws and regulations.
Employee Confidence
Providing your employees with written HR policies can improve their job satisfaction, confidence
and, ultimately, their morale and engagement. Without guidelines that inform employees of the
company's performance expectations, pay practices and code of ethics, your HR department could be
bombarded with such questions as "When will I get a paycheck?" "How do I get promoted?" or "To
whom do I report harassment?"
Strategic Direction
HR policies support the organization's strategic direction, and consequently, the company's growth
and ability to sustain operations

Jim Burgess
SHRM-SCP Human Resource Management, SHRMSCP (1970)
9.What is the nature of human resource policies?
HR POLICIES = Designed to “Protect the COMPANY from LIABILITY” and going BANKRUPT
(Sinking the
SHIP by NON COMPLIANCE!).
*****It is not designed to protect the Employee except for the following:
A. Compliance with the LAW,
B. an ON THE JOB DANGER or LIABILITY
C. Any action that could cost the Company $$$$!
[HR DIRECTOR]
Kapil Vijayvergiya
former Human Resource at Ventrum Technologies (2018-2020)
10.Why should one go for a human resource management course?
Originally Answered: Why study human resource management?
Good people skills and the ability to communicate well are no longer enough to be successful in
human resources. Postgraduate study and professional accreditation are also essential… Most
successful organisations claim that people are their most important asset, and that the effective
management of human resources is central to their business strategy. This has led to an increase in
human resource management (HRM) jobs both in the UK and abroad.
Why study human resources management?
'Successful organisations often seek applicants with a PG degree in hrm because of the cutting-edge
strategic knowledge and skills that they have developed,' says Dr Etlyn Kenny, lecturer in HRM at
the University of Birmingham. 'They may also be professionally qualified if their programme is
accredited by the Chartered Institute of Personnel and Development (CIPD).'
Joining the CIPD as a student gives you access to all of its online resources, such as podcasts,
research factsheets and employment law information. There is also a community forum with nearly
40,000 HR professionals. You can use this to discuss your research and studies with experienced
members.
You will study topics such as organisationalbehaviour, employment relations systems and processes,
human resource planning, recruitment and selection, performance management, training and
development, occupational health and safety, work organisation, negotiation and conflict resolution.

Amrinder Arora
Co-founder and CEO at BizMerlin
11.What is human resource planning?
Human Resource Planning is the one of the most strategic functions of HR. In a nutshell it begins
with an analysis of people (capabilities/supply) and work (demand). You need to match the supply to
demand, and plan for how the demand is evolving. For example, begin with this overly simplistic
scenario: you are getting 2 new projects a month, and each project needs 2 people. Then you need 4
people just to fulfill new demand. Various complications in this process are that you can also have
some churn (people leaving), growth/contraction in older projects, and most importantly that not all
people are the same. Further, people change over time, for example, some salespeople will become
sales managers at some point in time, and some sales managers will become regional managers, etc,
etc. Then, add on the complications related to skill evolutions and training and you have a significant
(and a very critical and interesting) problem on your hands.
Human Resource Planning is the ultimate function to perform all of these planning activities. To do a
good resource planning exercise, your software tools need to have at a minimum: centralized people
database, people profiles, project resource allocations and resource plans, prospective projects
pipeline, training and skill database and performance history of various people. Then, begin with
gauging the current allocations, and allocations 6 months to a year out. Then, based on your own
projections, you can start forming the details of the HRP for your organization.
And not to forget, a significant part of human resource planning involves interaction with financial
department for cashflow and budgeting.

Nandini Khullar
12.What is a skilled human resource?
Skilled human resource refers to the people who are trained, well-educated, energetic, experienced,
devoted to their field and is capable of doing any specific work in a balanced way and efficiently.
Teachers, doctors, engineers etc. are some of the example. Skilled manpower is essential to carry out
several development activities. To carry out several development works may be difficult in the
absence of skilled manpower. They also play vital way for the systematic utilization of the natural
resources and help to conserve them as well. There is various importance of skilled manpower.

Sarah Pickering knows German

14.What should be the best topic for research on HR?
Human resources are considered the most crucial asset in today’s business world. That is why it’s a
hot academic topic that most students are interested in studying. If you’re a business student or
studying behavioral sciences, then you probably need to find exciting human resources topics to write
about in your upcoming assignment from services 99Papers, EssayPro and EssayBox..
Due to the expansion of several industries, organizations realize the importance of HR. Experienced
employees who understand everything about human resources are considered valuable assets. That is
why students should work hard to find relevant human resources research topics to qualify them for
competition in the job market if they want to work in this field.
List of Current Human Resources Management Research Topics for 2020
Studying human resources is a crucial part of management studies. Whether you are a college or
university student, you can buy a research paper online to save time and effort. There are lots of
reputable services that can provide excellent assignments to boost your academic performance.
The best thing about studying HR is that it’s a universal science. Most rules and terminologies are
applied everywhere, which is good news for you if you’re a college student. HR management science
is connected to sociology, psychology, and economics, so it’s a hot academic discipline that lots of
students find interesting. Since the business world is always changing, you need to find new and
interesting human resource hot topics to include in your upcoming task.
Here is our list of topics for your paper:
What are the main factors that can increase employee loyalty?
Resolving conflicts in the workplace: How can employers and human resource managers manage
cultural differences in an international company?
Recruiting from universities: Pros and cons.
Should a company pay for its employees’ education?
Outsourcing and freelancers: Is it wise to put your company’s future in freelancers’ hands?
Risks and opportunities for recruiting new team members.
HR managers: Rules for selection, recruitment, hiring, and educating.
Overqualified employees: What should an HR manager do with an overqualified employee?
Talent management and talent hunting: What’s the human resource manager’s responsibility?
Character types: How do they affect team building in a company?
Having relevant data for research paper is easy if you know where to look. There are lots of online
sources and books in libraries to use in your task. Make sure you spend enough time on planning
before writing your task.Need help with writing a human resources research
GET HELP
Interesting Human Resources Research Paper Topics
Human resources management is a changing and evolving science. Big data and the influence of the
internet have changed the game in the international business world. Human resource managers should
be fully aware of these changes and their impact on their employees in addition to the assets they use
to run the company’s operations.
Our society has changed drastically in the past few years. E-commerce, online transactions, and
freelancing are new trends that affect managing skilled employees in the work environment. That is
why an excellent student should pay attention to these current trends and global changes to find the
most critical topics to write about in an upcoming task.
Here is a list of some interesting HR research paper topics to write about in your task:
Workplace bullying and harassment: How can a successful HR manager deal with these challenges?
How can a company encourage diversity? What’s its impact on workplace dynamics?
Effective communication and its effect on a company’s success.
Do wages affect employee productivity? How can they be used to increase motivation?
What’s the best way to judge employee performance? Tools and criteria used for successful
evaluation.
New labor laws: What are the most important critical issues?
Protecting company data in the age of technology.
Are all staff members paid equally? How can managers address this issue?
Health problems in the workplace: How can it affect company productivity?
What motivates people to work more?
What are 21st-century challenges facing human resource managers?
HR planning in mergers and acquisitions.
How do HR specialists deal with job satisfaction, loyalty, and commitment?
Which factors affect employee retention?
Laws against sexual and religious discrimination.
Don’t worry if your research paper due date is approaching. Hiring a professional writing service
guarantees your assignment will be ready on time. A professional writer will check your research
paper for grammar, spelling, and punctuation mistakes before submission and make sure it’s
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Lenna Reichman
works at GREENVALLEY COMPUTER SOLUTIONS
15.What are the hot research topics in human resource management?
I would say the hottest research topics in human resource management these days are the
following:
Is outsourcing or hiring freelancers a wise decision for your company?
Outsourcing or hiring freelancers has been a huge trend in many companies in the past few years. It
continues to grow that countries like India and the Philippines even have actual companies for
outsourced employees.
The freelancing industry has also grown tremendously over the years. It's interesting to investigate
how much this employment method benefits companies.
Does it make operations more efficient? What are the risks of outsourcing? Are the risks too little
compared to the advantages?
Should HR start integrating artificial intelligence in recruitment processes?
Artificial intelligence is starting to enter the HR industry as well. Its data-driven nature is being
integrated into this field, supposedly making recruitment processes simpler and faster.
However, it's still underrated compared to how outsourcing is making an impact on HR. So the main
question is whether HR professionals or departments need to have AI knowledge or not.
With the competition in hiring these days, this research topic is worth looking into.
How to protect company data in this digital age?
HR professionals and departments collect a ton of data per hire. That's how much information is
stored in this business branch.
In this age of technology, it's easy to have access to this data as much as it's easy to store them.

Aniket Pandey
Master of commerce from University of Allahabad (2019)
16.What are some new research topics in human resource management?
There are many new and modern research topics in human resource management which are as
follows:-
Compensation management
Conflict management
Talent management
Performance management
Organisational development
OrganisationalBehaviour
Industrial relations
Industrial disputes
Trade union
Human resource planning and development
Human resource policies
Global HR
International human resource
Rural human resource
Quality management
Work-life balance
Employee engagement
Employee development
Workforce diversity
Retrenchment and layoff
Human resource audit
Human resource accounting
Human resource information system (HRIS)
Career and succession planningLeadership and motivation
Recruitment and selection
Training and development
Performance appraisal
Job analysis
Industrial discipline
HR analytics .
Richard Cowley
A growing global HR thought-leader, I am passionate about Helping People Achieve
I am pursuing a PhD in HR. What could be a good topic for research in the human resource
area?
Congrats - how exciting. A couple of thoughts:
17.What is the impact of the HR function on the global economy - collectively
how can we shift the company focus to country economic growth?
New world performance management process - people believe the bell-curve has limited value and
believe they will stop using it. So what is the reality of what could replace it given that you will
always need comparison?
Global demographics are going to deliver the perfect storm in the future, i.e. countries with huge
populations will be challenged to employ them, whilst a number of countries e.g. Japan, will surpass
the working population - who will fund the aged. Cross border movement of people has to become a
reality.
Vikki Brown
works at V.A. Brown Consulting
18.What could be some research proposals related to human resources
management in a bank for my dissertation?
Originally Answered: MBA Research Questions related to Human Resources Management in a bank?
Hi Ifraz:
Some advice right off of the bat:
Your post is difficult to understand. You haven't asked a question, you've only created a list so it's
difficult to know what you want. Communication is key to success. This is what I think you are
saying. "I am a second semester MBA student who needs some help thinking of a research topic
concerning bank executives. Please provide input." I actually didn't get that it had to do with HR until
I reread the title.
Having said that, If I understand you correctly there are several topics that come to mind. Some ideas
are:
Ways that HR practices differ between banks and credit unions
The frequency, causes and possible solutions for employee turnover (i.e. pay, safety concerns etc.

David Creelman
CEO at Creelman Research Inc (2003-present)
19.What are today's special topics in human resources?
The hot topic at the moment is how to handle work-from-home. It’s become apparent that a lot of
employees like this and want it to continue in some form.
Two important areas are Analytics/Evidence-based HR and Technology. These are areas where HR
has lagged behind other functions so there is a desire to catch up.
Particularly in the US, but also some other countries, HR has to find an approach to dealing with
activist employees who are disrupting the company. Related to this is protecting employees from
activists outside the company who are trying to get those employees fired.

Ashley Sewell
Academic Writer at TheAcademicPapers.co.uk (2014-present)
20.What are some of the latest thesis topics in human resources?
Here is list of some topics..Examining the extent to which employee performance can be effectively
managed Examining the implications of performance management for potential wage capping
Examining subjectivity versus objectivity in employee assessment and evaluation Examining the
concept of “fairness” in employee wages, hours, and other considerations The implications of human
resource management strategy for facilitating employee motivations Investigating the relationship
between reward and motivation among employees Reviewing both legal and ethical aspects of
maintaining workplace diversity.

Bernice Barber
21.What are some recent/trending topics for research in human resource
management and development?
The sphere that is drawing a lot of attention at the moment is Artificial Intelligence (AI) and the
impact it is going to have on people at work. Areas being looked at are:
How many job types will become redundant in the light of AI?
How will productivity be improved with the use of AI?
So, just in these two simple questions there rests a world of impact on the workplace of the future.

Parimal J Gunjikar
Working in HR operations since Y2K
22.What are some good HR policies?
Originally Answered: What are some very good HR policies in your company?
I have been in HR for quite sometime now and was fortunate to come across many Best HR Practices
in the companies I worked with and learnt about. Here are some examples.
1) R&R. One of the companies I worked for used to reward employees with a Book to read, A single
rose and a Silver Coin. The senior most official (often the CMD of the company) used to say a few
words of appreciation, share the gist of employees achievement and felicitate him. (there was no ‘her’
there, those days)
2) Production Day: this was the best practice in one of the FMCG companies I worked with. We
would declare any day (or night) as production day and everybody would challenge himself to do the
best of his job for the day. On many occasions we saw the best yields, best of production and best of
quality.
3) Contributory training: an employee opts to get himself trained in one of the relevant subjects,
company sponsors him by paying the fees. Next month, the installments of fees start getting deducted
in his salary till it is fully paid up. On completion of training & getting certified, 75–80% of the fees
are refunded and the employee is given a Cash Prize. The deduction of fees is only to give some
seriousness about learning.
Edit 1: The books that we gave away were standard books in the local language. Even when the
employee was ILLITERATE we would gift him a book, so that Someone would read. Books are for
Reading is the maxim.

Ling Lim
HR Consultant & Coach
23.What are the basic HR policies that a startup should have?
If I was a running start up, I would defne some clear policies on:
Hiring policies. Who hires? Who fires? The hiring authority grid so that the founders agree on the
quality of the staff up front.
Flexi work hours, time of work and place of work- what does flexi means?
Travel costs (class of travel, petrol, car parking, tolls , meals and accommodation) - they will be a fair
bit of running around so how does one compensate the staff Hot meals, coffee etc
Performance appraisal - could be project based
Discretionary bonuses
Reporting line
Meetings and attendance at such meetings
Code of dressing Client management /behaviours at such meetings
IT policies/confidentialty of information sharing
Non disclosure agreement (NDA’s)
Patent and copyrights/ownership of inventions
You do not need to bind them too much but these are some areas that are worthy of some attention.
Like most organizations, start ups/unicorns rely on funding so you often hear of people running out of
funds. Thus, always do a budget and do not hire hysterically.
Create a mini handbook and also make it available on your intranet.
Ocasionally have a monthly mini townhall and throw in some meals.
Ask for feedback and tweak as you grow.
Make your policies equitable and don’t have staff whine over money or let them abuse their
privileges.

Nargis Khan
24.Why are HR practices important?
Originally Answered: What are the HR Practices? Why are HR practices important?
HR practices are the means through which your human resources personnel can develop the
leadership of your staff. This occurs through the practice of developing extensive training courses and
motivational programs, such as devising systems to direct and assist management in performing
ongoing performance appraisals.
The HR Practices are important because of they :
Communicate values and expectations for how things are done at your organization Keep the
organisation in compliance with legislation and provide protection against employment claims
Document and implement best practices appropriate to the organization Support consistent treatment
of staff, fairness and transparency Help management to make decisions that are consistent, uniform
and predictable To support business strategy and, For smaller organisations, a desire to develop a
more formal and consistent approach that will meet their needs as they grow.
THEORITICAL FRAME WORK
Human Resource Management may be defined as a set of policies, practices and programmes
designed to maximise both personal and organizational goals. Human Resource Management is
management function that helps in managing recruitment, selection, training and development of
members of an organization. Thus human resource management is concerned with the peoples
dimension in organisation. Human Resource Management refers to a set of programmes, functions
and activities designed and carried out in order maximize both employees as well as organizational
effectiveness. It is a process of binding people and organisations together so that the objectives of
each are achieved. Human resource management is a broad concept and human resource development
and personnel management are a part of human resource management. Human Resource Management
is also a management function concerned with hiring, motivating, and maintaining people in an
organisation. It focuses on people in organisations. According to National Institute of Personnel
Management of India, “human resource management is that part of management concerned with
people at work and with their relationship within the organization. It seeks to bring together men and
women who make up an enterprise, enabling each to make his own best contribution to its success
both as an individual and as a member of a working group”.
Scott and others have defined as Human Resource Management as follows: “Human Resource
Management is that branch of management which is responsible on a staff basis for concentrating on
those aspects of relationship of management to employeesand employees to employees and with the
development of the individual and the group. The objective is to attain maximum individual
development, desirable working relationship between employers and employees, and employees and
employees, and effective moulding of human resources as contrasted with physical resources”. In the
words of Jucius, “Human Resource Management may be defined as that field of management which
has to do with planning, organizing and controlling the functions of procuring, development,
maintaining and utilizing a labour force,
(a) objectives for which the company is established are attained economically and effectively;
(b) objectives of all levels of human resources are served to the highest possible degree; and
(c) objectives of society are duly coincided and served”.
Features of Human Resource Policies and practices:-

1) Human resource policies are based upon human resource objectives of the organisation.
2) Human resource policies are general statements of broad understanding.
3) Human resource policies are standing plans. Generally long lasting and can be used again and
again.
4) Human resource policies reflect the recognized intentions of top management in relation to the
human resource of the organisation.
5) Human resource Policies are formulated by the human resource department in consultation with
the line managers.

FUNDAMENTAL CONCEPTS OF HR POLICIES AND PRACTICES:

A policy is a long term plan of action. Policies become benchmarks to compare and evaluate
performance. Human Resource Policies are statement of human resource objectives of an
organisation and provide a broad framework within which decisions of human resource matters can
be made. Human Resource Policies lay down the criterion for decision making in the field of human
resource policies and practices. Then policies define the intentions of the organisation in the area of
human resource policies and practices.
According to Dale Yodder9 “Human resource or labour or industrial relations policy provides
guidelines for wide variety of employment relationships in the organisation.
These guidelines identifies the organization’s intentions in recruitment, selection, promotion,
development, compensation, motivation and otherwise leading and directing people in the working
organisation. Human resource policies serve as a road map for managers.”
In the words of R. Calhoon10, “Human resource policies constitute guidelines to actions. They
furnish the general standards or based on which decisions are reached. There genesis lies in an
organization’s values, philosophy, concepts and principles.”
Human resource policies are vital tool for organisations that are serious about resolving personnel
issues, if any Human Resource Management Policies are intended to help in maximizing the
effectiveness of human resource functions. Human resource management policies should be
consistent, well-written, and legal policies and procedures. Human resource management policy
provide human resource advices for organization specific human resource related issues.
MAIN CHALLENGES AND OPPURTUNITIES :

CHALLENGES

Managing people (Human Resources) in the present context is not an enviable task as it is mired in
many challenges. The competitive challenges include globalization, technology, managing change,
retaining human capital, responding to market forces and cost containment.

The competitive challenges are compounded by concerns for employees influenced by diversity, age,
gender issues, job security, educational levels, employee rights, privacy issues, work attitudes and
family problems.

Challenge # 1. Globalization:

Many companies are seeking business opportunities in global markets to grow and prosper as
domestic markets are shrinking. Globalization is the trend towards opening up foreign markets to
international business and investment. The impact of globalization on business and HRM is
enormous.

Impact of Globalization on Business:

i. Competition as well cooperation with foreign companies has become an important focal point in the
present business context.

ii. For large companies the vision is to offer customers anything, anytime, anywhere.

iii. Well known products are losing their national identities.

iv. There are many free-trade agreements between nations.

v. Even though there is improvement in the standard of living of people consequent to globalization,
there is still the fear of loss of jobs in certain sections of people.

vi. People in developing countries fear that developed countries are exploiting their natural resources
resulting in a ‘have/have not’ world economy.
vii. Corporates are discovering that being socially responsible helps the people at the bottom line.
Corporate social responsibility is to operate in the best interests of the people and communities
affected by its activities.

Impact of Globalization on HRM:

i. HR managers have to balance a complicated set of issues related to different geographies, cultures,
employment laws and business practices.

ii. HR managers find it difficult to gauge the knowledge and skills of foreign worker and how to train
them.

iii. The different languages and cultures of foreigners make things more complicated.

iv. It is a real challenge to relocate managers and workers.

v. Training managers on foreign cultures and procedures before they take up foreign assignments is
time-consuming.

vi. There must be adjustment of compensation plans to ensure equity among the employees who are
posted to different parts of the world.

vii. The most different task is retaining the employees in the face of culture shock faced by the
employees and their families.

Challenge # 2. Ever Changing Technology.

The effect of advancements in information is so dramatic that organizations are changing the way
they do business. Use of internet to do business is so pervasive in both large and small organizations
that e-commerce is rapidly becoming a challenge.

As computer-mediated work style is resulting in ‘virtual’ office in which people can work from home
or any outstation spots, the implication for HRM are mind-boggling.
Impact of Technology on HRM:

i. Advanced technology tends to reduce the number of jobs which require less skill and to increase
jobs requiring high skills.

ii. The shift from ‘touch labour’ to ‘knowledge workers’ has resulted in retraining of employees on
higher responsibilities.

iii. Knowledge based training has become very important.

iv. HRIS has become a potent weapon to lower administrative costs increase productivity, speed up
response times and improve decision making and customer service.

v. Information technology has resulted in automating routine activities, alleviating administrative

burdens, reducing cost and improving productivity in the HR department.

vi. As HR managers are able to access the employee records themselves, delay and wastage of
stationery are reduced.

vii. Apart from the routine activities software’s are being used to recruit, screen and pretest
applications online.

viii. Setting up of goals and measuring of performance are also done through online.

ix. As routine HR activities are done quickly and efficiently through computerization, HR managers
can concentrate more effectively on the firm’s strategic direction such as forecasting personnel needs,
planning for career and promotion and evaluating impact of firm’s policies.

x. HR managers, by sharing information online with production department, are able to make
production managers to come up with better production practices and cost control solutions.

Challenge # 3. Change Management:

The major forces driving changes in organizations as well as HRM are globalization and technology.
In the present business scenario business success mostly depends on how changes are
managed. Companies are successful as they develop a culture that keeps moving all the time. In
highly competitive business environment, change management is the core competency of
organizations.
Changes could be reactive, proactive or both. Reactive change is one where change occurs after
external forces have already affected performance. In the case of proactive change, change is initiated
to take advantage of environmental opportunities. The main thrust of change management program is
to involve employees in establishing continuous innovation and excellent customer service.

Role of HR in Change Management:

i. Most of the companies report at least one change initiative occurring in the HRM.

ii. HR managers have to concentrate on responsibilities, job assignments and work process whenever
change occurs.

iii. HR managers play a vital role in overcoming resistance to change through effective
communication and counseling.

iv. They have higher responsibilities to envision the future, communicate the vision to employees, set
clear expectations for performance and develop capability to execute by reorganizing people and
other resources.

Challenge # 4. Managing Human Capital:

Human capital is the knowledge, skill and capabilities of individuals that have economic value to the
organization. As human capital is intangible and elusive, it cannot be managed the way jobs, products
or technologies are managed. This is because human capital is owned by the employees themselves
and not by organizations.

Managing human capital is highly crucial because if valued employees leave an organization, they
take their human capital with them and any investment made in training and development is lost.
Hence, success increasingly depends on an organization’s ability to retain and manage human capital.

OPPURTUNITIES

The Human Resource Management Department is known to be the heart of an organization. The HR
manager plays a key role in any well established organization. This field is in the developing stage
and is still facing challenges for its recognition in contribution to the business. This profession like
other professions, need to be managed by professionals who play a crucial role in the growth of the
organization and individuals.
In the days of financial crisis and tight job market, HR profession is considered an important field. It
takes responsibility to provide the human resources and becomes the strategic business partner in
accomplishing the corporate goals. In the era of information technology, public sector and private
sector companies have been focusing on this discipline and paying more to meet the challenges of an
open market.

At the strategic level the main function of HR is to develop the balancing act in the growth of the
business of the company and its human capital. The HR function works like a catalyst in the
organization. HR professionals act in the organization as a middleware between the management and
the employees. The objective of HR professionals is to develop a positive and healthy working
environment to increase the productivity and job satisfaction among the employees.

1. Recruitment and Selection : Involves preparing job descriptions, attracting people with right
qualifications and skills, with right mind set and attitude.
2. Manpower Planning : Assessing the present and future manpower requirements in the
organization, succession planning and career planning. This area is very important in which
the future strength of the an organization lies.
3. Human Resource Administration : Defining organization’s HR policies and procedures and
implementation thereof
4. Compensation and Benefits : Determining salary structures, employee perquisites etc,
covers health, security, safety, terminal benefits, and employee welfare facilities. This area is
very important for retaining the talent in organization.
5. Industrial Relations : Promoting healthy relationship between management and employees
associations, addressing employees’ concerns, taking care of legal issues in the labour courts /
labour commissioners.
6. Training and Development : Arranging employee orientation programmes and providing
technical skills and behavioral training to employees for effective performance. This area is
very important for career progression of an individual in the organization.
7. Performance Appraisal : Reviewing performance appraisal system of the employees from
time to time using the assessment information for the purpose of trainings, promotions, and
incentives etc.
 CHAPTER 3
INDUSTRY AND COMPANY PROFILE
 INDUSTRY PROFILE

SECTOR PROFILE: INFORMATION TECHNOLOGY (IT)

Information Technology (IT) has made possible information access at gigabit speeds. It has created a
level playing field among nations and has a positive impact on the lives of millions.

Today, a country's IT potential is paramount for its march towards global competitiveness, healthy
gross domestic product (GDP) and meeting up energy and environmental challenges.

The Indian IT and Information Technology enabled Services (ITeS) sectors go hand-in-hand in every
aspect. The industry has not only transformed India's image on the global platform, but also fuelled
economic growth by energizing the higher education sector (especially in engineering and computer
science). The industry has employed almost 10 million Indians and, hence, has contributed
significantly to social transformation in the country.

India is one of the fastest-growing IT services markets in the world. It is also the world's largest
sourcing destination, accounting for approximately 52 per cent of the US$ 124-130 billion market.
The country's cost competitiveness in providing IT services continues to be its USP in the global
sourcing market.

India has the potential to build a US$ 100 billion software product industry by 2025, according to
Indian Software Product Industry Roundtable (iSPIRT). The software products market in India,
which includes accounting software and cloud computing-based telephony services, is expected to
grow at 14 per cent in 2014.

Market Size

The Indian IT-BPM industry is expected to add revenues of US$ 13-14 billion to the existing
revenues by FY15, according to National Association of Software and Services Companies
(NASSCOM).

The industry grew at a compound annual growth rate (CAGR) of 13.1 per cent during FY08-13.Total
exports from the IT-BPM sector (excluding hardware) were estimated at US$ 76 billion during FY13.
Export of IT services has been the major contributor, accounting for 57.9 per cent of total IT exports
(excluding hardware) in FY13. BPM accounted for 23.5 per cent of total IT exports during the same
fiscal. The IT outsourcing sector is expected to see exports growing by 13-15 per cent during FY15.
The data center infrastructure market of India is estimated to reach US$ 2.03 billion in 2015, a 5.4 per
cent increase from US$ 1.92 billion in 2014.

The sale of personal computers (PC) in India has registered significant growth as 2.55 million units
were sold in January-June, 2014 compared to 2.03 million units in the corresponding period of 2013.

E-commerce space in India is expected to grow at 20-25 per cent over the next 2-3 years in terms of
jobs, salaries and growth, which in turn could create at least 150,000 jobs. The current estimated size
of the industry is about Rs 18,000 crore (US$ 2.91 billion) and is expected to reach Rs 50,000 crore
(US$ 8.08 billion) by 2016 and as the industry grows, the demand for talent would grow
proportionally.

Investments

Indian IT's core competencies and strengths have placed it on the international canvas, attracting
investments from major countries.

According to data released by the Department of Industrial Policy and Promotion (DIPP), the
computer software and hardware sector attracted foreign direct investment (FDI) worth US$
13,238.58 million between April 2000 and September 2014.

Some of the major investments in the Indian IT and ITeS sector are as follows:

• Microsoft plans to offer its commercial and cloud services-Azure and Office 365-from three local
data centers by the end of 2015, making it the first technology company to set up cloud data centers
in India.

• Infosys plans to invest Rs 1,400 crore (US$ 228.04 million) in a campus proposed to be built in
Noida, Uttar Pradesh. The project is estimated to generate 35,000 direct and indirect jobs.

• Cognizant has acquired US-based digital marketing agency Cabinet Group. The latter is expected to
boost Cognizant's presence in the healthcare segment.

• Visa plans to set up a technology center in India in 2014 and join a host of global system players
who have established technology centers in the country to access its software and engineering talent.

• Genpact Ltd has signed an agreement with the US-based Automation Anywhere to provide
automated business processes for its clients.
• Nielsen India has acquired Indicus Analytics. This acquisition will add to Nielsen's capabilities for
macro and microeconomic research for the public and private sectors.

Government Initiatives

The Government of India has played a key role with public funding of a large, well trained pool of
engineers and management personnel who could forge the Indian IT industry.

Its spending on information technology (IT) will reach US$ 7.2 billion in 2015, a five per cent
increase over 2014, according to a report by Gartner Inc.

Some of the major initiatives taken by the government to promote IT and ITeS sector in India are as
follows:

• The Government of India through the Board of Approval (BoA) under the Union Ministry of
Commerce and Industry has approved Wipro Ltd's plan of setting up a special economic zone (SEZ)
in Visakhapatnam.

• The Government of India has launched the bharat domain name which will cover eight languages.
The domain will help to bridge the digital divide and enhance the reach of the Internet to remote
villages.

• The Government of Andhra Pradesh and Google India have signed a Memorandum of
Understanding (MoU) to launch a number of initiatives aimed at bridging the state's digital divide and
enabling skill development.

• The Government of Karnataka and Nasscom plan to launch a series of new initiatives to help shore
up the local startup and technology ecosystem in the state, including plans to build one of Asia's
largest startup warehouses and also the country's first 'hack-celerator'.

• The Central Government and the respective state governments are expected to collectively spend
US$ 6.4 billion on IT products and services in 2014, an increase of 4.3 per cent over 2013, according
to a study by Gartner.

Road Ahead

India continues to be the topmost offshoring destination for IT companies followed by China and
Malaysia in second and third position, respectively. Leading IT services firms are expanding their
traditional offerings (in India) to include research and development (R&D), product development,
and other niche services.

Emerging technologies present an entire new gamut of opportunities for IT firms in India. Social,
mobility, analytics and cloud (SMAC) collectively provide a US$ 1 trillion opportunity. Cloud
represents the largest opportunity under SMAC, increasing at a CAGR of approximately 30 per cent
to around US$ 650-700 billion by 2020.

Social media is the second most lucrative segment for IT firms, offering a US$ 250 billion market
opportunity by 2020.

Standard & Poor's (S&P) is a division of McGraw-Hill that publishes financial research and analysis
on stocks and bonds. It is well known for the stock market indexes, the US-based S&P 500, the
Australian S&P/ASX 200, the Canadian S&P/TSX, the Italian S&P/MIB and India's S&P CNX
Nifty.

Business description

New York headquarters

Standard & Poor's operates as a financial services company. Its products and services include credit
ratings, equity research, S&P indices, funds ratings, risk solutions, governance services, evaluations,
and data services. The company’s division, Capital IQ, provides information and workflow solutions
to financial institutions, advisory firms, and corporations.

Capital IQ provides integrated financial information and technology solutions, including auditable
company financials, a screener combining financial and nonfinancial items, an integrated public and
private capital market database, and various relationship development tools. The company serves
institutional professionals, financial institutions, corporations, financial advisors, and individual
investors worldwide.

Corporate history

Standard & Poor's traces its history back to 1860, with the publication by Henry Varnum Poor of
History of Railroads and Canals in the United States. This book was an attempt to compile
comprehensive information about the financial and operational state of U.S. railroad companies.
Henry Varnum went on to establish H.V. and H.W. Poor Co with his son, Henry William, and
published updated versions of this book on an annual basis.

In 1906 Luther Lee Blake founded the Standard Statistics Bureau, with the view to providing
financial information on non-railroad companies. Instead of an annually published book Standard
Statistics would use 5" x 7" cards, allowing for more frequent updates.

In 1966 S&P was acquired by The McGraw-Hill Companies, and now encompasses the Financial
Services division. http://en.wikipedia.org/wiki/Standard_%26_Poor%27s - cite_note-snphistory-0

Credit ratings

Standard & Poor's, as a credit rating agency (CRA), issues credit ratings for the debt of public and
private corporations. It is one of several CRAs that have been designated a Nationally Recognized
Statistical Rating Organization by the U.S. Securities and Exchange Commission.

It issues both short-term and long-term credit ratings.

Long-term credit ratings

S&P rates borrowers on a scale from AAA to D. Intermediate ratings are offered at each level

between AA and CCC (i.e., BBB+, BBB and BBB-). For some borrowers, S&P may also offer
guidance (termed a "credit watch") as to whether it is likely to be upgraded (positive), downgraded
(negative) or uncertain (neutral).

Investment Grade

• AAA: the best quality borrowers, reliable and stable (many of them governments)

• AA: quality borrowers, a bit higher risk than AAA

• A: economic situation can affect finance

• BBB: medium class borrowers, which are satisfactory at the moment

Non-Investment Grade (also known as junk bonds)

• BB: more prone to changes in the economy

• B: financial situation varies noticeably

• CCC: currently vulnerable and dependent on favorable economic conditions to meet its
commitments

• CC: highly vulnerable, very speculative bonds

• C: highly vulnerable, perhaps in bankruptcy or in arrears but still continuing to pay out on
obligations

• CI: past due on interest

• R: under regulatory supervision due to its financial situation

• SD: has selectively defaulted on some obligations

• D: has defaulted on obligations and S&P believes that it will generally default on most or all
obligations

• NR: not rated

Short-term issue credit ratings

S&P rates specific issues on a scale from A-1 to D. Within the A-1 category it can be designated with
a plus sign (+). This indicates that the issuer's commitment to meet its obligation is very strong.
Country risk and currency of repayment of the obligor to meet the issue obligation are factored into
the credit analysis and reflected in the issue rating.

• A-1: obligor's capacity to meet its financial commitment on the obligation is strong

• A-2: is susceptible to adverse economic conditions however the obligor's capacity to meet its
financial commitment on the obligation is satisfactory

• A-3: adverse economic conditions are likely to weaken the obligor's capacity to meet its financial
commitment on the obligation

• B: has significant speculative characteristics. The obligor currently has the capacity to meet its
financial obligation but faces major ongoing uncertainties that could impact its financial commitment
on the obligation
• C: currently vulnerable to nonpayment and is dependent upon favorable business, financial and
economic conditions for the obligor to meet its financial commitment on the obligation

• D: is in payment default. Obligation not made on due date and grace period may not have expired.
The rating is also used upon the filing of a bankruptcy petition.

Stock market indices

Standard & Poor's publishes a large number of stock market indices, covering every region of the
world, market capitalization level, and type of investment (e.g. indices for REITs and preferred
stocks)

These indices include:

• S&P 500 -- value weighted index of the prices of 500 large-cap common stocks actively traded in
the United States.

• S&P 400 Midcap Index[citation needed]

• S&P 600 Small Cap Index[2]

Publications

Standard & Poor's publishes a near-weekly (48 times a year) stock market analysis newsletter called
The Outlook which is issued both in print and online to subscribers.

Criticism

Credit rating agencies such as Standard & Poor's have been subject to criticism in the wake of large
losses beginning in 2007 in the collateralized debt obligation (CDO) market that occurred despite
being assigned top ratings by the CRAs.

Credit ratings of AAA (the highest rating available) were given to large portions of even the riskiest
pools of loans. Investors, trusting the low risk profile that AAA implies, loaded up on these
collateralized debt obligations (CDOs) that later became unsellable. Those that could be sold often
took staggering losses. For instance, losses on $340.7 million worth of collateralized debt obligations
(CDOs) issued by Credit Suisse Group added up to about $125 million, despite being rated AAA by
Standard & Poor's.
It is also worth mentioning that Standard & Poor's apparently failed to predict the bankruptcy of all
the largest Icelandic banks and a weaker position of the Icelandic Government in 2008, a country that
had a very high rating until its economy suddenly collapsed.

Companies pay Standard & Poor's to rate their debt issues. As a result, some critics have contended
that Standard & Poor's is beholden to these issuers and that its ratings are not as objective as they
should be.

In April 2009 Standard & Poor's called for "new faces" in the Irish Government, which was seen as
interfering in the democratic process. In a subsequent statement they said they were "misunderstood."

Information technology (IT) industry in India has played a key role in putting India on the global
map. IT industry in India has been one of the most significant growth contributors for the Indian
economy. The industry has played a significant role in transforming India’s image from a slow
moving bureaucratic economy to a land of innovative entrepreneurs and a global player in providing
world class technology solutions and business services. The industry has helped India transform from
a rural and agriculture-based economy to a knowledge based economy.

Information Technology has made possible information access at gigabit speeds. It has made
tremendous impact on the lives of millions of people who are poor, marginalized and living in rural
and far flung topographies. Internet has made revolutionary changes with possibilities of e-
government measures like e-health, e-education, e-agriculture, etc. Today, whether its filing Income
Tax returns or applying for passports online or railway e-ticketing, it just need few clicks of the
mouse. India’s IT potential is on a steady march towards global competitiveness, improving defense
capabilities and meeting up energy and environmental challenges amongst others.

IT-ITeS sector in India, with the main focus on increasing technology adoption, and developing new
delivery platforms, has aggregated revenues of USD 88.1 billion in FY2011, while generating direct
employment for over 2.5 million people. Out of 88.1 billion, export revenues (including Hardware)
has reached USD 59.4 billion in FY2011 while domestic revenues (including Hardware) of about
USD

28.8 billion.
GOVERNMENT INITIATIVES:

After the economic reforms of 1991-92, major fiscal incentives provided by the Government of India
and the State Governments, like, liberalization of external trade, elimination of duties on imports of
information technology products, relaxation of controls on both inward and outward investments and
foreign exchange, setting up of Export Oriented Units (EOU), Software Technology Parks (STP), and
Special Economic Zones (SEZ), has enabled India to flourish and acquire a dominant position in
world’s IT scenario.

In order to alleviate and to promote Indian IT industry, the Government of India had set up a National
Task Force on IT and Software Development to examine the feasibility of strengthening the industry.
Venture capital has been the main source of finance for software industry around the world. In line
with the international practices, norms for the operations of venture capital funds have also been
liberalized to boost the industry.

The Government of India is also actively providing fiscal incentives and liberalizing norms for FDI
and raising capital abroad.

FINANCIAL ASSISTANCE

While the underlying theme of 2010 was that of steady recovery from recession, thanks to the
accelerated recovery in emerging markets, worldwide spending in IT products and services increased
significantly in 2011. In 2011, India’s growth has reflected new demand for IT goods and services,
with a major surge in the use of private and public cloud and mobile computing on a variety of
devices and through a range of new software applications.
High inflow of FDI in the IT sector is expected to continue in coming years. The inflow of huge
volumes of FDI in the IT industry of India has not only boosted the industry but the entire Indian
economy in recent years. Foreign direct investment (FDI) inflow rose by more than 100 per cent to
US$ 4.66 billion in May 2011, up from US$ 2.21 billion a year ago, according to the latest data
released by the Department of Industrial Policy and Promotion (DIPP). This is the highest monthly
inflow in 39 months.

Foreign technology induction is also encouraged both through FDI and through foreign technology
collaboration agreements. India welcomes investors in Information Technology sector. Greater
transparency in policies and procedures has made India an investor friendly platform. A foreign
company can hold equity in Indian company’s upto 100%.

RESEARCH & DEVELOPMENT:

To support Research & development in the country and promoting Start ups focused on technology
and innovation, a weighted deduction of 150% of expenditure incurred on in- house R&D is
introduced under the Income Tax Ac. In addition to the existing scheme for funding various R&D
projects have been funded through new scheme like Support International Patent Protection in
Electronics & IT (SIP-EIT), Multiplier Grants Scheme (MGS).

The government has initiated the setting up of an Open Technology Center through NIC aimed at
giving effective direction to the country on Open Technology in the areas of Open Source Solutions,
(OSS), Open Standard, Open Processes, Open Hardware specifications and Open Course-ware. This
initiative will act as a National Knowledge facility providing synergy to the overall components of
Open Technology globally.

REGULATIONS

After the economic reforms of 1991-92, liberalization of external trade, elimination of duties on
imports of information technology products, relaxation of controls on both inward and outward
investments and foreign exchange and the fiscal measures taken by the Government of India and the
individual State Governments specifically for IT and ITES have been major contributory factors for
the sector to flourish in India and for the country to be able to acquire a dominant position in offshore
services in the world. The major fiscal incentives provided by the Government of India have been for
the Export Oriented Units (EOU), Software Technology Parks (STP), and Special Economic Zones
(SEZ).
CHALLENGES

Cyber security and quality management are few key areas of concern in today’s information age. To
overcome such concerns in today’s global IT scenario, an increasing number of IT- BPO companies
in India have gradually started to emphasize on quality to adopt global standards such as ISO 9001
(for Quality Management) and ISO 27000 (for Information Security). Today, centers based in India
account for the largest number of quality certifications achieved by any single country.

India aims to transform India into a truly developed and empowered society by 2020. However, to
achieve this growth, the sector has to continue to re-invent itself and strive for that extra mile,
through new business models, global delivery, partnerships and transformation. A collaborative effort
from all stakeholders will be needed to ensure future growth of India’s IT-ITeS sector. We will need
to rise up to the new challenges and put in dedicated efforts toward providing more and more of end-
to-end solutions to the clients to keep the momentum going.

India is now one of the biggest IT capitals in the modern world and has presence of all the major
players in the world IT sector. HCL, Wipro, Infosys and TCS are few of the household names of IT
companies in India.

FUTURE PROSPECTS

Globalization has had a profound impact in shaping the Indian Information Technology industry.
Over the years, verticals like manufacturing, telecom, insurance, banking, finance and lately the
retail, have been the growth drivers for this sector. But it is very fast getting clear that the future
growth of IT and IT enabled services will be fuelled by the verticals of climate change, mobile
applications, healthcare, energy efficiency and sustainable energy.

The near future of Indian IT industry sees a significant rise in share of technology spend as more and
more service providers both Indian and global target new segments and provide low cost, flexible
solutions to customers.

By 2015, IT sector is expected to generate revenues of USD 130 billion (NASSCOM) which will
create a transformational impact on the overall economy. IT spending is expected to significantly
increase in verticals like automotive and healthcare while the government, with its focus on e-
governance, will continue to be a major spender.
However, to achieve this growth, the sector has to continue to re-invent itself and strive for that extra
mile, through new business models, global delivery, partnerships and transformation. A collaborative
effort from all stakeholders will be needed to ensure future growth of India’s IT-ITeS sector. We will
need to rise up to the new challenges and put in dedicated efforts toward providing more and more of
end-to-end solutions to the clients to keep the momentum going.
 COMPANY PROFILE

COMPANY PROFILE

Accenture, a global professional services company with 482,000 people in more than 120 countries,
provides a range of services and solutions in strategy, consulting, digital, technology, and operations.
Combining deep experience and specialized skills across more than 40 industries and all business
functions—underpinned by a worldwide delivery network—Accenture works at the intersection of
business and technology to help clients improve performance and create sustainable value for
stakeholders.

The company defines NEW as the combination of digital-, cloud- and security-related services
enabled by innovative technology. The company’s Accenture Innovation Architecture brings together
Accenture Research to identify market and technology trends, Accenture Ventures to invest in
growth-stage companies, Accenture Labs to incubate and prototype advanced concepts through
applied R&D, and Accenture Studios to build solutions for clients with speed and agility.

Accenture now has 10 innovation hubs across the U.S., destinations where employees work side-by-
side with clients to ideate, rapidly prototype, and launch transformative ideas that help them
reimagine their futures and solve their biggest challenges. In these centers, clients have hands-on
access to transformative emerging technologies like artificial intelligence, blockchain, robotics,
drones with computer vision, and virtual reality.

Specialized Careers

Every Accenture practice offers a different way to create innovation:

 Accenture Strategy shapes the future at the intersection of business and technology.
 Accenture Consulting transforms businesses through industry expertise and insights.
 Accenture Digital creates value through new experiences, new intelligence, and new connections.
 Accenture Technology powers businesses with cutting-edge solutions using established and emerging
technologies.
 Accenture Operations delivers outcomes through infrastructure, cloud and business process services.
 Accenture Security drives tailored cybersecurity services that build resilience from the inside out.

Investing in People
Accenture invested more than US$927 million in 2018 in learning and professional development.
Accenture Connected Learning—a virtual campus of connected classrooms, more than 800 digital
learning boards, and thousands of online courses—supports learning anywhere, anytime, linking its
people to professional content and world-class experts from inside and outside Accenture.

Accenture is committed to helping its people achieve their best performance every day. The
Performance Achievement experience, introduced in 2016, is designed not only to elevate individual
performance, but also the performance of a team. Team leaders regularly discuss the team’s priorities,
strengths and engagement, and incorporate real-time feedback.

Innovation Driven by a Commitment to Equality

Accenture fosters a “culture of cultures” where its people experience a sense of belonging and can be
their best professionally and personally. Creating this inclusive workplace means ensuring people feel
comfortable engaging in honest, open dialogue about difficult topics—such as bias and inclusion—
without judgment or career limitation.

In 2018, the company launched an interactive training, “Unconscious Bias—Mitigating It Together,”

which demonstrated how to identify micro-aggressions in the workplace. To date, more than 40,000
of its managers and above have taken the course.

Accenture has also set bold goals on the path to gender equality. By the end of 2018, its global
workforce comprised more than 42 percent women and 29 percent of executives (manager and above)
were women.

Improving the Way the World Works and Lives

Innovating responsibly is fundamental to Accenture’s culture and the company empowers its people
to advocate for the positive impact of innovation for their clients, people, partners and communities.
Through its global Skills to Succeed initiative, Accenture is on track to equip more than 3 million
people by 2020 with the skills to get a job or build a business.

Accenture is proud to be a responsible corporate citizen, using its global capabilities and digital
experience to innovate society and shape responsible business, and its people are passionate about
giving back. In 2018, they contributed approximately 854,000 hours to company-sponsored corporate
citizenship activities, including pro bono consulting projects, and gave more than 311,000 hours of
their own time through Accenture-facilitated volunteer events.
 CHAPTER 4
RESEARCH DATA ANALYSIS INTERPRETATION

A. RECRUITMENT AND SELECTION

1. Are you satisfied with the external recruitment sources performed in

your organization.

External recruitment sources

18%

agree disagree

82%

INTERPRETATION: Regarding external recruitment sources 82%

employees are satisfied or agree whereas 18% are not satisfied which
is performed in the organization. Therefore, the employees are
satisfied by recruitment process.
 2. Are you satisfied with the monetary reward given on bringing a
candidate on board?

Monetary reward

26%

agree disagree

74%

INTERPRETATION: Regarding monetary reward given on bringing on board

74% of employees are satisfied and 26% are not satisfied.
 3. Are you satisfied with the background checks conduct for employees.

Backgroud checks

22%

Agree Disagree

78%

INTERPRETATION: Regarding background checks which is conduct for

employees 78% employees are satisfied whereas 22% employees are not
satisfied.
4. Are you satisfied with the monetary limits given to you for the expenses?

Expenses

21%

Agree Disagree

79%

INTERPRETATION: Regarding monetary limits provided to employees for

their expenses 79% of the employees are satisfied and 21% of the employees
are not satisfied.
 B. INDUCTION

1. The induction programme of your organization is informal type.

Induction programme

18%

Agree Disagree

82%

INTERPRETATION: Regarding induction programme which is conducted in

the organization, 82% of the employees are satisfied whereas 18% of the
employees are not satisfied.
 2. The induction of your organization covers organizational
structure and policies.

Induction
10%

Agree Disagree

90%

INTERPRETATION: Regarding induction of organization, 90% of the

employees are satisfied and 10% of the employees are not satisfied. It means
that most of the employees are benefited.
 C. TRAINING AND DEVELPOMENT

a. For Employee performance is the training need analyzed in your

organization

Employee performance

24%

Agree
Disagree

76%

INTERPRETATION: Regarding employee performance, 76% of employees

are satisfied whereas 24% of employees are not satisfied. It means that most of
the employees get affected from this evaluation.
 b. Are you satisfied with the Classroom method adopted by your
organization to train the employees?

Classroom method

27%

Agree Disagree

73%

INTERPRETATION: Regarding Classroom method, 73% of the employees

are satisfied whereas 27% of the employees are not satisfied. It means most of
the employees get affected but some of the employees want training and
development programmes to train employees.
 c. Effectiveness of training program in your Organization is evaluated by
observing the post training performance of employees.

Effectiveness of Training program

32%

Agree
Disagree

68%

INTERPRETATION: Regarding effectiveness of training program, 68% of

the employees are satisfied whereas 32% of the employees are not satisfied. It
means that some of the employees want that evaluation of effectiveness of
training program should be done with some other method.
 D. PERFORMANCE APPRAISAL

1. Are you satisfied with the Balanced Scorecard method?

Balance scorecard method

8%

Agree
Disagree

92%

INTERPRETATION: Regarding Balance scorecard method, 92% of the

employees are satisfied whereas only 8% of the employees are not satisfied. It
means that most of the employees are benefited from this evaluation method.
 2. Are you satisfied with the feedback given to you by organization?

Feedback

28%

Agree
Disagree

72%

INTERPRETATION: Regarding feedback 72% of the employees are satisfied

whereas 28% of the employees are not satisfied. It means that some of the
employees get benefited but some are not.
 E. CAREER PROGRESSION

d. Are you satisfied with the mentor system followed for

career progression?

Mentor system

16%

Agree Disagree

84%

INTERPRETATION: Regarding mentor system followed for career

progression, 84% of the employees get benefited and only 16% of the
employees are exempted.
 e. Are you satisfied with the competence analysis and feedback from
manager?

Competence analysis and feedback

22%

Agree Disagree

78%

INTERPRETATION: Regarding competence analysis and feedback from

manager 78% of the employees are satisfied whereas 22% are not satisfied. It
means that some of the employees want feedback from other source.
 F. LEAVE POLICY

1. Are you satisfied with the privilege leave provided to you?

Privilege leave

17%

Agree
Disagree

83%

INTERPRETATION: Regarding privilege leave provided to employees, 83%

of the employees are satisfied whereas 17% of the employees are not satisfied.
 G. COMMUNICATION AND DECISION MAKING PROCESS

1. Are you satisfied with the informal communication pattern?

Informal communication pattern

13%

Agree Disagree

87%

INTERPRETATION: Regarding informal communication pattern, 87% of the

employees are satisfied and 13% of the employees are not satisfied. It means
most of the employees are comfortable with this communication process.
 2. Are you satisfied with the opinion survey and Department meeting?

Opinion survey and Department meeting

24%

Agree
Disagree

76%

INTERPRETATION: Regarding opinion survey and department meeting,

76% of the employees are satisfied and 24% of the employees are not satisfied.
 H. REWARDS AND RECOGNITION

1. Are you satisfied with the monetary rewards?

Monetary Rewards

33%

Agree Disagree

67%

INTERPRETATION: Regarding monetary rewards, 67% of the employees are

satisfied whereas 33% of the employees are not satisfied. It means that some of
the employees want to implement non-monetary rewards in the organization.
 I. PERSONAL ACCIDENT INSURANCE POLICY

1. Are you satisfied with contingencies cover under Personal Accident

Insurance policy?

Contingencies

24%

Agree Disagree

76%

INTERPRETATION: Regarding contingencies provided under this policy,

76% of the employees are satisfied and 24% of the employees are not satisfied.
 J. MEDICLAIM POLICY

1. Are you satisfied with the services covered under Mediclaim policy?

Services
11%

Agree Disagree

89%

INTERPRETATION: Regarding services provided under Mediclaim policy, 89% of the employees
are satisfied

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 CHAPTER 5
RESEARCH FINDINGS AND CONCLUSIONS
FINDINGS
• The concept of HR practices and policies marked a important aspect throughout the
organisation, people accepted it and understood that importance to the organisation.
• It is observed that 73.7% of the respondents opinioned that employees are getting support
from the organisation.
• It is observed that 36.0% of the respondents opinioned that employees are getting
cooperation towards employees in the organisation.
• 40.0% of the respondents said that they are getting the save and work environment in the
organisation.
• 33.3% of the respondents said that of reporting to IBM help to regarding the cyber security
incident
• .42.7% of the respondents said that company assets should not use in private.
• 41.3% of the respondents said that company uses the privacy laws and privacy policies
• 41.3% of the respondents said that if a person leaves a company they should return all the
assets.
• 37.8% of the respondents said that mispresentation of report will lead to civil and criminal
penalties of both person and company.
• 45.9% of the respondents said that they should not make business commitments including
pricing contracts or services terms without appropriate approval or contrary to delegation
limits.
• 40.0% of the respondents said that retaining of Records will be followed by worldwide
Record Management Plan.
• 44.6% of the respondents said that companies are against corruption.
• 43.2% of the respondents said that providing inside information to others will lead to civil
and criminal penalties.
• 46.7% of the respondents said that conflict between personal interest and interest of
Accenture will be resolved in Accenture favour.

Suggestions

74
✓As in the competitive world where the need for every organization to prove it the best and
make an outstanding and remarkable progress is the need, no fact could be left ignored.
✓Every organization must know the shortcomings and must try to go for building up the
shortcomings.
✓An ethical practice in any organization could only be achieved if the organization works
for the well being of its employees.
✓Every organization must possess a basic structure and the organization must be capable
enough to reward its outstanding performers and must appreciate the initiative works.
✓According to the survey been conducted with various HR heads of various organizations
here are few suggestions from their side.

Recommendations
• For all the programs the organization must follow feedback method to understand the
effectiveness of any practice in a better way.
• Holistic views of induction should out show both positive and negative aspects of the
organization. This ultimately let the employee know about both the phases of the policies
adopted by the organization.
• Practice of providing a brief presentation of the company and a booklet for rules and
regulations of company must be maintained so that the employee could go through it
whenever required.
• Individual should concentrate more while training. When an organization invests on training
of an employee, the purpose of training serves the mutual benefit of both organization and the
employee.
• Thus, the employee should be more oriented towards drawing as much benefits as he can.
Employees are supposed to understand their role for particular training program.
• Company must maintain training manuals or training charts and trainingreport submitted by
the trainee. This, practice not only keeps a maintained record of the programs been conducted
but also keep the employee known of the knowledge gained by him which could later be
utilized.
• A pre- evaluation and post evaluation practice should be followed to understand the success
of training and the training could be then effectively used to fill gaps later.

75
CONCLUSIONS
 After having analyzed the data, it was observed that there was HR practices in the
organisation. It is effective tool, since it is an continous basis.
 HR practices and policies play an important role in the organisation. HR practices are
the recruitment and selection, placement, Retrenchment and layoff, and so on.
 There are numerous HR policies in the company.
 HR policies are done in the company for the to be clear with the employees, the
nature of the organisation, and so on
 HR policies in the company are the Recruitment policies, New Regular Staff
employee orientation,staff retention, Attendence and leave
 policy, Drug/alcohol abuse, Employee Relations and so on.
 The HRM practices of the organisation is to attract and retain, train people for
challenging roles, develop skills and competencies, improve job satisfaction, increase
productivity and profits.
 In conclusion, I have learnt that HR practices and polices play a important role in the
organisation.
 HR practices are important by which the company can achieve its goals and
objectives.
 HR policies of the company will clear with the employees. And the employees get
benefitted by the HR policies given by the company. For example, If a employee is a
not feeling well, the company
 Permits the employee for a sick leave.
 If a woman is pregnant, then company should provide maternity leave.
 Employees should get appreciation for their work so that they get motivated towards
their work.
 Employees should get tea breaks and meal breaks so that they can work effectively
after the refreshment.
 They should not be any stress in the work to the employees.
 They should be co-ordination of the work in the organization, in order to achieve the
goals.
 They should proper work time for each employee in the organisation.
 They should not be any partiality of the employees in the organisation.

76
BIBILIOGRAPHY
BOOKS
➢AUTHORS-Kala Chenji, P. Kranthi, A. Kankalaxmi, Raghavendrasode,
Srikanth Kasturi. HUMAN RESOURCE MANAGEMENT
➢AUTHOR
➢P.SUBHA RAO. Essential of Human resources Management and Industrial
Relations.2014, Giragon, Mumbai.
WEBSITES
• https://www.businessmanagementideas.com/human-resource-management-2/hr
policies/20400
• https://www.ibm.com/ibm/responsibility/policy11.shtml
• https://www.slideshare.net/BhavanaRohidekar/hr-practices-in-ibm-india
• https://genesishrsolutions.com/hr-solutions/human-resource-policies/
• https://sbshrs.adpinfo.com/blog/15-must-have-hr-policies-and-forms
• https://www.ibm.com/services/process/talent/development
• https://www.india-briefing.com/news/hr-policies-in-india-10-best-practices-for-employers-
16977.html/
• https://www.citehr.com/420618-108-best-hr-practices-indian-organization.html
• https://smallbusiness.chron.com/10-reasons-hr-important-organization-22424.html
• https://www.digitalhrtech.com/human-resource-best-practices/
• https://sbshrs.adpinfo.com/blog/15-must-have-hr-policies-and-forms
• https://en.wikipedia.org/wiki/Human_resource_policies
• https://www.inc.com/encyclopedia/human-resource-policies.html
• http://www.scielo.br/pdf/bar/v9n4/aop0512.pdf
• https://www.tandfonline.com/doi/abs/10.1080/23311975.2015.1030817
• https://ojs.amhinternational.com/index.php/jebs/article/view/343
• https://content.taylorfrancis.com/books/e/download?dac=C2012-0-02267-
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• http://www.whatishumanresource.com/human-resource-management
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policies/20400

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 ANNEXURES
Name of Employee: -----------------------------------------------------------------------
Designation: ----------------------------------------------------------------------

QUESTIONNAIRES

A. Recruitment and Selection

1. Are you satisfied with the external recruitment sources performed

in your organization.
1. Agree 2. Disagree
2. Are you satisfied with the monetary reward given on bringing a candidate on
board?
1. Agree 2. Disagree
3. Are you satisfied with the background checks conduct for employees.
1. Agree 2. Disagree
4. Are you satisfied with the monetary limits given to you for the expenses?
1. Agree 2. Disagree
B. Induction

1. The induction programme of your organization is informal type.

1. Agree 2. Disagree
2. The induction of your organization covers organizational structure and policies.
1. Agree 2. Disagree

C. Training and Development

1. For Employee performance is the training need analyzed in your organization.

1. Agree 2. Disagree
2. Are you satisfied with the Classroom method adopted by tour
organization to train the employees?
1. Agree 2. Disagree
3. Effectiveness of training program in your Organization is evaluated by
observing the post training performance of employees.
1. Agree 2. Disagree

D. Performance Appraisal

1. Are you satisfied with the Balanced Scorecard method?

78
 1. Agree 2. Disagree
2. Are you satisfied with the feedback given to you by organization?
1. Agree 2. Disagree
E. Career Progression

1. Are you satisfied with the mentor system followed for career progression?
1. Agree 2. Disagree
2. Are you satisfied with the competence analysis and feedback from manager?
1. Agree 2. Disagree

F. Leave Policy

1. Are you satisfied with the privilege leave provided to you?

1. Agree 2. Disagree

G. Communication and Decision making process

1. Are you satisfied with the informal communication pattern?

1. Agree 2. Disagree
2. Are you satisfied with the opinion survey and Department meeting?
1. Agree 2. Disagree

H. Rewards and Recognition

1. Are you satisfied with the monetary rewards?

1. Agree 2. Disagree

I. Personal Accident Insurance Policy

1. Are you satisfied contingencies cover under this policy?

1. Agree 2. Disagree

J. Mediclaim Policy

1. Are you satisfied with the services covered under this policy?
1. Agree 2. Disagree

79