A Project Report

On
A STUDY ON EFFECTIVENESS OF HRM
PRACTICES ON CARRER GROWTH &
DEVELOPMENT OF EMPLOYEES IN
NOVELNET E-SOLUTIONS PRIVATE
LIMITED

IN PARTIAL FULFILLMENT FOR THE AWARD

OF
BACHELOR OF COMMERCE
SUBMITTED
BY
Name: SANDEEP G
Roll No: 110321684043

Under the Guidance Of

GALINKI SIRISHA
Assistant Professor

TAPASYA DEGREE COLLEGE

(Affiliated to Osmania University)
SECUNDERABAD, TELANGANA.
2020-2023
 CERTIFICATE

This is certified that the project entitled “A STUDY ON INDIVIDUAL

INVESTORS DECISION THROUGH THE CONCEPT OF NEURO
FINANCE WITH REFERENCE TO EMPLOYEES OF NSIC submitted
by AMILIPUDI YASU - bearing roll number 110321684047 to
TAPASYA COLLEGE OF COMMERCE AND MANAGEMENT,
HYDERABAD record of BONAFIDE project work carried under my
supervision and guidance and worth of consideration for the award of
BBA degree.

Signature of internal guide Signature of external examiner

Head of the department Principal

TAPASYA COLLEGE OF COMMERCE AND MANAGEMENT,
HYDERABAD, TELANGANA

DECLARATION
This is to certify that the project report entitled “A STUDY ON
INDIVIDUAL INVESTORS DECISION THROUGH THE CONCEPT OF NEURO

FINANCE” WITH REFERENCE TO EMPLOYEES OF NSIC. Is done by me is

an authentic work carried out for the partial fulfilment of the
requirements for the award of the degree Bachelor of Business
Administration, under the guidance of Ms. Sirisha mam (faculty of
commerce and management). The matter embodied in this project
work has not been submitted earlier for award of any degree to the
best of my knowledge and belief.

SANDEEP. G

Student sign

Hall Ticket No-110321684043

 ACKNOWLEDGEMENT

I would like to express my gratitude for all the people, who

extended unending Support at all stages of the project. This report is a product of not only
my sincere efforts but also the guidance and Moral support given by the management of
company Management.

I wish to express my sincere thanks to my project Guide GALINKI

SIRISHA and also the management and staff of my college for providing the
guidance and support. Last but not least, I express my sincere gratitude to all the
faculty, who has directly or indirectly contributed to the successful completion
of the project.

SANDDEP.G
 ABSTRACT

The purpose of this research is to give a brief overview about career

development because many organizations and employees find it challenging to
develop an effective career development strategy. This research addresses
career and career development definitions, career development components,
process and strategies. It also addresses the career management model,
finalizing with recommendations for organizations and employees and a
conclusion. Human Resources plays a vital role in the development of an
organization’s life cycle, from its formation to growth and then to decline. When
we refer to the term human resources, it encompasses the body of knowledge,
skills, creative abilities, talent and aptitudes which is available in the population.
In other words, human resource may be defined as “the set of individuals who
make up the workforce of the organization, business sector or economy”. HR
Practices related to organization relates to the management and development
of the personnel who work it. HR Practices involve various parameters under
each practice followed by the organization that is acquisition, development,
management, maintenance, integration and control of the human resources
working in the organization.

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 TABLE OF CONTENTS

S. DESCRIPTION P
NO a
g
e
n
o
s
.

1.1 INTRODUCTION

1.2 OBJECTIVES
Cha
pter 1.3 NEED OF THE STUDY
-1 1.4 SCOPE OF THE STUDY

1.5 METHODOLOGY

1.6 LIMITATIONS

Cha 2.1 REVIEW OF LITERATURE

pter
–2 2.2 REVIEW OF TOPIC

Cha 3.1COMPANY PROFILE

pter
3.2 INDUSTRY PROFILE
–3

Cha
pter DATA ANALYSIS AND INTERPRETATION
–4

5.1 FINDINGS,
Cha 5.2 CONCLUSION
pter 5.3 SUGGESTIONS
–5

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 BIBLIOGRAPHY

QUESTIONNAIRE

LIST OF TABLES
TABLE NO. PARTICULARS PAGE NO.
4.2.1 Age of the Respondents 35

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4.2.2 Gender of the respondents 36

4.2.3 Qualification of the respondents 37

4.2.4 Marital status of the respondents 38

4.2.5 Experience of the respondents 39

4.2.6 Organization’s attitude towards employee is 40

appreciable

4.2.7 Opportunities are always there to learn new 41

skills from other job role

4.2.8 Individual growth and development are 42

defined

4.2.9 Plenty of scope for promotions in the 43

organization

4.2.10 Is your promotion and career path clear to 44

you

4.2.11 How satisfied are you with the chances for 45

promotion

4.2.12 Do you feel that you are in control of your 46

career path and that you are progressing in
both your personal and professional
development at this company

4.2.13 Management encourages and provides 47

assistance for employee's education

4.2.14 Existing organization hierarchy supports 48

career growth

4.2.15 Career development uses HR competency 49

and attain better output

4.2.16 How well does our organization support you 50

in exploring your professional interests and
goals

4.2.17 I have the opportunity to develop my full 51

potential

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 4.2.18 How much opportunity do you have for 52
professional growth in this organization

4.2.19 I can predict my future career path in this 53

organization by observing other people's
experiences

4.2.20 This job allows me to sharpen my 54

professional skills

LIST OF CHARTS

TABLE NO. PARTICULARS PAGE NO.

4.2.1 Age of the Respondents 35

4.2.2 Gender of the respondents 36

v
4.2.3 Qualification of the respondents 37

4.2.4 Marital status of the respondents 38

4.2.5 Experience of the respondents 39

4.2.6 Organization’s attitude towards employee is 40

appreciable

4.2.7 Opportunities are always there to learn new 41

skills from other job role

4.2.8 Individual growth and development are 42

defined

4.2.9 Plenty of scope for promotions in the 43

organization

4.2.10 Is your promotion and career path clear to 44

you

4.2.11 How satisfied are you with the chances for 45

promotion

4.2.12 Do you feel that you are in control of your 46

career path and that you are progressing in
both your personal and professional
development at this company

4.2.13 Management encourages and provides 47

assistance for employee's education

4.2.14 Existing organization hierarchy supports 48

career growth

4.2.15 Career development uses HR competency 49

and attain better output

4.2.16 How well does our organization support you 50

in exploring your professional interests and
goals

4.2.17 I have the opportunity to develop my full 51

potential

4.2.18 How much opportunity do you have for 52

professional growth in this organization

v
i
4.2.19 I can predict my future career path in this 53
organization by observing other people's
experiences

4.2.20 This job allows me to sharpen my 54

professional skills

v
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 Chapter 1

INTRODUCTION
8
 CHAPTER – I INTRODUCTION

1.1 INTRODUCTION

The practice called Human Resource Management (HRM) may be said to be a

result of the human relations movement of the early 20 th century, when the business started
to increase creation of business value by understanding and strategic management and
applying its principles in the management of the workforce. A key strength for
organizations to face the challenges facing the business today is to have effective and
competitive human resources. It can be said that sustainable development of a company
could bank upon the effective management of human resources. The various programmers
that have been developed in the area of HRM could be implemented in order to meet the
projected staffing needs of the organization and to enhance the capabilities of the
employees in carrying out the various aspects of their jobs more effectively.
Human Resource Management (HRM) can be said to be a new way of thinking
about how the people part of an organization should be managed at the workplace. In
practical terms, Human Resource Management includes all aspects relating to the
employer-employee relationship. HRM is directed to help support and manage the
manpower and the associated processes of an organization and as such HRM is viewed as
a core business function which is said to hold the key for the smooth functioning of an
organization. Human resource management is described to define the planning, organizing,
directing and controlling of the procurement, development of human resources in order to
meet the objectives of the individuals and the society. This definition shows us that human
resource (HR) management is that aspect of management, which deals with the planning,
organizing, directing and controlling aspects of the human resources function of the
enterprise. Human Resource Management is that branch of management which deals with
employees and focuses on those operational details concerned with the employer to
employee and relationship of the employees with their employees and with the
development of the individual and his output and functioning in the group
It can be said that among the support functions, the HRM (Human Resource
Management) function is one of the most crucial components of an organization. Besides
the finance function, which provides funds and control of different organizational
9
functions, it is the HRM function which facilitates implementation of organizations HR
policies and procedures while at the same time handling the employee’s communications
and handling of grievances of the employees. As stated earlier, the HRM function besides
the HR planning and hiring function also takes care of the training and development of
employees, managing the appraisal of the human resources working throughout the
organization, mentoring and guiding employees, determining the pay structures and grades
of employees, managing their growth and progression, and monitoring the satisfaction
levels and managing organizational development interventions etc. It implies that the task
of HRM function is specifically designed to focus on the “people” side of the
organizational processes. The fast emergence of the service sector viz. Information
Technology, Banking, Insurance, Financial Services, Business Process Outsourcing,
Artificial Intelligence etc., has elevated the importance of people in the various
organizations wherein they are reckoned as the key resource and in such a scenario, the
significance of the HRM function has grown by leaps and bounds.

Human Resources plays a vital role in the development of an organization’s life

cycle, from its formation to growth and then to decline. When we refer to the term human
resources, it encompasses the body of knowledge, skills, creative abilities, talent and
aptitudes which is available in the population. In other words, human resource may be
defined as “the set of individuals who make up the workforce of the organization, business
sector or economy”. HR Practices related to organization relates to the management and
development of the personnel who work it. HR Practices involve various parameters under
each practice followed by the organization that is acquisition, development, management,
maintenance, integration and control of the human resources working in the organization.

10
1.2 OBJECTIVES OF THE STUDY
1. To study the profile of the employees selected for the study.
2. To explore the Human Resource Management dimensions practices in company

3. To study the level of Career growth and Development maintained in the selected
company
4. To assess the demographic variables, influence over Career growth and
Development.
5. To identify the relationship between Human Resource Management dimensions and
Career growth and Development in the company

1.3 NEED FOR THE STUDY

➢ The purpose of this study was to evaluate the level of Career growth and Development
through the effectiveness of Human Resource Management practices in the
organizations.
➢ In this study Human Resource Management dimensions are studied and their practices
are to be estimated and how effective they are related with the Career growth and
Development.
➢ Finally based on the analysis that is done and the results which are obtained,
suggestions are made to improve the effectiveness of Human Resource Management.
➢ Also, during this study it is tried to study the perception of the employees on various
dimensions of Human Resource Management by studying and investigating.

1.4 SCOPE OF THE STUDY

➢ This is a comprehensive study encompassing all aspects of HRM as prevalent in the

companies. Its main focus is to examine the human resource management in selected
companies operating in Chennai.
➢ In addition to this, the study ascertains the perception of professionals representing
different cadres from selected companies. The study is thus useful for understanding
the status of HRM in companies in Chennai.

11
 ➢ The findings and suggestions would help the companies in strengthening the HRM
policies and practices.
➢ In this study the researcher has identified the specific key areas of Human Resource
Management: Human Resource Planning, Recruitment and Selection, Work
environment, Training and development, Performance appraisal, Peer relations,
Motivation and Grievance handling to know their impact on sectors.
➢ The researcher has focused on the above key factors only and has not covered other
aspects which earlier studies have concentrated on.
➢ Realizing the imperatives of improving Human Resource Management practices of the
sectors in the context of better future for a developing economy like India, an attempt
has been made to look into remarkable Career growth and Development through
effective Human Resource Management practices.

1.5 RESEARCH METHODOLOGY

1. METHOD OF DATA COLLECTION

Research Methodology is a technique to find the results of a problem given on a

particular topic or problems related to research. This is otherwise called scientific
assessment. This chapter presents Research design, Study Hypotheses, Source of data, Unit
of analysis, Area of the study, Determination of sampling size, Sampling Frame, Sampling
design, Instrument for data collection, Pilot study, Reliability and validity of the study,
Statistical tests used in the research study and Limitations of the study.

RESEARCH DESIGN
The most important pace after defining the research problem is preparing the
blueprint of the research project, which is generally known as the ‘Research design’. A
research design is the theoretical structure within which research is performed. Thus,
research design presents an outline of what the researcher is going to do in terms of
framing the hypothesis, its operational implications and the final data analysis. It is a
detailed outline of how a study will take place and typically contain how data is to be

12
 collected, what instrument will be employed, how the instruments will be used and the
proposed means for analysing data collected.

This quantitative research study implements the survey design to achieve the
research objectives. It is a formal, objective systematic procedure in which numerical data
is used to obtain information about the world. This research method is used to describe
variables, examine associations among variables and determine cause and effect
interactions between variables. This survey research also adopts a descriptive research
design. A descriptive study is one in which information is collected without changing the
environment. It is used to obtain information concerning the current status of the
phenomenon to describe “what exists” with respect to variables or conditions in a situation
and it involves a range from the survey which describes the status quo, the correlation
study which investigates the relationship between variables, to developmental studies
which seek to decide changes over time.

Source of Data

Collection of data is of two methods primary and secondary method.

Primary data
Primary data refers to data collected for the first time and are original in character. The data for
this research study adopts primary data collection method that includes collection of data from
company employees using questionnaire as research instrument. Secondary data
The secondary data are collected from books, journals and web resources

AREA OF STUDY

Human resource management was practiced by almost all the companies globally.
Origination need to retain their employees and maintain the human resources to stay
competitive in the market. Growth and Development plays vital role in the Career of the
employees and are achieved through the effectiveness of Human resource management.
Human resource management in company is selected as the study area.

13
1.6 LIMITATIONS OF THE STUDY
o TIME PERIOD: Actually, to complete this project there is no sufficient time. Due to
insufficient time this project was delay.
o ONE COMPANY: Basically, we are working for one company. So, the data and the matter
which is not available in the detail and the information also inadequate.
o DATA COLLECTION: To collect the data the time is less and it takes much time in spent
on gathering the data.
o FINDINGS: To find the relevant data and deciding what data to collect low response and
other research issues.
o SUGGESTIONS OR GUIDANCE: There are no proper suggestions or guidance to
complete the project in time.

14
 Chapter 2

REVIEW OF LITERATURE
15
 CHAPTER – II REVIEW OF LITERATURE

2.1 REVIEWS RELATED TO CAREER GROWTH AND DEVELOPMENT

Amaram (2005) observed that mental decision taken by employees to leave the
organization and turnover is a psychological outcome of the intention to quit or to remain
with the firm. Amaram noted that when the labour market is volatile, organizations make
extra effort to retain their best employees and when there is high demand for talent in the
labour market, retention strategies gain importance in order to enable the organization to
survive a highly competitive market place. The author has identified the two types of cost,
direct and indirect of uncontrolled labour turnover, which, if not considered and taken care
of can create a huge loss for the organizations.

Hokanson et al. (2011) in their study, highlighted some of important characteristics like
career opportunities within the company, the size of the company and its internal work
climate etc. in an organization as well as the environmental variables like availability of
alternative employment opportunities, the prevailing economic and market conditions, etc.
which has a big effect on the turnover rates. A company’s reputation also helps a lot in
retaining the best employees of the organization.

Harold & Amit Kumar (2011) in their study of 100 employees working in Indian IT
companies investigated the organizations’ career planning, performance and employee
growth arrangements and investigated the matching of the individual aspirations for
growth with the career planning done by the organization. the alignment between
individual and organization’s career planning. The researchers administered well
developed questionnaire which were followed by personal interviews to collect data. The
study finding were that career guidance, leadership roles, building of networks,
development of new skills, taking up of special assignments and receiving productive
feedback from the superior officers played vital roles in determining the employee’s
careen path and also aids in building up the performance by the employee and his growth.
The study noted that employee’s ability to seek information, introspecting on their past
experience, opportunities to experiment in their new work roles, openly discussing their

16
career interest with superiors and colleagues can play a role in career planning and
performance of the employees and the study further discussed the results and implications
for Indian organizations.

Jyothi and Ravindran (2012) conducted a research study of the Software and
Information Technology Enabled Services (ITeS) industry employees at Bangalore and
collected data through structured questionnaires instituted to 264 respondents. The study
drew samples from respondents employed at various levels and across 13 different
organizations (7 Software and 5 ITeS companies). Responses on the 7-point Likert scale
were obtained and the hypotheses tested using multiple regression analysis and the study
findings revealed that the employees employed in both the software and ITES sectors
showed a moderate level of job satisfaction. Regression analysis done showed that HR
practices had significant impact on job satisfaction. The study also confirmed that
employees having job satisfaction tended to be more committed to their work and
organizations. The study findings made the researchers to conclude that the software and
ITeS companies should take up and address the needs of their employees so that their
motivation, satisfaction and commitment to the organization get enhanced and that
employee turnover is also minimized.
Raychaudhuri & Farooqi (2013) conducted a study of the IT professionals and found
that when the organizations provided opportunities for the employee to have flexible
benefits and where the employees have the options to choose the benefits could help to
retain the employees. The study suggested that HR department should be solely
responsible for the development of robust retention process and should design the retention
policies and strategies considering the demographic details of all the IT professionals
while formulating the strategies. The study results showed that this can help in better
retention and could reduce the attrition of the employees. Because of the challenges posed
by competitive business environment, organizations should adopt new initiatives and try to
retain their best employees. The study also suggested that organizations should constantly
monitor and benchmark with the retention strategies used by the competitors in order to
enable the organization to take proper steps to make and implement attractive retention
strategies.

17
Kaya, Cigdem & Ceylan, Belgin. (2014) in their study had as the study objective to study
the impact of career development programs in organizations, and organizational
commitment on employees' job satisfaction, and their role in increasing job satisfaction.
The study was conducted as a survey of 204 samples taken from various industries. The
study questionnaire had two sections with 43 questions and the responses about the
employee’s attitudes were obtained using a 7-point Likert scale. The data collected was
evaluated using SPSS statistical software programme and further interpreted. The study
results after analysis showed that career development programs and organizational
commitment had a partial effect on employee’s job satisfaction, organizational
commitment affected job satisfaction directly and positively, and career development
programs in organizations did not affect the level of employee’s job satisfaction.

Younas Waqar et al. (2018) performed a study among the banking personnel in Pakistan
and chose to explore the impact of training and development on employee performance.
The study finding revealed that development activities undertaken with regard to
employees can lead to better employee performance, and that training and development
both increase the employee performance. The study concluded that organizations spend
resources and time on training and development activities for its employees for the
organization to gain long term sustainable competitive edge.
John et al. (2019) have stated that research has moved beyond the notion of traditional
careers in a stable, predictable work environment to a more individual perspective.
However, individual agency in career management is still likely to involve interactions
between organizations and individuals. This is particularly evident in organizational career
management (OCM). Career anchor theory has shed light on the work preferences of
professionals but little research has examined relationships between career anchors and
how people enact their careers, or how these constructs and their relationships might differ
between countries. They reported a quantitative study of 1629 IT professionals from 10
organizations in Switzerland, Germany and the UK. After allowing for control variables,
career anchor scores explained statistically significant amounts of variance in preferences
for five of the six categories of OCM practices. Some of the connections between career
anchors and OCM preferences followed naturally from their content, but others were less
self- evident, or even seemingly contradictory. There were some significant differences

18
between nationalities, with the UK tending to be the outlier. These differences were partly
but not entirely consistent with prior research. This study expands understanding of the
interplay of individual values and OCM and draws on previous work to offer a new
classification of OCM practices.
Naidoo, & Rugimbana (2019) studied 400 out of 900 employees and academic staff in a
university of technology and using online questionnaires aimed to find out the various
elements of the academic employee’s psychological contract that can impact the employee
engagement process. The study was motivated by the findings of a 2013 climate survey at
an institute of higher education, which found that many employees were dissatisfied and
believed that their expectations were not met by the organisation. The study confirmed that
most employees in the university appear to have developed a positive psychological
contract, though many employees may be experiencing discord in the employment
relationship. The study concluded that both transactional and relational elements of the
psychological contract appeared to be essential for academic employees.

2.2 REVIEW OF TOPIC

Any Research Scholar pursuing research has to essentially review the body of
knowledge and research findings of previous research and study that have been undertaken
in his/ her field of research, by gathering the published research publications, journals and
the thesis reports of the preceding researchers. Such literature review of the past research
material besides helping the researcher more information on the subject gives a perspective
to understand the research gaps in his field of study. A well-reviewed literature would
allow the research scholar to formulate the research gaps, the objectives of the study and to
develop suitable hypotheses for ascertaining the research objects and problem. Writings,
research and practices of the management practice dealing with human resources have
developed and matured over the past century or so and currently human resource
management as a professional branch of management dealing with the human resources in
the organization has a well-developed body of literature and knowledge. The Literature
review done by the researcher could be broadly classified into two broad categories
namely on a) human relations management and b) on career growth and development of
the human resources. Following are some of the salient and important literature reviews
19
which have been collected from various research papers to develop a first-hand knowledge
of the area of the proposed study by identifying the research gaps and to develop the
research problem.

FUNCTIONS
o Recruitment and Selection: Assessing how well HR practices attract and hire talent that
aligns with the organization's long-term goals and values, as well as the extent to which
recruitment processes identify individuals with potential for career growth.

o Training and Development: Evaluating the effectiveness of training programs in equipping

employees with the necessary skills and knowledge for career advancement, as well as the
extent to which development initiatives align with individual career aspirations.

o Performance Management: Examining the fairness and transparency of performance

appraisal systems in recognizing and rewarding employee contributions, and how
performance feedback is used to inform career development plans.

o Career Planning and Development: Investigating the availability and accessibility of career
advancement opportunities within the organization, including formal career planning
processes and mentorship programs.

o Employee Engagement: Assessing the level of employee engagement and satisfaction with
HRM practices related to career growth and development, such as opportunities for
autonomy, feedback, and recognition.

o Workforce Diversity and Inclusion: Understanding how HRM practices promote diversity
and inclusion in career advancement opportunities, including efforts to mitigate biases in
talent management processes.

o Succession Planning: Analysing the effectiveness of succession planning initiatives in

identifying and preparing high-potential employees for future leadership roles within the
organization.

o Employee Well-being: Considering the impact of HRM practices on employee well-being

and work-life balance, including support for flexible work arrangements and wellness
programs that contribute to career sustainability.

o By examining these functions within the context of HRM practices, researchers can gain
insights into the mechanisms through which organizations foster career growth and
development for their employees.

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CHARACTERISTICS

o Training and Development Programs: Providing employees with opportunities for skill
enhancement and career advancement through various training programs, workshops, and
seminars.

o Performance Management: Implementing fair and transparent performance appraisal

systems that identify strengths and areas for improvement, and linking performance
evaluations with career development plans.

o Mentorship and Coaching: Establishing mentorship programs where experienced

employees guide and support the career development of their mentees, along with offering
coaching sessions to enhance specific skills.

o Career Path Planning: Assisting employees in mapping out clear career paths within the
organization, including opportunities for advancement, promotions, and lateral moves.

o Feedback and Communication: Encouraging regular feedback mechanisms between

employees and managers to address career goals, aspirations, and performance
expectations.

o Work-Life Balance Initiatives: Offering flexible work arrangements, wellness programs,

and initiatives that support a healthy work-life balance, which can contribute to employee
satisfaction and retention.

o Recognition and Rewards: Recognizing and rewarding employees for their contributions
and achievements, which can boost morale and motivation to pursue career growth
opportunities.

o Diversity and Inclusion: Promoting a diverse and inclusive work environment where
employees from all backgrounds feel valued and have equal access to career development
resources and opportunities.

o Succession Planning: Identifying and grooming high-potential employees for future

leadership roles within the organization through succession planning initiatives.

21
 o Continuous Improvement: Continuously evaluating and refining HRM practices based on
feedback from employees and evolving industry trends to ensure they remain effective in
supporting career growth and development.

o These characteristics, when effectively implemented, can contribute to a positive

organizational culture that nurtures talent and facilitates the career progression of
employees.

ADVANTAGES

o Informed Decision-Making: By understanding the impact of HRM practices on career

growth, organizations can make more informed decisions about where to allocate
resources and how to design effective talent management strategies.

o Enhanced Employee Satisfaction: Identifying and implementing effective HRM practices

can lead to higher levels of employee satisfaction and engagement, as employees feel
supported in their career development goals.

o Improved Talent Retention: Effective HRM practices that promote career growth and
development can increase employee loyalty and reduce turnover rates, saving costs
associated with recruitment and training of new employees.

o Increased Organizational Performance: Engaged and motivated employees who have

opportunities for career advancement are likely to contribute more effectively to
organizational success, leading to improved performance and competitiveness.

o Better Recruitment and Talent Acquisition: Organizations with a reputation for

supporting career growth and development are more likely to attract top talent, enhancing
their ability to recruit skilled individuals who are invested in their long-term career
prospects.

o Succession Planning: By understanding which HRM practices are most effective in

fostering career growth, organizations can better identify and groom future leaders,
ensuring continuity and stability in leadership positions.

o Enhanced Employer Branding: Demonstrating a commitment to employee development

through effective HRM practices can enhance an organization's employer brand, making
it more attractive to both potential employees and customers.

o Compliance and Risk Management: Conducting studies on HRM practices ensures that
organizations remain compliant with relevant labour laws and regulations, mitigating
potential legal risks associated with discriminatory or unfair practices.

22
 o Adaptability to Changing Needs: Regular studies on HRM practices allow organizations
to adapt to changing workforce demographics and evolving industry trends, ensuring that
their talent management strategies remain effective and relevant over time.

o Positive Organizational Culture: Effective HRM practices that prioritize career growth
and development contribute to a positive organizational culture characterized by trust,
transparency, and a commitment to employee well-being.

DISADVANTAGES

o Subjectivity: Evaluating HRM practices' effectiveness can be subjective, as perceptions of

career growth and development can vary among individuals.

o Long-term Outcomes: It may be challenging to measure the long-term impact of HRM

practices on employees' careers accurately.

o External Factors: Other external factors beyond HRM practices, such as economic
conditions or industry trends, can significantly influence career growth and development.

o Resource Intensive: Conducting comprehensive studies on HRM practices requires

significant time, effort, and resources.

o Generalizability: Findings from a single study may not be applicable across different
industries, organizations, or cultural contexts.

o Ethical Concerns: There may be ethical considerations related to privacy and

confidentiality when collecting data on employees' career development.

23
 Chapter 3
24
COMPANY PROFILE & INSUSTRY PROFLIE
3.1 COMPANY PROFILE

 Introduction to NovelNet E-Solutions

NovelNet E-Solutions Private Limited is a dynamic software company dedicated to
delivering innovative digital solutions to businesses worldwide. Founded in [year] by a
team of visionary entrepreneurs, the company has quickly established itself as a leader
in the technology sector. With a mission to empower businesses with cutting-edge
technology, NovelNet E-Solutions offers a comprehensive suite of services, including
software development, web development, e-commerce solutions, and digital
marketing. Committed to excellence and client satisfaction, the company's core values
drive every aspect of its operations, ensuring the highest quality standards and
customer-centric approach.

 History and Milestones

Since its inception, NovelNet E-Solutions Private Limited has achieved significant
milestones in its journey of growth and success. Established in [year] by [founders'
names], the company began its operations with a vision to revolutionize the digital
landscape. Over the years, NovelNet E-Solutions has expanded its service offerings
and client base, earning a reputation for reliability, innovation, and excellence. Key
milestones include [mention specific achievements or significant events], showcasing
the company's dedication to pushing boundaries and exceeding expectations.

 Services Offered
NovelNet E-Solutions Private Limited offers a diverse range of services tailored to
meet the evolving needs of businesses in the digital age. Our core services include:
- Software Development: Customized software solutions designed to streamline
operations and enhance efficiency.
- Web Development: Innovative web solutions that drive engagement, visibility,
and conversion.
- E-commerce Solutions: End-to-end e-commerce solutions to help businesses
establish and grow their online presence.
- Digital Marketing: Strategic digital marketing services to boost brand
awareness, customer acquisition, and revenue generation.
With a team of skilled professionals and a client-centric approach, NovelNet E-
Solutions delivers bespoke solutions that drive tangible results and fuel business
growth.

 Market Analysis
The technology sector is a rapidly evolving landscape marked by constant innovation
and disruption. NovelNet E-Solutions operates in this dynamic environment,
25
 leveraging emerging trends and technologies to stay ahead of the curve. With the
increasing digitization of businesses across industries, there is a growing demand for
reliable and innovative digital solutions. As such, NovelNet E-Solutions is well-
positioned to capitalize on these opportunities and drive sustained growth in the
market.
 Competitive Landscape
In a highly competitive market, NovelNet E-Solutions distinguishes itself through its
commitment to excellence, innovation, and customer satisfaction. While there are
several competitors in the industry, NovelNet E-Solutions stands out for its:
- Cutting-edge solutions: Continual investment in research and development to
stay at the forefront of technology.
- Client-centric approach: Tailored solutions and personalized service delivery to
meet the unique needs of each client.
- Proven track record: A portfolio of successful projects and satisfied clients that
attest to the company's capabilities and expertise.

 Financial Overview
NovelNet E-Solutions Private Limited has demonstrated strong financial performance
and steady growth since its inception. With a focus on operational efficiency and
strategic investments, the company has consistently achieved revenue growth and
profitability. Key financial highlights include [mention specific metrics such as
revenue growth rate, profit margin, etc.], showcasing the company's financial stability
and resilience in a competitive market.

 Future Prospects
Looking ahead, NovelNet E-Solutions is poised for continued growth and success in
the dynamic technology landscape. With a clear vision and strategic roadmap, the
company aims to:
- Expand its service offerings to meet the evolving needs of clients.
- Enter new markets and explore untapped opportunities for growth.
- Invest in talent and technology to maintain its competitive edge and drive
innovation.
By staying true to its core values and commitment to excellence, NovelNet E-
Solutions is well-positioned to achieve its long-term goals and cement its position as a
leader in the industry.

 Adaptability and Agility

In the fast-paced environment of the software development and IT services industry,
NovelNet E-Solutions embraces a culture of adaptability and agility. This culture
allows the company to respond swiftly to changing market dynamics, emerging
technologies, and evolving client needs. By remaining adaptable and agile, NovelNet
E-Solutions stays ahead of the curve and maintains its position as a leader in the
industry.
26
 Talent Acquisition and Development
Attracting and retaining top talent is crucial for NovelNet E-Solutions to sustain its
competitive advantage. The company prioritizes talent acquisition and development
initiatives to nurture a skilled and motivated workforce. Through comprehensive
training programs, career development opportunities, and a supportive work
environment, NovelNet E-Solutions empowers its employees to reach their full
potential and drive innovation within the organization.

 Client-Centric Approach
Central to NovelNet E-Solutions' success is its unwavering commitment to a client-
centric approach. The company prioritizes understanding client requirements,
expectations, and objectives to deliver customized solutions that address their specific
needs. By building long-term partnerships based on trust, transparency, and
exceptional service, NovelNet E-Solutions cultivates a loyal client base and fosters
sustainable growth.

 Industry Collaboration and Partnerships

In an increasingly interconnected industry landscape, collaboration and partnerships
are key drivers of innovation and growth. NovelNet E-Solutions actively seeks
collaboration opportunities with industry peers, academic institutions, and technology
partners to leverage complementary expertise, access new markets, and co-create
value-added solutions. Through strategic alliances and partnerships, NovelNet E-
Solutions expands its reach and enhances its capabilities to better serve its clients and
drive industry advancement.

 Continuous Improvement and Innovation

As technology evolves and market demands shift, NovelNet E-Solutions remains
committed to continuous improvement and innovation. The company invests in
ongoing research, development, and process optimization initiatives to stay at the
forefront of industry trends and deliver cutting-edge solutions. By embracing a culture
of innovation and excellence, NovelNet E-Solutions anticipates future challenges and
opportunities, positioning itself as a trusted partner for digital transformation in the
software development and IT services industry.

 Market Analysis and Trends

NovelNet E-Solutions conducts thorough market analysis to stay abreast of industry
trends and emerging market opportunities. By closely monitoring market dynamics,
consumer behaviour, and technological advancements, the company positions itself
strategically to capitalize on new trends and meet evolving client demands. This
proactive approach ensures that NovelNet E-Solutions remains a frontrunner in the
highly competitive software development and IT services sector.

27
 Quality Assurance and Compliance
Quality assurance and compliance are integral components of NovelNet E-Solutions'
operations. The company adheres to stringent quality standards and regulatory
requirements to ensure the delivery of high-quality, reliable solutions to its clients.
Through rigorous testing protocols, robust quality management systems, and
adherence to industry best practices, NovelNet E-Solutions maintains its reputation for
excellence and earns the trust of its clients and stakeholders.

 Global Reach and Expansion

With a focus on global reach and expansion, NovelNet E-Solutions has established a
strong presence in key markets worldwide. Through strategic partnerships,
acquisitions, and organic growth initiatives, the company continues to expand its
footprint and penetrate new markets. By catering to diverse client needs across
different regions and cultures, NovelNet E-Solutions strengthens its position as a
global leader in software development and IT services.

 Sustainability and Corporate Social Responsibility (CSR)

NovelNet E-Solutions is committed to sustainability and corporate social responsibility
(CSR) initiatives. The company integrates environmental, social, and governance
(ESG) principles into its business operations to minimize its environmental footprint,
promote social welfare, and uphold ethical business practices. Through initiatives such
as community engagement, employee volunteer programs, and sustainable business
practices, NovelNet E-Solutions demonstrates its commitment to making a positive
impact on society while driving business success.

 Future Outlook and Growth Strategies

Looking ahead, NovelNet E-Solutions remains focused on its growth strategies to
capitalize on emerging opportunities and navigate potential challenges in the dynamic
software development and IT services landscape. The company continues to invest in
research and development, explore new technologies, and expand its service offerings
to meet the evolving needs of its clients. With a strong foundation built on innovation,
collaboration, and client-centricity, NovelNet E-Solutions is well-positioned for
sustained growth and success in the years to come.

 Technology Stack and Expertise

NovelNet E-Solutions boasts a robust technology stack and a team of highly skilled
professionals with expertise across various domains and technologies. From frontend
development to backend infrastructure, cloud computing to artificial intelligence, the
company leverages cutting-edge technologies to deliver innovative solutions that drive
business growth and digital transformation for its clients. By staying abreast of the
latest advancements and continuously upgrading its technical capabilities, NovelNet E-
Solutions remains at the forefront of technological innovation in the industry.

28
 Customer Satisfaction and Feedback
Customer satisfaction is paramount for NovelNet E-Solutions, and the company
actively seeks feedback from its clients to ensure their needs are met and expectations
exceeded. Through regular communication channels, surveys, and feedback
mechanisms, NovelNet E-Solutions gathers valuable insights that inform its service
delivery and product development efforts. By prioritizing customer satisfaction and
responsiveness, the company maintains long-lasting relationships with its clients and
fosters a reputation for excellence in customer service.

 Risk Management and Contingency Planning

Risk management is an integral part of NovelNet E-Solutions' business strategy, and
the company maintains robust processes and protocols to identify, assess, and mitigate
risks effectively. From cybersecurity threats to geopolitical uncertainties, NovelNet E-
Solutions employs proactive risk management measures and contingency plans to
safeguard its operations and ensure business continuity. By staying vigilant and agile
in the face of potential risks, the company minimizes disruptions and protects its
stakeholders' interests.

 Thought Leadership and Industry Recognition

NovelNet E-Solutions is recognized as a thought leader in the software development
and IT services industry, thanks to its contributions to industry knowledge and
innovation. The company actively participates in industry events, conferences, and
forums, where its experts share insights, best practices, and thought-provoking ideas
with peers and stakeholders. Additionally, NovelNet E-Solutions' achievements and
contributions are regularly acknowledged through industry awards, accolades, and
recognitions, further cementing its reputation as a trusted leader and innovator in the
field.

 Corporate Culture and Values

At the heart of NovelNet E-Solutions is a vibrant corporate culture built on a strong
foundation of core values such as integrity, teamwork, and excellence. The company
fosters a collaborative and inclusive work environment where employees are
encouraged to innovate, collaborate, and pursue excellence in everything they do.
Through employee engagement initiatives, team-building activities, and recognition
programs, NovelNet E-Solutions nurtures a positive and supportive culture that
empowers its employees to thrive personally and professionally.

 Conclusion
In conclusion, NovelNet E-Solutions Private Limited is a forward-thinking software
company dedicated to empowering businesses with innovative digital solutions. With a
rich history of success, a comprehensive suite of services, and a commitment to
excellence, the company is well-positioned to thrive in the ever-evolving technology
29
 landscape. As we look to the future, NovelNet E-Solutions remains steadfast in its
mission to drive success for clients and create value in the digital world.

3.2 INSUSTRY PROFLIE

 Introduction and Industry Overview
NovelNet E-Solutions Private Limited operates in the software development and IT
services industry, providing innovative digital solutions to businesses worldwide. This
industry profile offers an in-depth analysis of NovelNet E-Solutions' sector, covering
key trends, market dynamics, and future outlook. The software development and IT
services industry encompass a wide range of activities, including software
development, web development, e-commerce solutions, and digital marketing.
NovelNet E-Solutions specializes in delivering tailored e-solutions to meet the diverse
needs of its clients in this dynamic industry.

 Market Analysis and Key Players

The software development and IT services market are experiencing rapid growth,
driven by increasing digitalization across industries. According to industry reports, the
market size is projected to reach [projected value] by [future year], fuelled by demand
for innovative digital solutions. Major players in the software development and IT
services industry include multinational corporations, as well as smaller firms
specializing in niche areas. NovelNet E-Solutions competes in this landscape by
offering cutting-edge solutions, personalized service, and a customer-centric approach.

 Regulatory Environment and Technological Trends

The software development and IT services industry are subject to regulatory
requirements related to data privacy, cybersecurity, and intellectual property rights.
Compliance with these regulations is essential for NovelNet E-Solutions to maintain
operational integrity and client trust. Technological advancements such as artificial
intelligence, cloud computing, and data analytics are reshaping the software
development and IT services industry. NovelNet E-Solutions leverages these
innovations to deliver innovative and efficient solutions to its clients.

 Market Segmentation and Consumer Behaviour

The software development and IT services market can be segmented into various
categories, including software development, web development, e-commerce solutions,
and digital marketing. Each segment presents unique opportunities for growth and
specialization. Consumer preferences within the software development and IT services
industry are influenced by factors such as technological advancements, user

30
 experience, and cost-effectiveness. NovelNet E-Solutions focuses on understanding
these preferences to deliver solutions that meet client needs effectively.

 Challenges, Opportunities, and Future Outlook

Challenges facing NovelNet E-Solutions in the software development and IT services
industry include intense competition, rapid technological obsolescence, and regulatory
compliance. However, opportunities for growth exist in emerging technologies,
expanding market segments, and global market expansion. The future of the software
development and IT services industry looks promising, with continued demand for
digital solutions across industries. NovelNet E-Solutions is well-positioned to
capitalize on these opportunities by leveraging its expertise, innovation, and customer-
centric approach to drive success in the evolving landscape.

 This industry profile provides a comprehensive overview of NovelNet E-Solutions'

industry, covering key aspects such as market analysis, competitive landscape,
regulatory environment, and future outlook.

 Supply Chain Analysis and Collaboration

The supply chain in the software development and IT services industry involves
various stakeholders, including software developers, web designers, digital marketers,
and clients. NovelNet E-Solutions collaborates with its network of partners to deliver
comprehensive solutions to its clients. This collaboration ensures seamless integration
of services and enhances the overall value proposition offered by NovelNet E-
Solutions.

 Innovation and Research & Development

Innovation lies at the core of NovelNet E-Solutions' operations. The company invests
significantly in research and development (R&D) to pioneer new technologies,
products, and services. By fostering a culture of innovation, NovelNet E-Solutions
stays at the forefront of industry trends and maintains its competitive edge in the
market.

 Page 8: Corporate Responsibility and Sustainability

NovelNet E-Solutions is committed to corporate responsibility and sustainability. The
company recognizes its role in promoting environmental stewardship, social equity,
and ethical business practices. Initiatives such as carbon footprint reduction, employee
diversity and inclusion programs, and community engagement efforts demonstrate
NovelNet E-Solutions' dedication to making a positive impact beyond business
operations.

 Globalization and Market Dynamics

As a global player in the software development and IT services industry, NovelNet E-
Solutions operates in a highly interconnected and dynamic marketplace. Globalization
31
 has opened up new opportunities for expansion and growth, but it also presents
challenges such as geopolitical risks and regulatory complexities. NovelNet E-
Solutions navigates these market dynamics with agility and adaptability to capitalize
on emerging opportunities and mitigate potential risks.

 Conclusion and Future Outlook

In conclusion, NovelNet E-Solutions Private Limited operates in a dynamic and
rapidly evolving industry characterized by innovation, competition, and constant
technological advancements. By leveraging its expertise, fostering innovation, and
embracing corporate responsibility, NovelNet E-Solutions is well-positioned to thrive
in the software development and IT services industry. Looking ahead, the company
remains committed to driving growth, delivering value to clients, and shaping the
future of digital solutions worldwide.

 This industry profile provides a comprehensive overview of NovelNet E-Solutions'

operations, strategies, and outlook in the software development and IT services
industry.

 Adaptability and Agility

In the fast-paced environment of the software development and IT services industry,
adaptability and agility are essential for success. NovelNet E-Solutions embraces a
culture of flexibility, allowing the company to respond swiftly to changing market
dynamics, emerging technologies, and evolving client needs. By remaining adaptable
and agile, NovelNet E-Solutions stays ahead of the curve and maintains its position as
a leader in the industry.

 Talent Acquisition and Development

Attracting and retaining top talent is crucial for NovelNet E-Solutions to sustain its
competitive advantage. The company prioritizes talent acquisition and development
initiatives to nurture a skilled and motivated workforce. Through training programs,
career development opportunities, and a supportive work environment, NovelNet E-
Solutions empowers its employees to reach their full potential and drive innovation
within the organization.

 Client-Centric Approach
Central to NovelNet E-Solutions' success is its unwavering commitment to a client-
centric approach. The company prioritizes understanding client requirements,
expectations, and objectives to deliver customized solutions that address their specific
needs. By building long-term partnerships based on trust, transparency, and
exceptional service, NovelNet E-Solutions cultivates a loyal client base and fosters
sustainable growth.

 Industry Collaboration and Partnerships

32
 In an increasingly interconnected industry landscape, collaboration and partnerships
are key drivers of innovation and growth. NovelNet E-Solutions actively seeks
collaboration opportunities with industry peers, academic institutions, and technology
partners to leverage complementary expertise, access new markets, and co-create
value-added solutions. Through strategic alliances and partnerships, NovelNet E-
Solutions expands its reach and enhances its capabilities to better serve its clients and
drive industry advancement.

 Continuous Improvement and Innovation

As technology evolves and market demands shift, NovelNet E-Solutions remains
committed to continuous improvement and innovation. The company invests in
ongoing research, development, and process optimization initiatives to stay at the
forefront of industry trends and deliver cutting-edge solutions. By embracing a culture
of innovation and excellence, NovelNet E-Solutions anticipates future challenges and
opportunities, positioning itself as a trusted partner for digital transformation in the
software development and IT services industry.

 This comprehensive industry profile offers insights into NovelNet E-Solutions'

operations, strategies, and values, highlighting its position as a leading player in the
software development and IT services industry.

33
34
 Chapter 4

DATA ANALYSIS AND INTERPRETATION

TABLE 4.2.1 AGE OF THE RESPONDENTS

S. No AGE RESPONDENTS PERCENTAGE

1. 21-30 69 57.5%
2. 31-40 33 27.5%
3. 41-50 13 10.8%
4. Above 50 5 4.2%
TOTAL 120 100.00

Source: Primary data.

Interpretation
From the above table it is interpreted that the number of respondents between age group of
21-30 years are 69 (57.5%) between 31-40 age of respondents are 33 (27.5%)
Inference
Majority (57.5 %) of the respondents are age between 21 to 30 years.

Chart 4.2.1: Age of the respondents

35
Table 4.2.2: Gender of the respondents

S NO Gender RESPONDENTS PERCENTAGE

1. Male 60 50%
2. Female 60 50%
Total 120 100.00

Source: Primary data.

Interpretation
From the above table it is interpreted that the number of male respondents is 50%
and female respondent is 50%
Inference
Male (50%) and Female (50%) respondents are Male

Chart 4.1.2: Gender of the respondents

36
Table 4.2.3: Qualification of the respondents

S. No PARTICULARS RESPONDENTS PERCENTAGE

1 HSC/SSLC 9 7.5%

2 DIPLOMA 15 12.5%

3 UG 69 57.5%

4 PG 278 22.5%

Total 120 100

Source: Primary data.

Interpretation
From the above table it is interpreted that the number of HSC/SSLC respondents is 7.5%, DIPLOMA
is 12.5%, UG is 57.5% and PG is 22.5%
Inference
Majority (22.5%) of the respondents are UG

Chart 4.1.3: Qualification of the respondents

37
Table 4.2.4: Marital status of the respondents

S. NO MARITAL STATUS RESPONDENTS PERCENTAGE

1 Single 66 55%

2 Married 54 45%
Total 120 100.00

Source: Primary data

Interpretation
From the above table it is interpreted that the number of married respondents is 22% and Single is
55%
Inference
Majority (55%) of the respondents are Single.

Chart 4.1.4: Marital status of the respondents

38
Table 4.2.5: Experience of the respondents

S. No PARTICULARS RESPONDENTS PERCENTAGE

1 0-1 years 29 22.5%

2 1-2 years 25 20.8%

3 2-3 years 32 26.7%

4 Above 3 years 36 30%

Total 120 100

Source: Primary data.

Interpretation
From the above table we find, 22.5% of the respondents are between 0-1 years, 20.8% of
the respondents are between 1-2 years, 26.7 % of the respondents are between 2-3 years and
30% of the respondents are between above 3 years.

Inference
Majority (30%) of the respondents are having experience between above 3 years.

39
Chart 4.1.5: Experience of the respondents

Table 4.2.6: Organization’s attitude towards employee is appreciable

S. No PARTICULARS RESPONDENTS PERCENTAGE

1 Highly satisfied 36 30%
2 Satisfied 34 28.3%
3 Neutral 27 22.5%
4 Not satisfied 20 16.7%
5 Highly not satisfied 3 2.5%
Total 120 100
Source: Primary data.
Interpretation
From the above table, 30% of the respondents are Highly satisfied with
management reviews and 27% of the respondents are in neutral state.

Inference
Majority (30%) of the respondents are Highly satisfied.

Chart 4.1.6: Organization’s attitude towards employee is appreciable

40
41
Table 4.1.7: Opportunities are always there to learn new skills from
other job role
S. No PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly Agree 37 30.8%
2 Agree 45 37.5%
3 Neutral 22 18.3%
4 Disagree 12 10%
5 Strongly Disagree 4 3.3%
Total 120 100

Source: Primary data.

Interpretation
From the above table, 37.5% of the respondents are agreeing
with management reviews and 22% of the respondents are in
neutral state.

Inference
Majority (37.5%) of the respondents are agreeing.

Chart 4.1.7: Opportunities are always there to learn new skills

from other job role

Table 4.1.8: Individual growth and development are defined

42
 S. No PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly Agree 45 37.5%
2 Agree 32 26.7%
3 Neutral 32 26.7%
4 Disagree 8 6.7%
5 Strongly Disagree 3 2.5%
Total 120 100
Source: Primary data.
Interpretation
From the above table, 26.7% of the respondents are agreeing with
management reviews and 26.7% of the respondents are in neutral
state.

Inference
Majority (37.5%) of the respondents are Strongly agreeing.

Chart 4.1.8: Individual growth and development are defined

Table 4.1.9: Plenty of scope for promotions in the organization

43
 S. No PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly Agree 32 26.7%
2 Agree 94 27.5%
3 Neutral 26 21.7%
4 Disagree 29 18.3%
5 Strongly Disagree 7 5.8%
Total 120 100
Source: Primary data.
Interpretation
From the above table, 27.5% of the respondents are agreeing with
management reviews and 21.7% of the respondents are in neutral
state.
Inference
Majority (27.5%) of the respondents are agreeing.

Chart 4.1.9: Plenty of scope for promotions in the organization

Table 4.1.10: Is your promotion and career path clear to you

S. No PARTICULARS RESPONDENTS PERCENTAGE

44
 1 Yes 52 43.3%
2 No 39 32.5%
3 Maybe 29 24.2%
Total 120 100
Source: Primary data.
Interpretation
From the above table, 43.3% of the respondents are accepting with
management reviews and 32.5% of the respondents are not accepting.
Inference
Majority (43.3%) of the respondents are agreeing

Chart 4.1.10: Is your promotion and career path clear to you

Table 4.1.11: How satisfied are you with the chances for promotion

S. No PARTICULARS RESPONDENTS PERCENTAGE

45
 1 Highly satisfied 20 16.7%
2 Satisfied 41 34.2%
3 Neutral 36 30%
4 Not satisfied 7 14.2%
5 Highly not satisfied 6 5%
Total 120 100
Source: Primary data.
Interpretation
From the above table, 34.2% of the respondents are satisfied with
management reviews and 30% of the respondents are in neutral
state.
Inference
Majority (34.2%) of the respondents are satisfied.

Chart 4.1.11: How satisfied are you with the chances for promotion

Table 4.1.12: Do you feel that you are in control of your career
path and that you are progressing in both your personal and
professional development at this company

46
 S. No PARTICULARS RESPONDENTS PERCENTAGE
1 Yes 66 55%
2 No 28 23.3%
3 Maybe 26 21.7%
Total 120 100
Source: Primary data.
Interpretation
From the above table, 55% of the respondents are accepting with
management reviews and 23.3% of the respondents are not
accepting.
Inference
Majority (55%) of the respondents are agreeing

Chart 4.1.12: Do you feel that you are in control of your career
path and that you are progressing in both your personal and
professional development at this company

Table 4.1.13: Management encourages and provides assistance for

employee's education

S. No PARTICULARS RESPONDENTS PERCENTAGE

47
 1 Strongly Agree 26 21.7%
2 Agree 30 25%
3 Neutral 36 30%
4 Disagree 19 15.8%
5 Strongly Disagree 9 7.5%
Total 120 100
Source: Primary data.
Interpretation
From the above table, 25% of the respondents are agreeing with management
reviews and 30% of the respondents are in neutral state.
Inference
Majority (30%) of the respondents are Neutral.

Chart 4.1.13: Management encourages and provides assistance for

employee's education

Table 4.1.14: Existing organization hierarchy supports career growth

S. No PARTICULARS RESPONDENTS PERCENTAGE

1 Strongly Agree 28 23.3%

48
 2 Agree 43 35.8%
3 Neutral 28 23.3%
4 Disagree 15 12.5%
5 Strongly Disagree 6 5%
Total 120 100
Source: Primary data.
Interpretation
From the above table, 35.8% of the respondents are agreeing with
management reviews and 23.3% of the respondents are in neutral state.
Inference
Majority (35.8%) of the respondents are neutral.

Chart 4.1.14: Existing organization hierarchy supports career

growth

Table 4.1.15: Career development uses HR competency and attain

better output

S. No PARTICULARS RESPONDENTS PERCENTAGE

49
 1 Strongly Agree 27 22.5%
2 Agree 42 35%
3 Neutral 27 22.5%
4 Disagree 18 15%
5 Strongly Disagree 6 5%
Total 120 100
Source: Primary data.
Interpretation
From the above table, 35% of the respondents are agreeing with management
reviews and 22.5% of the respondents are in neutral state.
Inference
Majority (35%) of the respondents are neutral.

Chart 4.1.15: Career development uses HR competency and attain

better output

Table 4.1.16: How well does our organization support you in exploring
your professional interests and goals

S. No PARTICULARS RESPONDENTS PERCENTAGE

1 Being extremely Unsupportive 51 42.5%
2 Being extremely supportive 69 57.5%

50
 Total 120 100

Source: Primary data.

Interpretation
From the above table, 51% of the respondents are accepting with
management reviews and 69% of the respondents are not accepting.
Inference
Majority (69%) of the respondents are agreeing

Chart 4.1.16: How well does our organization support you in exploring
your professional interests and goals

Table 4.1.17: I have the opportunity to develop my full potential

S. No PARTICULARS RESPONDENTS PERCENTAGE

1 Strongly Agree 33 27.5%
2 Agree 32 26.7%
3 Neutral 35 29.2%

51
 4 Disagree 12 10%
5 Strongly Disagree 8 6.7%
Total 120 100
Source: Primary data.
Interpretation
From the above table, 26.7% of the respondents are agreeing with management
reviews and 29.2% of the respondents are in neutral state.
Inference
Majority (29.2%) of the respondents are neutral.

Chart 4.1.17: I have the opportunity to develop my full potential

Table 4.1.18: How much opportunity do you have for professional growth
in this organization

S. No PARTICULARS RESPONDENTS PERCENTAGE

1 Being no opportunity 57 47.5%
2 Being unlimited opportunity 63 52.5%
Total 120 100

52
Source: Primary data.
Interpretation
From the above table, 52.5% of the respondents are accepting with management
reviews and 47.5% of the respondents are not accepting.

Inference

Majority (52.5%) of the respondents are agreeing

Chart 4.1.18: How much opportunity do you have for professional growth
in this organization

TABLE 4.1.19: I can predict my future career path in this organization by

observing other people’s experiences

S. No PARTICULARS RESPONDENTS PERCENTAGE

1 Strongly Agree 29 24.2%
2 Agree 32 26.7%
3 Neutral 39 32.5%
4 Disagree 15 12.5%
5 Strongly Disagree 5 4.2%

53
 Total 120 100
Source: Primary data.
Interpretation
From the above table, 26.7% of the respondents are agreeing with management
reviews and 32.5% of the respondents are in neutral state.

Inference
Majority (32.5%) of the respondents are neutral.

Chart 4.1.19: I can predict my future career path in this organization by

observing other people's experiences

Table 4.1.20: This job allows me to sharpen my professional skills

S. No PARTICULARS RESPONDENTS PERCENTAGE

1 Strongly Agree 31 25.8%
2 Agree 41 34.2%
3 Neutral 24 20%
4 Disagree 17 14.2%
5 Strongly Disagree 7 5.8%
Total 120 100
Source: Primary data.

54
Interpretation
From the above table, 34.2% of the respondents are agreeing with
management reviews and 20% of the respondents are in neutral state.

Inference
Majority (34.2%) of the respondents are agreeing.

Chart 4.1.20 This job allows me to sharpen my professional skills

STATISTICAL ANALYSIS

ONE WAY ANOVA

Hypothesis:

H0: There is no effect on experience of employees & scope for

promotion in the organization

55
H1: There is significant relationship on experience of employees &
scope for promotion in the organization

56
Inference:
Since p value (0.849) is greater than significance value (0.05). Therefore,
hypothesis H0 is not rejected, there is no significant relationship employees &
scope for promotion in the organization.

57
CORRELATION

Hypothesis:

H0: There is no effect on scope for employees & satisfaction of

employees on promotion in the organization

H1: There is significant relationship on scope for employees &

satisfaction of employees on promotion in the organization

Inference:
Since p value (0.010) is lesser than significance value (0.05). Therefore,
hypothesis H1 is rejected, there is significant relationship on scope for
employees & satisfaction of employees on promotion in the organization

58
 Chapter 5

FINDINGS, SUGGESTIONS &

CONCLUSION
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5.1 FINDINGS

 It was found that Majority (57.5 %) of the respondents are age between
21 to 30 years.
 It was found that Male (50%) and Female (50%) respondents are Male
 It was found that Majority (22.5%) of the respondents are UG
 It was found that Majority (55%) of the respondents are Single.
 It was found that Majority (30%) of the respondents are having experience
between above 3 years.
 It was found that Majority (30%) of the respondents are Highly satisfied
with the organization’s attitude towards employee.
 It was found that Majority (37.5%) of the respondents are agreeing that
Opportunities are always there to learn new skills from other job role.
 It was found that Majority (37.5%) of the respondents are Strongly agreeing
that individual growth and development are defined.
 It was found that Majority (27.5%) of the respondents are agreeing that
Plenty of scope for promotions in the organization.
 It was found that Majority (43.3%) of the respondents are agreeing that
promotion and career path is clear.
 It was found that Majority (34.2%) of the respondents are satisfied with the
chances for promotion in the company.
 It was found that Majority (55%) of the respondents are agreeing that
career path and progressing in both personal and professional
development at this company.
 It was found that Majority (30%) of the respondents are neutral with
management encourages and provides assistance for employee's
education.
 It was found that Majority (35.8%) of the respondents are neutral with
existing organization hierarchy supports career growth.
 It was found that Majority (35%) of the respondents are neutral with career
development uses HR competency and attain better output.
 It was found that Majority (69%) of the respondents are agreeing with
organization support you in exploring your professional interests and
goals.

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  It was found that Majority (29.2%) of the respondents are neutral that they
have opportunity to develop my full potential
 It was found that Majority (52.5%) of the respondents are agreeing that,
they have opportunity for professional growth in this organization.
 It was found that Majority (32.5%) of the respondents are neutral with
prediction of future career path in organization by observing other
people's experiences.
 It was found that Majority (34.2%) of the respondents are agreeing that job
allows them to sharpen their professional skills.

5.2 SUGGESTIONS

• It is found that the procedure and methods followed for human resource planning in
the organization needs improvement and human resource planning lacks in
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 concentrating on training programs for different level of employees in the
organization. At this juncture Human asset planning is essential in Computer
programming businesses. Along these lines HR planning procedure should cover
every one of the conditions.

• All companies must have clear recruitment policy. All companies must have a clear
basis of selection of employees. Campus selection ought to be additionally
reinforced and to be stretched out to rural area training foundations; so talented
people can be recruited. Relevant information should be provided by the
organization about the job provided to the employees and they should have clear
idea about their targets assigned.

• Recruitment procedure ought to be conveyed by functional supervisors in meeting

with the HR division in all companies. With the goal that exceptionally skilled
applicants can be recruited.

• Assessment of training and development needs ought to be embraced by all the

companies. In all companies training should stream toward the path to prepare the
employees actually on new advancements and just as to improve their
correspondence, identity and so on.

• Employees felt discomfort for which they are allowed to express their problems
minimally at an informal way, less mutual cooperation among people exist in the
organization and relationship with superiors and subordinates is less. To overcome
this companies are recommended to encourage Employees’ participation in
Management and decision making.

• It is proposed to conduct pay study by all companies. There ought to be accord

among sectors with respect to the variables to be considered in deciding pay
approach. Both performance appraisal and compensation survey result ought to be
the reason for deciding the compensation.

42

• Through findings it is observed that the respondents are little unhappy about the
infrastructure facilities. Hence Canteen, transportation, maternity, reward, leave

62
 travel concession, education support, leave encashment, gratuity and other benefits
ought to be given by all companies.

• Grievances of all type to be addressed and solutions will be offered to the employees
fruitfully. Organization should adopt good mechanism to settle the conflicts between
them and the employees.

• Low turnover ventures are especially not doing great in regard of HRD policies and
practices. Along these lines they are encouraged to improve HRD climate in their
firm. Taking this in mind the companies have to enrich the Human resource
management practices which in turn leads to development of career growth of IT
employees.

5.3 CONCLUSION

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 The industry commitment to the nation's HR has been amazing. The number of
employees in companies in Chennai is found consistently expanding. The administration
part and all the more so the division is intensely people driven and subsequently requires
legitimate administration of its HR. The present study in such manner endeavours to
comprehend the elements of human resource management and its effect on Career growth
and development of employees in companies. From this we conclude that the HRM
practices like HR Planning, Recruitment, Selection, Performance appraisal, Training and
Development, Peer relations, grievance handling and employee involvement in decision
making etc has to contribute to the growth of the company. Better Recruitment and
Selection or improved Work environment and Salary administration may also produce the
same result at lesser cost with more steadiness’s. To make the Human Resource
Management practices in the association increasingly viable, it may be better if care is taken
while choosing representatives to the association and steps are taken to give progressively
compelling and legitimate preparing and advancement offices to the workers of the
association. companies are putting forth appealing pay packages, performance-based salary
structure, better job satisfaction, career opportunities and challenging nature of jobs.
Employees’ motivation and retaining the talents in the organization are the main challenges
faced by the companies in Chennai. The general working conditions, a reasonable pay,
professional development, training and development, participation in decision making
process and motivation etc. are the important factors in attracting and retaining employees in
the organization. Good HRM practices brings better overall environment in the Company
which leads to Career growth and development of employee’s companies in Chennai.

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 ANNEXURE QUESTIONNAIRE

1.Age
a) 21-30
b) 31-40
c) 41-50
d) above 50

2.Gender
a) Male
b) Female
c) Others

3.Qualification
a) HSC/SSLC
b) Diploma
c) UG d) PG

4.Experience
a) 0-1years
b) 1-2years
c) 3-4years
d) 5-6years
e) above 6 years

5.Marital status
a) Single
b) Married

6.Organisation’s attitude towards employee are appreciable

a) Highly satisfied
b) Satisfied

67
 c) Neutral
d) Not satisfied
e) Highly not satisfied

7.Opportunities are always there to learn new skills from other

job role
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree

8.Individual growth and development are well defined

a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree

9.Plenty of scope for promotions in the organization

a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree

10.Is your promotion and career path clear to you

a) Yes
b) No

11.How satisfied are you with the chances for promotion

a) Highly satisfied
68
 b) Satisfied
c) Neutral
d) Not satisfied
e) Highly not satisfied

12.Do you feel that you are in control of your career path and
that you are progressing in both your personal and professional
development at this company a) Yes
b) No

13.Management encourages and provides assistance for

employee’s education a) Highly satisfied
b) Satisfied
c) Neutral
d) Not satisfied
e) Highly not satisfied

14.Existing organization hierarchy supports career growth

a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree

15.Career development uses HR competency and attain better

output
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree

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16.How well does our organization support you in exploring
your professional interests and goals
a) Being extremely unsupportive
b) Being extremely supportive

17.I have the opportunity to develop my full potential

a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree

18.How much opportunity do you have for professional growth

in this organization
a) Being no opportunity
b) Being unlimited opportunity

19.I can predict my future career path in this organization by

observing other people’s experiences
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree

20.This job allows me to sharpen my professional skills

a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree

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