DAMS

SUMMER TRAINING PROJECT REPORT

ON

“A STUDY ON THE PERFORMANCE OF HR

POLICIES AND ITS IMPLEMENTATION”
Submitted in partial fulfillment of Master of Business Administration

Session- 2024-2025

Faculty Guide Submitted By:

[Ms. Mahima Ojha] [ Pratyush Shukla]

[Faculty-Master of Business Administration] [2300480700058]

DAYANAND ACADEMY OF MANAGEMENT STUDIES

Affiliated to Dr. A.P.J. AKTU

 DECLARATION

I hereby declare that this submission is my own work. It contains no material previously

published or written by another person, nor has this material to a substantial extent

been accepted for the award of any other degree or diploma of the university or other

institute of higher learning.

Pratyush Shukla
 College Certificate

This is to certify that the report titled “A STUDY ON THE PERFORMANCE OF HR

POLICIES AND ITS IMPLEMENTATION” being submitted by Pratyush Shukla (Roll

NO.: 2300480700058) in partial fulfillment of requirements for the award of the Degree of

Master of Business Administration is a Bonafide record of the project done by him /her, under

the guidance and supervision of able faculty members of the department.

We wish him/her all the best and a successful and bright future.

Amarendra Tiwari

Head of Department
Company Certificate
 ACKNOWLEDGEMENT

Summer Internship Project Report is the one of the important parts of MBA program, which

has helped me to gain experience and will be beneficial in my succeeding career. For this, with

an ineffable sense of gratitude I take this opportunity to express my deep sense of indebtedness

and gratitude to Dr. Sadhvi Mehrotra, Director – Dayanand Academy of Management

Studies and Mr. Amarendra Tiwaree - Head of Business Administration Department, for

their encouragement, support and guidance in carrying out the project.

I am very much thankful to, my Project Guide Ms. Mahima Ojha, MBA Department for

his/her interest, constructive criticism, persistent encouragement and untiring guidance

throughout the development of the project. It has been my great privilege to work under his

inspiring guidance.

I am also thankful to my parents and my friends for their indelible co-operation for achieving

the goals of this study.

 EXECUTIVE SUMMARY

Master of Business Administration (M.B.A) programme is one of the most reputed professional

courses in the field of management . This course includes both theory and its applications as per

contents of its curriculum. Summer Training Project report is an integral part of Master of

Business Administration programmed of the DR. Virendra Swarup Institute Of Professional

Studies. It gives exposure to our practical knowledge and also to get interact with the various

aspects of present market condition. Each Student is requires to undergo practical training, after

the completion of second semester examination .

The Training project programmers are designed to give the managers the future of the corporate

happenings and work culture. The real-life situation is really different from the stimulated

exercise enacted in an artificial environment inside. The Training project programmers are

designed, so that the managers of tomorrow do not feel when the time comes to take the

responsibilities.

The Training project report presented here is a result of my hard work. This project helps me to

learn about the working in “A STUDY ON THE PERFORMANCE OF HR POLICIES AND

ITS IMPLEMENTATION
 TABLE OF CONTENTS
Page
no.

Declaration i

Company Certificate ii

College Certificate iii

Acknowledgement iv

Executive Summary v

CHAPTER 1: INTRODUCTION

1.1 Introduction about the Problem 1-

2

1.2 Industry Profile 3-

4

1.3 History of the organization 5-

7

1.4 Vision, Mission and Quality Policy 5-7

1.5 Performance of HR Policies 7-9

1.6 Objectives of study 9

1.7 Limitation of study 9-10

Chapter 2 Literature review 10-

19
CHAPTER 3: Research Methodology

3.1 Statement of the research problem. 19-20

3.2Research Methodology 21-34

i) ResearchDesign(Qualitative/Quantitative,exploratory/Descriptive/Causa

ii) Measurement/ Scaling technique (details about Interviews/

questionnaires etc.)

iii) Data Collection (Type of data- Primary, Sampling techniques)

CHAPTER 4: DATA ANALYSIS 34-35

4.1 Graphical presentation/ Visualization of respondents

4.2 Customer Satisfaction survey

4.3 CHAPTER 5 CONCLUSION 36


 CHAPTER 1-INTRODUCTION

1.1 General Introduction About the Health care Sector

The healthcare sector, also known as the medical industry or the health economy, is an

economic ecosystem that provides medical products and services to patients. These can include

providing curative treatments, preventive care, rehabilitation services and palliative care.

Hospitals, medical devices, clinical trials, outsourcing, telemedicine, medical tourism, health

insurance and medical equipment are all part of healthcare.

Modern healthcare consists of four main branches, including medical devices and equipment,

medical services, financing and drugs. These branches break down into subcategories such as

medical devices, clinical trials and insurance. The sector relies on interprofessional

collaboration to meet the health needs of individuals and populations. It includes people who

research, manage and provide equipment and services, along with those who directly provide

healthcare.

Different Healthcare Industries

Healthcare encompasses a wide range of industries, from research to manufacturing to facility

management. You can classify these industries into one of four branches that classify,

including:

Healthcare services and amenities

This segment includes a wide range of industries, including hospitals, nursing homes and

[1]
outpatient care, along with medical practitioners and healthcare professionals such as

psychologists, dermatologists and optometrists. Hospitals offer medical, diagnostic and

treatment services to inpatients and outpatient services, such as diagnostic labs and ambulance

services. Types of hospitals include general, surgical, psychiatric and specialty hospitals and

blood banks

Key components of the healthcare sector include:

1.Medical Professionals: Physicians, nurses, surgeons, pharmacists, therapists, technicians, and

other healthcare workers who diagnose, treat, and manage patient care.

2.Medical Technologies and Equipment: This encompasses a wide range of tools, devices, and

equipment used in diagnosis, treatment, and monitoring of patients, such as MRI machines, X-

ray equipment, surgical instruments, and electronic health record systems.

3.Pharmaceuticals and Biotechnology: Pharmaceutical companies develop and manufacture

drugs, vaccines, and other therapeutic products to treat and prevent diseases. Biotechnology

firms focus on cutting-edge research and development of medical innovations, including gene

therapies, biologics, and personalized medicine.

4.Health Insurance and Financing: Health insurance companies and government programs play

a crucial role in financing healthcare services, covering medical expenses, and managing risk

for individuals and populations.

5.Public Health Organizations: These entities focus on disease prevention, health promotion,

and community health initiatives, addressing issues such as vaccination campaigns, disease

[2]
 surveillance, and environmental health.

6.Healthcare Regulation and Policy: Government agencies, regulatory bodies, and policymakers establish

laws, regulations, and guidelines to ensure patient safety, quality of care, and equitable access to

healthcare services.

7.Healthcare Research and Education: Academic institutions, research organizations, and

medical schools conduct research, train healthcare professionals, and disseminate knowledge to

advance medical science and improve patient care.

The healthcare sector faces numerous challenges, including rising healthcare costs, disparities

in access to care, workforce shortages, technological advancements, and evolving regulatory

landscapes. However, it also presents opportunities for innovation, collaboration, and

improvements in healthcare delivery, outcomes, and patient experiences. As societies continue

to evolve, the healthcare sector remains a critical pillar supporting the health and well-being of

individuals and communities worldwide.

1.2 Industry Profile

The healthcare industry is a vast and dynamic sector that encompasses a wide range of

activities, services, and products aimed at promoting, maintaining, and restoring health. It is

one of the largest and fastest-growing industries globally, driven by factors such as population

growth, aging demographics, advances in medical technology, and increasing healthcare

expenditures.

[3]
Key characteristics of the healthcare industry include:

1. Diverse Range of Services: The healthcare industry provides a wide array of services,

including preventive care, primary care, specialty care, emergency care, surgical services,

diagnostic imaging, rehabilitation, and long-term care.

2. Complex Ecosystem: The healthcare ecosystem is complex, involving various

stakeholders such as healthcare providers (hospitals, clinics, physician practices), insurers

(health insurance companies, government programs), pharmaceutical and biotechnology

companies, medical device manufacturers, research institutions, regulators, policymakers,

and patients.

3. Technological Advancements: Rapid advancements in medical technology, including

digital health, telemedicine, wearable devices, artificial intelligence, genomics, and

precision medicine, are transforming healthcare delivery, improving patient outcomes,

and enhancing operational efficiency.

4. Regulatory Environment: The healthcare industry is highly regulated, with stringent

requirements for quality assurance, patient safety, privacy, and compliance with laws and

regulations governing healthcare delivery, reimbursement, and research.

5. Cost Pressures: Rising healthcare costs are a significant challenge globally, driven by

factors such as increasing demand for services, expensive medical technologies, chronic

disease prevalence, administrative expenses, and pharmaceutical pricing.

6. Focus on Population Health: There is a growing emphasis on population health

management, which involves addressing the health needs of entire populations or

[4]
 communities, including preventive interventions, health promotion, disease management,

and addressing social determinants of health.

1.3 Company Profile

Gomdhari -True farm Ayurveda is one of the leading ayurvedic medicine and treatment

provider in India with expertise over 10+ years. Here we provide all kind of treatment like

PCOD, Blood Pressure, premature ejaculation, Male-infertility, Sexual male weakness, Hair loss,

Baldness, Weak Immunity, Gas-acidity, Piles, Fissure, Fistula, and many others.

Apart from offering result driven treatment, We are the leading manufacturer and supplier of the

best Herbal and Ayurvedic medicines. All the products offered at True Farm Ayurveda are 100%

herbal is approved by the Ministry of Ayush, FSSAI, GMP, and ISO, and FAASI. Our

formulations are based on authentic recipes that are hundreds of years old and ensures to bring

changes and cure the disorder. Our Ayurvedic medications are created using ingredients of

exceptional quality.

True Farm is one of the best Ayurvedic treatment provider and working with highly experience

professionals who examine the vihara, and Chikaskia to enhance men’s sexual health and well-

being. True Farm Ayurveda is a leading Ayurvedic Medical and research center located in

Noida, Uttar Pradesh India. It produces Ayurvedic products to address different kinds of diseases

and problems in the human body. The vision of Ayurveda is born with the collaboration of

ancient Ayurveda and modern day medical science to provide a healthy lifestyle that people can

[5]
adopt. Our experienced Ayurvedic doctors and healthcare professionals prepare high-quality

Ayurvedic medicines and healthcare products.

Ancient Wisdom

We believe that Ayurveda is the ancient wisdom given to mankind by nature. We feel blessed to

follow the paths of the great pioneers of Ayurveda like Maharishi Vaghela and Maharishi

Charka. At True Farm Ayurveda our doctors and researchers use the ancient wisdom of

Ayurveda to prepare solutions for diseases and disorders. True Farm Ayurveda uses rare herbs,

natural minerals, and ancient therapies to help people live a healthy and prosperous life

Modern Innovation

These days the lifestyle of most people has become complex. Irregular diet and stress have

affected everyone’s life. Various diseases and disorders have emerged as a challenge before us.

Therefore the ancient knowledge of Ayurveda needs to be implemented in a modern way by

utilizing modern medical science. At True Farm Ayurveda, we use modern science with

Ayurveda for accurately detecting the cause of disease and preparing the right medicines. The

combination of Ayurveda and modern science becomes more effective to treat many incurable

diseases.

Complete Solution

[6]
Ayurveda is a medical system that works on the root cause of the disease to eradicate the disease.

It uses natural resources to prescribe treatments. It is specially designed to boost your immunity

and keep you healthy in your day to day lives. Our health care products are well tested and

certified by the appropriate authorities. We work with a team that is passionate to serve people

and deliver quality products under a budget-friendly pricing structure.

1.4 Our Mission

True farm aims to reach a global audience with its effective and quality products/services and to

become the benchmark in the international direct selling sector with customer happiness and

quality awareness by 2025

Our Vision

True farms vision is to enhance the lives of individuals by enabling them to achieve financial

independence. Our vision is to preserve the heritage of Indians and make them healthy and

prosperous

1.5 About the A Study ON The Performance Of HR Policies And Its

Implementation

 HR policies are important for employees to work for an Organization.

 It helps to maintain motivation and willing work forces.

 It is an interesting and significant area for conducting research.

[7]
  They also ensure compliance with employment legislation and inform employees of their

responsibilities and the Company's expectations

 HR policies provide guidelines on employer-employee relationships, which impart

information on acceptable norms of behavior, work schedules, health and safety

measures, employment laws, conflict resolution and disciplinary measures.

 HR planning, hiring (recruitment and selection), training and development, payroll

management, rewards and recognitions, Industrial relations, grievance handling, legal

procedures.

 To have a formal Statement on corporate thinking which will serve as a guideline for

actions.

 Promote effective management without your constant intervention

 To establish the consistency in the application

 Motivate Team Members

 Device and implement Best policies

1.6 OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVES

> To study the amendments made in the HR Policies of TRUE FARM AYURVEDA PVT LTD.

SECONDARY OBJECTIVES

 To Study the amendments in the base policy and prepare a final policy.

[8]
 To Examine a HR Policy manual for the company with special emphasis on the

"Managerial Service Conditions”

 To understand the HR policies maintaining the sound relation among Employees &

Employer.

 To find out the employees’ satisfaction towards satisfied with the implementation of

policy in organization.

1.7LIMITATIONS OF STUDY

 HR policies are an important for employees work for Organization.

 It helps to maintain motivation and willing work forces.

 It is an interesting and significant area for conducting research.

 It aims to study an understanding to which the employees be

satisfied under the human resources system of the organizations

[9]
  To study the human resources needs of an organization

CHAPTER -2 REVIEW OF LITERATURE

A literature review is a type of review article. A literature review is a scholarly paper

that presents the current knowledge including substantive findings as well as theoretical

and methodological contributions to a particular topic. Literature reviews are secondary

sources and do not report new or original experimental work. Most often associated

with academic-oriented literature, such reviews are found in academic journals and are

not to be confused with book reviews, which may also appear in the same publication.

Literature reviews are a basis for research in nearly every academic field

❖ Kundu. Subhash C., Diva Mahan (2009) This study is based on the "Human

Resources Management Practices in Insurance Companies: The study was made in

Indian and MNC’s and explains the benefits of the organization is generated only by

Human Resources. However, the advantage of giving insurance to the Human

Resources is one of the employee benefits issued by

the Human Resource Management. The findings of the study says that both domestic

and international Insurance companies have to improve more on their HR practices like

performance appraisal, HR planning and Recruitment.

[10]
 ❖ Hemant Rao (2007) In this research study he explained the changes in the role

Human Resources. There was an extraordinary change in the role of Human resource

department. He found that each individual should work in the organization such that

they should treat the employees irrespective to cast, religion, gender etc. The

productivity of the company is based on

the quality of work done by the employees in the organization.

❖ Maitin, T.P. (2003) In his study he explains the Human Resource Development

shows the progress of the organizational growth with different process like recruitment

and selection, payroll processing and maintains the rules and regulations of the office. By

the way of best approach towards the employees which the in the high productive of the

employees.

❖ Sudham Shetty V. Naveen, Dr.D.N. Raju (2014) Their research is based on

the recruitment and selection process in Cement Industry, Electronics Industry, Sugar

Industry in Krishna Dt AP, India and observed that in all the selected industries of the

study area recruitment is made by campus placements, job.com, data banks etc. The

selection is done by evaluating the candidate’s skills, knowledge and abilities which are

highly required to the vacancies in selected industries. They also identified that both

[11]
 monetary and non-monetary incentives are given to the employees to motivate them for

better.

❖ Anupama Gupta (2010) Her study research mostly revolves around the consequences

of the challenges faced by the Human resource management in context with the current

economic status and the challenges faced should be taken in consideration. This article

insists on the challenges in the short fall of talented employees. This also emphasis on

how Human resources Management tackles the problems handled on day-to-day

activities. It also suggested some important points to handle things better.

❖ Vidya A. Salokhe (2002) In her study she explained the Human Resource department

have several processes to improve the employee’s individual growth in the organization. It

also helps the organization to achieve more in the profit with their effective smart work.

Employees are the asset of any organization which they make profit out of them.

❖ T.V. Rao (1999) the study in his book explains that the audit conducted describes the
methods

and ideas which have to be implemented in the Human Resource Audit. His Framework

helps to estimate the different criteria like core competency, culture and value of the

organization. By evaluating the employee’s interpersonal skills, they can improve in some

of the factors which are they lacking in the system. They also have broadminded people in

[12]
 the top-level management which helps the low and middle level employees to know about

their concerns. So, they each and every employee in the organization helps them to achieve

more by increasing the productivity.

❖ Udai Pareek &T.V. Rao (1999) In his study he explains that the limitations of

Human Resource Department where they need to improve in the personal growth of

employee and the organization. In his he elaborately explains about the importance of

the training and Development, HR Audit, Planning and Development, Organizational

Behaviors. This also gives the lots of information about the Educational Institutes

and lot of professional people.

❖ Saini R.R. (2010) This study is based on the Management in United

Commercial Bank which is a case study of Chandigarh State which elaborates HRD

rules and regulations. Basically, this study explains the hurdles in the process of framing

the rules and process of executing it. This analytical study contains a sample size of 100

people and analysed their opinion about HRD rules and regulations. As a result of this

study is qualification plays an important role in recruitment in top, middle and low-level

management. The practice of selecting right candidate for the level of management

helps the organization to achieve more and retain employees in the organization.

❖ Tripathy (2008) He has explained that the organization have the optimum usage
of Human resources in the organization. They follow the 3 C concept (i.e.)

[13]
 Competencies, commitment and culture. By following these 3 C cultures in the work

organization give the positive results in the organization. This practice is considered to

be the best result earning which resulted in the increase in the financial growth.

❖ Patil, Kallinath S. (2007) In his study he has researched about the development

of facility management industry has an important place in the growth of the country.

Life Insurance Corporation is one of the major service providers in which they provide

the best service. The Transmission doesn’t come in a day. For that employees have put

in lot of efforts to bring the

service in the field of service.

❖ Sharma and Jyoti (2006) In their article they have explained about the Job

Satisfaction that they finalize it the best and effective reason for an employee in the

working situation. They also explain that this emotional factor helps the employee in the

organization to yield best results.

Dissatisfaction is one of the main reasons for attrition of employee in the

organization. So, job satisfaction is the primary reason of an employee’s carrier

growth and development of an organization

❖ G.V. Chalam and L. Srinivas (2005) In their article they have made a Human

Resources Department survey across 120 branches of State Bank of India at Andhra

Pradesh, and defines the gender where their papers made an attempt to explore the basic

[14]
 gender difference. They found that the women employees have much more concern that the

male employees. Female employees have higher attitude of respecting the organization and

Human resource department. They also have good source of Loyalty towards Bank work.

❖ Mishra and Hardwar (2002) In their research they have made an empirical study on the

Private companies and their nature of work in Human resources Department. A random

sample of 107 managers with different levels like low level, middle level and top-level

management are taken into consideration. A questionnaire was circulated to them to know

about the Human Resource department and analyzed. As a result, the situation present in the

HRD is satisfactory.

❖ V.Siva Kumar (2015) This study describes that the high level of policies increases the

growth of the organization and acts as a retention strategy. From this study it is observed

that employee’s relationship

❖ NP Myilswamy, Dr.R. Gayatri (2014) According to their research "A study on Due

to the difficulty of evaluating the integration of human resources policies and practices

(LEPAK et al, 2006), this research proposes not only to evaluate PPHR as a single construct,

but also the relation of each dimension - or subsystem -on organizational citizenship

behaviors, seeking to identify which policy has a greater or lesser impact on the worker’s

behavior. Thus, the six dimensions analyzed are: recruitment and selection; involvement;

training and development; work conditions; performance and competency assessment; and

remuneration and incentives

[15]
 of the organization to create an affective bond with its collaborators, contributing to

their well- being, in terms of recognition, relationship, participation and

communication. The training and development policy includes the provision to

employees of the systematic acquisition of s

kills and the encouragement of continuous learning and knowledge production.

❖ T. Suhasini and Dr. K. Kalpana (2018) The study reveals that relevance of

HRM policy studies to the organizations. However, the urgency for new studies on the

HRM was highlighted,

since some policies, despite their strategic nature for organizations, are still little

investigated. This is the case for recruitment and selection and evaluation of

performance and skills, as well as studies relating HRM policies to other variables of

organizational behaviour and the effort to construct and validate measurement

instruments.

❖ Cam Caldwell Ph d and Larry (2004) Floyd the focus of this article is to explain the

key elements of research opportunities grow as new and different practices are proposed,

with no indication of saturation. Other institutions can use the opportunity to stimulate

the academic production, focusing on research related to other HRM policies, such as

performance and competency, working conditions and rewards, given the identified

gaps. The joint production of these groups can strengthen the lines of research on HRM

policies and include Brazil as a reference on the international scenario.

[16]
Madhyvadany, S. Panboli (2019) The performance and competency evaluation policy

involve assessing the performance and skills of workers, subsidizing decisions about promotions,

career planning and development. The author also grouped the issues of compensation and

incentives, encompassing rewards on performance and employee competencies in terms of

remuneration and incentives. Given this conceptual field presented and the objectives of the

research, the PPHR scale elaborated by Demo (2012) is an adequate instrument to meet the

objectives of this study.

❖ Albrecht S.L, Bakker A.B, Gruman J.A, Macey W.H and Saks

A.M(2015)

these practices necessary to manage people at work, specifically in the aspects related

to hiring, training, evaluation, remuneration and the provision of a good and secure

environment for company employees. For the author, there were five main policies and

practices that constituted people management in organizations by the HR area:

recruitment and selection, training and development, remuneration, performance

appraisal and working conditions.

❖ Dessler (2002) human resources policies and practices needed to contribute to the

greater well-being of people, allowing them greater personal and professional fulfilment.

[17]
 In addition

to the policies and practices defined by Dessler (2002), a began considering the

"involvement” policy in the group

❖ Mariyam Imna; Zubair Hassan Human resource policies have impact on the

employees in the organization. The main purpose of this research paper is to analyse

the factor which influence the employees in the organization. The most human

resource policies related to recruitment, training, reward, compensation,

performance appraisal, training and development, career development etc. The

policies will have impact on the employees who are working in the organization.

CHAPTER 3 – RESEARCH METHODOLOGY

Statement Of The Research Problem

The effective implementation of Human Resources (HR) policies is crucial for fostering a
positive work environment, employee satisfaction, and organizational success.
However, despite the widespread acknowledgment of the significance of HR policies, there
exists a gap in the literature regarding the actual performance and successful
implementation of these policies within organizations. This research aims to investigate the
factors influencing the implementation of HR policies, assess the into alignment between
policy design and practical execution, and evaluate the impact of successful policy
implementation on overall organizational performance. By addressing these aspects, the
study seeks to provide insights enhancing the effectiveness of HR policies and their
implementation, contributing to the development of strategies that optimize workforce
management and organizational

[18]
 In today's dynamic business environment, effective human resource
management practices play a pivotal role in organizational success.
However, despite the recognition of the importance of HR policies, there
exists a gap in understanding the relationship between the design of HR
policies and their implementation effectiveness within organizations. This
study aims to investigate the performance of HR policies and their
implementation processes, exploring factors that influence successful
policy execution and their impact on organizational outcomes. By
addressing this gap, the research seeks to provide insights that can inform
the development and refinement of HR policies and practices, ultimately
enhancing organizational performance and effectiveness.“

3.1 Statement Of the Research Objective

• The research objectives for a study on the performance of HR policies and their
implementation could be delineated as follows, along with explanations for each
objective:
1. To assess the design and content of existing HR policies: This objective
involves examining the structure, content, and comprehensiveness of HR policies
within organizations. It aims to understand the scope of policies in place, their
alignment with organizational goals, and their relevance to current workforce needs.
By assessing the design and content of HR policies, the study can identify potential
areas for improvement or refinement.

2. To evaluate the implementation process of HR policies: This

objective focuses on understanding how HR policies are translated into
practice within organizations. It involves examining the steps involved in

[19]
 policy dissemination, communication, training, and enforcement. Evaluating
the implementation process helps identify bottlenecks, challenges, and best
practices that influence the effective execution of HR policies.

To identify factors influencing successful policy implementation : This

objective seeks to uncover the internal and external factors that facilitate or hinder the
successful implementation of HR policies. Factors such as organizational culture,
leadership support, employee attitudes, resources availability, and external regulatory
requirements may impact policy implementation. Understanding these factors is
crucial for developing strategies to enhance policy implementation effectiveness

1. To assess the impact of HR policy implementation on organizational

performance: This objective aims to examine the outcomes of HR policy
implementation on various aspects of organizational performance, such as
employee productivity, satisfaction, retention, and overall organizational
effectiveness. By assessing the impact of HR policies on organizational
performance, the study can provide insights into the value and effectiveness of
different HR practices.

2.To provide recommendations for improving HR policy design and

implementation: Based on the findings of the study, this objective involves

synthesizing key insights and proposing practical recommendations for

enhancing the design, implementation, and evaluation of HR policies within

organizations. These recommendations may include suggestions for policy

refinement, communication strategies, training programs, and organizational

[20]
interventions aimed at improving policy effectiveness and alignment with

organizational goals.

Overall, the research objectives outlined above aim to provide a comprehensive

understanding of the performance of HR policies and their implementation processes,
with the ultimate goal of informing organizational decision-making and enhancing HR
practices to drive organizational success

3.2 RESEARCH DESIGN & METHODOLOGY

• Research Design:

• Type of Study: Given the exploratory nature of the research objectives, a

mixed-methods approach could be suitable. This approach combines qualitative

and quantitative methods to provide a comprehensive understanding of the

research problem.

• Longitudinal Design: Consider implementing a longitudinal design to capture

changes in HR policy implementation and their impact on organizational

performance over time. This design allows for the examination of trends and patterns,

providing deeper insights into the dynamics of HR policy performance.

• Sampling Strategy:

• Sampling Technique: Utilize purposive sampling to select organizations that

[21]
 represent a diverse range of industries, sizes, and geographical locations. This

approach ensures the inclusion of varied perspectives and experiences

regarding HR policy implementation.

Sample Size: Determine the sample size based on the research scope and
resources available, ensuring it is sufficient to achieve the study's objectives
while maintaining feasibility

3.3 Data Collection Methods:

• Surveys: Develop a survey instrument to collect quantitative data on HR policy

design, implementation processes, and organizational performance outcomes. The

survey could include Likert-scale questions, multiple-choice questions, and open-

ended questions to gather both structured and unstructured data.

• Interviews: Conduct semi-structured interviews with HR professionals,

organizational leaders, and employees to gain deeper insights into their experiences,

perceptions, and attitudes regarding HR policy implementation. Interviews allow for a

more nuanced understanding of the factors influencing policy performance.

• Document Analysis: Review organizational documents, such as HR policy

manuals, training materials, and performance reports, to complement survey and

[22]
 interview data. Document analysis provides additional context and validation of

findings related to HR policy design and implementation.

Data Analysis:

• Quantitative Analysis: Analyze survey data using statistical techniques such as

descriptive statistics, correlation analysis, and regression analysis to examine

relationships between variables related to HR policy design, implementation, and

organizational performance.

• Qualitative Analysis: Employ thematic analysis or content analysis to analyze

interview transcripts and document data. Identify recurring themes, patterns, and key

insights related to HR policy implementation processes, challenges, and impacts on

organizational performance.

Ethical Considerations:

•Obtain ethical approval from relevant institutional review boards (IRBs)

to ensure the protection of participants' rights and confidentiality.

[23]
 •Obtain informed consent from participants prior to data collection and

ensure anonymity and confidentiality of responses.

Validity and Reliability:

Implement measures to enhance the validity and reliability of data, such as

pilot testing survey instruments, using established scales and measures

where applicable, and employing rigorous data collection and analysis

procedures.

Limitations:

Acknowledge potential limitations of the study, such as sampling biases,

data collection constraints, and generalizability issues, and discuss how

these limitations may impact the interpretation of findings.

3.4 SAMPLING ( SAMPLE SIZE , SAMPLING TECHNIQUE ,

SAMPLING UNIT , POPULATION)

• SAMPLING TECHNIQUES

• In this study probability sampling was employed. However, the type of the type of

[24]
 probability sampling is used is "Simple random sampling” where in the samples are

drawn by generating random members.

SIMPLE RANDOM SAMPLING

Simple random sampling is a sampling technique where every item in the

population has an even chance and likelihood of being selected in the sample.

Here selection of item completely depends on chance or by probability and

therefore this sampling techniques is also sometimes is known as a method of

chances

This process and techniques are known as simple random sampling, and

should not be confused with systematic random sampling. A simple random

sample us a fair sampling technique

SOURCES OF DATA

For any study there must be data for analysis purpose. Without data there is no

means of study. Data collection plays an important role in any study. It can be

collected from various sources.

[25]
 > Primary sources:

The Primary data was collected from the respondents by administering a

structured questionnaire and also through observation, interview &

discussion with management. The researcher collected primary data

through structured questionnaire and interview.

> Secondary Sources:

Apart from Primary data collected, the data collected through text

books, the records of CREATIONS INFRA DEVELOPERS, Journals

from Library, and Internet is used for the study.

STRUCTURE OF QUESTIONNAIRE

In this study, the primary data is collected through questionnaire from the
corespondents directly. A questionnaire consists of a number of questions printed
or typed in a definite order on a form. Here, open ended, close ended questions,
rank order, rating scale are used in the questionnaire.

SAMPLE SIZE
The same size of the study is 130 respondents and it’s found by Rao soft sample calculator.

The respondents are Employees of the Creations Infra India private limited.

[26]
PERIOD OF STUDY
The period of time is taken to conduct the survey and prepare the research

paper is 3 months.

ANALYTICAL TOOLS
The data has been analyzed using the following methods,

✓ Descriptive Analysis

✓ Chi-square Analysis

✓ One Way ANOVA Test

3.5 RESEARCH HYPOTHESIS

The Impact of HR Policies on Employee Performance and

Organizational Success

1. Null Hypothesis (H0): There is no significant relationship between the

implementation of HR policies and employee performance.

2. Alternative Hypothesis (H1): There is a significant positive

relationship between the implementation of HR policies and
employee performance

Explanation:

The null hypothesis suggests that there is no association between the

[27]
 implementation of HR policies and employee performance.

The alternative hypothesis posits that there is a positive association

between the implementation of HR policies and employee performance,

implying that effective HR policies contribute to improved employee

performance.

Variables:

Independent Variable: Implementation of HR policies (e.g.,

recruitment, training and development, performance appraisal,

compensation and benefits, employee relations).

Dependent Variable: Employee performance (e.g., productivity, job

satisfaction, retention, absenteeism)

Methodology:

Conduct surveys or interviews with employees to assess their

perception of HR policies and their impact on performance.

Collect performance metrics from HR records or performance

[28]
 evaluations.

Analyze the data using statistical methods such as correlation

analysis or regression analysis to determine the relationship
between HR policies and employee performance.
Significance:

This study aims to provide insights into the effectiveness of HR

policies in enhancing employee performance, which can inform

organizations in optimizing their HR strategies to achieve better

outcomes.

Understanding the relationship between HR policies and employee

performance can help organizations prioritize resources and

initiatives to improve workforce management practices.

[29]
 Effective implementation of Human Resource (HR)

policies positively influences employee satisfaction,

.“
productivity, and organizational performance

Details:

Definition of HR Policies:

Define what HR policies are, including their purpose and scope within

an organization. These policies may encompass recruitment, selection,

training, performance appraisal, compensation, benefits, and

employee relations.

2.Importance of HR Policies:

Discuss why HR policies are crucial for organizational functioning and

success. Emphasize how they provide consistency, fairness, and

guidance in employee interactions and decision-making processes.

[30]
4.Implementation Process:

Explore the steps involved in implementing HR policies, including

development, communication, training, and enforcement.

Investigate the role of HR professionals, managers, and employees

in this process.

4.Factors Influencing Implementation:

Identify factors that can affect the successful implementation of HR

policies, such as organizational culture, leadership support,

employee resistance, resource availability, and external regulations

5.Employee Satisfaction:

[31]
 Examine how the effective implementation of HR policies impacts

employee satisfaction levels. Consider factors like job security,

fairness, opportunities for growth, work-life balance, and

recognition.

6 . Productivity:

Investigate the relationship between HR policies and employee productivity.

Analyze how policies related to training, performance management, and incentives
affect employee motivation and output

7.Organizational Performance:

Assess the overall impact of HR policies on organizational performance

metrics such as profitability, employee turnover, absenteeism rates, and

customer satisfaction. Determine how well- aligned HR policies are with

organizational goals and strategies.

[32]
8. Comparative Analysis:

Conduct a comparative analysis of organizations with different approaches

to HR policy implementation. Compare the outcomes in terms of employee

satisfaction, productivity, and organizational performance

9.Challenges and Limitations:

Highlight the challenges and limitations associated with

implementing HR policies effectively. These may include cultural

barriers, lack of resources, resistance to change, and legal

compliance issues

9.Recommendations for Improvement:

Based on the findings, provide recommendations for improving HR

policy implementation processes. This could involve strategies for

better communication, training, leadership involvement, and

continuous evaluation and adaptation of policies.

[33]
10.Future Research Directions:

Suggest areas for future research to deepen understanding of the

relationship between HR policies and organizational outcomes. This may

include exploring the impact of emerging HR trends, technological

advancements, and global workforce dynamics.

By examining these aspects in detail, the research aims to

provide insights into the importance of HR policies and their

effective implementation for organizational success.

CHAPTER 4 – DATA ANALYSIS & FINDINGS

• 4.1 DESCRIPITIVE ANALYSIS

: Table Showing the Age of the Respondents

[34]
PARTICULAR NO. OF PERCENTAGE
S RESPONDENTS
20 - 30 years 79 59.4%

31 - 40 years 42 31.6%

41 - 50 years 7.5%
10

50 years and above 1.5%

2

Total 133
100

[35]
 4.1 SATISFACTION LEVEL OF THE
RESPONDENTS

■ COMPLETELY SATISFIED

■ SATISFIED

■ IMPROVEMENT REQUIRED

: 4.1 Chart Showing the Age of the Respondents

INTERPRETATION
om the Above table, its interpreted that 59.4% of the respondents are 20-30

years,31.6% of the respondents are 31-40 years,7.5% of the respondents are

4150 years,1.5% of the respondents are 50 years and above.

CONCLUSION

[36]
 Better HR policies helped the company to establish a better relationship between
employees.
 Good working environment helped the company to ameliorate the loop holes .
 This led to build a better customer outreach.
 Better innovative ideas helped the company to increase the popularity within the health-
conscious youth.
 59 % percent youth ratified their allegiance towards the company products by wishing to
avail the services of the company in the future also .
 Company needs to increase their customer outreach within the people aged between 41 to
60 years.
 For abridge their gap with the customers aged between 40 to 60 years company need to
launch new products providing an effective solution for the chronic diseases like
diabetes.
 Customers were highly satisfied with the product quality and purity of the product
 Other than the online chain of product marketing and selling manual chain of salesman
can also help the company to increase sales.
 Hence following HR policies suggested in the above research the company can expedite
their product sales.
 Effective HR policies might help the company to recruit quality workforce in turn
instigating better work approach out of the existing employees.
 Overall the existing HR policies are satisfactory although they can make some
ameliorations.

[37]