Acknowledgement

I must first thank Evolve Hr Solutions for giving me

the opportunity to complete my internship in
such a reputed organisation.

I am very much grateful to my honorable mentor

Mrs. Sweaty Sinha, our class teacher in Lucknow
Public College Of Professional Studies, for
assigning me to prepare this report. She guided
me to over the report.

I also express my special gratitude to Mrs.

Nivedita Chauhan (Founder – Director of Evolve
Hr Solution), and Ms. Supriya Rastogi (Manager)
who have taught me the key concept and
functions of HR.

And finally, I would like to express my gratitude to

all the individuals who have helped me to prepare
the report on time.
Chapter – 1

Introduction :
 Executive Summary
HR policies encourage people to exercise a degree of
choice on how and how well they do their job. In other
words, they help induce employee discretionary
behavior which makes people work better and improve
performance. This happens because the HR policies and
practices develop positive employee attitude or feelings
of satisfaction, commitment and motivation.
This study examines what factors affect employee
attributions to HR practices in relationship with HR
satisfaction and organizational outcomes. As a result this
study gives a better insight in how employees
individually perceives are made distinctive.
This research demonstrates how the HR practices are
perceived by employees. If emloyees are satisfied they
are willing to display behavior that is beyond
expectations and is neither described nor rewarded by
any formal reward system.
So with this reference the project titled Study of HR
Policies And Practices has been conducted, based on
primary and secondary research in Evolve HR Solutions.
 Introduction :
Human Resource is considered as the backbone of any
economic enterprise. In the recent years the economist has
added “Human Resource” besides land, capital, and
technology as the key factor for building and developing
the nation. The optimal utilization of natural resources and
the factor inputs of capital technology depend on the
extent of use of human resources. The human resource
management is a proactive central strategic management
activity which is different from conventional personnel
management is a sun set concepts. The HRM is a growing
concept. It has a tremendous relevance to productivity
industry.
Human input is the single largest that goes in the Indian
industry. The level of efficiency of production of this input
reflected in the quality of product provided by industry to
its customer. The most of the employees on regular and
contract status show excellent performance but just after
being  regularized their performance decreases, and it has
become a different circle. In industrial sector to see the
problem in its totality and a planned approach is needed
for maximizing the human resources. In two approaches
will not be helpful quantitative aspects need more
emphasis organization having excess and poorly utilized
manpower cannot think of growth in the future. India has
large scale organizations employing human resources with
entire satisfaction of employees. So to know their human
resource policies & practices of employees and level of
satisfaction, the research is carried out in this study.
 Review Of Related
Literature :
The literature has emphasized the important role played by
the human component in the competitiveness and response
capacity of organizations, and this is reflected in numerous
publications and research studies that have appeared in
recent years (Barney, 1991; Barney and Wright, 1998.
According to this view, human capital is proposed as one
of the key resources on which companies build their
competitive advantage (Becker and Gerhart,1996; Boxall,
1996; Tyson, 1995).
Developments in the field of Human Resource Management
are now well documented in the literature (see Legge, 1995;
Schuler, 2000; Schuler and Jackson, 1999; Sisson and Storey,
2000).As firms are entering into a more dynamic world of
international business and as the globalization of world
markets continues apace, comparative HRM issues appear to
be gaining momentum. Both practitioners and academics in
the field of HRM are increasingly aware of the need to
examine and understand the HRM system suitable to different
parts of the world. The yare also interested in finding relevant
HRM policies and practices for different types of organizations
(for example, public/private sector, manufacturing/service
sector) around the globe. HRM practices are central to
improving the quality of services offered by the
governments.. In the words of Pfeffer (1994), .having good
HRM is likely to generate much loyalty, commitment or
willingness to expend extra effort for the organizations
objectives. Moreover, Stone (1998) remarks that HRM is
either part of the problem or part of the solution in gaining
the productive contribution of people.
The above quotes suggest that organizations need to
effectively manage their human resources if they are
to get the maximum contribution of their
employees. But the question is, how and when does
HRM affect performance ? Recently, the dominant
focus on HRM literature has been to demonstrate
the importance of effectively managing human
resources of organizations. Management scholars
and practitioners alike have become increasingly
interested in learning more about HR practices to
enhance employee and organization performance.
The human resource management function has
emerged as one of the most important areas
of organizational practice. It has not been developed
in isolation but rather in the context of industrial
change and economic development.
The uniqueness of HR requires a totally different
type of attention from management. The HR
function has the characteristics that provide the
greatest challenges as well as opportunities
 Need For Study
Indian economy scenario is undergoing a basic structural
change affecting all walks of life. Physical, behavioural,
psychological differences among individuals have
increased with rapid changes taking place in the
management process of organizations. These have
implications in the design of recruitment, selection,
training and development, compensation program,
performance appraisal, employee discipline, promotion
and transfers etc., are becoming difficult for
implementation due to poor understanding of personnel
management by employees.

Therefore, it is necessary to know the meaning of the

term resource management is not simply a new form of
jargon to describe personnel management, it represent a
new model of management with different value system ,
for others it remains an exclusive concept, elastic an
ambiguous. However, there is a pressing need for
empirical research that addresses the contributions that
HRM makes to a firm’s ability to accept risk, be
innovative and be proactive.