Smitkumar Patel HRM Project-SmitPc

A
RESEAECH PROJECT
ON
A STUDY ON
HUMAN RESOURCE POLICIES IN THE ORGANIZATION
AT
CHAMPION SOFTWARE TECHNOLOGIES LTD
SUBMITTED TO
SAVITRIBAI PHULE PUNE UNIVERSITY
IN PARTIAL FULFILMENT OF REQUIREMENT FOR THE
DEGREE OF
BACHELOR OF BUSINESS ADMINISTRATION
SUBMITTED BY
SMIT KUMAR PATEL
UNDER THE GUIDANCE OF
ASST. PROF. MS. VIRALI PATEL
SSR COLLEGE OF ARTS , COMMERCE AND SCIENCE

DEPARTMENT OF COMMERCE
SILVASSA , DNH – 396230
( 2022 – 2023 )
ACKNOWLEDGEMENT
The satisfaction and euphoria that accompany the successful completion

of my research project without the help and support of the kind people
around me.
First, I would like to thank my industry guide, General Manager, and all
the customers of the Champion Software Technologies LTD. For their
support and comments have been an immeasurable value throughout my
project work.
I would also like to thank my project guide Ms. Virali Patel, Ms. Shiraz
Patel (H.O.D- BBA), for their help, support, and encouragement during
my research work.
I would like to acknowledge the academic and technical support of SSR
College of Arts, Commerce & Science and the management of SR
Memorial Trust for providing me with the necessary facilities like library
facilities, and computer facilities in the college.
Last, but not least, I would like to thank my parents and friends for their
support, love, and patience throughout my project and studies.
For any errors or inadequate that may remain in this work, the
responsibility is entirely my own.
SMIT KUMAR PATEL

DECLARATION
The dissertation entitled “A Study on Human Resource Policies in the

organization with reference to Champion Software Technologies
LTD. has been submitted to SSR College of Arts, Commerce &
Science, affiliated to Savitribai Phule Pune University.
I, Smit Kumar Patel hereby declare that the project work has been
completed by me under the guidance of Ms. Virali Patel. This is a
presentation of my original research workand this project report is not
submitted either in part or the whole to any other institute or
university for any degree.
SMIT KUMAR PATEL

TABLE OF CONTENT
Serial CONTENT PAGE NO.

No.
1 List of table 8
2 List of figures 9
3 Chapter 1 : Introduction 10 - 16
4 Chapter 2 : Organization Profile 18 - 23
5 Chapter 3 : Conceptual 25 - 27
Background & Actual Working
6 Chapter 4 : Data analysis & 29 - 48
Interpretation
7 Chapter 5 : Finding & 50 – 53
Conclusion
8 Chapter 6 : Suggestions 55
9 Bibliography & Webliogrpahy 56
10 Annexure 56 - 61
LIST OF TABLES
TABLE NO. TITLE OF TABLE PAGE NO.

4.1.1 Age 29
4.1.2 Gender 30
4.1.3 Educational qualification 31
4.1.4 Marital status 32
4.1.5 Department 33
4.1.6 Are You Aware Of The Human Resource Policies 34
Followed In Your Company?
4.1.7 Rate The Effectiveness Of The Interviewing Processes 35

And Selection Criteria Used In The Organization
4.1.8 On which aspect is the recruitment and selection policy 36

of the organization focused?
4.1.9 On What Basis Do The Employees Get Their 37

Income/Salary?
4.1.10 What Kind Of Methods Are Used During Training? 38
4.1.11 To What Extent Do You Use The Following Methods 39

To Communicate Major Issues To Your Employees
4.1.12 According To You, What Are The Limitations Of Hr 40

Policies In The Company?
4.1.13 Have you see any of the following methods to 41

downsize the organisation (through reducing the
number of people employed or other means to decrease
cost)?
4.1.14 How is induction conducted in the organization? 42

4.1.15 What Is The Emphasis Of Induction On Information In 43
The Organization?
4.1.16 What Kind Of Ideas Do You Suggest About The 44

Effective Training?
4.1.17 What Are The Major Impacts Of HR Policy In The 45

Organization?
4.1.18 How Does The Organization Set An Employees Work 46

Objective/Role Detail/Tasks?
4.1.19 Which Appraisal System Is Adopted By The 47

Company?
4.1.20 Which Of The Following Is/Are An Advantage Of HR 48

Policies ?
LIST OF FIGURE
FIGURE NO TITLE OF FIGURE PAGE NO.

4.1.1 Age 29
4.1.2 Gender 30
4.1.3 Educational qualification 31
4.1.4 Marital status 32
4.1.5 Department 33
4.1.6 Are You Aware Of The Human Resource Policies 34
Followed In Your Company?
4.1.7 Rate The Effectiveness Of The Interviewing Processes 35

And Selection Criteria Used In The Organization
4.1.8 On which aspect is the recruitment and selection policy 36

of the organization focused?
4.1.9 On What Basis Do The Employees Get Their 37

Income/Salary?
4.1.10 What Kind Of Methods Are Used During Training? 38
4.1.11 To What Extent Do You Use The Following Methods 39

To Communicate Major Issues To Your Employees
4.1.12 According To You, What Are The Limitations Of Hr 40

Policies In The Company?
4.1.13 Have you see any of the following methods to 41

downsize the organisation (through reducing the
number of people employed or other means to decrease
cost)?
4.1.14 How is induction conducted in the organization? 42

4.1.15 What Is The Emphasis Of Induction On Information In 43
The Organization?
4.1.16 What Kind Of Ideas Do You Suggest About The 44

Effective Training?
4.1.17 What Are The Major Impacts Of HR Policy In The 45

Organization?
4.1.18 How Does The Organization Set An Employees Work 46

Objective/Role Detail/Tasks?
4.1.19 Which Appraisal System Is Adopted By The 47

Company?
4.1.20 Which Of The Following Is/Are An Advantage Of HR 48

Policies ?
A STUDY ON HUMAN RESOURCE POLICIES IN THE ORGANIZATION
1.1 INTRODUCTION TO HR POLICIES
Human resource (HR) policies are rules and processes that govern the
employment relationship between you and your team members. HR policies
describe the rights, responsibilities, and expected behaviors of both you and
your employees when it comes to working together.
An organization‟s human resources team (or whoever is responsible for HR
activities) is often responsible for creating and maintaining HR policies. Most
HR policies apply to all permanent, temporary, part-time, and full-time
employees within an organization.
Human resource policies are systems of codified decisions, established by an
organization, to support administrative personnel functions, performance
management, employee relations and resource planning.
HR policies are continuing guidelines on how people should be managed in the
organization.
They define the philosophies and values of the organization on how people
should be treated, and from these are derived the principles upon which
managers are expected to act when dealing with HR matters.
HR policies provide guidelines on how key aspects of people management
should be handled.
The aim is to ensure that any HR issues are dealt with consistently in
accordance with the values of the organization in line with certain defined
principles. All organizations have HR policies. Some, however, exist implicitly
as a philosophy of management and an attitude to employees that is expressed
in the way in which HR issues are handled; for example, the introduction of
new technology.
SSR COLLEGE OF ACS–BBA (2022-2023)

Page 10
1.1.1 TYPES OF HR POLICIES
1. Recruitment and Selection

a) Diversity, Equity, and Inclusion
b) Hiring Practices
c) Promotions and Transfers
2. Leave and Time Off

a) Vacation
b) Statutory Holidays
c) Family Leave
d) Parental Leave
e) Medical / Sick Leave
f) Personal Leave of Absence
3. Health, Safety, and Security

a) Health and Safety
b) Workplace Violence
c) Drugs and Alcohol
d) Smoking

Page 11
4. Employee Conduct Harassment

a) Sexual Harassment
b) Conflict of Interest
c) Time and Attendance
d) Working hours
e) Remote working
5. Performance Management
a) Professional Development
b) Termination
c) Disciplinary Action
6. Use of Technology
a) Computer Usage and Security
b) Personal Devices at Work
c) Work Related and Personal Use of Social Media
7. Work Travel
a) Travel Authorization
b) Expense Reimbursement
c) Hotel and Rental Car
d) Meals and Per Diems
e) Remote Work

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1.1.2 FUNCTIONS OF HR POLICIES
1. Providing clear communication between an organization and its

employees regarding their condition of employment.
2. Setting and managing employee expectations.
3. Establishing guidelines for supervisors and managers.
4. Forming a basis for developing the employee handbook.
5. Communicating the organization‟s goals and values.
6. Providing a „how-to‟ on how to apply policies across all levels of an
organization.
7. Creating a common and healthy working environment.
8. Giving a clear picture of career growth in the organization.
1.1.3 ADVANTAGES
1. HR policies help to address complaints, problems, and grievances of
employees, and outline how to solve them appropriately.
2. They help protect employees from the poor behavior and even from the
organization itself.
3. They help to train and develop employees who are consistent with the
needs of the organization.
4. They help employees receive adequate and fair compensation.
5. They provide paid vacations and holidays to eligible employees.
1.2 SIGNIFICANCE OF THE STUDY
The study has been undertaken to examine the Human Resources Management
Policies and how its impact on employees in the organization. The main
purpose of this study is to get deep into the different types of policies that exist
in companies that are medium-sized and how the policies are put into action.
This study is concerning Champion Software Technologies LTD.

Page 13
1.3 OBJECTIVES OF STUDY
1. To study the HR Policies of the company.

2. To study the structure and function of HR policy in the company.
3. To equip us with experience and learning about how we can apply our
classroom knowledge in reality.
4. Suggest strategies to improve the HRM policies of this company.
5. To identify the various avenues for improving the HRM policies of this
company.
6. To study how consistently policies have been implemented.
7. To study the awareness of employees about the company policies.
1.4 SCOPE OF THE STUDY
In any organization human resource is the most important asset in today's

current scenario, CST is a Fintech (Technology and Finance) Company as
most of the company's overall performance depends on its employee's
performance which depends largely on the HR policies of the organization. So,
the project has wide scope to help the company to perform well in today's global
competition. The core of the project lies in analyzing and assessing the
organization and designing an HR policy manual for the organization. In any
organization, human resource is the most important asset. In today‟s current
scenario, CST is a Fintech (Technology and Finance) Company. As most of
the company‟s overall performance depends on its employee‟s performance
which depends largely on the HR POLICIES of the organization. So, the project
has wide scope to help the company to perform well in today‟s global
competition. The core of the project lies in analyzing and assessing the
organization and designing an HR POLICY manual for the organization.

Page 14
1.5 RESEARCH METHODOLOGY
METHOD OF DATA COLLECTION

The researcher has chosen the questionnaire method of data collection due to
limited time in hand. While designing data-collection procedures, adequate
safeguards against bias and unreliability must be ensured. Researchers have
examined the collected data for completeness, comprehensibility, consistency,
and reliability.
HYPOTHESIS OF PROJECT
Human Resource Policies provided by the organization of employees work as
an agent for the growth of employees and also motivate the employees to
perform well i.e., employee performance and satisfaction is the valuable
outcome of the sound of HR Policies of the organization.
ABOUT THE QUESTIONNAIRE

In this method, a questionnaire is sent to the HR Manager concerned with a
request to answer the questions and return the questionnaire. The questionnaire
consisted of several questions printed or typed in a definite order. The HR
Manager has to answer the questions on their own.
Sampling method
In the sampling method, data is collected from the sample selected on a
random basis from the given population for examination and conclusion.

Page 15
Sources of data : There are 2 types of data:

Primary data:
Primary data is the data that has been collected for the first time with especially
a purpose in mind. Primary data is often very time-consuming to assemble, and
generally costs more to create than purchasing secondary data reports. It should
be relevant, current, and as impartial as possible.
Secondary data:
This process involves collecting data from either the originator or a distributor
of primary research. In short, it means finding information from third-party
sources such as marketing, reports, company website, magazines, articles, and
other sources.
Data collection:
For the present study purpose, a total of 60 employees of the company were
approached by using convenient random sampling. Statistical calculations have
been made, with the help of Microsoft word. Appropriate tools for data analysis
have been used as per the requirement of the study.
1.6 LIMITATION OF STUDY
Due to the lack of time with authority, we could not get full
information about the HR policy in Champion Software Technologies .
Sample size selected may not be the true representative of the company,
resulting in biased results.
Lack of cooperation from employees and the workers they do not want to
give their full contribution to the research.
The companies are not ready to disclose each HR policy.

Page 16
2.1 COMPANY PROFILE
Champion Software Technologies Ltd. is a Fintech Company setup in 2013

by a team of Professionals having deep insight in Technology and Finance.
With superior technology becoming the need of the hour, being on time is late.
We believe in fast-forwarding technological solutions to meet the needs of
tomorrow, today. Continual inputs from the Tech and Resource teams, agile
and proactive Development teams, combined with the vision of our ever-
expanding pan-India Distribution Network; has lead Champion to be
triumphant. We have been successful in gaining the trust of nearly 7000
Distributors and over 1,75,000 Retailers; emerging as one of the fastest
growing Platforms.
We operate on B2B2C model, where we partner with retail stores who can
offer Assisted Digital Financial Services like Domestic Money Transfer,
Aadhar Enabled Payments(Aadhar ATMs), Utility Bill Payments, Mobile &
DTH Recharges, Insurance, Cash Management Services (EMI/Cash drops of
Finance Companies, E-Commerce Companies, Hyper Local Delivery
Companies, etc.), Payment services like Bharat QR, Indo-Nepal Money
Remittances, Travel Bookings, etc. by using the one comprehensive MasterPay
Platform (masterpay.pro). MasterPay – a brand of Champion Software
Technologies Ltd. has over the years emerged as one of the most Favorite and
User-friendly App.
We, at MasterPay, aspire to empower every Retail Store in Tier I, II, III and
Rural areas in India. We are a Window of Opportunity for the Retail stores, to
leverage state-of-the-art technology and transform the MasterPay Retail outlets
into Fintech Marts.

Page 18
Year of Este. 2013

Name of CEO/ 1. NIRMAL SAVJIBHAI
Owner PATEL Managing Director
2. JIGNA SAVJIBHAI
PATEL Director
Age of Company 8 years, 10 month, 5 days
Number of 210
Employees
Turnover 2.00 cr
Primary Business Telecommunications ,
Type B2B2C model
Product/Services Online Mobile Recharge,
we offer Post-paid Bill Payment,
Utility Bill Payment, DTH
Recharge, API Integration,
and White Label Integration
Promoters and RAMANUJ

Directors CHANDRASHEKHAR
KANKANI ( Director)
JIGNA SAVJIBHAI
PATEL (Whole-time
Director)
JAYSHREEBEN
SAVJIBHAI PATEL (
Director)
NILESH RAMESH
AVHAD
( Director)

Page 19
2.2 INFRASTRUCTURE
Champion Software Technologies Limited is an unlisted public company

incorporated on 10 December, 2013. It is classified as a public limited
company and is located in Rajkot, Gujarat. It's authorized share capital is INR
1.00 cr and the total paid-up capital is INR 26.95 lac.
Champion Software Technologies Limited's operating revenues range is INR
100 cr - 500 cr for the financial year ending on 31 March, 2021. It's EBITDA
has increased by 39.63 % over the previous year. At the same time, it's book
networth has increased by 37.37 %.
Description: The company provides IT and software development services
such as mobile application development and web designing services.
Products & Services: Software development, Application development,
Website designing, Logo designing services
Category: Service Provider
The current status of Champion Software Technologies Limited is - Active.
The last reported AGM (Annual General Meeting) of Champion Software
Technologies Limited, per our records, was held on 30 November, 2021. Also,
as per our records, its last balance sheet was prepared for the period ending on
31 March, 2021.
Champion Software Technologies Limited has five directors - Nilesh Ramesh
Avhad, Nirmal Savjibhai Patel, and others.
The Corporate Identification Number (CIN) of Champion Software
Technologies Limited is U72900GJ2013PLC077815. The registered office of
Champion Software Technologies Limited is at 351, Iskon Mall, 150 Feet Ring
Road,, Rajkot, Rajkot, Gujarat.

Page 20
2.4 SERVICES
1. DOMESTIC MONEY TRANSFER

Now, transferring money has become safe, easier and simple than never
before. The Customers do not need to visit Bank branches for
transferring money, they just need to visit their nearest MasterPay Retail
store! MasterPay Retailer can meet the remittance need of migrants,
unbanked and underbanked population of India with Money Transfer
facility anytime of the day.Through MasterPay‟s Money Transfer
Service, the Retailers can help their Customers to transfer money to any
bank account in India, instantly at anytime, anywhere even
after banking hours and on bank holidays.
2. WHOLESALE MARKET
Selling made simple and easy Become a Vendor, start selling on MasterPay –
your next big sales channel. Multiply your customers, increase your income
with MasterPay.
3. AADHAAR BANKING (AEPS)

The Customers do not need to visit Bank branches or ATMs for bas ic
banking functions like cash withdrawal or balance enquiry. They just
need to visit their nearest MasterPay Retail store! MasterPay Retailer can
provide their customers with Aadhaar Banking service through
AEPS(Aadhaar Enabled Payment System) powered dig ital banking
service.
Through MasterPay‟s Aadhaar Banking Service, the Retailers can help
their Customers to conduct banking transactions with their Aadhaar
number and finger authentication.

Page 21
4. MICRO ATMs
The Customers do not need to visit Bank branches or ATMs for basic banking
functions like cash withdrawal or balance enquiry.
They just need to visit their nearest MasterPay Retail store! MasterPay
Retailers can provide their customers with Micro ATM Services at his Store
with ease and convenience. Through MasterPay‟s MATM Service, the
Retailers can help their Customers to conduct banking transactions.
5. CASH MANAGEMENT SERVICES (CMS)

Now, payments of EMIs, cash drops of E-commerce companies,
Hyperlocal delivery companies, etc. have been made easy, convenient
and simpler. MasterPay retailer can provide these services to their
customers without any hassles.
Customers do not need to search any bank or the company‟s branches,
Customers just need to visit their nearest MasterPay Retail store!
MasterPay Retailer can provide their customers with CMS facilit y
anytime of the day.
6. BILL PAYMENTS
Customers can just walk in and get their electricity, water, gas, mobile, etc.
bills paid easily in a secure way using the services provided at MasterPay
Retail store. While MasterPay retailers get to provide their customers with
more services; they also earn an extra income by rendering these services

Page 22
2.5 PARTNERS
2.6 COMPANY STRUCTURE
NIRMAL SAVJIBHAI
PATEL (CEO)
JIGNA SAVJIBHAI
PATEL (Whole-time
Director)
RAMANUJ DR. JAYSHREEBEN

NILESH RAMESH
CHANDRASHEKHAR SAVJIBHAI PATEL ( SAVJIBHAI PATEL
AVHAD ( Director)
KANKANI ( Director) Director)

Page 23
3.1 CONCEPTUAL BACKGROUND OF DEMOGRAPHIC

PROFILE
1. The researcher expected that the age group of 36-45 years as most
respondents.
2. The researcher expected that males and females have an equal number
of respondents.
3. The researcher expected that most of the respondents would have
professional qualifications as this questionnaire would be targeting all
age groups.
4. The researcher expected that not every employee from the different
departments will respond to the demographic profile but they got a
pretty good response from every department.
3.2 ACTUAL WORKING OF DEMOGRAPHIC PROFILE

FOLLOWED BY DATA PRESENTATION
1. The questionnaire was filled out by all age groups & it was quite great
that more than half respondents cooperated properly to fill out the
questionnaire but a few were not interested they just auto-filled the
questionnaire.
2. Most of the respondents were of the age group of below 20 years.
3. Male respondents more than female respondents.
4. In terms of qualification, most of the respondents were post-graduated.
5. Most of the respondents were unmarried.
6. Most of the respondents were from the human resource department.

Page 25
3.3 CONCEPTUAL BACKGROUND OF QUESTIONS

RELATED TO A STUDY ON THE EFFECT OF HUMAN
RELATION ON ORGANISATIONAL PRODUCTIVITY
1. As the questionnaire about the definition of human resource policy

expected most respondents would have correctly answered.
2. As per the questionnaire, the researcher expected most of the
respondents would have aware of the organization's policies.
3. The researcher expected that the respondents would be 100% aware of
the organization's policies.
4. The researcher expected that the respondents would get their salaries
permanently.
5. The researcher expected that the respondents would try to communicate
through regular workforce meetings for major issues.
6. The researcher expected that the respondents would choose 50% of
problems of surplus staffing for limitations of hr policies.
7. The researcher expected that the respondents would have Major group
induction.
8. The researcher expected that the respondents would choose to suggest
getting convenient spare time for effective training.
9. The researcher expected that the respondents would choose a 100%
good relationship for the major impact of hr policy.
10. The researcher expected that the respondents would choose
discrimination are reduced as the advantage of hr policies.

Page 26
3.4 ACTUAL WORKING OF QUESTIONS FOLLOWED BY

ACTUAL DATA PRESENTATION
1. According to the data collected, the peoples are aware of hr policies.

2. According to the data, most of the respondents get their salary on a
contractual base.
3. According to the data, most of the respondents have to communicate
through their immediate superiors in the company.
4. According to the data, most of the respondents are uncertain about their
future.
5. According to the data, most of the respondents have informal induction.
6. Data has shown that a maximum of respondents suggest the availability
of tools and organization of workshops for effective training.
7. Most of the respondents have major impacts on reduced turnover and
employee retention in the organization.
8. According to the data, the maximum number of respondents have good
employer-employee relationships.

Page 27
4.1 SECTION 1: DEMOGRAPHIC

PROFILE
4.1.1 AGE OF RESPONDENTS

TABLE 4.1.1
Age of Respondents Percentage

respondents
Below 25 years 23 38.3%
25-35 years 14 23.3%
36-45 years 20 33.3%
Above 45 years 3 5%
Total 60 100
FIGURE 4.1.1
Interpretation
The above table and figure represent that the highest age group of respondents in the
company are below 25 years with a percentage of 38.3%. 23.3% are between 25-35
years, 33.3% are between 35-45 years and 5% are above 40 years.

Page 29
4.1.2 GENDER :
TABLE 4.1.2
Gender of No. of respondent Percentage

respondent
Male 29 48.3%
Female 27 36.7 %
Prefer not to say 4 6.7 %

Total 60 100
FIGURE 4.1.2
Interpretation
From the above graph it is infer that 48.3% of the respondents are male and rest
36.7% of the respondents are female and 6.7 % of the respondents are Prefer not to
say.

Page 30
4.1.3 EDUCATIONAL QUALIFICATION
TABLE 4.1.3
Education No. of respondent Percentage

Qualification
Schooling 10 16.7%
Graduation 20 33.3%
Post Graduation 25 41.7%
Professional 5 8.3%
Total 60 100
FIGURE 4.1.3
Interpretation
The above data shows that 33.3% of the respondents have completed their
graduation and 14.7% of the respondents have completed their post-graduation and
8.3% of the respondents are professionals. 16.7% of the respondents are studying.

Page 31
4.1.4 MARITAL STATUS

TABLE 4.1.4
Marital status No. of respondent Percentage
Married 29 48.3%
Unmarried 31 51.7%
Total 60 100
FIGURE 4.1.4
Interpretation
From the above graph it is infer that 48.3% of the respondents are married and rest
51.7% of the respondents are unmarried.

Page 32
4.1.5 DEPARTMENT :
TABLE 4.1.5
Department No. of respondent Percentage
Production 11 18.3%
Finance 13 21.7%
HR Department 29 48.3%
Marketing 7 11.7%
Total 60 100
FIGURE 4.1.5
Interpretation
From the above graph it is infer that 48.3% of the respondents are in the HR
Department while 11.7% of the respondents are in the Marketing department. 18.3%
of the respondents are in Production department and rest 21.7% of the respondents
are in the Finance department.

Page 33
4.1.6 Are You Aware Of The Human Resource Policies Followed In Your
Company?
TABLE 4.1.6
Options Respondents Percentage

(%)
Yes 39 65%
No 21 35%
Total 60 100%
FIGURE 4.1.6
Interpretation
According to the above table and figure out of 60 respondents 65% are aware of
the HR policies followed in the company. 35% aren‟t aware of the HR policies
followed in the company.

Page 34
4.1.7 Rate The Effectiveness Of The Interviewing Processes And Selection

Criteria Used In The Organization
TABLE 4.1.7
Options Respondents Percentage
Excellent 14 23.3%
Good 29 48.3%
Average 13 21.7%
Poor 4 6.7%
Total 60 100%
FIGURE 4.1.7
Interpretation
According to the above table and figure out of 60 respondents, 23.3% have rated
Excellent, 48.3% have rated Good, 21.7% have rated Average and 6.7% have rated
Poor.

Page 35
4.1.8 On which aspect is the recruitment and selection policy of the organization
focused?
TABLE 4.1.8
Options Respondent Percentage
Recruiting the best talent 16 26.7%
Developing a cost 24 40%

effective recruitment
Appointing authority for 17 28.3%
final decision
Helping employees 3 5%
identify their potential
Total 60 100
FIGURE 4.1.8
Interpretation
According to the above table and figure out of 60 respondents, 26.7% have chosen
Option 1, 40% have chosen Option 2, 28.3% have chosen Option 3 and 5% have
chosen Option 4.

Page 36
4.1.9 On What Basis Do The Employees Get Their Income/Salary?
TABLE 4.1.9
Daily Wage 11 18.3%
Contractual Base 25 41.7%
Seasonal Base 18 30%
Permanent 6 10%
Total 60 100
FFIGURE 4.1.9
Interpretation
According to the above table and figure out of 60 respondents 41.7% are under the
impression that the selection process is based on a Contractual basis, 30% are
Seasonal base and 10% are permanent.

Page 37
4.1.10 What Kind Of Methods Are Used During Training?
TABLE 4.1.10
Option Respondent Percentages
Seminars 9 15
Job Placement 32 53.3
Workshops 15 25
Others 4 6.7
Total 60 100
FIGURE 4.1.10
Interpretation
According to the above table and figure out of 60 respondents 15% of

employees selected seminars as training method used, 53.3% selected Job
placements, 25% selected Workshops and 6.7% chose other methods.

Page 38
4.1.11 To What Extent Do You Use The Following Methods To Communicate

Major Issues To Your Employees?
TABE 4.1.11
Options Respondent Percentage (%)
Direct to senior 14 23.3

managers
Through immediate 25 41.7
superior
Through regular 15 25
workforce meetings
Electronic 6 10
communication
Total 60 100
FIGURE 4.1.11
Interpretation
According to the above table and figure out of 60 respondents, 23.3% selected
Option Direct to senior managers, 41.7% selected Option Through immediate
superior, 25% selected Option Through regular workforce meetings and 10%
selected Option Electronic communication.

Page 39
4.1.12 According To You, What Are The Limitations Of Hr Policies In The

Company?
TABLE 4.1.12
Options Respondent Percentage (%)

Conservative attitudes 21 35
of top-level
management
Uncertainty of future 34 56.7
Problems of surplus 5 8.3

staffing
Total 60 100
FIGURE 4.1.12
Interpretation
According to the above table and figure out of 60 respondents, 35% selected Option
Conservative attitudes of top-level management, 56.7% selected Option Uncertainty of
future, and 8.3% selected Option Problems of surplus staffing .

Page 40
4.1.13 Have you see any of the following methods to downsize the organisation
(through reducing the number of people employed or other means to decrease
cost)?
TABLE 4.1.13
Options Respondents Percentage (%)

Management pay-cut 13 21.7%
Reduced job proportions 10 16.7%

Individual layoffs (1-4% of 19 31.7%
workforce laid off in 12 months
period
Concentrated layoffs (5-9% 13 21.7%

laid off in 12 months period)
Mass layoffs (10% or more of 5 8.3%

workforce in 1-3 months
period)
Total 60 100
FIGURE 4.1.13
Interpretation
Option 1, 16.7% selected Option 2, 31.7% selected Option 3 , 21.7% selected
Option 4 and 8.3% selected Option 5.

Page 41
4.1.14 How is induction conducted in the organization?
TABLE 4.1.14

(%)
Formal 14 23.3
Informal 24 40
Individual 19 31.7
Group 3 5
Total 60 100
FIGURE 4.1.14
Interpretation
According to the above table and figures out of 60 respondents, 23.3% selected
Formal Induction, 40% selected Informal Induction, 31.7% selected Individual
Induction and 5% selected Group Induction.

Page 42
4.1.15 What Is The Emphasis Of Induction On Information In The

Organization?
TABLE 4.1.15

(%)
Company 16 26.7
information
Special 16 26.7
company
induction
event
Introduction 12 20
to senior
staff
All of the 16 26.7
above
Total 60 100
FIGURE 4.1.15
Interpretation
According to the above table and figure out of 60 respondents, 26.7% of employees
selected Option 1, 26.7% selected Option 2, 20% selected Option 3, and 26.7%
selected Option 4.

Page 43
4.1.16 What Kind Of Ideas Do You Suggest About The Effective Training?
TABLE 4.1.16

(%)
Availability of 12 20
tool
Organization of 20 33.3
workshops
Financial 20 33.3
workshops
Convenient/spare 8 13.3
time
Total 100 100
FIGURE 4.1.16
Interpretation
According to the above table and figures out of 25 respondents, 20% respondents
selected Option 1, 33.3% selected Option 2, 33.3% selected Option 3 and
13.3% selected Option 4.

Page 44
4.1.17 What Are The Major Impacts Of HR Policy In The Organization?
TABLE 4.1.17

(%)
Productivity 10 16.7
Reduced 23 38.3
Turnover
Employee 19 31.7
Retention
Good 8 13.3
Relationship
Total 60 100
FIGURE 4.1.17
Interpretation
Option 1, 38.3% selected Option 2, 31.3% selected Option 3 and 13.3% selected
Option 4.

Page 45
4.1.18 How Does The Organization Set An Employees Work Objective/Role

Detail/Tasks?
TABLE 4.1.18

(%)
Through Job 11 18.3
Description
By regular 19 48.3
supervision
with manager
Shadowing 17 28.3
existing
members of
staff
Other 3 5
Total 60 100
FIGURE 4.1.18
Interpretation
According to the above table and figure out of 60 respondents 18.3% selected
Option 1, 48.3% selected Option 2, 28.3% selected Option 3 and 5% selected
Option 4.

Page 46
4.1.19 Which Appraisal System Is Adopted By The Company?
TABLE 4.1.19

(%)
360 Degree 18 30
Feedback
Comparative 16 26.7
Evaluation
Performance 21 35
test observation
Non of the 5 8.3
above
Total 60 100
FIGURE 4.1.19
Interpretation
According to the above table and figure out of 60 respondents, 30% selected Option
1, 26.7% selected Option 2, 35% selected Option 3 and 8.3% selected Option 4.

Page 47
4.1.20 Which Of The Following Is/Are An Advantage Of HR Policies ?
TABLE 4.1.20

(%)
Ensure long 20 33.3
term welfare of
employees
Good 32 53.3
employer-
employee
relationship
discrimination 8 13.3
are reduced
Total 60 100
FIGURE 4.1.20
Interpretation
Option 1, 53.3% selected Option 2, and 13.3% selected Option 3.

Page 48
5.1Findings
Age of respondents
The maximum respondents in the company are below 25 years with a
percentage of 38.3%, 33.3% are between 35-45 years , 23.3% are between 25-
35 years and remaining 5% are above 40 years.
Gender
According to the 60 respondents 48.3% are male and 36.7% are female and
6.7% are prefer not to say.
Educational qualification
According to the 60 employees 33.3% are graduates while 16.7% of the
respondents are schooling , 14.7% are post graduated and 8.3% are
professionals .
Marital status
In this organization there are 48.3% of respondents are married and 51.7% of
respondents are unmarried.
Department
According to the 60 respondents, 48.3% of employees are in HR department
and 21.7%% are in the Finance department.
Are you aware of the human resource policies followed in your

company?
Out of 60 respondents, 65% of them responded with Yes and 35%
responded with No.
Rate the effectiveness of the interviewing processes and selection criteria

used in the organization
The majority of respondents have rated it Good (48.3%) and minimum have
rated it Poor (6.7%).

Page 50
On which aspect is the recruitment and selection policy of the

organization focused?
Out of all the respondent‟s majority of them are inclined to Developing a cost-
effective recruitment process (40%) and a minimum of them are helping
employees identify their potential(5%)
On what basis do the employees get their income/salary?

Maximum respondents i.e. are 48% they are selected Contractual base and
10% are selected on a Permanent.
What kind of methods are used during training?
Out of all the respondents, the majority of them i.e., 53.3% feel that Job
Placement are the training methods followed and the minimum i.e., feel that
Seminars and Other methods are used (6.7%) each.
To What Extent Do You Use The Following Methods To Communicate

Major Issues To Your Employees?
According to the majority (41.7%), Through immediate superior and while
the minimum (10%) through Electronic communication .
According To You, What Are The Limitations Of Hr Policies In The

Company?
According to the majority (56.7%), uncertainty with there future and while
the minimum (26.7%) feel problems of surplus staffing.
Have you see any of the following methods to downsize the organisation
(through reducing the number of people employed or other means to decrease
cost)?
Maximum respondents i.e. are 31.7% they are selected Individual layoffs and
8.3% are mass layoffs.

Page 51
How is induction conducted in the organization?

According to the majority i.e., 40%, think that Induction is conducted on a
Informal basis and the minimum i.e., (5%) think that Induction is conducted on
an Group basis.
What is the emphasis of Induction on information in the organization?

Out of 60 respondents, maximum of them say that all the company
information and special company induction event (26.7) and a minimum of
them (20%) say that Introduction to senior staff is an emphasis.
What kind of ideas do you suggest about effective training?

The majority of the respondents (33%) each have chosen the Organization of
workshops and financial help. The minimum of them (13.3%) Spare Time
What are the major impacts of HR Policy in the organization?

According to maximum respondents i.e., (38.3%) each, the employees have seen the
impact in Reduced Turnover and the minimum i.e., (13.3%) have seen the impact in
Good relationship.
How does the organization set employees’ work objectives/role

detail/tasks?
Out of 60 respondents, maximum of them (48.3%) believe that Regular
supervision are used to set an employee‟s role details while a minimum of
them (5%) believe it is through other means.
Which appraisal system is adopted by the company?

According to the majority (35%), Performance test and observation is adopted
and while the minimum (26.7%) feel Comparative evaluation is adopted.
Which Of The Following Is/Are An Advantage Of HR Policies ?

Out of all the 60 respondents s, the majority of them i.e., 53.3% good
employer-employee relationship while the minimum (13.3%) feels that
discrimination is reduced.

Page 52
5.2 CONCLUSION
The study shows that

The Policy of the company provides facilities for all-around growth of
individuals by training in-house and outside the organization, reorientation,
lateral mobility, and self-development through self-motivation. The Policy
grooms every individual to realize his potential in all facets while contributing
to attaining higher organizational and personal goals. The Policy builds teams
and fosters teamwork as the primary instrument in all activities. The Policy
implements an equitable, scientific and objective system of rewards,
incentives, and control. The Policy recognizes worth contributions in time and
appropriately, to maintain a high level of employee motivation and morale.
The employees agree on the part of their performance that they know what is
expected from them? The employees understand how their work goals relate
to company‟s Goals. Company inspires the employees to do their best work
every day. The employees are not satisfied with the communication and
decision- Making the process as it leaks the information related to the
organization.

Page 53
6.1 SUGGESTION
1. The Organization should focus on a mentor system intended to help

employees in their career progression.
2. The Organization should conduct Psychometric tests for employees.
3. The Training should be mandatory for all levels of employees.
4. The Departments should develop constructive attitudes towards each
other.
5. The company should give the appropriate recognition for the
contributions and accomplishments made by employees. A flexible
reward system should be adopted by organizations to improve
employee motivation.
6. A more transparent and full-proof communication system developed in
the organization.

Page 55
Bibliography & Webliogrpahy
Bibliography
Books
1. Research Methodology, Methods & Techniques, New Age
International
2. Publishers, by C. R.Kothari 2nd Revised Edition
3. Human Resource Management – by K. Ashwathappa Sixth Edition
4. Human Resource Management –by P Subha Rao Himalaya Publication
Webliogrpahy
1. https://www.hrmexam.com/hrm-introduction/
2. https://peoplemanagingpeople.com/articles/what-are-hr-policies/
3. https://www.hrhelpboard.com/hr-policies.htm
4. https://sprigghr.com/blog/hr-professionals/15-essential-hr-policies/
ANNEXURE
QUESTIONNAIRE
“A STUDY ON HUMAN RESOURCE POLICIES IN THE ORGANIZATION WITH
REFERENCE TO CHAMPION SOFTWARE TECHNOLOGIES LTD.”
DECLARATION
I, SMIT KUMAR PATEL, PURSUING TYBBA FROM SSR COLLEGE
OF ARTS, COMMERCE AND SCIENCE, SILVASSA, AFFILIATED TO
SAVITRIBAI PHULE PUNE UNIVERSITY, AM UNDERGOING A
PROJECT ON “STUDY ON HUMAN RESOURCE POLICIES IN THE
ORGANIZATION”. I KINDLY REQUEST YOU TO FILL THE
FOLLOWING QUESTIONNAIRE. YOUR FEEDBACK WILL BE USED
EXCLUSIVELY FOR THE PROJECT AND WILL BE KEPT
CONFIDENTIAL.
SECTION 1: DEMOGRAPHIC PROFILE
1) Age of respondents: -
a) Below 20 Years b) Between 20-30 Years
c) Between 30-40 Years d) Above 40 Years
2) Gender: -
a) Male b) Female
3) Educational qualification: -
a) Schooling b) Graduation
c) Post Graduation d) Professional
4) Martial Status :
a) Married b) Unmarried
5) Department :
a) Production b) HR Department
c) Finance d) Marketing
SECTION 2: ASPECT BASED ON HUMAN RESOURCE POLICY
6) Are you aware of the human resource policies followed in your company?
a) Yes b) No
7) Rate the effectiveness of the interviewing processes and selection criteria used in the
organization?
a) Excellent b) Good
c) Average d) Poor
8) On which aspect is the recruitment and selection policy of the organisation focused?
a) Recruiting the best talent

b) Developing a cost-effective recruitment process
c) Appointing authority for final decision making
d) Helping employees identify their potential
9) On what basis do the employees get their income/salary?
a) Daily Wage
b) Contractual Base
c) Seasonal Base
d) Permanent
10) What kind of methods are used during training?
a) Seminars b) Job Placements
c) Workshops d) Others
11) To what extent do you use the following methods to communicate major issues to
your employees?
a) Direct to senior managers

b) Through immediate superior
c) Through regular workforce meetings
d) Electronic communication
12) According to you, what are the limitations of HR policies in the company?
a) Conservative attitudes of top-level management.

b) Uncertainty of future.
c) Problems of surplus staffing
13) Have you see any of the following methods to downsize the organisation (through
reducing the number of people employed or other means to decrease cost)?
a) Management pay-cut
b) Reduced job proportions
c) Individual layoffs (1-4% of workforce laid off in 12 months period)
d) Concentrated layoffs (5-9% laid off in 12 months period)
e) Mass layoffs (10% or more of workforce in 1-3 months period)
14) How is induction conducted in the organization?
a) Formal b) Informal
c) Individual d) Group
15) What is the emphasis of Induction on information in the organization?
a) Company Information
b) Special company induction event
c) Introduction to senior staff
d) All of the above
16)What kind of ideas do you suggest about the effective training?
a) Availability of Tools
b) Organization of Workshops
c) Financial Help
d) Convenient/Spare Time
17) What are the major impacts of HR Policy in the organisation?
a) Productivity b) Reduced Turnover
c) Employee retention d) Good Relationship

18)How does the organization set an employees work objective/role detail/tasks?
a) Through Job description
b) By regular supervision with manager to identify the daily or weekly tasks
c) Shadowing an existing member of staff
d) Other
19)Which appraisal system is adopted by the company?
a) 360 Degree Feedback b) Comparative Evaluation
c) Performance Test and Observation d) None of the above
20)Which of the following is/are an advantage of HR policies?
a) ensure long term welfare of employees

b) good employer-employee relationship
c) discrimination is increased

Smitkumar Patel HRM Project-SmitPc

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A

SSR COLLEGE OF ARTS , COMMERCE AND SCIENCE

The satisfaction and euphoria that accompany the successful completion

SMIT KUMAR PATEL

The dissertation entitled “A Study on Human Resource Policies in the

SMIT KUMAR PATEL

Serial CONTENT PAGE NO.

TABLE NO. TITLE OF TABLE PAGE NO.

4.1.7 Rate The Effectiveness Of The Interviewing Processes 35

4.1.8 On which aspect is the recruitment and selection policy 36

4.1.9 On What Basis Do The Employees Get Their 37

4.1.10 What Kind Of Methods Are Used During Training? 38

4.1.11 To What Extent Do You Use The Following Methods 39

4.1.12 According To You, What Are The Limitations Of Hr 40

4.1.13 Have you see any of the following methods to 41

4.1.14 How is induction conducted in the organization? 42

4.1.16 What Kind Of Ideas Do You Suggest About The 44

4.1.17 What Are The Major Impacts Of HR Policy In The 45

4.1.18 How Does The Organization Set An Employees Work 46

4.1.19 Which Appraisal System Is Adopted By The 47

4.1.20 Which Of The Following Is/Are An Advantage Of HR 48

FIGURE NO TITLE OF FIGURE PAGE NO.

4.1.7 Rate The Effectiveness Of The Interviewing Processes 35

4.1.8 On which aspect is the recruitment and selection policy 36

4.1.9 On What Basis Do The Employees Get Their 37

4.1.10 What Kind Of Methods Are Used During Training? 38

4.1.11 To What Extent Do You Use The Following Methods 39

4.1.12 According To You, What Are The Limitations Of Hr 40

4.1.13 Have you see any of the following methods to 41

4.1.14 How is induction conducted in the organization? 42

4.1.16 What Kind Of Ideas Do You Suggest About The 44

4.1.17 What Are The Major Impacts Of HR Policy In The 45

4.1.18 How Does The Organization Set An Employees Work 46

4.1.19 Which Appraisal System Is Adopted By The 47

4.1.20 Which Of The Following Is/Are An Advantage Of HR 48

1.1 INTRODUCTION TO HR POLICIES

SSR COLLEGE OF ACS–BBA (2022-2023)

1.1.1 TYPES OF HR POLICIES

1. Recruitment and Selection

2. Leave and Time Off

3. Health, Safety, and Security

SSR COLLEGE OF ACS–BBA (2022-2023)

4. Employee Conduct Harassment

SSR COLLEGE OF ACS–BBA (2022-2023)

1.1.2 FUNCTIONS OF HR POLICIES

1. Providing clear communication between an organization and its

1.2 SIGNIFICANCE OF THE STUDY

SSR COLLEGE OF ACS–BBA (2022-2023)

1.3 OBJECTIVES OF STUDY

1. To study the HR Policies of the company.

1.4 SCOPE OF THE STUDY

In any organization human resource is the most important asset in today's

SSR COLLEGE OF ACS–BBA (2022-2023)

1.5 RESEARCH METHODOLOGY

METHOD OF DATA COLLECTION

ABOUT THE QUESTIONNAIRE

SSR COLLEGE OF ACS–BBA (2022-2023)

Sources of data : There are 2 types of data:

1.6 LIMITATION OF STUDY

SSR COLLEGE OF ACS–BBA (2022-2023)

2.1 COMPANY PROFILE

Champion Software Technologies Ltd. is a Fintech Company setup in 2013