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STUDY ON
IMPORTANCE OF HUMAN RESOURCES MANAGEMENT IN
PROMOTING EMPLOYEES’ PERFORMANCE IN
BUZZSTOP INTEGRATION PVT LTD.

MASTER OF BUSINESS ADMINISTRATION

Submitted by

AKHIL R

Reg no: 223240010911

Under the guidance of

Dr. Joby Jose
faculty

DEPARTMENT MANAGEMENT STUDIES

DC SCHOOL OF MANAGEMENT AND TECHNOLOGY

VAGAMON
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TABLE OF CONTENT

Chapter Chapters Page

Number Number
1 Chapter I- 3
Introduction
Introduction 4
Review of literature 5
Need and significance of study 5
Research methodology 6
Objectives of study 6
2 Chapter II – Organization Profile 7
About The Organization 8
Vision – Mission 9
Value 9
Milestones 9
3 Chapter III - Data Analysis 10-23
4 Chapter IV - Conclusion 24

Summary and findings 25

Suggestions 26
Conclusion 27
Bibliography 28
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CHAPTER 1

INTRODUCTION
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➢ INTRODUCTION

Human Resources Management (HRM) plays a vital role in promoting employees' performance
within an organization. As organizations strive to achieve their goals and remain competitive in a rapidly
changing business environment, the effective management of human resources becomes crucial. HRM
encompasses various activities aimed at attracting, developing, motivating, and retaining talented
individuals who can contribute to the organization's success. The importance of HRM in promoting
employees' performance cannot be overstated. By implementing effective HRM practices, organizations
can create a work environment that fosters high levels of engagement, productivity, and job satisfaction
among employees. This, in turn, leads to improved performance and enhanced organizational outcomes.
One of the key functions of HRM is recruitment and selection. By identifying and attracting the right
talent for specific job roles, HRM ensures that employees possess the necessary skills, knowledge, and
abilities to perform their tasks effectively. Proper recruitment and selection processes contribute to higher
performance levels as employees are more likely to excel in positions that align with their abilities and
interests. HRM also plays a crucial role in employee development. Through training and development
programs, organizations can enhance employees' skills and knowledge, enabling them to perform their
jobs more effectively. By investing in employee development, HRM helps individuals reach their full
potential, which positively impacts their performance and the overall success of the organization.

Motivation is another critical aspect of HRM that influences employees' performance. HRM
professionals use various strategies to motivate employees, such as performance-based incentives,
recognition programs, and career development opportunities. Motivated employees are more engaged,
productive, and committed to achieving organizational goals, leading to improved performance
outcomes. Furthermore, effective performance management systems implemented by HRM ensure that
employees receive regular feedback, goal setting, and performance evaluations. These systems provide
employees with a clear understanding of their roles, expectations, and areas for improvement. They also
allow managers to identify and address performance issues promptly, enabling employees to make
necessary adjustments and improve their performance. In addition to these factors, HRM contributes to
promoting employees' performance by fostering a positive work culture and ensuring fair and equitable
treatment. A supportive work environment that values diversity, provides opportunities for growth, and
encourages work-life balance can significantly enhance employee morale and motivation, leading to
improved performance outcomes.
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➢ REVIEW OF LITERATURE

Study-1:

Title - “Human resource management (HRM) in the performance measurement and management
(PMM) domain”. Authors :Patrizia Garengo ,Alberto Sardi ,Sai Sudhakar Nudurupati.

The literature highlights the key role of human resource management in developing effective organizational
performance measurement and management. To understand the state of the art of this role, the paper reviews
the literature on human resource management in the performance measurement and management domain.

Study-2

Title- “The Role of Human Resource Management in Employee Motivation and Performance-An
Overview” Authors: Hassan Elsan Mansaray

This paper discusses the link between motivation and performance, and established what makes motivation
to have a central role in getting high performances from employees in organizations. It was revealed from
the review that there are several motivational theories used by employers at different situations when they
want their employees to highly perform.

Study-3:

Title: “Human resource management in promoting innovation and organizational performance”.

Authour: Riana i Gede, Sebastian Kot.

Human resource management (HRM) is one of the elements enabling an organization to remain
competitive in turbulence conditions. The effective practice of HRM makes competent and innovative
employees contributing to the achievement of organizational objectives. This study aims to analyze
HRM practices in creating innovation and organizational performance.

➢ NEED AND SIGNIFICANCE OF THE STUDY

1. Enhancing organizational effectiveness: Human resources are one of the most critical assets of any
organization. Effective HRM practices can significantly contribute to improving employees'
performance, which, in turn, enhances overall organizational effectiveness. Understanding the
importance of HRM in this context helps organizations create strategies and policies that align with
employee development and performance improvement.

2. Employee motivation and satisfaction: HRM practices play a vital role in motivating and satisfying
employees. When employees feel valued, supported, and adequately equipped, they are more likely
to be motivated to perform at their best. Studying the importance of HRM in promoting employee
performance helps identify the specific practices and interventions that enhance motivation, job
satisfaction, and engagement.

3. Talent acquisition and retention: Effective HRM practices are crucial for attracting and retaining
talented individuals within an organization. Organizations that invest in HRM strategies focused on
recruitment, selection, onboarding, training, and career development tend to have a competitive
advantage in attracting top talent. Understanding the significance of HRM in this context can guide
organizations in designing effective talent management strategies.

4. Employee development and growth: HRM practices play a crucial role in developing and nurturing
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employees' skills, knowledge, and capabilities. Training and development programs, performance
management systems, and career advancement opportunities are examples of HRM interventions that
contribute to employees' growth. A study on the importance of HRM in promoting employee
performance can shed light on the specific practices that foster continuous learning and skill
enhancement.

5. Organizational culture and employee well-being: HRM practices influence the organizational culture
and climate, which, in turn, impact employees' well-being. A positive work environment, work-life
balance initiatives, effective communication channels, and fair and transparent policies contribute to
employee well-being. Understanding the significance of HRM in promoting employee performance
helps organizations create a culture that supports employees' physical, mental, and emotional health.

6. Maximizing productivity and efficiency: HRM practices that focus on performance management,
goal setting, feedback, and recognition can significantly improve productivity and efficiency within
an organization. By studying the importance of HRM in promoting employee performance,
organizations can identify strategies to maximize individual and team productivity, leading to overall
improved organizational performance.

➢ RESEARCH METHODOLOGY

The study is analytical and descriptive, and it conducted in Buzzstop integrated pvt ltd. The study is
based on data through questionnaire. The data for this study was collected from two sources - primary
and secondary. Primary data was collected through questionnaire in google forms. A set of structured
questions is prepared for this. The sample has been selected from the population using convenience
sampling. 50 respondents are taken for the study. Secondary data were collected from magazines and
websites.

➢ OBJECTIVES OF STUDY

1. Understanding the impact of HRM practices: The study aims to examine how various HRM
practices, such as recruitment and selection, training and development, performance management,
compensation and benefits, and employee relations, influence employee performance. By identifying
the specific practices that contribute to higher performance, organizations can optimize their HRM
strategies.

2. Identifying factors affecting employee performance: The study seeks to explore the factors beyond
HRM practices that affect employee performance. This can include individual characteristics,
motivation, job satisfaction, work environment, and organizational culture. Understanding these
factors helps organizations create a conducive work environment that promotes high performance.

3. Assessing the link between HRM and organizational performance: The study aims to examine the
relationship between HRM practices and overall organizational performance. By understanding the
impact of effective HRM on the organization's success, decision-makers can allocate resources and
develop strategies to enhance HRM practices that drive employee performance and, consequently,
organizational outcomes.

4. Examining the role of HRM in talent management: The study may focus on how HRM contributes to
attracting, developing, and retaining talented employees. It explores the processes and strategies that
effectively align individual capabilities with organizational goals, fostering a high-
performance work culture.
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CHAPTER 2
ORGANIZATION PROFILE
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➢ ABOUT THE ORGANIZATION

Buzzstop Integration ltd was established in 2016. Its headquarters are in Ernakulam, Kerala, India. Its
Industry is Advertising services. Employee size is 11-50.
It is a marketing and brand-consulting firm. We serve as trusted partners, helping our clients achieve
breakthrough value by developing integrated strategies to grow their brands and business at all stages. We
architect profitable route-to-market strategies that help our client’s business grow. Our senior team of
resources comes with decades of experience in building brands and ventures adding value and unique
insights We grow brands & businesses through unique combinations of capabilities, from marketing
consultancy, branding & rebranding strategies, content solutions and creative communications. We defy all
conventions to make the brands heard and seen in the din and disorder of the market place.
We partner clients with the following services:
1. Brand consultancy
2. Logo, Brand design, corporate identity programs
3. GTM (Go-to-market) Strategy
4. Marketing/Communications strategy
5. Campaign design
6. Content strategy
7. Creative content development
8. Digital/Social media communication & management
9. Shopper marketing
10. Web development & SEO
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➢ VISION
To become the most respected marketing communications company in the market we operate, and not to
join the rat race to become the biggest or largest agency.

➢ MISION

Carefully craft and thoughtfully curate every piece of creative communication going out of the agency
irrespective of its size.

➢ Value
As curators of brands, our primary commitment is to the consumer, because the consumer is the reason
why brands and businesses exist, and that consumer is us, our family, friends, and fellow beings and the
society we belong to. As professional communicators, we are shapers of that society, and we commit
uplift that society not brutalizing or vulgarizing it.

➢ MILESTONES
Buzzstop reproduced the popular Malayalam feature film ‘Katha Parayumbol’ for the brand ESAF. The
only advertising agency in the world to have reproduced a blockbuster feature film as a sequel using the
same star cast and storyline for the promotion of a brand. It has worked wonderfully well for the brand
ESAF. A maiden initiative by Buzzstop has set a record in the history of advertising and it has become a
case study for advertising and marketing students.
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CHAPTER 3
DATA ANALYSIS
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The main purpose of the study is to examine “Importance of human resource management in
promoting employee performance in Buzzstop Integration pvt ltd” For the purpose of the study primary
data has been collected from 50 respondents. On the basis of the primary data collected, the
following analysis is carried upon:

1. What is your gender?

OPTIONS NOS. %

Male 17 34%

Female 33 66%

Others 0 0%
Total 50 100%

2. Educational Qualification

OPTIONS NOS %

SSLC 0 0%

PLUS, TWO 9 18%

GRADUATE 27 54%

PG 14 28%

TOTAL 50 100%
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3. How long you work in your organization?

OPTIONS NOS %

Less than 1 year 17 34%

1-3 years 12 24%

4-6 years 16 32%

7 years or more 5 10%

TOTAL 50 100%

4. How important is effective human resources management in improving employees'

performance?

OPTIONS NOS %

Very Important 27 54%

Important 17 34%

Somewhat Important 6 12%

Not Important 0 0%

TOTAL 50 100%
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5. How much do you believe that proper HR practices contribute to employee motivation and
engagement?

OPTIONS NOS %

Significantly 29 58%

Moderately 14 28%

Slightly 7 14%

Not at all 0 0%

TOTAL 50 100%

6. How crucial is the role of HR in fostering a positive work culture and employee satisfaction?

OPTIONS NOS %

Extremely crucial 23 46%

Quite crucial 19 38%

Moderately crucial 7 14%

Not crucial 1 2%

TOTAL 50 100%
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7. How much impact does HR training and development programs have on enhancing
employee skills and performance?

OPTIONS NOS %

Very impactful 29 58%

Somewhat Impactful 12 24%

Minimal impactful 7 14%

No impact 2 4%

TOTAL 50 100%

8. How important is effective HR communication in promoting clarity and aligning employee

goals with organizational objectives?

OPTIONS NOS %

Very Important 21 42%

Important 17 34%

Somewhat Important 12 24%

Not Important 0 0%

TOTAL 50 100%
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9. How instrumental is HR in attracting and retaining top talent for organizational success?

OPTIONS NOS %

Extremely instrumental 23 46%

Moderately instrumental 16 32%

Slightly instrumental 10 20%

Not instrumental 1 2%

TOTAL 50 100%

10. How much do HR policies and procedures contribute to fair and consistent performance
evaluation and rewards?

OPTIONS NOS %

Significantly 23 46%

Moderately 20 40%

Slightly 6 12%

Not at all 1 2%

TOTAL 50 100%
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11. How important is HR in fostering a diverse and inclusive workplace, promoting innovation
and creativity?

OPTIONS NOS %

Very Important 20 40%

Important 15 30%

Somewhat Important 11 22%

Not Important 4 8%

TOTAL 50 100%

12. How much do you believe HR plays a role in improving work-life balance and employee
well-being?

OPTIONS NOS %

A significant role 22 44%

A moderate role 17 34%

A minor role 9 18%

No role 2 4%

TOTAL 50 100%
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13. How essential is HR in addressing employee grievances and conflict resolution?

OPTIONS NOS %

Highly essential 20 40%

Essential 20 40%

Not very essential 10 20%

Not essential at all 0 0%

TOTAL 50 100%

14. How much do HR policies and practices impact employee productivity and efficiency?

OPTIONS NOS %

Significantly 24 48%

Moderately 18 36%

Slightly 6 12%

Not at all 2 4%

TOTAL 50 100%
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15. How crucial is HR in identifying and nurturing future leaders within the organization?

OPTIONS NOS %

Extremely crucial 23 46%

Quite crucial 14 28%

Moderately crucial 12 24%

Not crucial 1 2%

TOTAL 50 100%

16. How important is HR's role in ensuring compliance with labor laws and regulations?

OPTIONS NOS %

Very Important 28 56%

Important 8 16%

Somewhat Important 10 20%

Not Important 4 8%

TOTAL 50 100%
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17. How much do you believe HR plays a role in promoting a positive work environment and
reducing turnover?

OPTIONS NOS %

A significant role 26 52%

A moderate role 13 26%

A minor role 8 16%

No role 3 6%

TOTAL 50 100%

18. How impactful is HR's role in aligning individual goals with organizational objectives for
improved performance?

OPTIONS NOS %

Very impactful 27 54%

Somewhat Impactful 7 14%

Minimal impactful 15 30%

No impact 1 2%

TOTAL 50 100%
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19. How important is HR in ensuring employee compliance with ethical standards and company
policies?

OPTIONS NOS %

Very Important 22 44%

Important 13 26%

Somewhat Important 12 24%

Not Important 3 6%

TOTAL 50 100%

20. How much do HR practices contribute to employee development and career growth
opportunities?

OPTIONS NOS %

Significantly 31 62%

Moderately 10 20%

Slightly 8 16%

Not at all 1 2%

TOTAL 50 100%
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21. How crucial is HR in managing and resolving workplace conflicts and fostering positive
employee relations?

OPTIONS NOS %

Extremely crucial 22 44%

Quite crucial 13 26%

Moderately crucial 12 24%

Not crucial 3 6%

TOTAL 50 100%

22. How important is HR's role in succession planning and ensuring a smooth transition of
talent within the organization?

OPTIONS NOS %

Very Important 28 56%

Important 10 20%

Somewhat Important 11 22%

Not Important 1 2%

TOTAL 50 100%
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23. How much do you believe HR practices contribute to building a strong employer brand and
attracting top talent?

OPTIONS NOS %

A significant contribution 26 52%

A moderate contribution 15 30%

A minor contribution 7 14%

No contribution 2 4%

TOTAL 50 100%
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CHAPTER 4
CONCLUSION
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A. SUMMARY AND FINDINGS

➢ Majority of the respondents are Female.

➢ Majority of the respondents are graduates.
➢ Most of the respondents are working less than 1year.
➢ Majority of the respondents are agreed that HR management is very important for improving
employee performance.
➢ Majority of the respondents are significantly believed that proper HR practices contribute to
employee motivation and engagement.
➢ Majority of the respondents are agreed that extremely crucial is role of HR in fostering a positive
work culture and employee satisfaction.
➢ Majority of the respondents are believed that HR training and development programs have on
enhancing employee skills and performance very impactfully.
➢ Majority of the respondents are agreed that effective HR communication in promoting clarity
and aligning employee goals with organizational objectives is highly important.
➢ Majority of the respondents are agreed that extremely instrumental is HR attracting and
retaining top talent for organizational success.
➢ Majority of the respondents are significantly agreed that HR policies and procedures contribute
to fair and consistent performance evaluation and rewards.
➢ Majority of the respondents is believed that HR in fostering a diverse and inclusive workplace,
promoting innovation and creativity is very important.
➢ Majority of the respondents is believing HR plays a role in improving work-life balance and
employee well-being has a significant role.
➢ Majority of the respondents say that HR in addressing employee grievances and conflict
resolution is highly essential.
➢ Majority of the respondents significantly say that HR policies and practices impact employee
productivity and efficiency.
➢ Majority of the respondents rated that HR in identifying and nurturing future leaders within the
organization is extremely crucial.
➢ Majority of the respondents rated that HR's role in ensuring compliance with labor laws and
regulations is very important.
➢ Majority of the respondents believe HR plays a significant role in promoting a positive work
environment and reducing turnover.
➢ Majority of the respondents rated that HR's role in aligning individual goals with organizational
objectives for improved performance is very impactful.
➢ Majority of the respondent’s rate that HR in ensuring employee compliance with ethical
standards and company policies is very important.
➢ Majority of the respondent’s rate that HR practices contribute to employee development
significantly to career growth opportunities.
➢ Majority of the respondents’ rates that HR in managing and resolving workplace conflicts and
fostering positive employee relations is extremely crucial.
➢ Majority of the respondents’ rates that HR's role in succession planning and ensuring a smooth
transition of talent within the organization is very important.
➢ Majority of the respondents’ rates believe HR practices a significant contribution to building a
strong employer brand and attracting top talent.
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➢ SUGGESTIONS

• Impact of Training and Development Programs: Assess the effectiveness of training and
development programs on employee performance. Analyze the correlation between training
initiatives, skill enhancement, and improved job performance.

• Employee Engagement and Performance: Investigate the relationship between employee

engagement and performance. Explore various employee engagement strategies, such as
recognition programs, feedback mechanisms, and work-life balance initiatives, and measure
their impact on individual and organizational performance.

• Performance Appraisal Systems: Evaluate the role of performance appraisal systems in

promoting employee performance. Examine different appraisal methods, feedback
mechanisms, and performance measurement criteria to identify their effectiveness in
enhancing individual and team performance.

• Leadership Styles and Employee Performance: Explore the influence of leadership styles on
employee performance. Investigate different leadership approaches, such as transformational,
transactional, and servant leadership, and assess their impact on employee motivation, job
satisfaction, and overall performance.

• Rewards and Recognition Programs: Examine the impact of rewards and recognition
programs on employee performance. Analyze the effectiveness of various reward systems,
such as monetary incentives, non-monetary rewards, and public recognition, in driving
employee motivation and performance.

• Employee Motivation and Performance: Investigate the role of motivation in enhancing

employee performance. Study different motivational theories and techniques, such as goal-
setting, job design, and intrinsic/extrinsic motivators, and assess their influence on individual
and team performance.

• Talent Management Strategies: Analyze the importance of talent management strategies in

improving employee performance. Explore recruitment and selection processes, performance-
based promotions, succession planning, and career development initiatives to understand how
they contribute to high-performing employees.

• Workforce Diversity and Performance: Assess the impact of workforce diversity on

organizational performance. Investigate the relationship between diversity management
practices, inclusive workplace culture, and employee performance to understand how
diversity can enhance creativity, innovation, and overall organizational effectiveness.

• Employee Well-being and Performance: Explore the relationship between employee well-
being and performance. Investigate initiatives promoting work-life balance, mental health
support, flexible work arrangements, and employee assistance programs to assess their
influence on employee performance and productivity.

• Technology and Performance Management: Investigate the role of technology in managing

employee performance. Analyze the effectiveness of performance management software, data
analytics, and digital platforms in tracking and improving employee performance
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➢ CONCLUSION

In conclusion, human resources management plays a crucial role in promoting employees'

performance within an organization. Through effective management practices, HR professionals are
able to create a positive work environment that fosters employee engagement, motivation, and
productivity. The importance of human resources management in this context cannot be overstated,
as it encompasses various key areas that directly impact employee performance. Firstly, HR
management is responsible for the recruitment and selection process, ensuring that the organization
hires qualified and talented individuals who are the right fit for the job. By carefully screening
candidates and matching their skills and qualifications with job requirements, HR professionals lay
the foundation for high employee performance. Furthermore, human resources management is
essential in providing training and development opportunities to employees. By offering continuous
learning and growth opportunities, organizations can enhance employees' skills and knowledge,
enabling them to perform their tasks more effectively and efficiently. HR professionals identify
training needs, design and deliver relevant programs, and monitor their impact on performance.
Additionally, HR management plays a vital role in establishing clear performance expectations and
providing regular feedback to employees. Through performance management systems, HR
professionals facilitate goal setting, performance measurement, and performance appraisal processes.
This ensures that employees understand what is expected of them, receive constructive feedback on
their performance, and have the opportunity to improve.

Moreover, human resources management is instrumental in creating a positive and inclusive work
culture. HR professionals develop policies and procedures that promote fairness, equity, and
diversity within the organization. By fostering an inclusive environment, employees feel valued,
respected, and motivated to perform at their best. Furthermore, HR management plays a key role in
employee engagement and retention. Through various initiatives such as employee recognition
programs, rewards and benefits, and work-life balance policies, HR professionals create a supportive
and engaging work environment. Engaged employees are more likely to be committed to their work,
exhibit higher levels of performance, and contribute positively to the organization.

Lastly, human resources management is responsible for handling employee relations and conflict
resolution. By providing a platform for open communication, addressing grievances, and resolving
conflicts, HR professionals create a harmonious work environment that minimizes distractions and
allows employees to focus on their tasks. In conclusion, human resources management is vital for
promoting employees' performance in an organization. By effectively managing recruitment, training
and development, performance expectations, work culture, employee engagement, and employee
relations, HR professionals create an environment where employees can thrive and contribute their
best efforts. Investing in human resources management practices leads to improved employee
performance, organizational success, and a competitive edge in the marketplace.
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➢ BIBLIOGRAPHY

• https://www.tandfonline.com
• https://www.emerald.com
• https://www.academia.edu
• https://factorialhr.com/
• Buzzstop Integrated Communications Pvt. Ltd. | LinkedIn