SUMMER TRAINING REPORT SUBMITTED TOWARDS THE PARTIAL

FULFILLMENT OF

BACHELOR OF BUSINESS ADMINISTRATION

SUMMER TRAINING REPORT ON

STREAMLINING OF HR POLICIES OF S.CHAND GROUP

BATCH 2016-2019

SUBMITTED BY: PROJECT GUIDE:

Name: Heena Gulati Name: Dr. Kanika Bankhad

Enrolment no.: 00924001716 Designation: Assistant Professor

TRINITY INSTITUTE OF PROFESSIONAL STUDIES

SECTOR – 9 DWARKA

Affiliated to Guru Gobind Singh Indraprastha University, New Delhi

I
 CERTIFICATE

This is to certify that the project work “STREAMLINING OF HR POLICIES OF S.CHAND

GROUP” made by “HEENA GULATI OF BBA (GEN) 2ND SHIFT, 00924001716 is an
authentic work carried out by under guidance and supervision of “DR. KANIKA
BANKHAD”.

The project report submitted has been found satisfactory for the partial fulfilment of the
degree of Bachelor of Business Administration.

Project supervisor: Dr. Kanika Bankhad

Signature:

II
 ACKNOWLEDGEMENT

It is in particular that I am acknowledging my sincere feeling towards my mentors who

graciously gave me their time and expertise.

They have provided me with the valuable guidance, sustained efforts and friendly approach.
It would have been difficult to achieve the results in such a short span of time without their
help.

I deem it my duty to record my gratitude towards the “Project supervisor: Dr. Kanika
Bankhad” who devoted her precious time to interact, guide and gave me the right approach to
accomplish the task and also helped me to enhance my knowledge and understanding of the
project.

Name of student: Heena Gulati

Enrollment No: 00924001716

Course/semester: BBA (GEN) / 5th semester

Shift: 2nd shift

Signature:

III
 DECLARATION

I hereby declare that the following documented Project Report titled “Streamlining of HR
Policies of S. Chand Group” is an original and authentic work done by me for the partial
fulfillment of Bachelors of Business Administration degree program.

I hereby certify that all the endeavour put in the fulfillment of the task are genuine and
original to the best of my knowledge & I have not submitted it earlier elsewhere.

Name of student: Heena Gulati

Course/semester/ shift: BBA (GEN) / 5th semester / 2nd shift

Enrollment no: 00924001716

Signature:

IV
 TABLE OF CONTENT

S. NO. PARTICULARS PAGE NO.

1. Chapter – 1 (Introduction and Literature Review)

1. Industrial Profile
1.1 Introduction 2
1.2 Industry sub-divisions 2
1.3 History 4
1.4 Recent developments 4

2. Company Profile
2.1 About the company 6
2.2 Board of directors 6
2.3 Vision and mission 9
2.4 History 9
2.5 Corporate social responsibility 10
2.6 Business Segments 10
2.7 HR Policies 14

3. Literature Review 16

2. Chapter – 2 (Research objectives & Methodology)

1. Research Objectives 18

2. Research Methodology 18

3. Research Design
3.1 Approach used in study 19
3.2 General purpose 19
3.3 Types of Research Design 20

4. Data Collection
4.1 Importance 22
4.2 Sources 22

5. Sampling
5.1 Sampling technique 23
5.2 Sampling size 24

3. Chapter – 3 (Data Processing, Analysis and Interpretation) 26-35

4. Findings 36
5. Limitations 37
6. Conclusion 38
7. Suggestions & Recommendations 39
8. Bibliography 40
9. Annexure 43

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VI
 CHAPTER – 1

INTRODUCTION AND LITERATURE

REVIEW

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1.1 INDUSTRIAL PROFILE

1.1.1 INTRODUCTION

Publishing is the dissemination of literature, music, or information – the activity of making

information available to the general public. Traditionally the term refers to the distribution of
printed works such as books and newspapers. With the advent digital information systems
and the internet, the scope of publishing has expanded to include electronic resources such as
electronic versions of books and periodicals, as well as blogs, websites and the like.

Publishing is fundamentally a business, with a need for the expenses of creating, producing,
and distributing a book or other publication not to exceed the income derived from its sale.
Publishing is now a major industry with the largest companies Reed Elsevier and Pearson
PLC having global publishing operations.

The advent of the internet has provided the electronic way of book distribution without the
need of physical printing, physical delivery and storage of books.

Within the electronic book path, the publishing house’s role remains almost identical. The
process of preparing a book for e-book publication is exactly the same as print publication,
with only minor variations in the process to account for the different mediums of publishing.

Print on demand is rapidly becoming established alternative to traditional publishing. In

2005, Amazon.com announced its purchase of Book surge and self-sane publishing, a major
“print on demand” operation. CreateSpace is the Amazon subsidiary that facilitates
publishing by small presses and individual authors.

1.1.2 INDUSTRY SUB-DIVISIONS

A. Newspaper Publishing
Newspapers are regularly scheduled publications that present recent news, typically
on a type of inexpensive paper called newsprint. Most newspapers are primarily sold
to subscribers, through retail newsstands or are distributed as advertising-supported
free newspapers. About one-third of publishers in the United States are newspaper
publishers.

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B. Periodical Publishing
Periodical Publishing involves publications that appear in a new edition on a regular
schedule. Newspapers and magazines are both periodicals, but within the industry, the
periodical publishing is frequently considered a separate branch that includes
magazines and even academic journals, but not newspapers.

C. Book Publishing
The global book publishing industry accounts for over $100 billion of annual revenue
or about 15% of the total media industry. Book publishers represents less than a sixth
of the publishers in United States.

D. Directory Publishing
It is a specialized genre within the publishing industry. These publishers produce
mailing lists, telephone books, and other types of directories.

E. Academic Publishing
Academic Publishing is typically either books or periodical publishers that have
specialized in academic subjects. One of the key functions that academic publishers
provide is to manage the process of peer review. Their role is to facilitate the impartial
assessment of research.

F. Tie – in Publishing
Technically, radio, television, cinemas, VCDs and DVDs, music systems, games,
computer hardware and mobile telephony publish information to their audiences.
Indeed, the marketing of a major film often includes a novelization, a graphic novel or
comic version, the soundtrack album, a game, model, toys and endless promotional
publications.

G. Independent Publishing alternatives

Writers in a specialized field or with a narrower appeal have found smaller
alternatives to the mass market in the form of small presses and self-publishing. These
publishing alternatives provide an avenue for authors who believe that mainstream
publishing will not meet their needs or who are in a position to make more money

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 from direct sales than they could from bookstore sales, such as popular speakers who
sell books after speeches.

1.1.3 HISTORY

Publishing became possible with the invention of writing and became more practical upon the
introduction of printing. Prior to printing, distributed works were copied manually, by
scribes. Due to printing, publishing progressed hand-in-hand with the development of books.
Early printed books, single sheets and images which were created before 1501 in Europe are
known as incunables or incunabula. Eventually printing enabled other forms of publishing
beside books.

Historically publishing has been handled by publishers with the history of self-publishing
progressing slowly until the advent of computers brought us electronic publishing, which has
been made evermore ubiquitous from the moment the world went online with the internet.
The establishment of World Wide Web in 1989 soon propelled the website into a dominant
medium of publishing, as websites are easily created by almost anyone with internet access.
Since its start, the World Wide Web has been facilitating the technological convergence of
commercial and self-published content, as well as the convergence of publishing and
producing into online production through the development of multimedia content.

1.1.4 RECENT DEVELOPMENTS

The 21st century has brought some new technological changes to the publishing industry,
which includes e-books, print on demand, and accessible publishing. Google, Amazon.com
and Sony have been leaders in working with publishers and libraries to digitize books. As of
early 2011, Amazon’s Kindle reading device is a significant force in the market.

The ability to quickly and cost-effectively pint on demand has meant that publishers no
longer have to store books at warehouses, if the book is in low or unknown demand. This is a
huge advantage to small publishers who can now operate without large overheads and large
publishers who can now cost-effectively sell their backlisted items.

Accessible publishing uses digitization of books to mark up books into XML and then
produces multiple formats from this o sell to consumers, often targeting those with difficulty

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reading. Formats include variety larger print sizes, specialized print formats for dyslexia, eye
tracking problems and macular degeneration as well as Braille, DAISY, audiobooks and e-
books.

A further development is the growth of on-line publishing where no physical books are
produced. The e-book is created by the author and uploaded to a website from where it can be
downloaded or read by anyone.

An increasing number of authors are using niche marketing online to sell more books by
engaging with their readers online. These authors can use free services such as Amazon’s
CreateSpace to have their books available for worldwide sale. However, a consequence of
this change in the mechanics of book distribution is that there is now no mandatory check on
author skill or even their ability to spell, and any person with an internet connection can
publish whatever they choose, regardless of the literary merit or even basic readability of
their writing.

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1.2 COMPANY PROFILE

1.2.1 ABOUT THE COMPANY

S. Chand Group is one of the India’s oldest and largest publishing and education services
enterprise founded in 1983 by Shyam Lal Gupta and based in New Delhi. The Publishing
house print books for primary as well as higher education. It uses authors who are well
known in their respective areas. Since its inception, it has worked with more than 1200
authors and has delivered more than 7000 titles for students in schools, colleges, universities
and other higher education institutes across India and other countries.

S. Chand is a leading Indian education content company, delivering content, solutions and
services across the education lifecycle through their presence in three business segments:
Early Learning, K12 and higher Education. They have a strong foothold in the CBSE/ICSE
affiliated schools, with increasing presence in State Boa5rd affiliated schools across India.
They develop and nurture their relationships with customers by developing quality content
and educational innovations and in recent years have increased their focus on investing and
improving their digital offerings in each of their business segments.

1.2.2 BOARD OF DIRECTORS

1.
DESH RAJ DOGRA
Chairman and Independent Director

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2.
HIMANSHU GUPTA
Managing Director

3.
DINESH KUMAR JHUNJHNUWALA
Executive Director

4.
GAURAV KUMAR JHUNJHNUWALA
Non-Executive Director

5.
SAVITA GUPTA

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 Non-Executive Director

6.
DEEP MISHRA
Non-Executive and Nominee Director

7.
ARCHANA CAPOOR
Independent Director

8.
SANJAY BHANDARKAR
Independent Director

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1.2.3 VISION AND MISSION

The group is driven by vision and mission of being “a knowledge corporation” and move
forward in the publishing domain both print and digital. Group is racing ahead with the
mission of pioneering innovative publications in school segment, higher education,
management, engineering and vocational education.

Group aims at nurturing people at all levels by facilitating their growth and needs as it
thoroughly believes that people are the greatest strength to any organisation. It also aims at
being transparent in its vision, objectives, working and looks forward to honesty, integrity
and commitment. Experts and trains its people to take ownership of responsibilities entrusted.
This applies to professional commitments, promoting the culture of the organisation and
achieving organisational goals.

1.2.4 HISTORY

Our predecessor “S. Chand & Co.” was established over seventy years ago. Where we stand
today, is a result of years of dedication in Indian educational industry. Late Mr. Shyam Lal
Gupta, who was a driving force behind the establishments of federations and associations for
the Indian educational industry, founded the company in 1970 as “S. Chand & Co. Private
Limited”. Our company was recently converted into a public limited company and renamed
to “S. Chand and Company limited” in September 2016.

S. Chand was founded in 1939 at an insignificant by-lane of Chandni Chowk by Shyam Lal
Gupta as a part of nationalistic effort to provide a voice to Indian authors and educate India’s
population. In 1960 S. Chand established its own printing press. Reaping the benefits, the
company continued in investing technology moving from composition and offset printing to
the computer plate printing. By this time, Shyam Lal Gupta has gathered fame as one of the
pioneers of the Indian Publishing Industry. He was awarded the “Padam Shree” by the Indian
Government in 1969 and was elected to the Rajya Sabha from Bihar in 1972. He was also one
of the founder members of Federation of Indian Publishers and its first President.

In 1976, S. Chand entered the school text-book market. In 2006, S. Chand became the first
publishers in India to be certified for ISO 9001:2000.

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1.2.5 CORPORATE SOCIAL RESPONSIBILITY

Shyam Lal Charitable Trust was established by Shyam Lal Gupta into which the royalties of
the company’s 6 best-selling books was divested for furthering the cause of education and
medicine. The fund established the Shyam Lal Gupta College under the /university of Delhi
in 1964.

1.2.6 S. CHAND BUSINESS SEGMENTS

S. Chand has been a leading India education content company in terms of revenue from
operations in Fiscal 2016. With 58 branches and marketing offices and extensive distribution
system across India, their content reaches all the 29 states and 7 union territories. They also
export their printed content to over 19 countries and digital content to 5 countries in Asia, the
Middle East, Africa and other parts of the World. The strength lies in the effort of their
2,700+ employees, some having more than 20 years of experience which helps them in
reaching out to their customers and maintaining its growth.

1. K-12
We are leading Indian K-12 Education Content Company. Our K-12 content portfolio
is offered to students from age four through eighteen years and includes numerous
instructional resources across hundreds of programs, covering nearly all subjects in
the K-12 segment. Our prestigious brands include some of the best-selling and
popular print content, such as

a. S. Chand: Its story is about what makes an organisation grow at a heady pace,
expand its horizon, build a prestigious brand and stand tall amidst its competition.
They invite quality manuscripts and invite authors to publish with them.

b. Madhuban: Madhuban Educational books are leading school text book publisher
in India focusing on activity-oriented and syllabus-based books for K-12. At
Madhuban, commitment to learning is a byword. Since, its inception in 1976, the
organisation has kept pace with ever changing and growing academic needs of
schools.

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 Their unwavering love for children and the desire to produce the best learning
tools for them form the core of our publishing programme. It is this desire that
manifests in their products. At Madhuban, we make it their need to understand the
needs of both teachers and students.

c. New Saraswati House: New Saraswati House (India) Pvt Ltd is amongst the
leading publication houses in India, catering to the K-12 segment. The
organisation has a wide variety of school textbooks that are based on the latest
education pedagogies and the current education system. They aim to create
innovative study material that is learner-centric and supports in making life-long
learners. They also have digital content with a number of series which supports
the books and aims at holistic development of students. Along with the support
material of students, they also provide excellent support material for teachers in
the form of teacher’s manual.

d. Chhaya Prakashani: Chhaya Prakashani is the largest publisher in terms of reach

in eastern India and it evokes feelings of trust that has matured over the years. For
more than 20 years, they have been delivering quality textbooks. Its aim is the
intellectual development of all students and it remains committed towards
constant improvement of its books.

e. Mylestone: Mylestone is a mission to transform the quality of teaching in Indian

schools and make the entire schooling process enriching, beneficial and future-
oriented. Mylestone comes as a comprehensive educational solution for K-12
catering to students, teachers, parents and the school management. The Mylestone
curriculum, once implemented in a school, ensures that students became active
participants in the learning process instead of being just passive recipients of
information.

2. HIGHER EDUCATION
Our Higher Education segment is the second largest by consolidated revenue
comprises of two components: Test Preparation and college and university/technical
and professional. We have also invented in startups offering digital solutions in test
preparations. It includes:

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 a. S. Chand Publishing: Its story is about what makes an organisation grow at a
heady pace, expand its horizon, build a prestigious brand and stand tall amidst its
competition. They invite quality manuscripts and invite authors to publish with
them.

b. Vikas Publishing House: Vikas Publishing House, a leading name in the higher
education publishing specializes in the publication of academic and reference
books in the areas of engineering, management, computer science, education and
humanities. With over 1200 titles, many of our publications as recommended in
top business schools, technical universities, engineering colleges, as well as in
undergraduate and post graduate courses all over India.

3. EARLY LEARNING
Our Early Learning business caters to our youngest customer market (0-4 years of
age) and exposes them to our brands, products and services at the beginning of their
student career. We have early learning brands targeted to specific product and service
categories. Our brands include:

a. BPI Pvt Ltd: It was established in 1999 with a mission to provide early learning
solutions to kids and parents. In a short span of time, BPI created a name in the
children’s book publishing industry, facilitating learning the fun way, it later
diversified into fun based educational aids such as puzzles, board games,
stationery and more.
Stepping up the ladder of success, BPI became a part of one of India’s leading
publishers – S. Chand Group.
S. Chand has built an unmatched equity by publishing quality books from primary
level to higher academics for over 7 decades.

b. Smartivity: Smartivity labs are driven by the mission to make learning “smarter”
for children by designing educational DIY toys for children between 3 to 14 years
of age. It designs toys, engagement activities and playful learning tools that serve
as a bridge between the physical and the digital worlds for children.

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4. DIGITAL AND SERVICE OFFERINGS
We focus on digital education across our K-12 and Higher Education business
segments. Over last three years, we have coupled our print content with digital and
interactive methods of learning, thereby providing with flexibility in the delivery of
content to students. Our aim is to lead the transition to digital in the knowledge
industry.

a. DS digital: DS Digital an S. Chand group company (one of India’s oldest and

largest publishing and education service provider) envisions of understanding the
dynamics of modern day learning requirements and developing educational
technology solutions that can empower both teachers and learners alike while
redefining the domain of classroom management.
DS Digitals product range comprises of digital classrooms, tablet solutions, hands
on lab, language lab and teacher trainings.

b. Smartivity: Smartivity labs are driven by the mission to make learning “smarter”
for children by designing educational DIY toys for children between 3 to 14 years
of age. It designs toys, engagement activities and playful learning tools that serve
as a bridge between the physical and the digital worlds for children.

c. My Study gear

d. Ignitor: Edutor technologies were founded in 2009 with the aim of leveraging
emerging mobile and touchscreen technology in education. Its core offering
IGNITOR, has enabled several institutions to move to the future of learning
effectively with robust on site implementation. They have strong relationships
with all leading publishers – they work on addressing some of their technology
needs and expand their digital business.

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1.2.7 HR POLICIES

Human resource policies are continuing guidelines on the approach an organisation intends to
adopt in managing its people. They represent specific guidelines to HR managers on various
matters concerning employment and state the intent of the organisation on different aspects of
Human Resource Management such as recruitment, promotion, compensation, training,
selections etc. They therefore serve as a reference point when human resources management
practices are being developed or when decisions are being made about an organisation’s
workforce.

HR Policies provides generalised guidance on the approach adopted by the organisation and
therefore its employees, concerning various aspects of employment.

The HR Policies of “S. Chand Group” are divided into three categories:

 Talent Management Policies

Talent management is an organisation’s ability to recruit, retain and produce the most
talented employees available in the job market.
It includes various policies like:
 Staffing
 Sourcing
 Internal job posting
 Reference check
 Offer letter
 Pre-joining
 Joining preparation
 Joining
 Appointment letter
 Induction program
 Probation and confirmation
 Re-hire policy
 Performance management system
 Campus connect program

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 Governance Policies
Governance polices provide a legal framework by which a firm is controlled and
directed.
It includes various policies like:
 Working hour policy
 Dress policy
 Business travel policy
 Transfer policy
 Leave policy
 Disciplinary policy
 Employee grievance policy
 Anti-corruption and Bribery policy
 Whistle blower policy
 Code of conduct for board and senior level employees
 Corporate social responsibility policy
 External communication policy
 Policy for blue collared staff

 Welfare Policies
Welfare policies are defined as acts, laws and rules that help to improve the lives of
people in an organisation.
It includes various policies like:
 Lunch policy
 Marriage gift policy
 Pink circle
 Policy on prevention of sexual harassment at workplace
 Employee welfare fund policy
 Policy on advance against salary
 Diwali festival celebration
 Employee involvement activities
 Mobile policy
 Separation policy

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1.3 LITERATURE REVIEW

PAWAN S. BUDHWAR (August 1, 2000)

Research suggests that a number of factors influence human resource management (HRM),
policies and practices. This article reports the empirical results of a study designed to
examine and highlight the main contingent variables and national factors influencing Indian
HRM. The investigation is based on a questionnaire survey carried out in 137 Indian firms in
the manufacturing sector. The results suggest a number of significant correlations between a
set of contingent variables (i.e., age, size, ownership, life cycle stage and HRM strategies of
an organization, type of industry and union membership) and four HRM functions of
recruitment and selection, training and development, compensation and employee
communication. Similarly, four national factors (namely national culture, institutions,
dynamic business environment and business sector) are suggested, which influence Indian
HRM policies and practices. The study has a number of implications both for academics and
practitioners. It has also opened avenues for future research

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 CHAPTER-2

RESEARCH OBJECTIVES AND

METHODOLOGY

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2.1 RESEARCH OBJECTIVES OF THE STUDY

 To study the major HR Policies adopted by the mangers of the organisation.

 To know employer attitude towards the compensation system and welfare policies.
 To study the amendments made in the HR policy manual.
 To know how frequently the organisation changes its policies.
 To incorporate the amendments in base policy.

2.2 RESEARCH METHODOLOGY

It is a way to systematically solve the research problem. It may be understood as a science of

studying how research is done scientifically. In it we study the various steps that are generally
adopted by the researcher in studying his research problems along with the logic behind
them. It is necessary for the researcher to know not only the research methods/techniques but
also the methodology. Researchers not only need to know how to develop certain tests or
how to apply particular research techniques, but they also need to know which of these
methods or techniques are relevant and which are not, and what would they mean and
indicate.

2.3 RESEARCH DESIGN

A research is a set of methods and procedures used in collecting and analysing measures of
the variables specified in the research problem. A research design is the set of methods and
procedures used in collecting and analysing measures of the variables specified in the
research problem. The design of the study defines the study type (correlational, semi-
experimental, experimental, review, meta-analytic) and sub-type (e.g. descriptive;
longitudinal case study); research problem, hypothesis, independent and dependent variables,
experimental design, and is applicable data collection methods and a statistical analysis plan.
Research design is the framework that has been created to find answers to research questions.

Most commonly used three designs are:

1. Descriptive Research: It is used to describe characteristics of a population or

phenomenon being studied. The objective of descriptive research is to describe the
characteristics of various aspects, such as the market potential for a product/company

18
 or the demographics and attitudes of consumers who buy the product with the help of
primary data collected.
2. Exploratory Research: It is conducted for a problem that has not been clearly defined.
It helps determine the best research design, data collection method and selection of
subjects. It should draw definite conclusions only with extreme caution.
3. Casual Research: It is conducted in order to identify the extent and nature of cause
and effect relationships. To determine causality, it is important to observe variation in
the variable assumed to cause the change in the other variables and the measure the
change in the other variables. This type of research is very complex and the researcher
can never completely certain that there are no factors influencing the casual
relationship, especially when dealing with people’s attitude and motivation.

2.3.1 APPROACH USED IN PRESENT STUDY:

In the study combination of two research designs have been used that is:

 Descriptive Research: It is used to describe characteristics of a population or

phenomenon being studied. The objective of descriptive research is to describe the
characteristics of various aspects, such as the market potential for a product/company
or the demographics and attitudes of consumers who buy the product with the help of
primary data collected.
 Casual Research: It is conducted in order to identify the extent and nature of cause
and effect relationships. To determine causality, it is important to observe variation in
the variable assumed to cause the change in the other variables and the measure the
change in the other variables. This type of research is very complex and the researcher
can never completely certain that there are no factors influencing the casual
relationship, especially when dealing with people’s attitude and motivation.

2.3.2 GENERAL PURPOSE OF RESEARCH DESIGN

The purposes and criteria for formulating a design of research, conditions for judging
causality, and use of research design as a control of variance are discussed. The purpose of a
research design is to provide a plan of study that permits accurate assessment of cause and
effect relationships between independent and dependent variables. The classic controlled

19
experiment is an ideal example of good research design. Factors that jeopardize the
evaluation of the effect of experimental treatment (internal validity) and the generalizations
derived from it (external validity) are identified. Sources of variance can be controlled by
eliminating a variable, randomization, matching, or including a variable as part of the design.
A research project should be so designed that

(1) It answers the questions being investigated

(2) Extraneous factors are controlled

(3) The degree of generalization that can be made is valid.

2.3.3 TYPES OF RESEARCH

1. DESCRIPTIVE DESIGN: It is often used as a pre-cursor to more quantitative

research designs with the general overview giving some valuable pointers as to what
variables are worth testing quantitatively. Descriptive studies can yield rich data that
lead to important recommendations in practice. Approach collects a large amount of
data for detailed analysis.

2. EXPERIMENTAL DESIGN: A blueprint of the procedure that enables the researcher

to maintain control over all factors that may affect the result of an experiment. In
doing this, the researcher attempts to determine or predict what may occur.
Experimental research is often used where there is time priority in a causal relationship
(cause precedes effect), there is consistency in a causal relationship (a cause will
always lead to the same effect), and the magnitude of the correlation is great. The
classic experimental design specifies an experimental group and a control group. The
independent variable is administered to the experimental group and not to the control
group, and both groups are measured on the same dependent variable. Subsequent
experimental designs have used more groups and more measurements over longer
periods. True experiments must have control, Evidence-Informed Policy-Making
Training Curriculum 5 randomization, and manipulation.

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 3. PHILOSPHICAL DESIGN: This method makes use of the tools of argumentation
based on philosophical traditions, concepts, models, and theories to critically explore
and challenge, for instance, the relevance of logic and evidence in academic debates,
to evaluate arguments about fundamental problems, or to discuss the cause of existing
discourse about a research problem.

4. OBSERVATIONAL DESIGN: This kind of research design draws a conclusion by

evaluating subjects against a control group, in situations where the researcher doesn’t
have control over the experiment. There are a couple of general types of observational
designs. In direct observations, people realize that you are watching them. Unobtrusive
measures include any way of studying behaviour where individuals have no idea they
are being observed. An observational study allows a good insight into a phenomenon
and eliminates the ethical and practical complications of establishing a large and
cumbersome research project.

5. CROSS-SECTIONAL RESEARCH DESIGN: It has 3 exclusive features: no time

dimension, reliance upon present differences rather than change following
intervention; and, groups are chosen according to existing differences as opposed to
random allocation. The cross-sectional design can only measure differences between
or from among a number of people, subjects, or phenomena instead of change. As a
result, researchers employing this design can only use a relative passive approach to
making causal inferences based on findings.

2.4 DATA COLLECTION

The goal for all data collection is to capture quality evidence that then translates to rich data
analysis and allows the building of a convincing and credible answer to questions that have
been posed. Data collection is the process of gathering and measuring information on targeted
variables in an established systematic fashion, which then enables one to answer relevant
questions and evaluate outcomes. Data collection is a component of research in all fields of
study including physical and social sciences, humanities, and business. While methods vary
by discipline, the emphasis on ensuring accurate and honest collection remains the same. The

21
goal for all data collection is to capture quality evidence that allows analysis to lead to the
formulation of convincing and credible answers to the questions that have been posed.

2.4.1 IMPORTANCE OF DATA COLLECTION

Regardless of the field of study or preference for defining data (quantitative or qualitative),
accurate data collection is essential to maintaining the integrity of research. Both the selection
of appropriate data collection instruments (existing, modified, or newly developed) and
clearly delineated instructions for their correct use reduce the likelihood of errors occurring.

A formal data collection process is necessary as it ensures that the data gathered are both
defined and accurate and that subsequent decisions based on arguments embodied in the
findings are valid. The process provides both a baseline from which to measure and in certain
cases an indication of what to improve.

2.4.2 SOURCES OF DATA COLLECTION

Data can be defined as the quantitative or qualitative values of a variable. Data is plural of
datum which literally means to give or something given. Data is thought to be the lowest unit
of information from which other measurements and analysis can be done. Data can be
numbers, images, words, figures, facts or ideas. Data in itself cannot be understood and to get
information from the data one must interpret it into meaningful information. There are
various methods of interpreting data. Sources of data collection can broadly be classified into:

 PRIMARY DATA: Primary data is first-hand information gathered directly from the
source and close to the truth. This data can be collected through experiments,
observations, and interviews through mails, telephones, emails or personal interviews.
The primary data used in this study was collected through interviews and
questionnaires. These companies were chosen based on some specific qualities they
have and all could give us different point of views on the subject because of those
qualities.
 SECONDARY DATA: Secondary data are information that already exists, collected
by others. These could be in form of books, journal articles, online data sources such
as web pages of companies, etc. This data was collected through Internet (web pages

22
 and articles) and books. To make primary data collection more specific, secondary
data will help to make it more useful. It helps to improve the understanding of the
problem.

For this study both primary and secondary data is used to draw out the conclusion.

2.5 SAMPLING

In statistics, quality assurance, and survey methodology, sampling is concerned with the
selection of a subset of individuals from within a statistical population to estimate
characteristics of the whole population. Two advantages of sampling are that the cost is lower
and data collection is faster than measuring the entire population.

Each observation measures one or more properties (such as weight, location and colour) of
observable bodies distinguished as independent objects or individuals. In survey sampling,
weights can be applied to the data to adjust for the sample design, particularly stratified
sampling. Results from probability theory and statistical theory are employed to guide the
practice. In business and medical research, sampling is widely used for gathering information
about a population. Acceptance sampling is used to determine if a production lot of material
meets the governing specifications.

The sampling process comprises several stages:

1. Defining the population of concern

2. Specifying a sampling frame, a set of items or events possible to measure
3. Specifying a sampling method for selecting items or events from the frame
4. Determining the sample size
5. Implementing the sampling plan
6. Sampling and data collecting

2.5.1 SAMPLING TECHNIQUE

For this study convenience sampling has been used:-

CONVINIENCE SAMPLING: A convenience sample is a type of non-probability sampling

method where the sample is taken from a group of people easy to contact or to reach. For
example, standing at a mall or a grocery store and asking people to answer questions would

23
be an example of a convenience sample. This type of sampling is also known as grabbed
sampling or availability sampling. There are no other criteria to the sampling method except
that people be available and willing to participate. In addition, this type of sampling method
does not require that a simple random sample is generated, since the only criterion is whether
the participants agree to participate.

2.5.2 SAMPLE SIZE

Sample size is an important concept in statistics, and refers to the number of individual pieces
of data collected in a survey. A survey or statistic's sample size is important in determining
the accuracy and reliability of a survey's findings.

The sample size of the survey conducted for this project is 60.

24
 CHAPTER – 3

DATA PROCESSING, ANALYSIS

AND INTERPRETATION

25
1 Are you satisfied with the recruitment process of the company?

Table 1

PARTICULARS NUMBER PERCENTAGE

Yes 52 86.7%
No 8 13.3%

Figure 1

Recruitment process

13%

87% Yes
No

INTERPRETATION:

From the above table and pie chart we can interpret that 86.7% people are satisfied with the
currently followed recruitment process of the company, while the other 13.3% are not fully
satisfied with the recruitment process prevailing in the company.

26
2 How the management reacts to complaints?

Table 2

PARTICULARS NUMBER PERCENTAGE

Fast 28 46.7%
Moderate 21 35%
Slow 11 18.3%

Figure 2

Reaction to complaints

18%

47%

Fast
Moderate
35%
Slow

INTERPRETATION:

From the above table and pie chart we can interpret 46.7% employees feel that the
management reacts faster towards their complaints, 35% feel that management reacts
moderately towards their complaints while the other 18.3% feel that management is slow
when it comes to managements reactions towards their complaints.

27
3 Are you satisfied with the leave policy of the organisation?

Table 3

PARTICULARS NUMBER PERCENTAGE

Yes 37 61.7%
No 23 38.3%

Figure 3

Leave Policy

38%

62% Yes
No

INTERPRETATION:

From the above table and pie chart we can interpret that 61.7% employees are happy with the
leave policy prevailing in the organisation while the other 38.3% are not.

28
4 Do you think your HR Policies helps in building good relations?

Table 4

PARTICULARS NUMBER PERCENTAGE

Yes 56 93.3%
No 4 6.7%

Figure 4

Good Relations

7%

Yes
No

93%

INTERPRETATION:

From the above table and pie chart we can interpret that 93.3% employees feel that the HR
policies of S. Chand helps in building good relations while the other 6.7% feel that the
policies are not helpful in building good relations.

29
5 Are you satisfied with the background checks conduct for employees?

Table 5

PARTICULARS NUMBER PERCENTAGE

Yes 46 76.7%
No 14 23.3%

Figure 5

Background Checks

23%

Yes
No
77%

INTERPRETATION:

From the above table and pie chart we can interpret that 76.7% employees are satisfied with
the background checks conducted by the HR department while the other 23.3 % are not
satisfied with the background checks conducted by the HR Department.

30
6 Are you satisfied with the working conditions prevailing in the company?

Table 6

PARTICULARS NUMBER PERCENTAGE

Yes 51 85%
No 9 15%

Figure 6

Working Conditions

15%

Yes
No

85%

INTERPRETATION:

From the above table and pie chart the 85% employees are satisfied with the working
conditions prevailing in the organisation while the other 15% are not satisfied with the
working conditions prevailing in the organisation.

31
7 Are you satisfied with the welfare policies adopted by the organisation?

Table 7

PARTICULARS NUMBER PERCENTAGE

Yes 48 80%
No 12 20%

Figure 7

Welfare Policies

20%

Yes
No
80%

INTERPRETATION:

From the above table and pie chart we can interpret 80% employees are satisfied with the
prevailing welfare policies while the other 20% are not satisfied with the working conditions
prevailing in the organisation.

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8 How frequently your organisation changes the policy?

Table 8

PARTICULARS NUMBERS PERCENTAGE

After Government order 29 48.7%
Annually 17 28.3%
After 6 months 14 23%

Figure 8

Changes in policy

28%

49%
After government order
Annually

23% After 6 months

INTERPRETATION:

From the above table and pie chart we can interpret that 48.7% employees believe that the
organisation changes its policies after the government order, 28.3% employees believe that
the policies are changed annually while the other 23% believe that after 6 months the policies
are changed by the organisation.

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9 What is the major impact of HR policies?

Table 9

PARTICULARS NUMBER PERCENTAGE

Good Relations 28 46.7%
Productivity 20 33.3%
Reduced Turnover 12 20%

Figure 9

Impact of HR Policies

20%

47%
Good Relations
Productivity
33% Reduced Turnover

INTERPRETATION:

From the above table and pie chart we can interpret that 46.7% employees feel that HR
policies impacts in building good relations, 33.3% employees feel that the policies impacts
the productivity while the other 20% believe that the policies impacts in reduction in turnover
of the organisation.

34
10 For employees performance is the training need evaluated in the organisation?

Table 10

PARTICULARS NUMBER PERCENTAGE

Yes 52 86.7%
No 8 13.3%

Figure 10

Training Need

13%

Yes
No

87%

INTERPRETATION:

From the above table and pie chart we can interpret that 86.7% employees believe that the
organisation evaluates the training need for the better performance of employees while the
other 13.3% employees feel that the training need is not evaluated in the organisation.

35
 4. FINDINGS

The findings of the study are as:

1. The working conditions prevailing in the company are satisfactory and keep the
employees happy and motivated.

2. The management not only acknowledges the complaints of the employees but also
finds solution for the same.

3. The employees prefer a more strict background checks for the new joiners in the
company.

4. The employees are happy with the prevailing welfare policies adopted by the
company.

5. The company has a suggestion and complaint box through which the employees can
share their views and opinions.

6. After every Government order the company does necessary alterations in the policy
manual.

7. As per the survey results, the major impact of company’s HR policies is in the form of
good relations amongst the employees.

8. The company also evaluates the training need for the betterment in the performance of
employee to achieve the organisational objectives efficiently.

36
 5. LIMITATIONS

A few limitations and constraints came in the way of conducting the study:

1. Due to the time constraint, the research for this project had to be limited.

2. Sample size selected may not be the true representative of the company.

3. Analysis was done based upon the personal opinion of respondents individually, not
from any focused groups.

4. Due to inaccessibility to all the needed sources, the research for this project had to be
limited.

5. Collecting data through questionnaire from employees was time consuming.

37
 6. CONCLUSION

Human Resource Management is concerned with the people element in management. Since
every organization is made up of people, acquiring their services, developing their skills,
motivating to high level of performances and ensuring that they continue to maintain their
commitments to the organisation which are essential to achieve organisational goals.

The HR policies are a tool to achieve employee satisfaction and thus highly motivate
employees to fulfil organisational goals. The policy grooms every individual to realize their
potential in all facets while contributing towards organisational goals. It helps in building
good relations and fosters team spirit and team work in the organisation. The policy
implements equitable, scientific and objective system of rewards, incentives and control. The
employees understand how their work goals are related to company goals and how they
achieve their personal goals along with contributing towards the attainment of organisational
goals. The policy of the company provides the facilities for all round growth of individuals by
training in-house and inspires them to do their best work every day.

After having analysed the data, it was observed that the organisation should focus on mentor
system intend to help the employees in their career progression. It must provide opportunities
for self-development of employees and train people and help them in recognizing suggestion
opportunities and making suggestions.

38
 7. SUGGESTIONS AND RECOMMENDATIONS.

After having analysed the data, it was observed that the following should be taken care of:

1. The organisation should focus on mentor system intended to help the employees in
their career progression.

2. Management must provide opportunities for self-development of employees.

3. Freedom of Expression.

4. Time period for conducting the recruitment and selection should be revised, so that
the exercise becomes a continuous phenomenon.

5. Transparency should be ensured through the discussion about the employee’s

performance with the concerned supervisor and try to find the grey areas so that
training can be implemented to improve the respective areas.

39
 8. BIBLIOGRAPHY

(1 February 2014). Definition of HR. investopedia.com.

(14 July 2008). 01. 140. 40 : Publishing. International Organisation for Standardization.

(2016). Business Segments. schandgroup.com.

(2018). History of S. Chand. India: The Economic Times.

A, L. P. (2016). Sampling and Evaluation.

Armstrong, M. (2001). A handbook of Human Resource Management Practice. London.

C, B. G. (2009). Marketing Research : Research Design 4th Edition. McGraw Hill

Education.

C, R. (1993). Real World Research : A research for social scientists & practioners -
researchers. Malden: Blackwell Publishing.

Durai, P. (2010). Human Resource Management. India: Dorlin Kinderslley Pvt.

Eisenstein, E. L. (1980). The Printing Press as an agent of change. Cambridge University

Press.

Hugh, C. (1911). Publishing. Cambridge University Press.

J, B. (1999). Doing your Research Project. Buckingham: OUP.

Jupp, D. R. (n.d.). Data Collection and Analysis.

Kumar, R. (2005). Research Methodology : A step by step guide for Beginners. Pearson
Education.

Mishra, U. (29 August 2013). S. Chand India's Fastest Growing Educational Publsher. India:
Forbes.

Porter, W. W. (2004). Multiple surveys of students and survey fatigue. San Francisco.

Publishers, S. (5 March 2016). schandgroup.com.

40
Publishers, S. C. (2016). Business, Vision & Mission, Board of Directors, CSR. India:
schandgroup.com.

Salant Priscilla, I. D. (1994). How to conduct your own survey.

Weimer, J. (1995). Research Techniques in Human Engineering. Englewood Cliffs, New

Jersey.

Budhwar, P. S. (August 1, 2000). Determinants of HR Policies and Practices in India: An

Empirical Study. University of Cardiff, Wales: Sage Journals.

41
ANNEXURE

42
 QUESTIONNAIRE

Name:

Gender:

Contact number:

Please spare a few minutes of your valuable time to answer this simple questionnaire.

1. Are you satisfied with the recruitment process of the company?

a. Yes
b. No

2. How the management reacts to complaints?

a. Fast
b. Moderate
c. Slow

3. Are you satisfied with the leave policy of organisation?

a. Yes
b. No

4. Do you think your HR Policies helps in building good relations?

a. Yes
b. No

5. Are you satisfied with the background checks conduct for employees?
a. Yes
b. No

43
6. Are you satisfied with the working conditions prevailing in the company?
a. Yes
b. No

7. Are you satisfied with the welfare policies adopted by the organisation?
a. Yes
b. No

8. How frequently your organisations change the policy?

a. After government order
b. Annually
c. After 6 months

9. What is major impact of HR policies?

a. Productivity
b. Reduce turnover
c. Good relations

10. For employee performance is the training need evaluated in your organisation?
a. Yes
b. No

44