Vol 10, Issue 12, DEC/ 2019

ISSN NO: 0377-9254

A STUDY ON PERCEPTION OF EMPLOYEE ON

ORGANIZATION HR PRACTICES
1
T Sankeerthana , MBA II year (HR), Malla Reddy Engineering College for Women
[email protected]
2
Chaitanya Kalidindi, Asst Prof, Dept. of MBA, Malla Reddy Engineering College for
Women, Secunderabad, India, E-mail: [email protected]
ABSTRACT: Employees perception is formed by
organizational roles, styles of leadership, styles of the quality of leader. To understand the extent to
communication at the workplace etc. and so it is which the perception enhances the employee in an
very important that the organization be able to form organization. It also states the factors of perception,
the correct perception in the minds of its primary and secondary objectives, and features of
employees. This was to test the hypothesis and the organization and HR practices based on employee
relations between fairness perception of human commitment in an organization.
resource (HR) practices and organizational KEYWORDS: Perception of Employees,
commitment which are affected by Organization, HR Practices

1. INTRODUCTION According to Robbins, perception can be

Employee perception on Organizational HR defined as process by which individuals
practices, commonly known that human resource organize and interpret the sensory impressions
of an organization is important capital. It plays a in order to give meaning to their environment.
significant role and largely determines success
MEANING
and failure of a company in a particular industry.
HRM is widely defined as a field of professional When an individual looks at a target and
practice and organizational activities. HR attempts to interpret what he or she sees that
management as the tremendous relevance to interpretation is heavily influence by the
productivity of industry. Since managing human personal characteristics of the individual
resources is highly challenging as compared to perceiver. Personal characteristics that effect
managing technology or capital and for its perception include a person’s attitudes,
effective management. personality, motives, interests, past experience
and expectations.
2. PERCEPTION OF EMPLOYEE

FACTORS INFLUENCING

PERCEPTION
An organization is an entity comprising
PRIMARY OBJECTIVE multiple people, such as an institution or an
association, which has a particular purpose.
To understand the employee perception
All organizations as a management
with regard to various organizational
structures that determines relationships
aspects.
FEATURES OF ORGANISATION
SECONDARY OBJECTIVE
 Composition of Interelated Individuals.
 To know the level of employee
satisfaction based on their perception.
 Deliberate and Conscious Creation and
3. ORGANIZATION

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 Vol 10, Issue 12, DEC/ 2019
ISSN NO: 0377-9254
4. HR PRACTICES  To learn what the employees perceive
about the management.

 To know about the interpersonal

relationship among the workers.

 To identify various other factors

influencing employee perception.

between the different activities and the

 Strategic Management: The strategic members, and subdivides and assign roles,
management process is responsibilities, and authority to carry out
a management technique used to plan for the different tasks. Organizations are open
future: Organizations create a vision by system – they effect and are effected by
developing long-term strategies. This helps their environment.
identify necessary processes and resource
allocation to achieve those goals. Recreation.
 Workforce Planning and Employment  Achievement of Common Objectives.
(recruitment and selection):Recruitment and
Selection is an important operation in HRM,  Division of Work.
designed to maximize employee strength in
 Coordination
order to meet the employer's strategic goals
and objectives. It is a process of sourcing,
screening, shortlisting and selecting the right
candidates for the required vacant positions.

 Human Resource Development (training &

development): Training and Development is
a subsystem of an organization which
emphasize on the improvement of the
performance of individuals and
groups. Training is an educational process
which involves the sharpening of skills,
concepts, changing of attitude and gaining
more knowledge to enhance the performance
of the employees

 Total Rewards (compensation & benefits):

Compensation and benefits refers to
the compensation/salary and other monetary
and non-monetary benefits passed on by a
firm to its employees. Compensation and
benefits is an important aspect of HRM as it
helps to keep the workforce motivated.  Policy Formulation: Policy formulation is the

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 Vol 10, Issue 12, DEC/ 2019
ISSN NO: 0377-9254
development of effective and acceptable Findings
courses of action for addressing what has been The principle outcomes of employee
placed on the policy agenda. perception is where individuals are heavily
 Employee and Labor Relations: The influenced by the personal characteristics through
Employee and Labor Relations function of the the perceiver. It also determines the individual’s
Human Resources Department is commonly authority to carry out various tasks in an
associated with matters such as investigations, organization. Through HR practices it shows the
counseling and disciplinary actions, but that commitment in an organization.
certainly is not its primary mission
Suggestions
 Risk Management: Risk management is the By managing HR practices and using their
process of identifying, assessing and benefitsare more important to sustain in an
controlling threats to an organization's capital organization. Personal characteristics are one of
and earnings. These threats, or risks, could the requirement for progress. It must be self-
stem from a wide variety of sources, including managed through effective teams, there must be
financial uncertainty, legal liabilities, highly contingent compensations for an employee,
strategic management errors, accidents and and effective workforce planning must be
natural disasters. implemented. Implementation is to be carried
between Total rewards strategies.
Employee Perception of HR Practices(Impact
on Commitment to the Organization) Conclusion
The highly competitive environment of Theconclusionofthisstudyshowstheemployee’sperc
today's business organizations underlines the eption towards organizational HR practices.By the
importance of developing an efficient and perception, it also signifies the personal
productive work force and then retaining it. characteristics of the employees such as attitudes,
Research has identified various factors affecting personality, motives and interests. It also
employee retention and employee commitment determines the relationship between the different
which has emerged as a significant contributor activities of the members. It also signifies the best
towards an employee's decision to stay or leave an HR practices of an organization. These practices
organization. Human Resource Management are important to carry out different tasks between
Practices (HRMPs) of an organization is an the employees in an organization. Through
important post-entry variable that can affect the perception, it shows the commitment in the
commitment of the employees towards their organization.
organization. The evidence in the literature
suggests that it was not the human resource REFERENCES
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