CHAPTER 1

INTRODUCTION:

Organization is a place where the entire employees are going to work together.
Commonly in any organization perception towards the work and organizational Human
Resource practices play the very important role. Human Resource practices in organization
describe about the perception of the employee towards the job and organization. In my
internship study I focused on the Human Resources practices and Culture of the Sri
Mahalakshmi Hardwares, it is situated in Kanchipuram District.

In any organization HR practices play the very important role in the development of
the organization and it keep the employee happy with their work. Organization working culture
is going to define the employee perception about the organization and HR Practices. In a
present situation many organizations are focusing to create employee friendly environment and
working condition. Due to the bad Culture and unfriendly HR practices employees are leaving
their job or they change their work from one organization to another organization and its also
somewhere becoming the trend of the employees in the organization.

The best HR practice in an organization is going to create a good working culture of

the organization. This study brings about the organization culture and HR aspects of the
employee’s in the factory. The culture of the organization consists of the values and beliefs of
the people in an organization that support the organizational goals, Organizational culture have
an impact on employees satisfaction. This also describes different dimensions of organizational
performance. Research shows that if employees are committed or having the same norms and
values per organization have, can increase the performance towards achieving the overall
organizational goals.

1
 The review states that various attributes of organization culture have the positive
influence on the performance of the employees in an organization. The organization culture is
the system of shared meaning held by members distinguishes another organization from
another organization. The system shared meaning is key characteristics that organization
values.

TOPIC CHOSEN FOR THE STUDY

For my internship work in the Sri Mahalakshmi Hardwares, I chosen the topic
“EMPOLYEE PERCEPTION ABOUT ORGANIZATON HR PRACTICES AND
CULTURE”.

NEED FOR THE STUDY:

❖ A best organizational HR Practices and culture is essential to understand the

employee’s perception towards the organization.
❖ Understanding the employee’s perception in the organization.

❖ HR Practices and Culture are different from organization to organization, so

improving organizational culture to promote the employees for doing the
work.

❖ Organizational culture is changing according to the working condition of the

company for that reason company should update to their employees.

❖ Creating and developing the employee friendly Culture and environment.

❖ Improve the productivity and quality of work.

2
OBJECTIVES OF THE STUDY:

❖ To study the HRM practices in a Company.

❖ To analyse the ethical and cultural context of the Company.

❖ To study the existing culture of the organization and its impact on employees behaviour.

❖ To know the employees and employers relationship in the organisation.

❖ To know the satisfaction level of employees on employee perception.

SCOPE OF THE STUDY:

The scope of the study is vast; the study aims to understand the Sri Mahalakshmi
Hardwares HR practices and culture of the Organisation. The main purpose of study is focus
on the HR Practices and culture of the Sri Mahalakshmi Hardwares and learns about those HR
Practices and culture in the Organisation.

It extremely important that company should provide and give the good HR polices
and set employee friendly environment in the Organisation.

3
LIMITATION OF THE STUDY:

• The primary collection of the data was time consuming, as the employees were busy.

• The total time allotted by the company to do project.

• Major limitation of this report is time constrains.

• While collecting data, they did not disclose much information due to the confidentially
of the organization.

• For Understanding culture of the organization few employee and HR Managers were
busy to answer all the questions, they were undergone by taken small interview about
the company.

4
 CHAPTER 2

METHODOLOGY ADOPTED:

The research design is the arrangement of conditions for collection and analysis of
data. The research design is undertaken for the study in descriptive. In which collected data
from the employee in the organization by asking the open-ended questions.

RESEARCH TYPE - DESCRIPTIVE RESEARCH

SAMPLING METHOD:

SIMPLE RANDOM SAMPLING

A Simple random sample is a subset of a statistical population in which each member

of the subset has an equal probability of being chosen. An example of a simple random sample
would the names of 50 employees being chosen out of a company of 250 employees.

5
Sources of Data: -

1. Primary Data

Primary data is collected for the first time by the employees of the Organisation by
questionnaire method. It’s a first-hand data and fresh, in which for collecting the data from
60 employees are chosen as a sample. Survey is conducted through google forms on or after
the employee working hour. By receiving the responses from the employees, the primary
data is collected.

2. Secondary Data

In which data is collected from the followings,

• Internet

• Brochures

These are the main sources in collecting the secondary data, some of the data is
collected from the previous projects report.

6
 CHAPTER 3

LITERATURE REVIEW:

Organizational culture is conceptualized as shared beliefs and values within the

organization that helps to shape the behaviour patterns of employees (Kotter and Heskett,
1992). Gordon and Cummins (1989) define organization culture as the drive that recognizes
the efforts and contributions of the organizational members and provides holistic understanding
of what and how to be achieved, how goals are interrelated, and how each employee could
attain goals. Hofstede (1990) summarizes organization culture as collective process of the mind
that differentiates the members of one group from the other one.

Thus, we can deduct from above definitions that organizational culture could be the
means of keeping employees in line and acclimatizing them towards organizational objectives.
Deal and Kennedy, (1982) recognizes the link between culture and organizational excellent
performances via its human resource development programmers. These cultural values and
human resource development programmer are consistent with organizational chosen strategies
that led to successful organizations.

According to Martins and Terblanche (2003), culture is deeply associated with values
and beliefs shared by personnel in an organization. Organizational culture relates the
employees to Organization’s values, norms, stories, beliefs and principles and incorporates
these assumptions into them as activity and behavioural set of standards. Klein, (1996)
positioned organizational culture as the core of organization’s activities which has aggregate
impact on its overall effectiveness and the quality of its product and services. Schein (2004)
defined organizational culture as a dynamic force within the organization, which is revolving,
engaging and interactive and it is shaped up by the employees and management gestures,
behaviours and attitudes.

7
 The organizational culture is outlined in Schein (1990) as overall phenomenon of the
organization such as natural settings, the rite and rituals, climate, values and programmers of
the company e.g., performance management, training and development, recruitment and
selection, etc.

Organizational culture is the basic pattern of shared assumptions, values and beliefs
considered to be the correct way of thinking about and acting on problems and opportunities
facing the organization. It is what is important and unimportant in the organization. It is often
thought of as organization’ DNA- i.e., invisible to the naked eye, yet a powerful template that
shapes what happens in the workplace. Hence why Schneider and Smith (2004) argues that
culture begins with leadership and passed on to the organizational members; it is seen as a set
of forces that shape and determine human behaviour.

The culture of an organization is brought about as a result of different factors some of

which include the influences of national culture, previous events in the organization, the
different personalities and the socialization individual members experienced as a result of past
educational and work settings (Mahler, 1997). It includes the assumptions, values and beliefs
of organization. Assumptions are the shared mental models, the broad worldviews or theories
in use that people rely on to guide their perceptions and behaviours, for example, employees
assume that the company’s integrity to employees/staff compensation administration is one of
the keys to the company’s survival and success. Organization’s beliefs represent the
individual’s perceptions of reality.

Organizations differ in their cultural content in terms of the relative ordering of beliefs,
values and assumptions. For instance, some organization practices place a premium on their
recruitment and selection, training and development programmer, compensation administration
and even, performance management. Also, some place a premium on career development, goal
setting and pay-for-performance, all with the intent of maximizing employee performance and
customer service. This will help to create a culture of high performance across the organization.

8
 An organizational culture can also influence the recruitment and selection activities
of an organization. This makes sense because good behaviour is driven by ethical values. An
organization can guide the conduct of its employees by embedding ethical values in its culture.

Organizational culture is the social glue that bonds people together and makes them
feel part of the organizational experience. Employees are motivated to internalize the
organization’s dominant culture because it fulfils their needs for social identity. This social glue
serves to attract new staff and retain top performers.

9
 CHAPTER 4

INDUSTRY PROFILE

ARCHITECTURAL INDUSTRY

Architectural ironmongery or architectural hardware is a term used for the

manufacture and wholesale distribution of items made from iron, wood, steel, brass, aluminum
or other metals, including plastics, for use in all types of buildings.

Architecture industry include:

The architecture and real-estate industries develop structures that benefit the end-user
greatly. Land, buildings, upgrades, planning and designing residential and non-
residential structures, also creating places are all part of the real estate and architectural
business.

Examples of architectural hardware

Architectural hardware is the architectural accessories such as door handles, locks,

hinges & gate hardware that is used in the construction of buildings and homes. The category
of architectural hardware includes knobs, handles, locks, latches, and other items such as
sliding glass doors and storm windows.

Architectural Hardware Market Outlook - 2026

The global architectural hardware market size was valued at $15,960 million in 2018,
and is projected to reach $23,271 million by 2026, growing at a CAGR of 6.8% from 2019 to
2026. The architectural hardware includes door & window locks, door closers, floor springs,
furniture fittings, panic bars, door automatics, shower fittings, door & window accessories,
glass hardware patch fittings, glass hardware railings and other accessories.

10
 The global architectural hardware market is projected to gain high momentum in near
future supported by economic growth of various developing nations and rise in infrastructural
investments. The governments of various countries have taken initiatives related to
infrastructure developments. Increased investment in the real estate sector boosts the demand
for door and window accessories and other architectural components. At the same time,
improving economies in the developing countries such as India, China, Indonesia, and others,
have resulted in large investments from different countries, a factor that subsequently boosts
the demand for architectural hardware in infrastructural and construction projects across
various sectors. For instance, in January 2019, China invested $163 billion in the infrastructure
sector to boost the economy. New construction projects include two major airports and railway
stations. Similarly, in September 2018, I Squared Capital, a private equity firm raised $7 billion
for new infrastructure projects in India.

In addition, urban population growth is concentrated in emerging economies of the

world, which fuels the demand for natural stones in these regions owing to high development
rate for infrastructure. Urbanization has increased considerably over the last decade and is
estimated to continue to increase during the forecast period in the developing countries such as
India and China. The impact of urbanization on the housing sector is dominant.

11
 However, increase in prices of raw materials such as iron, brass, copper, plastic, steel,
and others, is expected to hamper the architectural hardware market growth. Furthermore,
the rapid urbanization in third world countries is on the rise creating a demand for quality public
infrastructure and utilities among those countries. Subsequently, the government initiative
toward development of airports, educational buildings, hospitals, parks, and other public
spaces, is anticipated to create substantial lucrative business opportunities for the market
players in architectural hardware market.

The global architectural hardware market is segmented based on application, end-

user, and region. Based on application, the market is segmented into doors, windows, furniture,
and shower. Based on end user, the architectural hardware market is categorized into
commercial, industrial, and residential. Based on region, the architectural hardware market is
analysed across North America, Europe, Asia-Pacific, and LAMEA.

12
The architectural hardware market in LAMEA and Asia-Pacific has gained traction in the
recent years, owing to significant number of ongoing infrastructure and industrial development
projects in India, Brazil, and China.

In addition, the fast-growing economies, especially in the Middle East and Eastern
European countries, have boosted the development-related projects for airport, infrastructure,
and transportation. This has increased the demand for door and window accessories. Many
manufacturers of architectural hardware are focusing on acquisition, which boosts the
architectural hardware market growth. For instance, in January 2019, ASSA ABLOY acquired
KEY per Systems, a leader in supply of mechanical and electronic key management systems
in the U.S.

13
 The acquisition has enhanced the product offerings of intelligent key and asset
management solutions by ASSA ABLOY. Similarly, in July 2018, Allegion acquired the GWA
Group Limited’s Door and Access Systems Business. GWA is an Australian company and
includes brands such as, API Locksmiths and Gainsborough Hardware. API is a renowned
provider of commercial keying, access control services, and installation.

Architectural Hardware Market:

14
Competition Analysis

The key market players profiled in the architectural hardware market report
include Allegion Plc, ASSA ABLOY (Yale and Others), Bohle Ltd., C.R. Laurence Co., Inc.,
Fortress Industrial Co., Ltd., Godrej Locking Solutions & Systems, Häfele GmbH & Co KG,
Hettich Holding GmbH & Co. oHG, HOPPE Holding AG, and Spectrum Brands, Inc. The
major players operating in the global architectural hardware market have adopted key strategies
such as product development and collaboration to strengthen their market outreach and sustain
the stiff competition in the market.

For instance, in January 2019, Allegion, through its brand Schlage, launched the new
Schlage Encode Smart Wi-Fi Deadbolt, which works with Key by Amazon and Ring Devices.
The smart lock enables remote secure access through Wi-Fi connectivity. Similarly, in
November 2018, Allegion’s brand Schlage, collaborated with Amazon, to provide new smart
home solutions. Schlage launched Schlage Connect Smart Deadbolt, which is compatible with
Amazon Key compatibility and Zigbee certified. The collaboration has enabled both the
companies to provide integrated smart home solutions.

Key Benefits for Architectural Hardware Market:

• The report provides an extensive analysis of the current and emerging architectural
hardware market trends and dynamics.
• In-depth architectural hardware market analysis is conducted by constructing
estimations for the key segments between 2018 and 2026.
• Extensive analysis of the market is conducted by following key product positioning and
monitoring of the top competitors within the market framework.
• A comprehensive analysis of all the regions is provided to determine the prevailing
opportunities.
• The global architectural hardware market forecast analysis from 2018 to 2026 is
included in the report.

15
 • Key market players operating in the global architectural hardware market are profiled
in this report, and their strategies are analysed thoroughly, which help to understand the
competitive outlook of the architectural hardware industry.

Global Architectural Hardware Market Segments

By Application

• Doors
• Windows
• Furniture
• Shower

By End-user

• Commercial
• Industrial
• Residential

By Region

• North America
o U.S.
o Canada
o Mexico
• Europe
o Germany
o Poland
o UK
o Italy
o Rest of Europe

16
 • Asia-Pacific

o Japan
o China
o India
o Vietnam
o Rest of Asia-Pacific

• LAMEA
o Latin America
o Middle East
o Africa

Key Players

• Allegion plc
• ASSA ABLOY (Yale and Others)
• Bohle Ltd.
• C.R. Laurence Co., Inc.
• Fortress Industrial Co., Ltd.
• Godrej Locking Solutions & Systems
• Häfele GmbH & Co KG
• Hettich Holding GmbH & Co. oHG
• HOPPE Holding AG
• Spectrum Brands, Inc.

17
WOODS USE IN ARCHITECTURE:

Types of wood in architecture

Timber – a durable and hard-wearing wood which is easy to work with. Cedar –
a dense and lightweight wood which is resistant to decay. Pine – an attractive wood which is
also inexpensive. Oak – a durable wood which is resistant to insect damage.

ARCHITECTURE PART OF INDUSTRIAL DESIGN

Industrial designers are responsible for developing consumer goods, such as toys,
furniture, and kitchen appliances. Architects, on the other hand, busy themselves with
designing buildings, which can require them to consider such factors as window
placement, shape, and materials.
WOOD USED IN ARCHITECTURE

The terms “hardwood” and “softwood” are often misleading because they have no
direct relation to the actual physical hardness or softness of the wood, so that a hardwood may
be softer than a softwood.

18
COMPANY PROFILE:

Sri Mahalakshmi Hardwares in Kanchipuram is known to satisfactorily cater to the

demands of its customer base. The business came into existence in 1998 and has, since then,
been a known name in its field. It stands located at No 60A, Vallal Pachaiyappan Street,
Kanchipuram, 631501. It has earned more than 500 customer reviews and aspires to develop
loyal customer base.

The business strives to make for a positive experience through its offerings. The
accepted modes of payments such as,

• Cash
• Debit Cards
• Cheque
• Credit card
• UPI Payments
• Direct Bank transfer

Make every business transaction easy and seamless, contributing to making the entire
process even more effective. Customer centricity is at the core of Sri Mahalakshmi Hardwares
in Kanchipuram, and it is this belief that has led the business to build long-term relationships.
Ensuring a positive customer experience, making available goods and/or services that are of
top-notch quality is given prime importance.

This business has a wide range of product offerings, and the product/catalogue list
includes Architectural hardware is like architectural accessories such as door handles, locks,
hinges & gate hardware that is used in the construction of buildings and homes. The category
of architectural hardware includes knobs, handles, locks, latches, and other items such as
sliding glass doors and storm windows, etc.

19
 The mission is to provide sustainable development and growth to their customers with
customized financial service. To create best Sales service sector to our prestigious customers,
maximizing their investment returns using latest technological methods with utmost integrity
and ethics to remain customer focus always by constantly providing tangible and measurable
value for money in terms of products and services.

Sri Mahalakshmi Hardwares in Kanchipuram is one of the leading businesses in the

Hardware Shops. Also known for Hardware Shops, Refrigerator Repair & Services, Furniture
Dealers, Plywood Dealers, Gas Stove Repair & Services, Glass Dealers, Timber Dealers,
Hardware Dealers and much more. Find Address, Contact Number, Reviews & Ratings,
Photos, Maps of Sri Mahalakshmi Hardwares, Kanchipuram.

Location and Overview:

Sri Mahalakshmi Hardwares in Pillayarpalayam, Kanchipuram is a top player in the

category Hardware Shops in the Kanchipuram. This well-known establishment acts as a one-
stop destination servicing customers both local and from other parts of Kanchipuram. Over the
course of its journey, this business has established a firm foothold in its industry. The belief
that customer satisfaction is as important as their products and services, have helped this
establishment garner a vast base of customers, which continues to grow by the day.

This business employs individuals that are dedicated towards their respective roles
and put in a lot of effort to achieve the common vision and larger goals of the company. Soon,
this business aims to expand its line of products and services and cater to a larger client base.
In Kanchipuram, this establishment occupies a prominent location in Pillayarpalayam.

It is an effortless task in commuting to this establishment as there are various modes

of transport readily available. It is at Vallal Pachaiyappan Street, Opposite Vara Mahalakshmi
Silks, which makes it easy for first-time visitors in locating this establishment. It is known to
provide top service in the following categories: Hardware Shops, Refrigerator Repair &

20
Services, Furniture Dealers, Plywood Dealers, Gas Stove Repair & Services, Glass Dealers,
Timber Dealers, Hardware Dealers.

Products and Services offered:

Door Handles:

Cabinets:

21
Plywoods:

Glass & Mirrors:

22
Doors & Door skins:

Sanitary products and its Fittings:

23
 Sri Mahalakshmi Hardwares in Pillayarpalayam has a wide range of products and or
services to cater to the varied requirements of their customers. The staff at this establishment
are courteous and prompt at providing any assistance. They readily answer any queries or
questions that you may have can complaint it on their official e-mail id or to the company
officials of the Department.

This establishment is functional from 9:00 - 21:00.

They accept different cards for the payment like

• Master Card

• Visa Card

• Debit card of all Banks in India

• Credit card of different Banks in India

Their hours of operation:

The establishment is functional on

Monday: - 9:00 Am - 9:00 Pm
Tuesday: - 9:00 Am - 9:00 Pm
Wednesday: - 9:00 Am - 9:00 Pm
Thursday: - 9:00 Am - 9:00 Pm
Friday: - 9:00 Am - 9:00 Pm
Saturday: - 9:00 Am - 9:00 Pm
Sunday: - 9:00 Am - 5:00 Pm

24
 QUETIONNAIRE

Dear Respondents, I am Mr. Karthikeyan M perusing B.Com in Guru Nanak College,

Chennai, as a part our program, I have to undergo internship project and carry out project report
on EMPLOYEE PERCCEPTION ABOUT THE HR PRACTICES AND CULTURE in your
esteemed organization. Kindly spare your time to fill this questionnaire.

1. Name of the Employee

__________________________.

2. Gender

a) Male

b) Female
c) Prefer not to say

3. Phone Number: ___________________________.

4. Age Group

a) Below 25
b) 26 - 35
c) 36 - 50
d) Above 50

5. Marital Status

a) Married
b) Not Married

25
6. Education Qualification

a) 12th or Diploma or ITI

b) UG
c) PG
d) 10th or Below

Questions on employee perception of organization Hr and its Culture

1. How HR culture of the organization provide support to the Employer.

a) Highly satisfied
b) Satisfied
c) Good
d) Not satisfied

2. What are the Internal factor affects the HR culture of the organization.

a) HR Relationships
b) Cultural for company
c) Internal factors
d) External factors

3. What are the External factor affects the Hr culture of the organization.

a) Govt Policies
b) Level of economic development
c) Business environment
d) Technological factor
e) Other

26
4. How Cultural context is dependent upon the company internal and
external environment?

a) Highly satisfied
b) Satisfied
c) Good
d) Not Satisfied

5. Adequate growth opportunities are available through the company HR

Relationship?

a) Excellent growth
b) Good growth
c) Not so bad
d) Need to improve.

6. How was Adequate supporting options are available from the senior
staffs?

a) Excellent
b) Good
c) Fair enough
d) Bad

7. How was the encouragement provided to the employer on finding solutions

over to the problems?

a) Excellent
b) Good
c) Fair enough
d) Not Impressed

27
8. How will be Hr culture of the organization promotes on employee
perception?

a. Cultural programs
b. Personality development programs
c. Employees mental relief programs
d. Appreciations of their work

9. How was sharing knowledge and information between employees and

employer helps to perform their role well?

a. Excellent
b. Good
c. Better
d. Not very much

10. On Hr’s difficult tasks how was motivation supports to them to perform
it well?

a. Excellent
b. Good
c. Fair enough
d. Not very good

11.How was the rules and regulation support the Hr culture of the company?

a. Excellent
b. Good
c. Fair enough
d. Need to improve

12. What are the barriers which affects the learning and development of the
Hr?

a. Strict environment
b. Lack of time

28
 c. Lack in communication
d. Heavy work load

13. How can the barriers eliminated on employees perception?

a. By encouraging new things

b. Permit to learn from seniors
c. Allotting learning period
d. Provides required guidance

14. How employee satisfices based on their company working periods?

a. Highly satisfied
b. Satisfied
c. Good
d. Need to improve

15. Is the information details provided to the employees are enough to do the
work?

a. Excellent
b. Good
c. Fair enough
d. Not enough

16. How employee satisfaction on their salary and rewards over completing
the work?

a. Highly satisfied
b. Satisfied
c. Good
d. Not Satisfied

17. How about the ways where employee can speak about their needs and
requirement related to the work?

a. Excellent
b. Good

29
 c. Fair enough
d. Need to improve

18. How about the steps taken forward to the employee complaints?

a. Excellent
b. Good
c. Fair enough
d. Not very much

19. What is the satisfaction level of the employees on the working

environment?

a. Excellent
b. Good
c. Fairly
d. Need to improve

20. How can company promotes working environment of the employees on

their perception?

a. Provide basic needs

b. Makes clean environment
c. No time restrictions of usage on sanitation
d. Reflect to their compliant

21. How was the satisfaction level on employee and employer communication
over their work?

a. Excellent
b. Good
c. Fair enough
d. Not very much

22. How useful on their last Hr culture development program conducted by

the organization?

a. Highly Needed

30
 b. Good
c. Not bad
d. Not useful

23. How Hr culture was affects when the disagreements made by the
employee?

a. Provide the best for the complaint

b. Encourage up
c. Not interested in it
d. Not treated well on it

24. What about satisfaction level of the employee over to responsibilities

taken in the group?

a. Excellent
b. Good
c. Fairly
d. Not very much

25. How was the working group operates as a unit on their work?

a. Excellent
b. Good
c. Fairly
d. Not very much

31
 CHAPTER 5

DATA ANALSYSIS AND INTERPRETAON

32