DISSERTATION

ON
CHALLENGES IN HR POLICY IMPLEMENTATION AND ITS IMPACT ON
WORKFORCE PERFORMANCE IN CAPARO MARUTI PVT LTD
SUBMITTED IN
PARTIAL FULFILMENT OF THE REQUIREMENTS FOR THE AWARD OF
MASTERS OF BUSINESS ADMINSTRATION (MBA)
UNDER THE GUIDANCE OF
SUPERVISOR’S NAME: DR DEEPAK DIXIT
SUBMITTED BY
STUDENT NAME: KAJAL
ENROLLMENT NO: 23/0287
ROLL NO: - 23RU23023

ALABBAR SCHOOL OF MANAGEMENT

RAFFLES UNIVERSITY, NEEMRANA, RAJASTHAN
 CERTIFICATE

This is to certify that the work contained in the dissertation entitled ‘challenges in HR policy
and impact on workforce performance ‘Submitted by Ms. Kajal, Enrolment no: 23/0287
Roll no :23RU23023 for the award of the Master of Business Administration Degree to the
Alabbar School of Management, Raffles University, Neemrana is a record of Bonafide
research works carried out by her under my direct supervision and guidance.

I consider that the Dissertation has reached the standards and fulfilled the requirements of the
rules and regulations relating to the nature of the degree. The contents embodied in the
Dissertation have not been submitted for the award of any other degree or diploma in this or
any other university.

Date:

Place:

Signature of Supervisor

Dr Deepak Dixit
 ACKNOWLEDGEMENT

I would like to acknowledge and give my warmest thanks to my supervisor who made this
work possible. Her guidance and advice carried me through all the stages of writing my
project. I would also like to thank you committee member for letting my defence be an
enjoyable moment, and for your brilliant comment and suggestion, thanks to you.

I would also thanks to my family as a whole for their continuous support and understanding
when undertaking my research and writing my project.

Finally, I would like to thank God for letting me through all the difficulties. I have
experienced your guidance day by day. You are the one who let me finish my degree.

Kajal
 DECLARATION

I, Kajal, a student of MBA, Semester(4th), at Alabbar School of Management, Raffles

University, hereby declare that the Dissertation titled ‘Challenges in HR Policy
implementation and impact on workforce performance.

Submitted to Raffles University is my original work.

I confirm that; -

1. The work has been carried out under the guidance of Dr. Deepak Dixit.
2. This Dissertation has not submitted to any other university or institution for the award
of any degree, diploma, or fellowship.
3. Any work or content from other sources has been properly citied and referenced in
accordance with academic standards.
4. I take full responsibility for the accuracy integrity for the content presented in this
report.

I understand that the event for any academic misconduct, my dissertation may be
cancelled as per university regulation.

Date :
Place:

Signature of student
Kajal
Roll no: 23RU23023
Enrolment no: 23/0287
 TABLE OF CONTENT

CHAPTER TITTLE PAGE NO.

1. CHAPTER-I
1.1. Introduction 1
1.2. Objective of the study 2
2. CHAPTER - II
2.1. Review of literature 4-12
3. CHAPTER - III
3.1 Research Methodology 12-13
3.2 scope of the study 14
3.3 need of the study 15
3.4 Research design 15
3.5 Research gap 16-17
3.6 sampling technique 18-21
4. CHAPTER- IV
4.1. Data analysis and 23-52
interpretation
4.2 CHI square test 52- 56
5. CHAPTER-V
5.1. Summary of findings 58-60
5.2 Conclusion 61
5.3 Suggestion and 62
Recommendation
References 64-65
Annexure 67-74
 ABSTRACT

Human resource management is concerned with 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 organization which are essential to achieve organizational objectives.
This project is meant to know the Human Resource Policies in the organization. The HR
Policies are a tool to achieve employee satisfaction and thus highly motivated employees.
The main objective of various HR Policies is to increase efficiency by increasing motivation
and thus fulfil organizational goals and objectives. The objective is to provide the reader with
a framework of the HR Policy Manual and the various objectives that the different policies
aim to achieve. The main focus was on the managerial levels of employees in CAPARO
MARUTI PVT LIMITED.

Keywords: HR policies, Employee Relationship, Organization.

 CHAPTER-1
INTRODUCTION
 EXECUTIVE SUMMARY

The strategic implementation of comprehensive and effectively communicated Human

Resources (HR) policies exerts a significant and multifaceted impact on overall workforce
performance. Well-crafted policies serve as the foundational framework for managing the
employee lifecycle, directly influencing critical aspects such as talent attraction and retention,
skill development, motivation, and the cultivation of a positive organizational culture.

Policies governing talent acquisition (e.g., recruitment, selection, onboarding) directly impact
the quality and fit of new hires. Clearly defined and consistently applied recruitment policies
ensure a fair and transparent process, attracting higher-calibre candidates who are more likely
to contribute effectively and integrate seamlessly into the organization. Robust onboarding
policies facilitate a smoother transition for new employees, leading to quicker productivity
and higher initial engagement.

Training and development policies play a crucial role in equipping employees with the
necessary skills and knowledge to excel in their roles and adapt to evolving organizational
needs. Policies that support continuous learning, mentorship programs, and career
development opportunities foster a skilled and adaptable workforce, directly translating to
improved efficiency, innovation, and the ability to meet strategic goals.

Performance management policies, when implemented effectively, provide a framework for

setting clear expectations, providing regular feedback, and recognizing and rewarding
employee contributions. Transparent and fair performance evaluation processes enhance
employee understanding of their roles and areas for improvement, driving individual and
team performance. Policies that link performance to development plans further contribute to
continuous growth and organizational capability.

Compensation and benefits policies are fundamental in attracting, motivating, and retaining
talent. Competitive and equitable compensation structures, coupled with comprehensive
benefits packages, enhance employee satisfaction and reduce turnover. Clear policies
regarding salary administration, bonuses, and other incentives directly influence employee
motivation and commitment to organizational success.

Finally, employee relations policies, encompassing areas such as code of conduct, grievance
procedures, and diversity and inclusion initiatives, are critical in fostering a positive and
equitable work environment. Fair and consistently applied policies build trust, reduce
conflict, and promote a sense of belonging, leading to higher morale, improved collaboration,
and enhanced overall productivity.

Conversely, the absence of clear or consistently applied HR policies can have detrimental
effects. Ambiguous or unfair practices can lead to employee dissatisfaction, decreased
motivation, higher turnover rates, and even legal challenges. A lack of investment in training
and development can result in a skills gap, hindering productivity and innovation.
Inconsistent performance management can lead to disengagement and a lack of
accountability.

In conclusion, the strategic development and rigorous implementation of well-defined HR

policies are not merely administrative functions but rather critical drivers of workforce
performance. Organizations that prioritize these policies cultivate a more engaged, skilled,
motivated, and productive workforce, ultimately achieving greater organizational
effectiveness and a stronger competitive advantage. Therefore, a continuous review and
adaptation of HR policies to align with organizational goals and the evolving needs of the
workforce are essential for sustained success.