project report on

EMPLOYEE PERCEPTION ON ORGANIZATIONAL HR PRACTICES AND

CULTURE AMONG GARMENT INDUSTRY IN BANGLORE
Submitted in partial fulfilment of the requirement for the

award of the Degree of

“MASTER OF BUSINESS ADMINISTRATION”

BANGALORE CENTRAL UNIVERSITY

Submitted by:

SUNANDA
Register no: MB182889

Under the guidance of

Dr. GOWRAPPA M.S

VIVEKANANDA INSTITUTE OF MANAGEMENT

Dr. Raj Kumar road Rajajinagar Bangalore 560055
2019-2020
 CHAPTER-1

INTRODUCTION
In the present labor-oriented economies like India, different HR practices are adopted.
Employees perception about organizational HR practices and culture is commonly known
that human resource of an organization is important capital. This is especially true in labor
intensive industry such as garment industry. The different HR and culture practices plays a
significant role and largely determines success and failure of an industry. It is also the most
vital capital of the industry; however, few industries really appreciate the role and function
performed by human resource department.

The human resource management has tremendous relevance to productivity of industry.

Human input is the single largest that is in practice in the garment industry. Since managing
human resources is highly challenging as compared to managing technology or capital and
for its effective management, organization requires effective HRM system.

The quality of life usually designates the desired outcome of social policies and
programmers to focus the employees to the factors, in the area of disciplines, welfare and
environment in many countries on the different levels of employees in the garment sector.

Employees perception on organizational HR practices and culture is sought to evaluate the

perception of employees on performance management initiatives and how these
perceptions affect their performance. The study of employee’s perception among garment
industry was informed by the performative perspective advanced by Feldman (2003) which
postulates that organizational participants make conscious efforts to understand what
actions make sense in the context in which the work is being performed thereby creating
stability in performance. It poses the argument that participants in organizations use what
they understand about how the organization operates to guide their performances
especially on a given routine.
The study was also anchored on the practice or structuration theory (Bourdieu, 1977,1990
and Giddens, 1979,1984,1993) which highlights on the relationships between
understandings and performances. It posits that repeated performances create and recreate
understanding while the understandings constrain or enable performances.

The success of the organization depends to a large extent upon the capability, competence,
efficiency, and level of development of human resources practices and culture among
garment industry who are active agents, accumulate capital, exploit natural resources, and
build social, economic and political organizations. Therefore, human resources that every
organization can think of viability and effectiveness without the efficient utilization of
human resources. The management of human resources represents a significant measure of
utilizing human resources to accomplish organizational goals that include making profits,
survival and growth.

Employees are critical in that they control the sequence of routines and processes that are
meant to lead to the required output. The success of these processes depends on the
decisions made by the employees during interaction with the processes. These decisions will
depend on how they understand the structures in place and how they perceive
management initiatives meant to support effective running of the processes, depending on
their interaction with the processes employees may perceive these initiatives differently and
it may affect the kind of decisions they make given the situations at hand.

These contributions are governed by the structures put in place in the organization and
performance management initiatives meant to ensure that the processes or routines are
running as efficiently and effectively as possible. Performance management initiatives
enables organizations to plan, measure and control their performance, so that decisions,
resources and activities can be better aligned with strategic to achieve desired results.
Human resource is the essence of development and the development largely lies with the
employee’s perception on HR practices and culture. It depends on so many factors and
training is one among the vital factors. Training is one of the most important investments
because it enhances the knowledge, skill, attitudes and behavior of employees; the human
resource. Employee perception involves a combination of skill development, knowledge
transfer, development and support of understanding and sustained attitude change. It gives
employees an awareness of the rules and procedure to guide their performance on the
current job or prepare them for an intended job. the organizations now have understood
the importance of providing the training to their employee’s perception on organizational
HR practices and culture so as to get the edge in the area of competition. There is now
growing recognition that training has significant role in gaining competitive advantage.
Extensive research undertaken within human resource area found that majority of the
organizations engaging in innovative practices include employee’s perception as key
elements to attaining best practices on garment industries.

It is worthwhile to note that practices training offers many benefits to employees and to the
organization as a whole. Employees become more confident, open to change and supportive
of each other. In addition, employees are motivated to achieve improved performance as a
result of employee’s perception. The benefits employees gain is personal, career oriented
and job related knowledge. The availability of HR practices and culture of employees make
them committed for achieving performance and develop strong relations with the
organization and stay longer in the organizational HR practice and culture among garment
industries.
IMPORTANCE OF THE STUDY

Employees perception on organizational human resources practice and culture among

garment industries become full-fledged when they acquire functional skill and appropriate
attitude. In the absence of required development, human beings could be liabilities at micro
and macro level.

In organization, individuals rise to higher position based on their technical skills. They
occupy higher position involving greater responsibility and skill, and they spend less and
time for technical aspects and problems, but spend more time on the human side of the
organization which demands distinct knowledge, abilities skills that may be absent in them
to the extent required.

HR practices are knowledge, skills, creative abilities, talents and attitudes obtained in the
population; whereas from the viewpoint of the individual enterprise, they represent the
total of the inherent abilities, acquired knowledge and skills as exemplified in the talents
and aptitude of its employees.

The human aspect of organizations has become very important over the years. HRM
stresses on the motivation of employees by providing them various financial and non-
financial incentives. Effective management of human resources promotes teamwork and
spirit among employees.

Every business is made up of people and its human resources. An organization is nothing
without human resources. Human resources. Human resource management is about
managing these people effectively. It is aimed at achieving business objectives through the
best use of an organization’s human resources. Effective management of human resources
is vital in all types and sizes of organizations.

An organization may be attractive and potentially profitable. It cannot be successful unless

there are men who can mobilize, organize and harness resources. Companies have
considerable life; it is too easy to criticize the managers of the long years. But today the
need of the hour is the proper HRM strategy and implementation, so that individuals will
stress the organization towards prosperity and growth.
STATEMENT OF THE PROBLEM

Now a day employee is dissatisfied with the several functions of the job and dealing the
social relationship in the concern resulted in inefficiency of employees’ productivity is a
main concern. Trained and experienced employees are changing to other concern due to
low pay and importantly due to the different HR practices followed frequently that are
hinder the employees .in production and have social disorder in their family life. Therefore,
the employer has required to adopt a strategy to improve the employee perception on
organizational HR practices and culture. The present study entitled “employees’ perception
on organizational HR practices and culture among garment industry in India” is plan to focus
on these HR policies and will put required efforts to bring out possible solution

The topic selected for the study is employee’s perception on organizational HR practices and
culture among garment industries the main theme of the project is the analysis and
interpretation of practices of the employees using human resources as a tool.

It is prepared to know whether the company is preparing well or not; performance of the
industry and about its competitiveness by the analysis and interpretation of the human
resources management process.

A critical study of the effectiveness of human resources management system and suggest
ways for improvement.

The problem lies in identifying relationship, mutual understanding between the

management and employees.

The human resources management system provides detailed information about person so
that the management can take appropriate steps to improve and achieve the organization
goals and help to maintain the smooth relationship between them.
NEED AND RELEVENCE OF THE STUDY

Perception of employees towards garment industries is one of the invisible components for
every individual garment industry to improve the industries of employee better in the
garment industry. The commitment and the desire of individual showed the meaning of
employee perception. It will show the worth of practices to make the employee into the
employee perception on organizational HR practices and culture to the garment sector.

In order to understand the individual practices of employees in relation to the success and
failure of an industry as ell as the moral and physical development of the employee that has
important other components will be discussed in the present study.

Provides information about the performance ranks, basis on which decision regarding salary
fixation, confirmation, promotion, transfer and demotion are taken

Provide feedback information about the level of achievement and behaviour of employees
this information helps to review the performance of the employees, rectifying performance
deficiencies and to set new standards of work, if necessary.

Provide information to diagnose deficiency in employee regarding skill, knowledge,

determine training and developmental needs and to prescribe the means for employee
growth provides information for correcting placement.
 CHAPTER 2
METHODOLOGY
Introduction

In this chapter, the research will be discussing about the objectives, methodology, data
collection method and limitation, review of literature.

The main purpose of this chapter is to further study on the employee’s perception on
organizational HR practices and culture on the types of performance which influence it. In
order to do so, a broad review of literature will be conducted in search of evidence and
theoretical point of views. In this chapter, a review of the literature as well as its relevant
theoretical models will be discussed concerning employee’s perception influencing

organizational HR practices and culture. Relevant information is gathered from materials

such as journals articles, books, internet and other sources.

Objectives

The main objective of the study was to assess the impact of Human Resource Development
Practices on organizational performance in garment sector in banglore. To achieve the main
objective, the following sub objectives are being set as listed
below:
1. To understand the role of HRD interventions in the garment industry in the study
area
2. To examine the relationship between the innovative HR practices in productivity of
garment industry
3. To evaluate the benefits of HRD intervention in improving the individual employee
performance.
4. To determine the impotence of HRM practices within the organizational context.
RESEARCH METHODOLOGY

In order to cope up with emerging challenges due to tough global competition the way out
for this is to produce quality products at reasonable prices. This is possible only through an
organization culture of quality consciousness and enhanced productivity. Optimal utilization
of resources especially the human resources are one sure way of meeting this objective.
that’s why proper induction of an employee perception is very important.

Content analysis

Content analysis is the study of recorded human communications such as dairy entries,
books, newspaper, videos, text messages, tweets, Facebook updates etc. being the scientific
study of the content of communication, content analysis is actually the study of contexts,
meanings, subtexts, intentions contained in the messages

According to Cole,”It is a method of analyzing written, verbal or visual communication

messages”

Employees perception communication research has been gaining significant importance.

There is an important need to study the areas of communication untouched yet. In this
regard, the field of communication research is predominantly depended on content
analysis.

Qualitative content analysis &quantitative content analysis

Primarily, content analysis had been used as a quantitative research method. It is being used
as a qualitative research technique or both, the qualitative approach of this technique has
used at the most extent.

In this project using the following Process of content analysis

 Identifying research question.

 Selecting sample.
 Skim the material selected through the aforementioned procedure and make a list of
main themes you plan to analyze.
 You can classify the content on basis of these themes or categories.
RESEARCH OBJECTIVES

The current research will be aimed at determining the Human Resources Management at
garment industries. The research will be focus on the following major issues.

a) Resource To study the significance of Human Resources Management.

b) To study the system development at Garment Industries.
c) To measure the factors related to Human s Management.
d) To study the employee relation and executive response for human resources
management in garment industries.

SCHEME OF RESEARCH
The following methodology was adopted in project.
 Comprises of understanding the theoretical concepts in general.
 Questionnaire study.
 Analysis of the primary data.
 Analysis of the secondary data.

RESEARCH DESIGN
Research design means a specified framework for controlling the data collection. The
research is of descriptive in nature, which could provide an accurate picture of introduction
procedure conducted in the organization. Descriptive research includes surveys and fact-
finding inquiries of different kinds. The research is of EX post facto nature in which
researcher no control over the variables has. Statistical method lay stress on objectivity
rater than rely on intuition and judgment and average &percentages can easily be
calculated.

SOURCES OF DATA COLLECTION

Data is the fact of an event. Data is the base for every research work. The data is mainly
classified into two groups. Such as primary data and secondary data

The statistically method needs the collection of data in two forms

1. Primary data
2. Secondary data

Primary data

Primary data involves the collection of original data, personally from employees and staff at
garment industry by preparing and specified questionnaire, separately for employees and
HR department.

Secondary data
The secondary data will be a general information collected from different sources like
reports, magazines, newspaper articles and other related web portals in relation to garment
employee’s perception In Bangalore city.
SAMPLING DESIGN
Sampling design of the study is under the following heads

Sampling technique

The research technique used for the study is simple random method adopted in collecting
the needful information among the different types of employees in Bangalore garment
industries. The validity of s research depends upon the method of collecting the data and
analyzing the same. In the present study extensive uses of both primary and secondary data
which were collected systematically. For collecting primary data.

Sampling Size

A sample size of 50 respondents will be selected for the study in random sampling selected
garment units in Bangalore.

PLAN OF ANALYSIS

The collected information will be analyzed and interpreted in a simple and a common
understandable method. The analysis uses mainly the content analysis and some relevant
and required charts, tables and other simple analytical tools, wherever requires.
LIMITATIONS
a) The time limit to complete the project was less.
b) There are lot of difference between authors of same subject.
c) All data collection is based on books, internet and employees of different -different
industries.
d) The information provided by the companies is not very specified and clear in order
to analyze the statement.
e) The basic nature of these statements is historical and past can never be precise.
f) Analysis of primary data is done on the assumption that the answers given by the
respondents are true and correct.
g) Most of the employees are not ready to share the information.

REVIEW OF LITERATURE
The related previous studies are given below:
Employee perception are an effective way of directly transferring the organizational goals
and values to a whole group of people simultaneously (Shen, 2006; Herzing, 2004). Hell,
Riegel et al, (2001) states that training of employees in organization increases higher
productivity through better job performance, more efficient use of human resources, goals
and objectives more effectively met, reduced cost due to less labor turnover, reduced
errors, reduced accidents and absenteeism, more capable, and mobile workforce and
retention of the existing staff.
Similarly, Echard and Berge (2008) stated that effective training techniques can produce
significant business results especially in customer service, product development, and
capability in obtaining new skill set. This linkage of training to business strategy has given
many businesses the needed competitive edge in today’s global market.
Human Resource Management (HRM) practices of training and development enhance
employee skills, knowledge and ability which in turn enhance task performance of individual
and in the long run increases the organizational productivity (Huselid 1995). However,
Wood, (1999) argues that HRM practices are universal across organization or whether the
effectiveness of human resources management is contingent upon factors while
(Asgarkhani, 2003) argues that the success of training is contingent upon the effectiveness
of performance planning and measuring.
This is supported by (Bhalla, 2006) who argued that the objective of any organization
training program is to train their employees to meet the needs of the optimum profit
potential. In addition, Hower (2008) pointed out that the purpose of training is to empower
associates with the skills necessary to make decisions and accomplish their daily tasks and
skills that help them give extraordinary service to customers. In the business of customer
service, training is essential to the impact made on the customers. Lynton and Pareek
(2000) argue that to enhance individual motivation for training, the employees should be
part and parcel of what it communicates to applicants through all its contacts with them.
This would make applicants feel confident that the training foci are clear and shows
perceptive concern for people taking part in the program

T. Jogaiah (1990)7 examined the rigorous and an in-depth research study of employee’s
perception on organizational HR practices and culture of executives in the garment industry,
the first of its kind in the industry. Apart from providing a strong theoretical and conceptual
foundation on employee perception of executives, it covered an exhaustive study of the
Power Sector problems and prospects concerning personnel policies, HRD, policies and
practices relating to executive organizational practices and culture in the garment sector. It
embodied the results of a probe into the execut.ve employee’s perception on organizational
HR practices and culture to development methods, techniques, achievements and failures of
garment industries. The views of top, middle and lower level executives, executives
concerned, the training faculty and executives' associations are also incorporated to present
a diversified account of their assessment of the Electricity Boards' policies and practices in
Bangalore

M.R.R. Nair and T.V. Rao (1990)8 an edited compendium, focused on chief executives' views
and experiences on HRD. It also dealt with the HRD philosophy, importance, macro level
issues, expectations of like managers and workers from HRD, role of HRD managers,
dimensions of developing HRM facilitators and programmes.

Arvindrai Desai (1990) 9 in his study, “employee’s perception on organizational HR practices

and culture among garment industries in Bangalore” revealed that the job variables of
challenge and authority were strongly related employee perception changes of rising in
organizational hierarchy was related strongly to adopt the organizational HR practices and
culture among garment industries.

T.V. Rao (1991)10 an edited compendium, started with a conceptual framework on

development and integrated HRD and ended with an account of research in HRD. It also
focuses on HRD instruments like performance appraisal, potential appraisal, counseling,
training rewards and implementation of the same in different organizations. It also dealt
with HRD in government systems, primarily focused on organizational practices and culture
among garment industries.
Santrust Misra (1992)11, was an empirical research study of Orissa Education Service. This
study dealt with theoretical perspectives of human resources and education, recruitment,
selection, induction and placement, training and development of teaching personnel, their
motivation, integration and job satisfaction, performance appraisal, career development,
discipline and grievance handling. Since the Research Study was operational in nature, a
number of suggestions have also been offered on the basis of findings.

Udhar and Rajnish (1992)12 conducted a study on “job involvement job satisfaction and
some demographic correlates: A study of academicians: the study showed that among the
various demographic variables age has no direct import on job satisfaction on employees”.

M.G. Rao (1993)13 a compendium, threw light on the complexities of managing human
beings in the present-day organizations. The various aspects of HRD in relation to small scale
units operating in industrial estates have been presented initially, followed by theoretical
presentation on HRM, different aspects of training, organizational development, employee
participation, etc. The effects of training and employee developmental activities have also
been put to close examination. It also attempted to find how the employee-related activities
flourish in various other sectors like urban government, co- operative, informal sector and
small-scale sector.

P. Subba Rao (1993)14 a compendium, presented the various developments in the HRM in a
comprehensive form. It also attempted to look into the current trends in the Human
Resource Function with a view to outline the future developments that are likely to take
place in the years ahead. It also discussed in a lucid manner the topics such as job analysis,
job evaluation, employee benefits, recruitment and selection, line staff conflicts, social
responsibility policies along with other current topics such as organizational culture and
climate, organizational politics, organizational effectiveness, followership, participative
management, dual career problems, quality of work life, quality circles and organizational
development.

Mahavir Singh’s (1998) 17 conducted research on organizational climate in libraries, have

added the objectives to study demographic factors and organizational climate dimension for
job involvement among the library professionals. The result showed that, there is no
significant has relation between age, experience, salary and job involvement. The
relationship between job involvement and organizational climate indicated that there is a
negative between the two.
Sivakumar (1999)18 in his study on “Retaining employees some strategies”, indicated that
providing good environment, introduction of new management concepts, providing better
employees benefits, providing intrinsic satisfaction, building model organization, building
cultural fit, avoiding demo dicing practices are remain factors to give maximum satisfaction
to employees of an organization”.

Mr. A. Gnana Sekaran (2000) 19 conducted a study on HRD practices in Chennai Port Trust in
2000. Among the other things he found that Employees have accepted the concept of HRM
in Chennai Port Trust. A systematic HR planning is followed in the Chennai Port Trust.

Green (2001)20 in his study on 80 persons unit of a large corporation revealed that the
factors had significant relationship with job satisfaction, which is management leadership,
team work, supervision, recognition, pay and benefits and security. The study further
revealed that after the effective steps taken with regard to above factors the level of job
satisfaction is improved much.

Chakraborty (2004)21 “Job satisfaction does solely depend upon the nature of job”. The
study reveals that teacher’s job satisfaction also lightly depends on institutional work
cultural, personal relation among the teachers, salary obtained by the teachers, institution
library facilities, communication facility etc. Selvaraj and Muthu Dexivacaine (2005)22,
“Human resources development in co-operative milk supply society”, study reveals that
healthy personality and education is a good sign of having job satisfaction. Job satisfaction is
an important factor related to variables like job involvement, organization, commitment,
etc.

Yang Danmin (2008)25 in their research an job satisfaction has been a subject of great
interest organizations and human resource management job satisfaction influences may
aspects of work such as also been studied because it relates.
 CHAPTER-3
SWOT ANALYSIS

SWOT ANALYSIS
 Strength
  Weakness
 Opportunities
 Threats

Strength
 across the whole value chain sturdy domestic textile existence.
 Abundant availability of raw material, both cotton and manmade empowering
industry on cost control and trim down the lead-time athwart the operation.
 Increasing modernization of garment sector facilitated by the TUFS.
 An independent and self-reliant industry with steady, low-risk economy, protected
for business intensification.
 Large and potential domestic and international market.
 Industry has benefit of accessibility to low cost and skillful manpower providing
competitive edge.
 Accessibility to huge assortment of garment industry mounting at fast pace.
 Shows potential export prospective.
 Tradition in textiles and long operating experience.
 Far and wide prevailing social traditions.
 Diversity of discrete local customs and culture.
 Productive geographic and climatic surroundings.

WEAKNESS
 The industry is very highly fragmented industry.
 High dependence of T&C trade on EU27and US.
 Outsized numeral of small-scale units in the garment industry on account of
reservation under SSI till recently thus, lacking benefits of economics of scale.
 Weaving garmenting and processing sectors of the industry are still not fully
modernized.
 High dependence of Indian T&C industry which is manmade fiber.
 Lack of trained manpower.
 Restrictive labour laws as compared to other competing countries.
 High power cost and lack of availability of power.
 Lack of proximity to key global markets.

OPPORTUNITIES
  Future of garment industry seems promising as domestic market booming with
favorable demographics i.e., rising young population together with increasing
income levels is likely to act as a key expansion feature.
 Increasing production costs in china is slowly converting it as non- competitive.
 FTA with EU (under negotiation) which not only aims to eliminate tariffs and quotas,
but also non-tariff barriers to trade.

THREATS
 elimination of US and EU quotas on imports from garment industries
 budding low cost garment manufacturers
 trade defense measure been taken by certain major export markets of bangalore.
 CHAPTER-3
OUT COME OF THE STUDY

OUTCOME OF THE STUDY:

Employees perception in an organization plays an important role. There are many studies
which try to investigate the impact of employee’s perception on organizational outcome,
such as performance, employee behavior, job satisfaction, employee commitment,
productivity and decrease in turn over intention.

The allocation and distribution of resources will have a direct impact on several work related
motives, organizational out comes such as performance, as well as attitude behavior.
Organizational commitment it can define a degree to which people identify with the
organization are treated as fairly, then the outcomes are very high and employees are loyal
and committed towards the organization are treated as fairly, then the outcomes are very
high and employees are loyal and committed towards the organization and ultimately which
gives result in a decrease in turnover rate.
Employees perception on organizational HR practices and culture among garment industries
outcomes
Several studies have been conducted in the past which have focused on the employee’s
perception and organizational HR practices and outcomes. Based on these studies the
researcher has identified some likewise, communication, reliability etc.

Communication:
Communication plays an important role in employees perception .as better communication
can enhance the employees perception, reduces uncertainly and ensures positive employee
reactions towards organization in his research found that communication helped
employees and organization to understand the events relating to a divestiture increased
employee perception regarding organizational HR practices and culture .according to bass
&Avolio, 1984 with the help of efficient communication, employees can build rapport,
display consideration and concern, which could directly enhance employee trust and
organizational commitments.

TRUST:
According to the study conducted by the SAKS in the year 2006, “As in any relationship, trust
is among the essential trait that keeps commitment strong. The employer-employee
relationship is no different. Relationships evolve over time into trusting, loyal and mutual
commitments as long as the parties abide by certain rules of the exchange, the trust is
highly valued and only be built up over time, but can be lost quickly.”

RELIABILITY:
Role of transformational leadership has studied and four components have been identified;
i.e. idealized influence, inspirational motivation, intellectual stimulation and individualized
consideration. All these factors when considered together aid the overall reliability of the
employee on the leader/manager. Role of transformation leadership on personal outcomes
i.e. reliability of the employee perception has been reported by a number of researchers.

SUGESSIONS
In light of these findings, researchers are inclined to suggest some guidelines to improve the
employee’s perception on organizational HR practices and culture among garment
industries.
 Separate HRD (human resource department) should monitor the training needs to
employee’s perception methods of HR practices and culture of training in the
organization so relevant training program can be implement.

 Training objectives of employee’s perception and contents should be communicated

to the designed participants well ahead so that they can prepare themselves by
avoiding ambiguity about the goal of the employee’s perception. It also helps them
become more motivated and active in participation.

 Provide permanent status and promotions to employees, it will provide a job

-security to employees and the garment industries should evaluate the quality of
work life and incentives provided to employees.

 Some of the employees are not satisfied with the method and technology adopted
on HR practices and culture so the industry should regulatory monitor and evaluate
the technology and modernize it.
 The management should consider employees opinions and suggestions about the
improvement to the organizational practices among garment industries this will
makes them more responsible with the job.

 Try to improve counseling program provided by the organization it will increase the
motivation among employees and help to increase the productivity.

 It would be better if the trainings are provided at a periodic basis. This would keep
up the performance of the employees at far more up to date and standard level.

 The garment industry must introduce career development policy instead of mere
employee selection and recruitment and promotion in the work place.
 CHAPTER-5
EXPERIENCES, LEARNING AND COCLUSION

EXPERIENCE:
According to the research study it gives an opportunity to learn about the concept of
employee perception on organizational HR practices and culture among garment
industries.it gives good opportunity to learn new things. And also gave me the chance to
improve my knowledge. And good guidance to give my guide to complete the project.

LEARNING:
 Employees perception on HR practices and culture programs do not help in any
promotion for the employees.

 The results show that, in employees perception program each employee is given
importance at their work.

 The employees have their own needs which are not met at the time of attending
employee’s perception on HR practices and culture.

 In the organization the managers take effort to arrange employee’s perception

which are necessary for the employees for the nature of work.

 The employees are properly recognized in the employee’s perception.

 It helps to understand the job clearly and help to achieve industry objective.

CONCLUSION:
The paper studied the employee perception of employee within industries with respect to
the different actions taken by managers. The literature review attempted to understand the
concept of employee’s perception and its types. It also included understanding of the role of
organization in forming the employee’s perception. Various actions that were required by
organizational HR practices for this were discussed. Moreover, it also included expected
outcomes from the employees. These outcomes were affected by the employee’s
perception.
The main aim of this research was to understand if the managers could affect the outcome
of an industry by impacting the employees perception on HR practices and culture.in order
to find this, the goal was subdivided into two objectives that were to understand if
managers could affect the employees perception and if employees perception could impact
the outcomes delivered by the employees of the garment industries.
The importance of organizational HR practices and culture has been proved to affect the
organizational outcomes in positive manner.
BIBIOGRAPY

BOOKS
Human resource management practice : Armstrong M
Employees perception on HR practices and culture: David Sam Jayakumar
Perception and attitude of employees towards training and development in garment sector
unit: Murthy TN

Websites:
www.Google.com
www.industryzone.com
http:www.google.com.in/search=aboutindustry