A STUDY ON PERCEPTION OF EMPLOYEES ABOUT
ORGANIZATIONAL HR PRACTICES AND CULTURE
AT CANNYMINDS TECHNOLOGY SOLUTIONS
PVT.LTD, CHENNAI.
A PROJECT REPORT
Submitted By
AGSHATHA A.C
Register No: 962222631009
Submitted to the
FACULTY OF MANAGEMENT SCIENCES
In partial fulfilment for the award of the degree
of
MASTER OF BUSINESS ADMINISTRATION
ST. XAVIER’S CATHOLIC COLLEGE OF ENGINEERING
(An Autonomous Institution)
Chunkankadai, Nagercoil – 629003
June – 2024
ST. XAVIER’S CATHOLIC COLLEGE OF ENGINEERING
(An Autonomous Institution)
Chunkankadai, Nagercoil – 629 003
BONAFIDE CERTIFICATE
Certified that this project report entitled “A STUDY ON PERCEPTION OF
EMPLOYEES ABOUT ORGANIZATIONAL HR PRACTICES AND CULTURE” is the
bonafide work of Ms. AGSHATHA A.C. (Reg. No. 962222631009) who carried out the work
under my supervision. Certified further that to the best of my knowledge the work reported
herein does not form part of any other project report or dissertation on the basis of which a
degree or award was conferred on an earlier occasion on this or any other candidate.
SIGNATURE SIGNATURE
Mrs. S. Jasmine Suguna, Dr. Divya D S Rajan,
Head of the Department, Assistant Professor,
Department of Management Studies, Department of Management Studies,
St. Xavier’s Catholic College of St. Xavier’s Catholic College of
Engineering, Engineering,
Chunkankadai, Nagercoil – 629003. Chunkankadai, Nagercoil – 629003.
Submitted for the Viva-voce held at St. Xavier’s Catholic College of Engineering
on.......................
INTERNAL EXAMINER EXTERNAL EXAMINER
ii
ST. XAVIER’S CATHOLIC COLLEGE OF ENGINEERING
(An Autonomous Institution)
Chunkankadai, Nagercoil – 629 003
DECLARATION
I AGSHATHA A.C., hereby declare that the project report entitled “A STUDY ON
PERCEPTION OF EMPLOYEES ABOUT ORGANIZATIONAL HR PRACTICES
AND CULTURE AT CANNYMINDS TECHNOLOGY SOLUTIONS PVT, LTD.
CHENNAI.” submitted by me in partial fulfillment of the requirement for the award of the
Master of Business Administration, from St. Xavier’s Catholic College of Engineering (An
Autonomous College Affiliated to Anna University, Chennai), Chunkankadai, Nagercoil is my
own work. The report has not been submitted for the award of any other degree/ diploma of
this university or any other university before.
Place: Chunkankadai Name: Agshatha A.C.
Date: Reg. No: 962222631009
iii
ABSTRACT
This study delves into the PERCEPTION OF EMPLOYEES ABOUT
ORGANIZATIONAL HR PRACTICES AND CULTURE AT CANNYMINDS
TECHNOLOGY SOLUTIONS PVT. LTD, CHENNAI is conducted for three months. The
perception of employees about organizational HR practices and culture refers to how
employees view and interpret the various policies, procedures, and practices implemented by
the human resources department within their organization, as well as the overall culture or
environment in which they work. This perception can encompass a range of factors, including
the fairness of HR processes, the effectiveness of communication, opportunities for growth
and development, work-life balance, diversity and inclusion initiatives, and the alignment of
organizational values with individual beliefs. Understanding employees' perceptions is crucial
for identifying areas of strength and areas needing improvement within HR practices and
organizational culture, ultimately leading to increased employee satisfaction, engagement, and
performance.
Employing a descriptive analysis approach, the research aims to achieve several
objectives. Firstly, to study the existing culture of the organization and its impact on
employee’s performance. Secondly, to learn about perception over HRM practices from
employees point. Thirdly, to identify areas of improvement in HR practices to enhance
employee satisfaction and finally, to suggest initiatives to improve the organization culture.
The research employs a census method, with a sample size and population of 120
employees. Data collected through questionnaire and percentage analysis is carried out and
Utilizing tools such as correlation analysis, independent t-tests, and Pearson correlation, the
study aims to extract valuable insights into the relationship between organizational culture,
HR practices, and employee satisfaction. Suggestion were provided based on the findings of
this study endeavors to contribute to the broader understanding of organizational dynamics
and human resource management practices, particularly within the technology sector.
iv
ACKNOWLEDGEMENT
I owe my heartfelt gratitude to the God almighty for all the blessings showered on me
during the endeavor. I take this opportunity to express my gratitude to all the people who have
been instrumented in bringing out this project to the correct form.
I take this opportunity to express my gratitude and indebtedness to our Correspondent
Rev. Fr. Dr. M. Maria William of St. Xavier’s Catholic College of Engineering
(Autonomous), Chunkankadai.
I would like to extend my profound appreciation, heartfelt gratitude and sincere thanks
to Dr. J. Maheswaran, the Principal of St. Xavier’s Catholic College of Engineering
(Autonomous), Chunkankadai.
It is my duty to express sincere thanks and gratitude to our respected Head of the
Department Mrs. S. Jasmine Suguna, our respected Head of the Department of Management
Studies, St. Xavier’s Catholic College of Engineering (Autonomous) Chunkankadai, for
permitting me to this project.
I am very much thankful to, Dr. Divya D S Rajan, Assistant Professor of the
Department of Management Studies for her timely help and encouragement.
I extend my special thanks to my industry guide, Mr. Christopher Arulandu, for his
invaluable mentorship and support throughout.
I record my gratitude to the entire team of CANNYMINDS TECHNOLOGY
SOLUTION PVT. LTD, CHENNAI, for facilitating permission to carry out this research
work in their organization.
I also thank staff members of Department of Management Studies for their co-operation
for the completion of the industrial training section.
Finally, I express my sincere and heartfelt gratitude to my Parents, Friends and the
Respondents who were a source of support and encouragement for the successful completion
of this project.
Agshatha A.C.
v
TABLE OF CONTENT
CHAPTER PARTICULARS PAGE NO
NO.
I INTRODUCTION
1.1 Introduction of the Study 1
II PROFILE
2.1 Industry Profile 6
2.2 Company Profile 11
2.3 Product Profile 12
2.4 Services 15
III REVIEW OF LITERATURE 20
IV RESEARCH METHODOLOGY
4.1 Title of the study 25
4.2 Need of the study 25
4.3 Scope of the study 25
4.4 Objective of the study 25
4.5 Sources of Data Collection 26
4.5.1 Primary Data 26
4.5.2 Secondary Data 26
4.6 Type of Research 26
4.7 Sampling Technique 26
4.7.1 Sample Unit 26
4.7.2 Population of the Study 27
4.7.3 Sample Size 27
4.8 Tools for Analysis 27
4.9 Hypothesis 27
4.9.1 Karl Pearson Coefficient Correlation 27
4.9.2 Independent t test 27
4.9.3 Correlation 27
vi
4.10 Period of the study 28
4.11 Limitation of the study 28
V DATA ANALYSIS AND INTERPRETATION 29
VI FINDINGS, SUGGESTION, CONCLUSION
6.1 Findings 61
6.2 Suggestion 62
6.3 Conclusion 63
BIBLIOGRAPHY
APPENDIX
vii
LIST OF TABLES
TABLE NO PARTICULARS PAGE NO
5.1.1 Age wise classification of the respondents 29
5.1.2 Gender wise classification of the respondents 30
5.1.3 Marital status wise classification of respondents 31
5.1.4 Qualification wise classification of respondents 32
5.1.5 Work experience wise classification of 33
respondents
5.1.6 Analysis of Fairness in Performance Evaluation 34
5.1.7 Analysis of Performance Evaluation to perform 35
at best
5.1.8 Analysis of identifying the areas of improvement 36
5.1.9 Analysis of discussing career aspirations and 37
goals
5.1.10 Analysis of HR services offered by the company 38
5.1.11 Analysis of healthy work-life balance 39
5.1.12 Analysis of fairness HR policies and practices 40
5.1.13 Analysis of HR recognizes the performance and 41
achievements of employees
5.1.14 Analysis of training and development 42
opportunities
5.1.15 Analysis of work-life balance has become over 43
the past year
5.1.16 Analysis of company culture promotes work-life 44
balance
5.1.17 Analysis of salary growth based on performance 45
viii
5.1.18 Analysis of level of flexibility in compensation 46
and benefits
5.1.19 Analysis of compensation structures and benefit 47
options
5.1.20 Analysis of overall compensation package is 48
satisfactory
5.1.21 Analysis of Social interaction among colleagues 49
5.1.22 Analysis of Recognition and appreciation for 50
contributions in the workplace
5.1.23 Analysis of communication and collaboration 51
between departments is satisfactory
5.1.24 Analysis of Resources and tools to perform tasks 52
effectively
5.1.25 Analysis of resources provided for career 53
development to employees
5.1.26 Analysis of career planning offered by the 54
company
5.1.27 Analysis of Job offers opportunities to complete 55
tasks
5.1.28 Analysis of employee career path in the 56
organization
5.2.1 Relationship between performance evaluation 57
and employee satisfaction.
5.2.2 Difference between Gender of the Respondents 58
and the Career Planning of the employees.
5.2.3 Relationship between areas of improvement and 60
employee satisfaction.
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LIST OF CHARTS
TABLE NO PARTICULARS PAGE
NO
5.1.1 Age wise classification of the respondents 29
5.1.2 Gender wise classification of the respondents 30
5.1.3 Marital status wise classification of respondents 31
5.1.4 Qualification wise classification of respondents 32
5.1.5 Work experience wise classification of 33
respondents
5.1.6 Analysis of Fairness in Performance Evaluation 34
5.1.7 Analysis of Performance Evaluation to perform at 35
best
5.1.8 Analysis of identifying the areas of improvement 36
5.1.9 Analysis of discussing career aspirations and goals 37
5.1.10 Analysis of HR services offered by the company 38
5.1.11 Analysis of healthy work-life balance 39
5.1.12 Analysis of fairness HR policies and practices 40
5.1.13 Analysis of HR recognizes the performance and 41
achievements of employees
5.1.14 Analysis of training and development 42
opportunities
5.1.15 Analysis of work-life balance has become over the 43
past year
5.1.16 Analysis of company culture promotes work-life 44
balance
5.1.17 Analysis of salary growth based on performance 45
5.1.18 Analysis of level of flexibility in compensation 46
and benefits
5.1.19 Analysis of compensation structures and benefit 47
options
x
5.1.20 Analysis of overall compensation package is 48
satisfactory
5.1.21 Analysis of Social interaction among colleagues 49
5.1.22 Analysis of Recognition and appreciation for 50
contributions in the workplace
5.1.23 Analysis of communication and collaboration 51
between departments is satisfactory
5.1.24 Analysis of Resources and tools to perform tasks 52
effectively
5.1.25 Analysis of resources provided for career 53
development to employees
5.1.26 Analysis of career planning offered by the 54
company
5.1.27 Analysis of Job offers opportunities to complete 55
tasks
5.1.28 Analysis of employee career path in the 56
organization
xi
