INTRODUCTION:

Procurement practices are essential practices for every organization and these practices decide the organization future. Information technological industry strongly based on high intellectual abilities of the employees because IT industry needed to satisfy various requirements of the clients. IT industry always changes according to the technological advancements in this regard there is a huge demand for intellectual peoples in the technology world. To balance organizations functions and to introduce new blood in the organization and some other causes such as withdrawn of employees and retirements, production policies of the organization it is needed to focus on procurement practices in the organizations. Procurement practices include job analysis, human resource planning, recruitment, selection, induction, orientation and internal mobility.

STATEMENT OF THE PROBLEM:

An organization to achieve its goals it required skilled manpower. for procurement of such skills management of the organization required to perform various activities such as job analysis, human resource planning, selection, induction, orientation and internal mobility. IT sector needs more concentration in terms of skilled and intellectual abilities to cope up with advancements and to match requirements and prospect of the various Clients. The primary function of HR manager is attracting and retaining talented people and making them more approachable towards the requirements of the organization and client. This process also very expensive to the organization, in terms of time and money Hence it is required to concentrate on employee procurement practices in the organization.

REVIEW OF LITERATURE:

P Subba Rao in his book essentials of human resource management and industrial relations he opinioned that procurement is a sub function of personal management and it covers the functions such as job analysis, human resource planning, recruitment, selection, placement, induction and internal mobility. Employee Procurement refers the procurement of manpower, hiring or recruitment of people but not limited to recruitment only. In simple terms, employee procurement can be defined as hiring or employing individuals who possess required skill, knowledge, experience and working aptitude.

Cascio Wayne (1998) opinioned that while doing procurement practices in the organization management required to concentrate on organization culture because such culture helps orientation and involvement. further he opinioned that compensation linked performance and conducting continuous training programs make the organization an identifiable difference in terms of productivity of the employees and return on investment.

P. Jyothi and D.N venkatesh (2006) opinioned in their book job analysis, it is a methodical process for sourcing information about work, jobs and association between jobs. they opinioned that work analysis gives primary information about requirement of jobs and skills. such job analysis helps to attract employees and to practice compensation.

VSP Rao (2006), he opinioned that human resource planning forecast the requirements of the manpower in advance so that organization can plan its schedules such as production, marketing plans markets hence, HRP Is an integral part of the organization. HRP gives information about what kind of skilled manpower we have, what types skilled peoples required and how much required achieving firm goals.

Diane Arthur (2010) according to him orientation is a process of making employee familiar with his surroundings, and make him feel comfortable with the important details and routine of a typical day and develops an understanding of company and departmental expectation. he further opinioned in his book that orientation programs helps the organization to retain employees for a long time and such retention reduce the organization cost where to recruit new employee.

OBJECTIVES OF THE STUDY:

· To study the socioeconomic profile of the respondents

· To examine the procurement practices in select IT industry

· To measure the impact of procurement practices on employee job performance in select IT industry.

· To offer suggestion to increase job performance of the employees.

Hypothesis:

Ha1: There is a relation between procurement practices and employee job performance in select IT industry.

RESEARCH METHODOLOGY:

The present research study involves both primary and secondary data. Primary data was collected through field survey with the help of a structured questionnaire with closed end questions. The questionnaire consists of definite, concrete and pre ordered questions. The scaling technique in the questionnaire was 5-point Likert-scale. The sample size for the study is 500 IT employees and from 5 organizations in Hyderabad and from each organization 100 employees randomly selected for the study/The Secondary data was collected by referring from published books in order to draw meaningful inferences from the collected data the following statistical tools were applied. The collected data was reduced to the form of tables on which statistical tools like Mean scores, % scores and standard deviations were applied in order to know the nature of the variations in responses. In order to test the relevancy of the proposed hypotheses, statistical tools, Conbach alpha, Pearson correlation analysis and multiple regression analysis were applied.

DATA ANALYSIS AND INTERPRETATION:

Objective-1:

Findings:

Majority of the employees are within the age group of 25-35 years and the men longer in number than women. With regard to educational qualifications of selected respondents, majority of them are post graduates with M Tech qualification. Most of them are from urban conglomerations and majority of them are unmarried. Majority of the employee’s income level between the range of 35 to 45000 rupees most of the employees have 6 years of experience. Employee’s convenience and they were quite satisfied with the procurement in the selected units of the IT industry.

Objective-2

Findings of objective -2

The table no-1 shows the data on job analysis practices. From the table it can be seen that the organizations has been conducting job analysis in their respective organization and all the employees were satisfied with job analysis practices with the mean score 3.43 and the percentage is 61

The table no-2 shows the data on HRP (Human resource practices). From the table it can be seen that the organizations has been conducting human resourcing in their respective organization and all the employees were satisfied with the above said practices with the mean score 3.5 and the percentage is 62.

Table no-1 Job Analysis Practices

S. No	Item	SA	AG	SWA	DA	SDA	MS	Sd	%
1	Superiors involved in job analysis	145 (29%)	123 (24.6%)	75 (15%)	95 (19%)	62 (12.4%)	3.39	1.39	59.72
2	Job analysis helps to estimate human resource requirements	180 (36%)	94 (18.8%)	61 (12.2%)	91 (18.2%)	72 (14.4%)	3.44	1.49	60.99
3	Job description and specifications, basic pay and packages clearly communicating in the organization	154 (30.8%)	140 (28.2%)	52 (10.4%)	89 (17.8%)	65 (13%)	3.46	1.42	61.45
	Average frequencies	178.76	159.67	65.67	56.67	38	3.43	1.43	60.75