A STUDY ON EMPLOYER AND EMPLOYEE RELATIONSHIP

AT AGRO BIO TECH, KOTTAYAM

1.1 INTRODUCTION:

When an employer hires a new employee, he is not just bringing a new

member of the workforce aboard, he is also starting a new relationship. Because

employers and employees often work in close quarters, they necessarily develop

relationships. Managing these relationships is vital to business success, as

strong relationships can lead to greater employee happiness and even increased

productivity. To reap these benefits, keep the dynamics of your employer-

employee relationship in mind.

Employer/employee relations refer to the communication that takes place

between representatives of employees and employers. Much of the employee

relations involve employees and employers working together. Indeed, part of

the aim of the European Union's social policy today is to create a system of

shared responsibility of employers and employees for working practices,

conditions and other areas of working life. This shared responsibility is called

co-determination.

Employee relations, industrial relations and labour relations are all terms

that refer to those aspects of HRM where employees are dealt with as group

through collective agreements with trade unions. It covers all the relations

between employers and employees in industry. Some scholars however see

employee relations which are a more recent term as broader and include

employee participation in management decisions, communications, policies for

improving cooperation and control of grievances and minimization of conflicts.

The philosophy of HRM has led to a shift towards individualism rather than

collectivism due to increased competition hence leaner and more efficient

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organizations, restucturing, the market economy and free enterprise are

changing trade union legislation. This relationship is complex and multi-

dimensional – e.g. it is influenced by the economic, social, political,

psychological, ethical and legal factors.

Employee relations cover the following issues:

Development, negotiation and application of formal systems of rules and

procedures for collective bargaining, handling disputes and grievances, and

regulating employment.

Concerned with the formal and informal processes, which take the form of

continuous interactions between managers and shop stewards, trade unions etc,.

The bargaining structures, recognition of trade unions and procedural

agreements and practices, i.e. the collective relations between employers and

trade unions.

Importance of employee relations

• Improves cooperation between employers and employees

• Minimize unnecessary conflict

• Enable employees to play a part in decision making

• Keep employees informed of decisions that concern them

Organizations interests – those things employees would rather avoid e.g.

Meeting high output standards

Accepting managerial decisions

Disciplinary actions

Working long hours

Employees’ interests – those which organizations are reluctant to provide e.g.

• Increased wages

• Safe working conditions

• Time off with pay

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• Shorter working hours per week

• Pay for overtime etc

Discussions between employers and employees typically cover the following

areas:

pay

bonuses

the work environment

disputes

work schedules

grievances

health and safety

hours of work

Production targets.

The Advisory, Conciliation and Arbitration Service (Acas) was set up in

1974 to try and create more harmonious working relationships in this country. It

negotiates in disputes between employers and employees as well as establishing

codes of practice and principles for harmonious relationships. It has been

tremendously successful in its work because today there are relatively few

major employment relations disputes in this country. Where problems start to

arise in a company, it is an easy process to consult with Acas to find ways of

improving relationships. Because Acas has experience of dealing with so many

workplaces it is able to suggest guidelines for harmonious relationships in

nearly all situations.

Successful employer/employee relations involve striking a balance of

interests. From the employer's point of view, industrial relations is about having

the right to manage - the ability to plan for the future so that a company can

continue to be a success, to make profits for its shareholders and to keep its

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employees motivated. From the employee's point of view, it is all about

securing the best possible conditions and living standards for employees.

High labour turnover

Where employees are not happy with working conditions this frequently

leads to high labour turnover, bad timekeeping, and high levels of absenteeism.

It may also occur in the form of slackness by individuals, poor working, and

deliberate time wasting and similar practices. Other evidence of discontent will

be revealed in complaints, friction, ignoring rules and apathy. There are a

number of forms of organized trade union action, including:

withdrawal of goodwill

a go slow

working strictly to the rules set out in work rulebooks and sticking rigidly to

only doing tasks set out clearly in a job description

refusing to work overtime

Going on strike.

All of these actions are undesirable:

They reduce company profitability, and its' ability to fulfill orders

They harm employment prospects, and reduce wages of employees

They lead to festering discontent

They cause problems for customers and the economy as a whole.

Thus it is very important to create harmonious workplaces for the benefit

of all concerned. The work of Acas therefore is primarily concerned with

outlining good practice and models of harmonious working practice.

A trade union is an organized group of employees who have joined

together in an officially recognised organization to further their common

interests. These employees may have in common a skill, a trade, an industry, an

employer or an occupation. Some unions (general unions) are made up of

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workers in several industries. Trade unions are formed, financed and run by

their members.

Relationship Basics

Generally, employer and employee relationships should be mutually

respectful. The degree of closeness in these relationships will depend on both

the employer and the employee. Some employers opt to keep their employees at

a distance and, in doing so, ensure that there is no confusion as to the hierarchy

that exists between them. Others elect to become friendlier with their

employees, seeing this as a way to amp up employee happiness. While neither

option is entirely right or wrong, it is wise to avoid getting too close to

employees, as doing so can cause the line between employer and employee to

become blurred.

Mutual Reliance

The employer-employee relationship should be one of mutual reliance.

The employer is relying upon the employee to perform her job and, in doing so,

keep the business running smoothly. Conversely, the employee is relying upon

the employer to pay her and enable her to support herself, and potentially her

family, financially.

Relationship Building

Just as with all relationships, the employer and employee relationship is

one that must develop over time. Employers can promote the building of

relationships by speaking candidly with their employees about their lives,

asking them about their families and learning about their interests. Similarly,

employees can promote the building of this relationship by being open with

their employer and sharing information about themselves and their lives.

Boundaries

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Though the type of employee and employer relationship that is

considered appropriate varies from company to company, boundaries exist at

almost all companies. Generally, it is unwise for employers to develop romantic

relationships with their employees. Similarly, employers should exercise care to

ensure that the relationship they develop with one employee isn't notably closer

than the relationships they develop with others, as this can lead to concerns

regarding favoritism or similar issues of unfairness within the workplace.

Employer-Employee relationship identification:

Common law principles

Although the terms employer and employee are defined in the EHT Act,

the Act does not define the circumstances under which an employer-employee

relationship exists. It is necessary to establish whether the worker is hired under

a contract of service or a contract for service.

A contract of service, or employer-employee relationship, generally

exists when a worker agrees to work for an employer, on a full-time or part-

time basis, for a specified or indeterminate period of time, in return for wages

or a salary. The employer has the right to decide where, when and how the work

is to be done.

A contract for service, or business relationship, generally exists when a

worker agrees to perform specific work for a payer in return for payment. The

self-employed worker is not normally required to perform the services

personally.

In order to determine whether a worker is an employee under a contract

of service or self-employed under a contract for service, reference must be

made to common law principles. The terms and conditions of the worker's

employment are examined and analyzed as they relate to the following four

factors: (a) control (b) ownership of tools (c) chance of profit/risk of loss and

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(d) integration. It is important to note that one factor alone is not conclusive in

the determination.

Control test

The control test is used to determine whether a person is in a position to

order or require not only what work is to be done, but also how it is to be done.

Generally, in an employer-employee relationship, the employer controls,

directly or indirectly, the way the work is to be done and the work methods

used. The employer assigns specific tasks that define the real framework within

which the work is to be done. The payer exercises control if he/she has the right

to hire or fire, and decide where, when and how the work will be done. If such

is the case, then the hirer clearly exercises control over the worker, who may

then be considered to be an employee for EHT purposes. It is not necessary that

control actually be exercised, only that it can be exercised.

Ownership of tools

In an employer-employee relationship, the employer generally supplies

the equipment and tools required by the employee. In addition, the employer

covers the following costs related to their use: repairs, insurance, transport,

rental, and operation. The main points to consider are:

The amount invested

The value of equipment and tools

The rental and maintenance of equipment and tools.

Ownership of the tools, however, is not always a determining factor. The

fact that a worker uses his or her own equipment when performing the work is

not sufficient to conclude that the person is self-employed, as all factors must

be considered. In certain occupations (e.g. auto mechanics, carpenters,

photographers) it is customary for employees to use their own tools.

Chance of profit/risk of loss

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Generally, if an employer-employee relationship exists, the employer

alone assumes the risk of loss. The employer also generally covers operating

costs, which may include office expenses, employee wages and benefits,

insurance premiums, and delivery and shipping costs. The employee assumes

little or no financial risk and is entitled to his or her full salary or wages

regardless of the financial health of the business.

Integration or organization test

The integration or organization test examines whether the tasks

performed by an individual form an integral part of the business (i.e. an

employer-employee relationship exists) as opposed to merely being accessory

to the business (i.e. the individual is an independent contractor).

The test will also determine whether the individual is in business in his or her

own right and provides services to another business as an independent

contractor.

Part-time or casual workers

The fact that an individual may be employed on a part-time or casual

basis has no effect on whether the individual is considered to be an employee or

a self-employed individual for EHT purposes.

Duty of Employers

A person’s job, like a person’s business, is a highly valued possession

that pervasively affects the lives of the employee and his or her family. With

stakeholders everywhere, the relationship is laden with moral responsibilities.

In addition to the employer’s more obvious obligation to advance and

protect the reputation and financial well-being of the company, the employer

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has a moral obligation to make business decisions in a manner that

demonstrates concern for and seeks to advance the welfare of employees.

This includes but goes beyond a duty to treat employees respectfully, to

pay them fairly and provide good working conditions. An ethical employer does

not think of employees only as a means to an end. Employees must be treated as

a major stakeholder group. Ethical employers consciously and consistently treat

the promotion and protection of the well-being of employees as an important

business obligation and objective.

Companies should be loyal to workers as well as shareholders. Layoffs,

plant closings, and other dramatic events of this nature should be handled with

caring and sensitivity and as acts of great moral significance. The use of

euphemisms such as “down-sizing” or “right-sizing” may make managers feel

better about the decision to terminate jobs, but it does not change anything from

a moral perspective. There are, of course, situations where such actions are

justified but they must be implemented in a way that demonstrates genuine

concern for employees who will lose their jobs.

Employees should always be treated with respect and it is the company’s

obligation to see that individual managers do not abuse their power or mistreat

their subordinates. Kill-the-messenger behavior at any management level is

improper, as is any active or passive encouragement of dishonest reporting.

Employees should feel free to raise ethical or other issues without fear of

retaliation.

Employees are entitled to count on the commitments of the employer

especially about central matters such as pay, raises, and promotions. Employers

who chisel employees, renege on promises, or treat them as if they were simply

instrumentalities of the organization’s interests rather than ends in and of

themselves fail to meet their moral responsibilities.

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Duty of Employees

Employees also have moral obligations, and they go beyond giving a full

day’s work for a full day’s pay. Loyalty goes both ways.

Employees have moral duties to the organization, co-workers, and

customers. If an employer were secretly to look for a replacement for an

employee by conducting interviews behind the employee’s back, most

employees would consider that an act of betrayal. “Why didn’t you tell me my

job was at risk?” “Why didn’t you tell me that you were unhappy with my work

so I had a chance to improve?” Does the employee owe the employer less?

When an employee, without any notice to an employer secretly looks for a new

job, often covering up interviewing time with deceptions or lies, is the conduct

any less untrustworthy?

When an employer decides to let an employee go, it is generally thought

that the employer should give the employee ample notice or severance pay. But

what of the ethics of the employee who walks into the boss’ office and says, “I

have an opportunity I can’t turn down and they need me to start this Friday”?

Because of the disparity in power, many employees adopt a double standard

that gives them more leeway than they afford the employer. One aspect of this

attitude draws on the doubtful assertions of necessity. Another is the implicit

belief that if an offer is too good to refuse, there is no moral obligation to

refuse. It doesn’t take much scrutiny to see that these are self-serving

rationalizations. The moral obligations of an employee include loyalty, candor,

caring and respect. The mismatch in economic strength between the employer

and the employee does not change that.

People of character take into account their moral obligations to their

employer before they interview for another job. If they know that their

departure will jeopardize the organization, co-workers, or customers they

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should make it clear at the job interview that they are not available until they

have provided a reasonable transition. If we are not certain how much hardship

departure may cause, the principle of respect suggests that the parties most

affected be given an opportunity to participate in a discussion to suggest the

least harmful alternative. Because the employee-employer relationship operates

in the context of business, there is a tendency to play by different rules dictated

by who has the leverage, and principles of expediency — what you can get

away with — rather than moral principle.

Employers are required to pay Employer Health Tax based on

remuneration paid to employees who report for work at a permanent

establishment in Ontario, and to employees who do not report for work at a

permanent establishment but who are paid from or through the employer's

permanent establishment in Ontario.

In making a determination regarding the existence of an employer-

employee relationship, many factors have to be taken into consideration. In

addition to considering the terms and conditions of the worker's employment,

the Client Services Branch will consider rulings issued by Canada Revenue

Agency (CRA) regarding Canada Pension Plan and Employment Insurance,

CRA's guidelines for specified industries, and common law principles (based on

precedents set by court decisions).

Although the terms employer and employee are defined in the EHT Act,

the Act does not define the circumstances under which an employer-employee

relationship exists. It is necessary to establish whether the worker is hired under

a contract of service or a contract for service.

A contract of service, or employer-employee relationship, generally

exists when a worker agrees to work for an employer, on a full-time or part-

time basis, for a specified or indeterminate period of time, in return for wages

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or a salary. The employer has the right to decide where, when and how the work

is to be done.

A contract for service, or business relationship, generally exists when a

worker agrees to perform specific work for a payer in return for payment. The

self-employed worker is not normally required to perform the services

personally.

In order to determine whether a worker is an employee under a contract

of service or self-employed under a contract for service, reference must be

made to common law principles. The terms and conditions of the worker's

employment are examined and analyzed as they relate to the following four

factors: (a) control (b) ownership of tools (c) chance of profit/risk of loss and

(d) integration. It is important to note that one factor alone is not conclusive in

the determination.

PROBLEM STATEMENT:

This project helps the management any problem arising during the time

of employment in the organisation relationship between employee and

employer and includes a personal grievance or a dispute about the meaning or

application of any provision of this agreement/contract.

NEED FOR THE STUDY:

To identify the effectiveness of Employee-Employer relationship in the

organisation.

To know the employees view towards the management concern on

welfare.

To understand the extent of participative management practiced in the

organisation.

To find out the employees opinion towards the flexibility of HR policies

in the organisation.

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To know the opinion towards the leadership style adopted in the

organisation.

SCOPE OF THE STUDY:

The study focuses on the understanding the need for good relationship

between the employer & employee in the organization and to strengthen or

improve the work in progress.

OBJECTIVES OF THE STUDY:

To study the importance of employer-employee relation.

To study the employer – employee relations in “Agro-Bio Tech

Kottayam”.

To study different aspects including in employer-employee relation.

To study its impact on the performance of the employees.

To Suggests the different steps for making employer – employee relation

effective if there is any deviation.

LIMITATIONS OF THE STUDY

• The study is purely of qualitative nature as it depends on the perception of the

employees.

• As the topic is a sensitive one and purely psychology based data can be

collected only through the personal interview method which had been very

difficult due to the assigned quotas to the individuals and deadlines of projects.

• In order to explain the topic and questionnaire, on an average 15-20 minutes of

time should be spared for each interview.

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1.2 INDUSTRY PROFILE:

NATURE AND HISTORY OF THE COMPANY

This study has been conducted in Agro Bio -tech Research Centre

Ltd, situated in Kottayam. The company is manufacturing and distributing

various types of bio-fertilizers and bio pesticides, suitable for sustainable and

organic agriculture in the country. They produce different bio fertilizers viz.

Rhizobium, Azospirillum, Azotobacter, Phosphobacteria, V.A.Mycorrhiza, Bio-

potash and bio control agents like Trichoderma sp., Pseudomonos, fluorescence,

Beauveria bassiana, Verticillium lecanii, Paecilomyces lilacinus, Metarhizium

anisopliae, Nomuraea reley and organic manures like Bio-organic manure,

Super organic manure, Super meal, Super organic plus etc. under the trade

name ‘ABTEC’. The research and development wing in the company is

developing many more products, which will soon hit the market. The sources of

culture are International Crop Research Institute (ICRISAT), Regional Centre

of Organic Farming, and Project Directorate of Bio control, Indian Institute of

Spices Research (IISR), Kerala Agriculture University (KAU) and Tamil Nadu

Agriculture University (TNAU).

Agro Bio Tech Research Centre Ltd was established in 1993 with the

main objective of manufacturing and distributing quality inputs suitable for

organic farming and thus promote eco-friendly and sustainable agriculture. The

company utilizes the main resources like Men, Machine, Material and Money

for achieving desired goal.

Agro Bio Tech Research Centre Ltd, the pioneers in the manufacture of

Bio fertilizers and Bio-pesticides in the state of Kerala, India. The company’s

Bio-control agent ABTEC TRICHO (Trichoderma spp) is the only one in

Kerala to get CIB registration. To meet the arduous task of food and fibers

requirement, agriculture is to be made efficient, economical and sustainable. It

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is our greed and desire for higher productivity, that we incline ourselves to the

usage of chemical fertilizers and pesticides. This has not only resulted in

causing serious environmental hazard but also destroyed the ecological balance,

thus depleting the microbes irrespective of the fact whether they are beneficial

or harmful. The pesticide residue in food also leads to various diseases like

cancer and the alarming rate of increase in such diseases is now shocking the

conscience of scientists’ world over. The only solution that they put forward to

protect the universe and our upcoming generation is nothing but to promote

Organic Farming. Bio-fertilizers and Bio-control agents are an integral part in

performing Organic Farming in its real sense. Appreciations from the farmers

who use the products and the feedback from the field through the sales officers

have motivated to do further research in the field of agriculture and thus

increase our product range and production capability. Now many of the farmers

are able to avoid chemical fertilizers and pesticides completely by substituting it

with bio fertilizers and Bio pesticides.

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PRODUCT PROFILE

PRODUCT PROFILE

The company is producing a host of bio-fertilizers and bio-control

agents including organic manures under our brand name “ABTEC”. The bio

inputs are manufactured in our fully air-conditioned laboratory under the

technical guidance and supervision of expert senior Agricultural Scientists

using modern bio-technological methods. All our products are subjected to

strict quality check in all stages of production.

Range of Organic products

Bio-fertilizer: Bio-control agents:

Rhizobium Tricho (Trichoderma Sp.)

Azospirillum Pseudo (Pseudomonas fluorescence)

Azotobacter Beauvaria (Beauvaria bassiana)

Phospho bacteria Verticillium (Verticillium lecanii)

Bio-Potash (Frateuria aurentia) Hirsutella (Hirsutella thompsonii)

VAM (V.A Mycorrhizae)Bacillus (Bacillus Subtilis) (BCB 19

- ICRISAT)

Bacillus thruringiensis (BT)

Paecilomyces (Paecilomyces

lilacinus)

ABTEC Azospirillum

ABTEC Azospirillum is available in liquid formulation with a high cell

count of 2 X 109 c.f.u. /ml. The bacterium lives in close association with

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and within the root system of crop plants and has high Nitrogen fixing

capacity.

Recommended crops: Rice, wheat, maize, barley, ragi, other minor

millets, fodder grass, sugarcane, rubber, tea, coffee, coconut, cardamom,

pepper, cotton, grapes, turmeric, ginger, banana, vegetables, fruit plants,

flowering plants, vanilla, etc

Seed Treatment: Mix 100 ml. ABTEC Azospirillum with 1000 ml. of

clean water, mix 20 - 30 kg. seeds in the solution by gentle agitation. Dry

the seeds in shade for 30 min. before sowing.

Benefits of ABTEC Azospirillum

1. Better crop growth and seedling establishment

2. Helps to fix 15 - 20 kg. N/acre/year

3. Increases crop yield by 15 - 20 %

4. Helps to reduce N. fertilizer by 20 - 30 %

5. produces significant quantities of growth hormones like

gibberellins, cytokinins Indole Acetic Acid (IAA) etc.

ABTEC Azotobacter

Formulation : ABTEC Azotobacter is available in liquid form with a

high cell count of 2x 109 c.f.u/ml. cannot tolerate anaerobic condition in

soil. Hence, not recommended for wetland crops.

Recommended crops: All crops except wetland crops

Soil Application : Mix 5ml. of ABTEC Azotobater with 1 kg. organic

manure and apply at the base. For main field/nursery application, (1acre)

mix 1 litre ABTEC Azotobacter with 200kg. organic manure and

broadcast when the soil is just wet. For potted plants also ABTEC

Azotobacter is very effective

Benefits

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1.Better crop growth & seedling establishment

2. Helps to fix 20kg N/acre/year

3. Increases crop yield by 15-20%

4. Helps to reduce N.fertilizers by 25%

5. Plays a minor role in biological control of crop diseases.

ABTEC Phospho bacteria

Formulation: ABTEC Phospho bacterium is available in liquid

formulation. It is a free living bacterium in soil which helps to convert

the insoluble inorganic form of phosphates to simple soluble form.

Benefits

1. Efficient utilization of rock phosphate and a saving of 15 - 20% in

fertilizer cost.

2. Increase crop yield by 15 - 25 %.

3. Better nutrient uptake and thereby vigorous crop growth

ABTEC Bio-Potash (Frateuria aurentia)

Formulation: ABTEC Bio- potash is available in liquid formulation with

high cell counts of 2 X 109 c.f.u. /ml. It can tolerate a wide range of soil

pH (3.5 - 8.5) and temperature (15 - 420C). The bacteria help to mobilize

the insoluble form of potassium for crop growth at a faster rate. Seventy

percent of insoluble potassium is made available to the crop plants within

25 days of bio-potash application in soil.

Recommended crops: For all crops in all soil

Soil application: Mix 5 ml. bio-potash with 1 kg. organic manure and

apply at the base, when the soil is just wet.

Benefits

1. Reduces cost of potash application by 50-60 %

2. Improves resistance of crop plants

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3. Resistant to a wide range of soil pH and temperature.

4. Suitable to apply for all crops.

5. Improves crop growth and yield by 20-30%

6. Compatible with other bio-fertilizers

ABTEC Tricho (Trichoderma Sp.)

Formulation: ABTEC Tricho is available in liquid form with a high

spore count of 3 X 109 c.f.u./ml. It is an eco-friendly bio-fungicide

containing spores, different enzymes and antibiotics

Recommended for: Quick wilt of black pepper, foot rot of betel vine,

soft rot of ginger, turmeric, Galinga, safed musli, capsule rot of

cardamom, clumprot of cardamom, Panama wilt of banana, fusarium wilt

of cotton, guava, pigeon pea, vanilla, grapes, etc,

ABTEC Beauvaria (Beauvaria bassiana)

Formulation: ABTEC Beauvaria is available in liquid form with a high

spore count of 3 X 108 c.f.u/ml. It is an entomopathogenic fungus used

for controlling insect pests.

Recommended crop pests: Pests belonging to Lepidoptera, coleoptera,

Hemiptera, Hymenoptera and Diptera. (Leaf eating caterpillars of rice,

vegetables, vanilla, cotton, tobacco etc,

ABTEC Verticillium (Verticillium lecanii)

Formulation: ABTEC verticillium is available in liquid form with a high

spore count of 2 X 109 c.f.u/ml. It is an entomopathogenic fungus with

mycoparasitic action on rust and powdery mildew fungi

Recommended crop pests: Aphids, scales, whiteflies, thrips, red spider

mites, nematodes, etc.

ABTEC Hirsutella (Hirsutella thompsonii)

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Formulation: ABTEC Hirsutella is available in liquid form with a high

spore count of 2 X 109 c.f.u/ml. It is an acaropathogenic fungus which

can kill several eriophyid mites including the coconut mites.

Recommended crop pests: Coconut eriophyid mites (Aceria

guerreronis) and other mites of vegetable and fruit crops.

Methode of application: Mix 250 ml. ABTEC Hirsutella in 50 litres of

water and spray on the coconut bunches at bimonthly intervals.

ABTEC Bacillus (Bacillus Subtilis)

Formulation: ABTEC Bacillus is available in liquid formulation with

high Cell count of 2 X 109 c.f.u./ml. It is an aerobic spore forming

bacteria.

Recommended Crops: Cardamom, pepper, vanilla, vegetables,

mulberry, coffee, tea, ornamentals, cotton, grape, potato, tomato,

cucurbite, etc.

ABTEC Paecilomyces (Paecilomyces lilacinus)

ABTEC Paecilomyces is available in liquid form with a high spore count

of 2 X 109 c.f.u./ml. It is a soil inhabiting fungi, pathogenic to several

root parasitising nematodes (Nematopathogenic fungi). They are

pathogenic to root knot nematodes of Jasmine, Potato, tomato, chillies,

brinjal, bhindi, cowpea, cucurbits, cardamom, pepper, rice cyst

nematode, lesion nematodes of cocunut, arecanut, banana, pepper, etc.

Attack both the egg masses and cysts of these nematodes.

ABTEC Pseudo (Pseudomonas fluorescence)

ABTEC Pseudo is available in liquid form with a high count of 2 X 109

c.f.u./ml. They are a group of gram negative rod shaped, soil inhabiting

bacteria coming under plant growth promoting Rhizobacteria(PGPR)

group. They are characterised by their twin properties, i.e. disease

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suppression and plant growth promotion. They are antagonistic to several

root pathogenic fungi, bacteria, nematodes and several foliar fungal and

bacterial pathogens.

Recommended for: Quick wilt and pollu disease of Black pepper, soft

rot of ginger, turmeric, rot diseases of vanilla, foot rot, leaf spot of

betelvine, sheath blight, sheath rot and blast of paddy, capsule rot and

chenthal disease of cardamom, shoot tip rot of rubber seedling, fungal

viral diseases of vegetables, etc

Soil application: Mix 1 litre ABTEC Pseudo (for 1 Acre) with 200 kg.

organic manure and apply in moist soil/base of trees @ I kg./potted plants

@ 250 g.

Foliar spraying: Mix 250 ml. ABTEC pseudo in 50 litres of water and

spray on the foliage during evening hours.

Btk (Bacillus thuringiensis serovar kurstaki) : Btk are highly specific,

eco friendly and with no effect on humans, wild life, pollinators and other

beneficial ansects.

Formulation: Btk in the form of Powder 2 X 107 c.f.u/gm

Method of application : Mainly used for foliar spraying. Mix 10-20gm

powder in1ltr. Water and spray on the spoilage.

These are the main products produces in this company they

are more beneficial to the farmers.

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Kottayam-686008 LIST OF DIRECTORS

Name Address Designation

1. K.J.Jacob KOCHETT, Thazhathangady.P.O

Kottayam-686005 Managing Director

2. Dr. D.Clarson ‘Dev Dale’, Poovanthuruthu. P.O,

Kottayam-686012 Director

(Technical)

3. B.Mohan Das Kuttakkattu House

Krishna Krupa,

West Kodungallur, Aluva-10 Director

4. K.M.Mathen Kayalakkakathu,

Gandhinagar P.O,

Kottayam-686008. Director

5. Bibin.Jacob.K KOCHETT, Thazhathangady.P.O

Kottayam-686005 Director

6. Leela Chandrakamma ayalakkakathu,

andhinagar P.O , Director

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FUNCTIONAL DEPARTMENTS

4.1 PRODUCTION DEPARTMENT OVERVIEW

Production is the primary business of an organisation. All other wings

or activities of an organisation exist to the existence of production. Without

production or anything to sell, there is no organisation at all. So the production

department has a significant role in the business organisation. The main

function of production department is to convert inputs into outputs. Production

is the functional area responsible for turning inputs into finished outputs

through a series of production processes. The Production Manager is

responsible for making sure that raw materials are provided and made into

finished goods effectively. He or she must make sure that work is carried out

smoothly, and must supervise procedures for making work more efficient and

more enjoyable.

4.1.1 PRODUCTION PROCESS

Generally the term production involves the transformation of inputs to

outputs trough a particular process.

1. Inputs: These include the six Ms – man, machine, material, money,

method and management.

2. Transformation process: This process in which the inputs are

converted into outputs. It is a value addition process it modifies or adds

value to the input and converts it into a form that is more useful and

saleable to a customer. This value addition can be in any of the following

ways;

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INPUT TRANSFORMATION PROCESS OUTPU

Alteration : This include all activities such as change in physical state of

input, change in dimensions, adding chemicals, heating, rolling,

galvanising,..etc.

Transportation: This refers to physical movement of goods from one

place to another. Some firms especially traders, specialise in buying

goods from one place and transporting it into a location where it can be

sold.

Storage: This refers to a preserving goods. This is also kind of

transforming goods.

3. Output: An output can be good or a product or a service.

4.1.2 Objectives of the Production Department

Customer Satisfaction: Customer satisfaction is vital for the survival of

an organization. An organization studies the expectation of a customer or

the service that need to be rendered and decide on the product. The

product produced by the company must be satisfied by the customer.

Profitability: To achieve sales the pricing of the product should be

optimum. So the market price of the product should be competitive and

commensurate which the features offered by the product.

Timeliness: the products produced or services rendered may be

quantitative and cost effective but if it is does not reach the consumer

when required the organization loses out on the products market.

The production department will set standards and targets for

each section of the production process. The quantity and quality of products

coming off a production line will be closely monitored. In businesses focusing

on lean production, quality will be monitored by all employees at every stage of

production, rather than at the end as is the case for businesses using a quality

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control approach. They will set the standards and targets at each stage of the

production process. The quantity and quality of products coming off a

production line will be closely monitored.

Production in Agro – Bio Tech Research Centre Ltd

Agro – Bio Tech Research Centre Ltd. is a manufacturing company

they producing bio fertilizer and bio control agents. There is a separate

department for production. The department is under the supervision

of the production manager or the Chief technician and the manager

administration. Technology used for manufacturing products is superior and

most suited for climatic and geographic conditions. They collect efficient

mother cultures of different bio-fertilizers and bio-pesticides from different

agriculture universities and ICAR institutes who are actively doing research in

this field. They also get cultures from Kerala Agricultural University,

Tamilnadu Agricultural University Coimbatore, Indian Institute of Spices

Research Calicut and Regional Centre of Organic farming, Bangalore.

The cultures are then mass multiplied by using specific media in

fermentors. Such culture is then mixed with suitable carriers. This ready to use

products are then packed and marketed.

They have all the modern equipments necessary for manufacturing and

for determining the quality of bio-fertilizers and bio-pesticides. They also have

a well-experienced team involved in R&D and field experiments. The company

also has more technical assistants and technicians for better manufacturing.

There are about twenty staffs in the production department. The production

time period is 8.30 am to 5.00pm in every day. They produce around 20 tone

output per day. Final output is produced from two way process. The first

process includes the process of multiplication of mother culture. In the second

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process they mix the developed bacteria with suitable carriers such as bon mills,

compost…etc. The developing bacteria may be converted into liquid or powder

form according to the usage. After the mixing process the final products are

packed with suitable bags.

CHART OF PRODUCTION DEPARTMENT

PRODUCTION PROCESS IN AGRO–BIO TECH

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PRODUCTION DEPARTMENT

FOR

PRODUCING

OTHER WORKERS

WORKERS FOR MIXING

SUPERVISOR-3

SUPERVISOR-2

SUPERVISOR-1

WORKERS FOR PACKING

BATCH - 1

BATCH - 2 FOR PRODUCING

BIO CONTROL

AGENTS

WORKERS FOR

WORKERS FOR PACKING

ADMINISTRATO

CHIEF TECHNICIAN

OTHER STAFFS ONLY WORKING IN LAB

LAB ASSISTANT

QUALITY CHECK-QUALITY

There are two activities include in the production process. The

production process in Agro – Bio Tech Research Centre ltd. is depicting in

the following figure;

1 st process : - The fist process is doing in the specific Lab under the direction of

chief technician with the help of lab assistance there are around 15 staffs

working in the lab. The research and development process also doing in the

Lab.

INPUTS – Mother cultures of different bio-fertilizers and bio-pesticides

collected from different agriculture universities and ICAR institutes who

are actively doing research in this field.

PROCESSING – The process function include the multiplication of

mother culture by using specific media in fermentors. Research and

Development also include in this Process.

OUTPUTS – The out puts from first process is the developed culture or

bacteria ready for mixing. They are in the form of Liquid and the

Powder.

2 nd process :- The second process is done outside the lab under the guidance of

supervisors. There are mainly three supervisors in this department. In this

process include the activity of mixing and packing. There are two batches in

this process, one for producing bio fertilizers and another for bio control agents.

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INPUTS PROCESSING

OUTPUTS

PROCESSING

OUTPUTS

INPUTS

INPUTS: - The inputs in this process are the outputs from the first

process, bone mills, composts, earth- worms…etc. They are collected

from outside the states.

PROCESSING: - The second process include Mixing and Packing .

The out puts from the first process and inputs in the second process are

mixed at a stipulated ratio and then packing it in a priced bag.

MIXING: - Mixing is a process in which the out puts from the first

process and inputs in the second process are mixed at a stipulated ratio.

This is done by workers under the guidance of supervisors. Well

equipped machineries are used for mixing the products.

PACKING: - Packing is process of pack the products in specified bags.

As the bio fertilizer and bio control agents are kept very carefully they

should be packed properly. The packing bags are purchased from

SHARO POLYMERS, manufacture of plastic bags and covers. As the

price and quantity printed on it, the workers in Batch can pack the

product very easy. But the cost of bags is the expense of the company.

OUTPUTS: - The final output is a finished goods ready for sale. They

are the bio fertilizer and bio control agents.

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MIXING OUTPUTS

INPUTS

ACCOUNTANT 2

ACCOUNTANT 3

4.2 ACCOUNTING & FINANCE DEPARTMENT

Finance department contains two divisions i.e., Finance and Accounts. All

the financial works are fully computerized and are connected with every

department. Finance department controls all cash transactions. Audit

department is for verifying all the financial statements and cash transactions.

On line cash payment facility is also in the organization. This department

prepares annual budget. The commissions and other payments to the agencies

and branches are done through this department.

Source of fund

Bank loans are the main source of fund for Agro Bio-tech Research Centre

Ltd. It also includes promoter’s contribution, working capital etc.Finance

department will regulate the income and expenditure of the company. And

prepare an annual budget and monitor income and expenditure to facilitate the

implementation of the budget. It will be responsible for the disbursement of

cash and cashbook should be maintained and tallied every day.

Finance department will give a financial statement of the company

every day to MD with any variation from the budget with the corrective steps

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ACCOUNTANT 1

CAHSEIR

proposed. It will maintain required registers and ledgers to all necessary work

related to income tax, sales tax and central and state excise. Collection of cash,

maintenance of cash book, safe custody of cheques received, presenting them

for collection and its follow up, maintenance of a register for cheques, advising

legal action for bounced cheques will be the function of the finance departments

. Finance department should also advice the credit worthiness of agents to the

marketing department and should

terminate supply to agents who have undesirable outstanding or poor credit

worthiness.

4.3 MARKETING DEPARTMENT

The traditional definition of marketing is the performance of

business activities that direct the flow of goods and service from producers to

consumers. The marketing concepts hold the key to achieving its organizational

goals which consists of the company being more effective than competitors in

creating, delivering and communicating consumer value to its chosen target

markets.

The American Marketing Association offers the following

definition "Marketing is a process of planning and executing the conception of

pricing, promotion and distribution of ideas, goods & services to create,

exchange values that satisfy individual and organizational goal". Theodore

Leavitt of Harvard drew a perspective contrast between the selling and

marketing concepts: Selling focuses on the need of the seller: marketing focuses

on the needs of the buyer. Selling is preoccupied with the idea of satisfying the

needs of the customer by means of the activities associated with creating,

delivering and finally consuming it. Product, while marketing is the whole

cluster.

30 | P a g e

MARKETING STRATEGIES

The firm’s product has attained wide market coverage in Kerala within

the short period time of it being established. Now Kerala market is dominated

by the firm’s product. The effective marketing strategy that they

have adopted is the reason behind this explosive growth of the firm. Expansion

of existing market into other geographical areas, i.e., now the firm is the market

leader in Kerala mat industry and they are about to expand their market all over

South India in order to attain their target turnover. Planning for introducing new

products into market and entering untapped segments is their innovative

strategy.

STRUCTURE OF MARKETING DEPARTMENT

MARKETING MIX

Marketing mix is the set of marketing tools that the firm uses to

pursue its marketing objectives in the target market. It is classified as four Ps of

marketing i.e.; product, price, place, and promotion

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MARKETING DEPARTMEN

KOTTAYAM

SALES

KANNUR

SALES COORDINATOR

ALAPUZHA

KAZARAGODE

THRISSURMALAPURAM

PATHANATHITTA

IDUKKI

WAYANAD

SALES MANAGER

- Product

- Price

- Place

- Promotion

PRODUCT:

The firm products are scientifically designed to provide god results to

farmers. The products are available in nine variants each catering to a specified

user segment. The range comprises of everything from regular fertilizer to

special and high-yielding varieties.. The firm manufactures a wide range of

fertilizer catering to diverse segment.

PRICE:

Price denotes value of a product or service expressed in money.

Pricing is one of the most important activities for any organization. Pricing

policy adopted by the firm is Transfer Pricing. The firm setup its price at

transfer price. Transfer price is the price at which the firm transfers products to

distributors. A general guideline as to the total markup of 11% of the

distributor, a markup of 25% to the retailers. Price quoted is inclusive of

transportation charge’s. The firm allows 2% discount on cash sale. Various

schemes and offers are announced for distributors during monsoon season.

PROMOTION:

To win the battle of competition every manufacture has to choose a

number of promotion tools which can be classified as- advertising, publicity,

Personnel Selling and sales promotion.

ADVERTISEMENT AND PUBLICITY

The major purpose of advertisement and publicity is to promote

effectively through providing information to customers to make them aware

about the characteristics of the product.

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The effective formulation strategies are formed by the marketing

department. The advertisement methods that the firm follows are given below:

1. Wall paintings

2. Sales promotion schemes

3. Visual/electric media

4. Hoardings

5. Exhibitions

6. Laminated boards

7. Retailers trade

8. Turnover discount to distributors

9. Sales incentive scheme

PLACE (DISTRIBUTION)

The products are made available all over Kerala and Tamil Nadu by its

wide distribution network. Now they are going to expand their marketing

network all over south India.

The distribution network is given below:

Exporting Activities:

As the firm strictly follows its quality policy, the products satisfies the

expectation of the customers. They receives inquiries from Sri Lanka, U.A.E,

Netherlands, Germany and other middle East countries regarding export of high

yield varieties of fertilizer. They plan to market in other countries also

4.4 PURCHASE & STORES DEPARTMENT

33 | P a g eUNIT-1

STOCK KEEPER

STOCK KEEPER

UNIT-2

STORES DEPARTMEN

T

gro Bio-tech Research Centre Ltd. has a separate department for purchasing the

raw materials. This department is named as purchase department. Purchase

manager controls this department. The main function of this department is to

ensure sufficient raw materials for production. Purchase department is

responsible for the quality, price and quantity of any item purchased.

The purchase procedure is following

1. Purchase requisition

2. Enquiry

3. Quotation

4. Quotation tabulation statement

5. Purchase order

6. Invoice

7. Purchase report

8. Purchase register

Purchase made on behalf of the company should be channelized

through purchase department. The purchase department may entertain no

emergency purchase request unless of course the reason for the emergency is

explained satisfactorily in writing. Every support should be supported by an

intend from the requesting department before making purchase, the purchase

department should request to the finance department for financial sanction. The

request should carry the purchase intend competitive quotation and any other

data’s found to be in need.

34 | P a g e

Wherever possible regular supplier with pre fixed long term rates are

desirable. But this does not include raw materials for production. Every

purchase order, unless otherwise explained with reason in writing, should have

competitive quotations. When the quantity of purchase or value of purchase is

high, minimum of three quotations should be obtained for comparison.

Permission from finance department should be obtained if forced to violate this

procedure. The section of material should be based on price, quality of material,

make, brand, lead-time, credit period etc

Purchase department will be solely responsible for price, quality or

quantity of any item purchased. Request for purchase should be made in the

prescribed form signed by the person heading the department and forwarded to

purchase department. Purchase request must include data’s like item name,

quantity, specification (if any), current stock, date on which the item is required

etc.

The purchase department should send the invoices to the finance department

along with the copy of the purchase order, intend and G.N.R after verifying and

certifying the accuracy of the above details. It is the duty of the purchase

department to prepare and maintain a list of and price of items, which have

major seasonal variation in prices. Purchase department should advice AGM

and finance department regularly on this matter and initiate purchase during the

season, base on the availability of finance, inventory holding cost, storage

requirements etc.

Purchase department should give a daily payment schedule statement

to the finance department for them to arrange the cash flow for prompt

payment. Whenever required the purchase department should obtain the

expertise of other departments to specify and evaluate the quality of the

35 | P a g e

material. Purchase request receive, with various department along with

tabulation of competitive quotations should be send to finance department for

financial sanction.

When the goods are received, the goods are directed to the concerned

store department, which made the request and they, after verifying the quality

and price, and after entering the stock in the register send the “goods received

note” along with the copy of purchase sanction, purchase order and invoice to

finance department.

The finance department after verifying the purchase and getting satisfied

releases payment of all bills.

PURCHASE ORDER

On the basis of quotation, purchase order is prepared. It contains

reference number, date, purchase order number, quotation number; suppliers

name and address, payment forms, tax rate, delivery period, place of deliver,

item, quality, rate etc. Payments are made by ready cash and credit records.

INVOICE

Purchase order is prepared in 4 copies. Original is send to suppliers,

another one is send to account section and the rest two to purchase department.

The purchase materials are checked with the help of invoice.

PURCHASE REPORT

When the goods are received, the goods are directed to the concerned

store which made the request and after verifying the quality, quantity and price,

enter in the stock register with the goods received note along with the copy of

36 | P a g e

purchase sanction, purchase order and invoice to the finance department after

checking of the raw materials and prepare the purchase report.

Purchase department is usually divided into 3 sections:

1. Purchase/procurement

2. Receipt

3. Handling

STORE DEPARTMENT

Store department is the department where all the raw materials, work

in progress, and finished goods are stored. This department is responsible for

the proper storage of all the goods. And an Asst. manager controls this

department. Under his control there is three supervisors for finished goods

store, raw materials and packing material respectively.

STORE PROCEDURE

Materials are intending by Store Department on the basis of minimum-

maximum-order level fixed on the stock card. Other local raw materials are

arranging by the production in charge through Purchase Department.

Stock issues are punching in the computer everyday consolidated

issue statements are received from the computer and it is posted in the stock

card. Stock card is tallying with the actual stock, time to time excess shortage is

adjusting accordingly. There is a serial number on the stock card and the same

number and name on the labels are tied with the bags. Bundles kept on the rack

to identify the material.

Materials are stocking serially as far as possible and others are kept

in the rack and open covered sheds. Requirements of seasonal and bulk items

can be fixed as the stock card according to average yearly consumption noted.

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On receipt of materials we are taking entry in the rough book and sending

necessary intimation to the concerned department with samples of approval.

Further “goods received note” got certified and sending to purchase department

for further action.

Issues are made as per requirement of production. Electrical and other

miscellaneous items are issuing as per instruction of concerned department

heads. Tools and instruments are issuing according to temporary or permanent

loan register.

INVENTORY CONTROL

Maximum level mentioned on the stock card should not be gone up, at

the same time minimum stock should not come down. As a special case and

some particular materials can be for a long period which is not available in the

open market.

Materials are issued on the basis of Batch manufacturing Record (BMR).

The production officer prepares BMR. The issuing items of raw materials are

entered in the stock register (quality purchased, quality issued, balances etc) by

the store manager.

The items in the BMR are taken and given to production. These raw

materials cannot be used directly for producing products. So they are send for

washing, drying, chopping, sieving etc.. Then all these items are given for

disintegration. The machinery used for this purpose is known as disintegrator.

Various raw materials like herbs, roots, bark of trees, seeds etc. are used for

disintegration. Multi pulvarator and micro pulitivator are used for making it a

very fine powder. For sieving the raw material, there is a sieving machine.

There is a thermic fluid boiler. The heat generated using furnace oil is

transferred into thermic fluid. It provides heat for production of medicine. It is

circulated through insulated pipes.

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In juicing area the raw materials are converted into juice form. There is a

processing area. Here processing function takes place. After processing,

products are given for packing. There is a liquid filling machine for filling

Liquid’s into bottles. Pouch packing machine is used for packing choornums, in

small sachets. These are taking place in packing section.

Procedure of the store

1. Manager in charge of the store shall be solely responsible for the safe

custody and proper storage of all materials, packing material, finished

goods, tools and accessories, spares etc.

2. They should maintain a stock and issue register, which should be

submitted to the AGM for periodic inspections.

3. On arrival of any item to the store they should evaluate the quantity and

quality as per specification and as per invoice and issue a goods received

note to purchase department.

4. They are empowered to reject any item found not conforming to the

specification and any short supply should be mentioned in the GRN.

5. Raw materials, before being taken into stock , should be checked and

approved by the person authorized by the production department.

6. The stores on all raw materials to analyse its aging and usability should

carry out periodic inspection and the same should be intimated to the

production department.

7. Considering the seasonal variations in prices they should prepare a list of

items and should study the feasibility of purchasing them.

8. Periodic inspection of FG store, RM store, tools and accessories and

spares should be carried out to assess the accuracy of the stock in hand.

9. First in first out principle should be maintained in RM and FG store.

39 | P a g e

It is the duty of the stores department to constantly monitor the stock of FG, PM

and RM and make request to the purchase department for purchase.

4.5 HUMAN RESOURCE DEPARTMENT

DEPARTMENT CHART

“THE MOST VALUABLE ASSET OF EVERY ORGANIZATION,

THE HUMAN RESOURCE……..”

HR department is considered as an indispensable part of every

organization. Without HR department an organization cannot manage and

administer various functions and activities.HR department is practicing various

programmes including human resources planning recruitment and selection

training and development and induction programmes, welfare and social

security measures job analysis and evaluation compensation management

system, grievance handling measures, work committee, measures to reduce

turnover and absenteeism

FUNCTIONS OF THE HR DEPARTMENT

Recruitment and selection

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OFFICE ASSISTANTS

ASSISTANT MANAGER

HR MANAGER

SENIOR MANAGER HRD

Performance appraisal

Training and development

Welfare activities

Attendance management

Wage and salary management

ESI scheme administration

RECRUITMENT & SELECTION

This is the most important function of this

department. This is because qualified employees should be placed for the job. It

is the process of selecting for and obtaining applications from right persons.

The Agro Bio-tech Research Centre Ltd, recruitment goal is to attract and

employ a high qualified and diverse work force to provide quality services to

the company for long time.

The first step in responding to a vacancy is to review the organizational

need and determine the most effective way to support the company’s mission.

Factors to consider when evaluating a vacant post should include the

organization’s current business needs, program requirement as well as changes

in the positions reporting relationship, duties and responsibilities, employment.

DETERMINING SELECTION CRITERIA

The first step in attracting and hiring qualified candidates is to

review, revise or develop a carefully prepared Employee Work Profile (EWP).

The EWP is the corner stone for the recruitment process and is the basis for

validating employment decisions. Human Resources should review the EWP to

resolve any questions prior to recruitment.

The company recruits employees through the following sources:

1) Contacts through present employees

2) Former employees

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3) Through advertisements

4) Through personnel consultants

5) Campus recruitment

SELECTION

Steps involved:

1. Preliminary Interview/Group Discussion

2. Application Blank

3. Employment tests

4. Employment Interview

5. Reference check

6. Medical exam

7. Final selection

TRAINING AND DEVELOPMENT

The company is providing training to existing as well as

new workers as and when necessary. Fully fledged training programs are

adopted by the company. Company maintains a training calendar through which

company forecast its training programs. Off the job as well as on the job

training is provided.

Fresh candidates are given induction training and existing

employees will be given ob the job training. For fresh candidates give an

induction program along with the 3 months training.

WELFARE ACTIVITIES

Organizing welfare facilities for employees is an essential

function of the H R Department. Welfare activities include the following:-

SNEHABHAVAN –Company provide house under Sneha Bhavan

program to those workers who does not have house.

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TOUR PROGAMME – Company has conducting annual tour programs

every year to various places for entertaining the workers and staffs.

WEDDING PROGRAMME – One of the appreciable welfare activity

conducted by the company is the wedding programs for the poor sections,

mostly orphans and also conduct wedding programs for the workers.

EDUCATION FACILITIES – Along with the above mentioned

activities, company provides education facilities for the children of

employees of the company.

COMPENSATION MANAGEMENT SYSTEM

Agro Bio-tech Research Centre Ltd, is maintaining effective

compensation management system so as to give prompt and correct payment

to its employees. They are also giving incentives to its workers or employees to

motivate their performance of job.

Grievance Handling Measures

The company is provided grievance box in each working unit

or sections so as to put complaints and suggestions by the employees.

Works Committee

To maintain a good industrial relation, Agro Bio-tech

Research Centre Ltd, create works committee which includes participants from

almost all departments & sections. Problems of all employees are discussed &

solved in the works committee. Works committee meets once in three months.

Identity card

The HRD department issues covered smart card to employees. It

contain stamp size photograph of the employees, designation, employee code,

department .The employee should carry the identity card during work hours.

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LABOUR WELFARE

1) Providing shelters, Rest rooms and Lunch rooms

2) Providing vehicle shed.

3) Providing purified drinking water.

4) Providing Latrines and Urinals.

5) Providing Masks.

6) Providing Medical Facilities.

7) Providing Vehicle Facilities.

TRADE UNIONS

H R Department is the department for Human resources. Various trade

unions are active in the company. Major trade unions in the company are

AITUC, BMS and CITU. H R department is maintaining a cordial relationship

with these trade unions.

Rewards and Recognition:

Motivating employees by rewarding sustained performance is one of the

four goals identified to support and operationalize the Agro Bio-tech Research

Centre Ltd, compensation philosophy. Often Employee - Employer relationship

can be achieved and enhanced through recognition.

Monetary and Non-Monetary Awards:

The level of an employee contribution to the work unit, company, should

be considered when determining the award to be provided to the employee.

Recognition awards may be in the form of monetary and non- monetary items.

Monetary items are those paid by any negotiable instrument such as cash,

cheque etc. this type of awards also includes any item that can be easily

convertible into cash. Non-Monetary awards include items such as non-

refundable gifts, meals, trips, plaques, clothing, or other similar items.

TYPE OF EMPLOYEE RECOGNITION PROGRAMMES:

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Awards for length of service.

Employee suggestion programme.

Employee recognition programme.

SAFETY POLICY:

FIRE SAFETY POLICY:

1. Fire extinguishers are not to be removed from their proper

locations or discharged unless there is a true fire emergency.

2. Tampering with safety seals on any egress door is prohibited.

3. Exterior elevated areas (fire escapes, roofs, parapets, etc.) of

dormitories are designed to be used as a second means of egress in

an emergency. No items may be placed in these areas at any time

under any circumstances.

4. Safety signs and markings are not to be altered, defaced, destroyed,

covered, or removed

5. Nothing may be affixed to any window or egress door(room entry

door, hall way door).

6. Tapestries o other wall coverings must be hung vertically and must

at least 18 inches from any heat source. Nothing may be hung from

the ceiling.

7. Excessively disorderly conditions and the storage of excessive

amounts of paper, trash, and recyclables are prohibited.

8. No vehicles may be stored or parked in the areas.

9. Fire & Safety policy is a major criterion in performance

evaluation.

10.In order to ensure that workers are complying with the company’s

fire code, the Security Department conducts periodic inspections.

4.6 RESEARCH AND DEVELOPMENT

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R & D department is controlled by Asst Manager R & D. and four

chemists are working under his control. The main function of R & D

department is to develop new range of products with highest quality at

minimum expense.

R & D department has to ensure certain fixed standards for their

products. The department also keeps certain registers i.e., Quality Control

Register for finished goods and raw materials and packing

For medicines Preservative measure and Control Sample cum Stability

Study Register are also maintained.

QUALITY CONTROL

A team of doctors, botanists and chemists with special training in quality

control of plant-based fertilizer maintain the quality control lab. Traditional

quality control methods like tasting and smelling are still in vogue in spite of

profuse use of modern sophisticated quality control equipments. Extensive use

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R & D DEPARTMEN

T

CHIEF TECHNICIA

N

OTHER STAFFS ONLY

WORKING IN LAB

LAB ASSISTANT

S

QUALITY

QUALITY CHECK

of electronic data processing in quality control ensures precision and

consistency.

Main functions of R & D department

1. Raw materials quality checking

2. Comparison with standards.

3. In process checking.

4. Finished products quality checking.

5. Packing materials quality checking.

4.8 ADMINISTRATION DEPARTMENT

Human Resource Management

HRM is the process of acquiring, training, appraising, compensating

employees and attending to their labor relations, health and safety and fairness

Concern. In other words HRM is the people concerned dimension in

management. Since every org is made up of people, acquiring their services,

developing their skills, motivating them to higher level performance and

ensuring that they continue to maintain commitment to the org are essential to

achieve organizational objectives. This is true regardless of the type of the

organizational, government, business education, health recreation and social

action.

HRM refers to a set of programmes, functions and activities designed

and carried out in order to maximize both employees as well as organizational

effectiveness.

The main functions are;

a. Conducting job analysis

b. Planning Labour needs and recruiting job candidates

c. Selecting job candidates

d. Conducting orientation and training programs for new employees.

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e. Managing wages and salaries

f. Providing incentives and benefits

g. Appraising the performance

h. Communication with employee9 interviewing, counseling,

discipline)

i. Training and developing managers

j. Building employee commitment

RESPONSIBILITIES OF HR MANAGER

(a) The HR manager is responsible for the manpower planning,

recruitment, selection, training compensation package,

performance appraisal, maintaining discipline and harmonious

industrial relationship with Agro Bio-tech Research Centre Ltd,

(b)He is responsible for providing advices and guidance / assistance

to the officers and staff working in the unit under the control of

The General Manager in the matters connected with performance

appraisal, discipline, harmonious relation, training, optimum use of

time, achieving the targeted production etc.

(c) HR manager is responsible for obtaining necessary function for the

creation of posts, pay scale and other required sanctions from

managing director / chairman for filling up manpower

requirements from time to time.

(d)HR manager shall be responsible for the proper administration of

the statutory and non statutory welfare programming in the firm

(e) HR manager shall be responsible for complying with various

labour legislations.

(f) The HR manager is responsible for formulating HR policies and

interpretation of different labour laws.

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(g)The HR manager is responsible for preparation of wages and salary

bills and passing it to finance department for disbursement.

(h)The HR manager is responsible for identifying the training needs

of the organization and its employment and prepare training

calendar and arrange various training programs for the employees.

In its essence HRM is the qualitative improvement of human being

who is considered the most valuable asset of an organization, the

organizational resources and end users of all products and services.

In brief the functions of HRM are.

1. Job analysis

Job analysis is the procedure through which a HR manager has to

determine the duties of the position and characteristics of the people to hire for

them.

2. Human Resource Planning.

Human resource planning is understood as the process of foresting an

organization’s future demand and supply of the right type of people in the right

time at the right place. In other words HRP is the process by which an

organization ensures that it has right number of and the right kind of people at

the right place at the right time, capable of effectively and efficiently

completing those tasks that will help the organization achieve its overall

objectives.

3. Recruitment:

The firm follows a centralized system of recruitment programmes and

its implementation is done at corporate level. Recruitment is the process of

searching for and obtaining applicants for jobs from among whom the right

people can be selected.

4. Selection

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Selection is the process of differentiating between applicants in order

to identify and hire those with a greater likelihood of success in a job. Selection

is concerned with picking the right candidates from a pool of applicants.

Selection is negative in its application as it seeks to eliminate as many

unqualified applicants as possible in order to identify the right candidate. In the

firm selection of employees are done at two levels-workers level and at the

managerial level.

5. Job Description:

Job description is preparing for a number of different purposes in

an organization. The area follows.

To define responsibilities of a job.

To review the organization structure and distribution of duties with the

organization for the job evaluation.

For the foundation of performance appraisal

To provide information about a post to be filled for recruitment/selection

purpose.

6. Personal Specification:

Personal specification is a set of criteria developed from the job and

organization context which describes the skill and attributes of a job holder.

A personal specification helps to:-

- Provide an objective standard against which candidates can measure. It helps

to avoid purely subjective judgment.

- Personnel specification will help identify training and development plans for

successful candidates. It is most useful to find a candidate for a job who fulfills

all requirements.

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The firm is conducting interviews in their selection process. The

question and acceptable response are specified in advance and are rated for

appropriateness of content.

8. Orientation and placement.

Orientation, also called as induction, is provide a new employee with

the Information he or she needs to perfume comfortably and planned

induction programme for the fresh employees about their job, their co Workers

and the organization . Thus orientation programme conveys three types of in

formations.

General information about the daily works routine.

A review of the organization history, founder, objectives,

operations and products or services as well as how the employee’s

job contributes to the organizational needs.

A detailed presentation of the organization polices, work rules and

employee benefits.

After the orientation programme, the evaluation of the

programme is conducted by time interview. After giving orientation programme

for the new employees, the firm is taking care of the placement of the employee

because when an employee has been hired or oriented he or she must be placed

in his /her first job. Placement is understood as the process of allocation of

people to the job. It is the assignment or reassignment of an employee to a new

or different job.

9 .Training and development

In the firm HR authority is conducting training and development

programe for employee to improve current and future employee performance by

increasing an employee’s ability to perfume through learning, usually by

changing the employee’s attitude for increasing his /her skill and

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knowledge .The need for training and development is determine by the

employee’s performance deficiency.

10. Performance appraisal

Performance appraisal is the systematic evaluation of the individual

with respect to his/ her potential for development. The firm conducts

performance appraisal once in a year. The method for performance appraisal is

for evaluating performance of employees on rating scale method because this is

the simplest and most popular technique for approving employee performance.

The typical rating scale system consist of several numerical scale, each

representing a job related performance criterion such as dependability,

initiative, output, alternatives, attitudes, cooperation and the like . Each scale

ranges from excellent to poor.

11. Welfare measures:

Labour welfare is a term which must necessarily be elastics, It has

somewhat different interpretation from country to country according to the

different social customs, the degree of industrialization and educational level of

workers. The management of the firm is well aware of the growing necessity of

welfare activities and pursues a policy of improving the facility aimed at total

well being of its workforce. They are:

A. Al employees in the organization are covered under the employee state

insurance (ESI) scheme. No other insurance scheme prevails in this

organization

B. Festival allowances are given to the employee on the occasion of

notified festivals.

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C. Annual bonus/ incentives are paid out to the employees as per the

company rules.

12. Relation between employees and management:

The relationship between manager and employee must be

handling effectively as both the employee and the organization are to propose

together whether or not some of the employee’s rights must be addressed. It is

important to develop communication and update HR polices and rules so that

managers and employees will know what is expected.

First aid: First aid facilities are provided in the factory for all the employees.

Safety: A well equipped security force is provided for safeguarding everything

inside the factory premises.

4.8 IT AND SYSTEMS DEPARTMENT:

IT and Systems department of Agro Bio-tech Research Centre Ltd, is

responsible for all the work related to information technology. In this company

every department use different software and different ERP. Agro Bio-tech

Research Centre Ltd, use FIDELIO software to save their data like no. of

policies sold. Each department is connected through this software and according

to their requirement every department take information from that software. If

there is any problem with the systems, software or networking then system

department staff is called.

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RESEARCH METHODOLOGY

RESEARCH TYPE

Research in common parlance refers to a search for knowledge. One can also

define research as a scientific and systematic search for pertinent information

on a specific topic. In fact, research is an art of scientific investigation.

Research is an academic activity and as such the term should be used in a

technical sense.

POPULATION

The size (in terms of manpower) of the company/division selected for the study

refers to the size of the employees in the company.

SAMPLE DESIGN

The sample design is a defined plan determined before any data are actually

collected for obtaining a sample from a given population. A sample of 100

associates was selected from the total population associates on convenient basis.

RESEARCH DESIGN

Research design is a conceptual structure with in which research is conducted.

It constituted the blue print for collection measurement and analysis of data.

The type of research design used is descriptive research. Descriptive research

includes surveys and fact finding enquiries of different kinds. The major

purpose of descriptive research is description of the state of affairs, as it exists

at present.

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The study was conducted in the company to find out the self-perceptual abilities

and to ascertain the employer – employee relationship in Agro Bio Tech,

Kottayam. The subject mainly relays on the primary data, which was obtained

through personal interview method.

SAMPLING

The method of convenient sampling was adopted for this research. In an

organization like “Agro Bio Tech, Kottayam”, it was not possible to collect the

data during the night shifts so hence the data was collected from the available

employees/associates in the day shifts from various departments. The total

samples interviewed are 100 associates/employees.

SAMPLE SIZE

The size of the sample chosen for study is 100 associates who are available

during the execution of the project survey within the stipulated time.

SOURCES OF DATA

The data has been collected from both primary and secondary sources for the

research work.

PRIMARY DATA

The primary data was collected by the research with the use of standard and

accepted techniques i.e., through interview methods. A convenient sample has

been followed for picking up of respondents. As the data cannot be collected

during the night shifts so hence this method of convenient sampling is chosen

and the data was collected from the available employees during the survey

through personal interviews and discussions to understand their perceptions and

ascertain the individual stress levels.

SECONDARY DATA

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Man power Report, company’s website as well as other websites and from

Animation Express (A Journal).

RESEARCH INSTRUMENT USED

This research encompasses the study on two topics stress and perception, which

are most of the time, inter dependent. As the objective of the study is to find out

the impact of self-perception on stress, initially the two components self-

perception and stress are to be measured.

So, this questionnaire was designed in such a way that both the components can

be measured at a time. For this, the questionnaire was divided into a total of

four parts where,

STATISTICAL METHODS USED TO ANALYSE THE DATA

• Percentage Analysis

PERCENTAGE ANALYSIS

Percentage analysis is made basing on the total no. of respondents response to

the options for each question. This is a question wise analysis which gives the

total percentage of the respondents to that question that helps the researcher to

analyze the causes and to find out the influencing factors and contributing

components in view of self-perception and as well as stress.

This analysis will be made in tabulating the responses for each question and

will be analyzed with the help of graphical charts.

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DATA ANALISIS

AND

INTERPRETATION

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DATA ANALYSIS & INTREPRETATIONTABLE NO: 3.1

Satisfied with the relationship between you and your Employer

Criteria No. Of Respondents % of Respondents

Yes 80 80

No 20 20

Total 100 100

Source: Primary data

INTERPRETATION

From the above table it is clear that the majority of the employees are satisfied with the

employer.

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Chart No. 3.1

Relation Ship Between Employee & Employer

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Yes No Total

80

20

100

80

20

100

Chart TitleNo. Of Respondents % of Respondents

TABLE NO:

3.2

Support Given By the Employer to The Employee

Criteria No. Of Respondents % of Respondents

Excellent 60 60

Good 20 20

Average 10 10

Poor 10 10

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Total 100 100

Source: Primary data

INTERPRETATION

From the above table it is clear that the 60% of the employees are agreeing with the fact that

Employer provides support to their problems.

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CHART 3.2

Support By Employer to Employee

Excellent30%

Good10%

Average5%Poor

5%

Total50%

No. Of Respondents

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TABLE NO: 3.3

Encouragement Given by the Employer

Criteria No. Of Respondents % of Respondents

Yes 75 75

No 25 25

Total 100 100

Source: Primary data

INTERPRETATION

From the above table it is clear that the majority of the respondents are of the opinion that the

employers encourage the employee

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CHART 3.3

ENCOURAGEMENT BY THE EMPLOYER

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Yes No Total0

102030405060708090

100

Chart Title

No. Of Respondents % of Respondents

TABLE NO: 3.4

GIFT PROVIDED BY THE EMPLOYER ON SUCCESSFUL COMPLETION OF

WORK

Criteria No. Of Respondents % of Respondents

Increment 50 50

Tour Package 30 30

Appreciation 10 10

Other Benefits 10 10

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Total 100 100

Source: Primary data

INTERPRETATION

From the above table it is clear that the respondents are of the opinion that they are provided

increment, 20% of the respondents are of the opinion that they are provided tour packages,

10 % of the respondents are of the opinion that they are provided Appreciation and 10 % are

of the opinion they are provided with other benefits.

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CHART 3.4

GIFT PROVIDED BY THE EMPLOYER ON SUCCESSFUL COMPLETION OF

WORK

25%

15%

5%5%

50%

No. Of RespondentsIncrement Tour Package Appreciation Other Benefits Total

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TABLE 3.5

SATISFACTION WITH THE GIFT PROVIDED

Criteria No. Of Respondents % of Respondents

Yes 85 85

No 15 15

Total 100 100

INTERPRETATION

From the above table it is clear that the majority of the respondents are happy with the gifts

provided by the company.

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Chart 3.5

SATISFACTION WITH THE GIFT PROVIDED

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Yes43%

No8%

Total50%

No. Of Respondents

Table 3.6

WORK ENVIRONMENT PROVIDED BY THE EMPLOYER

Criteria No. Of Respondents % of Respondents

Excellent 60 60

Good 20 20

Average 10 10

Poor 10 10

Total 100 100

INTERPRETATION

From the above table it is clear that the respondents are of the opinion that they are provided

excellent, 20% of the respondents are of the opinion that they are good, 10 % of the

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respondents are of the opinion average and 10 % are of the opinion they are of the opinion

poor working conditions.

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Chart 3.6

WORK ENVIRONMENT PROVIDED BY THE EMPLOYER

Excellent30%

Good10%

Average5%Poor

5%

Total50%

No. Of Respondents

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Table 3.7

SUPPORT FROM THE CO - WORKERS

Criteria No. Of Respondents % of Respondents

Yes 75 75

No 25 25

Total 100 100

INTERPRETATION

From the above table it is clear that the majority of the respondents are happy with the

support from the co- workers and 25 % are not at all happy the co workers attitude.

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Chart 3.7

SUPPORT FROM THE CO - WORKERS

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Yes38%

No13%

Total50%

No. Of Respondents

Table 3.7

INCENTIVES PROVIDED BY THE EMPLOYER

Criteria No. Of Respondents % of Respondents

Excellent 70 70

Good 20 20

Average 10 10

Poor 0 0

Total 100 100

INTERPRETATION

From the above table it is clear that the 70% respondents are of the opinion that they are

provided excellent incentives, 20% of the respondents are of the opinion that they get good

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incentives and the remaining 10 % of the respondents are of the opinion they are provided

with only average incentives

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Chart 3.7

INCENTIVES PROVIDED BY THE EMPLOYER

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35%

10%

5%

50%

No. Of RespondentsExcellent Good Average Poor Total

Table 3.8

EMPLOYER SUPPORT INCREASES PRODUCTIVITY

Criteria No. Of Respondents % of Respondents

Yes 90 90

No 10 10

Total 100 100

INTERPRETATION

From the above table it is clear that the majority of the respondents are of the opinion that

employer support will definitely increase productivity while 10% of the respondents are of

the opinion that it doesn’t matter.

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Chart 3.8

EMPLOYER SUPPORT INCREASES PRODUCTIVITY

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Yes45%

No5%

Total50%

No. Of Respondents

Table 3.09

PRODUCTIVITY RATED BY THE EMPLOYER

Criteria No. Of Respondents % of Respondents

Excellent 70 70

Good 10 10

Average 10 10

Poor 10 10

Total 100 100

INTERPRETATION

From the above table it is clear that the 70% respondents are of the opinion that they are

excellent, 10% of the respondents are of the opinion that they good, 10 % of the respondents

are of the opinion average and the 10 % of the respondents are of the opinion poor.80 | P a g e

Chart 3.9

PRODUCTIVITY RATED BY THE EMPLOYER

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Excellent35%

Good5%

Average5%Poor

5%

Total50%

No. Of Respondents

Table 3.10

SUPPORT BY THE EMPLOYER IN PERSONAL MATTER

Criteria No. Of Respondents % of Respondents

Highly Satisfied 40 40

Satisfied 40 40

Dissatisfied 20 20

Total 100 100

INTERPRETATION

From the above table it is clear that the 40% respondents are of the opinion they are given

support in family matters, 40 % are of the satisfied with the support while the 20% are not all

satisfied with the support given to them in their personal matters.

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Chart 3.10

SUPPORT BY THE EMPLOYER IN PERSONAL MATTER

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Highly Satisfied Satisfied Dissatisfied Total

40 4020

100

40 40

20

100

Chart TitleNo. Of Respondents % of Respondents

Table 3.11

Measures Adopted by the Concern to check the relation Between You and Employer

Criteria No. Of Respondents % of Respondents

Yes 80 80

No 20 20

Total 100 100

INTERPRETATION

From the above table it is clear that the majority of the respondents are happy with the

measures adopted by the concern.

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Chart 3.11

Measures Adopted by the Concern to check the relation Between You and Employer

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Yes No Total0

20

40

60

80

100

120

140

160

180

200

Chart Title

% of RespondentsNo. Of Respondents

Table 3.12

Supervisors to check the Employee Employer Relationship

Criteria No. Of Respondents % of Respondents

Yes 75 75

No 25 25

Total 100 100

INTERPRETATION

From the above table it is clear that the majority of the respondents are happy with the

measures adopted by the concern to check the relationship.

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Chart 3.12

Supervisors to check the Employee Employer Relationship

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38%

13%

50%

No. Of RespondentsYes No Total

Table 3.13

PERFORMANCE OF THE SUPERVISORS

Criteria No. Of Respondents % of Respondents

Highly Satisfied 65 65

Satisfied 25 25

Dissatisfied 10 10

Total 100 100

INTERPRETATION

From the above table it is clear that the 65% respondents are of the opinion they are highly

satisfied with the supervisors, while 25% are satisfied with the performance of supervisors

and the remaining 10% are not at all satisfied with the supervisors.

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CHART 3.13

PERFORMANCE OF THE SUPERVISORS

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Highly Satisfied Satisfied Dissatisfied Total

65 25 10 100

65 25 10 100

Chart TitleNo. Of Respondents % of Respondents

Table 3.14

HAVE YOU EVER MISUSED THE SUPPORT BY EMPLOYER

Criteria No. Of Respondents % of Respondents

Yes 30 30

No 70 70

Total 100 100

INTERPRETATION

From the above table it is clear that the majority of the respondents are of the opinion that

they have not misused the support of the employer.

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Chart 3.14

HAVE YOU EVER MISUSED THE SUPPORT BY EMPLOYER

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15%

35%

50%

No. Of RespondentsYes No Total

Table 3.15

PERFORMANCE AFTER GETTING APPRECIATION / ENCOURAGEMENT

Criteria No. Of Respondents % of Respondents

Work More 75 75

Work Less --- ----

Work as Before 25 25

Total 100 100

INTERPRETATION

From the above table it is clear that the 75% respondents are of the opinion that they work

more, 25 % of the respondents are of the opinion that they don’t change their work style.

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Chart 3.15

PERFORMANCE AFTER GETTING APPRECIATION / ENCOURAGEMENT

--- ----75 75

No. Of Respondents % of Respondents

25 25

100 100

Chart TitleWork as Before Total

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Table 3.16

MEASURES ADOPTED BY THE CONCERN TO CHECKTHE EMPLOYEES PERFORMANCE

Criteria No. Of Respondents % of Respondents

Internal Control

System55 55

Internal Audit 10 10

Labour Audit 35 35

Total 100 100

INTERPRETATION

From the above table it is clear that the 55% respondents are of the opinion that their concern check the employee performance through Internal Control System 10% feel that internal audit will help, while the remaining 35 feel that the labour audit will be helpful

  

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Chart 3.16

MEASURES ADOPTED BY THE CONCERN TO CHECKTHE EMPLOYEES PERFORMANCE

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Internal Control System

28%

Internal Audit5%Labour Audit

18%

Total50%

No. Of Respondents

Table 3.17

MEASURES ADOPTED BY THE CONCERN TO CHECKTHE EMPLOYEES PERFORMANCE

Criteria No. Of Respondents % of Respondents

Internal Control

System55 55

Internal Audit 10 10

Labour Audit 35 35

Total 100 100

INTERPRETATION

From the above table it is clear that the 55% respondents are of the opinion that their concern check the employee performance through Internal Control System 10% feel that internal audit will help, while the remaining 35% feel that the labor audit will be helpful

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Chart 3.17

MEASURES ADOPTED BY THE CONCERN TO CHECKTHE EMPLOYEES PERFORMANCE

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Internal Control Sys-tem

Internal Audit Labour Audit Total0

102030405060708090

100

Chart Title

No. Of Respondents % of Respondents Table 3.17

MEASURES MISUSED BY THE EMPLOYEES

Criteria No. Of Respondents % of Respondents

Fully Detected 75 75

Partly Detected 25 25

Not Detected --- ---

Total 100 100

INTERPRETATION

From the above table it is clear that the 75% of the employees feel that its fully detected, while 25% feel that its partly detected.

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Chart 3.17

MEASURES MISUSED BY THE EMPLOYEES

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--- ---25 2575 75

No. Of Respondents % of Respondents

100 100

TotalTotal

Table 3.18

MEASURES MISUSED BY THE EMPLOYEES

Criteria No. Of Respondents % of Respondents

Fully Detected 75 75

Partly Detected 25 25

Not Detected --- ---

Total 100 100

INTERPRETATION

From the above table it is clear that the 75% of the employees feel that its fully detected, while 25% feel that its partly detected.

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Chart 3.18

MEASURES MISUSED BY THE EMPLOYEES

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--- ---25 2575 75

No. Of Respondents % of Respondents

0

20

40

60

80

100

Total

Total Table 3.19

PUNISHMENT GIVEN BY THE EMPLOYER

Criteria No. Of Respondents % of Respondents

Suspension 50 50

Dismissal 25 25

Recover the amount 25 25

Total 100 100

INTERPRETATION

From the above table it is clear that the 55% of the employees feel that they are given suspension 25% feel that they will be given dismissal and the remaining feel that amount will be recovered from them.

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Chart 3.19

PUNISHMENT GIVEN BY THE EMPLOYER

Suspension Dismissal Recover the amount Total

5025 25

100

50

25 25

100

Chart TitleNo. Of Respondents % of Respondents

  

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Table 3.20

Relationship Quality of work with the support of your employer

Criteria No. Of Respondents % of Respondents

Yes 100 100

No 0 0

Total 100 100

INTERPRETATION

From the above table it is clear that the all the respondents are of the opinion that quality of

work will be according to the support given by the employer.

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Chart 3.20

Relationship Quality of work with the support of your employer

Yes No Total

100

0

100100

0

100

Chart TitleNo. Of Respondents % of Respondents

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Table 3.21

In Support of your employer quality of work will ……

Criteria No. Of Respondents % of Respondents

Increase 90 90

Not Change 10 10

Decrease 0 0

Total 100 100

INTERPRETATION

From the above table it is clear that majority of the respondents are of the opinion that work

will increase while the 10% have the opinion that it will not change.

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Chart 3.21

In Support of your employer quality of work will ……

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45%

5%

50%

No. Of Respondents

IncreaseNot ChangeDecreaseTotal

Table 3.22

Employer Performance

Criteria No. Of Respondents % of Respondents

Excellent 90 90

Good 10 10

Average 0 0

Total 100 100

INTERPRETATION

From the above table it is clear that majority of the respondents are of the opinion that the

performance of the employer is excellent.

  

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Chart 3.22

Employer Performance

Excellent Good Average Total

90

100

100

90

100

100

Chart TitleNo. Of Respondents % of Respondents

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FINDINGS AND SUGGESTIONS

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4.1 FINDINGS it is clear that the majority of the employees are satisfied with the employer.

it is clear that the 60% of the employees are agreeing with the fact that Employer provides support to their problems

it is clear that the majority of the respondents are of the opinion that the employers

encourage the employee

it is clear that the respondents are of the opinion that they are provided increment,

20% of the respondents are of the opinion that they are provided tour packages, 10 %

of the respondents are of the opinion that they are provided Appreciation and 10 %

are of the opinion they are provided with other benefits.

it is clear that the majority of the respondents are happy with the gifts provided by the company

it is clear that the respondents are of the opinion that they are provided excellent, 20%

of the respondents are of the opinion that they are good, 10 % of the respondents are

of the opinion average and 10 % are of the opinion they are of the opinion poor

working conditions.

it is clear that the majority of the respondents are happy with the support from the co-

workers and 25 % are not at all happy the co workers attitude.

it is clear that the 70% respondents are of the opinion that they are provided excellent

incentives, 20% of the respondents are of the opinion that they get good incentives

and the remaining 10 % of the respondents are of the opinion they are provided with

only average incentives

it is clear that the majority of the respondents are of the opinion that employer support will definitely increase productivity while 10% of the respondents are of the opinion that it doesn’t matter.

it is clear that the 70% respondents are of the opinion that they are excellent, 10% of

the respondents are of the opinion that they good, 10 % of the respondents are of the

opinion average and the 10 % of the respondents are of the opinion poor.

it is clear that the 40% respondents are of the opinion they are given support in family

matters, 40 % are of the satisfied with the support while the 20% are not all satisfied

with the support given to them in their personal matters.

it is clear that the majority of the respondents are happy with the measures adopted by

the concern.

111 | P a g e

table it is clear that the majority of the respondents are happy with the measures adopted by the concern to check the relationship.

it is clear that the 65% respondents are of the opinion they are highly satisfied with

the supervisors, while 25% are satisfied with the performance of supervisors and the

remaining 10% are not at all satisfied with the supervisors.

it is clear that the majority of the respondents are of the opinion that they have not

misused the support of the employer.

it is clear that the 75% respondents are of the opinion that they work more, 25 % of

the respondents are of the opinion that they don’t change their work style.

table it is clear that the 55% respondents are of the opinion that their concern check the employee performance through Internal Control System 10% feel that internal audit will help, while the remaining 35 feel that the labour audit will be helpful

it is clear that the 55% respondents are of the opinion that their concern check the employee performance through Internal Control System 10% feel that internal audit will help, while the remaining 35% feel that the labor audit will be helpful

it is clear that the 75% of the employees feel that its fully detected, while 25% feel that its partly detected.

it is clear that the 75% of the employees feel that its fully detected, while 25% feel that its partly detected.

it is clear that the 55% of the employees feel that they are given suspension 25% feel that they will be given dismissal and the remaining feel that amount will be recovered from them.

it is clear that the all the respondents are of the opinion that quality of work will be according to the support given by the employer.

it is clear that majority of the respondents are of the opinion that work will increase while the 10% have the opinion that it will not change.

it is clear that majority of the respondents are of the opinion that the performance of the

employer is excellent

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SUGGESTIONS:

Treat employees like humans first and realize they have a personal life;

they get sick themselves or have others in the family that may be sick.

Make sure employees know they are approachable regarding these issues

(your door is always open) and come to an amicable agreement regarding

this or any other problems that may arise.

Employees like to know that working hard is noticed so every often give

them a pat on the back for their efforts and show you really appreciate all

they do. If our company is highly successful show it by giving out a

bonus or raise.

Keep your finger on the pulse of the people working for you so you can

see trouble (perhaps coworkers not getting alone or a troublemaker in the

office) before it's reported to you.

Never chastise an employee in front of their coworkers.

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3 CONCLUSION

This project was under taken in Agro Bio - Tech at Kottayam on

the topic ‘Employee - Employer relationship. Employee - Employer

relationship refers to degree of readiness of an organism to pursue some

designated goal and implies the determination of the nature and locus of the

forces, including the degree of readiness Employee - Employer relationship is

a general inspirational process, which gets the members of the team to pull their

weight effectively, to give their loyalty to the group, to carry out properly the

tasks that they have accepted and generally to play an effective part in the job

that the group has undertaken.

It helps in getting willing co-operation of employees.

Every enterprise makes efforts that its employees contribute maximum for

achieving enterprise goals. Employee Employee - Employer relationship is an

important task for managers. Early Employee - Employer relationshipal theory

such as that of Taylor suggeted that pay motivated workers to improve

production. However businesses now need employees to have greater Employee

- Employer relationship and have a stake in the company for which they work,

as shown by Mayo. Maslow and Herzberg demonstrated that employees are

motivated by many different factors. This benefits the individual by providing

career progression. It also benefits by ensuring the business can deliver high

levels of customer service through its skilled employees

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BIBLIOGRAPHY

1)Carver .C.S., On the self-regulation of behavior,  Cambridge University

Press, 2001

2)Charles .N., Employee - Employer relationship: Theory and Research, New

York, 1967

3)Baumeister.R.F., Handbook of self-regulation, Research, theory, and

applications, 2004

WEBSITE

www.google.com

www,Wikipedia.com

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ANNEXURE

Name :

Age :

1. How long do you work in this organization?

   3-5 Years      5 – 10 years      10 – 15 years    

    more than15 years

2.Do you have a good relation with your employer ?

   Yes       No

3.How will you rate the support given by your employer  in   your problem?

   Excellent         Good          Average         Bad

4.whether the employer encourage helps the organisation?

   Yes      No

5.What gift will be given by your employer if you done good for the organization?

Increment in salary                  provide tour package              

other monitary benefit              appreciation

none of these    

6.Are you satisfied with the gift provided by our employer  for good service?

  Yes       No

7.How will you rate the work environment provided by your employer?

   Excellent                   Good           

   Average                     Bad

8.Will you get support from other workers?

    Yes            No.

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9.How will you rate the incentives provided by your employer?

Excellent       Good 

Average            Bad  

10.Do you feel that the support from your employer will  increase your productivity?

  Yes             No.

11.How the productivity of the employee is rated by the employer ?

Excellent                Good

Average                  Bad

12.Are you satisfied with the support given by your  employer in your family problem?

Highly Satisfied             Satisfied 

 Dissatisfied 

13.If any measures have been adopted by the concern to  check the relation between you and your employer

  Yes           No

14.If supervisors are appointed to check the above relations?

   Yes             No

 15.Are you satisfied with the performance of your          supervisors?

    Highly Satisfied            Satisfied 

    Dissatisfied

  16.Do you misuse the support given by your employer?    

      yes        no

  17.At the time of getting an appreciation / encouragement-you will 

  work more        lessen the work

  work as before

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18.What are the measures adopted by the concern to check

the employees performance?

   Proper Internal Control System        Internal Audit          

   Labour Audit

 19. Whether these measure misuse by the employees?

     Fully Detected         Partly Detected 

      Not Detected

  20.What punishment given by your employer to the detect  misuse made by the employee?

   Suspension                Dismissal 

    Recover the amount

  21.Do you feel the quality of your work relate the support  of your employer?

     Yes                     No.

  22.In support of your employer the quality of your work will…

     Increase              Decrease     

     Not Change

  23.How will you rate the overall performance of your    employer?

      Excellent              Good 

      Average

Your suggestions to increase the employer - employee  relationship

 ....……………………………………………………………………………………

 ………………………………………………………………………………………

…………………………………….…………………………………………………

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