Professional Documents
Culture Documents
07 - Chapter 1
07 - Chapter 1
1.1 INTRODUCTION:
who makes it possible to get more production from machine. Among the Four factors
required for development – task, men, money and material. It is the men or human
element which is required more than any other factors which determine the quantity
important role in promoting good relationship between labour and management and
smooth functioning of the organization. The success and growth of any organization
of Industry depend upon the effective use of its human resources. India is an agri-
based country and majority of the Indian Population has engaged in agricultural
operations.
attained a satisfactory level. The Government of India has been providing various
areas of the country, the utilization of these resources are not encouraged due to
lack of proper Human Resource Management system. Each and every Industry
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including private sector in the country is providing employment opportunities to a
large number of people in its respective areas. The Private sector industries provide
through the combined efforts of people that material and monetary resources are
effectively utilized for the attainment of common objectives. Without united human
efforts no organization can achieve its goals. All the activities of an organization are
initiated and executed by the persons who make up the organizations. Therefore,
people are the most significant resource of any organizations. This resource is called
human resource.
creative abilities, talents and attitudes obtained in the population”. From the
viewpoint of organization Human resources represent the people at work. They are
the sum total of the inherent abilities, acquired knowledge and skills as exemplified
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Psychological, Sociological and ethical components”. Thus, human resources
represent the quantitative and qualitative measurement of the work force required in
an organization.
and values. Each individual has own physical and psychological traits.
These problems arise from the wrong belief that people are alike and
his/her potential.
the same situation in quite different ways. Even the same individual
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Human resources are the most important element in an organization.
The effective utilization of all other resources depends upon the quality
of human resources.
survive and grow if it has the right people at the right time working at
right jobs.
The term human resource is wider than the term personnel. Human
Resource includes all the dynamic components of all the people at all
in the organization.
Hosur in and around industries has been the most important factor in
the development as well as survival of the human race. The growth of Industries was
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Growth of Industries in and Around Hosur
2000-2001 300
2001-2002 325
2002-2003 375
2003-2004 400
2004-2005 450
2005-2006 500
2006-2007 510
2007-2008 520
2008-2009 536
based on many factors and that include human resource management. To achieve
seems to be necessary. Any organization can achieve its aim with proper
year in the country, even now the majority of the industries manufactures or
advanced countries.
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Hosur is a major producing the components town in India. Industries
plays a vital role in the promotion and the development of economy of Hosur town.
The large number of manufacturing units in India, in General and Hosur in particular,
employees who are neither educationally qualified nor technically experience. The
workers gain knowledge only by doing the work. They are paid wages on the basis of
management in Industries have been made. In this situation, the need to analyse
and evaluate the present system of human resource policies of Industries in general
and of these Hosur in particular is felt and hence the researcher has planned to
1.3.2 To analyse the socio economic conditions of the workers of Industries in and
around Hosur.
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1.3.4 To study the functional areas of Human resource practices in industries in and
around Hosur.
1.4 Hypothesis:
The following Hypothesis have been set based on the objectives of the study.
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1.4.5 a) Null Hypothesis: There is no significant relationship
1. Manpower Planning:
management strives to have the right number and right kind of people at right
places at the right time, doing things, which result in both organization and
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2. Recruitment:
3. Training:
4. Performance appraisal:
Employees in the workspot, normally including both the quantitative and qualitative
5. Promotion:
6. Wage:
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7. Workers:
8. Unorganized Unit:
9. Incentives:
achievement of specific results. Incentive plans are designed to play a casual role as
wage rate.
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3) Perquisites and working conditions such as paid vacation, holidays,
plans, standard hours, prizes, safety awards, suggestion system, profit sharing,
II Week:
night or the Chief Inspector of factories may approve such other night as in working
Industry in Hosur. The study will be focused from these stand point of the
The study does not include the other agency like industries association, the
Government and NGO‟s and the like, the significant of Human Resource Management
can be discussed at four levels. ie. corporate, professional, social and national level.
Corporate Significance:
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o To attract and retain the required talent through effective human
Professional Significance:
each employees.
groups.
Social Significance:
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To provide suitable employment that provides social and psychological
satisfaction to people.
To maintain a balance between the jobs available and the job seekers
National Significance:
attitudes and values of its human resources. Human resource management has
The present study is based on both Primary and Secondary data. The
primary data has been collected from workers and management of Industries in and
considered more suitable for the study. Therefore, the study has been descriptive
and analytical. The secondary data has been obtained from the offices of various
agencies such as inspector of factories, and Sipcot office at Hosur as well as private
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Primary Data: Being an empirical study, first hand data were collected through
sample survey and interview of experts in the field. The data relating to various
the units in the study over with the aid of well-structured interview schedule. In the
process of setting objectives of the study and constructing the interview schedule,
the researcher discussed and collected all the relevant issues from industry, Hosur
Secondary data:
offices constituted the basic source of secondary data. The secondary data were also
collected from various standards text books, research articles, and internet, which
suggestions.
pretesting was done and after that the schedule was redrafted taking in to account
the views of the expert of industries, Government officials and academicians in the
Pre-test:
respondent in the study area, the pre-tested schedule was finalized after
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incorporating the necessary changes. A specimen of the interview schedule
Study population:
Krishnagiri District, 536 units have been situated in and around Hosur as per the
Sampling Design:
In Hosur there were 536 registered units in the year 2009, out of 97
250 employees category, 28 units comes under 251 to 500 employees. Around
60,000 direct employees are working in and around industries of Hosur, in which
55% are male and 45% are female. In order to have a representative of sample of
the population, the stratified random sampling technique was adopted. For this
purpose, the entire population was divided in to three strata considering the nature
and size of the population, a sample size of 20% was considered adequate. These
are approximately 24864 workers (average of 256 workers) are working in factories
Random sampling technique was adopted based on the average number of workers
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working in each stratum. Thus the sample will consists of 429 male workers and 321
female workers working in the private sector industries in and around Hosur.
Population Sample
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Period of the study:
The Primary data collected and used in the present research report will
percentage and advanced tools like chi-square test, test of significance, factor
analysis, and correlation analysis have also been used by researcher to enrich the
analysis.
After the preparation of the final interview Schedule, the researcher himself
personally visited and collected the data from the individual sample private sector
industries in the study area. The field work was made in two spells. The first one was
made during the period October 2007 to December 2007 was made during the
period June 2008 to November 2008. Since the interview schedule was in English,
the researcher had to explain the question in Tamil (Vernacular) also to obtain the
responses from sample units. After filling up the interview schedule, the researcher
ensures its correctness and completeness by carefully going through the filled in
Data Processing:
After the collection and editing of the data, they were processes with the help
of the computer. Basically, the data collected were analyses and frequencies were
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worked out category wise. Various statistical tools like percentage, ratios, and ranges
In the present study, 17 components have been identified to study the job
satisfaction of the industries workers in and around Hosur. The components are
relationship with the management, the relationship with the company workers, the
relationship with other category workers the relationship with other unit workers,
allowances given by the unit, extra hour rate, bonus provided by the unit, benefits
for improvement, knowledge and experience are recognized and rewarded, the
functioning of workers committee in the unit, canteen facility in the unit, the views
improvement and given due weightage, the safety measures provided by the unit,
recruitment procedures adopted by the unit, selection policy of the unit, the freedom
given by the management in work place, the working conditions of the unit, the
recognition of the workers, consideration of workers welfare, leave facility and the
transport facility, offered by the units, In order to facilitate scoring each component,
a 5 point scale has been used. The 5 points of the scale are highly satisfactory,
The scores allotted to these scales ranging from 0 to 4 are based on the respondent‟s
view. The worker gives highly satisfactory response to all the 17 components he will
be awarded the maximum of 116 scores and a respondent who has given highly not
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components, given to him is 0. Hence the scores secured by the individuals
study to measure in concrete terms the extent to which the adherence of the
present study may influence the findings of the study, despite every effort was made
interview schedule was for this study despite pretesting does remain a source of
error. Moreover, the translation of the questions in Tamil could create response
collection in industries is very time consuming. The unit is almost a „one man – show‟
and consequently, the top management is not normally in a position to spare time
his business activities. Because of this, it was necessary to make at least 2 to 3 visits
funds and other facilities commonly faced by a any researcher. The present study will
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mainly concentrate on Human Resource aspects of Hosur Industries and hence the
considered. The provisions of the study can entirely be dependent on the samples
The first chapter Identifies and specifies the problem of the study,
lists the objectives set for research, outlines the scope of the study, defines the
operational terms used in the research report. It also describes the methodology of
industries in and around Hosur, and the profile of the sample units to facilitate a
sector industries” evaluates the workers attitudes towards satisfaction of their jobs.
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It includes component factor wise analysis, overall impact of components, and the
attempts to find out the view points of the study participants on the development of
their Private sector Industries and the suggestions for the scientific human resource
conclusions by high lighting the summary of the survey findings with a view to obtain
answers to the questions raised in the statement of the research problems and
providing valuable suggestions for the development of the Private Sector Industries.
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