A Study On Perception of Micro Entrepreneur Towards Human Resource Risks - Tirunelveli City

© 2019 IJRAR January 2019, Volume 6, Issue 1 www.ijrar.
org (E-ISSN 2348-1269, P- ISSN 2349-5138)
A STUDY ON PERCEPTION OF MICRO

ENTREPRENEUR TOWARDS HUMAN
RESOURCE RISKS – TIRUNELVELI CITY
1. V.Paul Sudahar, Research Scholar
Department of Commerce
St. Xavier’s College (Autonomous), Palayankottai
2. Dr.P.Lourdes Poobala Rayen M.Com., M.Phil, Ph.D(Commerce), MBA, Ph.D(Busi.Admn.), CWA
(Inter).,
Professor, Entrepreneurship Development Cell
Francis Xavier Engineering College, Tirunelveli
Research Scholar, Department of Commerce
Manonmanian Sundaranar University, Tirunelveli
Abstract
This study explores the perception of micro entrepreneur towards Human Resource risks in Tirunelveli
City. The primary data collected from 250 respondents in rural, urban and semi urban in Tirunelveli City. The
research tool was used chi square test by using ANOVA, ‘F’ test and ‘t’ test. This research presents the analysis of
the Human Resource Risk perception of micro entrepreneurs. It gives an analysis of Human Resource Risks of the
micro entrepreneurs such as availability of Skilled labour, appointment of skilled labour, salary, allowance, and
bonus, training and development, solving the grievances and also with the demographic profile of age,
education, marital status, system of family etc.
Key Word: Allowance, Bonus, Development, Perception, Salary, Skilled labour, Season, Training
I-Introduction
1.1 Introduction
The word ‘risk’ has two distinct meaning. It can mean in one context hazard or a danger, that is, an
exposure to mischance or peril. In other context, risk is interpreted more narrowly to mean the probability
or chance of risk. The risk with which this report is concerned is all some way ‘environmental’. They arise
in, or are transmitted through, the air, water, soil or biological food chain, to man. Their causes and
characteristics are, however, very diverse. Some are created by man through the introduction of the new
technology, product or chemical, while others, such as natural hazards, result from natural processes
which happen to interact with human activities and settlement. Risk perception is the subjective judgment
that people make about the characteristics and severity of a risk. The phrase is most commonly used in
reference to natural hazards and threats to the environment or health, such as nuclear power.
1.2 Objectives
 To analyze the perception of Micro Entrepreneur towards Human Resource Risks in Tirunelveli
City.
 To analyze the Micro entrepreneur Human Resource Risk perception towards demographic profile
in Tirunelveli City.
IJRAR19J5552 International Journal of Research and Analytical Reviews (IJRAR) www.ijrar.org 129
© 2019 IJRAR January 2019, Volume 6, Issue 1 www.ijrar.org (E-ISSN 2348-1269, P- ISSN 2349-5138)
1.3 Statement of the Problem

The important roles played by micro entrepreneurs in economic development performance is poor
because micro entrepreneurs are struggling to implement, embed and sustain a proper managing risk
strategy which is very important for the business to sustain and earn profit. There is question that why
some entrepreneurs do not survive for long time while others do. It is realized that managing risk has
not been fully understood before startup the business. Most of the business are facing serious problem
of insolvency and is forced to sell due to the misperception of risk. It’s clear that entrepreneurs
consistently face an inordinate amount of risks. Hence the researcher made an attempt to study the
perception of micro entrepreneur towards Human Resource Risk and also examine the relationship
among the Human Resource Risk perception with demographic profile of micro entrepreneur their
business.
1.4 Scope of the study
The present research focuses on the perception the micro entrepreneurs towards Human
Resource Risk. The study also examines the relationship among the Human Resource Risk perception
with demographic profile of micro entrepreneur. The study conducted in Tirunelveli City.
II - Review of Literature
2.1 Review of Literature
Entrepreneur previously defined as individual working for levering life standards by founding personal
job may differ from entrepreneur of today in terms of risk carried, risk coefficient an ability to generate an
idea and to convert the idea into output. Traditionally, definition of entrepreneurship is based on activity
of undertaking risk. First issue emphasized, when professional managers are discriminated from
entrepreneurs particularly in business activities, is that on the contrary to managers, entrepreneurs
undertake profit/loss risk themselves. However, economic risk is only a dimension for entrepreneurs; in
uncertain environments, career risk, social risks, psychological and physical risks are often associated with
economic risks (Brochaus, 1980:510; Pandeliau, 1998; Busenitz, 1999; Littunen, 2000:295).
Entrepreneur is an individual who combines a business idea in the form of creating a new market or
benefiting from an opportunity caused by deficient aspect of present market with components of risk and
capital. Moreover, entrepreneur manages a particular process. This process involves a production range
starting with entrepreneur and completing with staff. As a consequence of all risk undertaken,
entrepreneur waits for success or wants to reach initially defined targets. Nevertheless, failure is also a
possibility and in this case, risk may convert into dark face of entrepreneurship (Kuratko and Hodgetts,
1998:106). Therefore, endurance to the uncertainty is one of basic roles played by entrepreneur (Teoh and
Foo, 1997).
One of most significant features of entrepreneur individual is the ambition to take risk. Entrepreneurship is
regarded as principal factor for economic growth, creating employment and social progression. Campbell
stated that entrepreneurship activities involve risk and uncertainty due to its very nature and decision to be
an entrepreneur is alone more risky than other alternatives and added that the event is not shaped solely by
psychological factors, but external factors promoting start of the entrepreneurship activities are also
important (Erdem, 2001).
Based on a different comment, entrepreneurship can be explained by concepts of social psychology such
as values, personality structure and culture rather than opportunity preferences in economic activities
(Tan, 2001: 538-539). According to Perry (1990), risk taking is not a feature, approach or a response, but
it is the way of entrepreneur perceive world and entrepreneurs have more optimistic perceptions for risky
conditions than others (McCarthy and Leavy, 1999).
Similarly, Palich and Bagby (1995) advocated that entrepreneurs do not differ from non-entrepreneurs in
terms of tendency to take risk, but entrepreneurs better structure business conditions in form of
opportunity and gain, while Thompson stated that entrepreneurs respond to surrounding uncertainty and
disorder by creating a strong position for themselves and in fact, they create uncertainties for others via
proactive activities such as innovation, added value and ability to catch opportunities in a chaotic
environment and all of those activities are in fact a behavior of risk taking (Erdem, 2001).
According to Raghavan (2005) risk is the potentiality that expected events may have an adverse impact on
the capital earnings. Risk could also refer to the chance that some unfavorable event will occur and in this
respect risk describes a situation where there is not just one possible outcome of returns to an investment
but an array of potential returns. Risk could therefore be viewed as uncertainty of financial loss.
According to Markowitz (1952) risk can be classified into either unsystematic or systematic. Systematic
risks stems from market factors that affect most firms, such as inflation, recessions and high interest rates
which are undiversifiable or systematic in nature. It refers to that portion of total variability in return that
is caused by factors affecting the prices of all securities. Unsystematic risk also called diversifiable risk is
that related to events that are unique to the firm such as lawsuit, strikes, successful and unsuccessful
marketing programs, winning or losing a major contract etc.
Alquier and Tignol (2006) suggested that risk could be further classified as endogenous risks (those that
are originating from the situation itself) and exogenous risks (those coming from the outside).
Greuning et al., (2003), took a different direction in classifying risks as market risk, financial risk,
operational risk, business risks, and event risks. Notwithstanding this conflict in classification, what
should not be lost is the fact that classifications of risks indicate only the source and not the nature and as
such it is not enough in itself. Thus SMEs risks can be summarized broadly into four categories some of
which are controllable if suitable actions are taken to do so, while others are largely unpredictable and
uncontrollable. Some unpredictable and uncontrollable risks may include fire, floods, earthquakes,
political crises and war among many others. Due to ineffective management in the SMEs sector, the risk
that affect them stems from both the market related risk as well as business or operation risks.
A study done by Smit and Watkins (2012) found out that few SMEs owners and managers are risk aware
and they focus their risk actions on loss control programs in the areas of fire, safety, health and quality
assurance. The ability of the management of SMEs to carefully identify the risks that their business could
face and take actions accordingly to counter them will certainly lead to successful and profitable ventures
and contribute to economic growth of the nation.
Smit and Watkins (2012) argued that determining the components of total risk in SMEs is difficult due to
the fact that they are heterogeneous and also the difficulty in separating the owner from the business.
However, managers that do not take risk management seriously are faced with the problem of
performance that threatens the continuous existence of their business which can be equated to what is
called risk.
III - Research Methodology
3.1 Research Design
The research study is the nature of descriptive. The descriptive research design is the one that
simply describes something such as demographics characteristics and Human Resource Risks of micro
entrepreneurs. The descriptive study typically concerned with determining the frequency with which
something occurs or how the variables vary together. Necessary primary data collected from among the
micro entrepreneurs of Tirunelveli City. The registered micro entrepreneurs taken as the population for the
study and stratified sampling method will be adopted to select the sample respondents for this study. For
the data collection interview schedule prepared and pilot study conducted before drafting the final
interview schedule. Appropriate statistical tools used to analyze the data collected from the respondents.
Proper interpretations drawn from the results of the analysis and suitable suggestions given to the micro
entrepreneurs to manage the risk based on the findings of the study.
3.2 Area of the Study
This study focused only on Tirunelveli City.
3.3 Sample Size
In this study the sample size is 250.
3.4 Data Collection
Under this study the researcher took the Primary and Secondary data
3.5 Statistical Tools
The research tool was used chi square test by using ANOVA, ‘F’ test and‘t’ test. This research presents
the analysis of the Human Resource Risk perception of micro entrepreneurs.
3.6 Hypothesis
 There is no significant difference in the perception towards human resource risks among different
age group of micro entrepreneurs in Tirunelveli City
educational qualification of micro entrepreneurs in Tirunelveli City
marital status of micro entrepreneurs in Tirunelveli City.
system of family of micro entrepreneurs in Tirunelveli City
IV – ANALYSIS AND INTERPRETATION

Perception towards Human Resource Risks among different profile of the micro entrepreneurs
Perception towards human resource risks among different profile of the micro entrepreneurs was
analyzed with the help of ANOVA and‘t’ test and the results are presented below.
4.1 Perception towards Human resource risks and Age Groups

In order to find out the significant difference in perception towards human resource risks among
different age group of micro entrepreneurs in Tirunelveli City, ‘ANOVA’ test is used with the null
hypothesis as, “There is no significant difference in the perception towards human resource risks
among different age group of micro entrepreneurs in Tirunelveli City”. The result of ‘ANOVA’ test
is presented in Table 4.1.
Table 4.1
Perception towards Human resource risks among different age groups
Perception towards Human Age Group (in years) F
resource risks (Mean Score) Statistics
Below 26-35 36-45 46-55 Above
25 55
Risks while availing of 3.2043 3.5179 3.4471 3.5843 3.7692 1.939
skilled labour
Risks faced while appointing 3.5978 3.5759 3.4353 3.6292 3.5385 1.705
skilled labour
Risks faced while instability 3.5376 3.6920 3.6549 3.7528 3.3590 1.994
of skilled labour
Risks faced while giving 3.3226 3.5446 3.3882 3.4157 3.4103 1.803
salary, allowance, and bonus
to labour
Risks faced while turnover 3.5269 3.4464 3.5569 3.5618 3.3333 1.547
of labour
training and development to
labour
Risks faced while solving the 3.5161 3.6741 3.4353 3.4719 3.5128 1.377
grievances of labour
Source: Primary data
*-Significant at five per cent level
From the above table, it is understood that risks faced while appointing skilled labour and risks
faced while instability of skilled labour are the important perception towards human resource risks among
the respondents who are in the age group of below 25 years as their mean scores are 3.5978 and 3.5376
respectively. It is further understood that risks faced while instability of skilled labour and risks faced
while solving the grievances of labour are the important perception towards human resource risks among
the respondents who are in the age group of 26 to 35 years as their mean scores are 3.6920 and 3.6741
respectively. Table further shows that risks faced while instability of skilled labour and risks faced while
turnover of labour are the important perception towards human resource risks among the respondents who
are in the age group of 36 to 45 years as their mean scores are 3.6549 and 3.5569 respectively. Table
further reveals that risks faced while instability of skilled labour and risks faced while appointing skilled
labour are the important perception towards human resource risks among the respondents who are in the
age group of 46 to 55 years as their mean scores are 3.7528 and 3.6292 respectively. Table further
indicates that risks while availing of skilled labour and risks faced while appointing skilled labour are the
important perception towards human resource risks among the respondents who are in the age group of
above 55 years as their mean scores are 3.7692 and 3.5385 respectively. Regarding the perception towards
human resource risks among different age group of micro entrepreneurs, risks while availing of skilled
labour, risks faced while appointing skilled labour, risks faced while instability of skilled labour, risks
faced while giving salary, allowance, and bonus to labour, risks faced while turnover of labour, risks faced
while giving training and development to labour and risks faced while solving the grievances of labour are
not statistically significant at 5 per cent level.
4.2 Perception towards Human resource risks and Educational Qualification
different educational qualification of micro entrepreneurs in Tirunelveli City, ‘ANOVA’ test is used with
the null hypothesis as, “There is no significant difference in the perception towards human resource
risks among different educational qualification of micro entrepreneurs in Tirunelveli City”. The
result of ‘ANOVA’ test is presented in Table 4.2.
Table 4.2
Perception towards Human resource risks among different educational qualification
Perception towards Educational Qualification F
Human resource risks (Mean Score) Statistics
Primary- 11-12 Diploma/ Degree/Post Professional
HSS ITI Graduate Course
Risks while availing of 3.5824 3.4686 3.4754 3.2794 3.3684 1.871
skilled labour
Risks faced while appointing 3.6298 3.5166 3.4180 3.6029 3.4561 1.704
skilled labour
Risks faced while instability 3.8407 3.4982 3.6393 3.6022 3.8070 2.488*
of skilled labour
Risks faced while giving 3.4286 3.3653 3.5984 3.1765 3.7368 2.592*
salary, allowance, and bonus
to labour
Risks faced while turnover 3.4890 3.5277 3.4918 3.6324 3.3333 1.557
of labour
training and development to
labour
Risks faced while solving the 3.5934 3.5720 3.4508 3.2941 3.5965 1.137
grievances of labour
From the above table, it is understood that risks faced while instability of skilled labour and risks
faced while appointing skilled labour are the important perception towards human resource risks among
the respondents who had educational qualification of Primary-HSS as their mean scores are 3.8407 and
3.6298 respectively. It is further understood that risks faced while solving the grievances of labour and
risks faced while turnover of labour among the respondents who are having educational qualification of
11-12 as their mean scores are 3.5720 and 3.5277 respectively. Table further shows that risks faced while
instability of skilled labour and risks faced while giving salary, allowance, and bonus to labour are the
important perception towards human resource risks among the respondents who are having Diploma/ITI
qualification as their mean scores are 3.6393 and 3.5984 respectively. Table further reveals that risks
faced while turnover of labour and risks faced while appointing skilled labour are the important perception
towards human resource risks among the respondents who are Degree/Post Graduate as their mean scores
are 3.6324 and 3.6029 respectively. Table further indicates that risks faced while instability of skilled
labour and risks faced while giving training and development to labour are the important perception
towards human resource risks among the respondents who are Professional Course qualification as their
mean scores are 3.8070 and 3.7895 respectively. Regarding the perception towards human resource risks
among different educational qualification of micro entrepreneurs, are statistically significant at 5 per cent
level.
4.3 Perception towards Human resource risks and Marital Status
different marital status of micro entrepreneurs in Tirunelveli City, ‘t’ test is used with the null hypothesis
as, “There is no significant difference in the perception towards human resource risks among
different marital status of micro entrepreneurs in Tirunelveli City”. The result of‘t’ test is presented
in Table 4.3.
Table 4.3
Perception towards Human resource risks and Marital Status
Perception towards Human resource Marital Status T
risks (Mean Score) Statistics
Married Unmarried
Risks while availing of skilled labour 3.5904 3.2889 2.638*
Risks faced while appointing skilled labour 3.6336 3.7037 1.605
Risks faced while instability of skilled 3.4584 3.3333 1.106
labour
Risks faced while giving salary, allowance, 3.5009 3.5259 1.226
and bonus to labour
Risks faced while turnover of labour 3.4991 3.1407 3.120*
Risks faced while giving training and 3.5292 3.5407 1.105
development to labour
Risks faced while solving the grievances of 3.6513 3.5481 1.919
labour

From the above table, it is understood that risks faced while solving the grievances of labour and
risks faced while appointing skilled labour are the important perception towards human resource risks
among the married customers as their mean scores are 3.6513 and 3.6336 respectively. Table further
shows that risks faced while appointing skilled labour and risks faced while solving the grievances of
labour are the important perception towards human resource risks among the unmarried customers as their
mean scores are 3.7037 and 3.5481 respectively. Table shows that the significant difference in perception
towards human resource risks among the different marital status of customers are identified in the case of
risks while availing of skilled labour and risks faced while turnover of labour, since the respective “T”
statistics is significant at 5 per cent level, the null hypothesis is rejected.
4.4 Perception towards Human resource risks and System of Family
different system of family of micro entrepreneurs in Tirunelveli City, ‘t’ test is used with the null
hypothesis as, “There is no significant difference in the perception towards human resource risks
among different system of family of micro entrepreneurs in Tirunelveli City”. The result of‘t’ test is
presented in Table 4.4.
Table 4.4
Perception towards Human resource risks and System of Family
Perception towards Human resource System of Family T
risks (Mean Score) Statistics
Nuclear Joint
Risks while availing of skilled labour 3.5011 3.4204 1.821
Risks faced while appointing skilled labour 3.5176 3.5592 1.437
Risks faced while instability of skilled 3.6747 3.5959 1.822
labour
Risks faced while giving salary, allowance, 3.4637 3.3796 1.899
and bonus to labour
Risks faced while turnover of labour 3.5077 3.5020 1.062
Risks faced while giving training and 3.4835 3.3306 1.601
development to labour
Risks faced while solving the grievances of 3.5121 3.5673 1.606
labour
From the above table, it is understood that risks faced while instability of skilled labour and risks
faced while appointing skilled labour are the important perception towards human resource risks among
the customers who belong to nuclear family as their mean scores are 3.6747 and 3.5176 respectively.
Table further shows that risks faced while instability of skilled labour and risks faced while solving the
grievances of labour are the important perception towards human resource risks among the customers who
belong to joint family as their mean scores are 3.5959 and 3.5673 respectively. Table shows that the
significant difference in perception towards human resource risks among the different system of family of
customers are identified in the case of risks while availing of skilled labour, risks faced while appointing
skilled labour, risks faced while instability of skilled labour, risks faced while giving salary, allowance,
and bonus to labour, risks faced while turnover of labour, risks faced while giving training and
development to labour and risks faced while solving the grievances of labour, since the respective “T”
statistics are not significant at 5 per cent level, the null hypothesis is accepted.
V – FINDING AND CONCLUSION
5.1 Findings
 It is found that the perception towards human resource risks among different age group of micro
entrepreneurs, risks while availing of skilled labour, risks faced while appointing skilled labour,
risks faced while instability of skilled labour, risks faced while giving salary, allowance, and bonus
to labour, risks faced while turnover of labour, risks faced while giving training and development
to labour and risks faced while solving the grievances of labour are not statistically significant at 5
per cent level, the null hypothesis is accepted
 It is identified that the perception towards human resource risks among different educational
qualification of micro entrepreneurs, are statistically significant at 5 per cent level, the null
hypothesis is rejected
 This study indicates that the significant difference in perception towards human resource risks
among the different marital status of customers are identified in the case of risks while availing of
skilled labour and risks faced while turnover of labour, since the respective “T” statistics is
significant at 5 per cent level, the null hypothesis is rejected.
 It is observed that the significant difference in perception towards human resource risks among the
different system of family of customers are identified in the case of risks while availing of skilled
labour, risks faced while appointing skilled labour, risks faced while instability of skilled labour,
risks faced while giving salary, allowance, and bonus to labour, risks faced while turnover of
labour, risks faced while giving training and development to labour and risks faced while solving
the grievances of labour, since the respective “T” statistics are not significant at 5 per cent level,
the null hypothesis is accepted
5.2 Conclusion
Based on the evaluation of the results of this research the researcher conclude that availing,
appointing, instability of skilled labour and Risks faced while giving salary, allowance, and bonus to
labour, Risks faced while turnover of labour, Risks faced while giving training and development to labour,
Risks faced while solving the grievances of labour are perceived with educational qualification and
marital status but the human resource risk not perceived with age and system of family. From the result
the human resource risk perceived with education of the micro entrepreneur and marital status of them.
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© 2019 IJRAR January 2019, Volume 6, Issue 1 www.ijrar.

org (E-ISSN 2348-1269, P- ISSN 2349-5138)

A STUDY ON PERCEPTION OF MICRO

1.3 Statement of the Problem

IV – ANALYSIS AND INTERPRETATION

4.1 Perception towards Human resource risks and Age Groups

*-Significant at five per cent level

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