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 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 themOrganizations interests those things employees would rather avoid e.g. Meeting high output standards Accepting managerial decisions Disciplinary actions Working long hoursEmployees interests those which organizations are reluctant to provide e.g. Increased wages Safe working conditions Time off with pay Shorter working hours per week Pay for overtime etcDiscussions 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 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 turnoverWhere 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 workers in several industries. Trade unions are formed, financed and run by their members.Relationship BasicsGenerally, 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 RelianceThe 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 BuildingJust 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.BoundariesThough 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 principlesAlthough 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 (d) integration. It is important to note that one factor alone is not conclusive in the determination.Control testThe 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 toolsIn 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 lossGenerally, 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 testThe 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 workersThe 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 EmployersA persons job, like a persons 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 employers more obvious obligation to advance and protect the reputation and financial well-being of the company, the employer 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 companys 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 organizations interests rather than ends in and of themselves fail to meet their moral responsibilities.Duty of EmployeesEmployees also have moral obligations, and they go beyond giving a full days work for a full days 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 employees back, most employees would consider that an act of betrayal. Why didnt you tell me my job was at risk? Why didnt 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 cant 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 doesnt 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 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 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. 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.

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 companys 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 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.

PRODUCT PROFILEPRODUCT 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 productsBio-fertilizer:Bio-control agents:

RhizobiumTricho (Trichoderma Sp.)

AzospirillumPseudo (Pseudomonas fluorescence)

AzotobacterBeauvaria (Beauvaria bassiana)

Phospho bacteriaVerticillium (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 AzospirillumABTEC 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 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, etcSeed 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 Azospirillum1. Better crop growth and seedling establishment2. Helps to fix 15 - 20 kg. N/acre/year3. 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 AzotobacterFormulation : 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 cropsSoil 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 effectiveBenefits1.Better crop growth & seedling establishment2. Helps to fix 20kg N/acre/year3. 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 bacteriaFormulation: 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 soilSoil 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 plants3. 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 antibioticsRecommended 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 fungiRecommended crop pests: Aphids, scales, whiteflies, thrips, red spider mites, nematodes, etc. ABTEC Hirsutella (Hirsutella thompsonii)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 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, etcSoil 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/gmMethod 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.

Kottayam-686008LIST OF DIRECTORS NameAddress Designation1. 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 DasKuttakkattu HouseKrishna Krupa,West Kodungallur, Aluva-10 Director 4. K.M.MathenKayalakkakathu,Gandhinagar P.O,Kottayam-686008.Director5. Bibin.Jacob.KKOCHETT, Thazhathangady.P.O Kottayam-686005Director6. Leela Chandrakamma ayalakkakathu, andhinagarP.O , Director

FUNCTIONAL DEPARTMENTS4.1 PRODUCTION DEPARTMENT OVERVIEWProduction 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 PROCESSGenerally the term production involves the transformation of inputs to outputs trough a particular process.OUTPUTSINPUTSTRANSFORMATION 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; 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 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 process they mix the developed bacteria with suitable carriers such as bon mills, compostetc. 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 ADMINISTRATOR

PRODUCTION DEPARTMENT

CHIEF TECHNICIANSUPERVISOR-1

QUALITY CHECK-1SUPERVISOR-2

SUPERVISOR-3

QUALITY CHECK-2

LAB ASSISTANTS

FOR PRODUCING BIO CONTROL AGENTSBATCH - 2 FOR PRODUCING BIO FERTILIZERSBATCH - 1

OTHER STAFFS ONLY WORKING IN LAB

WORKERS FOR MIXINGWORKERS FOR MIXING

WORKERS FOR PACKINGWORKERS FOR PACKING

OTHER WORKERS

PRODUCTION PROCESS IN AgroBio Tech 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; 1stprocess: - 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

OUTPUTSPROCESSING

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. 2nd 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.

OUTPUTSINPUTSPROCESSING

INPUTS: - The inputs in this process are the outputs from the first process, bone mills, composts, earth- wormsetc. 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. OUTPUTSINPUTS MIXING

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.

4.2 ACCOUNTING & FINANCE DEPARTMENT ACCOUNTANT 1

CAHSEIRACCOUNTANT 2ACCOUNTANT 3

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 promoters 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 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. MARKETING STRATEGIESThe firms product has attained wide market coverage in Kerala within the short period time of it being established. Now Kerala market is dominated by the firms product. The effective marketing strategy that theyhave 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 DEPARTMENTMARKETING DEPARTMENT

SALES COORDINATOR

SALES MANAGER

SALES EXECUTIVES

IDUKKIKAZARAGODE

KOTTAYAMMALAPURAM

ALAPUZHATHRISSUR

KANNURPATHANATHITTA

WAYANAD

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- Product- Price- Place- PromotionPRODUCT: 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 charges. 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 PUBLICITYThe 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.The effective formulation strategies are formed by the marketing department. The advertisement methods that the firm follows are given below:1. Wall paintings2. Sales promotion schemes3. Visual/electric media4. Hoardings5. Exhibitions6. Laminated boards7. Retailers trade8. Turnover discount to distributors9. 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 DEPARTMENTSTORES DEPARTMENTUNIT-2STOCK KEEPERSTOCK KEEPERUNIT-1

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 following1. Purchase requisition2. Enquiry3. Quotation4. Quotation tabulation statement5. Purchase order6. Invoice7. Purchase report8. 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 datas found to be in need. 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 datas 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 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 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/procurement2. Receipt3. HandlingSTORE 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.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 CONTROLMaximum 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.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 Liquids into bottles. Pouch packing machine is used for packing choornums, in small sachets. These are taking place in packing section. Procedure of the store1. 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.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 DEPARTMENTDEPARTMENT CHARTSENIOR MANAGER HRDHR MANAGERASSISTANT MANAGEROFFICE ASSISTANTS

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 Performance appraisal Training and development Welfare activities Attendance management Wage and salary management ESI scheme administrationRECRUITMENT & 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 companys mission. Factors to consider when evaluating a vacant post should include the organizations 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 employees2) Former employees3) Through advertisements4) Through personnel consultants5) Campus recruitmentSELECTIONSteps involved:1. Preliminary Interview/Group Discussion2. Application Blank3. Employment tests4. Employment Interview5. Reference check6. Medical exam7. Final selectionTRAINING 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. 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.LABOUR WELFARE1) Providing shelters, Rest rooms and Lunch rooms2) 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: Awards for length of service. Employee suggestion programme. Employee recognition programme.SAFETY POLICY:FIRE SAFETY POLICY:0. Fire extinguishers are not to be removed from their proper locations or discharged unless there is a true fire emergency.0. Tampering with safety seals on any egress door is prohibited.0. 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.0. Safety signs and markings are not to be altered, defaced, destroyed, covered, or removed0. Nothing may be affixed to any window or egress door(room entry door, hall way door).0. 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.0. Excessively disorderly conditions and the storage of excessive amounts of paper, trash, and recyclables are prohibited.0. No vehicles may be stored or parked in the areas.0. Fire & Safety policy is a major criterion in performance evaluation.0. In order to ensure that workers are complying with the companys fire code, the Security Department conducts periodic inspections.4.6 RESEARCH AND DEVELOPMENTR & D DEPARTMENT

CHIEF TECHNICIANQUALITY CHECK-2QUALITY CHECK-1LAB ASSISTANTS

OTHER STAFFS ONLY WORKING IN LAB

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 packingFor 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 of electronic data processing in quality control ensures precision and consistency.Main functions of R & D department 1. Raw materials quality checking2. Comparison with standards.3. In process checking.4. Finished products quality checking.5. Packing materials quality checking.4.8 ADMINISTRATION DEPARTMENTHuman 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 analysisb. Planning Labour needs and recruiting job candidatesc. Selecting job candidates d. Conducting orientation and training programs for new employees. e. Managing wages and salariesf. Providing incentives and benefits g. Appraising the performanceh. Communication with employee9 interviewing, counseling, discipline)i. Training and developing managersj. Building employee commitmentRESPONSIBILITIES 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. (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 organizations 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 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. 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 employees 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 employees ability to perfume through learning, usually by changing the employees attitude for increasing his /her skill and knowledge .The need for training and development is determine by the employees 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. 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 employees 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.

RESEARCH METHODOLOGY

RESEARCH TYPEResearch 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.

POPULATIONThe size (in terms of manpower) of the company/division selected for the study refers to the size of the employees in the company.

SAMPLE DESIGNThe 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 DESIGNResearch 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.

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.SAMPLINGThe 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 SIZEThe 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 DATAThe data has been collected from both primary and secondary sources for the research work.PRIMARY DATAThe 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 DATAMan power Report, companys website as well as other websites and from Animation Express (A Journal). RESEARCH INSTRUMENT USEDThis 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 DATAPercentage AnalysisPERCENTAGE ANALYSISPercentage 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.

DATA ANALISISANDINTERPRETATION

DATA ANALYSIS & INTREPRETATIONTABLE NO: 3.1

Satisfied with the relationship between you and your EmployerCriteriaNo. Of Respondents% of Respondents

Yes8080

No2020

Total100100

Source: Primary dataINTERPRETATIONFrom the above table it is clear that the majority of the employees are satisfied with the employer.

Chart No. 3.1Relation Ship Between Employee & Employer

TABLE NO: 3.2

Support Given By the Employer to The EmployeeCriteriaNo. Of Respondents% of Respondents

Excellent6060

Good2020

Average1010

Poor1010

Total100100

Source: Primary dataINTERPRETATIONFrom the above table it is clear that the 60% of the employees are agreeing with the fact that Employer provides support to their problems.

CHART 3.2Support By Employer to Employee

TABLE NO: 3.3

Encouragement Given by the EmployerCriteriaNo. Of Respondents% of Respondents

Yes7575

No2525

Total100100

Source: Primary dataINTERPRETATIONFrom the above table it is clear that the majority of the respondents are of the opinion that the employers encourage the employee

CHART 3.3ENCOURAGEMENT BY THE EMPLOYER

TABLE NO: 3.4

GIFT PROVIDED BY THE EMPLOYER ON SUCCESSFUL COMPLETION OF WORKCriteriaNo. Of Respondents% of Respondents

Increment5050

Tour Package3030

Appreciation1010

Other Benefits1010

Total100100

Source: Primary dataINTERPRETATIONFrom 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.

CHART 3.4GIFT PROVIDED BY THE EMPLOYER ON SUCCESSFUL COMPLETION OF WORK

TABLE 3.5SATISFACTION WITH THE GIFT PROVIDEDCriteriaNo. Of Respondents% of Respondents

Yes8585

No1515

Total100100

INTERPRETATIONFrom the above table it is clear that the majority of the respondents are happy with the gifts provided by the company.

Chart 3.5SATISFACTION WITH THE GIFT PROVIDED

Table 3.6WORK ENVIRONMENT PROVIDED BY THE EMPLOYERCriteriaNo. Of Respondents% of Respondents

Excellent6060

Good2020

Average1010

Poor1010

Total100100

INTERPRETATIONFrom 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 respondents are of the opinion average and 10 % are of the opinion they are of the opinion poor working conditions.

Chart 3.6WORK ENVIRONMENT PROVIDED BY THE EMPLOYER

Table 3.7SUPPORT FROM THE CO - WORKERSCriteriaNo. Of Respondents% of Respondents

Yes7575

No2525

Total100100

INTERPRETATIONFrom 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.

Chart 3.7SUPPORT FROM THE CO - WORKERS

Table 3.7INCENTIVES PROVIDED BY THE EMPLOYERCriteriaNo. Of Respondents% of Respondents

Excellent7070

Good2020

Average1010

Poor00

Total100100

INTERPRETATIONFrom 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 incentives and the remaining 10 % of the respondents are of the opinion they are provided with only average incentives

Chart 3.7INCENTIVES PROVIDED BY THE EMPLOYER

Table 3.8EMPLOYER SUPPORT INCREASES PRODUCTIVITYCriteriaNo. Of Respondents% of Respondents

Yes9090

No1010

Total100100

INTERPRETATIONFrom 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 doesnt matter.

Chart 3.8EMPLOYER SUPPORT INCREASES PRODUCTIVITY

Table 3.09PRODUCTIVITY RATED BY THE EMPLOYERCriteriaNo. Of Respondents% of Respondents

Excellent7070

Good1010

Average1010

Poor1010

Total100100

INTERPRETATIONFrom 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.

Chart 3.9PRODUCTIVITY RATED BY THE EMPLOYER

Table 3.10SUPPORT BY THE EMPLOYER IN PERSONAL MATTERCriteriaNo. Of Respondents% of Respondents

Highly Satisfied4040

Satisfied4040

Dissatisfied2020

Total100100

INTERPRETATIONFrom 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.

Chart 3.10SUPPORT BY THE EMPLOYER IN PERSONAL MATTER

Table 3.11Measures Adopted by the Concern to check the relation Between You and Employer

CriteriaNo. Of Respondents% of Respondents

Yes8080

No2020

Total100100

INTERPRETATIONFrom the above table it is clear that the majority of the respondents are happy with the measures adopted by the concern.

Chart 3.11Measures Adopted by the Concern to check the relation Between You and Employer

Table 3.12Supervisors to check the Employee Employer Relationship

CriteriaNo. Of Respondents% of Respondents

Yes7575

No2525

Total100100

INTERPRETATIONFrom 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.

Chart 3.12Supervisors to check the Employee Employer Relationship

Table 3.13PERFORMANCE OF THE SUPERVISORSCriteriaNo. Of Respondents% of Respondents

Highly Satisfied6565

Satisfied2525

Dissatisfied1010

Total100100

INTERPRETATIONFrom 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.

CHART 3.13PERFORMANCE OF THE SUPERVISORS

Table 3.14HAVE YOU EVER MISUSED THE SUPPORT BY EMPLOYER

CriteriaNo. Of Respondents% of Respondents

Yes3030

No7070

Total100100

INTERPRETATIONFrom 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.

Chart 3.14HAVE YOU EVER MISUSED THE SUPPORT BY EMPLOYER

Table 3.15PERFORMANCE AFTER GETTING APPRECIATION / ENCOURAGEMENT

CriteriaNo. Of Respondents% of Respondents

Work More7575

Work Less-------

Work as Before2525

Total100100

INTERPRETATIONFrom 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 dont change their work style.

Chart 3.15PERFORMANCE AFTER GETTING APPRECIATION / ENCOURAGEMENT

Table 3.16MEASURES ADOPTED BY THE CONCERN TO CHECKTHE EMPLOYEES PERFORMANCE

CriteriaNo. Of Respondents% of Respondents

Internal Control System5555

Internal Audit1010

Labour Audit3535

Total100100

INTERPRETATIONFrom 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

Chart 3.16MEASURES ADOPTED BY THE CONCERN TO CHECKTHE EMPLOYEES PERFORMANCE

Table 3.17MEASURES ADOPTED BY THE CONCERN TO CHECKTHE EMPLOYEES PERFORMANCE

CriteriaNo. Of Respondents% of Respondents

Internal Control System5555

Internal Audit1010

Labour Audit3535

Total100100

INTERPRETATIONFrom 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

Chart 3.17MEASURES ADOPTED BY THE CONCERN TO CHECKTHE EMPLOYEES PERFORMANCE

Table 3.17MEASURES MISUSED BY THE EMPLOYEESCriteriaNo. Of Respondents% of Respondents

Fully Detected7575

Partly Detected2525

Not Detected ------

Total100100

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

Chart 3.17MEASURES MISUSED BY THE EMPLOYEES

Table 3.18MEASURES MISUSED BY THE EMPLOYEESCriteriaNo. Of Respondents% of Respondents

Fully Detected7575

Partly Detected2525

Not Detected ------

Total100100

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

Chart 3.18MEASURES MISUSED BY THE EMPLOYEES

Table 3.19PUNISHMENT GIVEN BY THE EMPLOYER

CriteriaNo. Of Respondents% of Respondents

Suspension5050

Dismissal2525

Recover the amount2525

Total100100

INTERPRETATIONFrom 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.

Chart 3.19PUNISHMENT GIVEN BY THE EMPLOYER

Table 3.20Relationship Quality of work with the support of your employer

CriteriaNo. Of Respondents% of Respondents

Yes100100

No00

Total100100

INTERPRETATIONFrom 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.

Chart 3.20Relationship Quality of work with the support of your employer

Table 3.21In Support of your employer quality of work will

CriteriaNo. Of Respondents% of Respondents

Increase9090

Not Change1010

Decrease00

Total100100

INTERPRETATIONFrom 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.

Chart 3.21In Support of your employer quality of work will

Table 3.22Employer Performance

CriteriaNo. Of Respondents% of Responde