A

FIELD WORK REPORT

ON

“HUMAN RESOURCE FUNCTIONING & LABOUR WELFARE

AMENITIES”
AT
“AGRI SEARCH (INDIA) PRIVATE LIMITED, NASHIK”
Submitted to

Savitribai Phule Pune University

In the Partial Fulfilment of the Course

“MASTER IN BUSINESS ADMINISTRATION-HUMAN

RESOURCE DEVELOPMENTE’’
Submitted By

Mr. RAHUL J CHAUDHARY

Under The Guidance Of

Prof. Dr.J.J.Kadam

M.V.P.’S

INSTITUTE OF MANAGEMENT AND RESEARCH TECHONOLOGY,

NASHIK (YEAR 2018-19)

1
 ACKNOWLEDGEMENT

This project has taken its current shape after a lot of hard work & perseverance-not just
by me. I would like to express my sincere gratitude for the assistance & support of a number of
people who are helping to make this success.
I gladly take this opportunity to thank the Director Dr. D.K. MUKHEDKAR sir, and
thank the Head of department Prof. G. M. AHIRE sir for IMRT, Nasik, for providing facilities
during progress of the project.
I am greatly indebted to Prof. Dr.J.J.Kadam faculty of Institute of Management
Research Technology, Nashik, our internal guide for this guidance & enlightening comments
throughout the project work. It has been an altogether different experience to work with him & I
would like to thank him for this helpful suggestion & numerous discussions.
I would also like to convey my special thanks to Mr.Ankush Khandve extending his
cooperation to me by providing necessary information & timely help.

I am thankful to all those who helped us directly or indirectly to develop this project &
complete it successfully. Then I would like to thank all the patients for their encouragement.
They had always been very prompt at extending in their helping hand & sharing valuable knows.
The smooth completion of this project would not have been possible without their guidance.

Place: Nashik Sign:

Date: Name: RAHUL J CHAUDHARY

2
 DECLARATION BY STUDENT

I Mr.RAHUL J CHAUDHARY student of INSTITUTE OF MANAGEMENT AND

RESEARCH TECHONOLOGY, NASHIK hereby declare that this field work on “HR
FUNCTIONING & LABOUR WELFARE AMENITIES “in partial fulfilment of Master of
business administration degree course of Savitribai Phule University of Pune is my own work
and submitted by me under the guidance of Prof.Dr.J.J.Kadam

I also declare that the present work has not been submitted by me to any other University for the
fulfilment of any degree or diploma.

I have prepared this report independently and I have gathered all the relevant information
personally. I have prepared this project for MBA curriculum 2018-2019.

Date: Sign:

Place: Nashik Name: Mr. RAHUL J CHAUDHARY

3
 DECLARATION BY GUIDE

This is to certify that Mr. RAHUL J CHAUDHARY has completed the field work on “HR
FUNCTIONING & LABOU WELFARE AMINITIES” under my guidance and supervision
and has submitted the report as per the norms laid by Savitribai Phule University, Pune. The
material that has been obtained from the source is duly acknowledged in the report. It is further
certified that the work on its part has not been submitted to any other university for examination
under my supervision. I consider this work for the award of the degree of masters of business of
administration, in the partial fulfilment of the curriculum.

Date Sign:

Place: Nasik Name: Prof.Dr.J.J.Kadam

4
 INDEX OF CHAPTERS
SR.NO CONTENTS PAGE
NO.
1 INTRODUCTION
1.1 Object of fieldwork 7
1.2 Selection of the organization 8
1.3 Objectives of fieldwork 9
1.4 Scope of the study 10
1.5 Limitations of the study 11
1.6 Rationale of the study 12

2 RESEARCH METHODOLOGY 13
2.1 Research - definition & types 17
2.2 Sampling Design 19
2.3 Collection of data 24
2.4 Analysis & interpretation of data
3 COMPANY PROFILE
3.1 History, milestone of organization 28
3.2 Organizations / Departmental Chart / Structure 31
3.3 Product & service of organization 33

4 LITERATURE REVIEW
4.1 Topic under study & its meaning and important 37
4.2 Various Statutory & Non-statutory Labour welfare activities as 42
per factories act,1948

5 ANALYSIS OF DATA
5.1 Presentation of information in tabular form ,graph or chart 50
5.2 Function of HR practise 59
5.3 HR practices consult with training and development activates and 60
IR in an organisation

6 CONCLUSION, RECOMMENDATION’S & SUGGESTIONS

6.1 Findings of the study 61
6.2 Conclusion of study 62
6.3 Recommendations & suggestion of study 63

Annexure :-
1) Questionnaire
2) Bibliography

5
 LIST OF TABLES/FIGURE

Table No Details of Tables PAGE NO

2.1 Types of search 16

2.2 Types of sampling 19

2.3 Research table 26

3.1 Images of Products 32

4.1 Total Numbers of Workers Employed In Organization 51

4.5 Worker Performance 52

6
 CHAPTER I

INTRODUCTION

7
1.1 OBJECT OF FIELDWORK
As HR managers today have to play a very vital and a responsible role, it is very essential to have
adequate knowledge about every aspect of the job, so as to handle each and every situation
effectively for applying theoretical knowledge in practical life. This is the first step towards the
development of future managers.

Following is another object of field work:

1. The main aim of the fieldwork study gives us a good opportunity to understand the
multidimensional and dynamic aspect of human resource management functions.
2. To get frequented with real organisational perceptions and challenges.
3. The corporate value of an organisation
4. Many departments and work culture develop in the various departments.

8
1.2 SELECTION OF THE TOPIC

Selection of the topic is very important task while preparing field work report. One ought to choose
a topic which is closely related to or conductive to the working of the industries in particular.

The concept of labour welfare and its direct impact on production and organization effectiveness
lured researcher to take such topic for special study in this field work.

If we look in to the Indian scenario labour welfare, it is seen that the emphasis on this important
faculty was placed only after the Second World War which provoked government to inline and
promote various welfare activities among the working class. This is the centre around which the
very existence of industries revolves. I to have chosen this topic for this field work report.

9
1.3 OBJECTIVES OF FIELDWORK

1. To study the various function of HRM and labour welfare amenities as per act 1947

2. To study history and milestone, strategy indented and various product and overviews of
AGRI SEARCH (INDIA) PVT. LTD, Nashik

3. To study the various statutory and Non-statutory labour welfare amenities provided in an
AGRI SEARCH (INDIA) PVT. LTD

4. To study the various functions of HR practices like Recruitment, Training & Development,
wage and salary administration, Industrial relations etc. at AGRI SEARCH(INDIA) PVT.
LTD.

5. To study various social securities & other engagement activities of employees at AGRI
SEARCH (INDIA) PVT. LTD.

6. To study the various statutory and Non-statutory labour welfare amenities and its effects
on worker and on organization in an AGRI SEARCH (INDIA) PVT. LTD

7. To study the various schemes, PF, ESI, Bonus etc. provide to employee at AGRI SEARCH
(INDIA) PVT. LTD

10
1.4 SCOPE OF FIELD WORK

1. The scope of the study is to understand various HR functioning facilities provided by the
company and its impact on the morale of the employees it covers seeing the physical
facilities existing in the organisation for his benefits of employees.

2. This study plays a vital role as a base of self – confidence and generating the skill of
mind of students. This study helps for get in touch with the various people working in the
organisation and to know the working culture of any organisation as well.

3. The field work report study provides an opportunity to the students to know and get
aware about the practical knowledge of human resource department. It helps to build up
self confidence among the students and motivate them to be ready to accept the
challenges of new era of globalization to be faced in future.

4. This study is very much helpful to the students to work on spot where real functioning of
human resource department is carried out and makes them capable to become efficient
personnel managers in future.

5. Toto understand the inter related sets of attitudes, beliefs and assumptions along with the
action and practices involved by the various organisation in Nasik for community
development.

11
1.5 LIMITATIONS OF FIELD WORK
1. To complete the field work report on personal department organization at that time, and
Appointment of personal managers was very important and which was not get easily. It
means the time is limitations of the study.

2. Due to increasing work pressure and busy schedules it was difficult to get proper
feedback from the HR managers of the surveyed manufacturing organisations.

3. This information collected is mostly communicated with company’s management Staff

may have presented only the strength of their company profile without mentioning their
negative aspects.

4. Important and which was not get easily. It means the time is limitations of the study.

5. The topic under study is very vast and the provided time was comparatively less so it was
not possible to cover all the aspects of the topic under study.

12
1.6 RATIONALE OF THE FIELDWORK

The rationale of the study is to evaluate the programme provided to the managerial and
supervisory staff of AGRI SEARCH (INDIA) PVT.LTD Nasik.

The study was carried out on the effectiveness of the personnel department about how it
works what are its functions and which type of activities are being carried out by the department
for the benefit of not only the workers but also for the organisation as a whole. The special
emphasis was made on study would provide the management valuable inputs regarding the control
and effectiveness of the personnel department, industrial relations and labour welfare provisions.

It is necessary to cover the welfare aspect because labour welfare has direct impact on
efficiency of productivity of the organisation

13
 CHAPTER II

RESEARCH
METHODOLOGY

14
2.1 RESEARCH DESIGN

Definitions:-

“Research is the systematic and objective analysis and recording of controlled observations that
may lead to developed of generalization, principles, or theories resulting in prediction and
perhaps ultimate control of events”

According to Waltz and Bausell,

Research is a systematic formal rigorous and precise process employed to gain solution to
problem or to discover and interpret new fact and relationship.

Meaning:-
Research methodology is a way to systematically solve the research problem. It may be
understood as a science of the study how research is done scientifically. The various steps that
are generally adopted by researcher in study his research problem along with the logic behind
them. It is necessary for the researcher to know not only the research method or techniques but
also the methodology.
Thus when we talk of research methodology we not only talk at the research methods but also
consider the logic behind the methods we use in the contest of our research and explain why we
are using particular method or techniques and why we are not using other so that research are
capable of being evaluate either by research himself or by other.
Research can be carried-out using various methods and techniques which are collectively called
as research method.

15
Types of Research-

DESCRIPTIVE RESEARCH

CONCEPTUAL RESEARCH

EMPIRICAL RESEARCH

APPLIED RESEARCH

QUALITATIVE RESEARCH

FUNDAMENTAL RESEARCH

ANALYTICAL RESEARCH

QUANTITATIVE RESEARCH

Fig 2.1

Types of Research:

Research can be classified in many different ways on the basis of the methodology of research, the
knowledge it creates, the user group, the research problem it investigates etc.

Basic Research:

This research is conducted largely for the enhancement of knowledge, and is research which does
not have immediate commercial potential. The research which is done for human welfare, animal
welfare and plant kingdom welfare. It is called basic, pure, fundamental research. According to
Travers, “Basic Research is designed to add to an organized body of scientific knowledge and does

16
not necessarily produce results of immediate practical value.” Such a research is time and cost
intensive.
1. 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. In social
science and business research we quite often use the term Ex post facto research for descriptive
research studies.

2. Conceptual Research:

Conceptual research is that related to some abstract idea(s) or theory. It is generally used by
philosophers and thinkers to develop new concepts or to reinterpret existing ones. On the other
hand, empirical research relies an experience or observation alone, often without due regard for
system and theory.

3. Empirical Research:

Empirical research is appropriate when proof is sought that certain variables affect other variables
in some way. Evidence gathered through experiments or empirical studies is today considered to
be the most powerful support possible for a given hypothesis.

4. Applied Research:

Applied research aims at finding a solution for an immediate problem facing a society or an
industrial/business organization, whereas fundamental research is mainly concerned with
generalizations and with the formulation of a theory.

5. Qualitative Research:

Qualitative research presents non-quantitative type of analysis. Qualitative research is collecting,

analysing and interpreting data by observing what people do and say. Qualitative research refers
to the meanings, definitions, characteristics, symbols, metaphors, and description of things.
Qualitative research is much more subjective and uses very different methods of collecting

17
information, mainly individual, in-depth interviews and focus groups. The nature of this type of
research is exploratory and open ended. Small number of people is interviewed in depth and or a
relatively small number of focus groups are conducted. Qualitative research can be further
classified in the following type.

Phenomenology:-a form of research in which the researcher attempts to understand how one
or more individuals experience a phenomenon.

Ethnography: - this type of research focuses on describing the culture of a group of people. A
culture is the shared attributes, values, norms, practices, language, and material things.

6. Fundamental Research:

Research concerning some natural phenomenon or relating to pure mathematics are examples of
fundamental research. Similarly, research studies, concerning human behaviour carried on with
view to make generalizations about human behaviour, are also examples of fundamental research,
but research aimed at certain conclusions facing a concrete social or business problem is an
example of applied research.

7. Analytical Research:

In analytical research, the researcher has to use facts or information already available, and analyse
these to make a critical evaluation of the material.

8. Quantitative Research:

This research is based on numeric figures or numbers. Quantitative research aims to measure the
quantity or amount and compares it with past records and tries to project for future period. In social
sciences, “quantitative research refers to the systematic empirical investigation of quantitative
properties and phenomena and their relationships”. The objective of quantitative research is to
develop and employ mathematical models, theories or hypothesis pertaining to phenomena.

18
The process of measurement is central to quantitative research because it provides fundamental
connection between empirical observation and mathematical expression of quantitative
relationships. Statistics is the most widely used branch of mathematics in quantitative research.
Statistical methods are used extensively with in fields such as economics and commerce.

2.2 SAMPLING DESIGN:

Within any of the types of frame identified above, a variety of sampling methods can be
employed, individually or in combination. Factors commonly influencing the choice between
these designs include:
 Nature and quality of the frame

 Availability of auxiliary information about units on the frame

 Accuracy requirements and the need to measure accuracy

 Whether detailed analysis of the sample is expected

 Cost/operational concerns
Types of sampling:
Sampling methods are classified as either probability or no probability. In probability
samples, each member of the population has a known non-zero probability of being
selected

Probability Sampling Non-probability Sampling

Random Convenience

Systematic Random Snowball

Stratified Quota

Cluster Judgemental

Table 2.1

19
Probability Sampling
The advantage of probability sampling is that sampling error can be calculated. Sampling error is
the degree to which a sample might differ from the population. When inferring to the population,
results are reported plus or minus the sampling error.
1. Random Sampling:
Random sampling is the purest form of probability sampling. Each member of the population has
an equal and known chance of being selected. When there are very large populations, it is often
difficult or impossible to identify every member of the population, so the pool of available subjects
becomes biased.
2. Systematic sampling:
Systematic sampling is often used instead of random sampling. It is also called an nth name
selection technique. After the required sample size has been calculated, every nth record is selected
from a list of population members. As long as the list does not contain any hidden order, this
sampling method is as good as the random sampling method. Its only advantage over the random
sampling technique is simplicity. Systematic sampling is frequently used to select a specified
number of records from a computer file.
3. Stratified sampling:
Stratified sampling is commonly used probability method that is superior to random sampling
because it reduces sampling error. Stratified sampling is often used when one or more of the
stratums in the population have a low incidence relative to the other stratums.
4. Cluster sampling:
Cluster sampling also means that one does not need a sampling frame listing all elements in the
target population. Instead, clusters can be chosen from a cluster-level frame, with an element-level
frame created only for the selected clusters. In the example above, the sample only requires a
block-level city map for initial selections, and then a household-level map of the 100 selected
blocks, rather than a household-level map of the whole city.

Non-probability sampling:
In non-probability sampling, the degree to which the sample differs from the population remains
unknown.

20
1. Convenience sampling:
Convenience sampling is used in exploratory research where the researcher is interested in getting
an inexpensive approximation of the truth. As the name implies, the sample is selected because
they are convenient. This no probability method is often used during preliminary research efforts
to get a gross estimate of the results, without incurring the cost or time required to select a random
sample.
2. Snowball Sampling:
Snowball sampling is a special non-probability method used when the desired sample
characteristic is rare. It may be extremely difficult or cost prohibitive to locate respondents in these
situations. Snowball sampling relies on referrals from initial subjects to generate additional
subjects. While this technique can dramatically lower search costs, it comes at the expense of
introducing bias because the technique itself reduces the likelihood that the sample will represent
a good cross section from the population.
3. Purposive Sampling:
Purposive sampling is a sampling method in which elements are chosen based on purpose of the
study. Purposive sampling may involve studying the entire population of some limited group
As with other non-probability sampling methods, purposive sampling does not produce a sample
that is representative of a larger population, but it can be exactly what is needed in some cases –
study of organization, community, or some other clearly defined and relatively limited group.
Quota Sampling:
Quota sampling is the non-probability equivalent of stratified sampling. Like stratified sampling,
the researcher first identifies the stratums and their proportions as they are represented in the
population. Then convenience or judgment sampling is used to select the required number of
subjects from each stratum. This differs from stratified sampling, where the stratums are filled by
random sampling.

21
2.3 COLLECTION OF DATA, METHODS AND TECHNIQUES:
The task of data collection begins after a research problem has been defined. While
deciding about the method of data collection to be used for the study, the researcher
should keep in mind two types of data viz.

Primary & Secondary:

SOURCES OF
DATA

PRIMARY SECONDARY
DATA DATA

Sources of data:
Source data is raw data that has not been processed for meaningful use to become
Information.

22
1. Primary Data:
Primary data are original and first-hand information. The source of such information is the
individuals and the incidents around them generally.
Information relating to the project was collected during formal and informal discussions with the
group member.

Queries arising in due course of the project brought into the notice of concerned authority and
necessary explanation and solutions are adapted.

The data which is directly collected by the researcher and was not available before is called as
"primary data". The sources of primary data are very useful in finding the real facts about the
incidents or events. It includes the personal observation of the researcher and respondent. Primary
data are the freshly collected data that provide information about a particular problem. These data
can be gathered using techniques like, interview, observation, mailing, counselling, etc.

It is the first hand obtained data for any issues or specific information collected directly through
thorough observation and research. Researchers here are using survey (questionnaire) method to
obtain the primary data regarding the respondent's views about using branding strategies and
related marketing strategies.

2. Secondary Data:
The source of information through documents concerning individuals and institutions are known
as secondary data or documentary source
When a researcher uses data which are previously collected by some other researchers, institutions,
or agencies for their own purposes are called secondary data. The researchers collect secondary
data either from an internal source of an organization, or from the published sources like reports
and journals. The purposes of data may vary from that of the current study. Hence, few portions
of this data may be used for current research problem. It should be kept in mind that, secondary
data needs to be processed before applying in research, as the contexts of data may have changed
and modified as per their own purposes. For example, Total contribution of different sectors to the
GDP are published by the government or some trade association, which may be a secondary data

23
source for analysing the current market position of a particular organization within a particular
industry. That published data may provide the required information or fraction of it.
It is the second hand data obtained by the use of secondary sources such as articles, books, journals,
internet, etc. For the research related to the marketing strategy of the secondary data was collected
via the use of internet (websites, articles and journals) and books mainly. The secondary data
collected was presented in the research is the form of a literature review. The citations and
referencing states clearly from which online websites, published articles or journals the data was
collected from. Few of the reasons that the secondary data was also collected along with primary
data were because of its readily available nature, and it helps to support primary data, making it
more specific as it helps to uncover the gaps, deficiencies and other information that needs to be
collected.
Characteristics of Secondary Data:
Different characteristics of secondary data are as follows:
1) Available and Adequate.

2) Cheaper.

3) Less Time Consuming.

4) More Accurate Data.

5) Helps Defining Research Problem and Generating Hypothesis.
6) Helps Defining the Population.
Secondary Data Sources:
Sometimes, collecting primary data proves to be complicated and infeasible, due to which
researchers prefer to collect readily available data upon which various statistical analyses can be
carried out. These data are available in huge amount and are continuously generated.
Methodology: Methodology is the process of collecting information and it helps the researcher.
If finds solution to the topic selected by the researcher. It’s the systematic way of presenting data.
Without using proper methodology no one can complete any work systematically. Methodology
of work forms the very basic of any valuable researcher work.

1. The interview Method:

24
It is a face communication with Respondent. The interviewer gets in Touch with the respondent,
he asks questions and records the answer so be recorded clearly and correctly. The interview may
be Strutted Interview, Direct Interview and Indirect Interview.
2. The Observation Method:
In this method observation are carefully done on the Actual Field where the subject matter of
project takes place. This method demands deep concentration from the researcher.
3. The Questionnaire Method:
In order to fulfil the objective, a questionnaire method helps in bringing out the right information
from the interview in a limited and time limit.
Library Work:
This method involves referral of various reference books for obtaining information
regarding the subject matter of our research. Book provides good and reliable second hand
information from well-known authorities on the subject.
 Out of the above methods We have selected following methods for study

1. The Interview Method

2. The Questionnaire Method
3. Library Method

 We have personally interviewed and collected the responses from the people regarding
their opinions about demonetization.
 We have referred the books.

25
RESEARCH TABLE

Type of research Exploratory

Sampling unit & Population Nashik Dindori ( Industrial Area)
AGRI SEARCH PRIVATE LIMITED
Sampling Method Non- probability = Purposive
Sample size 1
Collection of Data Primary (questionnaire) and secondary
(books)
Analysis of data Percentage / average
Type of questionnaire Open ended and close ended, structured
questionnaire
Table 2.2

26
CHAPTER III

COMPANY
PROFILE

27
3.1 HISTORY, MILESTONE OF ORGANISATION:

AGRI SEARCH (INDIA) PRIVATE

LIMITED
Address: AGRI SEARCH (INDIA).PVT.LTD Gat No.211/2 Dindori Road, at Pimpalnare,
Tal. Dindori, Dist. Nashik – 422 004, Maharashtra, INDIA.

Contact No: +91 9370510995

Date of Visit: 15/03/2018.

Email: www.agrisearchindia@gmail.com

Project Guide: Prof.Dr.J.J.Kadam

AGRICULTURE PRESTICIDES

28
Company Profile
Agri Search (India) Pvt. Ltd., is a Nashik based research company established in the year 2000,
engaged in Manufacturing and Exporting of Complete Plant Nutrition and Protection Products
such as Amino Acids Chelates, EDTA Chelates, Micronutrient Fertilizers, Organic Micronutrients,
Organic Fertilizers, Humic Acid Series, Water Soluble Fertilizers, Natural Bio Stimulants, Spray
Adjuvants, Plant Growth Regulators, Soil and Water Conditioners, Bio Pesticides with certain
Crop Specific Fertilizers too with ultramodern eco-friendly technology.

Agri Search (India) Pvt. Ltd. An ISO 9001:2015 & 14001:2015 Certified
Company having CRISIL Rating MSE 1. With a vision to offer eco-friendly products of a new
generation and to fulfil the increasing demand, we are planning further to expand our programme
to manufacture various world class products through our continuous research and development.
Today we are proud to say that we understand the Nutrition4 demand of next generation and to
fulfil the increasing food need of world.

29
 Vision
"To remain customers driven company, delight customers with state- of-the-art
products and On Farm Consulting service, and thus be a Market Leader Complete Plant Nutrition
company".

Farmer is the pivotal point in Agri Search culture. We like to delight our customers with world-
class products. We understand the nutrition demand of next generation GM crops, specially
developed to fulfil the increasing food need of world. Our ever y effort is in the direction of creating
an enterprise to fulfil all the nutrition needs of these crops, so also to provide eco-friendly plant
protection measures. In our pursuit to be a Market Leader we bank on Quality at each point of
Manufacturing and Marketing too. Professional team of well-qualified people dedicated towards
common goal, a network of Loyal Dealers, are our assets to achieve our Goal of being a Market
Leader.

Mission
“With the continual improvement approach in the quality of the product as well as
service with customer loyalty we would be the global leader and competitor in the world market
in coming years.”

30
 3.2 Organizations chart/structure, Department Structure

ORGANISATION STURCTURE

MD

DIRECTOR
BUSINESS
DEVELOPMENT

PRODUCTION LOGISTIC
PURCHASE Accountant
MANAGER MANAGE
MANAGER.

MANAGER
PROTENIS
QC CHEMIST

PRD HEAD SPRAY

OFFICER DRYER

31
3.3 PRODUCT& SERVICES OF ORGANIZATION

Amino acid Chelates bio-pesticide crop-special

EDTA-chelates Humanic acid micro-nutrient-mixture

organic Fertilizer soil-conditioner

natural-bio stimulants

straight-micro-nutrient water-soluble fertilizers Zinc Chelates

Fig 3.1

32
CHAPTER IV

LITERATURE
REVIEW

33
4.1 Topic under study, Definitions & functions of HRM
MEANING OF HRM

Human Resource Management is the process of recruitment, selection of employee, providing

proper orientation and induction, providing proper training and the developing skills, assessment
of employee (performance of appraisal), providing proper compensation and benefits,
motivating, maintaining proper relations with labour and with trade unions, maintaining
employee’s safety, welfare and health by complying with labour laws of concern state or
country.

DEFINITIONS

• HRM is the process of analysing and managing organizations human resources needs
ensure satisfaction of its strategic objectives.
• The process of hiring and developing employees so that they become more valuable to
the organization.
• Human Resource Management includes conducting job analyses, planning personnel
needs, recruiting the right people for the job, orienting and training, managing wages and
salaries, providing benefits and incentives, evaluating performance, resolving disputes,
and communicating with all employees at all levels.

Importance of Human Resource Management

An organisation cannot build a good team of working professionals without good Human
Resources. The key functions of the Human Resources Management (HRM) team include
recruiting people, training them, performance appraisals, motivating employees as well as
workplace communication, workplace safety, and much more. The beneficial effects of these
functions are discussed here:

Recruitment and Training

this is one of the major responsibilities of the human resource team. The HR managers come up
with plans and strategies for hiring the right kind of people. They design the criteria which is best

34
suited for a specific job description. Their other tasks related to recruitment include formulating
the obligations of an employee and the scope of tasks assigned to him or her. Based on these two
factors, the contract of an employee with the company is prepared. When needed, they also
provide training to the employees according to the requirements of the organisation. Thus, the
staff members get the opportunity to sharpen their existing skills or develop specialised skills
which in turn, will help them to take up some new roles.

Performance Appraisals
HRM encourages the people working in an organisation, to work according to their potential and
gives them suggestions that can help them to bring about improvement in it. The team
communicates with the staff individually from time to time and provides all the necessary
information regarding their performances and also defines their respective roles. This is
beneficial as it enables them to form an outline of their anticipated goals in much clearer terms
and thereby, helps them execute the goals with best possible efforts. Performance appraisals,
when taken on a regular basis, motivate the employees.

Maintaining Work Atmosphere

this is a vital aspect of HRM because the performance of an individual in an organisation is
largely driven by the work atmosphere or work culture that prevails at the workplace. A good
working condition is one of the benefits that the employees can expect from an efficient human
resource team. A safe, clean and healthy environment can bring out the best in an employee. A
friendly atmosphere gives the staff member’s job satisfaction as well.

Managing Disputes
in an organisation, there are several issues on which disputes may arise between the employees
and the employers. You can say conflicts are almost inevitable. In such a scenario, it is the
human resource department which acts as a consultant and mediator to sort out those issues in an
effective manner. They first hear the grievances of the employees. Then they come up with
suitable solutions to sort them out. In other words, they take timely action and prevent things
from going out of hands.

35
Developing Public Relations
the responsibility of establishing good public relations lies with the HRM to a great extent. They
organise business meetings, seminars and various official gatherings on behalf of the company in
order to build up relationships with other business sectors. Sometimes, the HR department plays
an active role in preparing the business and marketing plans for the organisation too.

Any organisation, without a proper setup for HRM is bound to suffer from serious problems
while managing its regular activities. For this reason, today, companies must put a lot of effort
and energy into setting up a strong and effective HRM.

 Functions of HRM

A. Managerial Functions
There functions are briefly discussed below
1. Planning
To get things done through the subordinates, a manager must plan ahead. Planning is necessary
to determine the goals of the organisation and lay down policies and procedures to reach the
goals.

2. Organizing

Once the human resource manager has established objectives and developed plans and programs
to reach them, he must design and develop organization structure to carry out the various
operations

3. Directing: The plans are to be pure into effect by people. But how smoothly the plans are
implemented depends on the motivation of people. The direction function of the personnel
manager involves encouraging people to work willingly and effectively for the goals of the
enterprise.

4. Controlling: Controlling is concerned with the regulation of activities in accordance with the
plans, which in turn have been formulated on the basis of the objectives of the organization.
Thus, controlling completes the cycle and leads back to planning

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B. Operative Functions

The operative functions of human resource or personnel department are discussed below:

1. Employment
The first operative function of the human resource of personnel department is the employment of
proper kind and number of persons necessary to achieve the objectives of the organization. This
involves recruitment, selection, placement, etc. of the personnel.

2. Development

Training and development of personnel is a follow up of the employment function. It is a duty of

management to train each employee property to develop technical skills for the job for which he
has been employed and also to develop him for the higher jobs in the organisation.

3. Compensation
This function is concerned with the determination of adequate and equitable remuneration of the
employees in the organisation of their contribution to the organizational goals. The personnel can
be compensated both in terms of monetary as well as non-monetary rewards

4. Maintenance (Working Conditions and Welfare)

These include measures taken for health, safety, and comfort of the workforce. The personnel
department also provides for various welfare services which relate to the physical and social
well-being of the employees. These may include provision of cafeteria, rest rooms, counselling,
group insurance, education for children of employees, recreational facilities, etc.

5. Motivation

Employees work in the organization for the satisfaction of their needs. In many of the cases, it is
found that they do not contribute towards the organizational goals as much as they can. This
happens because employees are not adequately motivated.

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6. Industrial Relations

These days, the responsibility of maintaining good industrial relations is mainly discharged by
the human resource manager. The human resource manager can help in collective bargaining,
joint consultation and settlement of disputes, if the need arises. This is because of the fact that he
is in possession of full information relating to personnel and has the working knowledge of
various labour enactments.

 Labour welfare definitions, theories & approaches

MEANING OF LABOUR WELFARE

The concept of ‘labour welfare’ is necessarily flexible and elastic and differs widely with time,
region, industry, social values and customs, degree of industrialization, the general socio-
economic development of the people at a particular time. Accordingly, the concept cannot be
very precisely defined. A series of sharply diverse opinions exists on the motives and merits of
labour welfare as well. In its widest sense, it is more or less synonymous with labour conditions
and as a whole, including labour legislation and social insurance. Another focus of interpretation
centres round the voluntary or statutory nature of welfare for working class.

DEFINITION

According to E.S.Proud, “welfare work is voluntary efforts on the part of employer to improve
the existing industrial system and the condition of employment in their own factories.”

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4.2 VARIOUS STATUTORY & NON-STATUTORY LABOUR WELFARE
ACTIVITIES AS PER FACTORIES ACT, 1948

A. Labour welfare amenities and statutory welfare amenities

1. Washing Facility (Sec.42)

In every factory: (a) adequate and suitable facilities for washing shall be provided and
maintained for the use of the workers therein; (b) separate and adequately screened facilities
shall be provided for the use of male and female workers; (c) such facilities shall be
conveniently accessible and shall be kept clean.

1. for Storing and Drying Clothing (Sec.43)

The State Government may, in respect of any factory or class or description of factories, make
rules requiring the provisions therein of suitable places for keeping clothing not worn during
working hours and for the drying of wet clothing.
2. Facilities for Sitting (Sec.44)
In every factory, suitable arrangements for sitting shall be provided and maintained for all
workers obliged to work in a standing position, in order that they may take advantage of any
opportunities for rest which may occur in the course of their work.
3. First-Aid Appliances (Sec.45):
Provision and maintained First aid Kit to be readily accessible during all working hours first-
aid boxes or cupboards equipped with the prescribed not be less than one for every hundred

and fifty workers ordinarily employed at any one time in the factory.
4. Canteens (Sec.46)

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 The State Government may make rules requiring that in any specified factory wherein more
than two hundred and fifty workers are ordinarily employed, a canteen or canteens shall be
provided and maintained by the occupier for the use of the workers.

4. Shelters, Rest Rooms and Lunch Rooms (Sec.47)

In every factory wherein more than one hundred and fifty workers are ordinarily employed,
adequate and suitable shelters of rest rooms and a suitable lunch room, with provision for
drinking water, where workers can eat meals brought by them, shall be provided and
maintained for the use of the workers .
5. Crèches (Sec.48)
In every factory wherein more than 30 women workers are ordinarily employed, there shall
be provided and maintained a suitable room or rooms for the use of children under the gage
of six years of such women.

6. Welfare Officers (Sec.49)

In every factory wherein five hundred or more workers are ordinarily employed, the
occupier shall employ in the factory such number of welfare officers as may be prescribed.

These are the statutory welfare Amenities according to sec 42 to 49.

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B. Non-Statutory Labour Welfare Amenities or Facilities:-

1. Educational Facilities:-Educational Facilities for the workers and their children are
provided in the form of provision of schools, regarding rooms, libraries, financial
assistance etc. The education to worker’s families, especially to their children is essential
as it is an investment in training the workforce of the future.

2. Transport Facilities: -The rapid growth of Industrial Estates and workshops outside the
cities has made3 commuting a problem for workers. To commute means to travel
regularly by a train, a bus, a car or so on to and from one’s work.

3. Medical Facilities: -Medical facilities are provided in varying degrees by large

establishments to their workers either in their own hospitals or by making necessary
arrangements with well-established medical institutions.

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4. Family Planning:-Considering the importance of family planning, C.L.W. recommended
that family planning programme should be made part and parcel of the labour welfare
activities. It also suggested that centres and State Governments’ family run by the
employer.
5. Distress Relief and Cash Benefits: - This is one of the non-statutory welfare benefits
and some employers give more importance to these benefits. They are called excreta
payments in case of death of a worker, injuries caused to workmen, marriages etc.
6. Housing Facilities :- Considering the importance of housing and necessity or improving
housing conditions of industrial workers, the Indian Industrial Commission and Royal
Commission suggested various measures in that respect.

7. Grain Shop Facilities through Consumer Co-Operative Societies:-These societies

provide to their members food grains and other essential goods at fair and reasonable
prices. Many employers voluntarily provide assistance to these activities by participating
in share capital, providing loans and grants.
8. Recreational Facilities: - These facilities are important as they provide an opportunity to
workers to enjoy their lives and reduce fatigue. Such facilities are provided in the form of
music, dance, drama, recreational halls and various cultural activities by employers for
the wellbeing of their workers.

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C. Social Securities

Overview of employee provident fund

1. What is employee provident fund?

A provident fund is created with a purpose of providing financial security and stability to elderly
people. Generally one contributes in these funds when one starts as employee; the contributions
are made on a regular basis (monthly in most cases). Its purpose is to help employees save a
fraction of their salary every month, to be used in an event that the employee is temporarily or no
longer fit to work or at retirement. The investments made by a number of people / employees are
pooled together and invested by a trust.

Employee Provident Fund (EPF):

Is implemented by the employees Provident Fund Organisation (EPFO) of India. An

establishment with 20 or more workers working in any one of the 180+ industries given here
should register with EPFO. Typically 12% of the Basic, DA, and cash value of food allowances
have to be contributed to the EPF account. EPFO is a statutory body of the Indian Government
under Labour and Employment Ministry. It is one of the largest social security organisations in
the world in terms of members and volume of financial transactions undertaken.

2. What is ESIC?
Employees' State Insurance (abbreviated as ESI) is a self-financing social security and health
insurance scheme for Indian workers. This fund is managed by the Employees' State Insurance
Corporation (ESIC) according to rules and regulations stipulated there in the ESI Act 1948. ESIC
is an autonomous corporation by a statutory creation under Ministry of Labour and
Employment, Government of India

3. ESI Act

Employees' State Insurance Corporation (ESIC), established by ESI Act, is an autonomous

corporation under Ministry of Labour and Employment, Government of India. As it is a legal
entity, the corporation can raise loans and take measures for discharging such loans with

43
previous sanction of the central government and it can acquire both movable and immovable
property and all incomes from the property shall vest with the corporations. The corporation can
set up hospitals either independently or in collaboration with state government or other private
entities, but most of the dispensaries and hospitals is run by concerned state governments.

4. Benefits of ESI

For all employees earning 15000 (US$220) or less per month as wages, the employer contributes
4.75 percentage and employee contributes 1.75 percentage, total share 6.5 percentage. This fund
is managed by the ESI Corporation (ESIC) according to rules and regulations stipulated there in
the ESI Act 1948, which oversees the provision of medical and cash benefits to the employees
and their family. ESI scheme is a type of social security scheme for employees in the organized
sector.

The employees registered under the scheme are entitled to medical treatment for themselves and
their dependents, unemployment cash benefit in certain contingencies and maternity benefit in
case of women employees. In case of employment-related disablement or death, there is
provision for a disablement benefit and a family pension respectively. Outpatient medical
facilities are available in 1,398 ESI dispensaries and through 1,678 private medical practitioners.
Inpatient care is available in 145 ESI hospitals and 42 hospital annexes with a total of 19,387
beds. In addition, several state government hospitals also have beds for exclusive use of ESI
Beneficiaries. Cash benefits can be availed in any of 783 ESI centres throughout India.

5. WHAT IS BONUS?

1. The Payment of Bonus Act, 1965 provides for the payment of bonus to persons employed in
certain establishments, employing 20 or more persons, on the basis of profits or on the basis of
production or productivity and matters connected therewith.

2. The minimum bonus of 8.33% is payable by every industry and establishment under Section
10 of the Act. The maximum bonus including productivity linked bonus that can be paid in any
accounting year shall not exceed 20% of the salary/wage of an employee under the Section 31 A
of the Act.

44
CHAPTER V

ANALYSIS OF
DATA

45
5.1 PRESENTATION OF INFORMATION

1. INTRODUCTION
Name of the firm : AGRI SEARCH (INDIA) PVT.LTD

Manufacturing Address : AGRI SEARCH (INDIA).PVT.LTD Gate No.211/2

Dindori Road, at. Post. Pimpalnare, Tal. Dindori,
Dist. Nashik – 422 004, Maharashtra, INDIA.

Year of Establishment : 1999

Expertise/ Nature
Of production : AGRICULTURE PRESTICIDES
Manpower : Overall 139 employees are working in company.

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 Table No 5.1

Total Numbers of Workers Employed In Organization

DEPARTMENT EMPLOYEE
Production Department 78
Engineering Department 2
Technological &Quality Control 4
Service Department 5
Any other department 50
Total 139

Total No. OF Worker Employed

Production
Department

50 Engineering
Department
78 Technological &
Quality Control
Service Department
5
4
2
Any other department

Interpretation: From above table and chart the production department has 78 workers and in
any other department i.e. accountant department, marketing department 50
Employees.

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 Table No 5.2
Worker Performance

No of Highly skilled worker 17

skilled 25
unskilled 36

17 No of Highly skilled
worker
36 skilled

unskilled
25

Interpretation: From above table and chart that most no. of worker is unskilled worker
______________________________________________________________________________

2. LABOUR WELFARE
A] Statutory Welfare Amenities
1. Washing facilities:
Yes, washing facilities are made available to the employees as per the provision of Factories act
1948.
2. Storing and drying of clothes:
Yes, storing and drying facilities are made available to the employees as per the provision of
Factories act 1948. In this facility, the employees can dry their uniforms after their shift if they get
wet during the work.
3. Sitting Facility: Yes, sitting facilities are made available to the employees as per the provision
of Factories act 1948.Two types of sitting facilities are provided in the organization as big cabin
and salary grade (SG), where workers can sit and rest during the working hours.

48
4. First-aid:
Yes, First aid facility is provided in the organization comprising of all the basic tablets. The first
aid box is updated timely so as to meet the emergency requirement of the accident.
5. Canteen:
Yes, company provides the canteen facility to the workers according to Factories act 1948.
Company also provide them housing facilities for canteen worker
6. Crèches:
Yes, Crèches are provided to the women employees in the organization according to Factories act
1948.In the company there is more than 30 women.
7. Welfare Officer:
Yes, welfare officer is available to the employees as per the provision of Factories act 1948.
8. Safety Officer:
Yes, Safety officer is available to the employees as per the provision of Factories act 1948.

B] Voluntary welfare amenities:

Cultural programs: Yes, cultural programs are carried out in the organization.
a] Occasion: Ganesh festival

b] Social functions: Women’s day, Shiv jaynti etc.

Contribution from employees for picnic: Yes, every employee has to contribute for picnic
c] Any other voluntary amenities: Blood donation camp, medical checkup

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e] Social Security:
1. Provident fund scheme: Yes, PF scheme is available to employees.
2. Gratuity: Yes, as per act (Gratuity act 1972)
3. ESIC: Yes, as per ESI act 1948

f] Canteen facility: - canteen run by company and company provides the housing facilities for
canteen worker
g] ESIC schemes:
a) What are E.S.I schemes?
Social security and health insurance scheme for workers
b) Benefits under the schemes
Medical benefit facilities for employees and dependents
c) Eligibility to become member:
Gross salary of workers should be less than 20000/-
d) Contribution
1. Employer: 4.75% of the wages paid or payable in respect of the employees in every wage
period.
2. Employee: 1.75% of the wages
______________________________________________________________________________

3.RECRUITMENT & SELECTION

A] Sources of recruitment:

From institution/ College: Company is selected employee from collage /institution

From Internal/ Director Application: Sometime workers in lower level management was
selected from internal /director Application

B] Specification of Basic Qualification:

a) For the workers

Education: 10th Age: 18 +

50
b) Clerical staff

I. Minimum qualification: Graduation

II. Typing speed: Not applicable

III. Computer literacy: Basic knowledge

c] Junior officers:

Qualification: Graduation

d] Senior officers:

Qualification: Post Graduation

C] Promotion policy:-

Grounds considered for Promotion

a] Working performance
b] Working Skill

Promotion policy within the company: Promotion is performance base

_____________________________________________________________________________

4. WAGE & SALARY ADMINISTRATION

A] INCENTIVES PLANS:-
a) Financial Incentives:-Petrol allowance, Performance base
b) Non-monetary incentives: - Diwali gifts

B] PROMOTION & INCREMENT POLICY:-

Procedure of giving Increment Promotion: - yearly bases through performance Management

system

51
5. TRAINING & DEVELOPMENT
1. In the organization
Yes, 6 month probation period with training
2. Outstation Training Facilities
Yes, Field work
3. Technical training to the workers-
a] Training for the from ITI
Yes, using on the job method from the company staff

b] Training for supervisory staff, executive etc.:

Yes, using on the job method from the company staff

c] Follow-up of training programmers:

By supervisor level

6. INDUSTRIAL RELATIONS

Procedure for grievance handling:

N.A

Procedure for Disciplinary actions:

N.A

Existence of trade union:

N.A

No. of trade union members:

N.A

Leaders of Trade Union

N.A

Collective Bargaining Agreement:-

52
 CHAPTER VI

CONCLUSION
RECOMMENDATION’S
SUGGESTIONS

53
 FINDINGS OF THE STUDY

1. The welfare facilities are the most important facilities provided by the company to
their employees.

2. Under statutory welfare facilities company provides following facilities according

factories act. The facilities are
 Washing facility
 Storing and drying
 Sitting
 First aid appliance (only first aid)
 Canteen

3. The company provides following non-statutory welfare facilities

• Medical facilities (ESI)

4. Social function :
• Tree plantation

5. Occasion:
 Ganesh Festival
 Shiv Jaynti
 Woman’s day
6. Company Conduct Picnic with contribution from Employee

7. In any other Voluntary Amenities

 Blood donation camp
 Medical check up

54
8. Social Security
 Provident Fund Scheme
 Gratuity
 E.S.I.C

9. Recruitment and Selection is done by From institution/college and From internal

/Director Application

10. The basic Qualification Of Worker is HSC passed out

11. Financial Incentives is on Performance Base

12. Promotion Policy is Base on Working Performance and Working skill

55
 CONCLUSIONS OF THE STUDY

1. What I can conclude from this research is that the study of an organization is complex and

detailed study requires devotion and hard work.

2. By studying the organization, I came to know about its strength and weaknesses. Also the

various initiatives it takes to achieve its goals are seen.

3. Manager told us actually functioning of the organization that has helped in knowing the

organization from the point of view the subject of organization behavior.

4. Hence, what can be concluded from this study of organization is that how an organization
works.

56
 RECOMMENDATIONS & SUGGESTIONS

The suggestions are as follows:

1. Create facility like extra morale welfare activities.

2. The washing area must be kept clean.

3. Start education schemes in company staff and their number.

4. Enhance the training programme in the organization regarding the motivation.

5. Housing facilities must be provided to the employees especially for those who have migrated
for work.

6. Conduct the yoga workshop in organization.

7. Have the occasional meeting regarding the problems of the workers.

57
Bibliography

Sr.no. Name Of Title Of Book Edition Year Publication

Author
1 P. Subarea Essential Of Human Fifth 2007 Himalaya
Resource Management.
2 S.P. Jain Industrial And Labour Law 2005 “Dhapatrai
&Co”
3 C. R. Kothari Research Methodology Second 2004 Wishwa

 Website:- www.agrisearchindia.com
www.google.com

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