We may point out that HRM is still in its evolutionary phase. This has
evaluated out of different terms such as personnel management. Personnel
administration, staff management, manpower management, labour relations,
industrial relations and latterly some experts new term knowledge management.
However in the present context, two terms personal management and human
resource management are used quite frequently with more emphasis being place
on the latter. Therefore, it is desirable to conceptualize personal management
and human resource management and different the two subsequently.
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The objectives of HRM are taken from the basic objectives of the
organization. For achieving the organizational goals, it is necessary to employ
right people for right job. The primary objective of HRM is to provide right
competent and willing workforce to an organization, for attaining its primary
objective HRM frames the following objectives:
1. To guide the organization in attaining its goals by providing well trained
and competent personnel.
2. To effectively utilize the available human resources according to the
requirements i.e. to employee the knowledge and skills of the employees
in attaining organizational goals.
3. Te develops and maintains motivating productive and self respecting
working relationship among all the organizational members.
4. To develop and maintain high morale and cordial relations with in the
organization
5. To help to develop and maintain ethical policies and behavior inside and
outside the organization.
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HRM has a very vast and wide scope. It is concerned with activities starting
from manpower planning till the employee leaving the organization.
Accordingly the scope of HRM includes procurement, development,
maintenance and control of the personnel in the organization.
2) :
3)
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1. Recruitment
2. Selection
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vi. To search for talent globally and not just with in the company.
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Factors governing recruitment may be broadly divided as:
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X Recruitment policy.
X Cost.
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X Vnemployment rate.
X ºabour market.
X Political ± social.
X Image.
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The sources of recruitment are broadly divided into internal sources and
external sources. Internal sources are the sources within organizational pursuit.
External sources are the sources outside organizational pursuits.
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Organizations consider the candidates from this source for higher level
jobs due to external Availability of most suitable candidates for jobs relatively
or equally to the sources.
Organizations find this source to fill the vacancies relatively at the lower
level owing to the availability of suitable candidates or trade and pressures of or
in order to motivate them on the present job.
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À Internal recruitment can be used as a technique of motivation. Morale of
the employees can be improved
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External sources are those sources which are outside the organization
pursuits. Organizations search for the required candidates from these sources,
for the following reasons
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iv. Expertise, excellence and experience in other organization can be easily
brought into the organizations
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It will become another source and the company can get particulars as and
when it needs to recruit, between their members and recruiting firms in
exchanging information, clarifying doubts etc. organizations find this source
more useful to recruit the experienced and professional employees like
executives, managers¶ engineers.
The management can collect the bio- data of the candidates from
different sources like employment exchange; educational training institutes,
candidates etc; and feed them in the computer. It will become another source
and the company can get the particulars as and when it needs to recruit.
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i. Walk-In
ii. Consult-In
iii. Head-Hunting
iv. Body-shopping
vi. E-Recruitment
vii. Outsourcing
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The busy organizations and the rapid changing companies do not find
time to perform various functions of recruitment.
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The busy and dynamic companies encourage the potential job seekers to
approach the personally and consult them regarding the jobs. The companies
select the suitable candidates from candidates to the selection process.
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1. Direct.
2. Indirect.
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Other direct method includes sending recruiters to conventions and
seminars. Setting up exhibits at fair and using mobile offices to got o the
desired centers.
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i. Promotions
iii. Advertising
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apply for job. It includes advertising through different media like newspapers,
magazines of all kinds, radio, television etc.
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i. Scouting
iii. ESOPs
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The length of the probationary or trail period is longer period; the greater
is the uncertainty in the minds of the selected candidates about his future.
1. Someone should have the authority to hire. This authority comes from
the employment requisition, as developed by an analysis of the work lad
and work force.
3. There must be a sufficient number of applicants from whom the required
number of employees may be selected.
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The most common first step in any selection process usually involves
asking an applicant to complete an application form. Application blanks, as
these typical refereed to vary in length and sophistication. Application blanks
can be a useful initial screening tool for jobs that requires some type of
professional certification. All the application blanks can be very useful selection
tools organizations must never forget that they are subject to the same legal
standards as any other selection method.
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This type of interview has pre-planned all the formalities and procedures
like fixing the venue time, the panel of interview, rules and regulations.
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This interview aims at testing the candidate¶s job behavior and level of
withstanding during the period of stress and strain. Interviews wise, group
interview methods and discussion interview method all the candidates are
brought into one room. Interview room and are interviewed one by one under
group interview. This method helps a busy executive to save valuable time and
gives a fair account of the objectives of interview to the candidates.
-
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After the candidates are examined by the experts including the time
managers of the organization in the core areas of the job, the head of the
department or section concerned interviews the candidates once again mostly
through informal discussion. The interviewer examines the interests if the
a-
candidates in the job, organization, reaction to working conditions, career
planning, promotional opportunities, work adjustment and allotment etc. the
head of the department and personal manager exchange the views and then they
jointly inform their decisions to the chairman of the interview boar, who finally
makes the decisions about the candidates performance and their ranks in the
interview.
*
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Perhaps the two best known cognitive abilities are math and verbal.
Verbal and math abilities are also measured by a variety of tests developed
specifically for use in human resource selection
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These tests measure whether an individual has the capacity or the talent
to learn a given job if given adequate training. Aptitudes can be divided into
aü
general and mental ability or intelligence and specific aptitudes such as
mechanical, clerical and manipulative capacity.
Ê:
These tests are inventories of the likes and dislikes of the candidates in
relation to work, job, occupation, hobbies and recreational activities. The
purpose of these is tests is to find out whether a candidate is interested or
disinterested in this job which he is a candidate and to find out in which area of
the job range or occupation the candidate is interested. The assumption of these
tests is that there is a high correlation between the interest of candidate in job
and job success.
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Ability test is also known as achievement test, these tests are conducted
when applicants claim to know some thing as these tests are concerned with
what are has accomplished. These tests are more useful to measure the value of
specific achievement. When an organization wishes to employee experienced
candidates.
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This test evaluated candidate in a similar real life situation. In this test the
candidate is asked either to cope with situation or solve critical situations of the
job.
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Certain jobs require certain physical qualities like clear vision, perfect
hearing, unusual stamina, tolerance of hard working conditions, clear tone etc.
medical examination reveals whether or not a candidate possesses these
qualities.
i. Whether the applicant is medically suited for the specific job.
iii. Whether the applicant suffer from bad health which should be
corrected before he can work satisfactory.
References might have been work related or they might have been
personal organization must also be vary of any policy which suggests that all
references should be neutral in nature.
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External Environment
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Selection Tests
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Reference Checks
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2. To study the sources of recruitment and techniques which are used in
TVºASI SEEDS PVT ºTD.
5. To elicit the employees opinion regarding the present recruitment and
selection process.
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Primary data are those data that are original in character and are
collected a fresh. As the primary data is the information collected for the time,
there are several methods in which the data is completed.
a. Questionnaire
b. Schedule
c. Interview
d. Observation
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Here in this study Tulasi Seeds Pvt. ºtd. is considered as the universe.
It is the finite universe because the number of workers in a factory is known.
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The sample plan is the procedure or way in which the sampling plan
has been done. As no project or research can be taken into consideration, the
whole of the population or universe the concept of sampling is used. As per the
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concept of sampling only one sample is taken the universe in order to find out
the result.
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Sample size mentions the size of unit that has been taken into
consideration for the survey. The size may be in numbers, weights or some
items even qualitative here as the unit are people or executives. The size to be
considered has been taken in numbers and sample taken for the study is 60
employees.
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Sample unit concept speaks about the unit which has been taken into
consideration for the project. In other words it can be said that the sample unit
consists of the thing which has to be survived. Recruitment and selection is a
concept of Human Resource management. The managers and executives have
taken as sample unit here and the executives are the units to be surveyed for this
project work.
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X The study has been constrained by limitations of time and cost factors.
X However, necessary steps are taken to reduce the bias in the study.
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Ê
The seed sector has made impressive progress over the last three decades.
The area under certified seeds has increased from less than 500 hectares in
1962-63 to over 5 lakh hectares in 1999-2000. The quantum of quality seeds
has crossed 100 lakh quintals.
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The Seeds Act, 1966 and Seeds Control Order promulgated there under,
and the New Policy on Seeds Development, 1988, form the basis of promotion
and regulation of the Seed Industry. Far-reaching changes, however, have taken
place in the national economic and agricultural scenario and in the international
environment since the enactment of the existing seed legislation and the
announcement of the 1988 Policy.
It has become evident that in order to achieve the food production targets
of the future, a major effort will be required to enhance the seed replacement
rates of various crops. This would require a major increase in the production of
quality seeds, in which the private sector is expected to play a major role. At the
same time, private and Public Sector Seed Organizations at both Central and
State levels, will be expected to adopt economic pricing policies which would
seek to realizethe true cost of production. The creation of a facilitative climate
for growth of a competitive and localized seed industry, encouragement of
import of useful germplasm, and boosting of exports are core elements of the
agricultural strategy of the new millennium.
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olobalization and economic liberalization have opened up new
opportunities as well as challenges. The main objectives of the National Seeds
Policy, therefore, are the provision of an appropriate climate for the seed
industry to utilize available and prospective, opportunities, safeguarding of the
interests of Indian farmers and the conservation of agro-biodiversity.
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A Plant Varieties & Farmers Rights Protection (PVP) Authority will be
established which will undertake registration of extant and new plant varieties
through the Plant Varieties Registry on the basis of varietals characteristics.
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be promoted.National Seed Research and Training Center will be set up to
impart training and build a knowledge base in various disciplines of the seed
sector. The Central Seed Testing ºaboratory will be established at the National
Seed Research and Training Center to perform referral and other functions as
required under the Seeds Act. Seed processing capacity will be augmented to
meet the enhanced requirement of quality seed.
Conditioned storage for breeder and foundation seed and aerated storage
for certified seed would be created in different regions. A computerized
National Seeds orid will be established to provide information on availability
of different varieties of seeds with production agencies, their location, quality
etc. This network will facilitate optimum utilization of available seeds in every
region.
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The objective of the import policy is to provide the best planting material
available anywhere in the world to Indian farmers, to increase productivity,
farm income and export earnings, while ensuring that there is no deleterious
effect on environment, health and bio-safety.
While importing seeds and planting material, care will be taken to ensure
that there is absolutely no compromise on the requirements under prevailing
plant quarantine procedures, so as to prevent entry into the country of exotic
pests, diseases and weeds detrimental to Indian agriculture.
All imports of seeds will require a permit granted by the Plant Protection
Advisor to the oovernment of India, which will be issued within the minimum
possible time frame.
All import of seeds and planting materials, etc. will be allowed freely
subject to EXIM Policy guidelines and the requirements of the Plants, Fruits
and Seeds (Regulation of import into India) Order, 1989 as amended from time
to time. Import of parental lines of newly developed varieties will also be
encouraged.
Seeds and planting materials imported for sale into the country will have
to meet minimum seed standards of seed health, germination, genetic and
physical purity as prescribed.
The oovernment of India trusts that the National Seeds Policy will
receive the fullest support of State oovernments/Vnion Territory
Administrations, State Agricultural Vniversities, plant breeders, seed producers,
the seed industry and all other stakeholders, so that it may serve as a catalyst to
meet the objectives of sustainable development of agriculture, food and
nutritional security for the population, and improved standards of living for
farming communities.
The National Seeds Policy will lay the foundation for comprehensive
reforms in the seed sector. Significant changes in the existing legislative
framework will be effected accompanied by programmatic interventions. The
Policy will also provide the parameters for the development of the seed sector
in the Tenth and subsequent Plans. The progress of implementation of the
Policy will be monitored by a High ºevel Review Committee.
)Ê"ÊD("DÊ D(
One hundred fifty years ago the Vnited States did not have a commercial
seed industry; today we have the world's largest. Some view this as real
progress, a form of genetic Manifest Destiny. A nation once a `debtor' in plant
genetics now supplies the world. In 1854, seeds were sourced in the V.S. by
way of a small number of horticultural seed catalogs, farmer (or gardener)
exchange, on-farm seed saving, and through the beneficence of the Vnited
States government. Specifically, beginning in the 1850s, the V.S. Patent and
Trade Office (PTO) and congressional representatives saw to the collection,
propagation and distribution of varieties to their constituents throughout the
-
states and territories. The program grew quickly so that, by 1861, the PTO had
annual distribution of more than 2.4 million packages of seed (containing five
packets of different varieties). The flow of seed reached its highest volume in
1897 (under VSDA management) - with more than 1.1 billion packets of seed
distributed.
The first commercial seed crop was not produced until 1866 cabbage
seed produced on ºong Island for the V.S. wholesale market. The industry
flourished to some degree, but early seed trade professionals felt their growth
was stymied by the V.S. government programs as well as the self-replicating
nature of their product (that is, the factory contained within that product). In
1883, the American Seed Trade Association (ASTA) formed and immediately
lobbied for the cessation of the government programs. The organization
developed powerful allies, such as orover Cleveland's Secretary of Agriculture,
J. Sterling Morton, who wrote that the government giveaway was "antagonistic
to seed as a commodity-form and in direct competition with the private seed
trade." But the program was very popular with constituents, and the VSDA's
ü
seed budget was kept intact - at one point counting for a full 10 percent of the
agency's overall annual expenditures.
In the early part of the 20th century, the first wave of hybrids began to
provide seed companies with a potential increase in product profitability (as
farmers would now need to return to the seed distributor for materials each
year). However, most of the hybrid development was occurring at ºand orant
Vniversities, and these universities refused to give the companies exclusive
rights to the seed. Once again, the industry felt its growth hindered by federal
programs and complained of unfair trade practices. Mounting data also
indicated a slowing in yield increases from seed developed in government
programs. The industry used this last point to strengthen its argument for the
privatization of seed development in order to foster greater food security.
*
trade was well represented during this period by regional companies. The
conversion to mono-cropping and large-scale corporate agriculture had not yet
moved into full swing. The Santa Clara Valley grew vegetables and fruit and
not internet startups, and Americans still planted their Victory oardens. The
seed trade reflected this diversity in food production.
technologies, the seed would continue to be a vital component for decades to
come. The organized seed industry of the country is just forty years old. Yet, its
growth has been phenomenal. India is one of the few countries where the seed
sector is already reasonably advanced. The private seed industry is no more
confined to just production and marketing of seed. It has as well acquired
technological strength to cater to the varietal needs of tomorrow.
also provided for improvement and modification in the regulatory procedures,
particularly in case of transgenic crops.
ÊDÊ)'&D&Ê!
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Seeds form the fundamental and crucial input for sustained growth in
farm production, often stimulating the use of new methods, machinery and
yield-enhancing agro-inputs. The role of the seed sector is not only to ensure
adequacy in seed quality but also to ensure varietal diversity. Today, the Indian
seed programme boasts one of the biggest seed markets in the world, with
annual sales at around VS $920 million. Of this, domestic off take accounts for
VS $900 million and sales in the global market account for the remaining VS
$20 million.
-$
business in the developing world with prospective markets in Asia, Africa and
South America.
&'ÊD
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Although private seed companies such as Poach and Sutton have been
established since the pre-independence era, accelerated growth of the private
sector began only after the introduction of the new seed policy in 1988 which
ushered in a liberal business climate. Currently there are over 200 private seed
companies, together with a few multinational companies, and these tend to
focus on low volume, high value crops with the principal effort being placed on
creating hybrids for oilseeds, maize, cotton and vegetable crops. The private
sector accountsfor 70% of the market in terms of market turnover whereas the
public sector has the greater share in terms of volume sales-
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India today has a critical mass and level of growth that it could use not
only to cater to the growing domestic requirement but also to make a concerted
effort for global trade under provisions of oATT and WTO. Furthermore, India
is endowed with second largest area of farmland, and the largest area of
irrigated land, in the world and, with its huge germ plasm diversity, its seed
industry is well placed to serve both domestic and international markets.
The release of high yield dwarf varieties of wheat and rice by the mid
1960s gave further impetus to the growth of seed industry. This period also
saw the constitution of the seed review team, enhancement of seeds act.1996
for regulating the quality of seed and formation of the National Commission
of agriculture. This was the period in which the private sector took significant
steps into the seed business.
-a
The 1980s witnessed two more important developments viz., granting of
permission to MRTP/ FERA companies for investment in the seed sector in
1987 and the introduction of "NEW POºICY" on seed development in 1988.
The new policy on seed development while helping liberalize import of
vegetable and flowers seeds in general and seeds of others crops in a restricted
manner encouraged global seeds companies to enter the seed business of India.
D)D
To supply the seeds necessary for the five hundred thousand Indian
villages is a big problem. Storage, transportation and timely distribution of pure
seed from village to village calls for careful organization with in the state
department of agriculture and the willing co-operation of farmers.
Indian's seed industry has grown in size and level of performance over
the past four decades. It represents a blend of private and public sector
companies/ corporations. The private sector comprises approximately 140 seed
companies, which includes national, global, regional and other seed producing
and/ or selling companies. The industry has made impressive strides from
modest beginning in 1962-63 to over 5 latch hectares in seed production in
1995-96. The quantum of seed distributed also grew from 14 lakh quintals
during this period. On the inputs supply the certified quality seeds distribution
touched anew high of one million tones during the year 2000-2001. It was 0.91
million tones the previous year.
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-
importance of quality seed to get higher production with limited resources
available at their end.
&'D
The seed industries and farmers from many years are facing many
problems. A number of multi-national corporations have stepped into our
agricultural country to gain control over the seeds and their distribution.
Recently, a new variety of seeds have entered the country. This created many
new problems for the seed industry and farmers.
--
DÊ D(Ê o')'&D&Ê!
With a view that the state governments are unable to meet the
demand for seeds correctly, two associations have been established with the
help of Rockefeller Foundation. They are "National Seed Association" 1963
and "State Farm Corporation of India", 1969. Due to the "Development
Programme" which came into existence in 1988, many multinational
corporations have stepped into the seed industry. At present there are more
than 700 multinational corporations in India organizing seed business directly
or industry. Nineteen multinational companies have been made an agreement
with the Indian seed industries and have been enjoying the leadership in the
seed market. Monsanto, an American multinational corporation, has acquired
one-fourth part of the MICO seeds industry, one of the biggest seed industries
in India. The acquisition value given by the Monsanto Corporation is more
than 17 times to the real value.
Indian seeds industry has grown in size and level of performance over
the past four decades. India stands in the 8th position all over the world in the
production of different variety of crops. Again in each crop there are thousand
of varieties. To co-ordinate the seeds research centers and a private
organization in the country and to support the expanded activities, the "National
-ü
seed Program" was launched in 1967 with the financial assistance of the World
Bank. In 1960 many private organizations have participated in the production
of seeds. Many seed industries have laid a strong foundation in the country.
Following are some of the major seed industries in India.
-*
The crop producing seasons are different for different states. In Andhra
Pradesh the crop producing seasons starts from June and ends with the month
of September. oenerally the rain fed crop in situated in the irrigated crop may
not have better results when compared. The stock to be sold by the seed
industries is kept ready during the starting of years as the period during which
the demand will be more fall between march and august. The industries in the
state market with other states, which form the boundaries of it. The selling
period of those states will vary. The following are some of the seed industries
in Andhra Pradesh.
-
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Tulasi Seeds Pvt. ºtd. was incorporated on 15th May 1992 under the
proprietorship of Sri Tulasi Rama Chandra Prabhu. TSPº is the one among the
industries which are being run under the same management.
D&-'-
Tulasi Seed Pvt ºtd. started in the year 1992. Current year turnover is
Rs.100 crores. Having R&D unit, oreen House, Seeds Testing ºaboratory, Bio-
technology ºab, 100 acres of Farm ºand, Research scientists with M.SC.(Agr)
PhD, Breeders, employees 450 regular and 300 seasonal. TSPº is accredited
with ISO 9001: 2000.
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Started in the year 1986 for manufacturing heavy duty export quality
corrugated boxes. The company employed 340 persons as on today and having
turnover of Rs.35 crores per annum. Accredited with ISO 9001:2000.
Started in the year 1980. Total number of employees are 100. Having a
fleet of 47 trucks.
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Started in the year 2004, for printing of flex & vinyl banners for large
size hoardings with a special focus on quality. Number of employees are
60.Turnover is 67.34 lacks.
&-'
The company proprietor, Sir Tulasi Rama Chandra Prabhu, had received
"Best Management Award" in 1994 from the hands of Former Chief Minister,
Kotla Vijaya Bhaskar Reddy. Again he received "Parisramika Vijetha" award
from the Minister of Industries, Kotagiri Vidyadhar. The company is being run
under his efficient management is such a way that it is not only to pave its way
but also able to earn some surplus to meet the needs of growth and expansion.
Total group turn over is Rs. 153 crores. Total number of employees are
1000 permanent, 500 persons seasonal.
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The farmers are made to purchase the duplicate seeds for their crops by
some of the big corporations whose main objective is to earn profit and not the
well being of the farmers and the crop production.
Once the farmers have used those duplicate seeds, they face many
problems. They have to use only those pesticides which are produced by those
corporations alone for protecting their crops from the pests, diseases, etc.
Therefore to save them from duplicate seeds and to increase the production
TSPº is striving hard to serve the farmers.
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The company has introduced own branded seeds in the local market along
with the partial introduction of them in the states of Maharastra, Madhya
Pradesh and Karnataka. It has made good progress in the previous year from the
own hybrids of cottonseeds and established its own good will in the market.
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The company mainly markets its products from its processing plant at
Ameenabad. The consumers come to the registered office or to the processing
plant and place their order. The company has its own trucks and vans for the
transportation.Directly approach the company and reserve the material which
they want to purchase by making advance payments.
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Tulasi seeds private limited use both its won capital and debt to perform
its activities. The company aims at wealthy maximization, rather than earning
more profits. It maintains proper record if every transaction showing full
particulars when wanted.
The company has adequate internal audit system commensurate with the
size and nature of its business. White ood Chits and Finance, one of the units
maintained by the same management itself holds 50% shares of the company
having Rs.10/face value each.
üè
The parties and employees to whom loans and advances have been given
by the company are repaying the principal amount stipulated.
&Ê
The production profile of Tulasi Seeds Private ºimited deals with the
whole issue of processing of various kinds of seeds which includes the
procedure, stockpile etc. The company processing of cotton seeds takes the
major place among all seeds. The different types of seeds which are being
processed by the company are as follows:
À Cotton Seeds
À Chilli Seeds
À Jowar Seeds
À Sunflower Seeds
À Tomato Seeds
À Maize Seeds
The company has separate section for maintaining seed testing
laboratories, germination testing room, humidity controlled room, etc.
ºaboratory oven is used to remove moisture of the seeds. The seeds sometimes
have more moisture than required. For example, cotton seeds must have
generally 10% moisture.
The seeds are kept in the oven and the fins inside remove the moisture
from the seeds to the extent mentioned on the oven. The Programmable
Environment Test Chamber is a device used to know the germinating power of
seeds. For this, a particular type of paper called germination paper is used. The
seeds are kept on the germination paper and are kept inside the Environment
ü
Test Chamber. The test chamber is kept on at a temperature of 25 degree
centigrade and 99% humidity.
The paper is taken out and tested periodically for knowing the
germination power of the seed. There is a germination testing room in the
section which indicates the germination capacity. There will be some shelf¶s in
the room on which the seeds are kept. The room will be air conditioned. A
germination tester attached to the shelf indicates the germination capacity in
percentages. Finally, a humidity controlled room is maintained by the
company. The room is air conditioned at the temperature of 30 degree
centigrade. Two pipes will be there in the room. Through one pipe moisture
will be going out and through another pipe outside air will be coming in thus
maintaining same temperature.
The company has its own research and development programme. The
scientists from their research make the parent seeds which will be stored in the
humidity controlled room. The seeds of the company are given to the growers
to grow the corps in the farms of the company. The crop period will be about
150 to 170 days. After that, the crop is taken by the company from the farmers.
ü-
The dried seed are taken for grading. For this a machine called seed
orader is used for removing dust and for grading. The seeds are poured in the
machine and the dust, whether big or small will be separates the light and
damaged seeds.
Then the seeds flow into a gravity separator. The fans beneath identity the
light seeds and workers to take off the useless seeds, if any. The seeds
examined are then pored into a crop protection machine for chemical
processing. These chemicals oaucho, Cruser & Tata are mainly used in
chemical processing. The chemical processing of seeds through the crop
protection machine will help to protect the crop from pests and for quick
germination these seeds are poured in the packing machine.
The prices are fixed basing on its competitors and the variations in the
prices of the goods in the market advertising of done by the company.
üü
and distribution expenses while preparing the financial statements. The
advertisement expense during the year incurred by the company is less than the
previous year. The packing of the seeds is the last stage in processing. The
packages are kept in corrugated boxes sent for delivery to consumers. These
packing expenses are included in the sale price.
This facilitates good understanding between them and finally leads to the
overall development of both the company and the members. The farmers and
dealers directly approach the company and reserve the material they want to
purchase by making advance payments.
)¦)D
ü*
X Federation of Andhra Pradesh Chamber of commerce and industries. Red
Hills, Hyderabad chosen TVºASI SEEDS PVT. ºTD., for the award of
EXCEººENCE IN RESEARCH & DEVEºOPMENT for 2007.
X Received ³BEST MANAoEMENT AWARD´ -2007 from
Y.S.Rajashekara Reddy, C.M of A.P
)oÊ')')4o
X Established Tulasi Seeds Pvt ºtd. in the year 1992 with a good motive of
serving farming community by supplying high quality hybrid seeds for
getting higher yields.
X Established Tulasi R&D division in 1994 in an area of 200 acres for
developing superior hybrids and OPVs and it has been recognized DSIR
(Dept, of Science and Industrial Research), Ministry of science &
Technology, oovt. of India, New Delhi
X For development of transgenic BT cotton hybrids, made agreement with
Monsanto Company for the transfer of BT technology in promising
"Tulasi" cotton research hybrids and built spacious green houses in
22,000 sq. ft. area for this purpose.
X Several high yielding hybrids have been developed in crops like cotton,
Chilly, Maize, Sunflower, Billet, sorghum etc
X State of the Art Biotechnology ºaboratory was constructed and acquired
several modern equipments.
X More than 100 post graduate & Ph. D students have been guided and
helped them for doing their project work in Tulasi Biotechnology
ºaboratory.
ü
X This year around 10 ºakh farmers have been benefited by using Tulasi
hybrids.
X Farmers were given training by conducting farmers' fields, field days &
jeep campaigns.
According him, Tulasi Seeds, which is the 3rd largest seeds marketing
company in the country, achieved a turnover of Rs. 171 crore last fiscal and
would generate Rs. 225 crore during the current fiscal."We have entered into an
agreement with an Italian company for producing vegetable seeds as well as BT
seeds of maize," he said. Mr Prabhu also said his company would go for public
issue within three years.
ü
ö')DÊöD( ("Êo3)'Ê(
oood seed is the basic and crucial input to improve the agricultural
economy. Inspite of availability of various kinds of seed in market, the
challenge of producing sufficient agriculture production is not possible due to
the poor quality of seed. In order to supply high quality and high yielding
hybrid seeds and OPVs in important agricultural crops to the farming
community at an affordable price, Tulasi Seeds Pvt, ºtd. (TSPº) was started in
1992 at ountur (Andhra Pradesh).
*$
Technology, oovt. of India has accorded recognition to TSPº's R&D division.
Collaborative research is also being carried out with international institutes like
ICRISAT etc., for hybrid development program.
People are the most important and valuable resource of any organization.
In due consideration to this aspect, TSPº lays maximum emphasis on human
resources planning, development and management for optimum utilization and
full realization of the employee potential to achieve the goals. TSPº follows
corporate recruitment policy in meeting its manpower requirements. The
organization in order to accomplish the present and future business objectives
*c
assesses and reviews the manpower requirements of various plants every year
by consolidating their requirements. In other words, it collects information
about the manpower requirements of various plants and then it takes appropriate
action for recruitment and selection. Recruitment of manpower is done at two
levels, namely recruitment at corporate level and recruitment at plant level.
Ê &DD
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!
%
Thus, after taking the final decision, the organization has to intimate this
decision to the successful as well as unsuccessful candidates. The organization
offers the job to the successful candidates either immediately or after sometime
depending upon its time schedule. The candidates after receiving job offer
communicates his acceptance to the offer or requests the company to modify
the terms and conditions of employment or reject the offer.
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ÊÊ)"&Ê
The criteria adopted for fixing the merit rating in respect of cadres for
which promotion is on the basis of merit-cum-seniority is as follows. The total
marks obtained in the annual appraisal reports for the latest five years shall be
added and divided by 5 to obtain the average marks. Based on the average
marks obtained, grading will be given in terms of the following and the same is
presented in table-
o
$
*
Not to be
Vnfit considered
*
The grades as mentioned above are the basis for considering the
suitability of an employee for promotion. It is to be mentioned here that ³out of
turn´ grading shall be awarded only, if two different reporting officers award
µA¶ grade to the employee who is assessed.
D ÊÊ( '(
*-
Ê)Ê
oood communication system exists in TSPº. All the sections,
departments and units are linked by Intranet, a system designed by TSPº.
Besides this, landline telephones are arranged in all the sections and
departments. As such, communication is faster in TSPº.
&D
The various departments of the plant have to submit daily reports to the
heads concerned, who in turn submit the reports to the superior concerned.
Vltimately, all the reports from various departments and wings reach the branch
manager. Further, Vnit heads submit performance reports to the chairman every
month. The various reports to be submitted are maintenance reports, lubrication
reports, stock reports, breakdown reports etc. These reports, if not submitted
timely, the management views the matter seriously.
&'(¦'")
Employees at lower levels in every organization usually perform
relatively monotonous tasks and have fewer opportunities for promotion or
change. This is particularly true in developing countries. Hence, Organizations
in order to maintain their work commitment and motivation provide welfare
facilities. Having recognized the importance of welfare facilities, TSPº
provides statutory, non-statutory and social security welfare facilities to its
employees. For critical diseases, employees, engineers and officers are referred
to corporate hospitals in Hyderabad. A canteen is provided where tea and
snacks are served at subsidized prices. Besides this, the consumer co-operative
credit society lends loans liberally to all its employees. Above all, whatever the
profit the Tulasi Seeds will get it will distribute a certain percentage
proportionally to all the employees.
*ü
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Ê
From the above table it is known that 55% of the employees are working
from more than 3 years in the company and 27% of the employees have
been working from 1-3 years and 18% of employees have 0-1 year
experience.
**
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DD"Ê
1 Advertising 15 25%
Ê
From the above analysis, 60% of the employees said that the sources of
recruitment are both advertising and reference from employees.25% said only
advertising and 15% said only reference from employees.
*
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"3 ("Ê :
1 1 year 54 90%
2 2-3 years 4 7%
3 3-5 years 2 3%
4 Above 5 years 0 0%
Ê
From the above analysis, 90% of the employees said that their company
recruits employees for every 1 year.7% of the employees said that for 2-3
years.3% of the employees said that for every 3-5 years.
c
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1 10-20% 22 37%
2 20-30% 29 48%
3 30-40% 9 15%
4 40-50% 0 0%
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From the above table, 48% employees said 20-30%.37% of the
employees said 10-20%.15% of the employees said 30-40% regarding the
percentage of recruitment per year.
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3 Communication 8 13%
skills
Ê
From the above analysis, 47% of the employees said that experience and
qualification, technical skills, communication skills are taken into consideration
while filling up vacancies.22% said experience and qualification are
considered.18% said that technical skills are considered.13% said that
communication skills are taken in to consideration.
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1 Newspapers 39 65%
2 Journals 12 20%
3 Internet 5 8%
Ê
From the above analysis, 65% of the employees said newspapers, 20% of
the employees said journals, 8% of the employees said internet and 7% of the
employees said that all the three i.e. newspapers, journals and internet are
considered as sources of advertising to recruit employees.
*
o)&7-:
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1 1 level 7 12%
2 2 levels 12 20%
Ê
From the above table, 68% of the employees in the organization said that
µmore than two levels¶ of interviews are conducted in the selection process.20%
said µ2 levels¶ of interview and 12% of the employees said µ1 level¶ of
interview.
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1 Application 5 8%
screening
2 Written 2 3%
examination
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3 Sensitivity 6 10%
training
4 Simulation 8 14%
Ê
From the above analysis, 48% of the employees said that case study is the
game that organization follows in the selection process.28% of the employees
said role play.14% of the employees said simulation and 10% of the employees
said sensitivity training.
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1 Formal 39 65%
2 Informal 11 18%
3 stress 3 5%
4 panel 7 12%
Ê
From the above analysis, 65% of the employees responded that formal
method of interview will be followed in the selection process.18% of the
employees said informal interview.12% of the employees said panel
interview.5% of the employees said stress interview.
-
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1 Yes 49 82 %
2 No 11 18%
Ê
From the above table it is known that 82% of the employees said µYes¶
regarding the training session after recruitment and selection process and 18%
of the employees said µNo¶.
*
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1 Satisfied 47 78%
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From the analysis, 78% of the employees are satisfied with the present
recruitment policy and 22% said that improvement is needed in the present
recruitment policy.
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X The major sources for recruitment are only through advertising and
reference from employees.
X 13% of the employees are considering that only communication skills are
the only attribute to fill up vacancies.
X Still 8% of the employees are considering the internet as the only source
of advertising to recruit employees.
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X The management should educate all the employees that not only
communication skills but also experience and qualification, technical
skills are also major attributes to fill up the vacancies.
X They should focus on each and every employee after the completion of
recruitment and selection process.
X The management should make the employees to adjust with the present
recruitment policy and where ever require should conduct modifications.
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