An Observed Research on OCTAPAC Culture at Excel Industry

An observed Research on OCTAPAC Culture at Excel Industry

Chirag V Vyas (Student – Diploma Labour Laws and Practices –DLLP- M.K. Bhavnagar University, Bhavnagar)

Email Id: [email protected]

Abstract

Organizational climate has been a popular concept in theory and research for sometime and has received a great deal of attention in the past 25 years. Guion (1973) has stated that, “The construct implied by the term ‘organizational climate’ may be one of the most important to enter the thinking of industrial psychologists in many years”.

The positive HRD climate renders the existing systems more effective and makes the organizations more receptive to the introduction of relevant additional system. Organizations differ in the extent to which they have these tendencies. Some organizations may have some of these tendencies, some others may have only a few of these and a few may have most of these. Recognizing the importance of HRD climate assess General climate, OCTAPAC (Openness, Confrontation, Trust, Autonomy, Probation, Authenticity and Collaboration) culture and implementation of HRD mechanisms.

This paper deals with the concept of HRD, OCTAPAC and other aspects prevailing at excel crop care limited in the form of a research study.

Keywords: HRD, OCTACPAC, Case Study, Excel Crop Care Ltd.

Introduction

Human resource development in the organizational context is a process by which the employees of an organization are helped in a continuous, planned way to: (a) acquire or sharpen capabilities required to perform various functions associated with their present or expected future roles; (b) develop their general capabilities as individuals and discover and exploit their own inner potentials for their own and organizational development processes; and (c) develop an organizational culture in which supervisor-subordinate relationships, team work and collaboration among sub units are strong and contribute to the professional well-being, motivation and pride of employees.

Meaning of HR + D + Climate

HR means employees in organization, who work to increase the profit for organization.

Development, it is acquisition of capabilities that are needed to do the present job, or the future expected job.

After analyzing Human Resource and Development we can simply state that, HRD is the process of helping people to acquire competencies.

Climate, this is an overall feeling that is conveyed by the physical layout, the way employees interact and the way members of the organization conduct themselves with outsiders. (It is provided by an organization.)

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Objective of Study

The study intends to achieve the following objective:

To study the type of HRD climate prevailing in Excel Crop Care.

To study and understand the change in HRD Climate in Excel Crop Care.

Literature review

Chalam and Srinivas (2005) in their study Genderwise Perceptions and Attitudes on HRD Climate in Indian Banking Sector, examine the basic disagreement with respect to HRD Climate in the selected branches of SBI.

Vijaya Banu (2007) in his study A Study on HRD Climate with Special Reference to Public Sector Cement Corporation, concluded that to survive and excel in the new economy, the HRD climate is of crucial importance to the Indian public sector organizations.

Jain, Singhal, and Singh (1996) conducted a study, HRD Climate in Indian Industry, in two public sector organisations i.e. BHEL and NFL and concluded that the HRD climate is mainly a function of the effectiveness variables including individual efficiency, organisational efficiency and productivity, and the HRD variables including management policy on HRD, organisation development, role analysis and training.

Research Methodology

Descriptive methodology, the researcher can get valuable qualitative and quantitative data through the descriptive method. The questioner is one of the major tools for collecting a information from the respondent.Research in common parlance refers to a search of knowledge. One can also define research as a scientific and systematic search for pertinent information on a specific topic. In fact, research is an art of scientific investigation. The different types of research methods use in research. The descriptive method is more useful method in any investigation.

Research

Good instincts and intuition certainly play important roles in business. But gut feelings about your customers’ needs and preferences aren’t enough. If you want to minimize risk and improve your chances of success, you need sound, objective data. That’s where market research comes in.

Sampling Techniques, Size and Unit

For the purpose of the study, the researcher selected the respondents of Excel Crop Care Ltd. on the basis of on the basis of non-probability random sampling. Sample Size is 50

Methods of Data Collection:

The Primary Data are those which are collected afresh and for the first time, and thus happen to be original in character. he Secondary Data, on the other hand, are those which have already been collected by someone else and which have already been passed through the statistical process. he researcher would have to decide which sort of data he would be using (thus collecting) for his study and accordingly he will have to select one or the other method of data collection. The methods of collecting Primary and Secondary data differ science Primary Data are to be originally collected,

while in case of Secondary Data the nature of data collection, with the pros and cons of each method. QuestionnaireOCTAPAC Culture questionnaire developed for the Excel crop care ltd.

Gender Wise Distribution of Respondents

Gender

47

3

0

5

10

15

20

25

30

35

40

45

50

Gender of Respondents

Nu

mb

er o

f R

esp

on

den

ts

Male

Female

Male 47

Female 3

Gender

Graph A1

Table A

Age Wise Distribution of RespondentsGraph A2

Age

14

36

0

5

10

15

20

25

30

35

40

Respondents Age

Nu

mb

er o

f R

esp

on

den

ts

Below 35

Above 35

Below 35 14

Above 35 36

Age

Table A2

Qualification Wise Distribution of RespondentsGraph A4 Table A4

GenderEmployees

N PercentMale 47 94%Female 3 06%Total 50 100%

Age EmployeesN Percent

Below 35 14 28%Above 35 36 72%Total 50 100%

Educational Qualification

Employees

N PercentGraduate 32 64%Post Graduate 18 36%Total 50 100%

Qualification

32

18

0

5

10

15

20

25

30

35

Qualification of Respondent

Nu

mb

er o

f R

esp

on

den

ts

Graduate

Post Graduate

Graduate 32

PostGraduate

18

Qualif ication

Q.1 People trust each other in this organization.

Q. No. 5 4 3 2 1

1Almost

Always TrueMostly True

Sometimes True

Rarely True

Not At all True

Respondents 12 28 10 0 0Percentage

Value 24% 56% 20% 00% 00%

Q. No. 5 4 3 2 1 TOTAL MEAN SD CV29 60 112 30 0 0 202 13.46667 11.489125 85.31529

Q.2 Employees are not afraid to express or discuss their feelings with their superiors.

Q. No. 5 4 3 2 1

2Almost


Sometimes True

Rarely True

Not At all True


Value 32% 44% 20% 04% 00%


Q.3 Employees are not afraid to express or discuss their feelings with their subordinates.

Q. No. 5 4 3 2 1

3Almost


Sometimes True

Rarely True

Not At all True


Value 36% 40% 20% 04% 00%


Q.4 Employees are encouraged to take initiative and do things on their own without having to wait for instructions from supervisors.

Q. No. 5 4 3 2 1

4Almost


Sometimes True

Rarely True

Not At all True


Value 24% 44% 24% 08% 00%


Q.5 Delegation of authority to encourage juniors to develop handling higher responsibilities is quite common in this organization.

Q. No. 5 4 3 2 1

5Almost


Sometimes True

Rarely True

Not At all True


Value 28% 44% 20% 08% 00%


Q.6 When seniors delegate authority to juniors, the juniors use it as an opportunity for development.

Q. No. 5 4 3 2 1

6Almost


Sometimes True

Rarely True

Not At all True


Value 20% 48% 20% 12% 00%

Table 5.67Q. No. 5 4 3 2 1 TOTAL MEAN SD CV

34 50 96 30 12 0 188 12.53333 8.8317609 70.46618Table 5.68

Q.7 Team spirit is of high order in this organization.

Q. No. 5 4 3 2 1

7Almost


Sometimes True

Rarely True

Not At all True


Value 24% 40% 28% 04% 04%


Q.8 When problems arise people discuss these problems openly and try to solve them rather than keep accusing each other behind the back.

Q. No. 5 4 3 2 1

8Almost


Sometimes True

Rarely True

Not At all True


Value 28% 32% 24% 12% 04%


Q.9 Career opportunities are pointed out to juniors by senior officers in the organization.

Q. No. 5 4 3 2 1

9Almost


Sometimes True

Rarely True

Not At all True


Value 28% 24% 40% 08% 00%

Q. No. 5 4 3 2 1 TOTAL MEAN SD CV37 70 48 60 8 0 186 12.4 8 64.51613

Q.10 The organization’s future plans are made known to the managerial staff to help them develop their juniors and prepare them for future.

Q. No. 5 4 3 2 1

10Almost


Sometimes True

Rarely True

Not At all True


Value 28% 40% 20% 12% 00%


CONCLUSION

Excel Crop Care Ltd. as a part of my research project I observed that HRD Climate is good but still it needs some changes. They are like Framing proper HR policies and Practice, Providing proper counseling for developing positive mindset. Company also needs to develop proper potential appraisal system these help the organization to utilize its employees potential properly. It’s key need to change the mindset of employees that in Excel Crop Care the promotions are based on favoritism. Employees also need to encouragement from the management for using their new methods and creative ideas freely.

References1. Barney J B and Wright P M (1998), “On becoming a Strategic Partner: The Role of HR in

gaining competitive advantage”, Human Resource Management,37:31-46.2. Barney, J. (199l). Firm resources and sustained competitive advantage. Journal of Management,

17: 99- 120.3. Bhamidipati, Ravi and Makhijani, Rajer (2003), ‘Changing Mindsets’, Background Papers,

AIMA 30th National Management Convention, September 15-17.4. Bhardwaj Gopa and Mishra Padmakali (2002) HRD Climate: an empirical study among private

sector managers ,IIJR July 2002,38(1)5. Jain V K, Singhal K C and Singh V C (1997), “HRD Climate in Indian Industry”,Productivity,

37(4) : 628-639.6. Vyas Chirag V (2012), “An Empirical Research on HRD Climate prevailing in Excel Crop Care

Ltd,. Bhavnagar”, Excel Crop Care Library resource, 22 – 44

An Observed Research on OCTAPAC Culture at Excel Industry

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