A Study on Quality of Work Life of Employees - Copy - Copy (2)

GENERAL INTRODUCTION

Human resource management (HRM) is the strategic and coherent approach to the

management of an organization's most valued assets - the people working there who

individually and collectively contribute to the achievement of the objectives of the business.

The terms "human resource management" and "human resources" (HR) have largely replaced

the term "personnel management" as a description of the processes involved in managing

people in organizations. In simple words, HRM means employing people, developing their

capacities, utilizing, maintaining and compensating their services in tune with the job and

organizational requirement.

Features

Its features include:

Organizational management

Personnel administration

Manpower management

Industrial management[2][3]

But these traditional expressions are becoming less common for the theoretical discipline.

Sometimes even employee and industrial relations are confusingly listed as synonyms,[4]

although these normally refer to the relationship between management and workers and the

behavior of workers in companies.

The theoretical discipline is based primarily on the assumption that employees are individuals

with varying goals and needs, and as such should not be thought of as basic business

resources, such as trucks and filing cabinets. The field takes a positive view of workers,

assuming that virtually all wish to contribute to the enterprise productively, and that the main

obstacles to their endeavors are lack of knowledge, insufficient training, and failures of

process.

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Human Resource Management(HRM) is seen by practitioners in the field as a more

innovative view of workplace management than the traditional approach. Its techniques force

the managers of an enterprise to express their goals with specificity so that they can be

understood and undertaken by the workforce, and to provide the resources needed for them to

successfully accomplish their assignments. As such, HRM techniques, when properly

practiced, are expressive of approach to employee benefits and compensation, employee

records and personnel policies. Usually small businesses (for-profit or nonprofit) have to

carry out these activities themselves because they can't yet afford part- or full-time help.

However, they should always ensure that employees have—and are aware of—personnel

policies which conform to current regulations. These policies are often in the form of

employee manuals, which all employees have.

Note that some people distinguish a difference between HRM (a major management activity)

and HRD (Human Resource Development, a profession). Those people might include HRM

in HRD, explaining that HRD includes the broader range of activities to develop personnel

inside of organizations, including, e.g., career development, training, organization

development, etc.

There is a long-standing argument about where HR-related functions should be organized

into large organizations, e.g., "should HR be in the Organization Development department or

the other way around?"

The HRM function and HRD profession have undergone major changes over the past 20–30

years. Many years ago, large organizations looked to the "Personnel Department," mostly to

manage the paperwork around hiring and paying people. More recently, organizations

consider the "HR Department" as playing an important role in staffing, training and helping

to manage people so that people and the organization are performing at maximum capability

in a highly fulfilling manner.

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INTRODUCTION

Tall, slender, majestic with open umbrella of fronds at the top,

the coconut palm-also known as the Kalpavriksha-dominates many Indian landscapes, in

particular, Kerala. Coconut forms an integral part of the state’s cuisine, culture and

livelihood. There is a saying that there are as many coconut trees in Kerala as stars in

the sky!

Every part of the coconut tree is used. Coconut husk is the basic

raw material for coir products. Around 50 percent of the available coir husk is used to

produce coir products. Hence there is scope for growth of coir industry. Coir has

unmatched advantages: it is biodegradable, environment-friendly, helps retain the

natural warmth of the body, and is mothproof and resistant to fungi. Coir also provides

insulation against heat and sound, is non-combustible, and easy to clean. The organic

origin of coir conforms to the best environment-friendly standards.

Coir fiber is a versatile hard fiber used commercially for the manufacture of

wide range of coir yarn and product like mat, carpet, geo-textiles etc. Hence the

development of coir industry has been in those areas where there has been coconut

cultivation. The complete geo-textile coir bhoovasthra, which is now being used widely

around the world, helps to prevent soil erosion. The location of the industry has been

governed by various factors- historical, geographical and economic.

Historical factors

The coir industry in India has a very long history. Some people say

that coconut palm came from Ceylon. Others say that the coconut drifted in the sea from

Polencia and found new homes in many parts of the world. As early as 11 th century

A.D., Arab writers mentioned coir, and referred to the use of this material as ship cable,

fenders and rigging. During the 13 th century, there was evidence of coir yarn being used

in the building of ships in the Persian Gulf.

Geographical factors

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Coconut is a tropical palm and thrives best in coastal areas. India,

Philippines, Sri Lanka, Indonesia, Malaysia, Thailand are the most important coconut

growing countries in the world.

Economical factors

There are two board sectors in the coir industry, the first is

spinning, which is essentially a cottage industry spread over the wide area and the

second is manufacturing, which is an organized industry concentrated in certain

localities only. Cost of raw materials and power, cost of labor and cost of transportation

are the factors determining location. The orientation industry therefore depends largely

on the type of material used and nature of their transportation in the process of

production.

The first stage of production, viz., and spinning is decentralized over a wide

area along the back waters because at this stage a good deal of waste materials is

eliminated. The second stage of manufacturing with pure materials tends to be

concentrated near the source of power and the center of skilled labour where external

economy can be had proximity to market and facilities for export also are important

factors. The development of Alleppy as a manufacturing center for coir in the natural

consequence of presence of all these factors in this area.

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1.1 OBJECTIVES

To study the coir industry.

To study the structure of organization.

To study the functions of department at the organization..

To conduct swot and porters analysis at Coirfed.

1.2 SCOPE OF THE STUDY

This organization study is carried out at coir industry in Coirfed. It covers

the areas of organization such as its areas of operations its different departments and its

activities. It also covers its strength, weakness, opportunities and threats in the

organization.

1.3 METHODOLOGY

There are two types of data are used for this study primary as well as

secondary data.

Primary data are collected through interviews and discussions with various

Managers, Employers and Workers.

Secondary data are collected through the published accounts, annual reports

of Coirfed, other publications and journals and also from the website of Coirfed.

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1.4 CHAPTERISATION

Chapterisation is done on the basis of grouping of activities of various of various

departments of the organization. The entire project report is divided into seven chapters

as described below:

1.5 LIMITATIONS

More attention has been taken for analysis but they are subjected to certain

limitations also. The main limitation of the study was the duration of the time given for

the work. It will affect the entire study.

Chapter 1-INTRODUCTION

This chapter is classified into five different parts. They are :

1.1 Objectives of the study.

1.2 Scope of the study.

1.3 Methodology.

1.4 Chapterisation

1.5 Limitations

Chapter 2 -INDUSTRY PROFILE

This chapter describes the profile of industry.

Chapter 3- COMPANY PROFILE

In this chapter there are two main parts

They are:

3.1 History of the company.

3.2 Strategic Intent.

3.3 Product Profile.

Chapter 4- ORGANISATION STRUCTURE

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All the departmental structure, its functions, and authorities are explained

in this chapter. The diagrammatic representatives of each department are

included in this chapter.

Chapter 6- FINDINGS AND SUGGESSTIONS

CONCLUSIONS

APPENDIX

BIBILIOGRAPHY

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INDUSTRY PROFILE

Coir industry is of great importance to coconut producing

countries like India, Sri Lanka, Malaysia, Indonesia, Philippians and Thailand etc. India

stood first in the production of coir in the world with a production of around 70% of the

total .There is two major types of fiber namely white fiber and brown fiber. White fiber

or retted fiber, which is more suited for spinning yarn, is extracted from husk after a

process known as retting. This method is commonly followed in the state of Kerala

where lagoons and backwater sources are available in abundance. Retted fiber available

is converted into different varieties of coir yarn for further processing into finished

products like rope, doormats, matting, carpets, geo-textiles etc for expert and for

internal consumption.

Coir fiber extracted from unretted husk by a process of mechanical

decortications is called brown fiber. Brown fiber comprises of bristle fiber, which is the

thicker, coarser and long stapled and mattress fiber, which is finer and short stapled.

Brown fiber is mainly used for stuffing, manufacture of curled coir urbanization in the

rubberized coir manufacturing industry, non woven geo-textiles etc. Coir pith or coir

dust, a waste product in the industry constitutes as much as 70% of the husk. It is an

excellent surface in all kinds of soil. The pith in combination with cement has been an

excellent insulating material.

WORLD SCENARIO

Currently, the global annual production of coir fiber is about

350,000 metric tons (MT). Yet, even in the world’s top two producers, India and Sri

Lanka, which account for about 90% of global coir fiber production, combined, this

renewable resource is underutilized; local coir mills process only a fraction of the

available husks, which accrue more or less year round as a waste during coconut

processing.

Traditional uses for the resilient and durable coir fiber include

rope and twine, brooms and brushes, doormats, rugs, mattresses and other upholstery,

often in the form of rubberized coir pads. In the 1980s and 90s, global exports of coir

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fiber fell by almost half, as Western consumers shifted to synthetic foam and fibers.

Then, since 1990, rapidly growing domestic demand in India more than doubled global

production benefiting exclusively the Indian coir industry. Finally, since 2001, a rising

Chinese demand for coir, an expanding market for coir-based erosion control products,

and the spread of coir pith as a peat moss substitute in horticulture has further pushed

up global production and prices. In turn, other coconut growing countries, including

Philippines, Thailand and Vietnam are now expanding their production and export of

coir fiber. These changes are also reflected in the international trade in coir.

Historically, Sri Lanka had been the world’s largest exporter of

various fiber grades, whereas India exports largely value added products – yarn, mats,

and rugs. While in 1990 about 80% of global production was exported, growth of the

Indian domestic market dropped that rate to below 40%. Global trade volume for coir

fiber, value added products – yarn, mats, rugs – and coir pith now stands at about $140

million per year with India and Sri Lanka respectively accounting for about $70 and $60

million of that amount. This may not seem much but in the coconut regions of

producing countries coir is an important economic factor. In Sri Lanka, coir related

exports account for 6% of agricultural exports, over 1% of all exports and 0.35% of

GDP. Moreover, coir milling and value addition, mostly spinning and weaving, are

important regional employers, particularly in rural Southern India and coastal Sri Lanka.

They give work to 500,000+ people, many of them women working part-time. Yet,

working conditions and productivity are generally poor. The challenge for industry is

too sustainable expands markets for this versatile renewable resource while maintaining

its role as employer for the rural poor. This may require producers to innovate

production, improve product consistency, and in particular develop novel applications –

jointly with their customers in importing countries. Businesses, public agencies and

research institutes are now addressing this challenge in multilateral projects worldwide

– setting examples that global trade can be beneficial to all parties involved.

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INDIAN SCENARIO

Indian coir industry is an important cottage industry contributing

significantly to the economy of the major coconut growing states and union territories,

i.e., Kerala, TamilNadu,AndhraPradesh,Karnataka, Maharastra, Goa, etc. India accounts

for more than 80% of the world population of coconut fiber. The exports from this

industry are around Rs.70 crores.

Coconut husk is the basic raw material for coir products. Around 50

percent of the available coir husk is used to produce given for expansion of home

market though publicity and advertisement, product diversification, adoption of new

technology, research and development, training for artisans, including women and social

welfare measures for coir workers, most of whom are SC/ST and women saltine dotted

with coconut palms, growth of coir industry in other coastal states has been

insignificant.

Coir industry employs more than 5.5lakh person and a majority of them are

women from rural areas belonging to the economically weaker sections in the society.

Nearly 80% of the coir workers are in the extraction and spinning sectors. Apart from

India, Sri Lanka, Thailand, Indonesia etc are the other coir producing countries in the

world. India accounts for more than two –thirds of the world production of coir and coir

products. Kerala is the home of Indian coir industry, particularly white fiber, accounting

for 61% of coconut production and over 85 % of coir products.

STATE SCENARIO

Coir industry occupies a unique place among the rural traditional cottage

industries in India. Coir industry in Kerala is a traditional industry. The state of Kerala,

also known as the land of coconuts, is the largest producer of coir in India. It accounts

for more than 75% of the total production.

It is the most important employment generators among traditional

industries in the state employing around 3.83lakh of which over 76% are women.

Besides it earns foreign exchange of over 300cores per year with a potential for

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phenomenal growth. In spite of concerted efforts of the state and central governments,

the coir industry still remains as backward one, due to the competition from products of

other natural as well as synthetic fibers both in domestic and international market.

Coir industry is second to agriculture as a source of employment in

Kerala, providing employment to 3.83 lakh persons, of whom 3.25 lakh are women.

With 10.05 lakh hectares having coconut cultivation in Kerala, this accounts for 45% of

the net cropped area. The coconut output is estimated at 5759 million nuts annually.

Co-operativisation scheme in the coir sector was originally started by the

government of erstwhile Travancore state in 1950 and ever since then the government

have been extending all helping hands to the sector for its growth through support and

welfare measures for the workers.

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HISTORY OF COIR INDUSTRY

Coir is the precious gift and pride of Kerala. Coir industry ranks

first among the traditional industries in the state. The most important traditional

industry, generating employment, is the coir industry, which is a standing monument of

the toil of nearly 3.83lakhs of workers with nearly 76% of them being the women folk,

all the way from the outer husk to the golden yarn and then to the fabrics of coir and all

that.

Among the several natural industrial ‘Hard’ fibers, which enter

the world market today, coir occupies a unique place. Coir industry is the one of the

traditional cottage industry concentrated in coconut producing states in the country. Coir

industry is an integral part of the economy of Kerala. Coir industry had its origin in

Kerala. However, with the expansion of coconut cultivation, the industry has developed

fast in the states like Tamil Nadu, Karnataka, Andhra Pradesh, Orissa, West Bengal,

Gujarat, Goa, and Assam and Lakshadweep. The fibrous exocarp, which covers the

inner shell of coconut, is the raw material of processing. The fiber extracted from

coconut husks is known as coir or coco fiber.

Unfortunately, neither the growth of the industry nor the living condition

of the coir workers has been to the desired level. In spite of the sincere efforts of the

government, the coir industry is still a ‘sick traditional industry’ craving for revival for

its survival in the field of competition with products of other natural as well as synthetic

fibers both in domestic and international markets. Of course there has been a change for

the better in the coir industry in the co-operative sector due to the various schemes

implemented and assistance given by this govt. Still, we have a long way to go to save it

from its downloaded light to serve the industry as well as the workers.

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STRUCTURE OF COIR INDUSTRY

Yarn producers, manufactures of producers, public sector

companies, exporters, depot holders, workers and co-operative societies are the major

players in the coir industry.

Yarn producers

This is small scale as well as large scale yarn producers in the state.

They buy coir fiber from the private traders and give it to the spinners along with

wages. They also produce fiber themselves by immersing the husk in water and then

give it to the spinners.

Product manufactures

Coir product manufactures include nearly 10,000 tiny and small units

having looms ranging between one and ten. Tiny unit supply the products to the deport

holders or the middle men, while small workers supply it to the depot holders as well as

exported.

Public sector companies

Public sector companies in the sector include Coir board, Coirfed, Foam

matting India ltd etc. The main aim of these companies is to help in the marketing of

coir products produced by the co-operative societies.

EXPORTS OF COIR PRODUCTS FROM INDIA

Coir being an environmental friendly product has found its market in

many European countries. Exports are being done to more than 67 countries in the

world. The major importing countries of coir products from India include USA,

European Union countries, Canada, Australia, Russia etc. USA is the largest importer

with a share of nearly 19%.

The major products exported from India include coir fiber, coir yarn,

coir mat, coir matting, coir rugs, geo-textiles, rubberized coir, coir pots, coir pith etc.

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PROBLEMS IN THE INDUSTRY

Price reduction in the domestic market

Products from Kerala are facing a stiff competition from the

products of Tamil Nadu, Orissa, Karnataka, Andhra Pradesh in the domestic market

where the raw materials and the production cost are cheaper when compared to Kerala.

Also non availability of the fiber and high cost of production made the competition

more intense. The only way to handle this situation is to make low priced products with

good quality.

Stoppage of rebates

The stoppage of rebate scheme by the government of India has

also contributed considerably to the present situation of the coir industry, especially in

the co-operative societies, because of the impracticable conditions and limitations of

specific purposes for utilization stipulated by the Govt: of India.

Tardiness in the foreign market

Products made from synthetic fibers and other natural fibers like

jute, sisal made major threats for coir industry. Also the elimination of minimum export

price badly affects the industry. All these reasons made the industry in weaker position

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KERALA STATE CO-OPERATIVE COIR MARKETING

FEDERATION (COIRFED), ALAPPPUZHA

Kerala, Gods own country since of time has been a land

blessed with vast amount of coconut. From the discovery that fiber can be entered from

husk of coconut, coir industry took it sharp. A tree product of Kerala, its magical

tenders and natural properties are brought to life in the hands of master craft mean.

Finding it ready market in the farthest corners of world in the process, nurturing and

nourishing a crafts man ship that evolved over the years. Providing gain full

employment to 4Lakh directly and as many as 20Lakh in directly. Skilled crafts men are

available, whose hands are capable enough to convert the raw coir into beautiful and

attractive finished products. In the early days, the marketing of coir products was not

efficient hence on 1979 coir fed came in existence, so as to protect the primary

societies.

HISTORICAL BACK GROUND OF COIRFED

Before 1979 there existed certain central coir marketing societies in Kerala at

places like Kozhikode, Kollam, Alleppey and Cochin. These societies were responsible

for the purchase and storage of the products of the primary societies and arrange for

their sales. The central coir societies have enough go downs and sales depot for the

storage and sale of coir products.

These societies had opened 18 sales outlets in Delhi, Indore, Jaipur,

Lucknow, and Surat etc. But there was no over these societies. Hence it resulted in

inefficient marketing of coir products. The amalgamation of these central societies

resulted the formation of COIRFED on 27-th October 1979. The Kerala State coir

marketing federation Ltd. No.679 (COIRFED) is registered under co-operative society’s

act 1979. COIRFED was formed with a view to co-ordinate the working of the central

societies and primary member societies and function as a single marketing with state

wide jurisdiction.

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Coirfed is a federation of 600 coir cooperatives in Kerala. With more

than 100 showrooms across the nation, it offers a wide range of products made out of

coir. It plays a crucial role in finding markets and promoting new business

opportunities. A variety of coir products are exported to the European Union and the

United States. Coir yarn, matting, rugs, carpets, tiles and geo-textiles are some of its

products. Beautiful coir murals carefully crafted with soft, delicate coir fibers are also

available. Coirfed plays a vital role in finding markets as get untapped and promoting

new business opportunities.

Coir is a natural product. It has some winning advantages to. It is

biodegradable, environment friendly and echo proof. It helps to retain the natural

warmth of the body; the touch of coir fiber on the soles of the feet improves blood

circulation too. And of course coir products last very long.

OBJECTIVES OF COIRFED

Coirfed is not a profit motive Organization This organization was formed

with a view to help the people working in the coir industry

The main objectives of Coirfed are

Raising of funds required for the business

It aims to provide an enabling environment for the growth of the coir workers.

It helps to avoid harmful rivalry among primary societies.

It is the moderator between government and primary societies.

It makes arrangement for the purchase of coir fiber, yarn, and other coir products

from affiliated societies and sales made through its agencies and showrooms.

It aims better employment opportunities, remuneration, and living standards of

coir workers.

It acts as an agent of financial institutions to distribute funds to the primary

member societies.

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STRATEGIC INTENT

VISION AND MISSION OF THE COMPANY

VISION

“To acts as a nodal agency of co-coordinating the technological, commercial and

academic developments in the entire gamut of activities related to the coir sector in

Kerala and emerge as a center of excellence, for research and developments, industrial

consulting and knowledge dissemination globally”.

MISSION

“Enduring an appropriate place for ‘golden fiber and the stock holders of the sectors in

all walks of life, and to consistently pursue, innovation and improvements in coir and

coir related products Through continuous research, education, training and extensive

application”.

FUTURE EXPANSIONS

1. Upgrading the present amount of production by the newly introduced machines.

2. Launch new showrooms.

LOCATION OF COIRFED

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Alappuzha district is known as the traditional home of coir industry in

Kerala. Coirfed is situated at Alappuzha which is blessed with bounty of coconuts and

inland water ways. The ability of skilled labors, availability of raw materials and

enviable craftsmanship had led to the shifting centers of coir products manufacturing to

the coast of Alappuzha.

The area of operation is interstate and its head office is at Alleppey. The

administrative staffs are working in the head office. Production is being carried out at

the following places.

Rubberized coir products (R.C.P)

Rubber backing unit (R.B) or

Rubber backed coir car mats and tiles unit R.B.C.M)

Five defibering units.

The RCP unit and the RB unit are located near the head office. The

defibering units are located at the following places.

1. Thavam, Kannur

2. Thampur, Thrissur

3. Ananthapuram, Kasarkode

4. Manpatta, Kozhikode

5. Vandoor, Malappuram

COIRFED has four regional offices at Alleppey, Kollam, Cochin and Kozhikode.

These offices have go downs attached to it and they are responsible for purchases,

storage of coir, yarn and sale of finished products. They have their own sales depots for

marketing coir products..

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FUNCTIONAL ASPECTS OF COIRFED

Government of Kerala promotes Coirfed and director board governs it since

it is the apex federation of primary societies, Coirfed is responsible for the procurement

and marketing coir products produced by the primary societies. The purchase price of

the products from the primary societies is fixed based on the cost of production. There

is no direct sale from the head office. Coirfed sets up 100 showrooms and four regional

offices (Alappuzha, Kochi, Kozhikode and Kollam) for the procurement, sales and

marketing. Out of these 100 showrooms 50 are own showrooms and 50 are agency

showrooms.

After its formation the Coirfed has taken up the tremendous responsibility

of procuring the entire products from primary societies and marketing these products.

The products are stored in the Coirfed depots and distributed to various showrooms. The

payments for the societies are made through the regional offices.

MANAGEMENT OF COIRFED

The board of directors’ consisting of 21 members management of Coirfed.

It includes President, Vice President, and Director of coir development, government

nominees, and Nominees from primary societies. The board of directors selects an

executive committee of 7 members. It consists of President, Vice President, Managing

Director and 3 other members from board of members. The board of directors meets at

least once in three months and the executive committee meets at least once in every

month.

WORKING CAPITAL

The working capital consists of 98% share position to Government of

Kerala and 2% to the primary societies. Also assistance from government in the form of

loans, subsidies contribute to the functioning of Coirfed. The main institutions

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providing financial assistance are NABARD, Central bank, Kerala State Co-operative

bank, Alappuzha district Co-operative Bank etc.

ADMINISTRATIVE RULE

According to the order of Kerala state Government on 07/06/2002

administrative rule came into existence in Coirfed. As a result of this administrative

Committee, certain changes were made in the functioning of the federation. Some of

these changes are mentioned below.

Foreign market selling

The exports that vanished for years were restarted. As a result

nearly 85.55 ton coir amounting to Rs.21.10 lakh was exported.

Pay back of the debt

A total credit of 10 crores has been taken from the branches of state

co operative banks at Trivandrum, and Alleppey of 8 crores and 2 crores respectively.

The credit amount along with the balance amount of government loan was completely

paid.

Increase in share capital

On the advice of NABARD, the shares capital of

members’ societies was increased. As a result an amount of Rs.50, 500 was collected as

excess share capital

Hired go downs

The coir stocked in the hired go downs have been shifted to the go

downs of state warehousing cooperation. This reduced the huge rentals paid to the hired

go downs

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PRODUCT PROFILE

Coirfed is engaged in marketing of coir yarn, coir doormats,

mattings which purchase from primary societies and in manufacturing and marketing of

rubberized coir products like mattresses, pillows, cushions etc. the coir product of

Coirfed follow coir board standard. To ensure quality it has double inspection. i.e.,

internal inspection and final product inspection.

Coirfed products are of various qualities and grades. The

most popular and widely used manufactured goods are;

DOOR MATS

Coir mats come in different sizes and patterns wit different brushes and it is

economical and easy to maintain. There is brush and non brush mats, fiber mats are

available with stenciled or inlaid designs and any number of made to order designs. The

Carnatic mats are a combination of jute and coir.

AYUR RAKSHA

Coirfed presents Ayur raksha coir products matting, mattresses, mats etc.

Ayur raksha products are made with coconut fiber dyed using various ayurvedic herbs of

medicinal value. It helps to cure various diseases, asthma, diabetes, back pain and many

other ailments.

COIR YARN

The largest supplier of quality of coir yarn, Coirfed specializes in the finest

varieties. The skilled workers, using their traditional skill Tarippu make the best in

Anjenjo, Aratory and Vycome.

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COIR TILES

Coir tiles are an innovative design that gives the look of a tiled floor with

the natural goodness of coir. A wide range of pattern is available.

COIR GEO TEXTILES

A recent development of great significance to Indian coir industry is the use

of coir in the field of Soil engineering for erosion control, soil reinforcement.

Soil erosion by water has been a matter of serious concern especially for

the degraded hill slopes of Kerala washing away of the fertile top soil destabilizes the

slop and also reduce the nutrient content of the soil. Stabilization of the soil along the

hill slopes using naturally and locally available materials such as coir, in the form of

retting. Woven into small and large size meshes depending on the nature of the soil, the

degree of participation etc.

On the domestic front the coir Geo-textiles fabric have vast and varied

application. It have been effectively used in road, rail and river embankments, mining

fields and waste dump areas, air fields, golf courses, ski slopes, noise control banks and

many more.

COIR PITH

Extraction of fiber from coconut husks the major industrial activity in the

coconut growing parts of our country. After the separation of the fiber 70% of the husk

remains waste- pith. The accumulation of the pith in the premises of coir industry has

become a problem. Most of the research efforts have been concentrated to make it has a

row material for another industrial use. Pith manure has the capacity to hold moisture up

to 600% coconut pith manure is excellent organic manure for all ornamental plants.

When used in the soil mixture the plants were found growing more vigorously.

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ORGANISATION STRUCTURE

Organizational structure is the formal decision making framework by which

job tasks are divided, grouped and coordinated. Formalization is an important aspect of

structure. It is the extent to which the units of the organization are explicitly defined and

its policies, procedures and goals are clearly stated. It is the official organizational

structure conceived and built by top management.

The formal organization can be seen and represented in chart form. An

organizational chart displays the organizational structure and shows job titles, lines of

authority and relationship between departments

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INFERENCE

. The Kerala State coir marketing federation Ltd. No.679 (COIRFED) is

registered under co-operative society’s act 1979. Coirfed is a federation of 600 coir

cooperatives in Kerala. With more than 100 showrooms across the nation, it offers a

wide range of products made out of coir. It plays a crucial role in finding markets and

promoting new business opportunities. Even though there is stiff competition it hold

third position in the industry. Now the company is in loss due to the excess involvement

of government hence it takes long time to achieve its goals .

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FUNCTIONAL DEPARTMENTS

An organizational structure refers to machine through

which management works to accomplish its object. It is primarily concerned with the

organizational departmentalization based on function. On the basis of function. On the

basis of function following are the important departments in Coirfed.

On the basis of function following are the important

departments in Coirfed.

FINANCE DEPARTMENT

PERSONNEL DEPARTMENT

PRODUCTION DEPARTMENT

MARKETING DEPARTMENT

ELECTRONIC DATA PROCESSING DEPARTMENT

27

4.2 FINANCE DEPARTMENT

To our present day economy, finance is defined as the provision of money

at the time when it is required .Every enterprise, whether big, medium or small; need

finance to carry on its operations and to achieve its target s. In fact, finance is so

indispensable today that it is rightly said to the life blood of an enterprise. Without

adequate finance, no enterprise can possibly accomplish its objectives.

Every financial dealings of business on the basis of an accounting plan

are recorded and is known as book-keeping. The Coirfed maintain Day book, Cashbook,

Bankbook, Purchase register, Sales register, Assets register, General ledger, Sundry Dr

& Cr.

Finance Manager controls finance department and this department is

responsible for all financial matters. He puts great effort for the functioning for this

department. There is a Deputy Finance Manager who provides a god support to the

Financial Manager. This dept prepares periodical report and submitted to the Managing

Director. Since Coirfed is following its activities through agencies/showroom system, it

requires maintenance of detailed separate account. Similarly purchase is mainly coir

yarn and products; from large number of societies spread all over the state, separate

register is required for its purchase as well as debtor and creditor.

28

FINANCE MANAGER

DEPUTY FINANCE MANAGER

ASSISTANT FINANCE MANAGER

UD CLERK

LD CLERK

DEPARTMENTAL CHART

29

MAIN FUNCTIONS

To inspect the showrooms

To check the financial records

To verify stock in depots

To verify the receipt and disbursement

To find and rectify clerical mistakes.

To give suggestions to the Board.

Internal audit department verifies all the documents. They check sales statements

and seller’s bill from marketing department and bank statement from financial

department. They can find out mistakes and malpractices and can take steps to correct

it. After that they give the report to the Managing Director.

INFERENCE

Finance Manager controls finance department and this

department is responsible for all financial matters. . The Coirfed maintain Day book,

Cashbook, Bankbook, Purchase register, Sales register, Assets register, General ledger,

Sundry Dr & Cr. The working capital for Coirfed are obtained in the form of loan from

NABARD, state co-operative bank, district co-operative bank etc. shares from

government and primary societies also form a part of working capital.Coirfed is not a

profit motive company but a society motive company. Internal audit department verifies

all the documents. They can find out mistakes and malpractices and can take steps to

correction

30

4.3 PERSONNEL AND ADMINISTRATION DEPARTMENT

Human resource is one of the inputs of management and it is the most

dynamic one when compared to other inputs-money machines and materials does not

pose as many dynamic issues as that of human resource and hence the practice relating

to human resources management have assumed alarming importance.

Human resource management is the process of developing and

motivating the human resources of an organization in a planned manner. The mission of

human resource management is to attain high Personnel department is responsible for

recruitment, selection, training, administration, appraisal, salary etc.

The Personnel department is a specialist service department concerned

with formulating and introducing schemes, maintaining party in the implementation of

schemes, monitoring the progress of the scheme & modifying or introducing new

schemes. The Personnel department would need to identify the critical problem areas

with respect to people and accomplishment of organizations tasks and goals and suggest

innovations or creative approaches to solve problems, particularly in the areas like

organization structure, work allocation & design, attracting, retaining and controlling

people. Personnel manager heads the personnel department

31

PERSONNEL MANAGER

L D CLERK

SENIOR SUPERINTENDENT

SENIOR ASSISTANT

U D CLERK

DEPARTMENT CHART

32

FUNCTIONS OF PERSONNEL DEPARTMENT

To allocate and design the work

To solve problems in the areas like organization structure

To maintain manpower requirements

To ensure stationary compliance of PF,ESI,EPF etc

To claim salary, wages and TA

To maintain the attendance and punctuality of employees

To attend all legal matters relating to the organization

ABOUT EMPLOYEES

The employees of Coirfed include permanent, temporary,

probationary, casual, apprentice, part-time probationary, part-time and substitutes. The

attendance of employees is recorded through the punching system. The personal details

of each employee are recorded in this department. A service book contains the

designation and other details regarding the employees are kept here .

RECRUITMENT

The recruitment in Coirfed is mainly through PSC. Temporary

recruitments are made through Employment Exchange. Skilled employees are appointed

on contract basis

TRAINING AND DEVELOPMENT

Coir board conducts certain training programs for the employees and

officers.

33

PROMOTION

Promotion of employees is based on the seniority, suitability for the post,

skill and efficiency of workers.

EMPLOYEE REMUNERATION

Salary

Salary structure comprises of basic pay, variable DA and HRA. For permanent

employees salary is given. For temporary workers piece rate system and wage for their

work is prevalent. Also allowances are given for overtime work. The wage fixation in

Coirfed done in every four years.

Bonus

Employees with a salary below Rs.3500 are eligible for a bonus of 8.33%.

Employees with a salary above Rs.3500 will get a festival allowance of Rs.1000.

Employee State Insurance (ESI)

Employees with a salary below Rs.1000 are eligible for ESI. Employees who are

above this limit will get medical allowance of Rs.1000.

Provident fund

Employer and employees contribute 12% of their salary for provident fund .

Leave

There will be 40 leaves for an employee. Among them 20 casual leave and 20 half

pay leave

34

TRADE UNIONS

Trade unions play a vital role in Coirfed. They stand for the protection

and welfare of the employees. All the disputes in Coirfed are settled through the

negotiations between management and trade unions. Also they have a role in wage

fixation.

As the referendum held on 15/01/2003 certain trade unions were

awarded the status of a recognized trade union, for a period of 3 years with effect from

15/01/2003, till the next referendum. The criterion for the recognition of trade union is

17% or more of the valid votes of the electorate. The recognized trade unions are,

Kerala State Coirfed Employees congress (INTUC)

Coirfed Employees Association (CITU)

All India Coirfed Showroom Employees Union

LABOUR WELFARE IN COIRFED

The progress of a factory largely depends on the

material and mental satisfaction of its work force. Employee becomes conscious of the

importance of labor welfare at work. In Coirfed various labor welfare measures are

introduced for the satisfaction of employees. These include canteen, benevolent fund,

employees co-operative societies, labor welfare fund, overtime payments, house rent

allowances, housing loans, retirement benefits etc.

35

ANALYSIS AND INTERPRETATION

Table 4.1

Allowances

Opinion Number of Respondents PercentageVery Satisfied 24 48% Some what Satisfied 10 20%Not too satisfied 14 28%Not at all satisfied 2 4%Total 50 100%

Source: Primary data

The table contains the analysis showing the employees allowances. Out of 50respondents 48% are very satisfied with their allowances provided in FACT, 20%are somewhat satisfied with their allowances, 28%are not too satisfied with the allowances and 4%are not too satisfied with the allowances

Fig. 4.1

Very satisfied Some what satisfied Not too satisfied Not at all satisfied0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Percentage

36

Table 4.2

Work Satisfaction in life

Opinion Number of Respondents Percentage Strongly agree 6 12% Agree 34 68% Disagree 8 16% Strongly

Disagree 2 4% Total 50 100%

The above table shows the employees work satisfaction in life. The table shows that 68%agree to the statement that main satisfaction in life comes from work, 16%disagree to it, 12% strongly agree to it, and 4% strongly disagree to it.

Fig. 4.2

Strongly Agree Agree Disagree Strongly disagree0%

10%

20%

30%

40%

50%

60%

70%

Chart Title

Percentage

37

Table 4.3

Job Security



The table contains the analysis showing the employees job security .From the above table out of 50 respondents 44%are strongly agree that job security is there at FACT , 48% agree, 4% disagree to the statement and 4%strongly disagree

Fig. 4.3

Strongly agree Agree Disagree Strongly disagree0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Percentage

38

Table 4.4

Better social status being an employees of FACT



The table contains the analysis showing that being an employee of FACT gives them better social status .From the above table out of 50 respondents 36%are strongly agree , 42% agree, 12% disagree to the statement and 10%strongly disagree that being an employee of FACT gives them better social status.

Fig 4.4

Strongly agree Agree Disagree Strongly Disagree0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

Percentage

39

Table 4.5

Chances for Promotion are good

Opinion Number of Respondents PercentageStrongly agree 10 20% Agree 24 48%Disagree 10 20%Strongly Disagree 6 12%Total 50 100%

Sources: Primary data

The table contains the analysis showing the employees promotion chances are good. Out of 50 respondents 20% strongly agree for the statement that chances for promotion are good, 48% agree, 20% disagree to the statement and 12%strongly disagree.

Fig.4.5

Strongly agree Agree Disagree Strongly Disagree0%

10%

20%

30%

40%

50%

60%

Percentage

40

Table 4.6

Work Stressful

Opinion Number of Respondents Percentage Often 16 32% Some times 28 56% Rarely 2 4% Never 4 8%Total 50 100%


The table shows the employees find their work stressful. From above table we can see that 32% said often, 56%said sometimes they find their work stressful, 4% said rarely, and remaining 8% said never.

Fig. 4.6

Often Some times Rarely Never0%

10%

20%

30%

40%

50%

60%

Percentage

41

Table 4.7

Relationship between management and employees

Opinion No: of Respondent Percentage Very good 10 20% Quite good 27 54% Neither good 6 12% nor bad Quite bad 6 12% Very bad 1 2% Total 50 100% Source: Primary data

The table contains the analysis showing the relationship between management and employees. Out of 50 respondents, 20% said that there is very good relationship between management and employees, 54% said quite good, 12% said neither good nor bad, 12% said quite bad and 2% said very bad.

Fig. 4.7

Very good Quite good Neither good nor bad

Quite bad Very bad0%

10%

20%

30%

40%

50%

60%

Percentage

42

Table 4.8

Employees Satisfaction on Present Communication Channel

Opinion Number of Respondents Percentage Very Satisfied 22 44%Some what Satisfied 23 46%Not too satisfied 4 8%Not at all satisfied 1 2% Total 50 100%


The table contains the analysis showing the employees satisfaction on present communication channel. Out of 50respondents 44% are very satisfied with the present communication channel, 46% are somewhat satisfied, 8% are not too satisfied and 2%are not at all satisfied on present communication channel.

Fig.4.8

Ver satisfied Some what satisfied Not too satisfied Nt at all satisfied0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Percentage

43

Welfare Activities

As the standard of life and income levels of the employees increased, the expectation of the employees also raises. The employees compare the welfare measures adopted in the domestic firm will be welfare measures in other competing firms. Therefore it is important to know how satisfied the employees are on the existing facilities. FACT provides some welfare activities like quarters, canteen, medical benefits, clubs and drinking water etc. Employees perception on welfare activities are given below:

TABLE 4.9

Table 4.9

Quarters

Option No: of Respondents PercentageHighly Satisfied 2 4%Satisfied 23 46%Neutral 19 38%Dissatisfied 3 6%Highly dissatisfied 1 2%Not respondent 2 4%Total 50 100%


The table shows employees satisfaction level on welfare activities (quarters). Out of 50 respondents, 4% are highly satisfied with the quarters, 46% are satisfied, 38%are neutral, 6% are dissatisfied, 2% are highly dissatisfied and remaining 4%are not respondent.

4%

46%

38%

6%

2%4%

No: of Respondent

Highly Satisfied=4%Satisfied=46%Neutral=38%Dissatisfied=6%Highly Dissatisfied=2%Not Respondent=4%

44

Canteen


The table4.7.2 shows employees satisfaction level on welfare activities (canteen). Out of 50 respondents, 14% are highly satisfied with the quarters, 56% are satisfied, 12%are neutral, 16% are dissatisfied, 2% are highly dissatisfied and none of them are not respondent.

Medical Benefits

Option No: of Respondents PercentageHighly Satisfied 3 6%Satisfied 26 52%Neutral 12 24%Dissatisfied 8 16%Highly dissatisfied 1 2%

45

14%

56%

12%

16%

2%

No: of respondent

Highly satisfied=14%Satisfied=56%Neutral=12%Dissatisfied=16%Highly dissatisfied=2%Not respondent=0

Not respondent 0 0%Total 50 100%

The table shows employees satisfaction level on welfare activities (medical benefits). Out of 50 respondents, 6% are highly satisfied with the quarters, 52% are satisfied, 24%are neutral, 16% are dissatisfied, 2% are highly dissatisfied and none of them are not respondent.

6%

52%24%

16%

2%

Highly Satisfied=6%Satisfied=52%Neutral=24%Dissatisfied=16%Highly dissatisfied=2%Not respondent=0%

-Clubs

Option No: of Respondents PercentageHighly Satisfied 3 6%Satisfied 26 52%Neutral 15 30%Dissatisfied 5 10%Highly dissatisfied 1 2%

46

Not respondent 0 0%Total 50 100%

The table4.7.4 shows employees satisfaction level on welfare activities (clubs). Out of 50 respondents, 6% are highly satisfied with the quarters, 52% are satisfied, 30%are neutral, 10% are dissatisfied, 2% are highly dissatisfied and none of them are not respondent.

6%

52%

30%

10%

2%

Highly satisfied=6%Satisfied=52%Neutral=30%Dissatisfied=10%Highly dissatisfied=2%Not respondent=0%

Drinking Water


The table shows employees satisfaction level on welfare activities (drinking water). Out of 50 respondents, 8% are highly satisfied with the quarters, 56% are satisfied, 18%are neutral, 16% are dissatisfied, 2% are highly dissatisfied and none of them are not respondent.

47

8%

56%

18%

16%

2%

Highly Satisfied=8%Satisfied=56%Neutral=18%Dissatisfied=16%Highly dissatisfied=2%Not respondent=0%

48

Table 4.10

Treated with Respect at Work Place

Opinion Number of Respondents Percentage Strongly agree 4 8% Agree 30 60% Disagree 10 20% Strongly Disagree 6 12%Total 50 100%


The table shows the employees at work place were treated with respect. From the above table we can infer that 60% of employees agree that they are treated with respect at work place, 20%disagree, 12% strongly disagree and 8%strongly agree.

Fig.4.10

Strongly Agree Agree Disagree Strongly Disagree0%

10%

20%

30%

40%

50%

60%

Percentage

49

Table 4.11

Job satisfaction

Opinion No: of Respondents Percentage Very satisfied 20 40% Somewhat 16 32% Satisfied Not too satisfied 12 24% Not at all 2 4% SatisfiedTotal 50 100%


The table 4.11 contains the analysis showing the employees job satisfaction. Out of 50 respondents we can see that 40% is very satisfied with their job, 32% is somewhat satisfied, 24% not too satisfied and 4% is not at all satisfied.

Fig. 4.11

Very satisfied Some what satisfied Not too satisfied Not at all satisfied0%

5%

10%

15%

20%

25%

30%

35%

40%

Percentage

50

FINDINGS

AND

SUGGESTIONS

FINDINGS

Employees in Coirfed are satisfied with their work schedule as the prevailing work

schedule seem to be effective.

The allowances provided are satisfactory as it was framed as a result of meetings and

discussions with Trade Unions and Management.

Canteen and Restroom facilities provided are very satisfactory.

For a healthy working environment Respect is an important factor. Mutual Respect

drives to better relations. In Coirfed employees are treated with respect by their

supervisors and colleagues.

Work environment and the assigned work is always easy when Teams are assigned a

job. Team work is seen more in Coirfed rather than individual work.

Decision making involving work and other important events is a crucial part of

management but employees agree that decision making right is not given to them

always.

Promotions are handled fairly and also the chances for promotions are good.

Fringe benefits provided are good.

There are training taking place regularly for different level of employees also the job

security is seen high as it is a central govt: initiative company.

The work load is not high and also the stress related to work is low.

The relationship existing between the employees and management is fair also the

supervisor gives needed motivation and appreciation for his employees.

51

SUGGESTIONS:

Regular meeting with co-workers and supervisors should be there so as to discuss

work related problems. Discussions with colleagues is essential in an industrial about

day to day work.

Feedback systems should be implemented in respective departments so as to make

Quality of Work Life effective. Proper feedback helps to review the whole work

environment.

Proper training according to the different level of employees should be provided.

QWL is breadth proportional to the progress the company makes, May it be

productivity wise or financially. For this government policies affect drastically. So

public sectors should be given more freedom in their functioning.

Given more motivation to employees and make it a routine to appreciate good work

so that subordinates will obey superiors and work efficiently.

Young talent work force is the strength of a company so more employment

opportunities for recruiting young talents should be made.

52

CONCLUSION

A happy employee is the real asset in an organization. If the employees is not happy that may be because the quality of work environment is not good, as a result the work done by him also not good. Hence for the progress of every organisation is highly depends upon the quality of work life provided by the organization. Quality of Work Life is the sum of health and well being of the employees, job security, job satisfaction, work and non work balance & competency of the employees.

The data analysis and interpretation was done based on the data collected through primary and secondary data. Primary data was collected through questionnaire with the employees of Coirfed. The secondary data was collected through the companies past records, websites and from various human resources textbooks. The sampling method used for the study was simple random sampling for the collection of the data. The sample size for the study was 50 employees and the duration of the project work was 30 days. The tools used for the study was percentage analysis and the representation is with the help of tables and pie charts.

From this study it was found that factors such as individual factors, social factors and organizational factors affect Quality of Work Life. Some workers may be satisfied with certain aspects of their work and dissatisfied with other aspects. Thus overall degree of job satisfaction may differ from person to person. The old view that a happy worker is a productive worker, so there is a relationship between QWL and productivity. High Quality of Work Life leads to increase in productivity, and will decrease the voluntary absenteeism.

From the questionnaire survey it was found that majority of the employees are satisfied with their work environment. Dissatisfied employees show their dissatisfaction mainly in training programme and promotional opportunities in the company. They suggested that training programme should be conducted on the need basis after evaluation or assessment of each individual requirement. Inorder to motivate the employees work satisfaction the management should think about new promotion policies in the company and management should adopt a common policy to all the division.

53

Bibliography:

Flippo, Edvin B, “ Principles of Mnagement” 1976 Chartered Institute of Personnel and Development(2004), Fact sheet on employee

turnover and retention. Davies D, Taylor R. & Savery L. (2001), the role of appraisal, remuneration and

training in improving staff relations in the western Australian, accommodation industry : a comparative study’ , Journal of European Industrial Training, vol.25

Rao V.S.P, “ Human Resource Management” Himalaya Publishing house Mumbai.

Subbarao P “ Essentials of human resource management” Himalaya Publishing house Mumbai.

Aswathappa K(2004). Human Resource Management, New Delhi : Tata Mc Graw- Hill.

Kothari C.R, (2006) Research Methodology Methods and Techniques, New Delhi: New Age International Publishers.

54

APPENDIX

1,How satisfied are you with the salary and allowances provided?

Satisfied Dissatisfied

Highly Satisfied Highly Dissatisfied

2,Are you satisfied with your work schedule?

Yes NO

3,Are yousatisfied with the existing working condition?



4,Company is providing proper job security?

Agree Strongly Agree

Disagree Strongly Disagree

5,Being an employee of coirfed has given me abetter social status?

Good Very good

Average Poor

6,The chances for my promotion are good.

Strongly Agree Agree

Disagree Strongly Disagree

7,Do you have freedom to decide how to do your work?

Yes No

55

8,How often do you find your work stressful?

Often Sometimes

Really Never

9,What is your satisfaction level with the welfare activities?



10,Does your company provides enough training opportunities to perform job safely and competetently?

Yes No

11,How would you describe relations in your work place between management and employees?

Good Very Good

Average Poor

56

57

Documents

A Study on Quality of Work Life of Employees - Copy - Copy (2)