CHAPTER 3

HUMAN RESOURCE MANAGEMENT IN PLANTATIONS

3.1. Introduction

In any irdustry or business organisation, the

personnel function contributes the main role. A manager, whether

he is in charge of production or marketing function, deals with

human beings and gets his job done through and with people. In

fact the importance of managing the human resources is

considered so great that some have defined., 'Management as

synonymous with personnel management'. Lawrence Appley

describes the manager's job is 'human relations job that functions

through several major activities and that human relation is the

beginning and the end ofthe management job "

3.1.1. Need for Human Resource Management

Human Resource Management is needed by any

organisation that want to be dynamic and growth oriented or to

succeed in a fast-changing environment. Organisations can

become dynamic and grow only through the effort and

competencies of their human resources. Personal policies can

keep the morale and motivation of employees high, but these

efforts are not enough to make the organisation dynamic and take

it in new directions. Employees' capabilities must continuously be

acquired, sharpened, and used. For this purpose an 'enabling'

organisational culture is essential. When employees use their

initiative, take risks, experiment, innovate and make things

I Lawrence.A.Appley. Management in Action. American Management Association. 1956.~19.

happen, the organisation may be said to have an ' enabling

culture'. 2

3.1.2. Personnel Management: Growth and Function in 1ndia3

The personnel function in India has been a product of

various factors, labour legislation being one of them. The

importance of labou_r . officer - - in India Industry was realised as_ ~~ ~~~ .. .- . a~

early as 1929, when the lioyal Commission on Labour was set up. ~-

~

-2~ ?..l~ ~ ~ ~

In 1931, the commission recommended the appointment of labour

officer.

During, the Second World War, the labour officer .--.- ~

~ . . ~ ~ ~ ~-.~%

(Industrial Relation Officers) in Bombay Mill Owner's ~ - - ~ ~ ~ - ~ ~ - - ~ ~

~ ~

- -

Association was gener;dly incrested in handling welfare and _ ____- ._ -- w-F labour administration. This was there first step regarding labour u

L-- -

welfare in India.

9 After the Ildependence, the Government under the

/ revised Factories Act 1948 made it obligatory for the factories I'====.-

employing 50 or more workers to appoint welfare officers; Under

the Mines Act 1952, this limit for 500 workers, under the

Plantation Labour Act 1951, for 300 workers or more. These Acts

also prescribed the manner of their recruitment, their salaries and

conditions of service, ar,d list of duties to be performed by them. --. However, f i e appointment in

---A

industries remained - bolic, satisfying statutory

requirement without ary specific constructive role to play. The

'personnel man' who was initially known as 'welfare officer has

2 . Rao.T.V.et.aI (1986) p13.

3 .Repolt of the Committee of Lab0k.r Welfare. Delhi, 1969

moved to be known as "Labour Welfare Officer", personnel

management is changed to Human Resource Management.

3.1.3. Objectives of Personnel Department

An importxnt objective of every organisation is

survival, which implies the acceptance of the growth objective --- also. During a period o" time, an organisation losses some of its

-- employees through deaths, retirement, dismissal, and other

causes. These have to 3e replaced. Besides, as an organisation

grows, it requires more employees. The objectives of personnel

management can therefore be described as follows.

1. To attract and secure appropriate people capable of ,

performing effectively the organisation's specific task

2. To utilise human resource effectively.

3. To generate ma-cimurn individual development of the c? -.._ - ~ ~ -

people within the - ~- ~

organisation.

3.2. Human Resource Management in Plantations

Manpower planning is one of the important functions

in any organisation. Job analysis is the basis for manpower A -- - - L

planning. It seeks to discover what is expected from the person . on the j d o w the jol, is performed, the skill and experience

required and the opportunity for advancement

Labour, as factor of production is different from other

factors like material, machinery and money. The importance of -_ - - -

human factor in the efficient and successful management of

industrial enterprises led the manageme -think in terms of

providing some machinery for managi g men ' i ~~~~ ~ ~ ~ ~ p . ,/-

~~ -.

3.2.1. Special Features of Plantation Workers

The plantation has a distinct form of organisation,

which gives rise to cen.ain specific social relations. Plantations g t-;_C=-_= <

require large tracts of . cu --- tivable -- land and a large force. - -

- - The areas most suited for plantation crops were

scarsely populated ant1 hence local labour was not easily

available. Thus during the formative years, plantation faced the

problem of acute labour shortage. They had to depend on migrant

labour whose migration had to be induced by the planters.4

Workers were encouraged to migrate to the plantations with their

families. This served two purposes. First the planters wanted a

cheap labour that would be permanently settled in the plantations.

This could be achieved l ~ y encouraging families to migrate rather

than individuals. The entire family-males, females and children

worked on the plantations at wages determined by the planters

Second, family migration ensured that labour could be reproduced

which in turn would east: the problem of further recruitment in the

future.

As a result, almost the entire labour force in

plantation fields especally tea, coffee, cardomom and large

-- > rubber plantations (abo~e 100hectares) companies' immigrants. ------

Almost all these workers and their families ~ are now =anently -- - ._.._ _ - -~

settled in their respectivt: regions and have little contact with their-.~~

- C- - 1--

--- ~no&er speciality of plantations workers is 0

(sppralsal. T$ extent of appraisal of workers and staff depends L-- - upon the importance of the role they play in the management of

4 . Kanchan Sarkar, Economic&Politi :a1 Weekly, Dec.1998, p. L50

estates. The role of eacl field worker is not very important from

the point of management and therefore there is not much scope

for appraisal. Even when temporary workers are made

permanent, the scope for appraisal is limited because it is

generally made on the basis of seniority rather than on any other

consideration. In the cilse of supervisory and other personnel,

though there is no regularity of appraisal in any estate, it has been

agreed with ESUSI that unless there is any black mark in the

service records of the concerned person, his due promotion will

not be withheld. This has been the accepted practice in most

estates5

3.2.2 Recruitment System in Plantations

At governrlent, public, a private undertaking, the

first step that leads to employment is recruitment. There are 1

various categories of posts varying from different scales. Thus the

personnel department h,3s to frame proper recruitment rules for

each cadre of service and for every posts. Even in case of

government level recruitment by open competition, proper time

schedule has to be worked out in terms of time required by public

service commi~sion.~ S ~ I recruitment is an important matter of

personnel department.

3.2.2.1. Traditional System of Recruitment.

Recruitment had presented many problems in the

early days of plantation industry. The estates were developed in

remote areas often away from human habitations. This had to

- 5 .Ibid,pp116-140

6.B.K.J.Menon'. Same aspects of Pe~onnel administration in the states', New Delhi, Val.No.22.No.3

July-September, (1976) pp349-362.

7 . Haridas.V.(1975),ppl18-120.

lead to the recruitment of workers from outside. For this purpose

the estate management used the services of Kanganies. The

employers used to intimate their requirements of workers to

Kanganies who were paid some advance also. Workers brought

by a particular Kanganies worked under his supervision. The

employer in turn paid commission to the Kanganies called Head

Money. This was usually on the basis of the number of workers

brought by him.

But this Ka~ganies system had led to various abuses.

The question of abolishing this system was discussed at the 3rd

session of Industrial Committee on plantation in November 1950.

A committee appoinied by the Government of Kerala

recommended the total abolition of Kangani system and the

creation of a new cadre of Labour supervisors. The Kangani

system was completely abolished in 1962.'

The early l~lantations in Europe were run by slave

labour. After the slave trade was banned by British and France

indenture became the common mode of recruitment.

Scarcity of labour was only one of the reasons for

resorting to the recruitment of slave or indentured labour. In the

normal course when there is shortage of labour, wages increases

in order to attract more labour. For example wages of textile

labour in Mumbai incre ised from Rs. 7 and 12 annas per month in

1863 because the rapicly expanding industry was facing labour

shortage. During the same period, wages of tea plantations

workers in Assam remained static at Rs. 31 month despite acute

labour shortage9.

3.2.2.2. Present System of Recruitment

With the increase in settled population near the

plantations, recruitment From outside has become negligible. The

problem now is how to give employment to dependents of

existing workers who are too numerous. Estate management has

separate policies with regard to the recruitment of ordinary

workers and clerical, technical, supervisory and managerial

personnel. A minority of Indian estates makes recruitment of

workers from dependents. In these estates the trade unions have

been able to enforce a policy of recruitment exclusively from

dependents. This has been made either a part of agreements

between management and workers or practice evolved over the

years.

3.3. Analysis

This topic covers the present employment system of

rubber, tea and cardamom plantations in Kerala. It covers the area

such as the nature of wcak, women employees in estates, training,

personnel department, ~ar ious incentive schemes, trade unionism

in plantations, labour l~roblems in estates etc. Here a total of

16450 employees are taken into consideration includes 4930

rubber employees, 665C tea employees and 4870 from cardamom

employees.

3.3.1. Employment System in Plantations

Generally plantation field have four categories of ( \

workers, male, female, adolescent and children. Male and female * -

workers are those above the age of 18 years. Workers who are

more than 14 years olrl but below 18 years adolescents and

children are those below 14 years. Along with the high rate of

female employment, employment of children is another distinct

feature of plantations, but it is usually in tea plantations. The

plantation Labour Act 1e;;ally permits this.

Generally i r ~ plantation the recruitment of workers is ,-,

made either on a penrLanenfof a/r casual basis. The model d- c =---->

standing orders pre=ed for workmen by the Association of

Plantations of Kerala ( A P K ) define a permanent workman as one

who has been passed by their employer as fit for work and who

has been registered on the check roll for the period of contract,

and a causal worker f?pho is for work of a purely casual or

temporary character. ~ i i d a l workers are also called temporary

workers. The initial recruitment is often made as casual workers

and as and when permanent vacancies arise the casual workers are

appointed to these vacimcies. The following are the details of

employment system in plantations.

3.3.I.a. Rubber

In rubber plantations, the number of empbees. 7 -- - - -- ---

depends on the area under cultivation. Usually in small - .~~ ~ ~ - - ~~ ~- ~ ~ ~ -

plantations, (below looha.), the number of employees varies from

20 to 45; the rate of emrlloyment increases gradually according to

the size of the estates.I0

Unlike the other plantations such as tea,

cardamom etc., there is less number of migrants' employees in

rubber estates. There is no prescribed qualification for ordinary

I0 . Rubber, Kerala Bhasha Sahithya Institute, p30.

workers. Most of the employees are permanent employees.

Permanent employees are more found in large esates. The table

3.1 shows details of eml)loyment system in rubber estates.

Table No.3.1.Employment system in Rubber estates

Temporary employees

From the table it is observed that in large estates 80%

Total

594(20%)

902(46%)

1496

of the total employees are permanent, in small estates the

2970(100%)

1960(100%)

4930

permanent employees ale only 54%. It is analysed that casual or - -- ,-,

(Primary Data) (C.V. = 445.96; T.V. = 3.81; df=1; Sg. = 5%)

temporary employees are more in small estates. A chi-square is . -~ --- 'c

. - conducted by taking the null hypotheses is that there is no__-_ --_ _ _ _ - _ _ _-._ -

difference in the emploqment system followed in different size of

rubber plantations. Since the calculated value is much greater than

the table value, the null hypothesis is rejected and it is concluded

that the employment system in different size of the rubber

plantations are different

3.3.1.b. Tea

Almost the entire labours in tea plantations are -:7 .--- AT-- ~ .

, ~~ ~-

immigrants and their descendents. All these workers and their ~~ ~~

, ~ ~ - ~ . - ~ ~-~~ - ~ ~ ~ ~ - ~ . ~~ ~- ~

~. - family members are now permanently settled in their respective

regions and they have little contact with their place of origins.

The numbers of permanent workers are more in tea plantations.

The table 3.2 shows the details of employment system in tea

plantations.

I I I . I 1 / Large 1 3579(92%) 1 3 11(8%) 1 3890 (100%)

Table No.3.2.Employnrent system in Tea plantations

I I I I 2 / Small I 2208(80?40) 1 552(20%) 1 2760(100%)

u I I I (Primary Data)(C.V=210.9f'; T.V. =3.841; Degrees of freedom=l; Level of significance =5%)

From the table it is observed that in large estates 92%

Total Permanent employees

are permanent employe^:^ and 8% are temporary employees. The

Temporary employees

ratio of permanent employees to temporary workers is 23:2. In the

case of small estates, 80% are permanent and balance is casual

workers (8:2). "--\.,

A Chi-square with Ho=There no ,-- -

difference in the size of

tea plantations. Since t h ~ calculated value is much higher than the

table value, the null hypotheses is rejected and it is concluded that

the employment system followed in large and small tea estates are

different.

3.3.l.c. Cardamom

In both large and small cardamom estates, one

person is required for maintaining 2.21 hectares. Most of the

employees in cardamom estates are permanent.

The details 3f the employment system in cardamom

plantations are shown in table 3.3.

Table No.3.3.Employmont system in Cardamom plantations

the total employees are permanent and 15% are casual employees.

In the case of small e:;tates 60% are permanent and 40% are

~

Total

2830(100%)

2040(100%) 4870

casual workers. So it 1s clear that the numbers of permanent

(primary Data)(C.V. =389.19 T.V-3.841; Degrees of freedom=l; Significance level = 5%)

From the table it is seen that in large estates 85% of

Temporary employee 425(15%)

816(40%) 1241

employees are higher in large plantations than small one. -3 -- .

A Chi-square is ( c d u c t e y w i t h Ho: there no

-.

Permanent employees :!405(85%) -

1224(60%) 3629

SI.No

1

2 3

difference in the employment W s followed in large and

Type of estates Large

Small Total

small Cardamom planta~:ions. Since the calculated value is greater

than table value, the null hypothesis is rejected and it is concluded

that the employment system followed in large and small

Cardamom estates are different.

The table 3.4 shows the comparison of employment P5=%

[syste$ in Rubber, Tea and A Cardamom plantations. L- ' , ,

Table No.3.1.Employmenl (yslim> Rubber, Tea and Cardamom ,

I SI.No. / Type of ( Permanent / Temporary / Total Plantations

Rubber

Cardamom 4 Total

(Primary data)(C.V. =551.39; T.V. = 5.991; Degrees of freedom = 2; Significance

employees 3434(70%) 5787(87%) 3629(75%) 12850(78%)

employees 1496(30%) 863(13%) 1241(25%) 3600(22%)

4930 6650 4870 16450

From the table it is observed that out of the various

plantations, the number of permanent employees are higher in tea

(87%)followed by cardamom (75%) and rubber (70%).This is

because most of the eniployees in tea estates are permanently

settled in estates itself. hfore than 78% of the total employees are

permanent and only 22% casual workers (temporary).

A Chi-square test is conducted with Ho: there no

difference in the emp1o:~ment system is followed in rubber, tea

and cardamom. Since the calculated value is much higher than the

table value, the null hypotheses is rejected and it is concluded that

the employment system 'ollowed in rubber, tea and cardomom are

different.

3.3.2. Women Employees in Plantations

The main rt:ason put forth by the employers for high

employment of women is that work in plantation is to a large

extent gender specific. In tea plantations, women are considered

more efficient in pluckir~g tealeaves. Men are better in other types

of work relating to maintenance of plantations. In reality the - -. . n

division of labour anlong the sexes is more a matter of ~ ~~ ~~~

-~~ ~ ~- -. - ~

~ ~~ ~- -.I

- - - ebq.6,"" ' convention. or more 1ikl:lv a belief. than a scientific realitv. The ,

~ - ~ - ~ ~~- ~~ ~.. ~ ~ <<-~-. 1

~ -~ ~~ ~~~

more important reason ibr the employment of women is because

of the family-based enlployment system in earlier stages. As

mentioned earlier, fam lies migrated to the plantations and all

members were engaged in work. This tradition has continued. In

fact the employers have used the widespread employment of

women as a means of keeping wages depressed. Family based -_qe

recruitment system 1s -- -- - ' &e main reason for the employment of women workers.

3.3.2. a. Rubber T In rubber plantations, the numgrs pf woman

c.- -- t-----__ emdoyees arr very low In large plantations, women employees -- ---2

are mainly e m p l o y e $ k y g field, while in small estates, they c-

are employed re-plating, ew-planting, fertilising field etc". +---- 2

Table No.3.5 shows the details of women employees in rubber

plantations.

Table No.3.5.Women Employment System in Rubber estates

I I I I 1 I Large 1 504(20%) 1 2376(80%) 1 2970(100%)

Male employees

I I I I

2 / Small 1 4!)0(25%) 1 1470(75%) 1 1960(100%)

Total employees

I I I 3 I Total -+mi 3 846 4930 - I I I

(Primary Data)(C.V. = I 7.2 17; T.V. = 3.84 1; Degrees of freedom= I ; Significance level = 5%)

From the table it can be seen that 20 % of the total -- employees in large estates are women workers and in the case of , /, -

'"'~t2& small estates 25% of the total employees are women employees. It

v-- ~ ~~ ~ .~ A #%!'I - A . is observed that women workers are more in small estates than G,-

large one.

A Chi-squa1.e test is conducted with Ho: there is no ~ ~ ~~

~.~ -- 9 , v q - difference in the womeri employment system followed in large

- ~ - - ~ - A_ --- .-

and small rubber estates. Since the calculated value is much . -- -- - - -- -. -

greater than the table value, the null hypothesis is rejected and it

is concluded that the women employment system in large and

small rubber estates are different.

3.3.2.6. Tea

The number of women employees is very high in tea - '-. plantations compared to other plantations. In tea estates 6 m a n i

C___-

employees are considered more efficient in plucking of leaves

than men. Male worker;$ are mainly centered in maintenance of

plants and preparation oi'lands.

The table 3.15 points out the details of women-men

employees in tea estates.

Table No.3.6.Women Employment System in Tea plantations

Male Total employees employees

1 1 I I

2 I Small 1 1104(40%) 1 1656(60%) 1 2760(100%)

I I I I 1 I (Primary data)(C.V. =41.69; T.V. ~3 .841; Degrees of freedom=]; Significance level=5%)

From the table, it is seen that in large sector estates

I I I I

48% of the total employ~zes are women employees, but in the case

3 I Total / 2971

of small estates, only 40% of the total employees are women

employees. It is noticec that in large plantations, the number of

3679

woman employees are higher than small estates.

6650

A Chi-square: test is conducted with Ho=there is no ~~ - ~ .- ~

~~ ~

~~- - ~- ~-

difference in the wome:~ employment ~ s t e m in ~- larare -----A- and small ~

~- -, ~.~, ~ ~~

tea estates. &ce the calculated value is greater than the table . .--- value, the null hypothesis is rejected and it is conclude that the

women employment s:rstem followed in large and small tea

estates are different.

3.3.2.c. Cardamom

Women employees in cardamom estates are mainly

engaged in fertilising process, plucking d collection for ? vegetative propagation etc. Compared

w

f i ! , *@. ,

number of women employees is low i __.-I_--__ --

c---- table 3.7 shows the details of women employees in cardamom

estates.

Table No.3.7.Women Employment system in Cardamom plantations.

I .%.NO I Type of I Women / Male / Total /

I 1 I I 2. 1 Small 1 5138(46%) 1 1102(54%) / 2040(100%)

employees

1840(65%) 2830(100%)

L I I I

(Primary Data)(C.V.=58.86;7'.V.=3.814;Deg~ees of freedom=l;Significance level

,

From the table it is seen that in large cardamom

estates, only 35% of the total employees are women workers and -_ --- '"1------

in small plantat%iis, 45% of the total workers are women .It is c-- - - . _ _ -. -

noticed thit compared to large estates more women employees are

4870 3. 1 Total 1 1928

found in small estates.

2942

A Chi-square test is conducted; with Ho = there ism __-~ ---~ ~- ~ ~ ~~ ~ ~-~ .- . ~ . ~

difference in the . wom,:n -~ - ~ - employment system in large and small e~~ ~ ~ ~

estates .- of c a r d a m . Since the calculated value is more than the

table value, the null and it is concluded that

the women and small estates are

. different.

3.3.2.d. Comparison

details of women employment

system in Plantations crops

From the tsble, it is seen than compared to other

Male employees

1084(22%)

2971(45%)

1928(40%)

5983(36%)

plantations, women employees are more found in tea plantations

Total

(45%) followed by cardamom (40%) and rubber 22%).It is seen A .

(Primary data)(C.V. =660.58; 1'.V. =5.991; Degrees of freedom = I ; Significance

level = 5%)

3846(78%)

3679(55%)

2942(60%)

10467(64%)

that compared to tea and cardamom,

women workers in rubb1:r plantations. Out of the total employees, --

-women employees are only 36 %. - -

A chi-sqnlre test is conducted; Ho= there is no

4930(100%)

6650(100%)

4870(100%)

16450

- <-- difference in women employment system followed in rubber, tea c --

and cardamom plantations. Since the calculated value is greater

than table value, the null hypothesis is rejected and it is concluded

that the women emplo!~ment system in different plantations are

different.

3.3.3. Nature of Work in Plantations

3.3.3.a. Rubber

In rubber estates, the nature of work involves some

skill. The main filec requires high skill is tapping. The *--- - -

development of the rubber industry mainly depends on tapping.

Only experienced worke:rs are appointed in tapping field." Other

fields work in rubber estates are fertilising. It requires less skill. . - ~~

~ ~ - ~ - ~ .~ . ~ - .

able^ 3.9 gives the nature of work in rubber estates. G

estates employees 3 % 1 832(28%) 1 356(12%) I2970(100%) I

in -- Rubbe~I_an@Cb11~ '. pdZT '

-- - -_C -

From the table it is observed that in large estates

Total Semi-

60 % workers are skilled workers, 28 % are semi-skilled and

Unskilled employees

Small 1058(51%)

12 % are unskilled. Semi-skilled and unskilled workers are

(Primary Data)(C.V. =58.32; T.V. =5.99; Degree of freedom=2; level of

392(20%)

748

510(26%)

mainly engaged in milisterial/office work. In small plantations,

1960(100%)

4930 m3 ' 1342

54 % of the total employees are skilled, 26 % are semi-skilled and

20 % are unskilled. Compared to large estates, unskilled workers

are more found in small plantations and semi skilled workers are

more found in large esl.ates.

A Chi-square test is conduct with Ho=there is no

difference in the naturz of work in large and small rubber estates.

Since the calculated v,ilue is greater than the table value, the null

hypothesis is rejected and it is concluded that the nature of work

in rubber plantations is different according to the size of the

estates.

3.3.3.6. Tea

The work in Tea plantation was highly skilled. Most of - the workers especially field workers were highly skilled. Plucking h-- --- -.__C__-

tealeaf is a skilled job This skill is hereditary one. The table C_-_ . - _ _--

shows 3.10 the details oj't ture of work in tea estates. IC $3

Table NO.^.+ Natuybf work in Tea plantations I

Semi- Un- Total skilled skilled

workers6 workers 195(5%) 39(1%) 3890(100%)

I I I I I I I

(Primary Data)(C.V=5.96; :'.V=5.99; Degrees of Freedom=2; Significance

I I I I I

From the table, it is observed that in both large and

3 I Total I 6278

small tea estates, most (of the employees are skilled followed by

semi-skilled employees.Un-skilled workers are few in tea estates.

319

In large sector estates 94 % are skilled workers and semi-skilled

workers are only 5 % followed by unskilled workers (l%).In - < & T , h i a 95 % wo~kers are skilled followed by semi-skilled

53

A Chi-square test is conducted with Ho= there is no

6650

difference in nature of work in large and small tea estates. Since

the calculated value is less than the table value, the null

hypothesis is accepted and it is concluded that there is no

difference in the natur,: of work in large size and small size --;--- - - .-~

estates. -..- ~- -c - .

3.3.3.c. cardamom

The emp1oye:es in cardamom plantations are highly

skilled. The work in cardamom estates such as mulching,

manuarin preparation of nurseries, transplanting A the fields etc. requires high skill. Table 3.1

work in cardamom estays-,

Table N o . J . l l ~ k - y d w o r k in Cardamom plantations b~ Semi- Un- Total

workers skilled skilled

I I I I I

2 1 Small 1 1632(80°/0) 1 204(10%) 1 204(10%) 1 2040(100%) I I I I I

3 1 Total 1 4009 1 544 I317 / 4870 1 I I I I I I

(Primary Data)(C.V=71.895; T.V=5.991; Degrees of freedom=2; Level of

It is observed from the table that in large estates

84% of the total emploqees in cardamom estates are skilled, 12%

are semi-skilled. The ur -skilled workers are only 4% of the total

workers. In the case of :;mall estates 80% of the total workers are

skilled workers, 10% are semi-skilled and 10% are unskilled. So

it is analysed that the nature of work in cardamom estates are

highly skilled.

A Chi-squa-e is conducted with-s no I

difference in the naturt: of work in large and small cardamom

estates. Since the calculated is much greater than the table value,

the null hypothesis is rejected and it is concluded that the nature

of work in large and sm;ill cardamom plantations are different.

3.3.3. d. Comparison

The details of nature of work in each plantation - ~- - ~- ? ~

(rubber, tea and cardamom) ate shown in table.3.12.

I I I I I I I (Primary data)(C.V=2434.68; T.V=9.488; Degrees of freedom=4; Significance

Table No.3.lZ.Nature of work in Rubber, Tea and Cardamom plantations

From the tilble it is observed that the number of

skilled workers is mclre in tea estates (94%) followed by

lantations workers 2840(58%)

6278(94%)

Cardamom 4009(82%)

Total 1312:'(80%)

cardamom (82%). In the case of rubber estates only 58% are

Unskilled workers 748(15%)

53(1%)

3 17(7%)

Semi- skilled 1342(27%)

3 19(5%)

544(11%)

2205(13%)

skilled workers. Semi-skilled workers are more in rubber (27%)

followed by cardamom (11%) and tea (5%). The number of

unskilled workers are more in rubber (15%) followed by

cardamom (7%) and it is very few in tea estates (1%). and

Total

4930(100%)

6650(100%) -

4870(100%)

cardamom estates. Out of the total employees, 80% are skilled,

13% are semi-skilled and 7% are unskilled.

11 18(7%) 16450(100%)

A Chi-square test is conducted with Ho=there is no

difference in the naturl: of work in rubber, tea and cardamom

plantations. Since the c:alculated value is much greater than the

table value, the null hyrlothesis is rejected and it is concluded that

the nature of work in ru~ber, tea and cardamom are different.

3.3.4. Training

After the 1,ecruitment of suitable persons, the next

personnel function is to arrange for their training. Training beings - about an improvement of the quality and quality of output by

increasing the skill of employees. Trained personnel will be able

to make much better ant1 more economical use of materials. It will

create a feeling among the workers that they are being cared for,

and the employee is *sincere to them. This will improve the

relations between the employers and employees.'3

3.3.4. I. Training in Plantations

At present, there are no training facilities available in, C J - ' ~ L --

plantations field. In some rubber estaes, Rubber Board give ---- A -- -.--

arrange some training facilities relating to tapping and in some - - -

lar@Fc~amom estates, Cardamom Growers Association gives

some training facilities. But in tea estates, there is no systematic (7 - -

training facilities are available now. - -- -. - - - L S ~ - 3.3.4.a. Rubber

In rubber pl mtations, the Rubber Board conduc some

training and demon~tration facilities. The Rubber c applng

Demonstrator attachec~ to each regional office visits plantations

and demonstrate to growers and tappers the scientific method of

tapping. For this, therr: are 23 tapping training schools run by the

Board at different plantation centers. Besides the Board conducts

various courses for short duration.I4~he table 3.13 the gives the

details of the training :system in rubber estates.

13 . William Mc Gehee el.al, Tn'zning in business &Industry (1961) p34, New York

14 .Rubber and its cultivation, RI bber Board(2000)p71

estates 41 % adopt systematic_train~cil i t ies relating to tapping - - - -/ - -- . and fertiliser usage anc in small estates only 30 % give some

Table 3.13.Training facilities in Rubber estates

-, --. ~

~ ~ . .. .. - ~ ~ . .- .~ . training. ( ---\ --

A Chi-Squa1.e is conducted with Ho=there is no

difference in training system in adopted in large and small rubber

Total

50(100%)

50(100%)

100

S1.No Type of Systematic estates training

Large 20(4 1%)

Small 15(30%)

Total 3 5

plantations. Since the calculated value is less than the table value,

(Primary Data)(C.V=1.098; 1.V. =3.841; Degrees of freedom=l; Significance

level=5%)

From the table, it is observed that in large rubber

No training

30(59%)

35(70%)

65

the null hypothesis is accepted and it is concluded that there is no

difference in the trainng system adopted in large and small

rubber estates.

3.3.4.6. Tea

Now at present, there is no systematic training is .- available to workers ir tea estates. But, in some large hectare . ~

~~ ---- ~~. ~~~-~~~ ~

estates some training fr~cilities are provided relating to plucking

and processing of tea leilves.

The details of training are shown in table No.3.14.

From the bible it is observed that in large estates,

Table No.3.14.Training facilities in Tea estates.

12% provide some training facilities and 88% of them are not. In

SI.No estates

6(12%)

Small l ( l%)

Total 7

the case of small estates only 1% give some training facilities.

A Chi-square test is conducted with Ho=there 7 - - - -

difference in the training system i n y l rubber estates. F-------------- --.-- -

(Primary Data)(C.V=9.38; 1'.V. =3.84; Degree of freedom=l; Significance

level=5%)

No training

44(88%)

49(99%)

93

t . Since calculated value 1s greater than theoretical value, the null

Total

50(100%)

50(100%)

100

hypothesis is rejected and concludes that the training system in

large and small estates i:; different.

3.3.4.c. Cardamom

Presently few are available in

cardamom plantations. But undertakings, /-F' /'&me a aining ' ' facilities relating to re-planting, fertiliser usages

h. are available. Ir certain areas, Cardamom Growers'

Association conduct certain study classes, seminars etc. for their

workers. It helps them 10 develop the plantations in a systematic

way. The table 3.15 shows the details of training in cardomom

Table No.3.15.Training in Cardamom estates

Type of Training No Total estates system training

Large 6(13%) 44(87%) 50(100%)

Small 49(99%) 50(100%)

Total 7 93 100

(Primary Data)(C.V=3.82; T.V=3.84; Degrees of freedom=l; Level of significance=5%)

From the table it is observed that 13% of the large

training facilities and in the case of small estates /

b l % provide training system. A Chi-square is conducted with

Ho= there is no difference in thertraining system in large and - ~

/--- \--

small size cardamom c:states.%&e the calculated value is less

than the table value, the null hypotheses is accepted and it is

concluded that there i; no difference in the training system in

large and small cardamom estates.

3.3.4.d. Comparison

In the case of rubber plantations, there is no - C . ..

difference in the trairt,ing system in - - --

plantations and cardarnom plantations, there is no difference in

the training system in large and small estates. Table 3.16 shows

the details of the trailing system in rubber, tea and cardamom

plantations.

Table No: 3.16.Training system in Plantations.

I I I I

Total

100 100 - 100

No Training

65 93 93

lantations Rubber

- Cardamom

300

Training system

3 5 7 7

(Primary Data)(C.V=38.34: T.V=5.991; Degrees of freedom=2; Level of

25 1 4 Total 49

From the table, it is observed that 35% of the rubber

estates have training facilities followed by tea(7%) and

cardamom(7%) in eq'lal numbers. Herec&ber plantations -

provide some training facilities relating to tapping.

A Chi-square test is conducted with Ho=there is no . , ' ,

difference in the training facilities in rubber, tea and cardamom. ~~7 ~-

. -~ -~ -A~-~ -~ . -~ -~~ . - . Since the calculated value is thanthe table value, the null

hypotheses is rejected and concluded that the training facility in

different plantations crops are different.

3.3.5. Supervisory Staff in Plantations

The number oi'supervisory staff is different according to --. different crops. It depends on the total employment.'5 - - C

3.3.5. &Rubber

In rubber pl.mtations, the services of the supervisory

staff are mainly in the jield of tapping, sheet formation, fertiliser J 9 usage e t c it de ends m the total employment. m e table 3.17 uy . - - - - . ------- . -4

shows the details of supervisory in rubber plantations.

Staff in Rubber estates Number of Supervisory Staff

Up to 50 1-3

Above 200 17 above

(Primary Data) A .. From the i able it is observed that the estates having 2 -

the area upto 50 h e c t a r e s i r e s - 1 to 3 persons as supervisors, 3 ..., -- to 7 persons in estates m i n g the area between

50ha.-100ha.Estates having the area between 100ha. to 150ha. 1 requires 7 to 12 persons as supervisors and 12 to 17 persons are ' I needed in estates having area 150ha.to 200 ha.In case of estates

having above 200 hectares, 17 and above persons are required for I supervision. I 3.3.5.b. Tea

The number of supervisory staff is large in tea

plantation compared to other crops such as rubber, cardamom etc.

This is because the entire production of tea is based on systematic

plucking of leaf, syste~natic cutting of plant etc. So it requires a

systematic supervisior~. The table 3.18 shows the details of

supervisory staff in tea estates.

Table No.3.18.Supervisory Staff in Tea estates.

T x r r l Supervisory staff

A- I I (Primary data)

From the table, it is observed that estates having the

I I

area up to 50 hectares requires 1-9 nos.supervisory staff and it is

5

increased to 16 numbers where the estates having the area up to

100 hectares. In the case of third category (100-150hectares), the

Above200

number of supervisory staff is 16-23.Large estates having the area

30 and above.

between 150-200 hectares requires 23-30 supervisory staff and if

the area increased above 200 hectares, the number of supervisory

staff is also increased above 30.

3.3.5.c. Cardamom

The number of supervisory staff in cardamom estates -- is changed according to the place and area under cultivation. The C __-. - -

table 3.19 shows the supervisory staff pattern in cardamom

plantations.

Table No.3.19 Supervisory Staff in Cardamom Estates

1 Sl.No / Area (ha.) 1 Number .- of Supervisory Staff

1-5

-1 23 andabove I

(Primary Data)

From the table, it is observed that in cardamom

estates, upto 50 ha., 1 to 5 supervisory staff is required, and the

area between 50ha to lOOha., 5 to 10 persons are required. In the

case of estates having the area between 100 to 150ha. 10 to 16

persons are required. E:;tates having the area between 150ha. to

200ha.,16 to 23 persons are required.23 and above number of

persons are required in estates having more than 200ha.

3.3.5.d Comparison

Table 3.20 shows the Supervisory staff pattern in

Rubber, Tea and Cardatr~om Plantations.

Table No.3.20.Supewisory Staff in Rubber, Tea and Cardamom

Number of Supervisory Staff Rubber Tea Cardamom

Up to 50 1-3 1-9 1-5

50-100 3-7 9-16 5-10

100-150 7-12 16-23 10-16

above above I above / above (Primary Data)

From the analysis, it is observed that supervisory staff

is more required in tes. plantations than rubber and cardamom

estates. The number of supervisory staff is increased according to

the size of the estates.

3.3.6. The Personnel Department

Although in one sense evxoAe in an organisation is c- ~-~ ~

concerned with the personnel . function, in case of larger - . . ~~. . ~ ~ -~ -.

~ ~

-7-

organisations a special department is segregated -~ - to help line _____/------ ~~. ~ ~ ~

<management to secure the optimum use of personnel with the help

of the personnel department performing an advisory or a staff

function.I6 The increa:;e in the number of employees in an

organisation necessitates greater emphasis being placed on

personnel management as well as the adoption of standardised

procedure for employment and compensating plans. The

personnel department t ~ u s helps management in securing, using

and developing appropriate manpower to active the organisation's

objective.17

3.3.7. Personnel Department in Plantations

The persomiel department in plantations industry s.

deals with the recruitment method of employees, wage schemes, - - - _____----- .

various i ncen~ i "e<$c -n i emi i s ' welfare measures, trade

union influence in estate;; etc,

The personn:l department deals with the matters such

as incentives schemes, wage policy, training facilities and other

allowances to the employees.'8 Majority of the large estates

maintain personnel department and a personnel manager. Table

3.21 shows the details of personnel department and personnel

manager in rubber estates.

Table No.3.21.Personnel department structure in Rubber estates.

estates

I I I I I

1 / Large ( 6(1?1%) / 31(62%) 1 13(25%) 1 50(100%) I I I 1 I

2 I Small I 3(7%) 1 43(85%) 1 4(8%) 150(100%)

(primary Data)(C.V=7.69; 'T.V=5.99; Degrees of freedom=2; Significance

level=5%)

The table 3 21 shows that 13% of the large estates

I I I 1 I

have personnel departmc:nt only and 62% have personnel manager

only. 25% of the large estates have both. In the case of small

3 / Total ( 51

plantations, 7% have p:rsonnel department only and 85% have

17 74 100

personnel manager only and 8% have both. Most of the estates,

both large and small have personnel manager only. Compared to _Did jb; /\-.----- 't-------

smallholdings, both pe~sonnel and per=el manager are more &-P-,~W . , -- ~- __ exist in large sector estates._--

&-----

A Chi-square test is conducted with Ho=there is no

difference in the personilel department structure in large and small

size of the rubber estti1:es. Since the calculated value is greater

than the table value, the null hypothesis is rejected and it is

concluded that the personnel department structure in large small

estates are different.

3.3.7.6. Tea

The personnel department in Tea estates deals with all

the matters relating to the employees such as training if any,

incentives and other benefits schemes, labour disputes etc. The

table 3.22 shows details of the personnel departments and

personnel managers in lea estates.

Table.No.3.22. Personnel department structure in Tea estates mmi Department manager

estates

I I I I I I I

(Primary Data)(C.V=34.08; I'.V=5.991; Degrees of freedom=2; Significance

I I I I I

From the table it is seen that in 5% of the large

estates and 2% of the small estates have only personnel

100 3 I Total I 3

department but not personnel manager. In such cases the general

manager looks the per:;onnel affairs of the employees. 15% of the

45 52

large estates and 75% ot'the small estates have personnel manager

only.80% of the large estates have both personnel department and

personnel manger, but i l the case of small estates only 23% have

both. From the analysis, it is clear that-in small estates, there is A.M.-

less number of personriel departments, but most of them have L --.- --- personnel manager only and large sector estates have both

personnel department arjd personnel manager. -

* -

A Chi-square: test is conducted with Ho= there is no

difference in the personriel department structure in large and small

tea estates. Since the calculated value is greater than the table

value, the null hypother,is is rejected and it is concluded that the

personnel department structure in large and small tea estates are

different.

3.3.7.c. Cardamom

In large ca~.damom plantations, there is a separate

department for personn":l affairs and a manager headed it. The

table 3.23 shows the details of personnel department in cardamom

estates.

Table No.3.23.Personnel department structure in Cardamom estates.

I I I I 2 I Small / 8(15%) / 41(82%) 1 1(2%) / 50(100%)

S1.No

1

Type Total

estates

I I I I 1 I 1 (Primary data)(C.V=59.87, T.\I=5.991; Degrees of freedom=2; Significance

I I I I I

From the table it is clear thatlo% of the large estates

3 1 Total 1 13

have personnel departm,:nt only and 15% have personnel manager

only. 75% of the large estates have both. But in the case of small

48 3 9 100

estates, 16% have per:;onnel department only and 82% have

personnel manager only and 2% have both. In large sector estates,

most of them have both personnel department and personnel

manager, but in smallholdings, most of them have personnel i~ -.

manager only. _~~ /

//-.

A Chi-square test is conducted with Ho= there is no . ~ - .. ~ ~ .~ . ~~ .

difference in the personnel department structure in large and small

cardamom estates. Sincc: the calculated value is greater than the

table value, the null hypothesis is rejected and it is concluded that

the personnel department structure in large and small cardamom

estates are different. ,--+ .

3.3.7.d Comparison

Table 3.24 shows the Personnel Departments pattern in

Rubber, Tea and Cardarr om estates.

From the table it is observed that, both personnel

Table No.3.24.Personnel Departments System in Rubber, Tea and Cardamom

department and personnt:l manager are more found in Tea estates

SI.No Type of Personnel

R 7 ; e n t

Y Rubber

Cardamom 13

4 Total 5 8

(52%). In rubber plan.ations, most of them have personnel

manager only 74%, 17% have both and 9% have personnel

(primary Data)(C.V=58.284; T V 4 . 4 8 , Degrees of freedom=4; Significance

Personnel Manager only

74

45

48

134

manager only. In the case of Cardamom estates 13% have only

Both

17

52

39

108

Total

100

100

100

300

Personnel Department and 48% have only Personnel Manager and

39% have both.

A Chi-square test is conducted with Ho=there is no C-----.-.-.. ----. ~ .A

_./--\_

difference in the ~ ~ n n e l department structure followed in -~ -- -- .~

~~ ~~. ---- _ -- -- I

rubber, tea and cardarnc~m plantations. Since the calculated value -. -------- -- - 1s greater than the table value, the null hypothesis is rejected and

it is concluded that the personnel department system followed in

different plantations are different.

3.3.8. Wage policy and incentive sche~nes.'~

The need :For well-conceived and effective wage

policy has been felt in India for long time in the past. With a large

working force that outnumbers the demand for labour from

industry, the Government naturally felt worried over the

miserably low remuneration at which workers were available to

industry. In 1928, the I.L.0 adopted the draft convention on

Minimum Wage fixing machinery. In 1931, the Royal

Commission on Labour made a reference to the low earnings of

the workers in the country. It referred to the irregularities and

malpractices in regard to the payment of wages to industrial

workers. In 1936, Paymc:nt of Wages Act was passed; it came into

force in March 1937. The Act applies only to those workers

whose earnings is less than Rs.4001 month. It requires that the

wages should be paid not late than the seventh day of the month. -

\ -- --A

3.3.8.1..Incentive Scltemes in Plantations.

The 50th Indian Labour Conference in 1957 put the

concept of a need-based minimum wages and other incentives

schemes in plantations,. According to them, a need-based

- 1 9 . V.Agnihotri, Evolution ofwage policy in India-Indian Labour Journal (1961) pI 149.

minimum wages must tace into account the minimum needs such

as food, clothing, fuel artd housing of three units of consumption

in plantations. But the employers' representatives on the wage

board strongly objected to the formula accepted by the Indian

Labour Conference. Thcy argued that since employment in the

plantations was family based, three units of consumption were too

high as every family had at least two workers. Hence they

suggested that only 1 .Sunits of consumption should be taken for

determining the incentives schemes and the need based minimum

wage.''

3.3.8.2. Remuneration of supervisory, clerical and other personnel in ,plantations. In plantations, the supervisory, clerical and other

personnel are paid weekly or monthly salary. The salaries and

other benefits are based on the agreement between UPASZ and

ESUSI. In addition to ss.lary, the agreement covers such matters

like details of bonus, annual increment, other allowance and

emoluments etc. They are also entitled to gratuity and Provident

Fund contribution, sickness benefits; travelling allowances, leave

with wages, and retirement benefits such as PF and gratuity. This

is common for emplojees and ~ u ~ e r i o r s . ' ~ ~ h e details of the

incentive schemes in plantations are as follows.

There was and upward movement of wage and

incentives after 1945 it1 Rubber plantation Industry. With the

inclusion of plantation industry in the schedule to Minimum

Wages Act 1948, wages and incentive schemes of rubber

20 Haridas.V, Plantations Management (1975) p13 1

21 lbtdp140

plantation worker also came within the spheres of State

Regulation. Accordingly in 1952 the state government of

Travancore-Cochin (now part of Kerala), Madras and Mysore

fixed minimum rates of wage for rubber plantation workers.

In 1974 the Government of Kerala revised wage by a

notification issued under Minimum Wages Act The notification

made changes in the payment of Dearness Allowance, which was

related to the cost of liv ng index of Ernakulam Center and would

be revised every three nionths. The plantation Labour Committee

of Kerala has had a successful history of negotiation of wages and

other matter during the last decades.22

In addition to wage, rubber plantation workers are

also entitled to get other benefits such as medical benefits, leave

with wage, provident Fund and gratuity. Women worker are

eligible for maternity benefits. The above benefits are usually

granted to permanent workers. The table 3.25 shows the various

incentives schemes adopted in rubber plantations in Kerala.

Table No.3.25.Incentivt. Schemes in Rubber plantations

Festival Annual Others estates Allowance Increment

(Primary Data)

From the table, it is observed that 98% of the large

estates give bonus, 60% provide festival allowance, 90% give

annual increment to their permanent employees and 58% give

other benefits such washing allowance, uniform allowance to

factory employees, and others at the time of school opening and

other important days eti:. In the case of small estates, 60% give

bonus, 41% provide festival allowance,52% give annual

increment and 14% give other benefits. Out of the various

incentives schemes, borms is the most important for both large

and small estates,

3.3.8.6. Tea

In tea plantations, the allowances and other schemes

are according to the rules provided by the Companies Act and the

agreements behveen the trade unions and management. Gratuity

and other benefits are provided by government rules. Most of the

tea estates provide varicus wage schemes and other incentives to

their employees. Most o F them provide bonus, followed by annual

increment. But it is given to Permanent employees only. The

table 3.26 shows the details of the incentive schemes provided in

the tea plantations.

the small estates provid~: bonus to their employees. In the case of

Table No.3.26.Incentive schemes in Tea estates

festival allowance, 82% of the large and 42% of the small estates

S1.No Type of Bonus estates

Large 49(99%)

Small 48(95%)

Total

give such incentives. The annual increment is provided by 95% of

the large and 80% of the small estates.60% of the large estates

(Primary Data)

It is noticed that 99% of the large estates and 95% of

Festival Allowance

41(82%)

21(42%)

62

provided other allowan~:es such as washing allowance, uniform

Annual Increment

47(95%)

40(80%)

87

Others

30(60%)

10(20%)

40

allowance etc. In the case of small estates only 20% provided

such facilities. From the analysis, it is clear that, out of the various

schemes, bonus is comrnon for all estates whether large or small

followed by annual incrc:ment.

3.3.8.c. Cardamom

All cardamc~m plantations provide incentives and

other benefits to their employees. Most of the large estates

provide a systematic wage scheme according to the minimum

wages Act. In small esi.ates (below 50 hectares), the bonus and

other benefits is declared by the management in proportionate

with the present system. The details of the incentive schemes are

shown in table 3.27.

Table No.3.27.Incentive schemes in Cardamom estates

estates

From the table it is observed that, 85% of the large

Large 43(8:5%)

Small 40(80%)

3. Total 83

estates provides bonus, 30% provide festival allowance, 85% give

Festival Allowance

annual increment to their permanent employees.40% provide

(Primary Data)

15(30%)

15(30%)

3 0

others such as washing allowance, uniform allowance, advance

Annual Increment

wages etc. In the case of small estates, 80%give bonus to their

employees, 30% give festival allowance, 75% give annual

Others

43(85%)

38(75%)

8 1

increment and 15% give other allowances such as uniform,

20(40%)

8(15%)

28

advance wages etc.Fron1 the analysis, it is clear that, most of the

estates both large and small give bonus and annual increment to

their employees.

3.3.8.d. Comparison

In all the three plantations, bonus provided to most of

the employees follow(:d by annual increments. But annual

increment is given only to permanent employees. Festival

allowance is provided by only the larges estates of rubber and tea

but in cardamom plantations, it is provided by both large and

small states in equal numbers. Table 3.28 shows the details of

incentive schemes in plantations.

Table No.3.28.Incenthes schemes in plantations

I I I I 2 1 Tea

L 97 62 87 40

Others

3 6 lantations

I 4 Total 1 259 t 142 I I

239 1 104

(Cardamom ~t 30 I I

II_l_-I-II_/ (primary data)

Festival allowance

50

81

From the table, it is observed that 97% of the tea

Annual Increment

7 1

2 8

estates provide bonus, 62% give festival allowance, 87% give

annual increment and Li0% provide other facilities. In the case of

rubber estates 79% give bonus, 50% give festival allowance, 71%

provide annual increment and 36% give other facilities. In the

case of cardamom, 83%provide bonus, 30% give festival

allowance, 81% give xnnual increment and 28% provide other

facilities. Out of the various incentives, most of the estates

provide bonus follo\;u.ed by annual increment and festival

allowance.

3.3.9. Other FacilitiesIBenefits in Plantations

3.3.9.a. Rubber

Besides the monitory benefits, the rubber plantations

provide some non-monitory benefits. It also depends on the area

under cultivation. Certain large plantations, estates schools are

provided for the children of their employees. The details of such

benefitsffacilities are shown in table no.3.29.

Table No.3.29.0ther benefitstFacilities in Rubber estates

It is observed from the table, that 30% of the large

estates provide accomn~odation facilities to their employees, 28%

provide recreational facilities such club, library facilities, reading

room etc. In the case of transport facilities, 15% of the large

estates give such facility, 12% give education facilities and all of

them give medical benefits to their employees. In the case of

smallholdings, none of them provide accommodation and

transportation facility.;:%of them give recreational facility and

2% give educational facility. Here also 100% give medical

benefits.

3.3.9.6. Tea

Besides monitory benefits, estates provide various

facilities or non-monitory benefits to their employees such as

accommodation, recreational facilities, education facilities,

medical benefits etc. Most of the large estates provided

SI.No

1

2

3

(Primary Data)

Type of

estates

Large

Small

Total

14(28%) 8(15%)

IS 15 8

Education

6(12%)

1(2%)

7

Medical benefits

50(100%)

50(100%)

100

accommodation facilitic:~ to their employees because usually in

large estates, most of the employees are outstation employees

who are permanently 3ettled in plantations itself. The estates

provide them accommodation facilities called Layam. Certain

large estates establish estates schools for their employee's

children. Some estates l~rovide estates club, games room, library

facilities etc. The table 3.30 shows the details of the benefits

schemes provided by the estates.

From the table it is observed that all the estates both

Table No.3.3O.Other Benetits1 Facilities provided by Tea plantations

large and small provide (100%) provide medical benefits. 64% of

estates

Small

the large estates provide accommodation, 40% of them provide

recreational facilities.22~% of them provide both transportation

facilities and educational benefits. In the case of small estates,4%

provide both accommodation facilities and recreational

facilities,l% provide transportation facilities and 8% give some

(Primary data)

Recreation

20(40%)

2(4%)

22

educational facilties.Lik~zwise the large estates, 100% of the small

holding also provide medical benefits.

Transport

l2(25%)

1(2%)

13

Education

12(25%)

4(8%)

16

Medical

Benefits

50(100%)

50(100%)

100

3.3.9.c. Cardamom

The table 3.31 shows the details of facilitieslbenefits

provided by the cardamom estates.

Table No.3.3l.Other benefits1Facilities in Cardamom estates. SI.No I Type of 1 Accommodation / llecreation I Transport I Education / Medical 1 . . 1 estates 1 1 I I 1 Benefits

1. 1 Large 1 25(50%) 1 :!0(40%) / 6(12%) 1 15(30%) 1 50(100%)

50(100%)

(Primary Data)

From the table it is observed that 50% of the large

sector estates provide accommodation facilities. Recreational

facilities such as club, reading room etc is provided by 40%, 12%

provide transportation and 30% educational facilities. All estates

provided medical facilities.

In the case of small estates 2% provide

accommodation facilities, 2% provide recreational facilities, none

of them provide transpoltation and education facilities and all of

them provide medical facilities.

3.3.9.d. Comparison

Compared t83 rubber and cardamom estates, most of

the tea plantations provide accommodation facilities. All

plantations provide medical facilities. Table 3.32.shows the

details benefitstfacilities provided by the plantations.

Table No.3.32.0ther benefitslfacilities in Plantations

Accommodation Recreation Transportation Education

Cardamom 26 2 1 15 100 (Primary Data)

From the table, it is seen that other benefits /

facilities are more providetl by tea plantations. In the case of

accommodation facilities tea plantations are followed by

cardamom and rubber. In the case of recreation and educational

facilities also, cardamom plantations stands second place

followed by rubber, but ill providing transportation facilities,

rubber stands second place followed by cardamom. But in all type

of plantations provide medic.al benefits to their employees.

3.3.10. Trade Unionism

The trade unions are the representative spokesmen of

organised labour and may be organised to achieve several objects - -

to further the cause of their members. They are usuafy organisez-

to achieve between wages for the workers, better working

conditions, welfare and dev1:lopment.

3.3.10.1. Trade Unionism in India.

The trade unioli activity in India made a beginning

even before the end of 19th century. Early in 1875, Mr. Sorabjee

shapurjeeZ3 started an agitation to draw attention of the

Government to the deplorable condition women and child labour

in industry. In 1890 Mr. N.M. ~akande , '~ himself a worker,

organised a meeting of 10000 workers as result of which weekly

holiday was granted to workmen in Bombay textile and mill-

owners for regular monthly payment of wages. In 1897 the

Society of Railway Servants was established. This was registered

under the Companies Act. In 1907, a Postal Union was organised.

One of the most significant developments of the period

was the association of h4ahatma Gandhl with Ahemmedabad

23 . Sorubjess Shapu jee, earliest trade upon activitist of India

24 . N.M.Lakande, Textstyle worker of Bombay textiles.

Textile Labour Association (ATLA) in its struggle against the

employers of ~hernedabad.~:'

3.3.10.2. Trade Unions in Plantations

If 50% or above of the total employees are members

of any of the trade union, then such estates is treated as active

trade union influenced estatc:s.

3.3.10.a Rubber

In most of the large estates, trade union plays an

important role in fixing the wage scheme, incentives schemes. In

small plantations, there is less influence of trade union. Table 3.33

reveals the trade union (size wise) influence in rubber plantations.

Table No.3.33.Trade Union Influence in Rubber estates

estates influence influence Large

I

Small t1~(30%>%>1~-35(70%) t50(100%)~1

level=5 %)

From the table it can be seen 60% of the large estates

are highly influenced with trade union. But in small estates only

30% have influenced with trade union.

A Clu-square lest is conducted with Ho=there is no

difference in trade unionism in large and small rubber estates.

Since the calculated value is greater than table value and the result

is rejection of null hypotheses and it is concluded that there is no

difference in tradeunionism in large and small estates.

i 3

25 S.D.Punekar, Tradc unionism in India, ,123

(Primary Data)(C.V. 4.09; T.V=3.84; Degrees of freedom=l; Significance

Total 45 55 100

3.3.10.6. Tea

The trade union movement came to the tea. industry

at a family late stage, in 1946. Workers in this industry were

unfamiliar with the methods of collective bargaining for the first

75 years of it existence. However, after the 1950's the trade union

movement spread rapidly and at present there is hardly a

plantation where workers itre not under the influence of the

several trade unions. The table 3.34 shows the trade union

influence of tea plantation workers on the basis of size of the

estates.

Table No.3.34 Trade union Influence in Tea plantations

2. I Small 1 5(10%) 1 45(90%) / 50(100%)

I I I I I I (Primary Data)(C.V=70.67; T.V. =3.84; Degrees of freedom=l; Level of

I

From the table i t is noticed that in large plantations,

3 1 Total 1 52

trade union influence is vay high (95%). In the case of small

estates only 10% are influenced with trade union.

A Chi-square test is conducted with Ho= there is no

difference in the trade unionism in large and small estates of tea.

48

Since the calculated value is much greater than table value; the

100

null hypothesis is rejected artd it is concluded that the trade union

system in large and small tea estates are different

3.3.10. c. Cardamom

In large cardarnom estates the influence of trade

union is very high. In conipany sector and government sector

plantations, the trade union influence is higher than others such

partnership and individual :states. Table 3.35 shows the trade

union influence in cardamon1 estates.

Table No.3.35.Trade unionism in Cardamom plantations

(primary Data)(C V=70 96, T V=3 84, Degrees of freedom=l, level of

slgnificance=5%)

From the table, it is observed that in large estates

86% are very much influenced with trade union, 8% of the small

estates are influenced by trade union

A Chi-square telst is conducted with Ho=there is no

&fference in the trade unionism in large and small estates. Since

the calculated value is greater than table value, the null hypothesis

is rejected that the trade union influence in large and small estates

are different.

3.3.10. d. Comparison

In all the three type of plantations, the size of the

estates and trade union arc: greatly correlated. Table No.3.36

shows the details of trade unionism in plantations.

Table No.3.36.Trade Union in Plantations

I S1.No I Type of / Trade Union 1 Non- I Total I

Cardamom 100 Total 157 143 300

(Primary data)(C.V=l4.31; T.V=5.9!1; Degrees of freedom=2; Level of Significance=5%)

From the table, it is seen that trade unionism is more

found in tea estates (52%) followed by cardamom estates

(47%).In rubber plantations only 45% are influenced with trade

union.

A Chi-square is conducted with Ho=there is no

difference in trade union influence in Rubber, Tea and Cardamom

plantations. Since the calculated value is greater than table value,

the result is rejection of null hypphotheses and concluded that

trade union influences irk R, T &C are different.

3.3.11. Employees required for land preparation

3.3.11.a. Rubber Estates

The number of employees required for land

preparation for rubbe], estates depend on the geographical

standards. Compared to Southern parts of Kerala, Malabar area

requires more manpower for land preparation because the

geographical structure in Travancore area is more suited for

Rubber cultivation than Malabar area.26 In malabar area, 2.5-3

persons are required foi one hectare. But in Middle Kerala, 1-2

persons are required for one hectare.

3.3.11.6. Tea

In tea plantation more handwork is necessary for

preparing new planting as well as re-planting. It is noticed that

2.5-3 persons are required for preparation of land (per hectares).

This is depending on the geographical speciality.

- 26 Rubber,Kerala Bhasha Sahitya Inslitute,p35

3.3.11.c. Cardamom

Usually in (cardamom estates, one person is required

for maintaining 2.21 hectares. This is depending on the area or

geographical structure of the land.

3.3.11.d. Comparison

In rubber estates, 1-2 persons are required for

maintaining one hectare. In the case of tea estates, 2.5-3 persons

are required for maintaining one hectare, but in cardamom

plantatations, one person maintains 2.21 hectares.

3.3.12. Sources of Employees

3.3.12.a. Rubber

Usually in smallholdings, the employees are from

local places. Out station employees are more found in large

estates only. Table 3.37 shows the sources of employment in

rubber plantations.

Table No.3.37 Source of employment in Rubber estates

Outstation Outstation Total employees locally

settled

I 1 446(15%) 89(3%) 2970(100%)

I I I I I J (Primary Data)(C.V. =214.12; T.V. = =5.99; Degrees of freedom=2; Level of

In the case of large estates, 82% employees are local

employees and 15% are outstation employee. Only 3% employees

are locally settled outstation employees. In small estates, 96% are

local employees, 3% we outstation employees and only 1% are

locally settled outstatio~i employees. From the analysis it is clear

that local employees are more in small estates.

A Chi-square test is conducted with Ho=there is no

difference in the source of employees in large and small estates.

Since the calculated value is much greater than the table value,

the null hypothesis is rejected and it is concluded that the size of

the rubber estates have very much influence on the source of

employment system.

3.3.12.b. Tea

In tea plalitations there are less number of local

employees; locally settled outstation employees and outstation

employees are more found than other type of plantations. Here the

workers are born hereditary. Most of the employees are settled in

the plantations itself. Local employees are very few in tea estates.

The table 3.38 shows the details of the sources of employees.

Table No.3.38 Sources of Employees in Tea estates

I SI.No 1 T v ~ e o f 1 Local I Out station I Out station 1 Total I em lo ees local1 settled I - I . %$*E$%?- 1248$64%) jm60q

Significance =5%)

Small 1104(400/(') "'- Total

From the tiible it is observed that in large estates, only

12% of the total empl,~yees are from local places, 24% from out

station and 64% are locally settled outstation employees. In the

case of small estates, 40% employees are from local places, 30%

(Primary Data)(C.V. =832.1,17; T.V. =5.991; Degrees of freedom=2; Level of

828(30%)

1762

are outsiders and 30% are locally settled outsiders. From this it is

828(30%)

3317

2760(100%)

6650

clear that locally settled outside employees are more found in

large estates.

A Chi-square test is conducted with Ho=there is no

difference in the sourc: of employment in large and small tea

estates. Since the calculated value is greater than table value, the

null hypothesis is rejecl.ed and it is concluded that the source in

large and small tea estates are different.

3.3.12.c. Cardamom

In small Cardamom estates, local employees are more

found. Outstation employees and locally settled outstation

employees are more in large estates. The table 3.39 shows the

details of the sources of employment in cardamom estates.

Table No.3.39 Sources of employment in Cardamom estates

~ s L N 6 0 u t s t a t i o n s estates emplc~yees employees

(Primary Data)(C.V=1530; T.V. -5.991; Degrees of freedom=2; level of

significance=5%)

From the table it is seen that 20% employees in large

estates are local employees, 25% of them are outstation

employees and 55% of the total employees are locally settled

outstation workers. In the case of small estates, 56% of the total

employees are local e~nployees, 38% are outstation employees

and 6% are locally settled outstation employees. It is analysed that

local employees are more in small estates and in large estates

Large 566(20%)

Small 1142(56%)

Total 1708

locally settled outstatio~l employees are more.

Outstation locally settled

Total

707(25%)

775(38%)

I482

1557(55%)

123(6%)

1680

2830(100%)

2040(100%)

4870

A Chi-squa1.e is conducted with Ho= there is no

difference in the source of employment in large and small estates.

Since the calculated vahe is greater than the table value, the null

hypothesis is rejected and it is concluded that the source of

employment in large ancl small cardamom estates are different.

3.3.12. d. Comparison

In rubber esatates, local employees are found more

than in tea and cardamom estates. In tea estates, the numbers of

locally settled outstation employees are high because migrant

employees are more in tea estates. The table 3.40 shows the

details of source of employment system in plantations..

From the tat'le, it is analysed that local employees are

Table No.3.40 Source of em loyment system in Rubber, Tea and Cardamom

more found in rubber pl~ntations followed by Cardamom estates.

Outstation employees are more found in Cardamom and the

locally settled outstation employees are more in tea plantations.

Local plantations employees

Cardamom 1708

4 Total 7596

A Chi-square, test is conducted with Ho= there is no

difference in the source of employment in rubber, tea and

(Primary Data)(C.V=5298.16; 'T.V=9.488; Degrees of freedom=4; Significance

level=5%)

Outstation employees

505

1762

1482

3 749

cardamom plantations. Since the calculated value is much greater

than the table value, the null hypothesis is rejected and it is

Outstations locally settled

108

3317

1680

5105

Total

4930

6650

4870

16450

concluded that the source of employment system in different

plantations are different.

3.3.13. StrikeILabo~~r disputes in Plantations

Compared to other type of industries, strikelother

labour problems are very few in plantations fields. The major

reason for disputes in l~lantation industries is mainly relating to

wagesz7. The following are the details of strikelother disputes in

plantations.

3.3.13.a Rubber

There is less number of strikesllabour disputes in

rubber plantations coml~ared to other industries during the last 3

years. Table No.3.41 shows the details of strikesllabour disputes

in rubber plantations.

12% is affected with strike and other labour problems. But in the

Table No.3.41 StrikelLock-outlother dispute in Rubber estates

case of small estates ordy8% is affected with strike other labour

problems. In large estates, strikes are more affected in

estates

Large 6(12%)

Small

Total 10

government estates and company form of estates. A Chi-square

test is conducted with Ho=there is no difference in the strikelother

(Primary Data)(C.V=. 444; T.'J=3.841; Degrees of freedom=l; Significance

level=5%)

From the tlble, it is observed that in large estates,

No Dispute

44(88%)

46(92%)

90

labour problems in large and small rubber estates. Since the

Total

50

50

100

calculated value is less than the table value, the hypothesis is

accepted and it is concluded that there is no difference in the

strike/other labour disputes' in large and small rubber estates.

3.3.13. b. Tea

The labour disputeslstrikes are more found in large

estates. Usually the main reason for disputes is relating to wage

policy of the management. Besides there are other reasons such as

lack of basic facilities like accommodations, medical facilities etc.

The table 3.42 shows the details of labour dispute in tea estates.

Table No.3.42 Strike/L,abour dispute in Tea estates

Type of Strikelother No Dispute =I-....i;qTI I I I t

1. I I I I

____i___- (Primary Data)(C.V=2.98; T.V. =3.841; Degrees of Freedom=l; Significance

I I I I

level=5%)

From the table it is clear that during the past 3 years

only 20% large estates are suffered from strike 1 other disputes. In

the case of small estate? 10% of them are suffered from strike I

Large

5(10%) 1 45(90%) 1 50 2.

disputes. A Chi-square test is conducted with Ho= there is no

10(20%) 1 40(80%) 1 50

Small

3.

difference in the strikelother labour disputes in large and small tea

Total

estates. Since the calcu1:ited value is less than the table value, the

100 15

null hypotheses is accepted and it is concluded that there is no

difference in strike1 other labour dispute in large and small tea

95

3.3.13.c. Cardamom

Compared to other type of plantations, there is less

number of strikes in carclamom plantations. The table 3.43 shows

the details of the labour ciispute on cardamom estates.

Table No.3.43 Strikenock-ouxmther labour dispute in Cardamom estates

I I I I

1 I Large I 5(10%) 45(90%) 50 1 S1.No Type

estates

I I I 1

(Primary Data)(C.V=.542; T.V. =3.841; Degrees of freedom=l; Significane level=5%)

From the table it is found that in large estates the

2 I Small I 3(6%) I I I 1

percentage of strikelother disputes in past 3 years are 10%. In the

Strikelother Disputes

3 1 Total 1 8

case of small estates, only 6% estates are affected by strikelother

47(94%)

disputes. A chi-square test is conducted with Ho= there is no

No Dispute

50

92

difference in the strikelother labour disputes in large and small

cardamom estates Since the calculated value is less than the table

Total

100

value, the null hypothesis is accepted and concluded that there no

difference in strikelother disputes in large and small cardamom

estates.

3.3.13.d. Comparisol~

The table 3.44 shows the details of strikelother

disputes in rubber, tea ar d cardamom plantations.

Table No.3.44 Strikelother Disputes in Rubber, Tea and Cardamom

Total

100 100 100 3 00

S1.No Type of lantations Rubber

Cardamom 4 Total

(Primary Data)(C.V=2.653; T.\I=5.991; DF=2; Sig=5%)

Strikelother Disputes

10 15 8

33

No Disputes

90 85 92

267

From the table, it is seen than, compared to other

plantations, strikeslother disputes are more in tea estates (15%)

followed by rubber (10%') and cardamom (8%). A Chi-square test

is conducted with Ho=there are no difference strikelother labour

problems in rubber, tea and cardamom. Since the calculated value

is less than table value, the null hypotheses is accepted and it is

concluded that there is no difference in the strikelother labour

problems in rubber, tea and cardamom plantations.

3.3.14. Scientific Human Resource Management and Productivity

In order lo measure the relationship between

scientific management practices in personnel aspects and

productivity of each crop, correlation test conducted by

considering three variables such as personnel department in

estates, personnel manager in estates and training facilities in the

estate. If an estate possesses all these variables, it is treated as

fully scientifically managed estates and assign three points. If two

or any one of the variables possessed, then two points are

assigned to such estates (Partial scientific management) and none

of the above variables are possessed, such estates will be assigned

one point. (Non-scientific management). This is the criteria for

conducting correlation t:st.

3.3.14. a. Rubber

The details of the correlation test conducted in rubber

plantations are given in table 3.45.

Table No.3.45 Correlation behveen HRM and Productivity in Rubber estates

(Primary data)

From the ..able, it is observed that 31 estates have

full scientific management (3points), 43 have partial scientific

management (2points) and 26 estates have no scientific

management in human resource aspects. The correlation value is

7156 and it is concluded that the scientific human resource

management and protluctivity of rubber estates are greatly

correlated.

3.3.14. b.Tea

(Primary data)

The correlation value is .759 and it is concluded that

the scientific human resources management in tea estates and the

productivity of tea are directly correlated.

3.3.14.c. Cardamom

Table No.3.47 Correlation between scientific HRM and productivity in cardamom estates

(Primary data)

The correlation value is ,7558.So it is observed that

the scientific managerrlent in personnel aspects in cardamom

estates and the productivity of cardamom are positively

correlated.

3.3.15. Scientific Human Resource Management in Rubber, Tea and Cardamom.

The scientific management practices relating to

personnel aspects are different in rubber, tea and cardamom. The

scientific management sractices in human resource aspects are

measured by considering three variables- personnel department,

personnel manager ancl training system in the estates. If all

variables are possessed by estates, then three points are assigned

to such estates, if two or any of them are possessed, then two

points are assigned to such estates and if none of them are

possessed, then one point is assigned to such estates. The details

of the scientific human management practices in rubber, tea and

cardamom are given in hble 3.46,

Table.No.3.48 Scientific human resources management in plantations

From the tasle, it is observed that 31% of the rubber

Rubber management

vr- 24

4 Total 100

estates have full scientific personnel management followed by

tea(28%) and cardamorn(22%).45% of the rubber estates have

Tea

(Primary Data)(C.V=7.877; T.'l=9.488; DF=5%; Sig=4)

28

36

36

100

partial scientific management and 24% have non scientific

Cardamom

22

36

42

100

Total

8 1

117

102

300

management in respect of personnel aspects. In the case of tea,

36% have partial scientilic human resource management and 36%

have not. In the case O F cardomom, 36% have partial scientific

management and 42% Pave not. It is observed that compared to

tea and cardomom, rubber estates have more scientific

management in respect cf human resource aspects.

A chi-squarr: test is conducted with Ho= there is no

difference in the management practices in human resources

aspects followed in rlbber, tea and cardamom. Since the

calculated value is less twn the table value, the null hypothesis is

accepted and it is concluded that there is no difference in the

management practices in human resources aspects followed in

rubber, tea and cardamom.

In order to test the effect of scientific human

resource management and productivity of rubber, tea and

cardamom, multiple regression test is conducted and from the

result it is observed that, human resource management practices

in tea estates have more significance with productivity than

rubber and cardamom. (The details of the test are shown in

Appendix 3)