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org © 2023 IJCRT | Volume 11, Issue 1 January 2023 | ISSN: 2320-2882

“HUMAN RESOURCE MANAGEMENT

PRACTICE IN MILK UNIONS IN KARNATAKA
1. GOUTAM RAMCHANDER RAO 2. DR RAJNALKAR LAXMAN
Research scholar & Asst. Professor Professor and Chairman
Dept. of Studies and Research in management Department of Management
Govt. First Grade College, Sandur GULBARGA UNIVERSITY, KALABURAGI

Abstract- The Kalyana Karnataka Hyderabad – Karnataka region includes the 6 backward districts
of Northern Karnataka: Gulbarga, Bidar, Raichur, Koppal, Yadgir and Bellary. Article 371-J which provided
for special provisions for the Hyderabad-Karnataka region of the state of Karnataka was inserted in the
Constitution by the 98th Constitutional Amendment Act of 2012.This entry will not consider this form of
business ethics. Instead, it considers business ethics as an academic discipline. Considered only as a
normative enterprise, business ethics—like many areas of applied ethics—draws from a variety of
disciplines, including ethics, political philosophy, economics, psychology, law, and public policy. Some
organizations “do business”—in the sense of exchange a good or service for valuable consideration—with
the goal of seeking profit and some do not. Business ethicists sometimes concern themselves with the
activities of non-profit organizations, but more commonly focus on for-profit organizations. Indeed, most
people probably understand businesses as for-profit organizations. This is because remedies for unethical
behavior in business can take various forms, from exhortations directed at private individuals to change their
behavior to new laws, policies, and regulations. Doing business ethics well means being familiar with results
in these disciplines, or at least being aware of gaps in one’s own knowledge. Companies now have specific
departments and teams that develop specific policies, strategies, and goals for their CSR programs and set
separate budgets to support them. Most of the time, these programs are based on well-defined social beliefs or
are carefully aligned with the companies’ business domain.
Objective:
HUMAN RESOURCE DEVELOPMENT (HRD), KMF – KARNATAKA MILK FEDERATION, INDIA, KARNATAKA,
EMPLOYEES.
I. INTRODUCTION

Organizations in India have been quite sensible in taking up CSR initiatives and integrating them into
their business processes. It has become progressively projected in the Indian corporate setting because
organizations have recognized that besides growing their businesses, it is also important to shape responsible
and supportable relationships with the community at large. The companies falling under the prescribed
criteria are required to spend a minimum 2% of its average net profit for its preceding three financial years
amount on CSR activities and report on the activities detailed in Schedule VII, or prepare to explain why
they didn’t. KMF has played a pivotal role in strengthening the cooperative movement in the state since its
inception. The growth of dairy cooperative societies in Karnataka has been spectacular; in 1975-76 there

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were only 103 societies. Today there are nearly 8000 societies with a membership of 15 lakhs. Milk
procurement has increased from 10 thousand kilograms per day to 1,474 thousand kilograms per day.

Human resource development is a central part of restructuring organizations, whether the aim is to develop
organizational infrastructure, improve business processes, or increase knowledge, innovativeness or other
organizational parameters. In dynamic organizational environments, the rewards stemming from investments
in human resources are recognized by academics and practitioners. This is especially true in the current era
with its emphasis on innovative, knowledge-based organizations. In this context, human resource
development plays an especially important role in achieving sustainable organizational performance (SOP).
While there have been many attempts to determine the intervening

Human resource development in the organizational context is a process by which the employees of an
organization are helped in a continuous, planned way to acquire or sharpen capabilities required to perform
various functions associated with their present or expected future roles, develop their general capabilities as
individuals and discover and exploit their own inner potentials for their own and/or organizational
development processes; and develop an organizational culture in which supervisor – subordinate relationships,
team work and collaboration among sub units are strong and contribute to the professional well – being,
motivation and pride of employees. The positive HRD practices in KMF renders the existing systems more
effective and makes the organizations more receptive to the introduction of relevant additional system.
Dairying is one of the important allied activities to provide employment opportunities to the unemployed and
under employed; there by increasing their income in rural India. The importance of cattle in India’s rural
economy has long been recognized and widely commented upon. At present in India there are 14 Dairy
Processing Plants to process milk products for export. Animal husbandry has a long socio-cultural heritage in
India.

REVIEW OF LITERATURE
In order to find out the statement of the research problem, the literature already available pertaining to the
research gap is too reviewed. Before embarking upon the research study the researchers made an attempt to
review the literature related to research paper are as under.

This paper intends to explore and analyze how Karnataka-based companies have spent their corporate
social budget for CSR initiatives of Kalyana Karnataka region. Also effect on the growth rate is the
highest inthe Kalyana Karnataka (Hyderabad-Karnataka) region.

METHODOLOGY
A research study design is the arrangement for collection and analysis of data. The study is basically
descriptive in nature. For the purpose of the study, primary and secondary information has been gathered from
the existing literature such as relevant research based on books, articles.
Data Collection: Data collected for the study was through Primary and Secondary sources. It consists of
original data gathered for the present study. The first information has been collected through a suitable is well
structured questionnaire.
Secondary Data Source: The study consists of information that already exists that has been collected for the
purpose of this study. The secondary data source information has been collected through the company
websites, journals, magazines and internet.
Sample Size for the research study: As stated above, that a survey questionnaire has been constructed and
administered among the employees of KMF from the selected districts of Karnataka particularly, Hyderabad-
Karnataka region. However, the researchers‟ collected primary information from a large sample of 450
respondents to represent the population.

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TOOLS AND TECHNIQUES OF THE RESEARCH STUDY
In the present study, the researchers has applicable suitable statistical tool as percentage for analysis of data
and to draw meaningful conclusion there from. The relevant tools were also applied for analysing the primary
data especially for the purpose of knowing the attitude of „HRD Culture and Climate practices in KMF in HK
Region‟. An analytical tables and charts have been constructed for the effective presentation of the results of
analysis.
To understand the conceptual framework of HRD practices in KMF in Karnataka context. Human resource
development is the process of developing the human resource working in an organization by modernizing their
knowledge and upgrading their skills, attitudes and perceptions in order to meet out the changing trends of the
globalised economy and also to utilize those developments for the attainment of the organizational goals. In
the present scenario of globalization and liberalization, it is extremely important to understand the real worth
of the people in any organization. It is not sufficient to address people as the strategic asset of the organization
but to believe that they are the real and the most important asset in any organization or firm. People are not
just the packet of acquaintance and skills but they are the free agents who are proficient of handling the
competition and dynamism of this era with their potential and are capable of bringing colossal values to an
organization. HRD as an activity is extremely significant in achieving organizational excellence i.e. to excel
with people, process and performance. To be a survivor in the present scenario of cut-throat competition, the
organizations have to develop some appropriate HRD strategies to manage their work force in an organized
manner and align their potential with that of their corporate missions and objectives. Human Resource
Development aims at assisting people to acquire competencies that are being required to perform their duties
in an efficient manner and to let the organization ripe the fruits of their know-how and talents. HRD is a
process which is needed to make the people grow continuously and growth of people will ultimately lead to
the growth and development of the organization.
Karnataka, which has made tremendous progress in milk production, is facing stiff competition from
neighboring states. The private organizations by giving higher prices and commission have conquered the
state’s milk market. The important milk unions like Chamarajanagara, Mysore, and Bangalore have protested
this entry and have pressurized the state government to abolish the outside milk. But it is not that easy to do it
when the country is marching forward with liberalization. So what is required is that improve the quality of
milk, produce variety of milk products and good customer service so that competition can be withstood. When
cooperation milk societies are bringing in economic strength in the villages it is the duty of the State
Government to protect the milk producers‟ interests by levying entry tax on the milk that enters the state.
Karnataka is the 8th largest state in India with a rich heritage of cultural and natural resources including
livestock. The state is blessed with 25 million of livestock population supporting rural as well as urban needs
of milk, meat, wool, egg, and manure and motive power for agricultural operations and rural transport. The
draught animal power is an important energy source for various agricultural operations and rural transport
especially for poor and marginal sections of the state population.
DISCUSSION
When establishing human resource (HR) polices in India, foreign companies need to strike a balance between
their own best practices and local norms in the country.

Foreign companies should seek to establish a strong understanding of laws and regulations that inform HR
administration as a basis for their HR policies in the country. This is particularly important in country like
India, where federal, state, and industry-specific regulations govern labour laws.

However, employers may also use HR policies to gain a competitive advantage. Good HR policies can make
employers more attractive to talent in the labour market and lower costly attrition rates. Meanwhile, strong HR
and payroll administration can help install company values locally and improve workforce efficiency.

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Foreign companies that have not yet entered India typically review local HR costs and practices before
entering the country, while companies that have established often conduct HR health checks or audits to
maintain compliance and employ best practices for their industry.

The current study identified new factors requiring attention while developing HR policies and practices to
achieve higher organizational performance. Our research proves that HR uncertainty and employee
participation have moderating effect on HR intended and implemented gap and organizational performance. It
is essential that HR policymakers always remain supportive and committed to developing effective HR
policies by focusing actual implementation of policies and considering HR uncertainty and employee
participation while developing HR policies to enhance organizational performance. The first time we gauge
the intended and implemented HRM gap quantitatively and try to remove the personal biases and
idiosyncrasies of the researchers with the help of this study. So, this study contributes to the literature by
empirically testing and gauging the implemented and intended HRM gap and the effects of HR uncertainty
and employee participation. It is further noticeable that effective implementation of HRM, rather than
intention, would lead organizations toward competitive advantage. On these findings, it is highly
recommended to the HR policymakers that while developing the policies, they should consider the HR
uncertainty and employee participation for effective implementation of the policies that will enable the
organization to achieve competitive advantage.

Here, we discuss key areas that foreign employers should pay attention to when handling staff in India. These
tips should serve as a good introduction or refresher for any HR professional.

Employment Contracts

India does not mandate a written employment contract for local employees. However, it is advisable for
companies to use contracts to limit risk and define the terms and conditions of employment.

Wages

Employers should seek to periodically audit their wage structure to ensure it remains competitive within the
local labour market. However, it is perhaps more important to ensure wages are compliant with prevailing
laws

Termination of employment

Employees in India may only be terminated as per the terms and conditions within their employment contract.

However, companies should note that all employers must adhere to the federal and state labour laws when
laying off or terminating workers – the conditions drafted in company contracts cannot supersede these legal
statues.

THE ANALYSIS
AREA FOR FURTHER RESEARCH This study opens up new grounds for further research. Further studies
can address the following issues to have more insights on the subject. 1. The present research study is carried
towards Hyderabad Karnataka-Region level; it would be very interesting to conduct study, there exists a scope
to go for Non-Hyderabad Karnataka - Region level. 2. An in depth analytical study can be suggested in the
select organization on the topic to observe the changes taking place from time to time. 3. The research surve y
can be extended with a larger sample, to other parts of study region.
Demographics (age, experience, gender) also played an essential part in creating the gap between the intended
and implemented HRM. Employees having more experience can easily tackle the uncertainty and complexity.
Moreover, Leadership style and culture can influence organizational performance by encouraging and

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restricting employee participation in policy-making. According to our research scope, many other variables
that can affect organizational performance are not considered in our research. Our study is generalize based on
sector (Manufacturing and Service). However, a lack of generalization based on a small sample size
effectively ensures the implications.
Advisors are an important aspect of any business. Farmer-advisor dialog is needed to foster shared
understanding and build new knowledge. Advisors in the dairy industry may need training in communication,
specifically in how to discuss farm management practices with farmers. For example, in Australia, a human
resource management diploma program created for farm advisors and graduates changed the way they viewed
their role in the industry. The traditional family dairy farm adds an additional complexity compared with other
industries. In this section, we outline what is known about veterinarians and other advisors to dairy farmers
and how advising differs in the context of the family farm.
CONCLUSION

The process of globalization has changed the industrial pattern social life of global people and it has immense
impact on Indian trade system. The globalization of the economic, social and cultural structures happened in all
ages. Previously, the pace of process was slow. Today with the start of the information technology, new ways
of communication have made the world a very small place. With this process, there is a big market place.
Globalization has resulted in increase in the production of a range of goods. MNCs have established
manufacturing plants all over the world. It has positive effects and India will overcome many obstacles and
adopt global policies to expand business at international scale. Kalyana Karnataka is gaining international
recognition and strengthening in economic and political areas

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