A STUDY OF HRD CLIMATE IN PRIVATE ENGINEERING COLLEGES: WITH

SPECIAL REFERENCE TO SHRI VAISHNAV INSTITUTE OF TECHNOLOGY

AND SCIENCE

INTRODUCTION

Technical Education is the system by which the technically and professionally

skilled and trained Human Resource capital is generated to satisfy the industry
needs of a nation. Industry is the backbone of any country and engineers are the
back bone of industry. Growth of industry is directly proportionate to the growth of
the economy. As the industry grows the demand of engineers and technically
qualified people increases proportionately.
To satisfy the demand of industry for engineers The Indian Government
encouraging the technical education with the help of both Public and Private
Sector engineering institutes.
Education and training are the primary systems by which the trained human
capital of a nation is increased and preserved. Higher education in general and
technical education in particular, has a direct bearing on the economy of a
country. The era of human resource development (HRD) has already begun and
speaking in terms of engineering and technology, the demand for qualified
engineers is increasing globally. In response to this, there has been a
proliferation of engineering institutes in India. These institutions exist to enhance
the learning experience of student engineers, and to foster an environment
conducive to preparing graduates with competitive excellence for an ever-
changing future. Hence, a developmental climate, which not only fosters
innovation and creativity but also promotes a high level of motivation and
commitment, is highly desirable in these institutes.
The concept of HRD was formally introduced by Prof. Dr. Leonard Nadler in 1969
in a conference organized by American Society of Training and Development
T.V. Rao (2000) says, "People make things happen". He further adds that if they
have to make things happen, they need a set of 'circumstances' to make them
happen. HRD is the process of enabling people to make things happen. It deals
with the process of 'competency development' in people and creation of
conditions through public policy, programmes and other interventions to help
people apply these competencies for their own benefit and the benefit of others.
Competencies may include knowledge, skills attitudes and values. The
capabilities may be developed in individuals, groups and communities or
collectives. Also the competencies may be simple, like learning the alphabets, or
complex, involving high technology applications relating to medicine, space,
telecommunications, defense, environment etc. What is important is the right kind
of an environment for learning and developing the required competencies in
congruence with the strategic planning of the organization.

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In brief, HRD is the process of improving, molding and changing the skills,
knowledge, creative ability, aptitude, attitude, values and commitment etc. based
on present and future job and organizational requirements. HRDC is a measure
of the perceptions of the knowledge workers about the prevailing nature of HRD.

Meaning of HR + D + Climate

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

organization.
Development, it is acquisition of capabilities that are needed to do the present
job, or the future expected job.
After analyzing Human Resource and Development we can simply stated that,
HRD is the process of helping people to acquire competencies.
Climate, this is an overall feeling that is conveyed by the physical layout, the way
employees interact and the way members of the organization conduct
themselves with outsiders. (It is provided by an organization.)
“Organizational climate is a set of characteristics of an organization which are
referred in the descriptions employees make of the policies, practices and
conditions which exist in the working environment”.
Abraham
REVIEW OF LITERATURE

A recent study by Sachdev (2007) concluded that trust, pride and companionship
are the primary factors considered in ‘Great Places to Work’ by Indian
employees. Most of the organizations rated as a great place to work recognize
the aspirations of the employees and focus on their growth and development.
This indicates that most of these organizations have got a reasonably good HRD
climate.

Creation of a supportive environment is an effective alternative suggested by

Daya! (1993) to foster the growth of individuals in organizations. Some of the
factors identified by him in regard include personal desire to grow, opportunities
for interaction, assimilation of experience and capability to assess one’s
potentialities.

Peter M. Senge (1990) also explained the influence of structure on the behavior
of people. According to him, people however different , will produce similar result
when placed in the same system. He perceived structure as a key factor that
influence behavior.

A study done by Rao in 1999 (Rao 2001) regarding the HRD climate in 41
organization revealed that the general climate in the organization is average. A
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general indifference on the part of the employees towards their own development
was found to be the reason for this. The lack of support to the employees
towards their own development was found to be the reason for this. The lack of
support to the employees post training is a major hurdle in applying what they
had learn. This in turn effect the career development of the employees. It was
noted that the top management in most of the organization is doing routine
things. The other impediment of HRD highlighted in the study are the lack of
opportunity for transfer of training skill and career development. Yet the same
study suggested that the employees in these organization were serious about the
training. The performance appraisal system was objective and the management
was concerned about human resources.

In the study by Martin . angela Jyne entitled, “Employment adjustment during

change: Thr role of climate, organizational level and occupation”, in 2002, at
Graffity University, Australia. The first aim of the thesis was to study the role of
organizational climate factor in facilitating employee adjustment during change.
The second aim was to study the extent to which organizational sub-groups
differs in their perception of climate and investigate the level of adjustment
indicator during change. In the first study 67 employees of hospital were
interviewed and structured questionnaire was administered on 779 employees.
The result highlighted the importance of examining employees perception,
employees adjustment to change. Climate and change appraisal factor were
linked with a range of important individual /organizational outcomes as employee
well being, job satisfaction, organizational commitment, turnover intension and
absenteeism.
RATIONALE BEHIND STUDY

In light of industrial and economical growth in India The engineering education is

becoming first priority among the youth of our country, as it gives faster growth in
career and ample opportunity of employment without investing much of time and
money like other sector such as Medical education, Law etc. which take very
long time huge efforts and less potential to become a established medical
practitioner or Lawyer etc.
To satisfy the demand of engineers Indian government now started permitting
private sectors to run the engineering institutions under the regulations of
Regulatory Authority like AICTE and MHRD etc.

Although the academic structure and employment eligibility etc. are directly under
control of these bodies however it is becoming difficult day by day to an institute
to immerge as the best engineering institute among the existing and upcoming
thousands of engineering institutes in the country.

As the nos. institutes are increasing the demand of technically qualified people is
also increasing like other industrial sectors. Every institute wants to engage best

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teachers and staff with it, so they are adopting better HR practices like other
industries to provide the better organizational environment to retain their Human
Resource, resulting educational institutions are now a days behaving more
professionally than earlier conservative system of the education sector.

They more emphasizing on the way employees interact and the way members of
the organization conduct themselves with outsiders (Climate). Presently more
than 3000 engineering institutes are imparting the engineering education in our
country, and they have huge demand of technically qualified and skilled human
resource. It has become necessary for them to create an organizational climate
in such way that can result a professional behavior within the employee and can
help them to retain with the organization for long time.

Human resources are the most vital resources of the organizations and it is
important to provide a congenial HRD climate for the well being of employees.

Not much research work has been done on this topic. It is an area of growing
importance and thus research work is preferred on this topic.

OBJECTIVES

The objective of the study are

• To study the type of HRD climate prevailing in some selected Private

sector Engineering College in Indore.

• To study the differences in the perception of employees on the basis of

gender.

• To study the differences in the perception of employees on the basis of

age.

• To study the differences in the perception of employees on the basis of

age.

HYPOTHESIS

• Private engineering colleges are provide such HRD climate to their

employees which helps them to acquire the capabilities that are needed to
do their present job. .

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 • There is a significant difference in the HRD climate as perceived by Male
an Female staff.

• There is a significant difference in the HRD climate as perceived by elder

employees and younger employees.

RESEARCH METHODOLOGY

STUDY

Design : The study will be exploratory in nature.

Sample : The sample size would be around 100.

TOOLS

Data collection: A structured questionnaire would be used for data collection the
simple random sampling method will be used to collect data.

Data analysis: Different statistical tools will be used to analyze the data.

EXPECTED CONTRIBUTION FROM THE STUDY

The expected contribution from the study is to know the variation in the HRD
climate as perceived by the employees from different cadre and categories of an
Engineering institute and evaluate in the HRD climate as perceived by the
employees from different cadre and categories.

The scope of study is very vital. Not only the human resource department can
use the fact and figure of the study but also the academic department and top
management can take the benefits from the finding of the study.

LIMITATIONS OF THE STUDY

Although the data can be collected from many institutes but this study is focused
on a particular Engineering institute Shri Vaishnav Institute of Technology and
Science as a case study to know the variation and significant difference in the
HRD climate as perceived by the employee of above institute so the data
collected from the employee of SVITS only. However the finding of such study
can be used by all Engineering institutes and other similar organization. Secondly
the KRA more focused on educational environment therefore, perception of the
employee as per study may differ in any other sectors.