An observed Research on OCTAPAC Culture at Excel Industry

Chirag V Vyas
(Student Diploma Labour Laws and Practices DLLP- M.K. Bhavnagar University, Bhavnagar)
Email Id: chiragvyas2004@gmail.com

Abstract
Organizational climate has been a popular concept in theory and research for sometime and has
received a great deal of attention in the past 25 years. Guion (1973) has stated that, The construct
implied by the term organizational climate may be one of the most important to enter the thinking
of industrial psychologists in many years.
The positive HRD climate renders the existing systems more effective and makes the organizations
more receptive to the introduction of relevant additional system. Organizations differ in the extent to
which they have these tendencies. Some organizations may have some of these tendencies, some
others may have only a few of these and a few may have most of these. Recognizing the importance
of HRD climate assess General climate, OCTAPAC (Openness, Confrontation, Trust, Autonomy,
Probation, Authenticity and Collaboration) culture and implementation of HRD mechanisms.
This paper deals with the concept of HRD, OCTAPAC and other aspects prevailing at excel crop care
limited in the form of a research study.
Keywords: HRD, OCTACPAC, Case Study, Excel Crop Care Ltd.

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

Meaning of HR + D + Climate
HR means employees in organization, who work to increase the profit for organization.
Development, it is acquisition of capabilities that are needed to do the present job, or the future
expected job.
After analyzing Human Resource and Development we can simply state that, HRD is the process of
helping people to acquire competencies.
Climate, this is an overall feeling that is conveyed by the physical layout, the way employees
interact and the way members of the organization conduct themselves with outsiders. (It is provided
by an organization.)

 Objective of Study
The study intends to achieve the following objective:
To study the type of HRD climate prevailing in Excel Crop Care.
To study and understand the change in HRD Climate in Excel Crop Care.

Literature review
Chalam and Srinivas (2005) in their study Genderwise Perceptions and Attitudes on HRD Climate in
Indian Banking Sector, examine the basic disagreement with respect to HRD Climate in the selected
branches of SBI.
Vijaya Banu (2007) in his study A Study on HRD Climate with Special Reference to Public Sector
Cement Corporation, concluded that to survive and excel in the new economy, the HRD climate is of
crucial importance to the Indian public sector organizations.
Jain, Singhal, and Singh (1996) conducted a study, HRD Climate in Indian Industry, in two public
sector organisations i.e. BHEL and NFL and concluded that the HRD climate is mainly a function of
the effectiveness variables including individual efficiency, organisational efficiency and productivity,
and the HRD variables including management policy on HRD, organisation development, role
analysis and training.

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

Research
Good instincts and intuition certainly play important roles in business. But gut feelings about your
customers needs and preferences arent enough. If you want to minimize risk and improve your
chances of success, you need sound, objective data. Thats where market research comes in.

Sampling Techniques, Size and Unit

For the purpose of the study, the researcher selected the respondents of Excel Crop Care Ltd. on the
basis of on the basis of non-probability random sampling. Sample Size is 50
Methods of Data Collection:
The Primary Data are those which are collected afresh and for the first time, and thus happen to be
original in character. he Secondary Data, on the other hand, are those which have already been
collected by someone else and which have already been passed through the statistical process. he
researcher would have to decide which sort of data he would be using (thus collecting) for his study
and accordingly he will have to select one or the other method of data collection. The methods of
collecting Primary and Secondary data differ science Primary Data are to be originally collected,

while in case of Secondary Data the nature of data collection, with the pros and cons of each
method.

Questionnaire
OCTAPAC Culture questionnaire developed for the Excel crop care ltd.
Gender Wise Distribution of Respondents
Table A

Employees
Gender
N
47
3
50

Male
Female
Total

Percent
94%
06%
100%

Graph A1

Age Wise Distribution of Respondents

Graph A2

Table A2

Age
Below 35
Above 35
Total

Employees
N
14
36
50

Percent
28%
72%
100%

Qualification Wise Distribution of Respondents

Graph A4

Table A4

Educational
Qualification
Graduate
Post Graduate
Total

Employees
N
32
18
50

Percent
64%
36%
100%

Q.1 People trust each other in this organization.

Q. No.
1
Respondents
Percentage
Value
Q. No.
29

5
60

5
Almost
Always True
12

Mostly True
28

3
Sometimes
True
10

24%

56%

20%

4
112

3
30

2
0

1
0

TOTAL
202

MEAN
13.46667

2
Rarely
True

Not At all True

0

00%

00%

SD
11.489125

CV
85.31529

Q.2 Employees are not afraid to express or discuss their feelings with their superiors.
Q. No.
2
Respondents
Percentage
Value
Q. No.
30

5
80

5
Almost
Always True
16

Mostly True
22

3
Sometimes
True
10

32%

44%

20%

4
88

3
30

2
4

1
0

TOTAL
202

MEAN
13.46667

2
Rarely
True

Not At all True

0

04%

00%

SD
9.2736185

CV
68.8635

Q.3 Employees are not afraid to express or discuss their feelings with their subordinates.
Q. No.
3
Respondents
Percentage
Value
Q. No.
31

5
90

5
Almost
Always True
18

Mostly True
20

3
Sometimes
True
10

36%

40%

20%

4
80

3
30

2
2

1
0

TOTAL
202

MEAN
13.46667

2
Rarely
True

Not At all True

0

04%

00%

SD
9.0553851

CV
67.24296

Q.4 Employees are encouraged to take initiative and do things on their own without having to wait for instructions
from supervisors.
Q. No.
4
Respondents
Percentage
Value

5
Almost
Always True
12

4
Mostly True
22

3
Sometimes
True
12

24%

44%

24%

2
Rarely
True

Not At all True

0

08%

00%

Q. No.
32

5
60

4
88

3
36

2
8

1
0

TOTAL
192

MEAN
12.8

SD
8.4852814

CV
66.29126

Q.5 Delegation of authority to encourage juniors to develop handling higher responsibilities is quite common in
this organization.
Q. No.
5
Respondents
Percentage
Value
Q. No.
33

5
70

5
Almost
Always True
14

Mostly True
22

3
Sometimes
True
10

28%

44%

20%

4
88

3
30

2
8

1
0

TOTAL
196

MEAN
13.06667

2
Rarely
True

Not At all True

0

08%

00%

SD
8.6023253

CV
65.83412

Q.6 When seniors delegate authority to juniors, the juniors use it as an opportunity for development.
Q. No.
6
Respondents
Percentage
Value

5
Almost
Always True
10

4
Mostly True
24

3
Sometimes
True
10

48%
Table 5.67
Q. No.
5
4
3
2
1
TOTAL
34
50
96
30
12
0
188
Table 5.68
Q.7 Team spirit is of high order in this organization.
Q. No.
7
Respondents
Percentage
Value
Q. No.
35

5
60

20%

MEAN
12.53333

5
Almost
Always True
12

Mostly True
20

3
Sometimes
True
14

24%

40%

28%

4
80

3
42

20%

2
4

1
2

TOTAL
188

MEAN
12.53333

2
Rarely
True

Not At all True

0

12%

00%

SD
8.8317609

2
Rarely
True

CV
70.46618

Not At all True

2

04%

04%

SD
7.8740079

CV
62.82453

Q.8 When problems arise people discuss these problems openly and try to solve them rather than keep accusing
each other behind the back.
Q. No.
8
Respondents
Percentage
Value
Q. No.
36

5
70

5
Almost
Always True
14

Mostly True
16

3
Sometimes
True
12

28%

32%

24%

4
64

3
36

2
12

1
2

TOTAL
184

MEAN
12.26667

2
Rarely
True

Not At all True

2

12%

04%

SD
5.8309519

CV
47.53493

Q.9 Career opportunities are pointed out to juniors by senior officers in the organization.
Q. No.
9
Respondents
Percentage
Value

5
Almost
Always True
14

4
Mostly True
12

3
Sometimes
True
20

28%

24%

40%

2
Rarely
True

Not At all True

0

08%

00%

Q. No.
37

5
70

4
48

3
60

2
8

1
0

TOTAL
186

MEAN
12.4

SD
8

CV
64.51613

Q.10 The organizations future plans are made known to the managerial staff to help them develop their juniors
and prepare them for future.
Q. No.
10
Respondents
Percentage
Value
Q. No.
38

5
70

5
Almost
Always True
14

Mostly True
20

3
Sometimes
True
10

28%

40%

20%

TOTAL
192

MEAN
12.8

4
80

3
30

2
12

1
0

2
Rarely
True

Not At all True

0

12%

00%

SD
7.6157731

CV
59.49823

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

References
1. Barney J B and Wright P M (1998), On becoming a Strategic Partner: The Role of HR in
gaining competitive advantage, Human Resource Management,37:31-46.
2. Barney, J. (199l). Firm resources and sustained competitive advantage. Journal of Management,
17: 99- 120.
3. Bhamidipati, Ravi and Makhijani, Rajer (2003), Changing Mindsets, Background Papers,
AIMA 30th National Management Convention, September 15-17.
4. Bhardwaj Gopa and Mishra Padmakali (2002) HRD Climate: an empirical study among private
sector managers ,IIJR July 2002,38(1)
5. Jain V K, Singhal K C and Singh V C (1997), HRD Climate in Indian Industry,Productivity,
37(4) : 628-639.
6. Vyas Chirag V (2012), An Empirical Research on HRD Climate prevailing in Excel Crop Care
Ltd,. Bhavnagar, Excel Crop Care Library resource, 22 44