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International Referred Research Journal, May, 2011. ISSN- 0974-2832 RNI-RAJBIL 2009/29954.VoL.

Research Paper- Management
* Mr. A.K. Subramani **Mr. N. Akbar Jan
May, 2011
* Asst, Prof, & Head,MBA Deptt, Vel R.s College Of Management Science Avadi, Chennai
** Asst. Prof,-MBA, Vel Tech DR.RR & DR.SR Technical University, Avadi Chennai
INTRODUCTION in the study. 2. Factor analysis and cluster analysis are
Organizational climate change: The success of an orga- applied to obtain the factors of HRD climate and clas-
nization depends to a large extent upon the capabilities, sification of employees.
competence, efficiency and effectiveness of its human Limitation of the study:
resources. M.N. Kulkarni observed that "HRD is an aid The present study is limited on the basis of the
to the efficient running of the enterprise". It is now a firm following domains.
belief that the organizations can improve their effective- 1. Only few climate elements are concentrated for the
ness and productivity through the development of respective 3 different level executives. A special are is
human beings. taken to bring the impact of climate in the form of limited
Organizational climate and organizational goals: number of specified variables. 2. All data were collected
Climate is helpful in the fulfillment of commit- from the IT industry. A broad generalization of the re-
ted goals of an individual, organization and society. It sults obtained may not hold good for all the organiza-
increases the capabilities and efficiency of an individual tion in the state or country.
which is likely to reflect itself in the long run in the well- Level of satisfaction of various
being of the individual good reputation of the institu- determinants of Organizational climate In this
tion and ultimately the well-being of the society. Climate study the various determinants like recruitment and
developed a clear idea for what it wanted to accomplish selection, training and development, career advance-
and then waited and watched for just the right oppor- ment, wages and allowances, promotion, welfare and
tunity". social security, working condition, level of workers
Objectives of the Study: participation, collective bargaining, standard of safety,
The following are the core objectives of the study. They performance appraisal style of leadership, work load,
are: 1. To analyze organizational climate suitable for the communication facilities, recognition of merit, author-
HRD objectives, needs, and practices of HRD in IT ity and responsibilities, human relations, grievances
companies. 2. To study the existence of different objec- handling as such in the questionnaire have been con-
tives of organizational climate in IT industry. sidered. The respondents are requested to express their
Hypotheses: opinion in 5-point scale ranging from 1-stronglydisagree,
Different levels of management are independent of dif- 2- disagree and 3-neutral, 4-agree and 5-strongly agree.
ferent HRD climate. So a one-sample t-test is applied and following results
The objectives of the study are based on three Organizational climate in IT organizations
level executives Top, Middle and Lower. So the ques- forces the Top-level executives to implement HRD in the
tionnaires are formed for top, middle and lower level organization to accrue the benefits in the form of indi-
executives. This information got through questionnaire vidual efficiency, organizational efficiency, productiv-
and also interacting personally with all levels of execu- ity and environmental change. it is observed from one-
tives in IT companies. These personal interviews gave sample statistics table that the mean values of determi-
useful and perfect information for further statistical nants of Organizational climate is greater than 2. The
analysis. significance with the test value 2 is presented in the
Sample size table.
Sample that is chosen for the study covers all Factor one consists of the variables:
parts management of IT companies in Chennai. Career advancement avenue (.885) Recruit-
Statistical tools used ment and selection process (.838) Performance appraisal
1. One sample t-test is applied to obtain the predominant process (.828) Human relation (.793) Welfare social
factors of climate and significant difference among them security (.759) Grievances Handling Procedure (.753)

International Referred Research Journal,May, 2011. ISSN- 0974-2832 RNI-RAJBIL 2009/29954.VoL.III *ISSUE-28
Table 1.1 one- sample statistics for various determinats Table 1.2 Rotated Component Matrix for pre- dominant
of organizational climate factors of Organization Climate
Mean Std. Deviation Std. Error Mean 1 2 3
LOS1 3.3700 .78695 .07870 LOS3 .885
LOS2 3.4800 .68873 .06887 LOS 1 .838
LOS3 3.3500 .78335 .07833 LOS11 .828
LOS4 3.0800 .77434 .07743
LOS5 3.1400 .80428 .08043 LOS17 .793
LOS6 3.6100 .58422 .05842 LOS6 .759
LOS7 3.8100 .44256 .04426 LOS18 .753
LOS8 3.6400 .55994 .05599 LOS 15 .746
LOS9 3.4500 .57516 .05752
LOS10 3.7000 .59459 .05946 LOS 4 .729
LOS11 3.4000 .75210 .07521 LOS 2 .728
LOS12 3.6600 .51679 .05168 LOS 5 .581
LOS13 3.5400 .64228 .06423 LOS 8 .842
LOS14 3.8100 .44256 .04426
LOS15 3.3400 .69949 .06995 LOS 12 .828
OS16 3.7700 .50960 .05096 LOS 13 .787
LOS17 3.4400 .74291 .07429 LOS 16 .747
LOS18 3.4200 .71322 .07132 LOS 7 .729
Recognition of merit (.746) Wages and allowances (.729) LOS 14 .517
Training and development (.728) Promotion transfer LOS 10 .876
policy (.581) so this factor is named as organizational LOS 9 .699
culture. Factor two has been formed through these
variables level of workers participation (.842) style of the major factors organizational culture, work environ-
leadership (.828) work load (.787) authority and respon- ment, safety and negotiation. They demand safety and
sibilities (.747) working condition (.729) communication negotiable settlements to their problems. The top-level
facilities (.517) so this factor is identified as work envi- executives are very much enthusiastic in implementing
ronment. Factor three comprises the variables standard the HRD elements, management policy in favor of HRD,
of safety (.876) collective bargaining process (.699). performance appraisal and organizational development
CONCLUSION for the smooth conduct of organization.
Therefore it is suitably called as safety and Organizational climatic conditions are yet to
negotiation so it is concluded that the organizational be implemented in its true sense with organizational
climate of employees in orchid chemicals depends upon development.

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