Hr Practices in Wind Energy Sector

Abstract

ABSTRACT newlineBy providing direct and indirect employment to hundreds of skilled, semi-skilled and unskilled workers, the wind energy industry occupies a unique place in the economic development of the densely populated, industry-starved Kanyakumari newlineDistrict in Tamil Nadu. Using primary data collected from 350 employees of 30 wind energy organizations and secondary data provided by the managerial personnel of these organizations, HR Practices in Wind Energy Sector , analyses the HR practices prevailing in the wind energy organizations in the Aralvaimozhi region of Kanyakumari District newlineDepending on the size of the wind energy organization, its level of operation, rate of growth and future expansion and production programmes, the recruitment and selection of employees differ from organization to organization. While some organizations have a sound promotion policy, others do not have any hard and fast rules for promotions. Other than an on-the-job training for new comers, the employees are not given any specified training. Though the wind energy organizations are under-staffed and the current work load is high, the salary in this industry is comparatively low. Welfare facilities available are insignificant and in most of the wind energy organizations the employees are denied even the statutory leave facilities. None of the organizations has a permanent qualified medical officer or para-medical staff and the employees have to depend upon medical facilities available elsewhere. The organizations fail to redress the grievances of employees and do not motivate them to perform better. Though the employees are moderately pro-union, they do not have any union to defend them and this allows the organizations to threaten their employees and punish erring employees severely. newlineAnalysis of the primary data by t-test shows that there is significant relationship in the opinion of the respondents with reference to recruitment and selection practices, training, pay and allowances, job description, leave facilities, working conditions an