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Assam Agricultural University, Jorhat

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Assam Agricultural University is the first institution of its kind in the whole of North-Eastern Region of India. The main goal of this institution is to produce globally competitive human resources in farm sectorand to carry out research in both conventional and frontier areas for production optimization as well as to disseminate the generated technologies as public good for benefitting the food growers/produces and traders involved in the sector while emphasizing on sustainability, equity and overall food security at household level. Genesis of AAU - The embryo of the agricultural research in the state of Assam was formed as early as 1897 with the establishment of the Upper Shillong Experimental Farm (now in Meghalaya) just after about a decade of creation of the agricultural department in 1882. However, the seeds of agricultural research in today’s Assam were sown in the dawn of the twentieth century with the establishment of two Rice Experimental Stations, one at Karimganj in Barak valley in 1913 and the other at Titabor in Brahmaputra valley in 1923. Subsequent to these research stations, a number of research stations were established to conduct research on important crops, more specifically, jute, pulses, oilseeds etc. The Assam Agricultural University was established on April 1, 1969 under The Assam Agricultural University Act, 1968’ with the mandate of imparting farm education, conduct research in agriculture and allied sciences and to effectively disseminate technologies so generated. Before establishment of the University, there were altogether 17 research schemes/projects in the state under the Department of Agriculture. By July 1973, all the research projects and 10 experimental farms were transferred by the Government of Assam to the AAU which already inherited the College of Agriculture and its farm at Barbheta, Jorhat and College of Veterinary Sciences at Khanapara, Guwahati. Subsequently, College of Community Science at Jorhat (1969), College of Fisheries at Raha (1988), Biswanath College of Agriculture at Biswanath Chariali (1988) and Lakhimpur College of Veterinary Science at Joyhing, North Lakhimpur (1988) were established. Presently, the University has three more colleges under its jurisdiction, viz., Sarat Chandra Singha College of Agriculture, Chapar, College of Horticulture, Nalbari & College of Sericulture, Titabar. Similarly, few more regional research stations at Shillongani, Diphu, Gossaigaon, Lakhimpur; and commodity research stations at Kahikuchi, Buralikson, Tinsukia, Kharua, Burnihat and Mandira were added to generate location and crop specific agricultural production packages.

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  • ThesisItemOpen Access
    HUMAN RESOURCE MANAGEMENT IN TEA ESTATES OF ASSAM
    (AAU, Jorhat, 2021) Dowerah, Uttam; Saikia, R S
    Tea production plays an important role in the Indian economy. It is a key source of foreign exchange earnings and is the largest provider of formal employment in the country. It is a major industry of Assam. It is one of the most work serious enterprises on the planet keeping up an enormous number of work powers in the whole procedure of tea production i.e. from plantation of tea saplings to the final produce. It requires workers throughout the year and involves both male and the female workers for different jobs. The workers are the integral part of the tea industry, but also to manage them in proper direction, the Executive board, office staff, garden staff, etc. are also integral part of the whole system. To manage these huge amounts of human resources in proper direction to get a good result for the benefit of the tea estate is very critical and so that they take various major strategies. There are total 74 numbers of tea estates in Golaghat district of Assam. Out of these, 45 numbers of tea estates have their own tea processing unit. Golaghat district is considered as intensity of big tea estates in comparatively high and also production of tea is comparatively high in Assam and quality of tea is also good. Therefore, to conduct this study 5 numbers of large tea estates out of the 45 tea estates of Golaghat district are selected randomly, which have their own tea processing unit. The recruitment and selection criteria for different positions of human resources were differ from tea estate to tea estate based on their company’s rules and regulations. The tea estates follows all the guidelines provided by the Government of India through various acts or boards to manage the workers and employees properly in terms of proving facilities, bonuses, incentives, leaves, etc. The working hours for all the employees and the workers in all the studied tea estates were same i.e., 8 hours per day for both male and female. Based on tea production the whole financial year is divided into two seasons i.e., On Season and Off Season. During the On Season tea production increases so, the tea estates need more workers to maintain the same level of production due to this reason, tea estates hire the temporary or casual workers. But during the Off Season tea production declines, so the tea estates need less workers than the On Season due to reason and to manage their income in proper way tea estates do not hire the temporary or casual workers during the Off Season. From this study, it was observed that in four tea estates out of five of the studied tea estates, the percentage of workers decreased during the Off Season was in between 35-50% but in Methoni tea estate due low number of temporary workers, the percentage of workers decreased during the Off Season was 23%. The total cost on workers during the Off Season in all the studied tea estates were seen decreased by 40-60 % due absence of temporary workers and the less amounts spent on incentives. The tea estates having both own and bought leaf factory or processing unit earned more income than the tea estates having only own leaf factory. Due to which, they spent less percentage of their income on the workers’ cost than the tea estates which have only own leaf factory. The tea estates were having both own and bought leaf factory spent about 10-20% of their income on the workers’ cost but the tea estates having only own leaf factory spent about 30-45% of their income on the workers’ cost. Also because of this reason the total income per hectare of the tea estates having both own and bought leaf factory were comparatively higher than the tea estates which have only own leaf factory. Also the cost on workers per hectare showed an inverse relationship along with the registered area of the tea estate. The kind of constraints faced by the tea estates in management of human resources in the studied tea estates were mainly due to the geographical position of the tea estates, socio economic nature of the tea estates, etc.