HUMAN RESOURCE MANAGEMENT IN DAIRY FARM

Human Resource Management in Dairy Farm

Dr S.P.Sahoo ,Mr S. K. Parida¹&Mr S.K. Dwivedi¹

Director &Agriculture Assistant ¹

Central Cattle Breeding Farm, Sunabeda

Department of Animal Husbandry and Dairying

Govt of India

 

Dairying has played a prominent role in strengthening India’s rural economy. In India it has been proved as an instrument to bring social changes i.e. socio-economic transformation and creation of livelihood opportunity among million of rural life. From these dairying enterprise small, marginal and landless labours derives potential income source for their livelihood. This type of labour is accounts for nearly 70% of total labour mass in rural India. Apart from this, organized Dairy herd and semi mechanized dairy farming also requires involvement of labour mass to meet the management of Dairy farmrequirments. Similarly Dairy processing industry, value addition centers, sweet shops etc also demands more labour mass for routine operations of their respective unit.

Land, labour and capital are the three primary resources in a dairy farm. So Labour is one of the most critical resource and cost of the labourwhich makes up around 15-20% of total farm expensesis second to the cost of feeding. Considering the above line of discussion we may say Labour management in a dairy farm is an essential tool for optimizing overall performance of the animals as well as the financial gain i.e. profit of the enterprise.

 

Importance of Labour Management

Labour management is very much essential in any labour based unit like a dairy establishment because of mass, money and utility. Labour management is aimed at the efficient use of human resources and therefore increased labour productivity. In its turn, greater labour productivity could lead to increased profitability of the enterprise and more leisure time for the farmer and his employees.Labour requirement and it’s proper utilization in dairy farm is the major Financial crunch in receipt of the profit. So better utilization of labour is the main profit flow for a labour intensive establishment like Dairy.Time constraint in production system may be handled properly by utilizing the labour mass effectively.Income source and employment generation issue may be addressed.

 

Classification of Labour

Govt of India’s Ministry of Labour, in 2008 report, classified the un-organizedlabourinto four groups basing on occupation, nature of employment, specially distressed categories and service categories i.e. small, marginal farmers, landless agricultural labourers, sharecroppers. A separate category based on nature of employment includes attached agricultural labourers, bonded labourers, migrant workers, contract and casual labourers.

However the engagement of labour in a dairy establishment/farm is concerned the Labourforce is classified basing on the skill and training which is classified as four types as follows-

1. Unskilled: An unskilled employee is one who doesn’t have knowledge about the farm, they are just ordered to do operations or activities that involve the performance of simple duties, which require the experience of little or no independent judgment, e.g, Farm laborers for cleaning, for watering etc.
2. Semiskilled: His/ Her work is limited to the performance of routine operations of limited scope, where important decisions made by others, e.g, Truck or tractor drivers, grass cutting operator, recorder etc.
3. Skilled: A skilled employee is one who is capable of working efficiently of exercising considerable independent judgment and of discharging his duties with responsibility. She/he must possess through and comprehensive knowledge of the farms. E.g, Technical Officer/ Assistant
4. Highly Skilled: A highly skilled worker is one who is capable of working efficiently and supervises efficiently the work of skilled employees, e.g, Administrative officer, Farm manager etc.

Government Approved Wages of Daily Laborers

According to the above categories of labour the Central government periodically fixed the minimum wages rate for agriculture as well as other allied laborers. As per latest update in April 2020, Central government has revised Area wise Rates of Minimum Wages for Scheduled Employments in the Central Sphere which is as follows-

Agriculture	Category of Workers	Rate of wages per day (Rs.)
		Area A	Area B	Area C
	Unskilled	400	365	362
	Semi-Skilled	438	402	369
	Skilled/Clerical	475	438	401
	Highly Skilled	526	489	438

 

Analysis of LabourRequirement in an organized herd

When agriculture related business employed nearly for 200 days annually at the same time, dairy farming employed for more than 300 days annually. In some areas, it gives employment for whole year too.

1. Expenditure wise Analysis- In dairy farming, if we take count of day total expenditure then approximate expenses for feedis 60-65 %, at the same time, expenditure per labor becomes 15-20%. So labour is the 2^nd highest expenditure in a dairy establishment.
2. Activities wise analysis- Labour requirement for Milking is more than 50%, for Feeding more than >25%, for Cleaning more than >15%.
3. Animal wise analysis- It is estimated that nearly 38 no. of labor is needed for 40-50 no. of cows, 27 laborers are for 50-80 no. of cows and 18 laborers are needed for more than 80 no. of cows.

For details of labour utilization/Labour requirement of different types of dairying activities is as below :

Sl No.	Type of work/Name of operation		Labour Requirement
A. Milking
1.	Hand Milking (Milking alone)	1 milker for 10-12 cows/ buffaloes for 3 times milking or 15-18 cows/buffaloes for 2 times milking.
2.	Machine milking	40 cows per milker
3.	Cleaning of milk byre	One sweeper for 100 animals
4.	Collection of milk	One attendant
5	Supply of Concentrates	One attendant for 400 animals
6	Cleaning, washing, collection & securing of milking animals	One attendant for 150 animals
7	Milk recording	One recorder
8	Washing of milk utensils	One attendant for 100 cow unit
B. Feed Handling
1	Chaffing of fodder, power driven chaff-cutter	One attendant for 40 quintals (Max 5 attendants per chaff cutter)
2	Supply of chaffed fodder to various classes of animals & distribution of fodder in to the manager	One attendant for 200 adult animals or 300 young stock
3	Distribution of feed among the animals	One attendant for 400 animals
C. Cleaning of Sheds & Care of Stock
1	Bulls: Cleaning of bull pens & bulls, feeding of concentrates and fodder, grooming and exercise of bulls & semen collection	One attendant for 4-5 bulls
2	Down calvers: Cleaning of pens, cleaning & feeding of pregnant animals and training of pregnant heifers	One attendant for 15-20 animals
3	Cows-in-Milk: Cleaning of pens, feeding, washing and bathing	One attendant for 30-35 animals
4	Calving and care of new born calves	3 attendants for round the clock duty, 8 hours each
5	Milking of colostrum, feeding of new born calves up to 5 days, cleaning of calf pens	One attendant for 10-15 calves/cows/buffaloes
6	6 days to 1 month old calves cleaning of pens, cleaning & feeding of calves	One attendant for 20 calves
7	1 month to 3 month old calves: Cleaning of pens, grooming & cleaning of calves, feeding of concentrates, fodder and milk to the calves	One attendant for 15-16 calves
8	3 month to 6 month old calves: Cleaning of pens, cleaning and feeding of calves	One attendant for 25 calves
D. Veterinary Dispensary Treatment Work
1	Collection of sick animals, securing, helping in treatment and their feeding as indoor patient	One attendant for 10 animals
2	Helping in post-mortem and disposal of carcass	One sweeper
E. Heat Detection
1	Heat detection in the paddock taking the animals for insemination	2 attendants, one for day time and one for night time for 500 adult animals
F. Maintenance of Farm Machinery
1	Chaff cutter, bullock cart, lawns, roads	3 helpers and one mechanic
G. Office Work
1	Distribution & collection of dak correspondence, cleaning of office, helping in supply of store materials etc.	One attendant

 

Labour efficiency measure

Labourefficiency can be derived by different mathematical formulae which may not stands good for livestock based enterprise. This is because of qualitative output measure is a difficult task in this case.   However in certain activities the same formula may work well. For example washing of animals is a qualitative parameter, how neatly it is being done but if you will count by nos of animal washed then it is a quantitative parameter. So in this case fixing the qualitative parameter in certain point the quantitative parameter may be considered for this calculation. Similarly the milking of Animals- here milk quantity does not matter as it is primarily dependent on cow butnos of animal milked may be considered for quantitative parameter.  Now question comes how we will measure the efficiency in dairy farm?

Experience and skillful knowledge on particular activities will help to measure the work efficiency in a dairy herd in very simple way. Assigning same or similar piece of work to different person and examine the time consumption and quality of work. Apart from that responsibility, attitude for completion of the assigned work may also taken into consideration. Similarly change in type of work and willingness for different type of work also valuable points for labour efficiency consideration. For example Person A is a bestmilker but not fits for other work and Person B is a Shed cleaner but knows milking well. So for me the efficiency of Person B is far better than A. Regularity and punctuality also be an indirect yardstick for labour efficiency.

Strategies for betterLabour utilization in dairy herd

1st- Analysis of labourrequirement including daily or periodical operation

Example- No of person required for daily  (milking) and for specific periodic operation/ work (white washing)

2nd- Categorization of labour for different farm activities

Example- Milker, Fodder Harvester, Shed cleaner, Animal attendant etc.

3rd- Engage the labour, assign the duty and analyse the output ( efficiency measure)

Example-  Person A is better than B for Milking Person B is better than C for shed cleaning

4th- Plan for round the clock duty as per requirement of farm activity (may be shed wise or activity wise)

Example- Shift A (5.00AM to 1 PM) 8 hour 60% labour as main time investment for Morning milking, feeding, shed cleaning, dung lifting

Shift B (1.00AM to 9 PM) 8 hour 30% labour for evening milking, shed  cleaning, feeding

Shift C (9.00AM to 5 PM) 8 hour 10% labour Animal attendant only

5th- Training for minimum 30 to 40 % of  labour  for all the farm activity and the trained personnel may be utilized as replacement in absence of desired labour power. Never be dependant for a single labour for an important activity.

Example- In a dairy herd of 20 labour,minimum  6 to 8 person must be  trained for for all short of activities. In case of absence of any labourhis service may be utilized.

6th-Planning and replanning for labour requirement must be analysed regularly as per the need

Example- After culling of animal there is less requirement similarly after introduction of animal more labour is required.

7th- Efficiency vs specialization for work management must be taken into consideration.

Example- Educated labour helps in animal numbering and recording of milk so may be engaged in that activities though he is not a painstaking worker.

 

8th-Economics of mechanization by replacement of human recourses must be calculated before mechanization.

Example- Before purchase of milking machine we must have to calculate the working cost of milking machine like electricity consumption, lubricant oil etc and compare the cost with the labour cost here the payment of milker.

 

Points for enhancing the Labour efficiency

Labour efficiency can be enhanced by encouraging their effort timely. So the following points must be considered to increase the labour efficiency in a organized dairy herd.

• Grouping of Animal regularly for same activities in a place.
• Payment must be output or target oriented.
• Part of extra profit must be shared with the labour who contributed for that profit. So that they will be encouraged.
• Extra payment for extra work must be practiced.
• Labour welfare must be taken care.
• Protection kits like gumboot, dress, rainy coat etc must be provided.
• Timely gift for best worker to encourage the worker mass.
• Efficient labour may teach other labour on his skill for better output.
• Interim training for labours must be facilitated for smooth functioning of different dairying activities.

Fundamental Rights of Labour

There shall be equal opportunity for all citizens to work in any organization/ farm.No citizen shall on grounds only of religion, race, caste, sex, descent, place of birth, residence or any of them, be ineligible for, or discriminated against in any employment or office.

Working Hours –A worker can’t be employed for more than 48 hours in a week. They should take at least half an hour rest in every 5 hours of work. So, total period of work inclusive of rest interval shouldn’t be more than 10.5 hours. If a worker works more than the 48 hours a week, overtime allowance/ wages at the rate of double wages are payable. Total working hours including overtime shouldn’t exceed 60 hour in a week. Weekly holiday is compulsory. If he is asked to work on weekly holiday, he should have full holiday on one of 3 days immediately after the normal day of holiday.

Employment of Women –Women workers can’t be employed beyond the hours 6 AM to 7 PM. At the workplace, occupational safety and adequate protection should be given to women workers. For example, if a women is pregnant, than she should allow to do mental work rather than physical work.

Child Employment –Child below age of 14 can’t be employed. Child above 14 but below 18 years of age can be employed only for 4.5 hours per day in day time only and therefore facilities for half labour system should be obeyed. He should be certified fit by a certifying surgeon. He can’t be employed during night between 7 PM to 6 AM. A person over 18 years of age can be employed as an adult.

LabourWelfare Activities in Dairy farm

Welfare of Labour in Farm or Establishment- Toilet facilities should have inside the farm. If women workers have employed in that farm than separate toilet facilities are needed for them. There should have facilities for rest room or lounge, drinking water, medical kits to save from accident or any diseases. For security purpose, there should have safety kits for them. From time to time, an observation committee should made by administration to check the lacuna in welfare of labour.

Labour Welfare Outside the Establishment- Facilities for pregnant women, social insurance, hospital facilities, reward by incentives, monthly pension should be given. Employer should give focus on welfare of labour as well as member of his family. There should be facilities for game or cultural programme and different types of education. They should give facilities for quarter and movement between Inter or Intra state transportation for tour purposes. Mainly, focus should be given on financial and family welfare of labour.

List of Acts Governing Various Aspects of Labour and Employment

Various acts are there in the constitution for the betterment of labour. Some of them are listed below-

1.	Social Security	The Employees’ Compensation Act, 1923	Provide financial protection to worker and their dependents in case of any accidental injury arising or causing either death or disablement of the worker.
		The Employees’ State Insurance Act, 1948	Providing certain benefits to employees in case of sickness, maternity and injury.
		The Employees’ Provident Funds & Miscellaneous Provisions Act, 1952	Provide for the institution of provident funds, pension funds, and deposit-linked insurance funds for employee.
		Payment of Gratuity Act, 1972	Payment of gratuity to employees engaged in factories, mines, oilfields, plantations, ports, railway companies, shops or other establishments.
		The Employees’ Family Pension Scheme, 1971	Regular monthly amount which an employer will pay to a person who belongs to the family of the employee in the event of the death of the employee.
2.	Welfare Fund	The Labour Welfare Fund Laws (Amendment) Act, 1987	Provides for the constitution of the Labour Welfare Fund to promote and carry out various activities conducive to the welfare of labour in the State.
3.	Wages and Bonus	The Payment of Wages Act, 1936	Regulate the payment of wages to certain classes of employed persons.
		The Minimum Wages Act, 1948	Fixing of minimum rates of wages in certain employment.
		The Payment of Bonus Act, 1965	Provides for the payment of bonus to persons employed in certain establishments in India either on the basis of profits or on the basis of production or productivity.
4.	Industrial Relations	The Trade Unions Act, 1926	Registration of Trade Unions in India and for the protection of the same.
		The Industrial Employment (Standing Orders) Act, 1946	Aims to bring uniform terms and conditions of service in various industrial establishments.
		The Industrial Disputes Act, 1947	Investigation and settlement of industrial disputes in any industrial establishment.
5.	Equality and Empowerment of Women	The Equal Remuneration Act, 1976	Provides for the payment of equal remuneration to men and women workers for the same work and prevents discrimination, on the ground of sex, against women in the matter of employment, recruitment and for matters connected therewith or incidental thereto.
		The Maternity Benefits Act, 1961	Regulates the employment of women in certain establishments for a certain period before and after childbirth and provides for maternity benefits.
6.	Miscellaneous	The Child Labour (Prohibition and Regulation) Act, 1986	Prohibits the employment of a child below the age of 14 years in work in any factory or mine or engagement in any other hazardous employment.
		The Contract Labour (Regulation and Abolition) Act, 1970	Regulates the employment of contract labour in certain establishments and provides for its abolition in certain circumstances.
		Sexual Harassment at Workplace (Prohibition, Prevention and Redressal) Act, 2013	Provide protection against sexual harassment of women at workplace and prevention and redressal of complaints of sexual harassment and for matters connected therewith.

 

Conclusion

Labour is the the critical human resource for a dairy farm management. The employer should undertake a numbers of initiatives to make labour mass for more productive and remunerative. At the same time, it is also very much important to have a stable and stress free working environment. In India there is a paucity of research findings particularly in dairy farming, So there is a need to study the labour utilization pattern in dairy sectoralong with their welfare under small,marginal and large dairy productionsystem. This would benefit the researcher andpolicy makers to understand the gaps, welfare issuesand formulate strategies for interventions.Proper management can lead to happy cows, happy employees, and financial success in a dairy farm.

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