Indian Streams Research Journal

SELF-HELP GROUPS FOR POVERTY ALLEVIATION:

A CASE STUDY OF KRISHNAGIRI DISTRICT.

M.S.PREMAPRIYA  AND  L.MANIVANNAN

Assistant Professor,
School of management studies,Anna University: Chennai.
Reader,
Department of Corporate Secretaryship,Erode Arts College,Erode.

Abstract:

Poverty is almost a societal unhappiness, polluted in an every socio-economic 

zone, range itself among all over the underprivileged section of the population steadily. 

The  concerned  paper  basically  assessing  the  role  of  Self-help  group  approach  in 

eradication of poverty, its successiveness in generating income and the impact of micro 

credit  on the empowerment of the women members of the self-help groups. The study is 

primarily based on the field survey, conducted in the Krishnagiri District This study 

takes into explanation the members of the self-help groups for healthier understanding 

the  practice  through  which  they  build  up  their  income  generating  foundations.  To 

number out the impact self-help groups in these instructions a simple chi-square tests as 

well as the t-test have been used to remedy the fluctuations that have been took place due 

to addition of group approach in the field of rural growth. The results show that self-help 

groups promote awareness among the women members and provide necessary chances 

to struggle with poverty. Further the self-help groups have come out as a substantial 

factor in generation of income and occupations of the members which also necessitate 

conditions like better distribution of the micro credit to the members and these effects 

should be taken care of for getting more active victory in this area.

KEYWORDS -
Self-help groups, poverty alleviation, income generation.
INTRODUCTION
The Indian economy has been witnessing a drastic change since Mid – 1991, with new policies of
economic liberalization, globalization and privatization initiated by the Indian government. It is only from
the fifth five year plan (1974 – 1978) onwards that their role has been explicitly recognized with a market
shift in the approach from women welfare to women development and empowerment. In the words of
former president APJ Abdul Kalam “empowering women is a pre requisite for creating a good nation; when
women are empowered, society with stability is assured. Empowerment of women is essential as their
thoughts and their value systems lead to the development of a good family, good society and ultimately a
good  nation”.  Empowerment  is  a  process  of  awareness  and  capacity  building  leading  to  greater
participation, to greater decision making power and control and transformative action. Empowerment of
women signifies harnessing women power by conscientising their tremendous potential and encouraging
them to work towards attaining a dignified and satisfying way of life through confidence and competence as
person with self – respect, rights and responsibilities. Empowerment as a concept was introduced at the
International  women's  conference  at  Nairobi  in  1985.  The  conference  defined  empowerment  as  “A redistribution of social power and control of resources in favor of women. Empowerment is a multi –
faceted process which encompasses many aspects i.e enhancing awareness, increasing access to resources
of economic, social and political etc.” In recent years women empowerment has become a subject of great
concern for the nations all over the world especially in poor and developing countries. The impact of
globalization is seen eventually on position of women in some form or other in most of the developing
countries with the variation of degree.
Area of the Study, Data Base, Sample Design and Analytical Tool of the Study
The present study is conducted on the role of SHG for poverty alleviation. The area of study is
confined to the Krishnagiri. Both primary and secondary data were used for the study. The primary data are
collected with the use of a set of structured schedule which were basically administered to the members of
SHGs in selection basis. The secondary data will be collected from various reports of the government,
NGOs, NABARD, DRDA,  documents  of  Self-help  groups  and  other records  of  the  banks. The  data
included information on fund size, group size, and volume of savings, occupational status and functions of
the groups. The sample for fulfilling the research work was collected through two stages stratified random
sampling technique. The total 615 sample SHGs were selected from the Krishnagiri District. In order to
elicit relevant information from both primary and secondary data and to achieve above stated objectives,
the present study used descriptive statistical tool like averages, percentages, chi-square (2) test and t-test to
draw policy relevant conclusions.
REVIEWOFLITERATURE
Dhamija et al (1981)1  in his articles entitled “Links with traditional markets should be preserved
while new markets are sought. Existing institutions which could help in the development of technical
training, marketing, and credit should be utilized. A well motivated and competent technical staff and
proper management are important elements of a successful project. Caution is necessary in developing
handicrafts, because of the danger of exploitation and increase in the burdens already borne by women.
Chen (1983)3 in his articles entitled “Most women who live in the slums of Madras work as smallscale traders and vendors, their earnings often providing over half the family income. Interviews with these
women revealed that their primary concern was increasing their earning capacity.
Mazumdar (1984)4 in his articles entitled “Various working groups have identified strategies to
reverse the economic marginalization of women, but acceptance of their recommendations has been halting
and ambivalent. The response from implementing agencies has been extremely slow and unimaginative.
The government faces problems of slowing economic growth, inflation, and rising poverty, and has not yet
given priority to the issues of women's employment and development.
Jaswal (1991)11 in his articles entitled “The census indicated that India's population was about
850 million in 1991. This spiraling growth has resulted in a deteriorating standard of living, especially for
women and children in the rural population. Minorities such as tribal women and low caste women also
suffer disproportionately because of a lack of sage drinking water and fuel for the hearth. SakuntalaNarasimhan (1999)41 in his articles entitled “Strategies for empowering women must
focus beyond economic restructuring to improve the social relations which constrain and restrain women.
The study stresses social assurance and motivation is the most important direction, especially for rural SC
and ST women, to fight out for their cause and awareness in empowerment. Women need to be aware of
what they can do legally, positively and constructively to overcome their oppression.
KalpanaSinha (2000)42 in his articles entitled “brought the experiences from Banglasesh, Sri
Lanka, India, Canada and Australia together on women empowerment, women in leadership, and women
entrepreneurship.  All  the  contributors  underlined  the  need  for  women  empowerment  through  self
employment, improving the role of women in the socio-economic development, reduction in gender bias in
organisation leadership, gender approach to harness the women resources, empowering of rural women
through  IGAs,  etc.  All  studies  stressed  the  need  for  empowerment  of  women  through  economic
development  and  equally  dwelt  upon the social  development  aspect  also for the sustainability  of the
programmes.
Sankaran (2009)75 in his articles entitled “made an attempt to analyze the trends and problems of
rural women entrepreneurs in India. The study highlighted the conceptual aspects of trends and problems of
rural women entrepreneurs in India. It concluded that women have creative ability, easy adaptability and
ability to cope with setbacks

DATAANALYSIS AND INTERPRETATIONS
Women are suppressed for a long period in India. They were not permitted to go out from their
house for the purpose of education and employment. Only in the last 50 years back there was a revolution
occurred and women are permitted to go for education and employment. This opportunity was utilised only
a small  percentage  of  women  population  and  majority  of  women  are still suffering  without  proper
education and freedom. At this juncture, many politicians and leaders of our nations fought against the
crimes met by women in India, particularly in TamilnaduDr.Muthulakshmi Reddy made a big revolution
for the empowerment of women in all theendeavor.
AGE OF THE RESPONDENTS AND LEVEL OF SATISFACTION ON WOMEN EMPOWER 
MENT
Age is an important factor to analyse the empowerment of women. It is believed that today's youth
are more dynamic and task oriented girls compared to old aged women. They are very shrewd and very clear
in decision making. For the purpose of this study, age of the respondents has been classified in to three strata
viz., young (less than 30 years), middle ( 31-45 years), and old aged  (above 45 years).The sample consists
161 (26.3%) respondents belonged to young category, 366(59.70%)respondents belonged to middle aged
group and 86(14.0%) respondents belonged to old category. The distribution of the sample respondents
according to the age and the level of satisfaction perceived towards women empowerment are shown in the
following table

It could be observed from the above table that the level of satisfaction perceived by the SHG
women  ranged  between  27  and  40  with  an  average  of  32.81.  The  level  of  satisfaction  towards
empowerment of SHG women of 30 to 45 years age group ranged between 27 and 39 with an average of
32.84 .The level of satisfaction perceived by the old age women SHG ranged between 27-40 with an
average of 32.72. From the analysis, it is inferred that middle age women have perceived more satisfaction
towards empowerment than the young and old age respondents.
With the view to find the degree of association between the age of the respondents and the level of
satisfaction perceived by women towards empowerment, a two- way table was prepared and is depicted in
the following table. The  above  table reveals  that  the  percentage  of  high  level  of satisfaction  perceived  towards
empowerment of women SHG was the highest (59.53%) among the respondents of 30-45 age group and the
same was the lowest (13.48 % ) among the respondents of above 45 years age group. The percentage of
medium level of satisfaction on women empowerment through SHG was the highest (58.18% ) among the
respondents having 30-45 years age group and the same was the lowest (14.45% ) among the respondents of
above 45 years age group. On the other hand, the percentage of low level of satisfaction perceived by
women SHG on empowerment was the highest (62.96%) among the respondents having 30-45 years age
group and the same was the lowest (14.08 %) among the respondents of above 45 years age group.
In order to find the relationship between age of the respondents and the level of satisfaction
towards SHG women empowerment, a chi-square test was employed and the result of the test is shown in
the following table.
Hypothesis (Ho): There is no significant relationship between the age of the respondents and the  
level of satisfaction towards women empowerment.
Hypothesis (H1): There is a significant relationship between the age of the respondents and the level
of satisfaction towards women empowerment. It is divulged from the above table that the calculated chi-square value is less than the table value
and the results is not significant at 1% level and 5 % level. Hence, the null hypothesis (Ho) is accepted. The
hypothesis  “age of the respondents  and the level of satisfaction perceived by self help group women
empowerment'' are associated, does not hold good. From the analysis, it is concluded that there is no close
relationship  between  age  of  the  respondents  and  the  level  of satisfaction  perceived  towards  women
empowerment.
MARITAL STATUS OF THE RESPONDENTS AND LEVEL OF SATISFACTION ON WOMEN 
EMPOWERMENT.
Marriage is an auspicious and unforgettable function in every human life. But in India, the married
women are suffering more due to poor life condition or continuous toucher by the in-laws or lack of support
by the husband. At this juncture, women self help group supports economically and solve the family
disputes very easily by the representatives (Animators) to the competent authorities. For the purpose of this study, marital status of the respondents has been studied under three category namely married, divorce and
widow. The sample consists 610 (99.5%) respondents belonged to married category, 1(0.2%) respondents
belonged to divorce category and 2(0.3%) respondents belonged to widows. The distribution of sample
respondents  according  to  marital  status  and  the  level  of  satisfaction  perceived  towards  women
empowerment of self help group are shown in the following table.    It is learned from the above table that the level of satisfaction towards women empowerment
among the married category of women ranged between 27 and 40 with an average of 32.82 .The level of
satisfaction perceived by the divorce towards women empowerment ranged between 33 and 33 with an
average of 33.00.On the other hand, the level of satisfaction perceived by the women Self help group among
widow category ranged between 29 and 33 with an average of 31.00. From the analysis, it is inferred that
married respondents have perceived more satisfaction towards empowerment than divorce and widow.
With the view to find the degree of association between the marital status of the respondents and
the level of satisfaction perceived towards women empowerment of self helpgroup , a two- way table was
prepared and it depicted in the following table It is highlighted from the above table that the percentage of high level of satisfaction perceived
towards empowerment of women SHG was the highest (100%) among the married women. The percentage
of medium  level  of satisfaction  towards women  empowerment was  the  highest (99.24%)  among  the
married category of women and the same was the lowest (0.38%) among the respondents of both divorce
and widow. On the other hand, the percentage of low level of satisfaction perceived towards women
empowerment was the highest (99.25%) among the married category of women and the same was the
lowest (0.75%) among widow category of respondents.
In  order  to find  the relationship  between  marital status  of  the respondents  and  the  level  of satisfaction perceived by the respondents towards women empowerment, a chi-square test was employed
and the result of the test is shown in the following table.
Hypothesis (Ho): There is no significant relationship between the marital status of the respondents
and the level of satisfaction perceived towards women empowerment.
Hypothesis (H1): There is a significant relationship between the marital status of the respondents
and the level  of satisfaction perceived towards women empowerment. It is noted from the above table that the calculated chi-square value is less than the table value and
the results is not significant at 1% level and 5 % level. Hence, the null hypothesis (Ho) is accepted. The
hypothesis “marital status of the respondents and the level of satisfaction towards  women empowerment of
self-help group '' are associated, does not hold good. From the analysis, it is concluded that there is no close
relationship between marital status of the respondents and the level of satisfaction perceived towards
women empowerment.
TABLE No: 3.1
NATIVITY OF  THE  RESPONDENTS  AND  LEVEL OF  SATISFACTION  TOWARDS 
EMPOWERMENTOF SHG 
Nativity is an important factor to inculcate certain unique culture of Indian society. In this study,
the nativity of the respondents has been studied under two category namely rural back ground and hailed
from town environment. The sample consists 447 (72.9%) respondents belonged to rural base and 166
(27.7%) respondents belonged to town based.
The distribution of the sample respondents according to the Nativity of the Respondents and the
level of satisfaction perceived towards women empowerment are shown in the following table. It could be observed from the above table that the level of satisfaction perceived by the SHG
women  ranged  between  27  and  40  with  an  average  of  32.80%.  The  level  of  satisfaction  towards
empowerment of SHG women of 32 to 45 years age group ranged between 27 and 39 with an average of 32-
84 .The level of satisfaction perceived by the old age women SHG ranged between 27-40 with an average of
32-72. From the analysis, it is inferred that middle age women have perceived more satisfaction towards
empowerment than the young and old age respondents.
With the view to find the degree of association between the age of the respondents and the level of
satisfaction perceived by women towards empowerment, a two- way table was prepared and it depicted in
the following table.The  above  table reveals  that  the  percentage  of  high  level  of satisfaction  perceived  towards
empowerment of women SHG was the highest (59.55%) among the respondents of 30-45 age group and the
same was the lowest (13.48 % ) among the respondents of above 45 years age group. The percentage of
medium level of satisfaction on women empowerment through SHG was the highest (58.18% ) among the
respondents having 30-45 years age group and the same was the lowest (14.45 ) among the respondents of
above 45 years age group. On the other hand, the percentage of low level of satisfaction perceived by
women SHG on empowerment was the highest (62.96%) among the respondents having 30-45 years age
group and the same was the lowest (14.08 %) among the respondents of above 45 years age group.
In order to find the relationship between age of the respondents and the level of satisfaction
towards SHG women empowerment, a chi-square test was employed and the result of the test is shown in
the following table.
Hypothesis (Ho): There is no significant relationship between the age of the respondents and the  
level of satisfaction towards women empowerment.
Hypothesis (H1): There is a significant relationship between the age of the respondents and the level
of satisfaction towards women empowerment It is divulged from the above table that the calculated chi-square value is less than the table value
and the results is not significant at 1% level and 5 % level. Hence, the null hypothesis (Ho) is accepted. The
hypothesis  “age of the respondents  and the level of satisfaction perceived by self help group women
empowerment'' are associated, does not hold good. From the analysis, it is concluded that there is no close
relationship  between  age  of  the  respondents  and  the  level  of satisfaction  perceived  towards  women
empowerment.
RESPONDENTS'  TYPE  OF FAMILY AND  LEVEL OF SATISFACTION  ON  WOMEN 
EMPOWERMENT.
Family is a group of individuals leads their life towards a common objectives. In earlier days,
people lived in a homogeneous group and all the needs and wants happens and sorrows are shared within the
same group. But in the recent period the joint family system has spread into small nuclear families and
settled at various places both in rural and urban. In this study, the respondents type of family and joint family.  The sample  consists  461  (75.2%)  respondents  belonged  to  nuclear  family  and  152  (24.8%)
respondents belonged to joint family.
The distribution of the sample respondents according to the Respondents'Type of family and the
level of satisfaction perceived towards women empowerment are shown in the following table.            It could be observed from the above table that the level of satisfaction perceived by the SHG
women  ranged  between  27  and  40  with  an  average  of  32.80%.  The  level  of  satisfaction  towards
empowerment of SHG women of 32 to 45 years age group ranged between 27 and 39 with an average of 32-
84 .The level of satisfaction perceived by the old age women SHG ranged between 27-40 with an average of
32-72. From the analysis, it is inferred that middle age women have perceived more satisfaction towards
empowerment than the young and old age respondents.
With the view to find the degree of association between the age of the respondents and the level of
satisfaction perceived by women towards empowerment, a two- way table was prepared and it depicted in
the following table.The  above  table reveals  that  the  percentage  of  high  level  of satisfaction  perceived  towards
empowerment of women SHG was the highest (59.55%) among the respondents of 30-45 age group and the
same was the lowest (13.48 % ) among the respondents of above 45 years age group. The percentage of
medium level of satisfaction on women empowerment through SHG was the highest (58.18% ) among the
respondents having 30-45 years age group and the same was the lowest (14.45 ) among the respondents of
above 45 years age group. On the other hand, the percentage of low level of satisfaction perceived by
women SHG on empowerment was the highest (62.96%) among the respondents having 30-45 years age
group and the same was the lowest (14.08 %) among the respondents of above 45 years age group.
In order to find the relationship between age of the respondents and the level of satisfaction towards SHG women empowerment, a chi-square test was employed and the result of the test is shown in
the following table.
Hypothesis (Ho): There is no significant relationship between the age of the respondents and the  
level of satisfaction towards women empowerment.
Hypothesis (H1): There is a significant relationship between the age of the respondents and the level
of satisfaction towards women empowerment. It is divulged from the above table that the calculated chi-square value is less than the table value
and the results is not significant at 1% level and 5 % level. Hence, the null hypothesis (Ho) is accepted. The
hypothesis  “age of the respondents  and the level of satisfaction perceived by self help group women
empowerment'' are associated, does not hold good. From the analysis, it is concluded that there is no close
relationship  between  age  of  the  respondents  and  the  level  of satisfaction  perceived  towards  women
empowerment.
FINDINGS
Age wise analysis of the SHG members and the level of satisfaction was studied and found that the
middle age women have perceived more satisfaction towards empowerment than the old age respondents.
The chi-square analysis proved that there is  no close relationship between age of the respondents and the
level of satisfaction perceived towards women empowerment. Marital status of the respondents and level of
satisfaction on women empowerment. It was found from the analysis that themarried respondents have
perceived more satisfaction towards empowerment than divorce and widow.  The chi-square analysis
proved  that  there  is  no  close relationship  between marital status  of  the respondents  and  the  level  of
satisfaction  perceived  towards  women  empowerment.  Nativity-wise  analysis  highlighted  that  the
respondents who have the town nativity have perceived more satisfaction on women empowerment than
the  respondents  who  have  the  urban  nativity.  The  chi-square  results  revealed  that  there  is  a  close
relationship between nativity of the respondents and the level of satisfaction perceived towards women
empowerment. Respondents' type of family and level of satisfaction on women empowerment was studied
and was found that the respondents who live in nuclear family perceived more satisfaction on women
empowerment than the respondents who live in joint family. The chi-square analysis also proved there is no
close relationship between the type of family of the respondents and the level of satisfaction perceived
towards women empowerment.
CONCLUSION
The findings from the analysis provide indicationprovision to extractanassumption in respect of
the hypotheses that have taken up for carrying out the study. The overallopinion shows that SHGs are
functioning well in organizing the poor women segment into a self-serviced commercialmedium. The
formation of SHG can create balances for the poor people to contribute into the various revenue earning
activities for the women members in the section. Poverty is generally recognized as a significance of
idleness and lack of availability of income earning foundations.

REFERENCES:-
Banerjee,  Amalesh.  (2004),  “Dynamics  of  Rural  Development:  A note”,  “Dimension  of  Rural
Development in North East India,” (ed.) B. Ray and Gurudas Das, Akansha Publishing House, New Delhi.
Gadanayak,B.B.(2008), “ Poverty alleviation at the grass root level, Self-help groups as an  instrument,”
Dev4India.org
Harper, M. (2002), “Practical Micro Finance: A training guide for South Asia”, Vistaar Publication, New
Delhi
Seabrook, J. (2003), “The Non-sense Guide to World Poverty”, RawatPublication, Jaipur, New Delhi,
Mumbai
Tripathy, K.K. (2003), “Poverty alleviation: Making micro-finance sustainable,” A financial daily from
The Hindus Group of publications, Nov. 01
Virmani,  A.  (2004),  “Accelerating  Growth  and  Poverty  Reduction,  A policy  framework  for  Indian
Development,” Academic Foundation, New Delhi

Indian Streams Reasearch Journal

HR PRACTICES IN SELECTED PRIVATE ORGANIZATION

IN NAGPUR CITY WITH SPECIAL REFERENCE

TO PERFORMANCE MANAGEMENT.

SURENDRAKUMAR C. GULHANE

 (M.Com, B.Ed, M.Phill, P.hD)
Associate Professor and Head of Commerce Faculty,
Sindhu Mahavidyalaya, Panchpaoli, Nagpur

Abstract:

HR practices, general and performance appraisal vis-à-vis management are 

becoming  more  and  more  dynamic  in  the  era  of  globalization.  Human  resource 

development has undergone a drastic change and has now become Human Resource 

Management.  Similarly, the performance appraisal is changing dimensions to be known 

as performance management.  The present study will focus on HR practices, in general 

and Performance Management, in particular.

The current scenario and past performance of Human Resource in selected 

organization from Private sector shall be taken into consideration. (Shree Baidyanath 

Ayurved Bhavan Pvt. Ltd., Nagpur)

INTRODUCTION:
Humans are an organization's greatest assets; without them everyday business functions such as
managing cash flow, making business transactions, communicating through all forms of media, and dealing
with customers could not be completed.  Humans and the potential they possess drive an organization.
Today's organizations are continuously changing.  Organizational change impacts not only the business but
also  its  employees.  In  order  to maximize  organizational  effectiveness,  human  potential  individuals'
capabilities, time  and talents must  be managed.  Human resource management works  to  ensure that
employees are able to meet the organization's goals.
“Human resource management is responsible for how people are treated in organizations.  It is
responsible for bringing people into the organization, helping them perform their work, compensating them
for their labours, and solving problems that arises”.
MEANING OFHRM :
Human resource (or personnel) management, in the sense of getting things done through people.
It's an essential part of every manager's responsibilities, but many organizations find it advantageous to
establish a specialist division to provide an expert service dedicated to ensuring that the human resource
function is performed efficiently.
“People are our most valuable asset” is a cliché which n member of any senior management team
would disagree with.  Yet, the reality for many organizations is that their people remain
Under valued;
Under trained;
Under utilized
Poorly motivated, and consequently
Perform well below their true capability

The rate of change facing organizations has never been greater and organizations must absorbed
and manage change at a much faster rate than in the past.  In order to implement a successful business
strategy to face this challenge, organizations, large or small, must ensure that they have the right people
capable of delivering the strategy.
PERFORMANCE MANAGEMENT:
Performance Management is a way of envisioning the totality of a manager's function.  It views
the managerial function holistically – not a random collection of objectives that most managers recognize
and undertake as their core function.  It provides a systematic dimensions to the managerial activities –
highlighting their mutual inter-relatedness and interdependence.  It emphasizes the dynamic, sequential
and cyclical nature of these activities, essential to actualize their potential synergistic impact, which is the
source of high performance and excellence.  By implication, it also explains why focusing on only one or a
few of these activities doesn't deliver the result wished for.
Any  system  needs  certain  pre-requisites  to  function  smoothly.  So  does  Performance
Management.  Performance Management becomes easier to do and more productive to the extent that :
It is used holistically, as a system.
The relevant sub-systems are in place and accepted.
The organization's philosophy and human environment is conducive to high morale.
The manger is oriented to, and equipped with, high performing attitudes and leadership skills.
Performance Management system represents a concrete form of participatory dyadic relation-lip
between each manager's aspirations and roles, and the organization's objectives and activities.  As such, an
effective Performance Management system  can set  into motion  a  tremendous ripple  effect, releasing
productive manager enthusiasm high retention, and improved client satisfaction.
How is Performance Management different from Appraisal Systems?  Performance Management
operationalizes supervisory role of a manager to maximize performance.  It is not something that a line
manager has to do in addition to her normal chores.  Properly implemented, it saves the manager's time.
Like  any  other  change  intervention,  there  can  however,  be  a  hump  in  activity  during  its  initial
implementation phase.
OBJECTIVES OFTHE STUDY:
AIMS AND OBJECTIVES :
Any scientific approach towards research cannot be complete unless  specific objectives are set.
The objectives for this study are as follows :-
a)To study the trend of HR Practices in selected private organization.
b)To study the trend in performance management in selected private organization.
c)To assess and evaluate various parameters of Performance Management as applied in Private Sector

Hypothesis of the Study :
Following are the statements of hypothesis in this research work.
1)“Good System of Performance Management results in improved  efficiency of staff”.
2)“Good System of Performance Management can lead to TQM in HRM”.
METHODOLOGY:
Universe of Study :
The universe of study of this research work shall be Nagpur City and the unit selected from Private
Sector was Shree Baidyanath Ayurved Bhavan Pvt. Ltd., Nagpur.

Sample Size :
For undertaking this research, 10 Top Level Officers, 50 Middle Level Officers and 200 Lower
Level Employees were taken into consideration.
The various phases of research methodology are given in the following paras.
DATACOLLECTION :
The secondary data shall be collected from annual reports of the selected organization.
The  Primary  Data  was  collected  by  canvassing  interview schedule  for  Top  Level  Management  and
questionnaires for Middle and Lower Level Management.
TABULATION AND PROCESSING OFDATA:
The data collected from Primary and Secondary sources were processed and tabulated according
to objectives of study.
Analysis and Interpretation :-
The data collected and tabulated were analyzed by applying various statistical techniques and was
presented as per objectives.
RESULTS & DISCUSSIONS :

1)SHREE BAIDYANATH AYURVED BHAWAN PRIVATE LIMITED : 
i)   Top Level Management :
The data of 10 top level managers was collected by canvassing pre-designed questionnaire.
The age group-wise distribution has shown maximum concentration in the age group of 50 years and above.
The top management has contributed for the organization for considerable time.  The organization has
successfully taken advantage of their experience.
The length of service-wise distribution has shown maximum concentration in the range of 16 to 20 years
service completed by 4 respondents (40%).
The management was successful in getting the benefits of experienced employees for overall development
of the organization.
It may be revealed that out of 10, 5 (50%) Managers were having salary in the range of Rs.25,001/- to
Rs.40,000/-, which was highest and 1 each out of 10 (10%) were having salary in the range of Upto
Rs.15,000/- and Rs.15,001/- to Rs.25,000/- respectively, which was lowest.
The salary range is good but considering the experience, it was found to be less than the expectations of the
employees.
It may be observed that out of 10, 4 (40%) were having 2 to 3 dependents, which was highest and 3 each out
of 10 (30%) were having dependents upto 2 and 4 to 5 respectively, which was lowest.
Training and Performance Appraisal : The response to the question asked about training and performance
appraisal, the majority opinion was (a) Personal Growth – observed to be good, (b) Development of new
skills – Satisfactory, (c) High earning capacity – Achieved considerably, (d) Adjustment with changing
technology – Found to be slightly difficult, (e) Increased safety – Satisfactory because of training and (f)
Confidence – Increased confidence level because of training and skill development.
Performance Appraisal  :  There  are  many systems  of  performance  appraisal.  Although  360  Degree
appraisal is  considered  as most  advanced  and suitable, Baidyanath Ayurved Bhavan Private Limited,
Nagpur have adopted Result Oriented Appraisal or MBO method.
Transfer, Promotion & Job Rotation : The Top Management Level has observed that promotion is most
acceptable form of motivation to the employees followed by job rotation and transfer.
Motivation and Incentives : The majority employees have favoured Cash Incentives over Incentives in
kind.
The overall observations made by Top Management have suggested that the organization should adopt 360
degree of Performance Appraisal Method.  They have also suggested for more cash incentives to enhance
motivational level amongst the employees.

ii)    Middle Level Management :
The age group-wise distribution has shown maximum concentration in the age group of 50 years and above.
It may be concluded that the management has continued with the old employees, may be considering their
honesty, experience and attachment.
The length of service-wise distribution has shown maximum concentration in the 25 years and above
service completed by 17 respondents (34%). It may be concluded that the management has continued with
the old employees, may be considering their honesty, experience and attachment.
It was observed that 27 out of 50 (54%) belonged to the category of Graduation, which was highest and 1 out
of 50 (2%) belonged to the category of Upto 9th Standard, which was lowest.  These observations indicate
that higher education lead to get good job performance.
The data reveals that out of 50, 22 (44%) were having experience of more than 25 years,  which was highest
and 4 out of 50 (8%) were having experience of 1 to 5 years and 11 to 15 years respectively, which was
lowest.  This result has indicated that majority of the employees were experienced in their field.
The data has revealed that out of 50, 25 (50%) were having salary in the range of Rs.8,001/- to Rs.10,000/-,
which was highest and 2 out of 39 (4%) were having salary in the range of Rs.1,000/- to Rs.3,000/- and
Rs.13,001/- & above respectively, which was lowest.  Therefore, it may be concluded that the salary range
is good but considering the experience, it was found to be less than the expectation of the employees.
It was observed that out of 50, 32 (64%) were having 4 to 5 dependents, which is highest and 1 out of 50
(2%) was having 6 to 7 dependents, which is lowest.  The data above revealed that No. of dependents were
more which results in the economic problems in the family budget
27  out  of  50  respondents  (54%)  were  favouring  money  as  the  main source  of  motivation  whereas
opportunity was accepted as source of motivation by 12 out of 50 respondents (24%).  The status as well as
Award-Reward was given very less importance. It may be concluded that the employees are more in favour
of monetary gains for motivation.
As regards freedom at work, 34 out of 50 (68%) were fully satisfied while 11 out of 50 (22%) were
unsatisfied.  5 out of 50 (10%) could not answer this question.  The overall situation has shown good
satisfaction level amongst the respondents with respect to freedom of work.
The respondents have shown that there is good appreciation by the management in case of innovations
brought in by the employees.  32 out of 50 (64%) have opined in favour while 18 out of 50 (36%) had opined
otherwise.  The  results  have  shown  more  than  50%  favouring  the  management's  attitude  towards
employees.
The respondents have shown that there is good appreciation by the employees in case of Change in system /
procedure / work atmosphere brought in by the management.  32 out of 50 (64%) have opined in favour
while 18 out of 50 (36%) had opined otherwise.  The results have shown more than 50% favouring the
management's attitude towards employees.
The respondents have shown that there is good appreciation by the management in case of team building
brought in by the employees.  46 out of 50 (92%) have opined in favour while 4 out of 50 (8%) had opined
otherwise.  The results have shown that majority of the respondents were favouring the management's
attitude towards team building.
As regards perception of success, the respondents have shown that 45 out of 50 (90%) have favoured team
work whereas only 5 out of 50 (10%) have shown individual contribution for success. The results from the
above, it may be concluded that team work was the key to success.
38 out of 50 (76%) of the respondents have shown that there is good approach by the management regarding
discussion on motivational factors.  12 out of 50 (24%) have opined otherwise.  The results have shown
more than 75% favouring the management's attitude towards discussions regarding motivational factors.
38 out of 50 (76%) of the respondents have favoured the principle of accountability and  12 out of 50 (24%)
have  opined  otherwise. The results  have shown more than  75% favouring the management's  attitude
towards principle of accountability.
19 out of 50 (38%) of the respondents have accepted that performance appraisal system persists in the
organization while 31 out of 50 (62%) were of the opinion that there did not exist any performance appraisal
system.  It was concluded that the majority employees were not aware of the performance appraisal system
adopted by the management.
The majority of the respondents (20 out of 50) have shown that the system of appraisal was beneficial to the
organization and for all (17 out of 50).  The above details revealed that the benefits of the appraisal system
was beneficial to the organization and not to employees.
45 out of 50 (90%) respondents have supported duplication of roles whereas 5 out of 60 (10%) respondents
have opposed to this question.  The data above provides that duplication of roles should not be allowed in
the organization The 13 respondents out 50 (26%) have opined that the management conducts the programmes for skill
development of the employees whereas 37 out of 50 (74) did not approve of skill development.  It was
concluded that majority of the respondents were not favouring skill development programme.
In response to the query regarding measurement of the results given by the employees, 33 out of 50 (66%)
were of the opinion that the results should be measured whereas 17 out of 50 respondents (34%) were not in
favour.  The majority respondents have favoured measurement of results by the management.
In response to the query regarding measurement of the failures, given by the employees, 37 out of 50 (74%)
were of the opinion that the failure to be recognized and 13 out of 50 respondents (26%) were not in favour
of  recognition  of  failure.  The  majority  respondents  have  favoured  measurement  of  failures  by  the
management.
In response to reasons of failure, 20 out of 50 (40%) were of the opinion that the organization should focus
on feedback and action.
There was almost 50 : 50 response to the performance of employees. 27 out of 50 respondents (54%) have
favoured designing of motivation package by understanding  and  analyzing performance of particular
employee.  This attitude of the management has made it possible to assess and evaluate the performance of
the employee.
Majority employees accounting for 33 out of 50 (66%) were of the opinion that management has always
encouraged new methods and creative ideas given by the employees.   17 out of 50 (34%) were against such
approach.  The  observations  have  clearly  identified  that majority  employees  were  in favour  of  the
management's attitude towards new methods and creative ideas.
The organization has given training to the employees and 30 out of 50 (60%) respondents were of the
opinion that evaluation of the training should be undertaken by the management.  The majority respondents
have shown positive attitude towards management's approach to try out the learning of employees through
training.
47 out of 50 (94%) respondents were of the opinion that the employees are the main human assets for the
organization and only 3 out of 50 (6%) were against such opinion.  The majority employees have favoured
that they are assets for the organization.
46 out of 50 (92%) respondents were of the opinion that the people in the organization are helpful to each
other and only 4 out of 50 (8%) were against such opinion. The majority employees have favoured that the
people in the organization are helpful to each other.

iii)LowerLevel Management :
The age group-wise distribution has shown maximum concentration in the age group of 51 years and above.
It was  concluded that honesty, sincerity  and  attachment to the organization  are the main parameters
considered by management for their continuation in this service.
The length of service-wise distribution has shown maximum concentration in the length of service ranging
from 26 years and above.  The data analysis has shown 71 out  of 200 (35.5%) respondents in the group of
26  years  and  above.  It  was  concluded  that  the Management  has  given  importance  to  the  honesty,
experience and attachment of the employees.
86 out of 200 (43%) belonged to the category of education upto 9th Standard, which was highest and 79 out
of 200 (39.5%) belonged to the category of SSC. 3 out of 200 (1.5%) was the lowest number against
education upto XIth Standard.  These observations have indicated that the lower level employees were less
educated but the dedication, sincerity and attachment have made them stay in the same job.
Out of 200, 74 (37%) were having experience of more than 26 years,  which was highest and 3 out of 200
(1.5%) were having experience of 6 to 10 years, which was lowest.  This result has indicated that majority
of the employees were experienced in their field.
It may be revealed that out of 200, 133 (66.6%) were having salary in the range of Rs.7,001/- to Rs.9,000/-,
which was highest and 1 out of 200 (0.5%) were having salary more than Rs.10,001/-, which was lowest.  It
was concluded that the salary range was good but considering the experience, it was found to be less than
the expectation of the employees.
Out of 200, 141 (70.5%) were having 4 to 5 dependents, which is highest and 1 out of 200 (0.5%) was
having dependents 8 and above, which is lowest.  The data has revealed that No. of dependents were more
which has resulted in the economic problems in the family budget.
108 out of 200 (54%) respondents fully agreed about perception of motivation, remaining 92 out of 200
(46%) were agreeable to the perception of motivation. From the data analysis, it was concluded that all
employees were in favour of perception of motivation.
138 out of 200 (69%) partly agreed with the concept of financial motivation while 59 out of 200 (29.5%)
fully agreed for financial incentives. The data has shown that almost all employees were in favour of financial incentives.
159 out of 200 (79.5%) respondents were not satisfied with the current salary and wages.  31 out of 200
(15.5%) and 4 out of 200 (2%) were in favour of current salary and wages. The data  has clearly indicated
that the employees are not satisfied with current salary and wages.
182 out 200 (91%) agreed with the satisfaction level given by lunch, recess and leave.  Only 15 out of 200
(7.5%) dis-agreed with the satisfaction level. The results shown have clearly indicated that the majority
employees had the level of satisfaction pertaining to lunch, recess and leave.
150 out of 200 (75%) were dis-satisfied with the provision of working conditions in the organization.  Only
36 out of 200 (18%) were satisfied with working conditions. The observations indicated that majority of the
employees were not satisfied with the working conditions.
185 out of 200 (92.5%) have agreed that there was complete job security.  The data above has clearly
indicated that the employees are feeling job security in the organization.
167 out of 200 (83.5%) were not satisfied with the compensation package given after retirement by the
organization.  The data has clearly indicated that the employees were not satisfied with the post retirement
compensation package.
153 out of 200 (76.5%) were not satisfied with the provision of medical facility and incentives. The data has
clearly indicated that the employees were not happy with the provision of medical facility and incentives.
It  was  observed  that  122  out  of  200  (61%)  were  favourable  towards  implementation  of  high  level
management techniques.
The observations recorded have shown that 81 out of 200 (40.5%)  agree with the  approval given by
superiors for work accomplishment.  33 out of 200 (16.5%) dis-agreed with the view and 85 out of 200
(42.5%) could not answer the question.
197 out of 200 (98.5%) have agreed with the view that the work done by them has given good status to them
in the organization.
196  out  of  200  (98%)  have  agreed  with  the  view  that  full  satisfaction  is  given  by  their  roles  and
responsibilities.
Complete 200 respondents (100%) have favoured informal relationship with the management as most
important.
189 out of 200 (94.5%) were happy with the co-operation of HR and Administrative Department.
199 out of 200 (99.5%) have agreed that there was good team spirit in the organization.
Although 51 out of 200 (25.5%)  agreed with the view that they observe rules  and regulations of the
organizations with least supervision was possible.  147 out of 200 (73.5%) could not answer this question.
It may also be concluded that either majority employees are not in the know of rules and regulations or they
were reluctant to comment on this delicate issue.
Although 53 out of 200 (26.5%) agreed with the opportunities for promotions, 125 out of 200 (62.5%) were
not accepting that there were opportunities for promotions.
109 out of 200 (54.5%) agreed that the responses and feed-backs were important for the organization but 42
out of 200 (21%) dis-agreed with the view whereas 48 out of 200 (24%) could not answer.
199 out of 200 (99.5%) almost all have agreed that the treatment given by the superiors to the subordinates
was humanitarian.
197 out of 200 (98.5%) were having complete work satisfaction from their jobs
The  HRD  climate  prevalent  in  the  organization  is  favourable  for  the  employee  development  but  a
substantial improvement is needed.  The general supportive climate for HRD is at an average level.
The HRD mechanisms in the organization were not much improved and need a big trust.  The OCTAPAC
culture which was essential for facilitating HRD was good in some aspects such as openness, confrontation,
trust, collaboration and needs improvement.  In others such as autonomy, productivity and authenticity.
Baidyanath was working with a old type of management system.  The work culture was very informal and
people expressed their feelings but it needs to give more importance to innovative work culture, R&D may
help in dimension.
The final conclusion that can be drawn that the HRD climate needs improvement and implementation of
HRD mechanisms for employee development and organizational development.
CONCLUSION :
On the basis of results and discussions, following conclusions are drawn.
1.“Good System of Performance Management results in improved  efficiency of staff ” – This hypothesis is
accepted.
2.“Good System of Performance Management can lead to TQM in HRM” – This hypothesis is not accepted.

R E FE R E N C E S
1.Agarwala, R.D. – Dynamics of Personnel Management in India. Tata McGraw Hill Publishing Company,
New Delhi (1977)
2.Aquinas, P.G. – Human Resource Management.  Vikas Publishing House Pvt. Ltd., New Delhi (2005).
3.Bass, Barnard M. and J.A. Vaughan – Training in Industries : The Management of Learning.  Tavlstock,
London (1969)
4.Basu, K.S. – New Dimensions in Personnel Management.  Macmillan and Company of India, New Delhi
(1972).
5.Beach, D.S. – Personnel: The Management of People at Work.   Macmillan, New York (1975).
WEBSITE :
www.yahoo.com
www.google.com
www.baidyanath.co.in

Indian Streams Research Journal

FORMULATION OF COST EFFECTIVE RICE MILL

EFFLUENT MEDIUM FOR THE MASS PRODUCTION

OF SINGLE CELL PROTEIN (SCP)

AMALA.K  AND  N.RAMANATHAN

Department of Microbiology, Annamalai University,

Annamalai nagar, Tamilnadu-India.

Abstract:

Spirulina  is  a  photosynthetic,  filamentous,  non  differentiated, multicellular 

blue green microalga that grows naturally in warm climate. The microalgae Spirulina is 

a source of protein, which is used as a protein supplement for humans, chicks and also in 

aquaculture.  Spirulina  platensis  culture  was  isolated  from  two  different  locations 

namely Puducherry and Thiruvannamalai and designated as S3 and S4. The growth of 

S3  and  S4 strains was  estimated  in  Zarrouk's  medium  under  laboratory  condition. 

Various parameters like optical density, cell population and biomass was estimated. The 

effect of temperature and pH was determined for these strains S3 and S4 and highest 

biomass was observed at 30°C of pH 9.5. A new rice mill effluent (RME) medium was 

formulated for mass production of Spirulina by supplemented with various nutrients 

(NaNO3, KNO3, K2HPO4 and KH2PO4) and other cost-effective chemicals. This newly 

formulated RME medium generates valuable growth of Spirulina platensis. It is locally 

available, eco-friendly and cost effective medium. 

KEYWORD: 
RME medium, nitrogen, phosphorus, cost effective, Spirulina, biomass.

INTRODUCTION
Spirulina platensis is a planktonic photosynthetic filamentous cyanobacterium that forms massive
populations in tropical water bodies which have high alkaline pH value up to 11.0. The cyanobacterium
Spirulina contains 74% dry weight of proteins, along with high concentrations of minerals, pigments,
unsaturated fatty-acids and vitamins (Cohen, 1997) because of which it is used as a dietary supplement,
nutrient source in food, feed and pharmaceutical industries especially in developing countries. It can grow
in a wide range of environments like soil, sand, marshes, brackish water, sea water and fresh water (Ciferri
et al., 1983).
Rice milling is a process of removing husk and part of the bran from paddy in order to produce
edible rice. Parboiled rice production generally requires a large amount of water for soaking of the paddy.
After soaking, the water is drained out. If this water is not properly treated could result in water pollution
due to high levels of organic material present in rice mill effluent waste water. This effluent has high BOD,
COD  and  organic  contents mainly  in  the forms  of  carbon,  thus  having  the  potential  to  damage  and
deteriorate the environment (Pradhan and Sahu, 2004). Therefore, it needs to be treated before disposal,
Literature reports indicate that biodegradation involving microorganisms is a suitable process for industrial
waste water treatments (Noorjahan et al., 2005).
Olguin et al., 2001 reported that Spirulina has potential to reduce BOD of high carbon containing
waste water due to its mixotropic nature. Rice mill effluent (RME) a rich source of starch and other nutrients
can support profuse growth  and  aid in the mass multiplication of Spirulina. In the present study, the potential of using RME safe for disposal into the environment by reducing its BOD and supplemented with
various concentration of N, P and Carbon nutrient  sources and formulate low cost RME medium such a
process would also generate valuable Spirulina biomass and create eco-friendly environment.
METERIALS AND METHODS
Isolation of Spirulina platensis strains and characterized
The microalga Spirulina was isolated from Pondycherry and Thiruvannamalai and named as S3
and S4. These strains was characterized based on parameters like average no. of spirals, direction of helix,
distance  between  spirals,  diameter  of  spirals,  width,  length  and  shape  of  the  spirals,  pH  tolerance,
temperature tolerance and habitat. Morphological characters were observed under microscope by using
micrometric method. These strains were grown in Zarrouk's medium under laboratory condition at 30ºC
light chamber for 30 days. The effect of temperature of two strains was determined by  250 ml Erlenmeyer
conical flasks were used, containing 100 ml of the growth medium. Each flask was inoculated with 10 ml
(0.05 mg) of the pure culture of the organisms. Each temperature regime was in triplicates. The culture were
incubated in water bath at the appropriate temperature (25°C, 30°C, 35°C and 40°C)  and the periodically
replenished with the growth medium to prevent drying up of the cultures. The effect of pH was determined
by 250 ml Erlenmeyer conical flasks were used each containing 100 ml of the growth medium. Each flask
was inoculated with 10 ml (0.05 mg) of the pure culture of the organisms. Each pH (9.0, 9.5 and 10.0) was
triplicate. The growth of Spirulina platensis was measured the parameters optical density, cell population
and dry weight. The exhausted broth was collected for analyses. One portion was used for determination of
dry cell mass concentration by optical density (OD) measurement at 560 nm using a calibration curve.
Optical density was measured by using a spectrophotometer. The dry weight was measured by 100 ml of
culture was sampled and filtered through what man No.1 filter paper and dried for 1 hr at 105ºC and
weighed prior to filtration. The filtered wet biomass was then washed with two volumes of distilled water,
dried as above and weighed. Cell population was estimated by direct microscopic count method.
No .of spirulina per ml of sample      = average no.of spirulina cell x no.of microscopic
    field per sq.cm x dilution factor.
         = x x n x 100

The dry weight was measured by 100 ml of culture was sampled and filtered through what man
No.1 filter paper and dried for 1 hr at 105ºC and weighed prior to filtration. The filtered wet biomass was
then washed with two volumes of distilled water, dried as above and weighed. The biomass concentrations
in the cultures were determined through the cell weight measured by the method of Vonshak et al., 1982.
 
COLLECTION OFRICE MILLEFFLUENT
For  laboratory  experiment  the rice mill  effluent  was  collected from  Parvathi rice mill from
Sethiyathopu,  Cuddalore  district,  Tamilnadu.  The  physico-chemical  characters  of  the  effluent  were
analysed and were presented in Table 2.
RME MEDIAFORMULATION
The  collected  effluent was filtered through what mann No.1 filter  paper to remove the  dust
particles. Four 250 ml conical flask were taken and 100 ml of rice mill effluent was added, in each conical
-1
flask various nitrogen (NaNO and KNO 1gL-1) and phosphorus (K HPO and KH PO 0.5 gL ) sources
3 3 2 4 2 4
were added separately, and add trace amount of CaCl , FeSO and EDTAin each flask, pH was adjusted with
2 4
10 g-1 NaHCO and Rice Mill Effluent (RME) broth was formulated. It was sterilized in an autoclave. The
3
S and S strains were inoculated to the medium and incubated for 30 days in light chamber, after 30 days
3 4
optical density value and dry weight was estimated. The highest growth was observed in both NaNO and
3
K HPO added media.
2 4
Mass production of Spirulina SCPin RME media compare with routine ZM media
The newly formulated Rice Mill Medium (RME) was prepared and transfer in 1 liter Erlenmeyer
conical flask, standard inoculums (50 ml) of two strains were separately inoculated and maintained at room

temperature in light chamber for 30 days. After 30 days of growth the parameters such as optical density,
cell population and dry weight were estimated by various methods are discribed earlier.
RESULTAND DISCUSSION
The isolated algal samples S3 and S4 srains general morphological characteristic like average
no.of spirals, direction of helix, distance between spirals, diameter, width, length and shape of spirals were
observed under microscope. And pH tolerance, temperature tolerance and habitat were also observed. The
two strains S3 and S4 were identified as Spirulina platensis. It was presented in Table 1. The strain S3 and
S4 was grown in Zarrouk's medium for further analysis for 30 days in light chamber. The growth parameters
optical  density  cell  population  and  dry  weight  of  S3  and  S4 strains  were  estimated. All  the  growth
parameters were highest in S3 followed by S4. The effect of temperature and pH determined for the strains
S3 and S4 highest biomass was observed at 30°C of pH 9.5. In this optimum condition the biomass observed
S3 and S4 were found to be 4.6 and 4.2 mg/100 ml. It has been shown by previous workers (Danesi et al.,
2001; Vonshak, 1997) that the optimal growth temperature for S. platensis is between 30°C and 35°C with
40°C  definitely  being  deleterious  to  this  cyanobacterium. In respect  to  increase  in  biomass,  the  best
responses were obtained at 30°C, which agrees with the studies by Danesi et al. (2001).
The rice mill effluent was collected from Parvathy rice mill from Sethiyathopu. The waste water
observed that the colour was pale yellow, the odour was unpleasant and the effluent were turbidity with an
acidic pH (6.09) with low concentration of DO (0.2 – 1.0), BOD (350), COD (550), nitrate (2.5mg), sodium
(100.09 ppm), calcium (50.36 ppm), pottasium (8 ppm), magnesium (43.78 ppm). Moreover the waste
water was rich major minerals like sodium, calcium and magnesium (Table 3). It was stored in cold room
temperature at 4ºC.
Spirulina strains S and S were cultivated in RME broth. Four 250 ml conical flask were taking
3  4
-1
and add 100 ml of rice mill effluent, in each conical flask various Nitrogen (NaNO and KNO 1gL ) and
3 3
-1
Phosphorus (K HPO and  KH PO 1gL )  were  added separately. In  both  nitrogen sources  high  algal
2 4 2 4
biomass was observed in S , NaNO (dry weight 3.80 mg / 100 ml) followed by KNO (dry weight 2.80 mg /
3 3 3
100 ml). In S , NaNO (dry weight 3.73 mg / 100 ml) followed by KNO (dry weight 2.73 mg / 100 ml) was
4 3 3
observed (Table 4). Carvalho et al, 2010 reported that the presence of nitrogen source was necessary to
ensure higher cell mass concentration. Thus justifying the traditional use of nitrate in Spirulina platensis
culture media. Nitrogen deficiency, as visually confirmed by the yellowish colouring of cells observed up
to the 10th day of cultivation. Afterward, the use exponentially increasing flow rates of nitrogen sources
were likely responsible for higher  amount of nitrogen provided to the system, for increased pigment
formation and then for restoring of cell dark green colour.
Phosphorus  is  a  major  nutrient  required  for  the  growth  of  alga  and  determines  its  primary
productivity. Mostert and Grobbelaar, 1981 have indicated the essential role of phosphorus in maintaining
high production rates of microalgae mass cultures. In phosphorus sources high algal biomass was observed
in S , K HPO (dry weight 4.20 mg / 100 ml) followed by KH PO (dry weight 2.73 mg / 100 ml). In S ,
3 2 4 2 4 4
K HPO (dry weight 4.00 mg / 100 ml) followed by KH PO (dry weight 2.50 mg / 100 ml) was observed.
2 4 2 4
The low cost RME media was standardized and compared with routine ZM media composition
shown in Table (5). This investigation was taken up with the basic aim of providing a simple, locally
available, eco-friendly and low cost medium.
Spirulina has a high bicarbonate requirement, which acts not only as a carbon source but helps to
maintain  alkaline  conditions,  and  increase  the  growth  of  Spirulina.  Since  laboratory  grade  sodium
bicarbonate is costly in the Indian context, in RME medium 10 gL-1 compare with ZM media 16.8 gL-1
Therefore, the significant of the RME medium are clearly emphasized, not only as a low-cost alternative
but also as a highly productive input, which can be used profitably by the rural population for large-scale
biomass production of protein-rich Spirulina. In tropical countries, especially developing countries such as
India, emphasis is placed more on the production costs. Therefore the present investigation was aimed
towards the formulation of a new cheaper, low cost RME medium for the growth of cyanobacterium
Spirulina (a rich source of proteins), using locally available rice mill waste water and create eco-friendly
environment. The present study, the above discussed results are related to the formulation of low cost RME
media, and production of Spirulina SCPand reduce the cost of production.

REFERENCE 
1.Ciferri. O. 1983. Spirulina the edible microorganism. Microbiol Rev, 47: 551- 578.
2.Cohen, Z., 1997. The chemicals of Spirulina. In: Vonshak, A. (Ed.), Spirulina platensis
3.Danesi, E.D.G., Rangel, C.O., Pelizer, L.H., Carvalho, J.C.M., Sato, S and Moraes, I.O. 2001. Production
of Spirulina platensis under different temperature and urea feeding regimes for chlorophyll attainment. In:
Proceedings of the Eight International Congress on Engineering and Food, 2: 1978-1982.
4.Noorjahan C.M., Sharief D.S., Dawood N. (2005) Biodegradation of dairy effluent, Pollution Research,
Vol. 24, pp. 101-104.
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K.AMALA., M.Sc., M.Phil., Ph.D. Research Scholar in Dept. of Microbiology,
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ADDITIONAL QUALIFICATION:
Medical coding in Hitech medicod Trichy

Indian Streams Research Journal

VISSIM-A NOVEL SIMULATION APPROACH FOR

MODELLING OF COMMUNICATION SYSTEMS

M.L.S.N. SWARAJYA LAKSHMI  AND  NIRANJAN PRASAD

K. L. University, Vijayawada; DLRL, Hyderabad .

Abstract:

A typical communication link includes, ata minimum, three key elements: a 

transmitter,  a  communication  medium  (or  channel),  and  areceiver.  The  ability  to 

simulate all three of these elements is required in order to successfullymodel any end-toend communication system. In order to achieve this target we have used simulation 

software “VisSim”  or Visual  Simulator that  allows  us to  use  a  graphical  approach 

tosimulation  and  modeling..The  visual  simulatorallows  us  to  model  end-to-end 

communication systems at the signal or physical level.. In this paper we explored the 

advantages of VisSimand simulation of  variety of models includinganalog, digital and 

mixed mode designs, with including their simulating behavior using the VisSim/Comm 

software and graphical programming

KEYWORDS - 
VisSim, communication systems, modeling, simulation, real-time.

INTRODUCTION:
Acommunication system is a collection of individual communication networks, transmission
Systems,relay stations, tributary stations, and data terminal equipment (DTE) usually capable
ofinterconnection and interoperation to form an integrated whole.
The components of acommunication system serve a common purpose, are technically compatible,
use  commonprocedures,  respond  to  controls,  and  operate  in  unison.As  such  any  communication
systemconsists of subsystems which work together to achieve a common link,through achieving itsown
functionality.
Thetransmitter and  receiver elements can  in turn be further  subdivided into subsystems.Theseinclude  a  data  source  (analog  or  digital),  an  optional  data  encoder,  a  modulator,  a
demodulator,an  optional  data  decoder,  and  a  signal  sink.  To  understand  the  process  of  such  a
communicationwe need to visualize or simulate such a link,so as to have a better understanding of the
processinvolved.With graphical programming, the diagram isthe source code, depicted as an arrangement
of nodes connected by wires. Each piece of data flows through the wires, to be consumed by nodes that
transform the data mathematically or perform some action such as I/O(1).
The concept of a dataflow diagram (which, unlike a flowchart, shows the motion of data rather
than the motion of logic) is nothing new. In fact, even the idea of letting a dataflow diagram be the sole input
to a compiler or interpreter has been put into practice for years. A number of graphical programming tools
are available today, each tailored to a particular industry.
Thetool in use, ”VisSim” ,has a special communication module that allows us to create accurate
simulation environment of the communication system involved. It is a software program for modeling endto-end communication systems at the signal or physical level.Execution is determined by the structure of a

graphical block diagram on which the programmer connects different function-nodes by drawing wires.
These wires propagate signals and any subsystem execute as soon as all its input data become available.
Since this might be the case formultiple subsystems simultaneously.
VISSIM:
VisSim  is  one  of  the  fastest,  most  intuitive  simulation  software  package  around  and
anindispensable tool for anyone who needs to model dynamicprocessesand systems. VisSim can shorten
the design stage of any project, reduce costs, provide dependable outcomes for virtual prototypes and
provide moreresults for less effort.
VisSim is an excellent software program for the modeling and simulation of complexdynamic
systems. It combines an intuitive drag & drop block diagram interface with apowerful simulation engine.
The visual block diagram interface offers a simple method forconstructing, modifying and maintaining
complex system models. The simulation engineprovides fast and accurate solutions for linear, nonlinear,
continuous time, discrete time, timevarying and hybrid system designs. With VisSim, users can quickly
develop software or"virtual" prototypes of systems or processes to demonstrate their behavior prior to
buildingphysical prototypes.

IN  VIEWING  THE  PURPOSE  OF EASE  OF MODELING  VISSIM  HAS  FOLLOWING 
ADVANTAGES:
VisSim is a block diagram language for creating complex nonlinear dynamic systems. To create a
model, simply drag blocks in the workspace and connect them with wires. Then click the Go button to
initiate your simulation. The response is instantaneous. You can choose to display your response in 2D or
3D plots, gauges, bar charts, meters, digital readouts, and even 3D animated scenes. All are driven in real
time using the VisSim engine.
VisSim's highly tuned math engine executes your diagram directly with no compilation delay. In
addition to accelerating development with rapid turnaround for changes, VisSim's fast execution speed is
perfect for model based operator training, off-line controller tuning, and hardware-in-the-loop testing. Its
efficient C code generator makes it an ideal platform for model-based embedded system
development.
By combining the simplicity and clarity of a block diagram interface with a high-performance
mathematical engine, VisSim provides fast and accurate solutions for linear, nonlinear, continuous time,
discrete  time,  SISO, MIMO,  multi-rate,  and  hybrid systems. With  VisSim's  wide selection  of  block
operations and expression handling, complex systems can be quickly entered into VisSim.
VisSim's tightly integrated development platform makes it easy to pass freely among the stages of
model construction, simulation, optimization, and validation. This means you can create virtual prototypes
on your desktop and make sure they're working properly before committing to the design. And because
VisSim eliminates traditional programming, your learning time is minimal.
VisSim has libraries of preconstructed components giving you access to high level models of
subsystems like HVAC units, AC and DC electric motors, hydraulic components, gas turbines, human
respiration and blood flow, 6-DOF airframe dynamics, counters, timers, logic, and much more. Just right
click to get a dialog box, configure to your system parameters, and connect the wires and go.
For specialized engineering problems, VisSim offers a comprehensive set of companion products
for frequency domain analysis, C code generation, communications system modeling, DSP and embedded
system design, neural networks, OPC, CAN, and real-time analog and digital I/O. These addon modules are
listed in the Products sidebar.
With over 100 thousand users across a broad range of industries and disciplines, VisSim is a
excellent software  for dynamic simulation  and model-based development.

VISSIM/COMM:
Based on the core VisSim engine, VisSim/Comm) is used for the modeling and simulating end-toend communication systems at the signal or physical level. With a full complement of communication
blocks and a powerful, time-domain simulation engine, VisSim/Comm provides fast and accurate solutions
for  analog,  digital,  and  mixed-mode  communication  system  designs.  The  communication  block  set
includes RF, UWB, Bluetooth, 802.x, Turbo Codes, Costas loop, PLL, VCO, BPSK, QPSK, DQPSK,
QAM, BER, Eye Diagram, Viterbi, Reed-Solomon  and much more. VisSim/Comm was rebadged  as
"Commsim" byElectronic Workbench and has been used by them for extensive applications.
VisSim/Comm supports  a  wide  range  of  customizable  filters,  including  FIR,  IIR,  gaussian,
raisedcosine and root raised cosine filters. Additional blocks, such as the complex FFT block, make it easy
to view gain and phase responses of any filter.
Furthermore, for designs that requireadaptive filters, fractionally-spaced LMS equalizer blocks
are included. VisSim/Comm highly interactive interface makes it easy to perform 'what if' simulations and
carry out performance trade-offs. For example, in analog modulation we can keep amplitude modulation
and frequency modulation side by side and evaluate their envelope shapes, simultaneously.
Using VisSim/Comm, you can freely move among the stages of model construction, simulation,
optimization, and validation. This tightly integrated development platform allows you to simulate and view

signal waveforms at any stage of the communication system chain. And all modeling and simulation tasks
can be completed without writing a line of code. In short, VisSim/Comm makes it easy to build, modify and
maintain  even the most  complex system models. Many manufacturers of  cellular  and PCS  consumer
electronics, has been using VisSim/Comm for years in their research and development efforts(3).
MODELS IN VISSIM/COMM:
Few examples:
Transmitter and Receivermodels:
Communication system design can be divided into two categories: transmitter design andreceiver
design. VisSim/ Comm lets us build build both transmitter and receiver models, from afirst principles
perspective,  by simply selecting  and  connecting  predefined  blocks. We simulate  avariety  of  models
including analog, digital and mixed mode designs, and quickly simulatetheirbehavior. The VisSim/Comm
block set provides a variety of modulators and demodulators,including standard analog, PSK, QAM and
differential formats. .
Channel Models:
VisSim/Comm  includes  a  variety  of  predefined  channel  models  supporting  both  fixed  and
mobileservice scenarios. Included are fading, multipath, bandlimited, and Gaussian noise models.Further
all VisSim/Comm blocks, can modify model parameters to suit their specific needs in designing of Filters
and Equalizers(4).
Application areas of VisSim:
·Aerospace and defense
·Communications
·Electronics
·HVAC
·Control engineering
·Medical devices
·Power and gas
·Transportation
SOME OFTHE SIMULATIONS  USINGVISSIM: 
Combination of AM and FM:
The major advantage that we can have with VisSim is that we can plot the Input Signal, The
AMModulated Signal and the FM Modulated signal simultaneously which helps us in comparing thetwo
outputs with a single source
Here the basic components that are involved:
Input Signal(which is a combination of many sine waves )
AM Modulator (which modulates the input signal w.r.t. Amplitude)
FM Modulator(which modulates the input signal w.r.t. Frequency)
Complex to Real (converts the complex quantity into real & imaginary part)
The outputs that we achieve here are:
1. AM Modulated Signal and Envelope
2. FM Modulated Signal

MULTIPLEXER:
In electronics, a multiplexer or mux (occasionally the term muldex is also found, for acombination
multiplexer-demultiplexer) is a device that performs multiplexing; it selects one ofmany analog or digital
input signals and outputs that into a single line. An electronic multiplexermakes it possible for several
signals  to  share  one  expensive  device  or  other  resource,  for  exampleone  A/D  converter  or  one
communication line, instead of having one device per input signal.
In electronics, a demultiplexer (or demux) is a device taking a single input signal and selectingone
of many  data-output-lines, which is  connected to the single input. A multiplexer is  oftenused with  a
complementary  demultiplexer  on the receiving  end. An  electronic multiplexer  can  beconsidered  as  a
multiple-input, single-output switch, and a demultiplexer as a single-input,multiple-output switch.

An  equalization  (EQ)  filter,  or  an  equalizer  is  a  filter,  usually  adjustable,  &mainly  meant
toCompensate for the unequal frequency response of some other signal processing circuit orSystem. An EQ
filter typically allows the user to adjust one or more parameters that determine theoverall shape of the
filter's  transfer  function.  It  is  generally  used  to  improve  the  fidelity  of  sound,to  emphasize  certain
instruments, to remove undesired noises(2).
Equalizers may be designed withPeaking filters, shelving filters, band pass filters, plop filters or
high-pass and low-pass filters. Fig.3Shown below is the block diagram of a 5 tap adaptive filter that takes in
input  as well  as  error toadaptively  equalize the  channel. Furtherchannel  equalization  of  a QAM link
simulation using VisSim has shown in Fig4..

Amobile channel is often characterized by multi-path propagation. What really happens is that the
presence of reflecting objects and scaterers in the channel creates a constantly changingenvironment that
dissipates the signal energy in amplitude phase and time. These effects result inmultiple versions of the
same transmitted signal that arrive at the receiving antenna ,displacedwith respect to one another in time

and spatial  orientation. The random  phases  and  amplitudes  of  different multipath  components  cause
fluctuation in signal strength there by inducing small scalefading ,signal distortion and or both.
Below  we  simulate  a  multi  path  channel  ,showing  the  congruence  between  a  single
multipathchannel  and  several  single  channels  with  different  propagation  delays.  The  simulation  is
donewith the help of communication module in Vissim. The essential block here is the Multipathchannel
block.
This block implements a multipath channel, in which multiple time and phaseshifted versions of a
signal are modeled as arriving simultaneously at a receiver. Multipathchannels are commonly used to
model the interaction between a direct signal and multiplereflected path signals. The reflected signals affect
both the amplitude and phase of the received
signal. Block parameters include the number of total paths, and the individual path's delay,relative gain, and
phase rotation. This block takes a complex signal as its input, and outputs acomplex signal.
x = Complex input signal [Re, Im]
y = Complex output signal [Re, Im]

Asimulation of a mobile fading channel has been shown below. Here we derive the signal fadingas
it passes through a mobile channel and also generate the Doppler fading spectrum of thechannel.The
essential blocks used here were:
Mobile Fading:This block implements a mobile Raleigh fading channel suitable formodeling
mobile  communications systems. This block is similar to the Jakes Mobile block,but uses  a different
approach for shaping the spectrum of the fading process. While the JakesMobile block approximates a
Rayleigh fading process via the summation of multiplecomplex sinusoids, the Mobile Fading block does so
by passing a uniform fading spectrumthrough an appropriate FIR shaping filter. Block parameters include
the Doppler shiftfrequency and the desired number of taps for the FIR fading filter(2).
Spectrum: This block outputs the complex power spectrum of the input signal. Thespectrum can
be continuously updated (once started by the external trigger) or produced atuser-defined intervals (again,
using the external trigger). Results are viewed using a plotblock configured in XY mode with an external
trigger. An output trigger line and x-axisoutput are provided for driving the plot block. Block parameters are
FFTwindow, trigger mode, spectral output and power spectrum units

CONCLUSION:
However like any other approach to coding, graphical programming is not a suitable criteria to
meet  all  software  needs.  Besides  the  obviously  more  expensive  hardware  required  to  create  and
viewdataflow diagrams, there are far fewer cheap or free software tools available. . Despite their ability to
be  compiled,  graphical  programs  still  rely  on  hefty  runtime  libraries  that  may  slowperformance.
Additionally, the dataflow model proves unsettling and unproductive for somecoders and inappropriate for
some jobs.
Thus  the  graphical  programming  approach  used  in Vissim  eases  the simulation  by  creating
aplatform for visual implementation of such communication systems. VisSim's fast execution speed is
perfect for model based operator training, off-line controller tuning, and hardware-in-the-loop testing.
Its  efficient C  code generator makes it  an ideal platform for model-based  embedded system
development.
The visual presentation of this software is direct and reliable. The ability to prototype rapidly and
call on a wide range of industry-specific libraries leads to productivity increase for certain tasks.
REFERENCES:
1. Principles of Communication System – Taub Schilling
2. Communication Systems – Simon Haykin
3. Visual Simulator User Guide
4.DigitalTransmission:ASimulation Aided Introduction To Vissim/Comm-Guimaraes