Browsing by Author "Helen, S"

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Agricultural expert system - a participatory assessment
(Department of Agricultural extension, College of Horticulture, Vellanikkara, 2008) Helen, S; Kaleel, F M H
Cyber Extension includes effective use of Information and Communication Technology, national and international information networks, Internet, Expert Systems, Multimedia Learning Systems and Computer based training systems to improve information access to the farmers, extension personnel and scientists. The dissemination of the technologies could be enhanced by using expert systems and other artificial intelligence technologies (Hadi et al., 2006). An expert system is a computer-based program that uses knowledge, facts and different reasoning techniques to solve problems that normally require the abilities of human experts. The expert systems are based on the concept of artificial intelligence in which the experience and knowledge of human experts are captured in the form of IF-THEN rules and facts, to solve the field problems (Rao, 2003). ‘Diagnos-4’, was a computer-assisted software developed by Kerala Agricultural University during 2004. This package would support the agricultural extension workers and literate farmers for decision-making and help them in suggesting suitable control measures of the major pests and diseases of important nine crops of Kerala (Ganesan, 2002). It will be modified and released shortly for the benefit of all the stakeholders involved in agricultural development. Before introducing the system among users, it is appropriate to explore the possibilities of functioning of AES under the existing extension system so that suitable modifications can be made to make it more user friendly. Development of AES, ‘Diagnos-4’ was the pioneering and ambitious programme of Kerala Agricultural University. The personnel involved in technology dissemination and technology users need much information on plant protection measures. Hence ‘Diagnos-4’ was selected purposively. The research was conducted among the prospective users in two phases viz; exploratory design among researchers who were in the research institutes engaged in AES development and in TOT, all over India and experimental design among extension personnel and farmers from Palakkad District of Kerala. Mean scores, percentage analysis, Kendall’s Coefficient of Concordance, t-test for two samples assuming equal variances and Binary Logistic Regression were the statistical tools used in this study. Twenty AES were identified during this study, developed by various agricultural research institutions in India. Many of the systems were restricted only to limited groups of users and they were yet to be popularized among the ultimate users. It was found that extension personnel and farmers possessed low level of knowledge especially in the areas of plant protection aspects of crops and they were in need of information on the same. Hence there is a lot of scope for the application of AES among extension personnel and farmers on plant protection aspects of crops that help the users to clarify their doubts, confirm their knowledge and provide real time information to the technology users. Prospective users in the transfer of technology stream were very much satisfied about the future prospects of AES based on its better performance, settings in the AES, mode of presentation, practicability and serviceability of the system. The areas that needed modifications were: retrievability of information, relevancy of information and information content. Release of Malayalam Version with more emphasis on easy retrievability of information, needs the immediate attention of the researchers. All the categories of respondents perceived that AES had got ‘more potential’ in the transfer of technology in terms of disseminating information to the users. The combination of AES and human expertise showed better performance and higher Information Efficiency Index (IEI) among the extension personnel and farmers. Majority of the extension personnel rated AES with high IEI. Whereas majority of the farmers rated AES with low IEI. Extension personnel and farmers assessed that the overall percentage of solution offered by AES in the plant protection of rice, coconut and banana was almost on par with the solutions given by human experts and in combination, it served better. It is better to introduce the AES designed separately for extension personnel and farmers. It is also necessary to release the software among the prospective users after a comprehensive orientation in using the AES. Maximum potential of AES can be explored by making the users as the partners in the AES development process to ensure user friendliness of Agricultural Expert System.
Brand awareness of nirapara rice products of K.K.R group of companies, Okkal among consumers in urban areas of Ernakulam District
(College of Co-operation, Banking & Management, Vellanikkara, 2020-08-07) Asma K Muhammed; Helen, S
Career management among the employees of ESAF microfinance and investment (P) Ltd., Thrissur
(College of co-operation, banking and management, Vellanikkara, 2016) Treesa Benty; Helen, S
Competency mapping among employees of Kerala agricultural university
(Department of Agricultural Extension Education, College of Agriculture, Vellanikkara, 2024-12-11) Aaysha Kamar.; Helen, S
Kerala Agricultural University (KAU) is the primary agricultural higher educational institution in the State to provide human resources, skills and technologies required for the sustainable agricultural development through education, research and extension. At present, university has nine colleges under the Faculty of Agriculture, Agricultural Engineering and Forestry, six Regional Agricultural Research Stations (RARS), seventeen research stations, seven Krishi Vigyan Kendras (KVKs) and seven other extension units. The university has the workforce of 486 teaching staff, 1077 non-teaching staff, 36 technical officers and 1601 labourers as on 01/09/2024. Competency mapping is an important tool for an organization to ensure its employees have the abilities to meet the institutional goals. With this backdrop, competency mapping was conducted among a selected sample of 70 scientists, 40 technical officers, 70 administrative staff, and 70 labourers using simple random sampling technique. Competency models tailored to each category of employees were adopted and modified focusing on the core competencies aligned with the specific job requirements for each category. According to the TAASK-based competency model, scientists at KAU showed the highest competency gap in knowledge with an index of 56.80, and the lowest gap in attitude with an index of 34.84. By adopting hexagonal competency model for technical officers, it was identified that the highest competency gap was in knowledge with an index of 70.42, while professional ethics had the smallest gap of index value 24.60. The Lancaster competency model adopted among administrative staff highlighted creativity as the area with the largest disparity, recording a competency gap index of 56.27, whereas professional ethics showed the smallest gap of index value 26.25. According to the Pyramid competency model for labourers, knowledge exhibited the highest gap index value of 65.39, while communication had the lowest gap index value of 28.07. It was found that majority of all the four categories of employees exhibited moderate level of job performance. To delineate the factors affecting the performance of employees of KAU, seven factors were identified among scientists viz; career progression and learning, workload, job stress, research productivity, personal efficacy, work environment and job engagement. Six factors were determined among technical officers viz; job engagement, workplace resources and job mobility, personal efficacy, achievement motivation, career progression and occupational pressure. Five factors like career progression and job mobility, job engagements, infrastructural facility, personal efficacy and occupational pressure were identified among administrative staff. Seven factors were determined among labourers viz; age, personal efficacy, infrastructural facilities, organizational climate, achievement motivation, occupational pressure and job engagement. The overall training needs of KAU employees were assessed under technical, organizational, and socio-psychological domains. The urgently needed trainings among scientists were in the technical domain with an index value of 50.16, followed by socio psychological domain (42.50) and the least training need on organizational domain (39.70). The overall Training Need Index (TNI) of scientists at KAU was 44.12. The urgently needed trainings among technical officers were in technical domain with an index value of 30.25, followed by socio-psychological domain (23.75) and the least training need on organizational domain (19.38), resulting in an overall TNI of 24.46. The most needed rainings among administrative staff were in technical domain with an index value of 38.57, followed by organizational domain (30.83) and socio-psychological domain receiving the least training need index (19.57) and their overall TNI was 29.66. Similarly, the training needs of labourers were the highest in technical domain with an index value of 31.99, followed by socio-psychological domain (24.29), and their overall TNI was 28.14. Based on the findings of the study, the training modules were designed based on the specific training needs of each category of the employees. Eight modules for the scientists of KAU, seven modules for the technical officers, three modules for the administrative staff and five modules for the labourers were designed to enhance the competency of the employees of KAU. The implications such as developing a competency software for university to visualize performance gap for individual employee, to encourage inter-disciplinary or cross-departmental collaborative projects to bridge the knowledge gap among scientists and to implement competency-based talent management system which enable university to assess employees’ current competency were recommended from the findings of the study to increase competency level of university employees.
Effectiveness of certificate course on integrated nutrient management for fertilizer dealers
(Department of Agricultural extension, College of Agriculture, Vellanikkara, 2025-01-21) Sathiswaran, R.; Helen, S
The fertilizer dealers are the prime source of agricultural information and suppliers of quality inputs to the farming community. However, majority of the fertilizer dealers do not have a formal degree or adequate knowledge on scientific practices in agriculture. Realizing the importance of equipping fertilizer dealers and enhancing their professional competency of fertilizer dealers, the Ministry of Agriculture and Farmers’ Welfare issued an amendment called Fertilizer Control Order in 1985. It is mandatory for all the fertilizer dealers to undergo a 15-day certificate course to obtain and renew their license for fertilizer dealership. Kerala Agricultural University (KAU) introduced online certificate course on Integrated Nutrient Management (INM) in 2020 for fifteen batches and thereafter conducted nine offline batches till 2023. In this background, a study on “Effectiveness of certificate course on integrated nutrient management for fertilizer dealers” was carried out to assess the effectiveness of online and offline certificate course on Integrated Nutrient Management (INM) as perceived by fertilizer dealers, relationship of profile characteristics of fertilizer dealers with their perceived effectiveness towards online and offline certificate course on INM, identify constraints faced by fertilizer dealers in participating online and offline certificate course and formulate strategies to improve the certificate course for empowering fertilizer dealers. The seven districts of Kerala, viz. Kannur, Kozhikode, Malappuram, Thrissur, Palakkad, Alappuzha and Kollam were selected purposively for the study by considering the maximum number of fertilizer dealers participated in the certificate course. A representative sample of 150 respondents each from online and offline certificate courses was selected by adopting proportionate random sampling technique, thus making the total sample size of 300 respondents. The profile of online and offline trained fertilizer dealers revealed that, 46.00 per cent of online trained dealers were in the middle age group, while 36.00 per cent of offline trained dealers were in the young age group. It was found that for both categories of dealers, the majority were males, educated up to the graduation level, and had good computer proficiency. Most of the dealers were retailers, and more than half had business experience of less than five years. It was revealed that 35.33 per cent of online trained dealers had an annual income between Rs.50,001 and Rs.1,00,000, whereas 28.66 per cent offline trained dealers earned above Rs.2,00,000 annually. Among online trained dealers, 30.00 per cent dealt with any two types of inputs, while more than one-fifth of offline trained dealers (27.33%) dealt with any two and three types of inputs each. The data also showed that the government agencies were the major source of motivation for more than half of both the categories of dealers. It was revealed that the majority of both categories of dealers had a medium level of extension contact, mass media participation and information-seeking behaviour. Both categories of online as well as offline trained fertilizer dealers exhibited a medium level of management orientation, decision-making ability, economic motivation, risk-taking ability and level of aspiration. The perceived effectiveness of the certificate course using the Kirkpatrick's four-level hierarchical model revealed that, the ‘reaction’ level of the evaluation of the certificate course composed of the components viz; quality, course content, teaching methods, duration and time of training. It showed that the mean score of 4.36 secured by offline trained fertilizer dealers was higher compared to the mean score 3.78 gained by online trained fertilizer dealers towards the reaction level under the evaluation of the certificate course on INM. At the ‘learning’ level evaluation of the certificate course constituted the components viz; utility, coverage, knowledge gained and skill development. It clearly showed that the mean score secured under learning level of the offline trained fertilizer dealers 4.24 was higher in comparison to online trained fertilizer dealers with mean score of 3.83. The ‘behaviour’ level of the evaluation of the certificate course comprised the change in job performance, confidence level and management skills among the fertilizer dealers after completing the certificate course. It showed that the mean score 4.21 obtained by offline trained fertilizer dealers was higher compared to the mean score 3.76 secured by online trained fertilizer dealers. Finally, the ‘result’ level of the evaluation consisted of role of certificate course in moulding the respondents viz; professional competency, management of fertilizer dealership, transfer of technology and overall satisfaction. It showed that the mean score 4.25 obtained by offline trained fertilizer dealers was higher compared to the mean score 3.86 received by online trained fertilizer dealers related to the ‘results level of them after attending the certificate course. The Spearman’s rank correlation coefficient (rsp) analysis revealed that the variables viz; age, educational status, business experience, mass media participation, types of input marketed, computer proficiency, management orientation, information seeking behaviour, economic motivation, risk taking ability and level of aspiration were found to be positively correlated with perception towards the effectiveness of certificate course either 1% or 5% level of significance. The major constraints faced by online trained fertilizer dealers were: receipt of study materials after completion of online sessions, some lectures were too fast, internet connectivity issues and lack of communication and low interaction with other participants. Whereas, the major constraints faced by offline trained fertilizer dealers were: classroom session was too long to concentrate, no adequate follow-up and difficult to maintain work life balance during the course period. The specific strategies were developed to improve the effectiveness of the certificate course on Integrated Nutrient Management (INM). Based on the Kirkpatrick's level of evaluation model, strategies were framed viz. Reaction level: group discussion, method demonstration and group presentation may be organized. Learning level: enhancement of knowledge, upgradation of skills and favourable attitude towards the job. Behaviour level: Understanding market dynamics, disseminating technology and staying updated with latest technologies. Results level: sessions on conducting market research, encouraging to share knowledge with colleagues and farmers, networking with suppliers and manufacturers, evaluating new technologies and follow up may be adopted
Emotional intelligence among the employees of ESAF microfinance and investment (P) Ltd., Thrissur
(College of co-operation, banking and management, Vellanikkara, 2016) Aiswarya, S; Helen, S
Emotional intelligence among the employees of Vellanikkara Service Cooperative Bank Ltd
(College of Co-operation, Banking & Management, Vellanikkara, 2020-08-07) Shahana, K S; Helen, S
Entrepreneurial behaviour of agripreneurs of KAU technology
(Department of Agricultural Extension, College of Horiculture, Vellanikkara, 2017) Raju Parashuram Naik; Helen, S
Entrepreneurial skills among the agriculture students in Kerala
(Department of Agricultural Extension, College of Agriculture, Vellanikkara, 2020) Aysha Adhina, M; Helen, S
Human resource management practices in SNA oushadhasala pvt. ltd., Thrissur
(College of Co-operation, Banking & Management, Vellanikkara, 2021-10-07) Anjali Sathish; Helen, S
Impact of training programmes on farm mechanisation — a case study
(Department of Agricultural Extension, College of Horticulture, Vellanikkara, 2017) Akhil Krishnan, U; Helen, S
Impact of training programmes on farm mechanisation - a case study
(Department of Agricultural Extension, College of Horticulture, Vellanikkara, 2017) Akhil Krishnan, U; Helen, S
Influence of employee benefits on employee retention at vaidyaratnam oushadhasala private limited
(College of Co-operation, Banking & Management, Vellanikkara, 2021-03-29) Anju Maria; Helen, S
Quality of work life of employees in Vaidyaraj oushadhasala, Anandapuram
(College of Co-operation, Banking & Management, Vellanikkara, 2021-10-07) Layona Shaju; Helen, S
Skill gap analysis among rural youth in rice farming
(Department of Agricultural Extension, College of Agriculture, Vellanikkara, 2021) Thenmozhi, C; Helen, S
The present scenario of agriculture demands a competent youth. On contrary, there is decreasing participation of youth in agriculture over time due to lack of appropriate knowledge, adequate skills, perceived low status etc. Hence, there is a need to focus on improving the skills of rural youth involved in rice farming for enhancing the agricultural production. The present study was conducted among 120 rural youth engaged in rice farming from four blocks of Palakkad district viz. Kuzhalmannam, Kollengode, Nenmara and Chittur. Majority of the rural youth respondents were males in the age group of 30 to 35 years. Majority of the rural youth were holding less than one hectare of land with five to ten years of experience in farming. Majority of the rural youth were graduates and were engaged in farming as well as employed in the private sector with an income of rupees 1 to 3 lakhs per annum. Majority of the rural youth possessed a sprayer and almost all the respondents owned a smartphone. One-third of the rural youth had received trainings on farming and allied activities. More than half of the rural youth had medium level of social participation, scientific orientation, information seeking behaviour, innovativeness and market orientation. More than two-third of the respondents had medium level of economic motivation, achievement motivation and knowledge level in rice farming. The most preferred occupation by majority of rural youth in Palakkad district was government service. The least preferred occupation by rural youth was taking up the sericulture sector. Majority of the youth in Kuzhalmannam block preferred government service. The most preferred occupation by the rural youth in Kollengode block was farming. Most of the rural youth in Nenmara block opted for business. Majority of the youth residing in Chittur block preferred private service. There was a high degree of concordance among rural youth from four blocks of Palakkad district in preferring their occupation. The existing skill level of rural youth in rice farming was 69.73. The overall general skill of rural youth was 73.99. The overall managerial skill of rural youth in rice farming was 71.97. The overall communication skill of rural youth was 68.18. The overall technical skill level of rural youth in rice farming was 64.79. The overall skill gap among rural youth involved in rice farming was 30.27. The highest skill gap was found among rural youth in technical skills with a mean of 35.21. The overall gap in general skills among rural youth was 26.01. Among the general skills, learning skills had the highest gap with a mean value of 28.63. The overall gap in managerial skills among rural youth was 28.03. Time management had the highest skill gap among the managerial skills with a mean value of 30.97. The overall gap in communication skills among rural youth was 31.82 in which ICT skills topped the list with a mean value of 48.33. Block-wise analysis revealed that rural youth from Kollengode block had the highest skill gap with a mean rank of 34.42 whereas rural youth from Nenmara block showed the lowest skill gap with a mean rank of 26.53. Three-fourth of the rural youth in the study area belonged to the category of medium level of skill gap in rice farming. Farming experience, social participation, trainings received, extension agency contact, economic motivation, scientific orientation, knowledge level, information seeking behavior, achievement motivation, innovativeness and market orientation had positive and significant relationship with the skill level of rural youth in rice farming. Educational status had a negative association with the skill level of rural youth in rice farming. For every one unit increase in the level of economic motivation, information seeking behavior and achievement motivation of rural youth, the probability to acquire above average skills in rice farming increases by 2.765, 2.462 and 2.638 units respectively. The strategies to bridge the skill gap among the rural youth in rice farming includes organizing skill-oriented training programmes at regular intervals on latest technologies. Networking and formation of rice farming youth groups would create a sense of social security and sustain their interest in rice farming. Institutional support and incentives for starting rice-based enterprises may be provided to enhance the incomegenerating opportunities in rice farming. Awareness about ICT initiatives in agriculture and effective usage of social media tools would improve their skills in rice farming. Consorted efforts may be initiated to retain youth in rice farming through effective utilization of skill development programmes of the central and state governments.
Skill gap analysis among the agricultural graduates in Kerala
(Department of Agricultural Extension, College of Horticulture, Vellanikkara, 2018) Nagendra; Helen, S
Strategies for capacity building of extension personnel for using information and communication technologies
(Department of Agricultural Extension, College of Horticulture, Vellanikkara, 2015) Chithra Gangadharan; Helen, S
Study on financial performance analysis of the South Indian Bank Ltd.
(College of Co-operation Banking and Management, Vellanikkara, 2017) Sherine Stanley; Helen, S
Study on the financial performance of SNA oushadhasala Pvt. Ltd.Thrissur
(College of Co-operation Banking and Management, Vellanikkara, 2017) Nigita Ros Sajan; Helen, S
SNA Oushadhasala Pvt Ltd, Thrissur is a leading manufacturing company producing Ayurvedic medicines. The company produces classical and traditional types of medicines. It is a company which runs on profit for a long period of time. The company has a very high scope in future also. Because Ayurvedic industry is in its growth stage and the demand for the Ayurvedic medicines will never face a tough situation in the near future. By analyzing last five years’ financial statement of the company it is clear the there is a strong liquidity and solvency position at present. The overall performance of the firm is also good. But by adopting various measures the firm can reduce its operating cost and achieve much more profitability. The net sales and revenue of the firm is increasing over the years in a good manner. The operating cost is also increasing along with the sales, but the firm is able to cover these costs with their sales revenue and to maintain the profitability. By undertaking proper measures, the operational efficiency can be made better in the future too. The future prospects of the organization are sure to show a tremendous progress.