1

SUMMER INTERNSHIP REPORT ON

HUMAN RESOURCE MANAGEMENT AT

SUBMITTED IN PARTIAL
FULFILLMENT OF THE
REQUIREMENTS FOR MASTER’S DEGREE OF
BUSINESS ADMINISTRATION

AT

I.M.R.T COLLEGE
BY

MANSI SINGH (1907560700026)

SUBMITTED TO

AMUL LTD.
2

Banas City, CG City, Lucknow, Uttar Pradesh, India ( 7233004082 )

TO WHOM IT MAY CONCERN

DATE: 26/JULY/2020
This is to certified that Mansi Singh has successfully
completed internship of 45 days from 11/JUNE/2020 to
26/JULY/2020 at Amul ltd.
During the internship period she was assigned a
project on HUMAN RESOURCE MANAGEMENT.
Her approach to this work has been found satisfactory.
We wish him all the best.
3

(Area Manager)

(Authorized Signature)

DECLARATION

I Mansi Singh student of MBA batch (2019-21) declare that

the project entitle HUMAN RESOURCE MANAGEMENT,
is my own work conducted under the supervision of
JAGDISH SHARMA SIR as partial fulfilment of Summer
Internship Program for the course of MBA submitted to
AMUL LTD and I.M.R.T COLLEGE Lucknow.

I further declare that to the best of my knowledge the project

does not contain any part of any work which has been
submitted for any other project either in this institute or in any
other without proper citation.

Place: Lucknow

Date:………………………….. Signature of the Candidate

4

ACKNOWLEDGEMENT

I am very thankful to AMUL Limited for giving me such a golden

chance to undergo training in their organization.

I would like to thank Mr. JAGDISH SHARMA SIR, Sales

MANAGER Lucknow unit to have been really co-operative with
me through this study.

They guide me at every step and inspired me with the

opportunities to tune my learning process and also to those who
directly or indirectly helped me, support me and devoted their
time during the whole tenure of my training.

Once again, I would like to thank AMUL Limited for their great co-
operation and hospitality.

Thank you!
 5

INDEX

S No. PARTICULARS PAGE NO.

1 Company profile 3
Introduction

2 Introduction of Human Resource Management 4-5

3 Human Resource Department 6

4 Function of Human Resource Management 7-17

 Recruitment
 Selection
 Training and Development
 Performance Appraisal
 Wages and Salary
 Compensation
 Trade Union

 Human Resource Information System

5 Conclusion 18

6 Bibliography 19
6

ORGANIZATION PROFILE

 NAME : Kaira District Co- Operative Milk Producers’

Union Limited, Anand.

 FORM : Co-Operative Sector under the

Co- Operative Society Act.

 REG.OFFICE : Kaira District Co-Operative Milk Producers

Union Ltd, Anand 3881001. Gujarat, India.

 PROMOTERS : (1) Shri Tribhuvandas Patel

(2) Shri Morarji Desai

(3) Shri Vallabh Bhai Patel

7

(4) Dr. Varghese Kurien

 AUDITORS : Special Auditors(Milk), Milk Audit Office Anand.

 SOCITIES : 1113.

 MEMBERS : 6, 31,333.

 OFFICE TIME : 10:00 A.M To 06:00 P.M.

 PREMISES : 49.55 Acres.

 REGISTRATION : 14th December, 1946.

8

PREFACE
Summer Internship programme is a part of MBA
programme, which is very helpful in getting practical
knowledge in this globalization world. Now-a-days only
theoretical knowledge is not enough to success in life but
most important we must have practical knowledge. With
the help of this training, I came to know how to apply
theoretical knowledge in practice. Main purpose of this
training is to have awareness about industrial
environmentand to know about different functions of an
organization like Distribution, Production and Marketing.

I got an opportunity in AMUL in Lucknow to undergo

Summer Internship programme as a part of MBA
programme. I consider myself privileged that, I got a
chance to work with reputed company and can upgrade
my knowledge related to practical aspect of business
world which is very helpful in my career building.
9

INTRODUCTION

 Human Resource Management:

Human Resource Management has come to be recognized

as an inherent part of management, which is concerned
with the human resources of an organization.

Its objective is the maintenance of better human relations

in the organization by the development, application and
evaluation of policies, procedures and programmers
relating to human resources to optimize their contribution
towards the realization of organizational objectives.

In other words, HRM is concerned with getting better

results with the collaboration of people. It is an integral
but distinctive part of management, concerned with people
at work and their relationships within the enterprise.
10

HRM helps in attaining maximum individual

development, desirable working relationship between
employees and employers, employees and employees, and
effective modeling of human resources as contrasted with
physical resources. It is the recruitment, selection,
development, utilization, compensation and motivation of
human resources by the organization.

Human resources may be defined as the total knowledge,

skills, creative abilities, talents and aptitudes of an
organization's workforce, as well as the values, attitudes,
approaches and beliefs of the individuals involved in the
affairs of the organization. It is the sum total or aggregate
of inherent abilities, acquired knowledge and skills
represented by the talents and aptitudes of the persons
employed in the organization.

The human resources are multidimensional in nature.

From the national point of view, human resources may be
11

defined as the knowledge, skills, creative abilities, talents

and aptitudes obtained in the population; whereas from the
viewpoint of the individual enterprise, they represent the
total of the inherent abilities, acquired knowledge and
skills as exemplified in the talents and aptitudes of its
employees.
12

Introduction of Dairy Industry

Indian dairy sector contributes the large share in agricultural

gross domestic products.
Presently there are around 70,000 village dairy cooperatives
across the country. The co-operative societies are federated
into 170 district milk producers unions, which in turn have
22-state cooperative dairy federation. Milk production
gives employment to more than 72 million dairy farmers.
In terms of total production, India is the leading producer of
milk in the world followed by United State of America. The
advent of dairying has been a boon for dairy farmers and of
particular importance to those segments of the society that
have been traditionally weak, the small landholders, landless
labourers and women.
It has provided a year-round source of income for people
who previously could only depend on payments from small
seasonal crops or from occasional labour.
13

It is estimated that up to 60-65 percent of the income of this

group (marginal and small-scale farmers) now comes from
dairying. Studies have shown that dairying in rural areas
surpassed crop production in terms of profit in marginal,
small and medium-sized holdings. For smallscale farmers
with irrigated land, dairying and crop production together,
were more profitable than crop farming alone.
Over the period, dairying has also acquired the contours of
a fully-fledged industry in the country and has positively
improved the life of those engaged in this business,
directly or indirectly, bringing significant socioeconomic
changes. The primary dairy cooperatives are positively
influencing the development of villages in India especially
in Shahuwadi Tahsil of Kolhapur district of Maharashtra.
This research highlights the important position of dairy
industry in Shahuwadi Tahsil’s rural economy.
It examines the contribution of dairy cooperatives to rural
development. It is a case study of some selected
cooperative milk dairies in Shahuwadi Tahsil of Kolhapur
district in Maharashtra.
It tries to assess the contribution of milk cooperatives in the
rural development of the same village. The study comprises
14

the analysis of primary data related to demography of the

sample, change in income, change in education and change
in health services and many more. The results put forth the
contribution of primary milk cooperatives in this
development in terms of upliftment of poor people, increase
in income level, increase in education level and access to
health services.
Co-operative dairies in World Scenario The idea of dairy
cooperative originated first in Switzerland in the village of
Kiesen in 1815. Later on it spread over Denmark, Europe,
and the USA. In India the seed of Cooperation was sown
in1904 with the passage of first Cooperative Act. The
Indian Dairy Cooperatives are organized on three-tier
structure. The Primary Milk Producers' Cooperative
Societies work at the village level followed by the District
Milk Cooperative Union works at the district level. A state
level Cooperative Milk Federation supports and guides
district unions. All the unions in a state are normally
members of a federation whose prime responsibility is the
marketing of milk and milk products outside the state.
There is also a fourth tier, the National Cooperative Dairy
Federation of India (NCDFI), which is a national level
body that formulates policies and programmes designed to
safeguard the interests of all milk producers. In India
15

Dairy Cooperatives are successful because of their

Empowerment, Labour Intensiveness and Cost
Effectiveness.
History of Co-operative Dairies in India: The Co-operative
movement started in India in the last decade of the 19th
Century with two objects in view, i.e. to protect the
farmers from the hands of the private money lenders and
to improve their economic condition. Madras province
was the birth-place of this movement. With the setting up
of an Agricultural Co-operative Banks there the movement
took root in our Land and slowly gained strength.
However, the growth of Co-operative movement in India
during British rule was very slow and haphazard one. In
most of the cases, the provincial governments took the
lead. The foreign ruler had only made some committees or
framed a few rules and regulations. But they did not take
any wide-ranging programme to spread the movement all
over the country. The golden era of Co-operative
movement began after India had won freedom. Within two
decades of independence the membership of primary
societies had increased four times while the share capital
and working capital increased 23 and 31 times
respectively. The history of Dairy Development
Movement in India is a new one. During the pre-
16

independence period this movement was limited to a few

pockets of Calcutta, Madras, Bangalore and Gujarat but
after independence the National Government took great
initiative in setting up new Dairy Co-operatives in many
parts of the country.
The National Dairy Development Board (NDDB) was set
up to make the ambitious project a success.
Development of Co-operative Milk Dairies in India Indian
economy is agricultural and in agricultural India 65 to 70
percent people lives in rural area. Most off people are
depend on agriculture and agricultural business. In
supplementary business to farming is animal Husbandry,
dairy-farming, fishery and poultry-farming. In Indian
industry dairy farming has important role. More than eight
lac villages in India . 72million villagers are involved in
dairy farming. Indies Milk production is 88metric tones,
which is 14 present of the world. India is first rank holder
in the World. First military dairy at Alhabad established
on 1886 in India. First animal counting was done in 1919.
First co-operative dairy was founded at Khetra, Allahabad
in Uttar Pradesh. Later other milk cooperative dairies
established at Baroda, Belgam, Hubali, Culcutta, and
Bagalkot. Government consciously made attempts to
17

develop dairy-farming, like other sectors of human are

other economic business, principle of cooperative also
adopted in dairy-farming.
So this business developed in three sectors like
Government, private and cooperative. To develop
cooperative dairy farming throughout India, "National
Dairy Development Board" was founded on 1965.After
foundation of 'National Dairy Development Board'
'Operation flood' scheme was started on1970. So on
Anand pattern stress was given on establishment of
cooperative milk society. District milk producer’s
federation on district level, Taluka milk producer’s
federation on taluka level and primary co-operative milk
society on village level was established. Similarly state
federation was established on state level. Importance of
Study Dairy farming is a supplementary business to
agriculture. To develop this Business and co-operative
dairies net; researcher have given some remedies for
general development of co-operative milk dairies in
Shahuwadi Tahasil .India is Nation of villagers, maximum
people live in rural areas. Rural people face different
problems due to illiteracy, mismanagement etc . It resulted
in poverty moreover, due to underutilization of available
resources. Alleviation of the rural poverty has been prime
18

consideration of Indian planning, for alleviation of the

poverty of govt. India launched specific programmes and
is trying to improve the quality of rural people. Rural
development involves raising the social and economic
status of the rural population on a sustainable basis
through optimum utilizing of local resources. Milk is a
complete food hence it has a special importance in human
diet. This provides a golden opportunity to rural dairy
milk producers and farmers to do the supplementary
business in their own villages. Because of the milk farms
general milk producers have changed their lives and
economic status. At the same time urban peoples have got
pure milk because of cooperative dairies in their native
places. Shahuwadi Taluka is one of the developing taluka
in Kolhapur district of
Maharashtra. Also much population is living in rural area;
they have a lot of opportunities of employments in their
villages through primary co-operative milk dairies. Now
days this business is getting immense importance in this
district. Although maximum numbers of farmers are doing
this business, lack of complete knowledge,
mismanagement, lack of facilities and lack of modern
technology are some of major obstacles in front of this
business.
19

• THE AMUL – MEANING

AMUL means “priceless “in Sanskrit. A quality
control expert in Anand suggested the brand name
“AMUL” from the Sanskrit word “Amoolya” variants, all
meaning “priceless” are found in several Indian languages.
Amul products have been used in millions of home since
1946.

Today Amul is a symbol of many things; of high –

quality products sold at reasonable prices; triumph of
indigenous technology; of the marketing savvy of a
farmer’s organization and proven model for dairy
development.
20

• Motto
The main motto of AMUL is to help farmers. Farmers
were the foundation stone of AMUL. The system works
only for farmers and for consumers, not for profit. The
main of AMUL is to provide quality products to the
consumers at minimum cost. The goal of AMUL is to
provide maximum profit in terms of money to the farmers.

• Mission
We at GCMMF (Gujarat Co-operative milk Marketing
Federation) endeavor to satisfy the taste and nutritional
requirements of the customers of the world, through
excellence in marketing by our committed team. Through
21

co-operative networking, we are committed to offering

quality products that provide best value for money.”

• Vision
Vision of AMUL is to provide and vanish the
problems of farmers (milk producers). The AMUL
apparition was to run the organization with co-operative of
four main parties, the farmers, the representatives, the
marketers, and the consumers.

• Quality Policy
The motivated and devoted work force of AMUL are
committed to produce whole some and safe foods of
excellent quality to remain market leaders through
22

deployment of quality management system, state of art

technology innovation and eco- friendly delightment of
customer and betterment of milk producer.

CSR Initiatives

RURAL SANITATION CAMPAIGN

23

Amul Dairy has launched a novel

scheme for total rural sanitation
and set a target for itself whereby
not a single milk producer will
attend to nature’s call in the open.
The Dairy with the support of District Rural Development
Agency (DRDA)

will provide interest free loans to its milk producers in

Anand and Kheda districts to set up ‘pucca’ toilet blocks,
which will not only help women milk producers avoid
embarrassment but will also ensure hygiene.

‘In five years’ time, dairy wishes to achieve the target of

providing 100 per cent toilet facilities in all villages where
Amul has a milk society.
Amul has prepared a model low-cost toilet block that costs
Rs.11,500 per unit. While DRDA will support this
initiative through subsidy ranging between Rs.4500 and
24

Rs.4600 for BPL/APL families, Amul will provide its

members an interest free loan worth Rs.4300 returnable in
four years’ time. A member can pay up this loan by
getting Rs.100 per month deducted from his/her bill.

The mission is not just about bringing a cultural change by

imbibing good habits among milk producers but also
targeted towards encouraging hygienic practices in the milk
supply chain.

Amul has prepared a model low-cost toilet block that costs

Rs.11,500 per unit. While DRDA will support this
initiative through subsidy ranging between Rs.4500 and
Rs.4600 for BPL/APL families, Amul will provide its
members an interest free loan worth Rs.4300 returnable in
four years’ time. A member can pay up this loan by
getting Rs.100 per month deducted from his/her bill.

Amul Scholarships: To encourage

25

outstanding children of farmers in pursuing higher studies

Amul introduced scholarship schemes in 1992. The
children are given scholarships for pursing Diploma,
Graduation, Post-Graduation and Doctorate. Every year
the outstanding children are identified from the villages
and scholarships are provided to fulfill their dream of
achieving academic excellence. This effort has motivated
greatly children to excel in their studies and spread
education in rural areas.

Amul Scholar Felicitation Programme: Annually Amul

felicitate outstanding children of employees who have
secured highest marks in 10th, 12th standards and Gold
Medalist in graduation. Amul Scholars’ Felicitation
Programme was initiated in 2004 and has facilitated many
outstanding students of Amul family.
26

Amul in association with the Indian Red Cross Society

aim to inspire, encourage and initiate humanitarian
services to minimize, alleviate and prevent human
suffering at all times to contribute for “Humanity to
Peace”. Towards this objective Amul initiated blood
donation campaign since 1987. Blood donation camps are
organized regularly in rural areas through Village Dairy
Co-operative Societies. Similarly camps are organized in
Amul Dairy Campus wherein employees and their family
members join in donating blood. In addition, Amul
organizes donation of blood on emergency. Amul has
made a trend in donating blood to the society.
27

Amul Vidya Shree & Vidya Bhushan:Amul’s vision is to

see an educated, talented and strong youth in a developed
India of the future and thereby contribute towards nation
building. We at Amul believe that the sound education of
its youth is the foundation of every state. Hence it is the
most basic constituent for a developing nation like ours.
Towards this philosophy, Amul Vidyashree &
Vidyabhushan Awards have been instituted to recognize
the brilliance of the students across India as well as the
quality of education & guidance imparted by the schools
they study in. The inception of these awards dates back to
2004-05.

The Awards recognize the academic brilliance of Class

10th and 12th top merit rankers across India and the quality
of education and guidance imparted by the schools they
study in and thereby encourage the spirit of enlightenment
among today’s youth. In the first year of the Award
Foundation, Amul honored 500 students in Gujarat and
28

other parts of India. In the second year it acknowledged

further 2267 students across schools in India. Moving
ahead (2006-07) Amul instituted Amul Vidya

Bhushan” awards to recognize the toppers of Std 12th

examination also. The pan India details on these Awards
are available in the following links.

It is India’s first of its kind award that recognizes and

rewards brilliant minds of India. By winning this award,
not only the student gets recognized, but it also help the
schools to enhance their image as an academy that imparts
quality education, worth emulating by others.
29

Tree practices
In 1946, the unfair trade practices of the middle men
brought the farmers of Kaira to unite and fight against this
system which brought Amul into existence. Their
relentless effort in improving their socio-economic
conditions ultimately brought their working as a model for
dairy development programme in our country – popularly
known as

Anand Pattern. Replication of Anand Pattern through

Operation Flood programme helped India to achieve first
position in production of milk in the world.

As part of Amul’s continuous effort to improve the socio-

economic conditions and livelihood of dairy farmers,
Amul has come out with various schemes to increase
cattle holding per farmer thereby their income.
30

A Dairy Demonstration Farm (DDF) has been set up at Mogar

to demonstrate scientific methods of dairy farming. The project
envisages encouraging the farmers to use high yielding animals
and modern aids to increase milk production.

The Union provides technical support to milk producers on

Scientific Animal Husbandry practices and also facilitates
loan disbursement from banks to the needy by guaranteeing
the loan repayment on behalf of farmers. The Dairy
Demonstration Farm is generating overwhelming interest in
milk producer members because of its success and viability.

So far, under various schemes, thousands of farmers are

covered to increase the cattle holding size from small to
medium size.

Alarmed by the climate change and global warming and

their understanding of that dairy farming like agriculture
is dependent on nature, they took an oath on 15th August,
2007, after the flag hoisting ceremony, to plant a sapling
and ensure that it grew into a tree. Then individually they
31

planted sapling on their own at their identified locations

like their farm, near their home, on farm bunds, etc. This
marked the beginning of a silent new revolution to bring a
green carpet on Gujarat and India.

In the year 2007, 21,000 saplings were planted by the

farmers in Kaira of which 10,000 plants have survived. In
the following year 2008, they planted more than 5,05,000
saplings of which 1,79,000 have survived. In 2009, third
year of their movement, more than 13,51,000 saplings
have been planted.

Farmers have also created nurseries to produce saplings and

almost 45 such nurseries have been created as of date. For
better coordination and sustainable success, Teams have been
formed at various levels.
32

Inspired by this movement, whole dairy cooperative farmers of

Gujarat under Gujarat Co-operative Milk Marketing Federation
Limited (GCMMF) have so far planted 312 lakh saplings.

According to statistics of Forest Survey of India

considering on an average 30-40 cm diameter of these
trees, 106 trees would provide one hectare of green tree
cover. Considering 47% survivability of planted trees
(based on post plantation survey data, around 148.12 lakhs
out of 311.98 lakhs tree planted survived during the last
five years), when they fully grow up, would provide
additional 1,39,735 ha. of green cover which is additional
6.41% forest cover of Gujarat State of India.

In last five years, milk producers of GCMMF planted

around 312 lakhs tree saplings. By doing so, milk
producers of Gujarat Dairy Cooperatives have shown their
concern, awareness and commitment for betterment of
environment.
33

It has been estimated that when one tree is cut, in monetary

terms there is loss or Rs. 33 lakhs

(Oxygen worth of Rs. 5.3 lakhs, Land Fertility of Rs. 6.4

lakhs, Rs. 10.5 lakh for reduction of pollution of
atmosphere and Rs. 5.3 lakh towards Flowers / Fruits and
habitation to birds - animals). But the benefits that accrue
to mankind when a tree is planted cannot be measured in
money and is priceless.

AMUL PLANTED MORE THAN 619

LAKHS TREES
Anand (Gujarat), Aug.16 (ANI-Business Wire India): A
new type of Green Revolution has begun in
Gujarat. Three years ago, the 13 milk unions of
Gujarat Cooperative Milk Marketing Federation
(better known as Amul) decided to launch a mass
34

tree plantation programme involving each and every

member milk producer.
Accordingly, in 2007 the first year of the project Amul
milk producers planted 18.9 lacs trees across 14,000
villages in Gujarat, on "One member, One tree" basis.
Learning from the thumping success, the programme was
up scaled in the year 2008. All the Member Unions of
GCMMF unanimously decided to plant minimum three
trees per member milk producer.
Accordingly, saplings were provided in each district
where dairy cooperatives are located, village by village
and farmer by farmer, oath was taken to ensure that the
sapling grew into a tree. Mass tree plantation was carried
out in 14,000 villages all across Gujarat on 15th of
August, 2009.
Approximately 52.74 lacs trees were planted by milk
producer members of Amul.
In the third year of this mass movement, the programme
has been further scaled up and enhanced the growth of
tree cover faster. With active participation from Milk
Unions, 127 nurseries have been set up all over Gujarat
with necessary tools and equipment.
Distribution of saplings were arranged as per choice of
farmers. They were encouraged to select the place and
35

prepare the land for the plantation in advance. Milk

producer members actively participated in the event. As a
result, approximately 84.04 lac trees were planted on 15th
August 2009 on "One member, Five tree" basis.
This year, 29 lakh milk producer members of Amul took
up mass tree plantation campaign again and planted 100
lacs trees on 15th August 2010 on "One member, Five
tree" basis. They have also planted various fruit and
fodder trees to enhance nutrition and fodder availability in
villages .
The type of trees that were planted were Neem, Mango,
Chickoo, Babul, Subabul, Sargavo, Banyan, Peepal, Imli,
Ber, Gulmohar, etc.
All board members of Village Dairy Cooperatives and
District Milk Unions actively participated in making this
unique movement a grand success. The Board of the
Federation is determined to further upscale this
experiment next year and turn Gujarat into the greenest
state of India.
As a mark of recognition for these efforts, Amul was
conferred the following international and national awards
this year :
(a) On 28th April, 2010 Amul had received International
Dairy Federation Award for the best environmental
36

initiative in the "sustainability category" during the 4th

Global Dairy Conference held at Salzburg Congress
Centre, Salsburg, Austria.
(b) On 22nd April 2010, Amul has also bagged the
prestigious Srishti G-Cube Award for Good Green
Governance in the service category at New Delhi. H.E.
Shri Muralidhar Chandrakant Bhandare, Hon'ble
Governor of Orissa presented the award.
It may be recalled that Amul had a humble beginning of
two Village Dairy Cooperative Societies collecting 247
litres of milk in 1946 which has now grown to over 14000
Village Dairy Cooperative Societies collecting more than
one crore litres of milk per day. Similarly, the tree
plantation drive which had started with 18.9 lakh saplings
in 2007 has now grown into a mass tree plantation drive
with plantation of one crores saplings in 2010 thereby
leading the way for greening Gujarat for posterity. (ANI)
37

HUMAN RESOURCE DEPARTMENT

Introduction:

According to Scoot Clothier and Spriggel Human

resource management as the branch of management which
is responsible on a staff basis for concentrating on those
38

aspects of relationship of management to employees and

employees to employees and with the development of the
individual and the group. The objective is to attain
maximum individual between employer and employees
and effective molding of human resources as contrasted
with physical resources.

Personal (Human resource) management plays a very

important role for any organization. The firm having all
types of resources like machines, materials, money,
information etc. will not be success in business without
effective manpower. Human capital is the greatest assets
of business enterprise and manpower management is the
most important and crucial job because the managing
group is the heart of the company.

Human resource department plays most important role in

establishing good relation and harmony among all.
39

No. Of Shift:
• 1st shift time: 08:30 A.M to 04:30 P.M
• 2nd shift time: 04:30 P.M to 12:30 A.M
• 3rd shift time: 12:30 A.M to 08:30 A.M
40

FUNCTIONS OF HUMAN
RESOURCE
Department
1. RECRUITMENT AND SELECTION

2. TRAINING AND DEVLOPMEN

3. PERFORMANCE APPRAISAL

4. SALARY AND WAGE ADMINISTION

5. EMPLOYEE TURNOVER

6. COMPENSATION

7. INDUSTRIAL RELATION

8. FACTORE ACT

9. INDUSTRIAL DISPUTE ACT

10. HUMAN RESOURCE INFORMATION

41

Organization Structure of Amul

Board of Director

Chairman

Managing Chairman

General Manager

Assistant General Manager

Manager

Deputy Manager

Assistant Manager

Senior Executive
42

Senior Officer

Senior Assistant

Workers

Grade (A to E)

Recruitment and Selection Function

Recruitment:
There are two types of Recruitment sources followed
by Amul:

 EXTERNAL SOURCE
 INTERNAL SOURCES
43

 Internal Sources:
Internal sources include personnel already on the
payroll of the organization.

 Present Permanent Employees.

 Employee Referrals
 Former Employee

 External Sources :
These sources lie outside the organization In Amul
they consider following sources for recruitment:

 Campus Interview
 Unsolicited Application
 Application Blank
 Placement Agencies
44

Recruitment Policy of Amul:-

 Entry level qualification
 Below officers cadres

1. S.S.C/H.S.C Attendant operator- dairy (AOD)- G

Gr. Worker

2. Professional qualifications E/F Grade Worker

(boiler attendant)
3. BA/B.COM/M.COM/M.A(general)
MSW/MRM/MRS M.E_biz of Gujarat
Vidyapeeth and C Grade Worker similar non-
University Institutions
4. B.SC/M.SC/DIPLOMA Engineers B Grade
Workers, apprenticeship lab assistant for 1 yr 3
months for B.SC & M.SC; 1yr for DIPLOMA
45

Engg. Than 2/3 yrs as trainee technicians, than

based on appraisal appointed as technician B
Grade.

5. BBA Management Trainee for 1 yr Jr.

a. M.SC Agriculture/
MRS/MRM/MSW/MLW/MBA/B.TECH
(DT)/MCA/ME_biz 1yr as a trainee then
appointed as senior officer.

b. Inter CA/Inter ICWA/BE 1yr as training

period, then appointed as DY. SUP.

DEPUTY SUPERINTENDENT.
c. CA/ICWA- SUPERINTENDENT

Selection:
46

Selection procedure is concerned with securing relevant

information about the applicant. The main objective of
selection process is to determine whether an applicant
meets the qualification for a specific job and choose the
application that is most likely to perform well in the job.
The Selection process in AMUL is as under

Vacancy in any department


Approval from M.D

Advertisement

Collection of application

Securitize the application

Interview
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
Medical checkups

Selection
After selection, the employees generally have
probation period. In AMUL probation period is
different for different type of employees. Probation
period for officers is 12 months, 6 months for clerical
employees and 3 month for workers.

Training and Development

It is a subsystem of an organization. It ensures that
randomness is reduced and learning or behavioral change
takes place in structured format. Training is the process
where the work related knowledge, skills and attitude are
given to new employees. By which they aware the policies
48

rules and increase technical and manual efficiency and

create of responsibility.

AMUL has accepted three methods for

the training
1. on the job method

2. off the job method

3. In house training

4 Out house training

Training Procedure in Amul

Identification of need of Training

↓
Module Preparation
49

↓
Selection of Employee for the Training
↓
Training
↓

Feedback
50

Performance Appraisal

Performance appraisal is the process of evaluating the

performance and qualification of employees in terms of
the requirement of the jobs for which they are employed.
It is highly useful in making decision regarding the
promotion, transfer, wage and salary administration etc.
The AMUL adopts the following appraisal system .

Promotion Period Appraisal For

1 year Managers

3 year Officers
1 year Workers

1.5 year Temporary workers

Final confirmation with the recommendation by the

divisional heads comes from the MD on annual basis.
His work is evaluated by Check list Method of
Performance Appraisal. These are a various method used
51

to appraise the performance of an employee. In Amul the

following methods are used

Self Appraisal
52

If individuals understand the objectives they are expected

to achieve the standards by which they are to be evaluated
they are to a great extent in the best position to appraise
their own performance .in this method employee himself.

Manager’s Appraisal

The general practice is superiors appraise the performance

of their subordinate. Other supervisors, who have close
contact with employee‘s work may also appraise with a
view to provide additional information. A higher – level
manager appraise the employees for their performance.
53

In Amul various attributes consider for

the appraisal of employee.

• Job knowledge
• Work output
• Quality of work
• Interest in work
• Initiatives  Past records
54

This appraisal is also the rating scale.

Method appraiser also appraised

employee by following.

 Outstanding
 Good
 Satisfactory
 Poor

The overall assessment is done through above rating and

also the comment of reviewing officer is included. Apart
from this the performance in liked allowance is provided
in relation with performance that is,

 25%  50%

 100%
 Not allowed
55

This is provided by and under knowledge of under

Managing Director

Generally in Amul on base of performance appraisal

employee of managerial level gets specials allowance.
While for workers they get promotions

Wages and Salary

 A common method is followed for the wage and

salary administration according to “Muster roll “.

 Timekeeper sends that muster roll to the account

department for attendance of each and every
employee. This will analyze and entered in the
computer.
56

 After this salary is calculated for each employee

through computer according to that they prepare
salary sleep of employees.

Wage Structure (Approx)

Post Grade Payscale

Managing Director Manager 21000-28000

General Manager Manager 15000-21000

Assistant General Manager Manager 7000-15000

Assistant Clerical 2500-7500

Senior clerk Worker 2000-5000

57

Compensation
In Amul, The workmen's Compensation Act. 1923 is
very well executed. The compensation is given lo
employees as per the Act. In the case of major accident
occur in organization and if any worker get injure that
lime organization take care of that employee. If the
employees under medical treatment and unable to came
in organization for job, than half salary will be given to
that employee until he/she will again

Join organization. Employee also gets all incentives

during this period. Union provides complex expanse of
medical treatment to his/her employees. They have a
provision for that amount in welfare fund. For that a report
from surgeon is considered.
58

In case of minor accident, if any employee get injure that

time disability certificate take as an evidence for the
payment of compensation.

According to disability certificate union decides the

compensation. Disability certificate must be issue by
doctor from civil hospital.

According the Act, if accident takes place because of

worker mistake than he/she will be unable 'o get
compensation. But in AMUL even if accident occurs by
workers mistake in that case union paid compensation
according to injury. For that employees must past through
medical report.

In case of accident, if worker get serious injury and

he/she will be unable to do same work after getting
recovery than management give them relief by
59

transferring them in another section for suitable work. By

this way they retain their employees.

HUMAN RESOURCE INFORMATION

SYSTEM
60

In AMUL, the HRIS is not used for the recruitment

process as it is done manually in the organization the
recruitment of the is carried in the following way

Vacancy in department

Advertisement

Receiving of application

Short listing of applicant

There is no role of HRIS (ERP oracle) in the

recruitment process, after the short listing of the
application the application which are selected is called for
an personal interview with the general manager of the
AMUL. After the candidate is selected for the particular
61

job, the role of HRIS starts by keeping different types of

records of an employee such as

a) Personal details

b)Previous organization details

c) Training details

d)Service records

e)Joining details

f) Retirement details

• HRIS is also useful in the turnover analysis of the

Amul; it helps the organization to know the number
of time employees left the organization.

• HRIS, is useful in keeping the Accident details of the

employees, on the basis of this reports employees are
injured due accident are been given medical facility
and financial help.
62

• The time keeping process of Amul is decentralized, in

the various plants of Amul like Mogar plant, Khatraj
plant, Anand plant and Kanjari plant.

If any information regarding any employee absence

and present of other plant is needed by the central head
office at Anand, that it is available with the help of ERP

ORACLE,

User’s Perception
After interviewing the fifteen respondents from the
organization they have come to know that the organization
is using the software named “ERP ORACLE “in HRIS
and by observing and interviewing the user of the system
the following data is gathered.

• The users of the system is fully satisfied with the

present system ERP ORACLE
63

• The AMUL is using this system since last thirteen

years and they are trying to bring change by
implementing new system named SAP which is under
the progress.

• With help of HRIS the organization gets the

following benefits such as

1. Time saving

2. Cost saving

3. Effective work

• HRIS helps to supports the following HR task of the

Amul
1. HR development and workplace training

2. Communication

3. Career management (for employees)

4. Decision making
64

• The HRIS system of Amul is fully secured, so there

no threat of linking of any kind of data.

CONCLUSION
65

To conclude Human Resource Management should be

linked with strategic goals and objectives in order to
improve business performance and develop organizational
cultures that foster innovation and flexibility. All the
above futuristic visions coupled with strategic goals and
objectives should be based on 3 H's of Heart, Head and
Hand i.e., we should feel by Heart, think by Head and
implement by Hand.

The times when management could arbitrarily dictate

terms to the employees and tread upon their rights is
something that is not relevant anymore. With the
ballooning of the white collar workforce, it becomes
necessary for organizations to pay more attention to the
needs of the employees more than ever.

In recent years, with the high levels of attrition in the

service sector, it has become imperative for firms to have
a structured separation plan for orderly exits of employees.
66

Of course, the concept of “pink slips” or involuntary exits

are another matter altogether and involve some bitterness
that results because of the employee losing his or her job.
In conclusion, it is our view that employee separations
must be handled in a professional and mature manner and
though attrition is a fact that concerns everyone in the
industry, once an employee decides to leave, the
separation must be as smooth as possible.

BIBILOGRAPHY
67

• www.amul.co.in

• www.hrm.com

• Human resource management – Ashwathappa