Managing Human Resource

Group Assignment
on
HR Practices of

“POST GRADUATE DIPLOMA IN MANAGEMENT”

(Term-II; Batch 2021-23)
Under the Supervision of
Prof. Rahul Singh
Submitted by
Lakshay Chibbar (PGMB2120)

Manika Jain (PGMB2122)

Sagar Gupta (PGMB2137)

Stuti Mehta (PGMB2149)

Satyam Kumar (PGMB2139)

About Amul-

“Amul is an Indian dairy cooperative society Gujarat. Established

in 1946, it is a cooperative brand managed by a cooperative body,
the Gujarat Co-employable Milk Advertising L mutually owned
by 36 lakh (3.6 million) milk District Milk Unions, spread across
13,000 villages of Gujarat”.

“Today Amul gathers processes and distributes over million liters of milk and milk items each
day, during the peak, on behalf of more than a thousand village cooperatives owned by half a
million farmer members”.

AMUL'S HUMAN RESOURCES PRACTICES

“Recruitment and Selection ”

Recruitment:
Amul uses two types of recruitment sources:
• Internal sources: These are people who are already on the company's payroll.

 Permanent employee currently on the job

 Employee recommandation
 a previous employee

• External sources — they are sources outside the organisation that they explore for recruitment:
 Interview on the university campus
 Unsolicited submission
 Blank application
 Recruiting firms

SELECTION
Vacancies in department
“The purpose of the selection procedure is to gather
important information about the candidate. The M.D Approval
major goal of the selection process is to see if an
Advertisement
applicant satisfies the requirements for a given
position and if they are the best candidate for the Collecting application
job”. In Amul, the selection procedure is as follows:
Securitize the application
Employees usually have a probationary term after
being hired. Amul has varied probation periods for Interview
different types of employees. Officers have a 12-
Health check-ups
Selection
month probation period, whereas clerical staff have a 6-month probation period and 3 Month
probation period.

Performance appraisal

The AMUL uses the following evaluation system:

On a yearly basis, the MD gives the final confirmation and recommendation of head of division.
The Check List Method of Performance Appraisal is used to assess his job. These are numerous
methods for evaluating an employee's performance.

The methods are utilized in Amul are mention below:

Self-appraisal- Individuals who grasp the aims and the standards by which they will be judged
are more likely to succeed. Individuals who understand the objectives they are expected to meet
and the standards by which they will be judged are in a far better position to evaluate their own
performance. In this system, the employee is the one who does the work.
Managerial appraisal- In general, leaders evaluate the performance of their subordinates. Other
supervisors who have direct interaction with an employee's work may also appraise in
preparation for a Promotion Period Appraisal. Managers are hired for a year. Officers serving for
three years 1 year of work Temporary employees for 1.5 years.
Training & Development-

AMUL use are three methods of training:

 On the job method

 Off the job method

 In house method

Training procedure of AMUL-

 Identify the training need

Module Preparation

Select to employees for the

training

Training

Feedback

Training Procedure followed by Amul is due to various factor. There is other certain continuous
program since the institution's founding since its growth is based on the development of its
people – producer members. It provides a wide range of training program in response to demand,
including the following:

 VMS Workshop- This program's purpose is to assist Village Dairy Co-operative

Societies in developing a vision, mission, and strategy document. Dairy farmers have
benefited from this technique by being engaged and developed in future planning and
growth evaluations, resulting in more revenue and a higher quality of life for them.
 Milk day Celebration- This event will bring together all members of Dairy Cooperative
Societies, including the Chairman, Management Committee Members, and major
producer members which will help to identify difficulties and problems.
 AMUL Darshan- This programme seeks to introduce producer members to various
aspects of dairy operations in order to keep them up to date on industry developments and
encourage them to employ appropriate milk production management practises.

Wages and salary

 “Muster roll” is the method utilized for wage and salary administrative

 Timekeeper sends the muster roll to accounts department for attendance

 Salary slip is prepared.

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 gets injure that lime organization take care of that employee”.
“According to the Act, if accident takes place because of worker mistake than he/she will be
unable to get compensation. But in AMUL even if accident occurs by workers mistake in that
case union paid compensation according to injury. For that employee 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 transferring them in another
section for suitable work. By this way they retain their employees”.

Human Resource Information System-

 AMUL utilises the ORACLE ERP (Enterprise resource planning) system.

A few examples of HRIS applications are shown below:
1. Training Management
2. Turnover Analysis
3. Succession Planning
4. Attendance reporting
5. Accident reporting
 HRIS is extremely important in Amul's turnover study since it allows the company to
track how many times workers have left.
 HRIS may be used to track employee accidents, and workers who are injured because of
an accident can utilise this information to get medical care and financial help.
 Amul's timekeeping is decentralised, with numerous plants, including Mogar, Khatraj,
Anand, and Kanjari, keeping track of the clock.

About HUL-

“Hindustan Unilever (HUL) is the largest fast moving consumer

goods (FMCG) company, a leader in home & personal care
products and foods & beverages. HUL's brands are spread across
20 distinct consumer categories, touching lives of every 2 out of
3 Indian”.

“It has employee strength over 15000 & 1200 managers. It has created widespread network
through its 2000 suppliers & associates. There 75 manufacturing locations in India itself”.

BRANDS:

Home & personal care: - “Under this it has brands that cater to every income segment of
population. In this segment it has brands like Lakme, Axe, Pepsodent, Surf Excel, Wheel, Lux,
Dove, Fair & Lovely & many more”.

Foods & Beverages:- “Under this segment it has brand like Kissan, Knnor Soups, Annapurna,
Kwality Walls, Brooke Bond and Lipton”.
 HUL HUMAN RESOURCES PRACTICES

Recruitment & Selection-

HUL, an Indian FMCG company, employs pre-determined industry standards in its hiring and
selection procedures. HR managers at HUL utilise the components listed below to plan for new
recruits or opportunities:

HUL uses 2 types of recruitment channels-

1. Internal recruitment: Current employees, with the exception of entry-level positions, it is

primary way to select the applicants at Unilever ltd. Internal candidates, whether pursuing
promotions or lateral job changes, are already familiar with the organisation and its
official policies. Unilever’s recruiting gap occurs only when experienced employee
recruitment is employed for a specific purpose. This is a common occurrence in the
Brand Management department. The internal human resource inventory is used to attract
employees for top roles in Brand Management.
2. External Recruitment: Company hires externally by-
 Walk- in
 Social media and Advertisement
 “Private placement agencies & Professional search firms”
 “Educational institutions & Professional associates”

Training & Development-

“Training and development refers to the practice of providing training ,workshops, coaching,
mentoring or other learning, opportunities to employees to inspire, Challenge and motivate them
to perform the function of their position to the best of their ability”.

FRESHER'S TRAINING:

 “Succeed And Grow”.

 “HUL CD (Customer Development) trainee program, we develop future leaders through
an intense learning program giving you exposure of various aspects of business”.
 “The CD trainee will get a real taste of Unilever by a structured six month training
program followed by a three month on the job experience”.
CAREER DEVELOPMENT

“Hindustan Unilever provided both vertical and lateral growth prospects for its employees in all
the business units present in India. Employees could move between the business units according
to their areas of interest”.
“Moreover, employees were provided with exposure to different business units by way of
mentoring from senior employees of Unilever”

PERFORMANCE APPRAISAL

 “Performance Appraisal is the process of evaluating the performance of the employee in

the organization. Performance Appraisal is the process by which the management finds
out how well or how badly the employee is performing on the job”.

 “HUL believes in efficiency and has built a high performance work culture among its
workforce. To align the employees performance with HUL business goals, regular
performance driven appraisals are conducted. HUL has three tracks for its performance
appraisal system”.

EMPLOYEE ENGAGEMENT

 “Employee engagement and boost productivity by enabling a connected enterprise”.

 “In Indian context, the meaning of employee engagement is different considering the
difference in the work conditions, background and culture of the organization as well as
adaptability of the employees”
COMPENSATION

“Hindustan Unilever offers compensation packages on par or higher than the industry standards
based on the technical skills and experience of the candidates. Employee benefits were
standardized across employees”.

 “Hindustan Unilever offers compensation packages on par or higher than the industry
standards”.
 “Based on the technical skills and experience of the candidates. Employee benefits”.
 “Medical benefits that were aimed keeping the employees healthy and motivated, so as to
reach expected productivity levels”.
 “Tuition assistance programs which included financial assistance to meet tuition
expenses”.
 “For all employees They gave them the opportunity to continue their formal education
while working”.
 “Facilitation for employees to relocate if transferred to help them settle easily in the
new”.
 “Assistance programs in case of emergency for employees and their eligible dependents”.
Conclusion-

• After viewing, both companies HR practices we can conclude that Recruitment &
Selection process of both the companies is almost same.

• But the way of employees’ performance evaluation and training is bit different.

• HUL focus more on employees training and even provide opportunities of carrier
development.

• As per the research, AMUL is a great place to work, and employees are very happy with
the organization culture.