amul

1. 1
An
Assignment Report
Titled
‘Amul’
Subject: (IMS 402)
Submitted to- Submitted by-
Ms Monika Sejal
Assistant Professor Ruchi Singh
IMSS, KUK NeerajKumar Chaudhary
Fatheveer Singh
4rd
semester (session-2014-19)
Institute of Management Studies
Kurukshetra University, Kurukshetra
(March 2016)

2. 2
INDEX
S No. Particulars Page No.
1 Company profile
Introduction
3
2 Introduction of Human Resource Management 4-5
3 Human ResourceDepartment 6
4 Function o Human Resource Management
 Recruitment
 Selection
 Training and Development
 Performance Appraisal
 Wages and Salary
 Compensation
 Trade Union
 Human Resource Information System
7-17
5 Conclusion 18
6 Bibliography 19

3. 3
OrganizationProfile
 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
(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.

4. 4
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. 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 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.

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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.
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.
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 deployment of quality
management system, state of art technology innovation and eco- friendly delightment of
customer and betterment of milk producer.

6. 6
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 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.
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

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Function 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 SYSTEM (HRIS)

8. 8
Organization Structure of Amul
Board of Director
Chairman
Managing Chairman
General Manager
Assistant General Manager
Manager
Deputy Manager
Assistant Manager
Senior Executive
Senior Officer
Senior Assistant
Workers
Grade (A to E)

9. 9
Recruitment and Selection Function
Recruitment:
There are two types of Recruitment sources followed by Amul:
 EXTERNAL SOURCE
 INTERNAL SOURCES
 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
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

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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 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. Assistant.
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:
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

Medical checkups

Selection

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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 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
↓
Selection of Employee for the Training
↓
Training
↓
Feedback

12. 12
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
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 to appraise the performance of an employee. In Amul the following
methods are used
Self Appraisal
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
Promotion Period Appraisal For
1 year Managers
3 year Officers
1 year Workers
1.5 year Temporary workers

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provide additional information. A higher – level manager appraise the employees for their
performance.
In Amul various attributes consider for the appraisal of employee.
 Job knowledge
 Work output
 Quality of work
 Interest in work
 Initiatives
 Past records
 Seniority
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
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

14. 14
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.
 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

15. 15
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.
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 transferring them in another section for
suitable work. By this way they retain their employees.

16. 16
Human ResourceInformation System
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 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.

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 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
 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
 The HRIS system of Amul is fully secured, so there no threat of linking of any kind of
data.

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Conclusion
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. 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.

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BIBILOGRAPHY
 www.amul.co.in
 www.hrm.com
 human resource management – ashwathappa