Vasudhara Dairy (Valsad District's Milk Producers Union Ltd.) is a dairy cooperative established in 1973 in Gujarat, India. It collects and processes over 400,000 liters of milk per day from local dairy farmers and markets products under the Amul brand name. The company has a board of directors and managing director that oversee departments including accounting, human resources, and marketing. As a cooperative, the company's vision is to ensure a stable supply of high quality milk and dairy products while providing excellent service to customers and fair prices to farmer members.
A Study on Effectiveness of Performance Appraisal of EmployeesProjects Kart
Appraising the performance of the individual, groups and organization is a common practice of all societies. While in some instance these appraisal processes are structured and formally sanctioned, in other instances they are an integral and informal part of daily activities. The teacher evaluates the performance of student, banker evaluates the performance of creditors, parents evaluate the performance of their children and all of unconsciously or unconsciously evaluate our own action from time to time. In social interaction, performance evaluation is done in a haphazard an often unsystematic way. But in organization formal programs of evaluating employee and managerial performance-conducted in a systematic and planned manner have achieved popularity in recent years.
Here you will come up with some glimpses of retention management being followed by different organisation and what were the varied techniques were implemented to retain the employees back in the organisation.
A Study on Effectiveness of Performance Appraisal of EmployeesProjects Kart
Appraising the performance of the individual, groups and organization is a common practice of all societies. While in some instance these appraisal processes are structured and formally sanctioned, in other instances they are an integral and informal part of daily activities. The teacher evaluates the performance of student, banker evaluates the performance of creditors, parents evaluate the performance of their children and all of unconsciously or unconsciously evaluate our own action from time to time. In social interaction, performance evaluation is done in a haphazard an often unsystematic way. But in organization formal programs of evaluating employee and managerial performance-conducted in a systematic and planned manner have achieved popularity in recent years.
Here you will come up with some glimpses of retention management being followed by different organisation and what were the varied techniques were implemented to retain the employees back in the organisation.
CSR OF AMUL ppt, Corporate social responsibility of Amul (Anand Milk Union ...GK Sinha
Corporate social responsibility of AMUL Company it made in 2018 for college project work.
References- www.amuldairy.com
www.wikipedia.com
www.slideshare.com
www.csrplanet.com
www.indiafiling.com
Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.
Each company has a different set of circumstances, and so develops an individual set of human resource policies.
PURPOSE
The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees.
HR policies can also be very effective at supporting and building the desired organizational culture.
A study of management practices of a selected comapny Thejan Vithanage
Selyn is Sri Lanka’s only Fairtrade guaranteed Handloom Company that engages the traditional Sri Lankan community of Handloom weavers in bringing to you products handmade with 100% cotton and infinite measures of skill and devotion.
Hello Friends. This project is represent that what they suffer(like - claims regarding for leakage in pack milk or other customer complains regarding milk, margin on pack milk). All those things has been included in this project and at last i have given some suggestion what should to do for increase in sales and with agents and customer satisfaction also.
The Student Mohita Mudgal is a Final Year Student of Dezyne E' cole college doing her BBA. This Project has been undertaken by the Student during her Summer Internship at Amul India. The Topic of her Internship is Retail Gap of Amul Kool Flavoured Milk.
Dabur India Limited is India's leading FMCG company with interests in health care, personal care and foods. Dabur has a history of more than 100 years . The products of Dabur are marketed in more than 50 countries worldwide. The company has 2 major strategic business units (SBU) - Consumer Care Division (CCD) & Consumer Health Division (CHD). The origin of Dabur can be traced back to 1884 when Dr. S.K. Burman started a health care products manufacturing facility in a small Calcutta pharmacy. In 1896, as a result of growing popularity of Dabur product., in early 1900s, Dabur entered the specialized area of nature based Ayurvedic medicines. In 1919, Dabur established research laboratories to develop scientific processes and quality checks. In 1936, Dabur became a Dabur India (Dr. S.K. Burman) Pvt Ltd. Dabur became a Public Limited Company in 1986. When Dabur India roped in an outsider as its CEO, Ninu Khanna, rather than passing the reins to a family-member passes to Sunil Duggal, Dabur’s CEO since 2000 has taken the business to new heights by strategic acquisitions and has expanded the product portfolio to make Dabur a comprehensive FMCG company from an Ayurvedic products seller. Today, majority of the Board members at Dabur do not belong to the Promoter family.
PERFORMANCE APPRAISAL
REWARD AND RECOGNITION
HEALTH AND SAFETY SCHEME
TALENT MANAGEMENT
TRAINING AND DEVELOPMENT
GENDER DIVERSITY
WORK LIFE BALANCE
RECRUITMENT & SELECTION
Management by objectives (MBO). Annual evaluation based on the goals set by the organisation. The reasons for failures, if any are also discussed with the employees. a standard value system is provided to the appraiser, based on which assessments are done in four categories, namely:
Outstanding.
Excellent.
Good.
Below average,
There is no open appraisal or 360 deg. feedback in the company. Also, there is only annual Feedback and discussion on reasons of failures.
In Dabur, positive leniency errors are more common, with most evaluators marking appraises high, due overestimation of targets achieved.
Based on survey of employees at Dabur, performance appraisal is satisfactory, not very good. The process needs to be integrated into the career planning of its employees in a more effective manner, with the appraisal outcome used more for the purpose of rewards. An open system with joint goals set by the appraisee and appraiser is desired.
At Dabur, the Human Resources department supports the business operations and helps enhance performance parameters for each employee. Special care is taken in nurturing talent, promoting entrepreneurship among employees and motivating employees to innovate and improve their performance through an innovative reward and recognition programme called ‘Applause’. The objectives of this scheme are:
To reward contribution of employees beyond normal monetary rewards
To recognize and applaud for immediate recognition
To promote positive behaviors in the organization
Gives details about what Organizing & Organizational structure is, which ends with a Case Study for practical understanding on subject.
To get Personalized slides on topics of your choosing, write me at reachaamirk@gmail.com
Amul Corporation- Business Environmentshailesh0693
This ppt contains a complete analysis of Amul corporation India from its history, recent performance, pest and swot analysis and even CSR activity performed by Amul.
CSR OF AMUL ppt, Corporate social responsibility of Amul (Anand Milk Union ...GK Sinha
Corporate social responsibility of AMUL Company it made in 2018 for college project work.
References- www.amuldairy.com
www.wikipedia.com
www.slideshare.com
www.csrplanet.com
www.indiafiling.com
Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.
Each company has a different set of circumstances, and so develops an individual set of human resource policies.
PURPOSE
The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees.
HR policies can also be very effective at supporting and building the desired organizational culture.
A study of management practices of a selected comapny Thejan Vithanage
Selyn is Sri Lanka’s only Fairtrade guaranteed Handloom Company that engages the traditional Sri Lankan community of Handloom weavers in bringing to you products handmade with 100% cotton and infinite measures of skill and devotion.
Hello Friends. This project is represent that what they suffer(like - claims regarding for leakage in pack milk or other customer complains regarding milk, margin on pack milk). All those things has been included in this project and at last i have given some suggestion what should to do for increase in sales and with agents and customer satisfaction also.
The Student Mohita Mudgal is a Final Year Student of Dezyne E' cole college doing her BBA. This Project has been undertaken by the Student during her Summer Internship at Amul India. The Topic of her Internship is Retail Gap of Amul Kool Flavoured Milk.
Dabur India Limited is India's leading FMCG company with interests in health care, personal care and foods. Dabur has a history of more than 100 years . The products of Dabur are marketed in more than 50 countries worldwide. The company has 2 major strategic business units (SBU) - Consumer Care Division (CCD) & Consumer Health Division (CHD). The origin of Dabur can be traced back to 1884 when Dr. S.K. Burman started a health care products manufacturing facility in a small Calcutta pharmacy. In 1896, as a result of growing popularity of Dabur product., in early 1900s, Dabur entered the specialized area of nature based Ayurvedic medicines. In 1919, Dabur established research laboratories to develop scientific processes and quality checks. In 1936, Dabur became a Dabur India (Dr. S.K. Burman) Pvt Ltd. Dabur became a Public Limited Company in 1986. When Dabur India roped in an outsider as its CEO, Ninu Khanna, rather than passing the reins to a family-member passes to Sunil Duggal, Dabur’s CEO since 2000 has taken the business to new heights by strategic acquisitions and has expanded the product portfolio to make Dabur a comprehensive FMCG company from an Ayurvedic products seller. Today, majority of the Board members at Dabur do not belong to the Promoter family.
PERFORMANCE APPRAISAL
REWARD AND RECOGNITION
HEALTH AND SAFETY SCHEME
TALENT MANAGEMENT
TRAINING AND DEVELOPMENT
GENDER DIVERSITY
WORK LIFE BALANCE
RECRUITMENT & SELECTION
Management by objectives (MBO). Annual evaluation based on the goals set by the organisation. The reasons for failures, if any are also discussed with the employees. a standard value system is provided to the appraiser, based on which assessments are done in four categories, namely:
Outstanding.
Excellent.
Good.
Below average,
There is no open appraisal or 360 deg. feedback in the company. Also, there is only annual Feedback and discussion on reasons of failures.
In Dabur, positive leniency errors are more common, with most evaluators marking appraises high, due overestimation of targets achieved.
Based on survey of employees at Dabur, performance appraisal is satisfactory, not very good. The process needs to be integrated into the career planning of its employees in a more effective manner, with the appraisal outcome used more for the purpose of rewards. An open system with joint goals set by the appraisee and appraiser is desired.
At Dabur, the Human Resources department supports the business operations and helps enhance performance parameters for each employee. Special care is taken in nurturing talent, promoting entrepreneurship among employees and motivating employees to innovate and improve their performance through an innovative reward and recognition programme called ‘Applause’. The objectives of this scheme are:
To reward contribution of employees beyond normal monetary rewards
To recognize and applaud for immediate recognition
To promote positive behaviors in the organization
Gives details about what Organizing & Organizational structure is, which ends with a Case Study for practical understanding on subject.
To get Personalized slides on topics of your choosing, write me at reachaamirk@gmail.com
Amul Corporation- Business Environmentshailesh0693
This ppt contains a complete analysis of Amul corporation India from its history, recent performance, pest and swot analysis and even CSR activity performed by Amul.
As Europe's leading economic powerhouse and the fourth-largest hashtag#economy globally, Germany stands at the forefront of innovation and industrial might. Renowned for its precision engineering and high-tech sectors, Germany's economic structure is heavily supported by a robust service industry, accounting for approximately 68% of its GDP. This economic clout and strategic geopolitical stance position Germany as a focal point in the global cyber threat landscape.
In the face of escalating global tensions, particularly those emanating from geopolitical disputes with nations like hashtag#Russia and hashtag#China, hashtag#Germany has witnessed a significant uptick in targeted cyber operations. Our analysis indicates a marked increase in hashtag#cyberattack sophistication aimed at critical infrastructure and key industrial sectors. These attacks range from ransomware campaigns to hashtag#AdvancedPersistentThreats (hashtag#APTs), threatening national security and business integrity.
🔑 Key findings include:
🔍 Increased frequency and complexity of cyber threats.
🔍 Escalation of state-sponsored and criminally motivated cyber operations.
🔍 Active dark web exchanges of malicious tools and tactics.
Our comprehensive report delves into these challenges, using a blend of open-source and proprietary data collection techniques. By monitoring activity on critical networks and analyzing attack patterns, our team provides a detailed overview of the threats facing German entities.
This report aims to equip stakeholders across public and private sectors with the knowledge to enhance their defensive strategies, reduce exposure to cyber risks, and reinforce Germany's resilience against cyber threats.
Chatty Kathy - UNC Bootcamp Final Project Presentation - Final Version - 5.23...John Andrews
SlideShare Description for "Chatty Kathy - UNC Bootcamp Final Project Presentation"
Title: Chatty Kathy: Enhancing Physical Activity Among Older Adults
Description:
Discover how Chatty Kathy, an innovative project developed at the UNC Bootcamp, aims to tackle the challenge of low physical activity among older adults. Our AI-driven solution uses peer interaction to boost and sustain exercise levels, significantly improving health outcomes. This presentation covers our problem statement, the rationale behind Chatty Kathy, synthetic data and persona creation, model performance metrics, a visual demonstration of the project, and potential future developments. Join us for an insightful Q&A session to explore the potential of this groundbreaking project.
Project Team: Jay Requarth, Jana Avery, John Andrews, Dr. Dick Davis II, Nee Buntoum, Nam Yeongjin & Mat Nicholas
Techniques to optimize the pagerank algorithm usually fall in two categories. One is to try reducing the work per iteration, and the other is to try reducing the number of iterations. These goals are often at odds with one another. Skipping computation on vertices which have already converged has the potential to save iteration time. Skipping in-identical vertices, with the same in-links, helps reduce duplicate computations and thus could help reduce iteration time. Road networks often have chains which can be short-circuited before pagerank computation to improve performance. Final ranks of chain nodes can be easily calculated. This could reduce both the iteration time, and the number of iterations. If a graph has no dangling nodes, pagerank of each strongly connected component can be computed in topological order. This could help reduce the iteration time, no. of iterations, and also enable multi-iteration concurrency in pagerank computation. The combination of all of the above methods is the STICD algorithm. [sticd] For dynamic graphs, unchanged components whose ranks are unaffected can be skipped altogether.
Data Centers - Striving Within A Narrow Range - Research Report - MCG - May 2...pchutichetpong
M Capital Group (“MCG”) expects to see demand and the changing evolution of supply, facilitated through institutional investment rotation out of offices and into work from home (“WFH”), while the ever-expanding need for data storage as global internet usage expands, with experts predicting 5.3 billion users by 2023. These market factors will be underpinned by technological changes, such as progressing cloud services and edge sites, allowing the industry to see strong expected annual growth of 13% over the next 4 years.
Whilst competitive headwinds remain, represented through the recent second bankruptcy filing of Sungard, which blames “COVID-19 and other macroeconomic trends including delayed customer spending decisions, insourcing and reductions in IT spending, energy inflation and reduction in demand for certain services”, the industry has seen key adjustments, where MCG believes that engineering cost management and technological innovation will be paramount to success.
MCG reports that the more favorable market conditions expected over the next few years, helped by the winding down of pandemic restrictions and a hybrid working environment will be driving market momentum forward. The continuous injection of capital by alternative investment firms, as well as the growing infrastructural investment from cloud service providers and social media companies, whose revenues are expected to grow over 3.6x larger by value in 2026, will likely help propel center provision and innovation. These factors paint a promising picture for the industry players that offset rising input costs and adapt to new technologies.
According to M Capital Group: “Specifically, the long-term cost-saving opportunities available from the rise of remote managing will likely aid value growth for the industry. Through margin optimization and further availability of capital for reinvestment, strong players will maintain their competitive foothold, while weaker players exit the market to balance supply and demand.”
3. ABOUT COMPANY
1.1 Genaral information
At post : Alipor
Taluka : Chikhli
Distric : valsad
Pincode : 396002
Established : 1973
Founded by : Shri. Paragji
: Amrut lal Joshi
4. 1.2 COMPANY HISTORY
• VALSAD DISTRICT COOPERATIVE MILK PRODUCERS' UNION LIMITED has been registered in 1973
and initiated Dairy Development Activities on ANAND Pattern since 1975
• A survey conducted by National Dairy Development Board in the year 1973-74 suggested that the low yielding
animals and poor economic conditions of tribal farmers coupled with adverse geographical conditions would
come in the way of developing this district as milk shed area.
• The milk Union did not have any processing facilities of its own till November,1981 and all the milk procured
from the Rural producers of this District used to be sent to the neighbouring Dairy plant of Surat District at
Surat.
• Dairy has won RAJIV GANDHI NATIONAL QUALITY AWARD for the year 2007. It has won this laurel in
“Food & Drug” category among the Large Scale organisations of India.
5. 1.3 BOARD OF DIRECTORS
1 Chairman -
Mr . Mogabhai Desai
2
Vice-chairman
-
Mr Ajit mehata
3 Director - Mr . Rajiv choradia
4 Director -
Mr.Amit Patel
5 Managing Director -
Mr B.M. Vashi
6 Project Manager - Mr Darshan Mehata
7
Works manager
-
Mr .S.N.SAMANT
6. 1.4 COMPANY PROFILE
• The year of established - 1973
• A quality control expert in Anand suggested the brand languages. Amul products have been in use in millions of
homes since 1946.
• Amul Butter, Amul Milk Powder, Amul Ghee, Amul spray, Amul Cheese, Amul Chocolates, Amul Shrikhand,
Amul Ice cream, Nutramul, Amul Milk and Amulya have made Amul a leadingname “Amul,” from the Sanskrit
“Amoolya,” Variants, all meaning “priceless”, are found in several Indian food brand in India.
• In 2005, Vasudhara Dairy planned to set up a new milk processing plant with a capacity of 200,000 l per day at
Boisar, Maharashtra, to increase production capacity and to meet the growing market demand.
7. 1.5 ORGANIZATION STRUCTURE
Board of Director
Control committee
Managing Director
Internal controller
Personal c ommittee
Economic committee
Accounting department
8. 1.6 VISION, MISSION AND GOALS
• Vision:
• Meet national & international quality & safety standards.
• Always exceed customer expectations.
• Mission:
• To ensure the supply of best quality Milk products
• To ensure with excellent services to our customers
• To ensure best price of milk along with timely payment to our dairy farmers.
9. 1.6 VISIOM,MISSION AND GOALS
• Goals
• improve your herd health
• Improve reproduction
• build up production
• Objective
• Innovation, Research and Development for cost effective production
• Technology transfer through effective extension activities
10. 1.7 INDUSTRY DETAILS
• Amul (Amnd Milk Union Linited), formed in 1946, is a dairy cooperative movement il India.
• Ctrrently Amul has 2.6 million producer members with milk collection average of 10.16 million litres per day:
• Tlr brand name Amul meatb “AMULYA”. This word derived from tlr Sanskrit word “AMULYA” which dram
“PRICELESS”- A quality control expert in Anand had suggested the brand name “AMUL”.
• Amul I; the largest food brails in India ami world’s Largest Potched Milk Brand with an anmal turnover of US $
1050 million (2006-07)
• Amul has spurred the White Revolution of India, which has nude Indil the largest producers of milk and milk
products in tlr world.
11. 1.8 SWOT ANALYSIS
• Strength:
• Established position in value chain of GCMMF
• procurement set-up backed by cooperative model
• Strong support from GCMMF
Weakness:
• Financial risk profile constrained by high gearing
• Large, debt-funded capex plan
• Susceptibility to changes in government policies and environmental conditions:
12. 1.8 SWOT ANALYSIS
• Opportunity:
• Availability of animals production technology for faster development and effective implementation
• Development of software for project formulation for dairy enterprises
• Market information systems for milk and milk products
• Threats :
• Introduction of foreign product in our country
• Poor microbiology quality of milk
13. HUMAN RESOURCE DEPARTMENT
• 2.1 introduction and objectives
• Vasudhara Dairy (Valsad District’s Milk Producers Union Ltd.) is a statutory corporation under the ownership
of Ministry of Fisheries, Animal Husbandry and Darying, Government of Gujarat in India, headquartered in
Alipore, approx 3 km from Chikhli, Gujarat. It produces and markets milk and ghee (clarified butter) for the
local market under the Amul brand name. Its current capacity is 400,000 liters per day.[citation needed]
• It has branches (ice cream manufacturing plants & milk-milk products) in Nagpur and Boisar. Amul Ice Cream
produced here is marketed to Mumbai and Maharashtra markets.[citation needed]
• Objectives
• To achieve these goals it must be ensured that human resources are effectively utilized. The personnel
Administration creates a soothing environment for the employees to secure their integration so that they may
feel a sense of involvement, commitment and loyalty to the organization.
14. 2.2 STRUCTURE OF HR DEPARTMENT
Peons
General Manager
Clerk
Managing Director
Assistant General
Manager Officers
15. 2.3 POLICES OF HR DEPARTMENT
• Promotion Policy:
• Entry level qualification:
• Below officers’ cadres-
• S.S.C / H.S.C Attendant Operator – Dairy (AOD) – G Gr. Worker.
• Taken as apprentice under trade apprentice Act /3 yrs. Apprenticeship, then based on their appraisal report,
selected as temporary worker. After total 5yrs of work, may be selected as G-Grade Worker.
• Professional Qualification E/F Grade Worker (Boiler Attendant).
• 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.
16. 2.4 HUMAN RESOURCE PLANNING
• Functional Requirement of Plant
• Planning consideration of dairy plants includes requirement of various functions.Management of milk shed and
procurement of milk, processing, maintenance and utilities, materials management, accounting and finance,
marketing, quality assurance,personal management and management information system are the most prominent
functions of dairy organizations. Independency of these functions varies greatly on the size of organization and
style of management. Therefore, manpower planning may include requirements of these functions with respect
to nature, volume and level of specialization. In general, manpower requirement is in the form of
ordinary(unskilled), semi skilled workers
18. 2.6 RECRUITMENT, SELECTION AND INDUCTION
•
• 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
19. 2.7 TRAINING
• Definition: It is a subsystem of an organization. It ensures that randomness is reduced and learning or
behavioural change takes place in structured format
• TRAINING PROCEDURE IN AMUL
Identification of need of Training
Module Preparation
Selection of Employee for the Training
Training
Feedback
20. 2.8 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.
• Promotion period
• 1 year manager
• 3 years Officers
• 1 year Workers
• 1.5 year
21. 2.8 PERFORMANCE APPRAISAL
• In AMUL various attributes consider for the appraisal of employee.
• Job knowledge
• Work output
• Quality of work
• Interest in work
• Initiatives
• Past records
• Seniority
22. 2.9 WAGE, SALARIES AND COMPENSATION ADMINISTRATIO
• In vasudhara , 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.
• If the employees under medical treatment and unable to came in organization for job, then 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.
• According the Act, if accident takes place because of worker mistake than he/she will be unable to get
compensation. But in vasudhara
• even if accident occurs by workers mistake in that case union paid compensation according to injury.
23. 2.10 GRIEVANCE HANDLING
• Grievances are inevitable in an organisation. And important too. They are a part and parcel of any organisation’s
administrative machinery. Employees can have grievances with each other, with their managers or even clients.
A grievance redressal mechanism is important for tracking the number and frequency of grievances which
signify the efficiency of an organisation. The better it is run, the lesser will be that number. Redressing a
grievance effectively and swiftly ensures a high level of trust towards the company and employees feel heard.
• Grievance handling is the management and redressal of grievances by the HR department. It is one of the
responsibilities of the department to set up a formal process to redress employee grievances. In most large
enterprises, an agile and intuitive HR Tech enables this process through a virtual help desk and assists HRs in
swift redressals.
24. 2.11 PROVIDENT FUND SCHEME
• EPF (Employees’ Provident Fund) is a retirement benefit scheme maintained by the Employees’ Provident Fund
Organization (EPFO). The employee and the employer contribute to the EPF scheme on monthly basis in equal
proportions of 12% of the basic salary and dearness allowance. Out of the employer’s contribution, 8.33% is
directed towards the Employee Pension Scheme.
• Read on to know all about EPF scheme, interest rate, eligibility, contribution, withdrawal and managing your
EPF account online
• The interest rate on EPF is reviewed annually. EPF interest rate for FY 2021-22 is 8.10%. Once EPFO notifies
the interest rate for a financial year and the year ends, interest rate is calculated for the month-wise closing
balance and then for the entire year.
25. 2.12 OFFICE TIME
• Morning time 7.30am to 3.30pm
• Afternoon shift time 3.30pm to 11.30pm
• Night shift time 11:30 to 7:30
26. 2.13 ALLOWNCE TO EMPLOYEE
• Dearnes allowance
• Overtime ALLOWANCE
• Entertainment allowance
• Cash allowance.
• Paid vacation
• Achievement award
27. 2.14WELFARE FACILITY
• Job training
• Other facilities
• Free transport
• Health insurance
• Work from home
28. 2.15 PERSONAL INFORMATION SYSTEM & PAYROLLACCOUNTING SYSTEM
• Basic information about each employee
• Supports unlimited earning & deduction parameters
• Salary Processing & Pay slip generation
• Bonus / Ex - gratia calculation
• PF & SAS passbook
• Payroll data used for Income Tax calculation
:
29. 2.16 INDUSTRIAL RELATIONS :-
• Industrial relation and relation between the workers are good . There is good
relation between the workers and the management , which is essential for smooth
running of industry and also expansion of industry.
• Workers should be motivated financially or non - financially and also good
working conditions should be provided by the organization. Employee are satisfied
because the organization treated each worker as if they are a member of the family.
30. MARKETING DEPARTMENT
• 1 Introduction and Objective
• Marketing is the process of converting prospective buyers into actual customers by communicating complete
information of the product or services to the customer. The key elements which are the secret to a successful
marketing practice are thorough market survey and research, framing a competitive strategy, designing a
realistic marketing plan and implementing different tactics to execute the plan. Marketing is an ongoing practice
to capture customer’s attention towards a product or service. It is the core of all the business practices, without
which any business will prove to be a colossal failure.
• Objective
• Customer Satisfaction: The primary motive of a company is to satisfy the needs of customers.
• Ensure Profitability: Every business is run for profit, and so goes for marketing.
32. 3.3 PRODUCTS AND IT’S FEATURES
• PRODUCTS
• ALL LIQUID MILK
• Amul gold.
• Amul sakti
• Amul taaza
• Amul Milk and slim
• BUTTER MILK
• Amul Masti spiced buttermilk
• Amul buttermilk
33. 3.4 COMPETITOR ANALYSIS
• When marketing a dairy product, the most important aspect of your strategy is determining your competition
and audience. By establishing these parameters, you can decide what aspect of your dairy business to highlight
and where will be the most effective place to advertise to capture your target audience. Understanding the dairy
business and products thoroughly will help you discern your advertising assets and weaknesses.
• Only 18 percent of the Rs 1,440 crore revenue of Prabhat comes from fresh milk, while the rest is from value-
added products such as cheese, milk beverages and yogurts. The company has as many as 67 varieties of cheese,
which it sells at retail outlets as well as in institutes
• The retailer’s fastest moving dairy product from her shelves is probiotic milk, but other fast-growing segments
include greek yogurts, fresh paneer, farm fresh milk and nutbased milk.
34. 3.5 COMPARISON OF 4’S P ,OF ORGANIZATION WITH COMPETITOR
• Product
• Creating a marketing campaign starts with an understanding of the product itself. Who needs it, and why? What does it
do that no competitor’s product can do? Perhaps it’s a new thing altogether and is so compelling in its design or function
that consumers will have to have it when they see it
• Price
• Price is the amount that consumers will be willing to pay for a product. Marketers must link the price to the product’s
real and perceived value, while also considering supply costs, seasonal discounts, competitors’ prices, and retail markup.
• Place
• Place is the consideration of where the product should be available, in brick-and-mortar stores and online, and how it
will be displayed.
35. 3.5COMPARISON OF 4’S P ,OF ORGANIZATION WITH COMPETITOR
• Promotion
• The goal of promotion is to communicate to consumers that they need this product
and that it is priced appropriately. Promotion encompasses advertising, public
relations, and the overall media strategy for introducing a product.
36. 3.6 CUSTOMER SEGMENTATION
• Customer segmentation is the process by which you divide your customers up based on common characteristics
– such as demographics or behaviours, so you can market to those customers more effectively.
• These customer segmentation groups can also be used to begin discussions of building a marketing persona.
This is because customer segmentation is typically used to inform a brand’s messaging, positioning and to
improve how a business sells – so marketing personas need to be closely aligned to those customer segments in
order to be effective.
38. 3.8 PRICING AND STRATEGY
• 1.PRICE SKIMMING: Skimming involves setting high prices when a product is introduced and then gradually
lowering the price as more competitors enter the market. This type of pricing is ideal for businesses that are
entering emerging markets. It gives companies the opportunity to capitalize on early adopters and then undercut
future competitors as they join an already-developed market. A successful skimming strategy hinges largely on
the market you’re looking to enter.
• MARKET PENETRATION PRICING: Pricing for marketpenetration is essentially the opposite of price
skimming. Instead of starting high and slowly lowering prices, you takeover a market by undercutting your
competitors. Once you develop a reliable customer base, you raise prices. Many factors go into deciding on this
strategy,
39. 3.9 PROMOTIONALACTIVITY
• Advertising – you can advertise your product, service or brand in newspapers, radio, television, magazines,
outdoor signage and online. Learn more about how to make your advertising successful
• Personal selling or telemarketing – effective personal selling relies on good interpersonal and communication
skills, excellent product and service knowledge and the ability to sell product benefits to prospective
customers.
• Publicity – created by sending media releases to print and broadcasting media, giving interviews to the media
and from word-of-mouth. Learn more about public relations.
40. 3.10 CONTROL, REPORTING SYSTEM DESIGNED FOR SALES EMPLOYEE
• The term management reporting refers to a type of business intelligence that includes reports that are useful for
business leaders to supervise the operations and performance of the company. Management reports provide
information about different aspects of the business to help you make better, informed decisions. Being a core
part of many advanced enterprise technologies, these reports help automate and improve the process of
managing reports.
41. 3.11 PROCEDURES FOR AFTER SALES SERVICES
• sales service plays an important role in customer satisfaction and customer retention. It generates loyal
customers.Customers start believing in the brand and get associated with the organization for a longer duration.
They speak good about the organization and its products.A satisfied and happy customer brings more
individuals and eventually more revenues for the organization. After sales service plays a pivotal role in
strengthening the bond between the organization and customers.After Sales Service TechniquesSales
Professionals need to stay in touch with the customers even after the deal.
,