MADHUR DAIRY GANDHINAGAR . SUMMER INTERNSHIP REPORT

INTERNSHIP STUDY AT MADHUR DAIRY
EXECUTIVE SUMMARY
As a part of curriculum I have undergone internship in MADHUR DAIRY for
four weeks. It becomes necessary for a postgraduate student to be well versed
with both theoretical knowledge and its practical application in real situation.
The internship training is an eye opener regarding the actual functioning of
different departments in an organization. Also inter departmental relationships
and its significance is thoroughly understood during this period.
I studied the Theoretical aspect of Management Principle in the classroom.
However, here at MADHUR DAIRY I could learn the application of that
principle. I learned hoe these principles are applied the implemented in the
organizational setting. The internship is an organization study. It is aimed at
seeking information from various departments, its history, nature of business,
vision, mission, policies, procedures, products, turnover and market share etc.
Organization study helped to learn the new methods, technology used by the
company. It enhances the knowledge about the company and its competitors
and the techniques strategies adopted by them to beat their competition.
Overall, it helped in knowing, learning and to study any organization closely.
MADHUR DAIRY has a well-established Human Resources Management
department, which looks after activities related to employees. There are
different sub-divisions, which mainly deal with industrial relations, human
resources development, welfare establishment and public relations.
It was a great opportunity for me to undergo internship training in andhow
company has coordinated its departments and in providing the timely and
comfortable services to the public. The support and the hands on experience
during the four weeks in the organization has become a value addition in my
MBA curriculum.
CIMS B SCHOOL BANGALORE Page 1

PATI – A
INTRODUCTION
The Gandhinagar District Cooperative Milk
Producers' Union Ltd.
Gandhinagar District centre of Gujarat, a state of Western India, well-known
for co-operative dairying. Gandhinagar District co-operative Milk
Producers’ union Ltd. Is the full name of MADHUR dairy. As the name
suggests that it is a co-operative union. The company is engaged in the
production of milk, flavored milk, butter and ghee, butter milk. The company
also produces a wide variety of ice-cream, and many sweets through
MADHUR unit, a subsidiary of Madhur dairy.
The plant is situated in GIDC area, in the centre of the city. The plants of
MADHUR dairy are fully equipped with latest technology and modern
facilities. Madhur dairy always work for welfare of society. The Gandhinagar
District Co – op. Milk producer’s Union Ltd. (MADHUR) was established
during 1971 under Operation Flood II by keeping “Amul” as its Roll Model.
At present MADHUR has Gandhinagar Urban, Gandhinagar Rural &
GujaratState as its area of operation for Milk Procurement and selling Milk in
part of Gandhinagar Mahanagar Palika area.Since its inception the Union is
constantly striving further for dairy development and marketing activities in its
milk shed area.
The dairy sector in the India has shown remarkable development in the
past decade and India has now become one of the largest producers of milk
and value-added milk products in the world. The dairy sector has developed
through co-operatives in many parts of the State. During 1997-98, the State
had 60 milk processing plants with an aggregate processing capacity of 5.8

million litres per day. In addition to these processing plants, 123 Government
and 33 co-operatives milk chilling centres operate in the State.
 Title of the Internship project: “STATUS OF MOTIVATION OF
EMPLOYEES IN MADHUR DAIRY”
 Duration of the Internship project: 30 days (4th August-3rd
September, 2014).
Importance of the study
 To Familiarize with a business Organization
 To understand the operations of the various Departments within the
company.
 To employees the skill and abilities of the work efficiently.
Scope
Internship training will help management gradutes to know about the
functioning of an organization .it is means for bridging the gap between theory
and practice. The study will investigate different areas which are related to our
title of the study. The internship training was intended to provided industrial
exposure to the trainee and bridge the gap between theory and practice.
The study was mainly conducted to understand the functions, processes,
and procedures of different departments of the company. This training reports
covers details of the departments in which the trainee could get access and
interact with responsible executives.
Objectives of the study
 To know about the production and manufacturing of milk.
 To know about the function carried out in various departments in
Madhur.
 To study about the products of the company.

 To study the structure of various Departments and its functions in this
organization.
INDUSTRY PROFILE
Indian dairy industry:
Dairy is a place where handling of milk and milk products is done and
technology refers to the application of scientific knowledge for practical
purposes. Dairy technology has been defined as that branch of dairy science,
which deals with the processing of milk and the manufacture of milk products
on an industrial scale
In developed dairying countries such as the U.S.A., the year 1850 is seen as
the dividing line between farm and factory-scale production. Various factors
contributed to this change in these countries, viz. concentration of population
in cities where jobs were plentiful, rapid industrialization, improvement of
transportation facilities, development of machines, etc. whereas the rural areas
were identified for milk production, the urban centres were selected for the
location of milk processing plants and product manufacturing factories. These
plants and factories were rapidly expanded and modernized with improved
machinery and equipment to secure the various advantages of large-scale
production. Nearly all the milk in the U.S.A. before 1900 was delivered as raw
(natural) milk. Once pasteurization was introduced, it developed rapidly.
Mechanical refrigeration helped in the rapid development of the factory
system of market milk distribution.
The highest milk producer in the entire globe – India boasts of that
status. India is otherwise known as the ‘Oyster’ of the global dairy industry,
with opportunities galore to the entrepreneurs globally. Anyone might want to
capitalize on the largest and fastest growing milk and milk products' market.
The dairy industry in India has been witnessing rapid growth. The liberalized
economy provides more opportunities for MNCs and foreign investors to
release the full potential of this industry.

The main aim of the Indian dairy industry is only to better manage the
national resources to enhance milk production and upgrade milk processing
using innovative technologies.
The Indian dairy industry has aimed at better management of the
national resources to enhance milk production and upgrade milk processing
involving new innovative technologies. Multinational dairy giants can also
make their foray in the Indian dairy market in this challenging scenario and
create a win-win situation for both.
In India, dairying has been practiced as a rural cottage industry since the
remote past. Semi-commercial dairying started with the establishment of
military dairy farms and co-operative milk unions throughout the country
towards the end of the nineteenth century.
During the earlier years, each household in those countries maintained
its ‘family cow’ or secured milk from its neighbor who supplied those living
close by. As the urban population increased, fewer households could keep a
cow for private use. The high cost of milk production, problems of sanitation
etc., restricted the practice; and gradually the family cow in the city was
eliminated and city cattle were all sent back to the rural areas.
Gradually farmers within easy driving distance began delivering milk
over regular routes in the cities. This was the beginning of the fluid milk-sheds
which surround the large cities of today. Prior to the 1850s most milk was
necessarily produced within a short distance of the place of consumption
because of lack of suitable means of transportation and refrigeration.
The Indian Dairy Industry has made rapid progress since
Independence. A large number of modern milk plants and product factories
have since been established. These organized dairies have been successfully
engaged in the routine commercial production of pasteurized bottled milk and
various Western and Indian dairy products. With modern knowledge of the
protection of milk during transportation, it became possible to locate dairies
where land was less expensive and crops could be grown more economically.
In India, the market milk technology may be considered to have
commenced in 1950, with the functioning of the Central Dairy of Aare Milk

Colony, and milk product technology in 1971 with the establishment of
Madhur Dairy, Ana. The industry is still in its infancy and barely 10% of our
total milk production under goes organized handling.
NATIONAL DAIRY DEVELOPMENT BOARD
National Dairy Development Board (NDDB) was founded to replace...
Exploitation with empowerment,
Tradition with modernity,
Stagnation with growth,
An instrument for the development of India’s rural transforming
dairying into an instrument for the development of India’s rural people.
Prior to NDDB, the milk market was vastly governed by local private
dairy and these dairies were neither producing milk nor they were animal
breeders and hence law of demand and supply was unheard by those whose
intentions were purely to make more money from both the sides – that is from
producers of milk (farmers) and consumers at large. Establishment of NDDB
broke that spell and traders were side lined in due course.
The National Dairy Development Board was created in promote,
finance and support producer-owned and controlled organizations. NDDB’s
efforts are co-operative principles and the Madhur Pattern of Co-operation
Philosophy of NDDB
1. Co-operation is the preferred form of enterprise, giving people
control over the resources, through democratic self governance.
2. All beneficiaries, particularly women and under privileged, must be
involved in co-operative management and decision making.
3. Technological and evolution search for better way to achieve the
objective in the dynamic market.
The NDDB was created in 1965, fulfilling the desire of the Prime
Minister of India – the late Lal Bahadur Shatri – to extend the success of the

Madhur Co-operative Milk Producers union to other parts of India.That
success combined the wisdom and energy of farmers with professional
management to successfully capture liquid milk and milk product markets
while supporting farmer investment with inputs and services.
NDDB began its operations with the mission of making dairying a
vehicle to a better future for millions of grassroots milk producers. The
mission achieved thrust and direction with the launching of “Operation
Flood”, a programme extending over 26 years and which used World Bank
loan to finance India’s emergence as the world’s largest milk producing
nation. Operation Flood’s third phase was completed in 1996 and has to its
credit a number of significant achievements.
NDDB also promotes other commodity-based co-operatives, allied
industries and veterinary biological on an intensive and nation-wide basis. Dr.
(Ms) Amrita Patel serves as the Chairman of NDDB; Dr. Varghese Kurien
was the founder Chairman.

COMPANY PROFILE
Madhur Dairy was established in 1st June 1971. Its work is collection and
sales of milk. In the initial stage 400-500 leaders were working together with
2-3 permanent leaders. In 1982-83 they established a new processing plant at
the capital of Gujarat. The capacity of that plant was 30000 litres per day. In
1983 milk procurement was 8 to 10 thousand litres. In 1988 the government
plant was gone. In 1990-91 they changed their processing plant. The capacity
of that plant was 60000 litters per day. In 2002-03 they changed their
processing plant. The capacity of that plant is 200000 litter per day. But now
total production of milk daily is 175000 Litter.. It is one of the consumer
goods producing industries. Its products are important item in diet as most of
people in India are vegetarian. Therefore, milk and milk products assume great
importance as the only source of animal fat in their diet and important source
of animal protein.
It gives production of milk and a milk product, which industries bring
significant change in social-economic structure of rural economy. Dairy
industry has important role in employment generation. It provides regular
source of income and supplementary employment to small and marginal
farmers and agricultural labourers. Therefore, it acts as a source of social
change in the direction of equitable social. Initially the dairy industry was
developed in rural areas only at a very small scale. The rate of growth of this
industry was around 1% only. It has gone up to 4.2% now. A t the same time
independence, there were 186 dairy plants in the country. There were 26 milk

products factories and three creameries. 51 products were in different stages of
implementation. There were 72500dairy co-operations in 170 milk sheds by
March 1996.
Name of unit:-
MADHUR DAIRY Gandhinagar District Co-operative Milk
Producers Union ltd.
Logo of Madhur Dairy:-
Address of the unit:-
Gandhinagar Co- operative Milk Producers Union Ltd.
G.I.D.C. Sector-25 ‘K’ Road,
Gandhinagar.
Form of Organization:-
The MADHUR DAIRY is Co- operative sector
Registration No:-
10807
Number of Members:-114
Shift of the unit:-
 8.00 am to 4.00 pm
 4:00 pm to 12:00 pm
 12:0 pm to 08:00 am
 9:00 am to 06:00pm

Board Of Directors:-
(1) shri Rohit Mehta ( Managing Director)
(2) Urvashiben Brahmbhatt ( Dist. Registrar – Gandhinagar )
(3) Shri M.C.shah ( Representative – NDDB )
(4) Shri A.K.Dhagadh ( Representative – GCMMF )
(5) Dr. Shankarsinh R. Rana
(6) Shri Somaji S. Bariya
(7) Shri Prahladji B. Thakor
(8) Shri Lalbhai G. Patel
(9) shri Jilusinh B. Vaghela
(10) Shri Manaji S. Thakor
(11) Shri Naranbhai A. Chaudhari
(12) Smt. Arkhaben V. Thakor
(13) Shri Shivabhai D. Patel
(14) Smt. Chadrikaben R. Patel
(15) Smt. Kailashba J. Vaghela
(16) Smt. Gitaben R.Rabari

OBJECTIVES
 To provide maximum services to customers
 To monitor the process to ensure the environ safety.
 To provide necessary resources required for management system to
prove excellence
 To provide maximum services to milk production
VISION
 Model Co-Operative in the country
MISSION
 Mission is to pay maximum prices to milk producers.
 Provide maximum customer satisfaction by quality of milk product
diversification
AWARDS & PRIZES:
 1994-95:- Best productivity performance award by national
productivity council
For liquid milk plant.
 1994-95:- Award for best performance
 1994-95:- Udhyog Ratna award
 Kohinoor of award presented from the Indian economic
development & research
 Association New Delhi (India) in 2008.
Rastriya samman purskar with gold medal – 2008.
 Bhaztiya udhyog Ratna award – 2008.
 Lifetime achievement award for industrial development –
2008.
 Bharat Gaural award -2008.
 International achieves award -2008.
 Rajiv Gandhi shiromahi award -2009.

GOVERNMENT ASSISTANANT
The industry became significant with the launching at the operation flood
programme under 9th 5year plan. The government for the development of this
industry took following steps.
 Dairy will now be focused as a viable enterprise.
 International animal health code will be integral part of animal health
management
 Operation flood will be developed for the international market.
 Buffalo’s milk product will be developed for the international market.
 Foreign investment in food packaging, dairy equipments, technology
driven units are training centers of dairy industry will be encouraged.

ORGANISATION STRUCTURE
Board of Directors
Managing Director
Marketing
Manager
ORGANISATION STATUS
Account
Manager
The member producers and their Dairy Co-operative Societies (DCS) are the
vital constituents of the Union and their progress is the judging yardstick on
the efficiency of the Union’s operation. Hence the maximum importance has
been given to their development. The Union is making intensive efforts over
the years to organize DCSs in more and more villages of the three districts in
the milk-shed area.
Human
Resource
Manager
Production
Manager
Assistant
Manager
Assistant
Manager
Assistant
Manager
Assistant
Manager
Operators
Workers
Officers
Staff
Officers
Staff
Officers
Staff

NO OF. MEMBERS SUPPLYING MILK
33300
35750
38700
40600 41350
2004-05 2005-06 2006-07 2007-08 2008-09 2009-10 2010-11 2011-12 2012-13 2013-14
DAILY AVERAGE OF MILK
27000
29770
COLLECTION
42500 42635 42635
121275 122251
127740
134928
148178
155637
138986
123453
138105
146076
180000
160000
140000
120000
100000
80000
60000
40000
20000
0
2004-052005-062006-072007-082008-092009-102010-112011-122012-132013-14
Series 1 Column1 Column2

PERCENTAGE OF SOUR MILK
0.12
0.1
0.08
0.06
0.04
0.02
0
SALES OF DAILY AVERAGE MIL ( IN LITRE)
160000
140000
120000
100000
80000
60000
40000
20000
Series 3
Series 2
Series 1
0
Series 3
Series 2
Series 1

SALESOF DAILY AVERAGE CHHASH(BUTTER MILK) ( IN
LITRE)
SALES OF SWEET ( IN KILO)
18000
16000
14000
12000
10000
8000
6000
4000
2000
0
Column1
Column2
Series 1
180000
160000
140000
120000
100000
80000
60000
40000
20000
0
Column1
Series 2
Series 1

SALE OF ICE – CREAM ( IN LITRE)
140000
120000
100000
80000
60000
40000
20000
0
MADHUR is offering the most remunerative milk procurement price to
member producers The operational efficiency is reflected on procurement
prices paid to the member producers. The average milk procurement price
paid during the year was Rs. 22.16 for every Kg of Milk supplied to the Union
Which is 80% of total cost of production.
Int & Bank
Chrgs
2%
Milk Purchase
71%
Ret. Margin
Packing
4%
Process
4%
Transport
5%
3%
Sal & Admin
7%
Misc
4%
Series 3
Series 2
Series 1

Milk collected at DCS will be transported to Chilling Centres, through 107
Milk Procurement Can Routes, by travelling 17,929 KM’s every day. 23 Bulk
Milk Cooler Routes are also in operation, which collects milk from 121
centres of 344 DCS directly transported to Madhur Dairy through insulated
tankers.
INFRASTRUCTURE DEVELOPMENT:
The strategy of Madhur Dairy is “Produce More, Sell More & Serve More”
and reaping the benefits of economies of scale. In order to realize this
strategy, the Union has implemented the following projects so that more and
more milk can be procured and processed. This will help us to serve our
producer members by passing on the maximum benefits; we are consciously
adopting the growth-oriented strategy of helping our producers to grow by
ourselves growing constantly.
Although Madhur sets standards for its products for better serve to customers,
it was not possible to keep the standards stability due to manual operations.
In designing mega dairy, Madhur looked towards an automated system that
would allow it to achieve consistent quality parameters for each product.
Energy and manpower would also be more effectively optimised and
controlled and all plant equipment would be integrated.

PRODUCT PROFILE
Madhur mainly does purified milk and milk products. The products
that are produced by these units are:-
(1) Madhur Gold..
Madhur milk. Containing 6.0% Fat and 8.5 % SNF.9.0% rich, creamier and
tastier Ideal for preparing home-made sweets & savouries.
Available in 500ml., and 1ltr packs.
(2) Madhur Fresh (TAAZA) :-
TAAZA milk containing 3.0% Fat. And S.N.F 8.5% rich. It is useful for baby
products.

(3) Madhur cow milk :-
Madhur cow milk containing 3.5%Fat. And S.N.F 8.5% rich..
(4) Madhur Ghee (cow ) ( Blue Pack)
Madhur cow ghee contacting Total fat 90 gm.. And S.N.F 58 GM. Energy
814 kcare

(5) Madhur Ice cream
In ice cream ingredients milk & Milk products sugar, cashew
pieces, Draksha permitted, and stabilizer ( E-407, E-466, E-412) and
Artificial sustains.
(6) Madhur family pack ice cream.. ( Kaju Draksh)
In family pack ice cream the total size of ice cream is 100 ml.Total fat gm
is 8.2% .Total saturated fat gm is 5%. Energy 133 Kcal. Total Energy from fat
74kcal.
(7) Madhur cho - cabar.

In choc-bar The total size of 60 Ml. Total fat gm is 17.0%.. And
saturated fat gm is 12.0%.. And Energy is 248Kcal. And Energy from fat is
153 Kcal.
( 8 ) Madhur Batter soach (cone)
Cone the total size is 120 Ml.. Total fat gm is 10.8.and satuartd fat gm is 5.8%.
And energy is 175 kcal. And energy feom fat is 93kcal.

FUNCTIONAL
DEPARTMENT

DEPARTMENT WISE STUDY
Introduction
Departmentation is a process of dividing the large functional
organization in to small and flexible administrative units. The basic need of
Departmentation arises because of limitation on the number of subordinates
that can be directly managed by superior.
Basis of Departmentation:
Departmentation may be on the basis of function, products region
customers, process, time, number and marketing channel. Functional basis is
very popular method of Departmentation. It refers to grouping of actives of
organization into major functional department like, production, purchase,
marketing etc. Therefore the main departments which are operation in the
company are as follows:
Main Departments
Production
department
Human resource
department
Finance
department
Marketing
department

(1)
Production Department

INTRODUCTION
“Anything that can be offered to a market for attention, acquisition, use or
consumption that might satisfy a need or want of customer.” Production plant uses
modern plant and machineries. Whole process complete very fast with introduction
of milk.
There are automatic system in the dairy. About 400 employees are working in the
madhur dairy. There is official staff is about 100 and workers are about 300.
The dairy’s plant is at – road, G.I.D.C., sector – 25, gandhinagar.
In the madhur dairy there are modern milk processing machines in it. The
production process is given below.in the first step purchased milk is bought in the
dairy by the vehicle in can. After the milk is tested in particular machines and milk
is stored in one place. The milk is taken in the process room after taken sample.
The per day milk of the dairy is 175000 ltr.After the milk is boiled at 80.Cin
machine. After the milk is taken to the different processes.
OBJECTIVES
Production is an organized activity in a manufacturing organization.
Each organized.activity must spell out its objectives so that its existence can
be justified. On the basis of the edger of attainment of this objectives.
Moreover such identification of objectives increases the consciousness of the
personal working in the respective work center checking their efforts by
verifying whether confirming with the stated objective of the organization.
 Execute co-ordinate, organize and monitor the production activities
Decrease the cost of production and wastages in production as
much as possible.
 Ensure process, control and quality of products manufactured.
 Also ensure that the production meets the planned requirements.
Functions:
 Procurement of raw material.

 Maintain and produce the standard quality products.
 Using of advanced technology.
 Produce zero bacteria milk.
 Maintaining inventory of both raw material and finished products.
Types of Products Produced:
 MADHUR MILK:-
 Cow Milk
 Buffalo Milk
 MADHUR GHEE:-
 Buffalo’s Ghee
 Cow’s Ghee
 MADHUR SWEET:-
 Penda
 Chocolate Barfi
 Rajvadi Penda
 Rajvadi Halvo
 Mohanthad
 Magas
 Kajukatri
 Kaju Barfi
 MADHUR ICE-CREAM:-
 Venila
 Kaju Draksh
 Butter Skotch
 Kesar-Pista
 Strawbary

HIERARCHY OF PRODUCTION DEPARTMENT
MANAGER
ASSISTANT MANAGER
TECHNICAL OFFICERSRS
TECHNICINAS
CIANS
SUPERVISORS
HELPERS/ Workers.

THE DIFFERENT STAGES OF PROCESSING
1) COOLING
On arrival at the dairy chilling centre, milk is immediately cooled 4-6 degree
c and stored in storage tanks
2) CLARIFACATION
The chilled milk from the silos goes to the clarifier after preheating. The
clarifier spins the warm milk at the high speed, removing dust and dirt
particles invisible to the naked eye.
3) PASTUERISATION
The milk is then pasteurized. Named after Louis Pasteur, a French Scientist
who invented the process for use in wine, pasteurization was first applied to
milk by Dr. Soxhlet of Germany. This involves heating the milk to 72 degree c
and holding at this temperature for 15 seconds.
Other equivalent time-temperature combinations may also be used. After
heating and holding the milk rapidly cooled at the temperature of 7 degree C
or below.
Pasteurization of milk results, in heat destruction of all the pathogenic (disease
causing} bacteria do not get opportunity to proliferate due to the rapid cooling
of milk after heating. Pasteurized inactivates even the TB bacteria. Therefore,
it is always healthy to drink pasteurized milk.
4) HOMOGENIZATION
The milk then proceeds to a homogenizer. This is where the large size fat
globules present in milk are broken down into tiny particles of less than 2
micron size. The reduced size fatglobules cannot rice to the top in the milk to
form a cream layer (malai) on the top of the milk.

5) STANDARDIZATION
Milk from breeds of cows and buffaloes may vary in its composition. Hence,
to make milk of uniform composition for supply to the market it is
standardized by raising or lowering, of fat and or solids-non-fat percentages
of milk to a desired value, so as to conform to legal or other requirements
prescribed.
6) PACKAGING
Traditionally the co-operatives used to pack milk in glass bottles. However,
now all co-operatives milk is packed in plastic pouchestetra packsbulk
vending etc.
Some of the machines used for production
process are:
1. Milk reception lines.
2. Milk chillers.
3. Milk pasteurizes.
4. Homogenize.
5. Cream separators.
6. Stando meter.
7. Milk silos.
8. Horizontal milk storage tanks.
9. Creams pasteurize.
10. Milk packing machines.
11. Conveyer belts and chains.
12. Crater and washers

Production process of milk
Receiving milk from
mi lk co-operative
producers
Mi lk is chilled in 7
Major Chilling
centers and sent to
dairy through Milk
tankers
Regeneration
pasteurized 5
degree C then to
separator
Each tanker is
weighed at the weigh
bridge and the
sample milk is tested
in electronic fat
tester
Mi lk is unloaded to
raw milk silos (4
si los each with a
capacity of 1 lack
l iters)
Heating at 78 degree
C and maintained at
45 degree C
Chilling of milk at 5
degree in pasteurizer
HMST where
pasteurized milk
is stored
Packing section
Dispatching
section,Milk is kept
at 5 degree c in the
cold storage

PROCESS FLOW FOR CURD PRODUCTION &
PACKING
Patesurised at 80Dc And Colled
At 32 – 35 DC
Addition of STARTER Culture
Packaging
Incubated at Room Temperature
Transferd at Cold Storage
Dispatched Market

PROCESS FLOW FOR GHEE MAKING AND
PACKING
Butter milk At 120 – 130 DC
Butter oil
Ghee Boiler 115 – 120 DC
Clarification
Packed & Storage
Dispatched Market

PROCESS FLOW FOR BUTTER MAKING AND
PACKING
Raw – material PRE HEATED
At 40 – 50 DC
Cream Separator
Cream Past
Dispatched Market
eurizers
Cream Tanks At 10 DC
Continues Butter Making
Butter
Packed And Storage in Deep
Freezers At 20 DC
Dispatched Market

Process flow for flavoured milk production
Standardization of milk
of
Addition of sugar 8 -9%
Pasteurize at 80 Degree
Temperature
ture
packing
Addition of colour and
flavours
Filling of milk in 200 ml
Sachets
Dispatching

PROCESS FLOW FOR MASALA BUTTER MILK
Curd in Can
Mixing Thoroughly using Plunger
Adding of Pasteurized Water
Adding to Masala Water
Filtration to eliminate masala Fibers
Transferring for packing
Transferring to cold storage
Dispatch in Market

Sweet sction
Introduction
Sweet manufacturing is indigenous milk product production in the part of
dairy processing. The importance of milk and milk products in this country
has been recognized and the variety of ways in which milk is used for the
preparation of indigenous product has developed more or less as an art.
Indigenous milk product like khoa, Peda, Magas, chocolate Barfi, Shrikhand,
Topara Park, kulfi, Dahi, etc manufacturing at dairy sector.

Manufacturing process of khoa
Raw Material = std. milk, sugar, cardamom
Take a milk in shallow pan open container
↓
Heat the milk and stirred with long handled flat edged metal scraper to prevent
caramelization
↓
The light brown mass is getting
↓
Khoa is sometime further sweetened with sugar to yield of burfi
Add cardamom for flavor
↓
Use the khoa for Peda making

Manufacturing process of kesar Peda
Raw Material = Std. milk, sugar, Elaichi, Kesar
Mix the khoa and sugar
↓
Heated on a gentle fire till mixture turns relatively firm Pan is removed from
fire
↓
Desired flavour and colour by adding kesar colour and flavor
↓
The contents are mix thoroughly
↓
Transfer to the tray for cool at atmospheric temp.
↓
Made in to ball of 15 to 20 gram size by rolling between the palms after
applying a little ghee to avoid stricking
↓
Giving the shape by Peda shaping moulds
↓
Set on tray or packing box

Manufacturing of kaju-katri
Raw Material = Std. milk, sugar, Elaichi, Kesar
Mix the khoa and sugar
↓
Heated on a gentle fire till mixture turns relatively firm Pan is removed from
fire
↓
Desired flavour and colour by adding kesar colour and flavor
↓
The contents are mix thoroughly
↓
Transfer to the tray for cool at atmospheric temp.
↓
Made in to ball of 15 to 20 gram size by rolling between the palms after
applying a little ghee to avoid stricking
↓
Giving the shape by Peda shaping moulds
↓
Set on tray or packing box
↓
Pack it and store at room temperature

STORE DEPARTMENT
After packing various pouches the dairy has to store the fresh and packed
milk. The milk pouches are then taken to the cold storage under the
temperature of 8 to 10 degree Celsius. It is maintained with the help of fans
having silicon chips. The pouches are stored here for the whole night and in
morning they are distributed
Laboratory Section:-
Standard of Diff. Product:
(As per food safety and standards regulation, 2011)
Milk Fat% SNF%
Buffalo milk 6.0 9.0
Cow milk 3.5 8.5
Standardize milk 4.5 8.5
Mixed milk 3.5 8.5
Recombined milk 3.0 8.5
Toned milk 3.0 8.5
Double toned milk 1.5 9.0
Cream, Malai,
Low fat cream - 25 %
Medium fat cream - 40 %
High fat cream - 60 %
Malai
Not less than 25.0 % milk fat
Paneer
Moisture - 70 % (max.)
Fat - 50 % (DMB)

Ice cream
Milk Fat - Not less than 10 %
TS - Not less than 36 %
Milk protein (N*6.38) - Not less than 3.5 %
Ghee
B.R. Reading at 40°C - 40.0 to 43.5
R value - min. 24
FFA as oleic acid - max.3
Moisture - max. 0.5
TESTS
For raw milk-Fat
-SNF-Acidity
For Ghee
-FFA
-Moisture
-BR reading
For Ice Cream
-%Fat
-%SNF
-%TS
Standardize Milk
-%fat
-%SNF
-MBRT
-Microbial test

QUALITY POLICY
Madhur Dairy is committed to...
 Improve life style of member milk producers
 Achieve highest customer satisfaction by consistent supply of good
quality, safe milk and milk products
.
MADHR Dairy Achieves this by…
 Strengthening Co-Operative structure
 Up gradation of processes and application of innovative techniques
 Providing milk products and services par-excellence for total customer
satisfaction.
 Implementation of innovative welfare schemes and services for
socioeconomic development of milk products.
 Application of eco-friendly processes and operations.
 Development of motivated, dedicated and devoted work force.

(2)
MARKETING
DEPARTMENT

MARKETING
Marketing management in the analysis, planning, implementing and
controlling of programs designed to bring about desired exchange of goods
and money with target market needs and desires and using effective
promotional activities to improve sale and attain the desired profit.
Objectives of Marketing Department
 To provide utmost satisfaction to the end consumers.
 Create market awareness and preference for Madhur
 Customer retention.
 Balance the demand and supply of milk and milk products.
 Organize and develop the market share of Madhur effectively.
 Prepare sales budget.
 Formulate strategies to compete with its competitors.
 To procure more and produce more.
Functions
 To collect information about revenue.
 Maintain sales and other accounts.
 To attain major market shares
 To capture market share.

ORGANISATION CHART OF
MARKETINGDEPARTMENT
GeneralMANAGER Marketing &
Society
Marketing MANAGER
Assistant manager
Marketing officer
Supervisors
Helpers
PRICE DETERMINANTION BASE OF MADHR
 Cost
 Commission
 Margins
 Policy

Channels of distribution :-
The main distribution channel comprises of numerous wholesalers in the city,
then their agents and then the retailers. They supply them in shifts through
their own vehicles.
Madhur Dairy.
RETAILERS PARLOURS FRANCHISES
Other way of Marketing.
ZERO LEVEL CHANNEl TWO LEVELCHANNEL
MANUFACTURER
CONSUMER
MANUFACTURER
WHOLESELLER
RETAILER
CONSUMER

 ZERO LEVEL CHANNEL
A zero level channel (also called as the direct marketing channel) consists of
manufacturer selling directly to the final consumer.
 TWO LEVEL CHANNEL
Two level channels consist of two intermediaries. This intermediary is set
according to the company.
ADVERTISEMENT
Advertising can be traced back to the very beginning of recorded
history. Any paid form of non-personal, presentation and promotion of ideas,
goods or a service by an identified sponsor is known as advertising.
Advertising is very important tool to combat competition.
The advertising by MADHUR Dairy is being done by following ways.
 Wall Painting
 Hoardings
 Calendar
 Posters
 Vehicle Painting
 Vehicle Sticker
 On milk collection sticker
 Cinema Slide
 Signboard
 Plastic Banner
COMPETITOR
Marketing of this product are done by Gujarat co-operation milk marketing
federation ltd. We can say that private dairies are competitions of it main
competitor of the madhur dairy. are as under.

 Madhar Dairy
 Amul Dairy
Price chart of Milk as per july 2014 :-
Serial
No.
Product Packing size Selling price
(1) Madhur standard 500 ml. 21.00
(2) Madhur full kreem
millk
500 ml 23.00
(3) Madhur Tond Millk 500 ml 17.00
(4) Madhur tond Millk 200 ml 07.00
(5) Madhur Cow Millk 500 ml 19.00
(6) Madhur chhach 500ml 10.00
(7) Madhur standard Milk
( loose)
40 litre 1640.00
(8) Madhur cow mikl
(Loose)
40 litre 1480.00
(9) Madhur full cream
milk
( loose)
40 Litre 1800.00
(10) Madhur toned milk
( loose)
40 litre 1320.00
(11) Madhur Chhase
(Loose)
40 litre 800.00
(12) Madhur Tastey Dahi
(curd)
200 Ml 13.00
(13) Madhur Tastey Dahi
( Curd)
400 Ml. 25.00
(14) Madhur Tastey Curd
( Loose)
1Kg. 60.00

(15) Madhur Ghee Pouch
( Bufflow)
500Ml. 180.00
(16) Madhur Ghee Pouch
( Cow)
500 ml. 185.00
(17) Madhur Ghee Tean
(Buflow)
1 Litre 370.00
(18) Madhur Ghee
( Bufflow)
15 Kg. 6000.00
(19) Madhur Ghee
( Cow)
15 Kg. 6150.00
(20) Madhur Panner 100Gm. 25.00
(23) Madhur Panner 5 kg. 1100.00
(24) Madhur Cream
50% FAT
1kg. 200.00
(25) Madur Tea special
Milk
1 Litre 42.00
Price chart of Ice cream as per july 2014 :-
Serial No. Product Packing Size Selling price
(1) Venila cup 40 Ml 05.00
(2) Venila cup 90 Ml. 10.00
(3) Venila family pack 500 Ml. 40.00
(4) Venila family pack 1 Litre 70.00
(5) Strobary cup 40 Ml. 05.00
(6) Strobary Cup 90 Ml 10.00
(7) Strobary family pack 500 Ml. 40.00
(8) Strobary family pack 1 Litre 70.00

(9) Kaju Draksh Cup 90 Ml 15.00
(10) Kaju Draksh Family
pack
500 Ml 55.00
pack
1 Litre 90.00
(12) Kesar – pista 90 Ml 15.00
(13) Mava Badam 90 Ml 15.00
(14) Kaju Anjer 100 Ml 15.00
(15) Raj – Bhog 100 Ml. 20.00
(16) Batar Soach Cup 100 Ml 15.00
(17) Batar Soach Family
pack
500 Ml 55.00
pack
1 Litre 90.00
(19) Orange juice 60 Ml 05.00
(20) Batar Soach Coun (
Big)
120 Ml 15.00
(21) Chocobar 60 Ml 15.00
(22) Mangodolly 60 Ml 12.00
(23) Batar Soach Coun (
Mini)
50 Ml 10.00
(24) Chocobar Mini 35Ml 07.00
(25) Venila Family Pack 5 Litre 325.00
(26) Strobary Family Pack 5 Litre 325.00
pack
5 Litre 400.00
pack
5 Litre 400.00
(29) Kesar pista Family
pack
5 Litre 475.00
(30) Raj Bhog Family Pack 5 Litre 525.00
pack
5 Litre 475.00

(32) Mava Badam Family
pack
5 Litre 475.00
Price chart of Sweet as per july 2014 :-
Serial
Number
Product Packing size Selling price
(1) Mohanthal 1 Kg. 200.00
(2) Magas 1Kg. 200.00
(3) Topara park 1Kg. 260.00
(4) Rajvadi paida 1 Kg. 280.00
(5) Chocalate Barfi 1Kg. 280.00
(6) Rajvadi Halvo 1Kg. 280.00
(7) Kesar paida 1Kg. 280.00
(8) Kaju Barfi 1Kg. 280.00
(9) Kaju katari 1Kg. 480.00
(10) Kaju Role 1kg. 480.00
(11) Anjer Role 1kg. 480.00
(12) Prasadiya paida 1kg. 280.00
(13) Elayachi paida 1kg. 260.00
(14) Molo mavo 1kg. 280.00

(3)
HUMAN
RESOURCES
DEPARTMENT

INTRODUCTION
Human resources Management (HRM) is a management function that helps
managers for recruitment, selection, training and development of employees.
HRM is concerned with people’s dimension in organization. In business
organization management in managing the employees faces so many problems.
To create a harmonious relationship between employees and employer Human
Resource Department is required in each and every organization.
Human resources Management refers to the practices & policies. You need
to carry out the personal aspects of your management job, specifically
acquiring training, apprising, rewarding environment for your company’s
employee.
Human resources Management is concern with planning, organizing,
directing & controlling. The procurement & maintenance of the personal
management in organization effective contribution to the required number
of persons at the right place for the right job utilizing their capacity to the
optimum level also producing them with relevant facility to achieve course
of action.
Some function of personnel management is selection process and
promotion, wages and salary administration, industrial relationship etc.
OBJECTIVES:
The main objectives of the department are as follows:
 Good relationships between employees and employers as well as
employees
themselves
 Selection of right type of employees.
 Proper orientation and introduction of new employees.

 Individual development to maintain good relationships with trade
unions.
 Effective moulding of human resources.
 Providing reasonable compensation and remuneration.
 Building up employee morale.

ADMINISTRATION DEPARTMENT STRUCTURE
MANAGING DIRECTOR
GENERAL MANAGER
DEPUTY MANAGER
ASSISTANT MANAGER
PSAOTO
MANAGING DIRECTOR
SUPER INTENDENT
ASSISTANT ADMINISTRATOR
ASSISTANT ADMINISTRATOR S.TYPIST
HELPERS

RECRUITMENT & SELECTION
RECRUITMENT
Recruitment can be defined as, “it is process of searching for prospective
employees and stimulating and encouraging them to apply for a job in an
organization.”
Recruitment is the most important task of personnel administration.
InMADHUR DAIRY Recruitment of the employees is done as per the
company using the following sources of market.
I. By advertisement
II. Government employment
III. Internal promotion
SELECTION
The selection procedure is concerned to securing necessary
information about an employee rather application. This information is secured
in to different various kinds of steps or stages .Company screen out those
applicants, which are suitable for that job. For selection MADHUR DAIRY
uses internal & external sources. They have application blank for applicant
they uses the employee’s references.
The company is also advertisement and some other sources like
advertisement and some other organization. The selection procedure of
MADHUR DAIRYis quite simple and very clean.

SELECTION PROCESS CHART
SELECTION PROCEDURE OF MADHUR DAIRY IS ARE AS
UNDER
I
Vacancy in any department
ADVT. & CNV
COLLECTION OF APPLICATION
SCRUTINISATION OF
INTERVIEW
AAPPLICATION
MEDICAL CHECK UP
PLACEMENT
APPLICATION
PLACEMENT

SELECTION PROCESS
VACANCY IN ANY DEPARTMENT:
Where there is any organization department then they collect
information through collages, institution, university etc.
COLLECTION OF APPLICATION:
They collect application from post, which are directly received. They
collect list from district employment exchange campus interview etc.
SCRITINISATION OF APPLICATION:
After collection of application .They are studies in detail & not suitable
applications are rejected & other kept for further process.
INTERVIEW:
Remaining applications are then called for interview in this interview
person personality, experiences, and subject knowledge, general knowledge
etc. Are tested Interview result declared on that day.
MEDICAL CHEACK UP:
Selected person sent for medical checkup & when person medically fit
then section is done
TRAINING & DEVELOPMENT
Every organization needs to have well-trained and experienced people to
perform the activate that have to be done.
Training is or process of leaving a sequence of programmed
baheviour.It is a system to improve the skill.
 Divisional
 Manager proposal
 Performance Appraisal
Training is provided to the capable and responsible person in madhur dairy.

Manager proposed for training is to be sending to different department
like production, marketing, etc. Employments are analyzed about their
performance to their job. Those who are selected for training has to submit
their report after completed their training. So young talented officer are
sending for training their time period 3 months.
 ON THE JOB TRAINING
Every person engaged with business enters into this type of the
training. This type training states that the guidelines about the work should be
given when the employees is actually engaged with the work under this
technique the employees is placed in a new job and he is told how it may be
performed. It mostly given for the UN skilled & semi- skilled job.
OFF THE JOB TRAINING
This training is given to highest level of the personnel. For this training
trainee has to be left his place and devotes his working days in training.
Generally this type of the training is given to managerial level & higher level.
PERFORMANCE APPRAISAL
An organization’s goals can be achieved only when people put in their best efforts.
How to ascertain whether an employee has shown his or her best performance on a
give job? The answer is Performance Appraisal. Employee assessment is one of the
fundamental jobs of HRM, but not an easy one?
In simple terms, performance Appraisal may be understood as the assessment of
an individual’s performance in a systematic way, the performance being measured
against such factors as job knowledge, quality, co-operation, judgment, versatility,
health and the like. Assessment should not be confined to past performance along.
Potentials of the employee for future performance must also be assessed.
A formal definition of Performance Appraisal is the systematic evaluation of the
individual with respect to his or her performance on the job and his or potential for
development.

A more comprehensive definition is Performance Appraisal is a formal, structured
system of measuring and evaluating an employee’s job, relating behavior and
outcomes to discover hoe and why the employee is presently performing on the job
and how the employee can perform more effectively in the future. So that the
employee, organization, and society all benefit.
The definition includes employees’ behavior as part of the assessment. Behavior can
be active or passive – do something or do nothing. Either way, behavior affects job
results. The other terms used for performance Appraisal are: Performance Rating,
Employee Assessment, Employee Evaluation and Merit Rating. In a formal sense,
Employee Assessment is an old as the concept of management and in an informal
sense, it is probably as old as mankind.
PROMOTION & TRANSFER
PROMOTION
Generally promotion means increasing the salary, status, duties and
responsibilities of employee in the company. Thus this company is giving
promotion on the basis of seniority to its employees.
Promotion means an improvement in pay, prestige and position,
responsibilities of an employee within his or her organization. A mere shifting
of an employee to a different job which has better working hours, better
location and more pleasant working condition that does not amount to
promotion. The new job is a promotion for the employee only when it carries
increased responsibilities and enhanced pay.
A promotion represents the ultimate accomplishment for some employees.
Many achieve it though hard work and good performance. A few follow short
cuts to achieve the desired goal. Instead of trying to deserve a promotion
through better performance, they believe in staying close to the boss. Cynics
may say that the easy way of climbing the ladder of promotion is belong the
community of the boss, marry into his or her family, or at least come from the
same region as he or she does.

For some employees, a promotion is not worth trying for. In fact, some refuse
to be promoted on the ground that, once promoted, they lose the benefits of
overtime and profit-sharing bonus, and become liable to transfer.
Promotion is double-edged weapon. If handled carefully, it contributes to
employee satisfaction and motivation. If mishandled, it leads to
discontentment, frustration, scepticism and bickering among the employees,
and calumniates in a high rate of labour turnover. It is the responsibility of the
HR department to lay down a sound promotional policy and ensure its
implementation. The policy of promotion should be clear on the following
matter:
 The management must take it clear whether to fill up higher position
by internal promotion or recruit people from outside. Generally
speaking, top positions in an organization are filled through external
recruitment. The lower positions however, are filled up by promotions
from within.
 When it has been decided to fill up higher positions with promotions, a
future decision on determining the basis of promotion should be made
up the management. The basis of promotion may be seniority or merit
or both.
If seniority is the basis for promotion an employee with the longest period of
service will get promoted, irrespective of whether he or she is competent to
occupy higher post or not. This is the practice followed in unionized industrial
establishment, government owned undertakings and educational institution.

TYPES OF PROMOTION
There are three types of promotion methods.
1. HORIZONTAL PROMOTION
This type of promotion involves an increasing responsibilities and pay
and a charge in designation. But the employee concerned does not
transgress the job classification..
2.VERTICAL PROMOTION
This type of promotion results in greater responsibilities, prestige and
pay, together with a change in the nature of the job.
3.DRY PROMOTION
Dry promotion is sometimes given in lieu of increases in remuneration.
Designations are different but no change in responsibilities. Promotion
may be given one or two increments.
PROMOTION BASIS OF MADHUR DAIRY
 Performance Base
 Confidential Report
TRANSFER
A transfer involves a change in the job of an employee without
a change in responsibilities or remuneration. A transfer differs from a
promotion in that the later involves a change in which a significant increase in
responsibility, status and income occur, but all these elements are stagnant in
the former.

TYPES OF TRANSFER
1. Those designed to enhance training and development.
2. Those making possible adjustment to verifying volumes of work
within the firm.
3. Those designed to remedy the problems of poor placement.
 PRODUCTION TRANSFERS: - As mentioned earlier, a
shortage or surplus of the labor force is common in different
departments in a plant or several plants in an organization. Surplus
employees in a department have to be laid off, unless they are such
transferred to another department. Transfers affected to avoid such
imminent lay-offs are called as production transfers.
 REPLACEMENT TRANSFERS: - Replacement
Transfers, too, are intended to avoid imminent lay-offs, particularly, of
senior employees. A senior employee to avoid lying off the latter may
replace a junior employee. A replacement transfer programmed is used
when all the operations are declining, and is designed to retain long-services
employees as long as possible.
 VERSATILITY TRANSFERS: - Versatility Transfers are
affected to make employees versatile and competent in more than one
skill.
 SHIFT TRANSFERS: - Generally speaking, industrial
establishments operate more than one shift. Transfers between shifts
are common, such transfers being made mostly on a rotation basis.
Transfers may also be affected on special request from employees.
Some employees request a transfer to the second shift or the night shift

in order to avail the free time during the day to take up part-time jobs,
although law does not permit thi.
 REMEDIAL TRANSFERS: - Remedial transfers are
affected at the request of employees and are, therefore, called
Personnel Transfers. Remedial transfers take place because the initial
placement of an employee may have faulty or the worker may not get
along with his or her supervisor or with other worker in department.
He or she may be getting too old continue in his or regular job, or the
type of job or working conditions may not be well-adapted regular job,
to his or her present health or accident record. If the job is repetitive,
the worker may stagnate and would benefit by transfer to different kind
of work.
WAGES AND SALARY
“Employees State Insurance Scheme” this applies to the all factor in India, for
whom that the employee work under the electrical processes. So basically it is
safety tool for employees. Under E.S.I. scheme employees can get the benefit
of Medical Allowance for themselves and for their family also. For working of
the salary of employees is deducted at 4.75% and of employer at 1.75% at
basic.
TIME-KEEPING DEPARTMENT
This department is one of the most important departments of the Raja
Industries. This department is engaged in taking the attendance of the all
employees and the of workers. It is do calculate the over time given to the
employees basically there are three shifts.
 8:00A.M. To 4:00P.M.
 4:00 P.M. To 12:00A.M.
 12:00A.M. To 8:00A.M.

The workers are allowed to work for 8 hours in a day. In
cause they want to take the overtime. One has to first take permission of the
shift engineer. After the permission is granted, he can do overtime.
EMPLOYEE WELFARE:-
The success of the organization depends on its employees. Hence it is
necessary for a firm to satisfy its employees. To satisfy employees different
kind of benefits or incentives are provided to the employees.
FACILITIES PROVIDED TO THE EMPLOYEES OF MADHUR
DAIRY
 Education Allowance
 City Compensation Allowance
 Transportation Allowance
 Canteen Facility
 Uniform Facility
 Leave
 Accident Benefit Scheme
 Bonus
 Rest Intervals
Termination of employees in madhur
The employees will be terminated from the MADHURon happenings of the
following events:
1. If a permanent employee completes 60 years of age
2. Expired while on service
3. Terminated for resigned from service.

VOLUNTARY RETIREMENT SCHEME:
VRS can be taken after the age of 50 years or after completing 20 years of
service in Madhur..
MAINTENANCE OF SERVICE REGISTER/PERSONNEL
FILES
MADHUR maintains a service register of each employee mentioning
all the service records and the below mentioned facts:
 Particular of the employees.
 Date of joining.
 History of services.
 Pay scale/increment/advance increment/stagnation increment.
 Particulars of leave availed including leave encashment/maternity
leave/miscarriage etc.
 Particulars of record of rewards, praise, punishment or censure
including suspension.
 Place of position.
 Permanent residence address and present postal address.
FUNCTIONS:
 Recruitment of candidates.
 Selection of best suited and right person.
 Training and development of employees.
 Framing of rules
Salary of employees:
Salary of employees include Basic pay, Dearness allowance, house rent
allowance and other allowances, at the rate prevailing and in practice and in as
revised from time to time as per the government notification and ordered from
time to time..

Helpers / sweepers (iv) 9600-14550
A/c Assistant/Admi Assist -III 11600-21000
A/c Admi Asst & Dairy Operator-II, Tech-II 14550- 26700
A/c Asst-I/Admin assistant-I, Dairy supervisor-I 17650-32000
A/c & Admin Superintendent 21600-40050
A/c & Admin Officer, Tech of DT & DE 22800-43200
Asst Managers 28100-50100
Deputy Managers 30400-51300
Managers 36300-53830

(4)
FINANCE
DEPARTMENT

INTRODUCTION
“Financial management means raising of adequate fund
(money/finance) at the minimum cost and using them effective and efficiently
in business.
Any organization, whether it is small or large scale, clears with financing
every businessman keeps separate records of financial matters finance and
account department of the business depends upon the financial policy of the
firm.
Financial management is mainly concerned with finding out rational
basis through answering following three questing.
 What total value of funds should be invested in the business?
 What specific assets should the business require?
 How should the required funds be raised?
The scope of financial management comprises traditional approach on
procurement of funds rather than its allocation and use. While modern.

ORGANISATION CHART OF FINANCE
DEPARTMENT
GENERAL MANAGER
MANAGER
DEPUTY MANAGER
ASSISTANT MANAGER
ACCOUNTS OFFICER
ACCOUNT
SUPERINDENTANT
ACCOUNTS ASSISTANT1
ACCOUNTS ASSISTANT 2
HELPERS

SOURCES OF FINANCE
Source of finance of MADHUR :
 Federation gives them dairy amount decided by union.
 Fix deposit of society is major source of finance.
 Interest of fix deposit of bank like SBI, BOB, and Sardar
Sarovar Bond etc. is one of the sources of finance.
 Share Capital of MADHUR. Share of MADHUR is not for public but
only for the society members.
 Net profit of MADHUR during the year 2009 – 2010 is 59,00,110
lack.
Bankers:
1 Panjab national bank.ghandhinagar branch
2 State bank of India GIDC branch
3 Bank of baroda, vidhansabha branch
4 Ahmedabad dist.co- op.bank capital city branch
5 Ahmedabad dist.co- op bank ghandhinagar branch
Functions
 To manage cash.
 To manage bills.
 To manage transportation bills.
 To manage pay bills.
 To manage accounts.
 Prepare IBP(Integrated Business Plan).
 File IT returns and other statements returns.
 To manage milk purchase.

Collection of sales proceeds counter
This is for cash collection of sales proceeds of milk and milk products.
Cash remitted from various milk distribution route for sale. A receipt is passed
for the net amount collected from each of the distribution route salesmen and
this is being recorded in a on-line account. This entire amount collected by
the end of the day is remitted to bank the same day to the current account of
the milk union.
Cash counter is for handling imprested cash. ( Imprested cash means amount
required for meeting various payments.)
Receipts are being issued for collection of cash towards receipts of
Earnest Money Deposit (Security deposit repayment of advance drawn and
such other outstanding). Cheques are also being drawn for payments of bills
whenever payments are made. For receipt of any cheques received from
outside official, general receipts are being passed in this cash section. All
these transactions of receipt and payments are entered into computer and cash
book entry is also being made in computers. The union uses 9.0 Version Tally
Package.
Bills
Bills are being received from various suppliers and usually the
purchase section after getting the Material Receipts Information (MRI) from
stores duly certified for quality and quantity, sends bills to finance section in
the related files and these bills are processed and entered in the control
register and after scrutiny from pre-auditors bills are put up for passing
before MD through General Manager Finance. After the approval of MD the
cheques are drawn in the name of the parties. File with entries of cheque No.
and a copy of the voucher is returned to purchase section / to the concerned
section. And the payment vouchers are accounted in computer.

Transportation Bills
Following are the types of transportation bills:
i) Procurement Transportation Bills (PTC)
ii) Distribution Transportation Bills (DTC)
iii) Mobile veterinary root bills
iv) Cattle feed transportation bills
v) LN2 transportation bills (Liquid Nitrogen)
vi) Hire vehicle transportation bills
All these above bills are received from different user section once in a
fortnight, duly certified for having hired the vehicle for the purpose of milk
procurement, distribution, mobile veterinary service; cattle feed transportation,
transportation of milk to other dairies in hired transportation tankers. All these
bills are duly scrutinized in account section in different aspects such as
correction of the distance, deduction towards TDS (Tax Deducted at Source),
any other recoveries and / or passed for payment through cheques. Since these
bills are in No.; once in a fortnight for total amount of payment is made to
their bank accounts.
CAPITAL STRUCTURE
MADHUR is co – operative organization therefore is nothing like market
value of share whenever MADHUR needs funds it issue adequate number of
share, but only to its shareholders or members of societies and not to the
others. The capital structure of a firm would generally denote the ratio of own
capital do the borrowed capital. The capital structure thus, indicates how the
capital has been raised. The capital structure of the MADHUR Dairy figure is
given below.

Capital structure 2012-2013 2013-2014
Authorised share
capital
5,00,00,000 5,00,00,000
Subscribed capital - -
Reserve fund 7,31,12,261 75179417
Redeemable - -
Loan’s 2,38,75,375 1,75,67,550
Net profit for the year 80,67,756 1,10,80,631
MANAGEMENT OF WORKING CAPITAL
Generally, business capital is broadly divided in to two groups. One fixed
capital and second working capital. The gross capital is the summation of all
the current assets and the gross working capital is the difference between all
the current asset and current liabilities. Management of working capital refers
to the management of current asset as well as current liabilities. The object is
only that to manage firm’s current assets and liabilities in such a way that a
satisfactory of working capital is maintained.
The organization receives its money return after some time. The capital of the
firm is engaged in the cycle of cash to inventory and inventory to receivables
and receivables to cash. The cycle posses the longer time that much amount
the company requires. Requirement of the working capital is depend upon
some basic factor that the company posses. They are nature of business,
responsibilities of operations, production cycle, business cycle, production
policy, market conditions, condition of supply etc. every company requires
working capital because the finished goods that the company produced can be
immediately sales out.

Most of the companies are making an arrangement of the working capital
from its own. Working capital describes the capital that the company requires
for dealing with day-to-day requirements.
MADHUR DAIRY is making the arrangement of the working capital from
itself. But, sometime company takes short-term loan from State Bank of India
(Baroda branch). The organization requires working capital on small basis.
The level of working capital is not stable. It is generally fluctuating.
WORKING CAPITAL CHART
CASH / BANK
Phase 1 Phase 2
FINISH GOODS
Phase 5 Phase 3
DEBTORS
RATIO ANALYSIS
Phase 4
RAW MATERIAL
WORK IN PROGRESS
Ratio analysis is a widely – used tool of financial analysis it is defined as a
systematic use of ratio to interpret the financial statement so that the strength and
the weakness of the firm as well as its historical performance and its current
financial condition can be determined. The term ratio refers to the numerical or
quantitative relationship between to variables or items.

TYPES OF RATIO :
1) Total assets turnover ratio
2) Net profit ratio
3) Current ratio
4) Acid test ratio
5) Fixed turnover ratio
TOTAL ASSETS TURN OVER RATIO
It is a ratio expressing relationship between total sales and total assets . It is a
useful indication of the to know.
Total Assets Turn over Ratio = Total sales
Total assets (Amount in lacks)
Year Total sales Total assets Total assets
turn over ratios
2012 2,06,95,41,085 24,60,46,527 6.02
2013 2,33,52,52,366 22,66,75,965 10.30

12
10
8
6
4
2
0
2012 2013
Net Profit Ratio
Turnover Ratio
Total Assets
Total sales
The ratio is valuable for the purpose of as certaining the over-all profitability
of business and shows the efficiency or otherwise of operating the business.
Net Profit Ratio = Net Profit × 100
Net Sales
(Amount
in lacks)
Year Net Profit Net Sales Net Profit Ratio
2012 80,67,756 2,06,95,41,085 0.39
2013 1,10,80,631 2,33,52,52,366 0.47

0.5
0.45
0.4
0.35
0.3
0.25
0.2
0.15
0.1
0.05
0
2012 2013
Current Ratio:
The Current Ratio is the Ratio of total current assets to current liabilities. It
can be calculated by dividing current assets by current liability.
Current Ratio = Current Assets
Current Liability
(Amount
in lacks)
Year Current assets Current Liability Current Ratio
2012 14,16,91,718 16,44,53,449 0.86
2013 13,66,64,235 12,76,16,108 1.07
Ratio
Net Sales
Net Profit

1.2
1
0.8
0.6
0.4
0.2
0
2012 2013
Acid-Test Ratio/ Quick Assets:
Ratio
Current Liability
Current Assets
This Ratio indicates a danger signal. It suggests that immediate steps
should be taken to increase quick assets.
Acid-Test Ratio = Quick Asset ∕Liquid liability
(Amount
in lacks)
Year Quick Assets Liquid liability Acid Test Ratio
2012 8,24,75,207 16,44,53,449 0.50
2013 6,88,02,604 12,78,16,108 0.54

0.6
0.5
0.4
0.3
0.2
0.1
0
2012 2013
FIXED ASSETS TURN OVER RATIO;
Ratio
Liquid Liabilites
Quick Assets
This ratio indicate that to know how efficiently the fixed assets are used in
the business
Fixed assets ratio = Sales
Total fixed assets
Year Sales Total fixed Assets Net Profit Ratio
2013 2,06,95,41,085 9,80,35,976 14.96
2012 2,33,52,52,366 9,03,29,815 18.68

20
18
16
14
12
10
8
6
4
2
0
2012 2013
BALANCE SHEET AS ON 01-04-2013 TO 31-03-2014
ratio
fixesd assets
sales
Funds & Debts 31-03-2014 Assets & Due 31-03-2014
Authorised Share
5,00,00,000 Assets 22,67,75,965
Capital
(500000 Share of
Rs.100)
Paid up share capital 2,22,69,800 Investment 1,74,59,260
Nominal member
21,300 Stock 7,20,03,531
fees
Reserve & Other
Funds
7,51,79,417 Advance & Other
Dues
----------
Loans 1,75,67,550 Advance Tax 46,35,000
Current Debts
--------------- Staff & Milk
21,58,603
provision
Societies Adv.
Deposit 8,22,84,240 Deposit 46,12,431
Debts of milk co-op.
societies
25,45,20,836 Trade dues &
Advance
9,04,98,538
Debts Against
expenditure
2,42,87,327 T.D.S 2,80,410
Debts against
purchase
1,62,15,773 Cash & Bank 9,80,35,976
Provision made for
the
Income Tax
1,29,32,840
Net profit of the year 1,10,80,631 -------------
Total 51,63,59,714 51,63,59,714

PART – B
RESERCH STUDY
STATEMENT OF THE PROBLEM – EMPLOYEES
ATTRITION
Introduction:
Employee turnover refers to the proportion of employees who leave an
organization over a set period (often on a year-on-year basis), expressed as a
percentage of total workforce numbers.
Employee Turnover is the number of permanent employees leaving the
company within the reported period versus the number of actual Active
Permanent employees on the last day of the previous reported period.
Statement of the problem:
Human resources are almost treated as human capital and precious
resources of the any company and they act as foundation pillar of any entity.
During internship study from the observation it was found that in the
organization employees turnover or attrition rate was very high. If the
employee’s turnover is high generally it affects the smooth functioning of the
system and also it disturbs the manufacturing process. In this background it is
appropriate to study the reasons for employees Attrition.
Hence study is opting to know the reasons for employee’s turnover in
the company.
Objectives of the study;-
1. To understand the concept of employees turnover
2. To identify the rate of employee turnover of worker
3. To identify the causes of employee turnover.
4. To offer suggestions based on findings of the study.

SAMPLING:-
I approached nearly 50 employees of HR Department in MADHUR and asked
about the sudden discounting of job by the employees.
DATA COLLACTION
 PRIMARY DATA: - The Primary data is collected by direct
interview, because of its simplicity and reliability direct interview
method was chosen. Interpretation can also be done by the direct
interview.
 SECONDARY DATA: - The secondary data were collected
through old reports are available in MADHUR. These respondents
consist of employees view point, Management opinion and from other
departmental employees

DATA ANALYSIS AND INTERPRETATION
The below table shows the result of the questions asked to the employees of
MADHUR DAIRY
1) Whether Employees are Satisfied with Workload given by the Company?
Statement No. of Employees
Very satisfied 20
Somewhat satisfied 20
Neutral 10
Somewhat dissatisfied -
Very dissatisfied
Graph -1 showing the results of employees given response for the above
question:
Whether Employees are Satisfied with
Workload given by the Compny?
20 20
No.of Respondent
Very satisfied Somewhat satisfied netural Somewhat
Interpretation:
10
0 0
dissatified
Very dissatified
From the above graph it has been found that, out of 50 employees, 20 of them
are very satisfied with the workload being bestowed upon them, whereas 10 of
them are in neutral status, So, I can conclude that the employees are more or
less satisfied with the workload.

2) Whether Employees are Satisfied with the Flexibility of work hours of the
company?
Very satisfied 10
Neutral 10
Very dissatisfied -
Graph-2 showing the results of employees given response for the above
question:
Whether Employees are Satisfied with the
Flexibility of work hours of the company?
10
No.of Respondent
Interpretation:
30
10
0 0
dissatified
From the above graph it has been found out that, out of 50 employees, 30 of
them are some what satisfied with the workload being bestowed upon them,
whereas 10 of them are in neutral & very satisfied status, So, I can conclude
that the employees are more or less flexibility of working hours….
Very dissatified

3 ) Whether employees are Satisfied with the Job security by the company?
Very satisfied 40
Neutral -
Very dissatisfied -
question:
Whether employees are Satisfied with the
40
Job security by the company?
No.of Respondent
Interpretation:
10
0 0 0
dissatified
Very dissatified
them are very satisfied with the workload being bestowed upon them, whereas
10 of them are in some what satisfied status, So, I can conclude that the
employees are or less satisfied with the company job security.
4 ) Whether employees are satisfied with Salary given by the company?
Very satisfied -
Neutral 5
Somewhat dissatisfied 20
Very dissatisfied 15

question:
25
20
15
10
5
0
Whether employees are satisfied with Salary
given by the company?
Very Satisfied Somewhat
Interpretation:
satified
Neutral Somewhat
dissatified
Very
dissatisfied
No. of Employees
them are some what dissatisfied with the workload being bestowed upon them,
whereas 15 of them are in very dissatisfied status, So, I can conclude that the
employees are less satisfied with the given company are given salary.
5 ) Whether employees are satisfied with the overall relationship with their
Manager?
Very satisfied 10
Neutral 10
Somewhat dissatisfied 20
Very dissatisfied 5
Graph-5showing the results of employees given response for the above
question:

10
Whether employees are satisfied with the
overall relationship with their Manager?
Interpretation:
5
10
20
them are some what dissatisfied with the workload being bestowed upon them,
whereas 10 of them are in neutral status, So, I can conclude that the employees
are more or satisfied with the relationship with manager…
6. Is that current working environment is satisfactory for the employees???
Table no -6
Statements No of respondents
Very good 14
Good 20
Average 12
Poor 4
Graph-6 showing the results of above table:
5
dissatified
Very dissatified
No.of Respondent

25
20
15
10
5
0
very good good average poor
working environment no of
respondents
Interpretation – From the above graph it has been found out that, out of 50
employees, 20 of them are very good with the workload being bestowed upon
them, whereas 13 of them are in very good, So, I can conclude that the
employees are more or satisfied with the working environment..
7. What according to you are the causes of employee turnover?
Compensation package difference 8 %
Job and employee skill mismatch 17 %
Inferior facilities, tools, etc 5 %
Less reorganization 12 %
Less or no appreciation for work
7 %
done
Less growth opportunities 14 %
.poor supervision
37 %

Compensation
package
differences
8% Job and employee
skill mismatch
17%
Inferior facilities,
tools, etc
5%
Less reorganization
Poor supervision
Interpretation :-– From the above graph it has been found out that, out of 50
employees, 37 % poor supervision them are very less job and sequirty
mismatch 17 % whereas not good, So, I can conclude that the employees are
not more satisfied with the employees turnover.
8 ) employees are satisfied with salary / Recognition
Dissatisfaction with pay 40 %
Internal pay inequality 30 %
Lack of promotion/ career development 20 %
Less or no appreciation 10 %
12%
Less or no
appreciation for
work done
7%
Less growth
opportunities
14%
Poor training
0%
37%
%

Interpretation:
Salary
Dissatisfaction with pay Internal Pay Inequality
Lack of promotion No Appreciation for Work
40%
10%
20%
30%
From the above graph it has been found that, out of 50 employees, 40% of
them are very dissatisfied with salary paid by company. Salary being bestowed
upon them, whereas 30 % of them are internal pay inequality in, So, I can
conclude that the employees are less satisfied with the salary.
9 ) employees personal reasons....
Maternity 30 %
Difficulty in Balancing work life and life
15 %
issues
Child care issues 07 %
Elder care issues 10 %
Health related issues 05 %
Retirement 20 %
Relocation ti follow / partner 03 %
Difficulty travelling to and from work 07 %
Other domestic reasons 03 %

maternity difficulty in balancing work and life issue
child care issue Elder care isue
Health care related issue Retirement
Relocation ti follow/ partner difficulty in balancing work and life issue
other domestic reason
Interpretation:
personal Reason
30%
15%
3% 7% 3%
7%
20%
10%
5%
From the above graph it has been found that, out of 50 employees, 30% of
them are maternity by company. bestowed upon them, whereas 15 % of
them are difficulty in balancing and life issue. pay inequality in, So, I can
conclude that the employees are not satisfied with the personal Reasons.

SWOT ANALYSIS
SWOT analysis is an extremely useful tool for understanding and decision-making
for all sorts of situations in business and organizations. SWOT is an
acronym for Strengths, Weaknesses, Opportunities, and Threats. The SWOT
analysis headings provide a good framework for reviewing strategy, position
and direction of a company or business proposition, or any other idea.
SWOT ANALYSIS
INTERNAL EXTERNAL
STRENGHT WEAKNESS OPPORTUNITY THREATS

STRENGTH
It’s about what advantages the company has over others and what the
company can do better than anyone else. The strength of the company are:
1. MADHUR has a strong brand image in south India.
2. An ISO, HACCP, EMS certified company.
3. Winner of “Best Productivity Award” by National Productivity
Council (NPC) for five times and “Energy Conservation Award” by
Bureau of Energy Efficiency (BEE).
4. Maintaining uniform quality.
5. Company has good relationship with customers.
6. Market leader with brand identity.
7. Well-organized distribution channel.
8. Supply chain management
WEAKNESS
Weakness better in terms referred what the company could improve, what it
should avoid and what the people in the market likely to see as weakness.
MADHUR has some weakness in the following areas:
1. Lack of effective media advertising.
2. Slow decision making process.
3. Inflexible traditional government structure.
4. High manpower overheads.
5. External interference from state federation.
6. Non- availability of own water source.
7. Promotion is based on seniority.

OPPORTUNITIES
Opportunities are the advantages to the companies which are beneficial to the
company production.
1. MADHUR can maintain and improve the quality to build customer’s
confidence.
2. Existing brand “MADHUR” can be used to expand its product line.
Need not to invest on brand awareness..
3. The existing infrastructure can be used to meet the consideration rise in
demand in future, with little or no change.
THREATS
Threats are the obstacles, which the company faces by the external
environmental in its process of development. The threats in the way of
MADHUR are:
1. Entering of MNC’s into dairy industry with cheap milk and milk
products, may creates stiff competition.
2. Losing market share because of price changes.
3. Very attractive commission for agents from rivals.
4. External political interference may create unfavorable circumstances.

FINDINGS
1. Employees are 60 % of employees are more and 40% employees are less
satisfied withthe workload in Madhur Dairy.
2. From the above that it can be easily found that there is no employee which
is dissatisfied with the work load
3. More or less employees are satisfied with work load
4. Workings of activities are smoothly diversified in the organization.
5. It provides good training facilities to employees. Training would be a
predetermine activity such as apprentice section department.
6. It provides the education of those person who is belongs to farms
activities. And also development its veterinary section to distinct level.
7. It has development small pouch packaging and bottle.
8. Replacement is the main expectation of retailers from Madhur dairy.
9. Mostly in Gandhinagar the people area likes to buy Madhur milk
reasonable prose and good quality.
10. In the Gandhinagar most of the people wants to buy pouch milk.
11. Employees are not satisfied with the relationship with manger.
12. 90 % employees are very satisfied with job security. 10 % employees are
somewhat satisfied with job security.

SUGGESTIONS
1. Company should introduce some scheme for customers which can play an
important role in increasing awareness and interest in buying which
increase the sales volume.
2. Company should request to retailers to recommend Madhur dairy to the
customer.
3. Nearly Local outdoor and T.V media in their purchasing decision. So that
the company’s task is to give more advertisement Local outdoor & T.V
media.
4. Satisfaction level of customers should be raised by providing good quality
product at low price, and should try to remove reasons for dissatisfaction
of customers.
5. Company should try to make available their product at all most retailer’s
shops by improving their distribution channel.
6. Brand madhur should maintain a good quality in order to maintain its
existing importance and the level of satisfaction
7. Good relationship should be maintained with marketing channels by
solving their problems & taking suggestions.
8. Feedback, suggestion & complaints should be revised by Madhur if they
are appropriate & Good. It should also try to take actions for
Implementation.
9. Remember that benefits are important too. Although benefits are not a key
reason why employees stick with a company, the benefits you offer can't be
markedly worse than those offered.
10. Train your front-line supervisors, managers and administrators. It can't be said
often enough: People stay or leave because of their bosses, not their companies.
A good employee/manager relationship is critical to employee satisfaction and
retention. Make sure your managers aren't driving technologists away. Give them
the training they need to develop good supervisory and people-management.

LEARNING EXPERIENCE
 Earlier to this Industrial training, I was familiar to only the theoretical
aspects of the organization in general and the study gave me the
practical experience of corporate world.
 Corporate culture and its difference functional activities were known in
detail.
 Co-ordination of the activities by the organization and interdependence
of one of the department with other department to achieve the
organizational objectives was studied during the in plant training.
 Importance of time management, which helps the entire organization in
meeting delivery dates of customers.
 Employees have different Skills, talents,abilities,attitude,etc.and how
they are being utilized in optimum manner in achieving organization
goals.
 Managerial knowledge such as planning, organizing, directing,
controlling and decision – making.
 Knowledge of rules, regulations, policies, procedures, etc. of the
company, which guide of performing the work.

CONCLUSION
MADHUR, is playing a vital role in serving the rural class &
contribution for the economic upliftment of farmers. It is helping the farmers
by giving them all facilities to rural people by supplying fodder & feed,
improving the breed by artificial insemination with the help of their veterinary
services. MADHURis reaping profit by equipping the latest technology&
producing better quality products. It is serving the best quality milk & milk
products to its customers, thereby maintaining their top position in the market.
It has atomized manufacturing and every process is computerized. In other
words, through automation it has achieved great success and a good
recognition.

BIBLIOGRAPHY
1. CONCEPT OF DAIRY, RETRIVED FIRM
(http:// www.conceptofdairy)
2. MISSION AND VISION, RETRIVED FIRM
(http:// www.missionandvision)
3.GOVERNMENT ASSISTANCE, RETRIVED FIRM
(http:// www.government assistance)
4. For more visit of Madhur Dairy:-
(http:/ www.madhurdairy.org.in).

Annexure:- 1.
BALANCE SHEET AS ON 01-04-2013 TO 31-03-2014
Funds & Debts 31-03-2014 Assets & Due 31-03-2014
Authorised Share
5,00,00,000 Assets 22,67,75,965
Capital
(500000 Share of
Rs.100)
Paid up share capital 2,22,69,800 Investment 1,74,59,260
Nominal member
21,300 Stock 7,20,03,531
fees
Reserve & Other
Funds
7,51,79,417 Advance & Other
Dues
----------
Loans 1,75,67,550 Advance Tax 46,35,000
Current Debts
--------------- Staff & Milk
21,58,603
provision
Societies Adv.
Deposit 8,22,84,240 Deposit 46,12,431
Debts of milk co-op.
societies
25,45,20,836 Trade dues &
Advance
9,04,98,538
Debts Against
expenditure
2,42,87,327 T.D.S 2,80,410
Debts against
purchase
1,62,15,773 Cash & Bank 9,80,35,976
Provision made for
the
Income Tax
1,29,32,840
Net profit of the year 1,10,80,631 -------------
Total 51,63,59,714 51,63,59,714

Annexure:- 2.
Purchase
Sr.
No
Details 2012-2013 2013-2014
1 Milk 1,74,27,75,903 –
37
1,96,47,31,941-68
2 Milk Product 8,45,557 –
34
9,41,910 – 20
3 Cattle – feed ( Dan) 1,52,29,200 –
00
1,31,19,300 – 00
4 Seeds ( Foddder) 4,91,958 – 00 4,04,840 – 00
5 Testing Materials 2,35,970 – 00 1,81,530 – 00
6 Materials of madhur milk
products
1,00,77,674 – 11 1,07,11,310 – 12
7 Cartage of collection of milk 1,42,12,480 – 24 1,47,05,570 – 55
8 Materials of madhur ice –
cream
9,22,785 – 29 10,66,141 – 35
9 Skim milk powder 2,12,05,700 – 00 2,45,27,700 – 00
10 Suda purchase 1,19,047 – 50 --------------
11 Butter purchase ( Makhan) 76,91,360 – 00 36,24,690 – 00
12 Other items 40,000 – 00 -------------
Total 1,81,38,46,768 –
85
2,03,40,14,933 – 90
Annexure:- 3
Sales
Sr.No.
Detais 2012-2013 2013-14
1 Milk 1,75,59,22,804 -
30
2,00,91,04,271 –
77
2 Ghee 15,76,25,333 - 43 17,00,71,279 – 41
3 Chhas 8,69,61,722 – 69 8,99,89,125 – 06
4 Milk product 9,85,741 – 54 12,04,951 – 58
5 Cattle – Feed ( Dan) 1,50,75,000 – 00 1,29,93,000 – 00
6 Seeds ( Fodder) 4,91,640 – 00 4,04,840 – 00
7 Testing material 1,97,785 – 34 2,02,518 – 01
8 Cream 42,608 – 70 32,369 – 56
9 Milk products 2,97,58,688 – 78 2,97,94,380 – 20
10 Madhur ice – cream 56,95,651 – 67 59,60,950 – 6
11 Madhur panner 38,34,353 – 39 32,82,258 – 93
12 Other items 54,166 – 70 -----------
13 Note – books 2,07,771 – 29 ----------

14 Sasti Dahin ( Curd) 1,25,68,770 – 00 1,21,17,390 – 16
15 Other product of
madhur
-------------- 95,030 – 54
16 Suda 1,19,047 – 59 -----------
Total 2,06,95,41,085 -
42
2,33,52,52,365 –
83
Annexure:- 4
INVESTMENT
Sr No. Details 2013 – 2014
1 Ahmedabad Dist. Co – op. Bank Ltd. 50,000 – 00
2 Gujarat state Co – op. Housing Finance Society
Ltd.
500 – 00
3 Gujarat state Co – op. Bank Ltd. 5,000 – 00
4 Gujarat Co – op. Land Dev. Bank Ltd 10 – 00
5 Gujarat Co – op. Milk marketing federation Ltd. 1,74,00,000 – 00
6 Gandhinagar Dist. Co.- op. Union Ltd 1,000 – 00
7 Gandhinagar State Co – op. Union Ltd 250 – 00
8 Gandhinagar District Central Co – op. Bank 2,500 – 00
Total 1,74,59,260 – 00
Annexure:- 5
RESERVE AND OTHER FUNDS
Sr.
No.
Details 2012 – 2013 2013 -2014
A. Reserve Fund. 1,17,27,646 –10 1,37,44,585 – 14
B. Other Funds.
General Reserve Fund 83,23,780 – 56 1,07,13,491 – 07
Dividend equilisation Fund 10,700 – 06 10,700 – 06
Milk meter Subsidy 47,186 – 00 47,186 – 00
Doubtful debts fund 32,02,125 – 82 44,12,289 – 24
Total 1,15,83,792 – 44 1,51,83,666 – 37
C. Capital Reserve Subsidy
Dairy project subsidy 17,91,900 – 00 17,91,900 – 00
Operation flood subsidy 16,10,426 – 15 16,10,426 – 15
Animal husbandry subsidy 67,33,357 – 70 7,41,000 – 00
Milk Scheme subsidy 45,000 – 00 45,000 – 00
Chilling plant subsidy 1,19,000 – 00 1,19,000 – 00
Subsidy for the development
37,601 – 00 37,601 – 00
of the
Co – operation programme

Subsidy for district rural
development agency
1,99,538 – 00 1,99,538 – 00
G.C.M.M.F. bouns shares 67,00,000 – 00 67,00,000 – 00
National mission for protein
supplement Subsidy
2,75,64,000 – 00 2,75,64,000 – 00
N.C.D.C.D.M.I subsidy 50,00,000 – 00 74,42,700 – 00
4,98,00,822- 85 4,62,51,165 – 15
Total (A +B + C ) 7,31,12,261 – 39 7,51,79,416 – 66
Annexure:- 6
CASH & BANK BALANCE
Sr no. Details 2012 – 2013 2013 -2014
A. Cash Balance on Hand 22,958 – 00 65,607 – 00
B Cash Balance in Bank
Punjab National Bank 38,08,370 – 19
Ahmedabad Dist.Co – op. Bank 4,21,33,190 – 28
Bank of Baroda 96,99,398 – 59
Ahmedabad Dist Co – op. Bank 2,35,061 – 10
Ahmedanad Dist Co – op. Bank 4,12,120 – 27
State Bank of India 9,31,337 – 15
UCO Bank 2,42,548 – 27
Central Bank of India 8,348 – 19
C Bank Deposit
State Bank of India 1,50,00,000 – 00 1,50,00,000 – 00
Dena Bank 1,00,00,000 – 00 2,00 00 000 – 00
Punjab National Bank 55,00,000 – 00 55,00,000 – 00
Total 9,03,29,814 – 81 9,80,35,976 – 04

Questioners:-
1 . Employees are satisfied with workload given by the company?
Very satisfied [ ]
Somewhat satisfied [ ]
Neutrals [ ]
Somewhat dissatisfied [ ]
Very dissatisfied [ ]
2 ) whether employees are satisfied with the flexibility of work hours of the
company?
Very satisfied [ ]
Neutrals [ ]
3) Whether employees are satisfied with the job security by the company ?
Very satisfied [ ]
Netural [ ]
4) Whether the employees are satisfied with salary given by the company?
Very satisfied [ ]
Netural [ ]

5) Whether the employees are satisfied with overall relationship with manger?
Very satisfied [ ]
Netural [ ]
6) What are the various reasons for employee turnover ?
a. Management demands that one person do the jobs of two or more
people .
b. management doesn’t allow the rank and the file to make decision about
their work
c. Management constantly reorganizes, shuffles people around and
changes direction constantly.
d. management doesn’t take time to clarify their decisions
e. management promotes department to complete against each others
f. Management throws a temper tantrum, point fingers and assigns
blame.
8. In an organization, a little rate of employee turnover may result into?
a. Bringing in new ideas and skills from new hires
b. Better employee – job matches
c. More staffing flexibility
d. facilitate changes and innovation
9. High rate of turn may lead to decrease in ?
a. Productivity
b. Service delivery
c. Spread of organization knowledge
10. What according to you are the causes of employee turnover?
a. Compensation package differences
b. Job and employee skill mismatch

c. Inferior facilities, tools, etc
d. Less reorganization
e. Less or no appreciation for work done
f. Less growth opportunities
g. Poor training
h. Poor supervision
11. What according to you are the few ideas that a smart company use to keep
their employee turnover rate low.
a. Pay them well
b. Treat each employee with respect regardless of their jobs,
c. Offer good health care plans.
d. Offer a bonus plan to safe and effiecient workers
e. Offers flexible hours and generous vacation plans,
f. Begin a profit sharing
No. Sources of Employee Turnover Assign a score to
represent the relative
importance
1 Personal Reason
1 Maternity 1 2 3 4 5
2 Difficulty in balancing work and life issues 1 2 3 4 5
3 Child care issues 1 2 3 4 5
4 Elder care issues 1 2 3 4 5
5 Health – related issues 1 2 3 4 5
6 Retirement 1 2 3 4 5
7 Relocation ti follow spouse/ partner 1 2 3 4 5
8 Difficulty travelling to and from work 1 2 3 4 5
9 Other domestic reasons 1 2 3 4 5
Work Enviroment
1 Way work is organized 1 2 3 4 5
2 Work load / Stress 1 2 3 4 5
3 Work Environment 1 2 3 4 5
4 Job Satisfacation 1 2 3 4 5
5 Insufficient Challenges 1 2 3 4 5
6 Worried about job security 1 2 3 4 5
7 Poor fit between the employee and the job 1 2 3 4 5
8 Inferior facilities, tools, etc 1 2 3 4 5
9 Risky working conditions 1 2 3 4 5
10 Inadequate employee oritenttion and training 1 2 3 4 5
11 Lack of meaningful and challenging work 1 2 3 4 5
Salary/ Recognition
1 Dissatification with pay 1 2 3 4 5
2 Internal pay inequality 1 2 3 4 5
3 Lack of promotion/ career development 1 2 3 4 5

4 Less or no appreciation for work done 1 2 3 4 5
Organizational management Style
1 Conflicts with supervisior or co – workers 1 2 3 4 5
2 Dissatisfaction with management style 1 2 3 4 5
3 Perception of unfair treatment 1 2 3 4 5
4 Ineffective communication 1 2 3 4 5
5 Poor supervision 1 2 3 4 5
6 Management care how you really felt about
your work?
1 2 3 4 5
7 Management open and honest in dealing with
employees
1 2 3 4 5
8 Management ability to solve major
administrive problems.
1 2 3 4 5

MADHUR DAIRY GANDHINAGAR . SUMMER INTERNSHIP REPORT

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