An Assignment Report Titled
‘Amul’ Subject: (IMS 402)
Submitted to-
Submitted by-
Ms Monika
Sejal
Assistant Professor
Ruchi Singh
IMSS, KUK
Neeraj Kumar Chaudhary Fatheveer Singh 4rd semester semester (session-2014-19) (session-2014-19)
Institute of Management Studies Kurukshetra University, Kurukshetra (March 2016)
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INDEX S No.
Particulars
Page No.
1
Company profile
3
Introduction 2
Introduction of Human Resource Management Management
4-5
3
Human Resource Department
6
4
Function o Human Resource Management Management
7-17
Recruitment Selection Training and Development Performance Appraisal Wages and Salary Compensation Trade Union
Human Resource Information System
5
Conclusion
18
6
Bibliography
19
2
Organization Profile
Name
: Kaira District Co- Operative Milk Producers’
Union Limited, Anand. Form
: Co-Operative Sector under the Co- Operative Society Act.
Reg.Office
: Kaira District Co-Operative Milk Producers Union Ltd,
Anand -3881001. Gujarat, India. Promoters
(1) Shri Tribhuvandas Patel (2) Shri Morarji Desai (3) Shri Vallabh Bhai Patel
(4) Dr. Varghese Kurien
Auditors
: Special Auditors (Milk), Milk Audit Office Anand.
Socities
: 1113.
Members
: 6, 31,333.
Office Time
: 10:00 A.M To 06:00 P.M.
Premises
: 49.55 Acres.
Registration
: 14th December, 1946.
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Introduction Human Resource Management:
Human Resource Management has come to be recognized as an inherent part of management, which is concerned with the human resources of an organization. Its objective is the maintenance of better human relations in the organization by the development, application and evaluation of policies, procedures and programmers relating to human resources to optimize their contribution towards the realization of organizational objectives. In other words, HRM is concerned with getting better results with the collaboration of people. It is an integral but distinctive part p art of management, concerned with people at work and their relationships within the enterprise. HRM helps in attaining maximum individual development, desirable working relationship between employees and employers, employees and employees, and effective modeling of human resources as contrasted with physical resources. It is the recruitment, selection, development, utilization, compensation and motivation of human resources by the organization. Human resources may be defined as the total knowledge, skills, creative abilities, talents and aptitudes of an organization's workforce, as well as the values, attitudes, approaches and beliefs of the individuals involved in the affairs of the organization. It is the sum total or aggregate of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of the persons employed in the organization. The human resources are multidimensional in nature. From the national point of view, human resources may be defined as the knowledge, skills, creative abilities, talents and aptitudes obtained in the population; whereas from the viewpoint of the individual enterprise, they represent the total of the inherent abilities, acquired knowledge and skills as exemplified in the talents and aptitudes of its employees.
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The Amul – Amul – Meaning Meaning AMUL means “priceless “in Sanskrit. A quality control expert in Anand suggested the brand name “AMUL” from the Sanskrit word “Amoolya” variants, all meaning “priceless” are found in several Indian languages. Amul products have been used in millions of home since 1946. Today Amul is a symbol of many things; of high – quality products sold at reasonable prices; triumph of indigenous technology; of the marketing savvy of a farmer’s organization and proven model for dairy development. Motto
The main motto of AMUL is to help farmers. Farmers were the foundation stone of AMUL. The system works only for farmers and for consumers, not for profit. The main of AMUL is to provide quality products to the consumers at minimum cost. The goal of AMUL is to provide maximum profit in terms of money to the farmers. Vision
Vision of AMUL is to provide and vanish the problems of farmers (milk producers). The AMUL apparition was to run the organization with co-operative of four main parties, the farmers, the representatives, the marketers, and the consumers. Quality Policy
The motivated and devoted work force of AMUL are committed to produce whole some and safe foods of excellent quality to remain market leaders through deployment of quality management system, state of art technology innovation and eco- friendly delightment of customer and betterment of milk producer.
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Human Resource Department Introduction:
According to Scoot Clothier and Spriggel Human resource management as the branch of management which is responsible on a staff basis for concentrating on those aspects of relationship of management to employees and employees to employees and with the development of the individual and the group. The objective is to attain maximum individual between employer and employees and effective molding of human hu man resources as contrasted with physical resources. Personal (Human resource) management plays a very important role for any organization. The firm having all types of resources like machines, materials, money, information etc. will not be success in business without effective manpower. Human capital is the greatest assets of business enterprise and manpower management is the most important and crucial job because the managing group is the heart of the company.
Human resource department plays most important role in establishing good relation and harmony among all.
No. Of Shift:
1st shift time: 08:30 A.M to 04:30 P.M
2nd shift time: 04:30 P.M to 12:30 A.M
3rd shift time: 12:30 A.M to 08:30 A.M
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Function of Human Resource Department
1.
RECRUITMENT AND SELECTION
2. TRAINING AND DEVLOPMEN 3. PERFORMANCE APPRAISAL 4. SALARY AND WAGE ADMINISTION 5. EMPLOYEE TURNOVER 6. COMPENSATION 7. INDUSTRIAL INDUSTRIAL RELATION 8. FACTORE ACT 9. INDUSTRIAL DISPUTE ACT 10. HUMAN RESOURCE INFORMATION SYSTEM (HRIS)
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Organization Structure of Amul Board of Director
Chairman
Managing Chairman
General Manager
Assistant General Manager
Manager
Deputy Manager
Assistant Manager
Senior Executive
Senior Officer
Senior Assistant
Workers
Grade (A to E)
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Recruitment and Selection Function Recruitment:
There are two types of Recruitment sources followed by Amul: EXTERNAL SOURCE INTERNAL SOURCES
Internal Sources :
Internal sources include personnel already on the p ayroll of the organization. Present Permanent Employees. Employee Referrals Former Employee
External Sources :
These sources lie outside the organization In Amul they consider following sources for recruitment: Campus Interview Unsolicited Application Application Blank Placement Agencies
Recruitment Policy of Amul: Entry level qualification Below officers cadres
1. S.S.C/H.S.C Attendant operator- dairy (AOD)- G Gr. Worker 2. Professional qualifications E/F Grade Worker (boiler attendant) 3. BA/B.COM/M.COM/M.A(general) MSW/MRM/MRS M.E_biz of Gujarat Vidyapeeth and C Grade Worker similar non- University Institutions 9
4. B.SC/M.SC/DIPLOMA Engineers B Grade Workers, apprenticeship lab assistant for 1 yr 3 months for B.SC & M.SC; 1yr for DIPLOMA Engg. Than 2/3 yrs as trainee technicians, than based on appraisal appointed as technician B Grade.
5. BBA Management Trainee for 1 yr Jr. Assistant. a. M.SC Agriculture/ MRS/MRM/MSW/MLW/MBA/ MRS /MRM/MSW/MLW/MBA/B.TECH B.TECH (DT)/MCA/ME_biz 1yr as a trainee then appointed as senior officer. b. Inter CA/Inter ICWA/BE 1yr as training period, then appointed as DY. SUP. DEPUTY SUPERINTENDENT. c. CA/ICWA- SUPERINTENDENT
Selection:
Selection procedure is concerned with securing relevant information about the applicant. The main objective of selection process is to determine whether an applicant meets the qualification for a specific job and choose the application that is most likely to perform well in the job. The Selection process in AMUL is as under Vacancy in any department
Approval from M.D
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Collection of application
Securitize the application
Interview
Medical checkups
Selection 10
After selection, the employees generally have probation period. In AMUL probation period is different for different type of employees. Probation period for officers is 12 months, 6 months for clerical employees an d 3 month for workers.
Training and Development
It is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format. Training is the process where the work related knowledge, skills and attitude are given to new employees. By which they aware the policies rules and increase technical and manual efficiency and create of responsibility.
AMUL has accepted three methods for the training
1. on the job method 2. off the job method 3. In house training 4 Out house training
Training Procedure in Amul
Identification of need of Training ↓ Module Preparation ↓ Selection of Employee for the Training ↓ Training ↓ Feedback
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Performance Appraisal
Performance appraisal is the process of evaluating the performance and qualification of employees in terms of the requirement of the jobs for which they are employed. It is highly useful in making decision regarding the promotion, transfer, wage and salary administration etc. The AMUL adopts the following appraisal system
Promotion Period
Appraisal For
1 year
Managers
3 year
Officers
1 year
Workers
1.5 year
Temporary workers
Final confirmation with the recommendation by the divisional heads comes from the MD on annual basis. His work is evaluated by Check list Method of Performance Appraisal. These are a various method used to appraise the performance of an employee. In Amul the following methods are used
Self Appraisal
If individuals understand the objectives they are expected to achieve the standards by which they are to be evaluated they are to a great extent in the best position to appraise their own performance .in this method employee himself.
Manager’s Appraisal
The general practice is superiors appraise the performance of their subordinate. Other supervisors, who have close contact with employee‘s work may also appraise with a view to
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provide additional information. A higher – level manager appraise the employees for their performance.
I n Am A mul vari vari ous att attrr i bute butes consid consi der for the app appr aisal aisal of of employee loyee.
Job knowledge
Work output
Quality of work
Interest in work
Initiatives
Past records
Seniority
T his hi s apprai appraisal sal is i s also the r ati ati ng scale. scale. M ethod thod app apprr aiser also ap appr aised em employee loyee by by follo f ollowin wingg. Outstanding Good Satisfactory Poor
The overall assessment is done through above rating and also the comment of reviewing officer is included. Apart from this the performance in liked allowance is provided in relation with performance that is, 25% 50% 100% Not allowed
This is provided by and under knowledge of under Managing Director Generally in Amul on base of performance appraisal employee of managerial level gets specials allowance. While for workers they get promotions
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Wages and Salary
A common method is followed for the wage and salary administration according to
“Muster roll “. Timekeeper sends that muster roll to the account department for attendance of each
and every employee. This will analyze and entered in the computer. After this salary is calculated for each employee through computer according to that
they prepare salary sleep of employees.
Wage Structure (Approx)
Post
Grade
Payscale
Managing Director
Manager
21000-28000
General Manager
Manager
15000-21000
Assistant General Manager
Manager
7000-15000
Assistant
Clerical
2500-7500
Senior clerk
Worker
2000-5000
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Compensation
In Amul, The workmen's Compensation Act. 1923 is very well executed. The compensation is given lo employees as per the Act. In the case of major accident occur in organization and if any worker get injure that lime organization take care of that employee. If the employees under medical treatment and unable to came in organization for job, than half salary will be given to that employee emplo yee until he/she will again
Join organization. Employee also gets all incentives during this period. Union provides complex expanse of medical treatment to his/her employees. They have a provision for that amount in welfare fund. For that a report from surgeon is considered. In case of minor accident , if any employee get injure that time disability certificate take as an evidence for the payment of compensation. According to disability certificate union decides the compensation. Disability certificate must be issue by doctor from civil hosp ital. According the Act, if Act, if accident takes place because of worker mistake than he/she will be unable 'o get compensation. But in AMUL even if accident occurs by workers mistake in that case union paid compensation according to injury. For that employees must past through medical report. In case of accident, ac cident, if if worker get serious injury and he/she will be unable to do same work after getting recovery than management give them relief by transferring them in another section for suitable work. By this way they retain their employees.
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Human Resource Information System
In AMUL, the HRIS is not used for the recruitment process as it is done manually in the organization the recruitment of the is carried in the following way Vacancy in department
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Receiving of application
Short listing of applicant
There is no role of HRIS (ERP oracle) in the recruitment process, after the short listing of the application the application which are selected is called for an personal interview with the general manager of the AMUL. After the candidate is selected for the particular job, the role of HRIS starts by keeping different types of records of an employee such as a) Personal details b) Previous organization details c) Training details d) Service records e) Joining details f) Retirement details
HRIS is also useful in the turnover analysis of the Amul; it helps the organization to know the number of time employees left the organization.
HRIS, is useful in keeping the Accident details of the employees, on the basis of this reports employees are injured due accident are been given medical facility and financial help.
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The time keeping process of Amul is is decentralized, in the various plants of Amul like Mogar plant, Khatraj plant, Anand plant and Kanjari plant. If any information regarding any employee absence absence and present of other plant is needed
by the central head office at Anand, that it is available with the help of ERP ORACLE,
User’s Perception
After interviewing the fifteen respondents from the organization they have come to know that the organization is using the the software named “ERP ORACLE ORACLE “in HRIS and by observing and interviewing the user of the system the following data is gathered.
The users of the system is fully satisfied with the present system ERP ORACLE
The AMUL is using this system since last thirteen years and they are trying to bring change by implementing new system s ystem named SAP which is under the progress.
With help of HRIS the organization gets the following ben efits such as 1. Time saving 2. Cost saving 3. Effective work
HRIS helps to supports supports the following HR task of the the Amul 1. HR development and workplace training 2. Communication 3. Career management (for employees) 4. Decision making
The HRIS system of Amul is fully secured, so there no threat of linking of any kind of data.
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Conclusion To conclude Human Resource Management should be linked with strategic goals and objectives in order to improve business performance and develop organizational cultures that foster innovation and flexibility. All the above futuristic visions coupled with strategic goals and objectives should be based on 3 H's of Heart, Head and Hand i.e., we should feel by Heart, think by Head and implement by Hand. The times when management could arbitrarily dictate terms to the employees and tread upon their rights is something that is not relevant anymore. With the ballooning of the white collar workforce, it becomes necessary for organizations to p ay more attention to the needs of the employees more than ever. In recent years, with the high levels of attrition in the service sector, it has become imperative for firms to have a structured separation plan for orderly exits of employees. Of course, the concept of “pink slips” or involuntary exits are another matter altogether and involve some bitterness that results because of the employee losing his or her job. In conclusion, it is our view that employee separations must be handled in a professional and mature manner and though attrition is a fact that concerns everyone in the industry, once an employee decides to leave, the separation must be as smooth as possible.
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BIBILOGRAPHY
www.amul.co.in
www.hrm.com
human resource management – management – ashwathappa ashwathappa
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