Professional Documents
Culture Documents
PROJECT REPORT ON
SUBMITTED BY
PRANAV.S.SANGLE
CERTIFICATE
This is to certify that Pranav somnath sangle of bhartiya vidya bhavans College
from MCOM - Management (Part I) has completed project on Human Resource
Management of Amul Company during academic year 2015-2016 under my
guidance and supervision. No part of this report has ever been submitted for any
other degree. The information submitted is true and original to the best of my
knowledge.
Internal Examiner
External Examiner
DATE:
PLACE:
DECLARATION
PROF.SANGITA KANOJIA
FACULTY OF MANAGEMENT
ACKNOWLEDGMENT
I owe a great many thanks to a great many people who helped and
supported me during this project.
My deepest thanks to the Guide of this project Professor SANGITA
KANOJIA , for guiding and correcting various documents of mine with attention
and care. She has taken pain to go through the project and make necessary
correction as and when needed.
I would also thank my Institution and my faculty members without whom
this project would have been a distant reality. I also extend my heartfelt thanks to
my family and well wishers.
INDEX
Sr.
PARTICULARS
No.
Page
No.
Introduction
12
15
23
HRM Environment
29
32
10
Futuristic Vision
37
11
38
12
Conclusion
39
13
Biblography
40
INTRODUCTION
AMUL is a co-operative sector. It is the institution of the farmers, for the
farmers and from the farmers. The AMUL gives pleasure to the farmer to charge
the own price, which was not possible in earlier years. This union was born on
14th December 1946. The union provides facilities to its members like more
return, satisfactory price, insemination, first aid, group Insurance, cattle food at
confessional price etc.
I have done case analysis on HRIS of AMUL and from that I have come to
know how organization operates and how the functions have been carried in the
organization. From this is case I have come to know how a wide organization like
AMUL manages its
AMUL dairy has five main departments like finance, personnel,
commercial, milk procurement and production. The finance department does the
clerical work and takes care of inflow and outflows of the cash. The other work of
finance Department is to audit of annual work.
The personnel department handles the work regarding personnel like
appointment, recruitment, promotion, transfer, dismissal, demotion, performance
appraisal etc.
Organization Profile
Name
Form
Reg.Office
Promoters
Auditors
Socities
: 1113.
Members
: 6, 31,333.
Office Time
Premises
: 49.55 Acres.
Registration
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 programmes relating to human resources to optimize their
contribution towards the realization of organizational objectives.
In other words, HRM is concerned with getting better results with the
collaboration of people. It is an integral but distinctive part of management,
concerned with people at work and their relationships within the enterprise. HRM
helps in attaining maximum individual development, desirable working
relationship between employees and employers, employees and employees, and
effective modeling of human resources as contrasted with physical resources. It is
the recruitment, selection, development, utilization, compensation and motivation
of human resources by the organization.
Human resources may be defined as the total knowledge, skills, creative
abilities, talents and aptitudes of an organization's workforce, as well as the
values, attitudes, approaches and beliefs of the individuals involved in the affairs
of the organization. It is the sum total or aggregate of inherent abilities, acquired
knowledge and skills represented by the talents and aptitudes of the persons
employed in the organization.
The human resources are multidimensional in nature. From the national
point of view, human resources may be defined as the knowledge, skills, creative
abilities, talents and aptitudes obtained in the population; whereas from the
viewpoint of the individual enterprise, they represent the total of the inherent
abilities, acquired knowledge and skills as exemplified in the talents and aptitudes
of its employees.
History
In early 1940s a farmer in Kaira district, as elsewhere in India, derived his
income almost entirely from seasonal crops. The income from milk was paltry and
could not be depended upon. The main buyers were milk traders of Polson Ltd.-a
privately owned company that enjoyed monopoly for supply of milk from Kaira
to the Government Milk Scheme Bombay. The system leads to exploitation of
poor and illiterate farmers by the private traders.
However, when the exploitation became intolerable, the farmers were
frustrated. They collectively appealed to Sardar Vallabhbhai Patel, who was a
leading activist in the freedom movement. Sardar Patel advised the farmers to sell
the milk on their own by establishing a cooperative union, instated of supplying
milk to private traders. Sardar Patel sent the farmer to Shri Morarji Dasai in order
to gain his Co-operation and help. Shri Dasai held a meeting at Samrkha village
near Anand, on January 4, 1946. He advised the farmers to from a society for
collection of the milk. These village societies would collect the milk themselves
and also decided prices for that which would be profitable for them. The district
union was also from to collect the milk from such village cooperative societies
and to sell them. It was also resolved that the government should asked to buy
milk from the union.
However, the government did not seem to help farmer by any means. It
gave the negative response by turning down the demand for the milk. To respond
to this action of government, farmer of Kaira district went on a milk strike. For 15
days not a single drop of milk was sold to the traders. As a result the Bombay
milk scheme was severely affected. The milk commissioner of Bombay then
visited Anand to assess the situation. Finely he decided to fulfill the farmers
demand.
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Thus their cooperative unions were forced at village and district level to
collect and sell milk on a cooperative basis, without the intervention of
government. Mr. Verghese Kurien had main interest in establishing union who
was supported by Shri Tribhuvandas Patel who convinced farmers in forming the
cooperative unions at the village level. The Kaira District Co-operative Milk
Producers Union was thus established in Anand and was registered formally
under section 10 of Bombay Act VII of 1925 on December 14, 1946. Since then
farmers are selling all the milk in Anand through cooperative union. In 1955 it
was commonly decided the sell milk under the brand name Amul.
At the initial stage only 250 liters of milk was collected every day. But
with the growing awareness of the benefits of the co-cooperativeness the
collection of milk increased. Today Amul collect 50, 00,000 liters of milk every
day. As the milk is perishable commodity it became difficult to preserve milk for a
longer period. Besides when the milk was to be collected from the far places there
was a fear of spoiling of milk. To overcome this problem the union thought to
develop the chilling unit at various junctions, which would collect the milk and
could chill so as preserve it a for a longer period. Thus, today Amul has more than
168 chilling centers in various villages. Milk is collected from almost 1097
societies.
With the financial help from UNICEF, assistance from the government of
New Zealand under the Colombo plan, of Rs. 50 million for factory to
manufactory milk powder and butter. Dr. Rajendara Prasad, the president of India
laid the foundation on November 50, 1954. Shri Pandit Jawaharlal Nehru, the
prime minister of India declared it open at Amul dairy on November 20, 1955.
A plant to manufacture balanced cattle feed was formally commissioned
on October 31, 1964 by Shri Lalbahadur Shastri, the Prime Minister of India. At
the request of the government of India, a new dairy with a capacity to
manufacture 40 tons of milk powder and 20 tons of butter a day was completed in
1963. This was meant to meet the requirement of Indias defense forces. The dairy
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was declared open by ShriMorarji Desai in April, 1965. in 1974, the Kaira Union
setup a plant to manufacture high-protein weaning food, chocolate and malted
food at Mogar, about 8 km south of Anand.
In September, 1981, the second cattle feed plant at Kanjari were started.
The succesion of the co-generation project on September 11, 1985, marked a
milestone on the energy front when two gas turbine generators of 1.5 MW each
based on natural gas, were commissioned. On October 31, 1992, Dr. V. Kurien
chairman, National Dairy Development Board, laid the foundation of Kaira
Unions third dairy with a processing capacity of 6.5 lakh liters of milk a day.
Work on the third dairy and cheese plant at Khatraj with capacity for 20 Metric
Ton of cheese per day, began in February, 1994. Also in 1994, Kaira Union put up
bread spread plant at Mogar with the assistance from National Dairy
Development Board.
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Chairman
Managing Chairman
General Manager
Manager
Deputy Manager
Assistant Manager
Senior Executive
Senior Officer
Senior Assistant
Workers
Grade (A to E)
13
Introduction:
According to Scoot Clothier And Spriggel Human resource management
as the branch of management which is responsible on a staff basis for
concentrating on those aspects of relationship of management to employees and
employees to employees and with the development of the individual and the
group. The objective is to attain maximum individual between employer and
employees and effective molding of human resources as contrasted with physical
resources.
Personal (Human resource) management plays a very important role for
any organization. The firm having all types of resources like machines, materials,
money, information etc. will not be success in business without effective
manpower. Human capital is the greatest assets of business enterprise and
manpower management is the most important and crucial job because the
managing group is the heart of the company.
Human resource department plays most important role in establishing good
relation and harmony among all.
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AUTHORITY
NO. OF EMPLOYEES/WORKERS
Manager
48
Assistant
101
Officers
180
Workers
846
Total
1175
No. Of Shift:
1.
15
Recruitment:
There are two types of Recruitment sources followed by Amul:
EXTERNAL SOURCE
INTERNAL SOURCES
16
Internal Sources:
Internal sources include personnel already on the payroll of the
organization.
Present Permanent Employees.
Employee Referrals
Former Employee
External Sources :
These sources lie outside the organization In Amul they consider
following sources for recruitment:
Campus Interview
Unsolicited Application
Application Blank
Placement Agencies
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
17
Advertisement
Collection of application
Interview
Medical checkups
Selection
18
Module Preparation
Training
Feedback
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
19
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.
Managers Appraisal
The general practice is superiors appraise the performance of their
subordinate. Other supervisors, who have close contact with employees work
may also appraise with a view to provide additional information. A higher level
manager appraise the employees for their performance.
In Amul various attributes consider for the appraisal of employee.
Job knowledge
Work output
Quality of work
Interest in work
Initiatives
Past records
Seniority
This appraisal is also the rating scale. Method appraiser also appraised employee
by following.
Outstanding
Good
Satisfactory
Poor
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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
Grade
Payscale
Managing Director
Manager
21000-28000
General Manager
Manager
15000-21000
Manager
7000-15000
21
Assistant
Clerical
2500-7500
Senior clerk
Worker
2000-5000
Objectives:
Definition:
A Human Resources Information System, is a system that lets you keep
track of all your employees and information about them. It is usually done in a
database or, more often, in a series of inter-related databases
22
Human Resources are an organizational function that deals with issues such as
recruitment and selection, training, appraisal, compensation and performance
management of the employee.
Information System:
A system, whether automated or manual, that comprises people,
machines, and/or methods organized to collect, process, transmit, and disseminate
data that represent user information.
Introduction:
An information
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Department
Job Title
Grade
Salary
Salary History
Position History
Employee details (Personal & Professional)
Employee Posting information on appointment /transfer
Employee promotion/ appointment information
Employee Service verification details
Employee Leave Information including(Leave available , leave availed,)
Employee confidential report information
Employee Training information
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planning.
Enabling informed decision making in day-to-day personnel issues,
planning, budgeting, implementing and monitoring Human Resource
function.
Facilitating decision making in areas like promotion, transfer, nomination,
settling employees provident funds, retirement, gratuity, LTC, and earned
leave compensation
Cutting costs.
Improving accuracy
Effectiveness of HRIS
25
defective
decision-making.
Therefore,
there
must
be
some
It Supported HRIS
26
Multi-User Benefit
Different people can access the data simultaneously, which facilitates
quick dissemination across geographical and structural boundaries and facilitates
faster decision-making. Moreover, on-line data entry is possible that leads to
automatic up-dating of data resulting into better informed decisions. However, to
obtain these advantages, it is important that the knowledge and expertise is
available to the organization, internally or from outside, to develop and tailormake the system to suit the organizations unique needs.
27
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Human resources can play a critical role in a business's ability to compete headto-head with foreign producers. The implications of a global economy on human
resource management are many.
Legislation
Much of the growth in the HR function over the past three decades may be
attributed to its crucial role in keeping the company out of trouble with the law.
Most firms are deeply concerned with potential liability resulting from personnel
decisions that may violate laws enacted by the state legislatures, and/or local
governments. These laws are constantly interpreted in thousands of cases brought
before government agencies, federal courts, state courts, and t Supreme Court.
How successfully a firm manages its human resources depends to a large
extent on its ability to deal effectively with government regulations. Operating
within the legal framework requires keeping track of the external legal
environment and developing internal systems (for example, supervisory training
and grievance procedures) to ensure compliance and minimize complaints. Many
firms are now developing formal policies on sexual harassment and establishing
internal administrative channels to deal with alleged incidents before employees
feel the need to file a lawsuit.
Technology
The world has never before seen such rapid technological changes as are
presently occurring in the computer and telecommunications industries. One
estimate is that technological change is occurring so rapidly that individuals may
have to change their entire skills three or four times in their career. The advances
being made, affect every area of a business including human resource
management.
Evolving Work and Family Roles
More and more companies are introducing "family-friendly" programs that
give them a competitive advantage in the labor market. These programs are HR
tactics that companies use to hire and retain the best-qualified employees, male or
female, and they are very likely to payoff. For instance, among the well known
organizations / firms, half of all recruits are women, but only 5% of partners are
women. Major talent is being wasted as many women drop out after lengthy
training because they have decided that the demanding 10- to 12-year partner
track requires a total sacrifice of family life.
29
These firms have started to change their policies and are already seeing
gains as a result. Different companies have recently begun offering child-care and
eldercare referral services as well to facilitate women workers as well as are
introducing alternative scheduling to allow employees some flexibility in their
work hours.
Skill Shortages and the Rise of the Service Sector
Expansion of service-sector employment is linked to a number of factors,
including changes in consumer tastes and preferences, legal and regulatory
changes, advances in science and technology that have eliminated many
manufacturing jobs, and changes in the way businesses are organized and
managed.
Service, technical, and managerial positions that require college degrees
will make up half of all manufacturing and service jobs by 2000. Unfortunately,
most available workers will be too unskilled to fill those jobs. Even now, many
companies complain that the supply of skilled labor is dwindling and that they
must provide their employees with basic training to make up for the shortcomings
of the public education system. To rectify these shortcomings, companies
currently spend large amount year on a wide variety of training programs.
30
Training management
Turnover analysis
Succession planning
Attendance reporting
Accident reporting.
AMUL uses the system centrally in the organisation and over all the plants
of the Amul which is located in various areas such as
31
this system different records are maintained with the help of ERP ORACLE. Types
of record maintained through HRIS.
32
to the organization for next recruitment procedure for inviting for job in
this way the cost is saved by the organization because there is no need of
giving advertisement for next recruitment.
Time keeping: time keeping in Amul is decentralized, plant wise but with
the help of ERP system the record of absence and present record is can be
available at Amuls head office Anand.
In AMUL, the HRIS is not used for the recruitment process as it is done
manually in the organization the recruitment of the is carried in the following way
Vacancy in department
Advertisement
33
Receiving of application
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.
plant is needed by the central head office at Anand, that it is available with the
help of ERP ORACLE,
Users Perception
34
The users of the system is fully satisfied with the present system ERP
ORACLE
The AMUL is using this system since last thirteen years and they are
trying to bring change by implementing new system named SAP which is
under the progress.
With help of HRIS the organization gets the following benefits such as
1. Time saving
2. Cost saving
3. Effective work
Futuristic Vision
On the basis of the various issues and challenges the following
suggestions will be of much help to the philosophy of HRM with regard to its
futuristic vision:
35
36
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.
37
With the ballooning of the white collar workforce, it becomes necessary for
organizations to pay more attention to the needs of the employees more than ever.
In recent years, with the high levels of attrition in the service sector, it has
become imperative for firms to have a structured separation plan for orderly exits
of employees. Of course, the concept of pink slips or involuntary exits are
another matter altogether and involve some bitterness that results because of the
employee losing his or her job. In conclusion, it is our view that employee
separations must be handled in a professional and mature manner and though
attrition is a fact that concerns everyone in the industry, once an employee decides
to leave, the separation must be as smooth as possible.
BIBILOGRAPHY
www.amul.co.in
www.hrm.com
38