INTRODUCTION TO INDIAN DAIRY INDUSTRY

Lot of Indian people start day with tea & milk. Milk is an essential factor of our daily life. In India milk business is very old business. Dairy business adopt modern concept in 1970 with the help of National Dairy Develop Board through Operation Flood Plan. In first section of plan, ten states were selected. In which Mother dairy was setup in Delhi, Mumbai, Chennai and Kolkata. Our country is on first position in production of milk. But in filed per capita availability of milk is almost 900 gm while in India it is almost 200 gm. The ideal average per capita availability of milk should be at least 250 gm.

GENERAL REVIEW
Indian Dairy emerging as sunrise industry and contributes significantly in generating small and marginal farmers of rural India, besides providing food security. India is blessed with huge bovine population of 196 million cattle and 80 million buffaloes accounting for 51% if Asia and 19% of world bovine population the largest in the World. Milk production in India has increased from 20 million tones to during 1970 to 77 million in 1999 which accounts for 20% of the worlds milk production and stood first in the worlds milk production and registering an annual growth rate of 5% per year. Indias dairy industry generates an annual business of nearly Rs. 88,000 Crore. Dairy sector provides regular employment to 9.8 million people in principal status and 8.6 million people in subsidiary status, which together constitute 5 percent of total work force. The dairy infrastructure now comprises 23 states federation, 170 district milk unions and around 1, 00,000 village cooperative societies; through which rural

milk production and procurement system have been effectively linked to urban markets consumption centers. The industrys growth potential is high as there is sufficient domestic demand and good scope for exports of milk products. India is emerging as one of the largest and fastest growing consumers market in the world with high-income elasticity of demand of dairy product. Indian dairying is energy-efficient, labour intensive and ecological sound. Over 80% of milk sold in urban & semi urban areas is non-pasteurized from unorganized sector. The overall market for liquid milk is growing 4 percent per annum.

HISTORY & PROGRESS

In olden days, the wealth was measured in number of cattles, and the cow was considered as a sacred animal in India. It was worshipped as Goddess of fertility in other continental countries. Event about 6000 years ago, the importance of milk as food was known. According to the best authority, the domestication of the cattle was taken somewhere between 6000 to 10000 years B.C. Dairy Industry contributes constant side income to the farmers along with as a chief source of food for human beings. Through scientific investigations, the nutritional value of the milk and its products has been realized though their importance was realized even earlier to 3000 B.C. The cow has formed as an efficient producer of human food than any other animal consuming large amount of roughages that cannot be taken by the human beings and converting into milk. Cow is also considered as essential for maintaining the fertility of the soil. There are many changes in the dairy industry since 1850. Modern creamery, ice cream, factory, condensed and dry milk plants have been developed after the invention of cream separators fat testing apparatus, pasteurization, neutralization and refrigeration etc.

Regular shipment of milk for distant places, in special milk tanks, trucks has been possible to transport milk in good condition. In refrigerated condition, ships were used to transport cream, butter, cheese etc. to different long distant places including international market. Bacteriological, chemical and nutritional researches on milk and milk products made the urban people to use more in their diet. Improved livestock, scientific breeding along with modern technique made the milk industry progress rapidly. Milk was utilized in the early periods for the preparation of products rather than direct consumption. Concentration of milk production in villages far off from urban areas, insufficient transport facilities, high temperature, high percentage of humidity, lack of education to appreciate the modern advances in the technology and too many milk producers are some of the causes of the poor condition of milk industry in India.

FORMATION AND MANAGEMENT OF CO-POERATIVE SOCIETIES

Co-operatives societies can be formed under Indian Co-operative Act. The following conditions are essential for formation of the society. 1. There must be at least minimum ten members 2. Every member should be adult or major. 3. The members should be resident of that village of the city, where society is setup. 4. All documents of co-operative societies should be submitted to the registrar of co-operative society.

MANAGEMENT
The management of co-operative societies is based on democratic aspect. All members elect a working committee that looks after the work of the society. The members are not paid salary. Registrar of co-operative societies departments checks the accounts of society.

FACTORS REQUIRED BEFORE SETUP DAIRY BUSINESS

In the present age population growth rate are very high. Before setups own dairy business we required some point to keeping mind:1) Take best training about dairy industry. 2) Choose best place. 3) Purchase best cattle. 4) Best cattle management etc.

BENEFITS FROM RAJASTHAN

DAIRY

INDUSTRY

TO

WESTERN

It is true any industry is the engines of growth in any economy. They are the job providers and the technological innovators. Dairy industry of this area takes a form of independent industry and through its those people gets benefits, which are the member of its industry directly or indirectly. DIRECT EFFECT:1. A farmer 50% of income earn by milk selling 2. Solving of economic problems of that area through provide employment to young person. INDIRECT EFFECT:1. Due to get A.I facility, cheap animal food farmer can increase of milk production. 2. People get more benefit due to no intermediaries. OTHER BENEFITS 1. People get pour, fresh and pasteurized milk. 2. Provide employment to the transporters who are supplying milk to the society.

MARKETING OF MILK PRODUCTS

In marketing of milk products, the key managerial decision areas are following:1) How to frame the product mix? 2) How to structure the distribution channel? 3) How to manage the pricing? 4) How to design the promotion mix?

MARKETING MIX OF MILK

1) The product mix: - in product mix of milk, the important managerial decision areas are following:a) Selection for cows or buffaloes: - the managerial decision areas to select the particular quality of cows or buffaloes which providing milk in larger quality. b) Breading to improve the quality: - for this purpose, producers should also consider and quality of water and fodder available. c) Yield of milk: - To bring improvement in the milk supply, it is essential that multifaceted arrangements are made, e.g. high quality, healthy water and so on. d) Seasonal variation in production: - this variation in mainly affected by the incidence or calving of milk animals during different months of the year. 2) The channel management or channel distribution:To be more specific the distribution of milk needs efficient personnel and fast transportation. a) No communication gap between the milk production centers where and the milk consumption centre. b) Establishment of Co-operation nearer to milk production centers where the storage facilities should be scientific and adequate. c) The functionaries, producers, wholesalers and retailers should have a coordination.

3) The promotion mix:The advertisement of Anand, saras in almost all leading journals, newspaper and magazines. In addition, the also display their advertisement through radios, TVs and other devices. Of late the milk products like chocolates, skimmed milk, cheese etc offer gifts, off price and premium facilities so as to attract the prospects and benefit the functionaries. Rajasthan with a geographical area of 3,42,239 sq. kms is India's largest state with population of 56 million and a density of 165 persons per sq. kms. The state is characterised by diverse terrain ranging from desert and semi-arid regions of western Rajasthan to the greener belts east of the Aravalis and the hilly tribal tracts in the southeast. More than 60 percent of the state's area is desert with sparsely distributed population. Agriculture is dependent on rainfall and failure of monsoon causes severe drought and scarcity conditions. It is deficient in water (the state has only 1% of total surface water). Ground water at many places is unfit for human & livestock consumption. After agriculture, cattle and other livestock are the most important sources of livelihood in the state, especially for the poor. In the western regions of the state, with limited farming potential, livestock provides livelihood security. Animal husbandry is a more stable source of livelihood than farming since it is less affected by failure of rains than is agriculture. Agriculture and dairying have always been inter-dependent in the state. The cultivator depends largely on bullock power for tillage, irrigation and carting. Milk and milk products constitute the only source of animal protein for a sizable vegetarian population. Milk is also an item of cultural importance. Milk products are a integral constituent of religious ceremonies. Animal husbandry contributes over 13% to the gross domestic product. Rajasthan with the highest livestock population in India contributes nearly 40% of wool production and 10% of all milk production in the country.

INTRODUCTION TO THE ORGANIZATION

SARAS Dairy as a co-operation organization

Co-operation means mutual working. It is based on principle each for all and all for each. In other words it is an organization of weaker section to face exploitation of rich persons. In other words co-operative forms of organization are an association of persons where by people of ordinary means joint voluntarily to protect their economic and social interests. Thus it is a protective mean adopted by such persons. The aim of this movement is service and reasonable profits.

Introduction - The Feeder Balancing Dairy Jodhpur is located on the out skirts of
Jodhpur city in Heavy Industrial Area. A uniform piece of 25 acres of land has got road on its front side two sides of this piece of land are free and at the back long way away is Central Arid Zone. Paschimi Rajasthan Dugdh Utpadak Sahkari Sangh, Jodhpur PRDUSS) was established in the year 1972, under the Operation Flood Programmed funds from D.P.A.P. were utilized for the construction of plant at Jodhpur, and later on establish various chilling centers. Initially five districts of Jodhpur, Pali, Jaisalmer, Barmer and Nagaur were included under PRDUSS. But Pali was hived off later and was made into an independent union. Under Jodhpur Union the production of milk is one lack liter per day while consumption of milk is 73 thousand liters per day. The excess of milk (60 thousand liters) is send to the central dairy Delhi and Gujarat. At present 485 co-operative societies and 347- milk collection centre are functioning where average production of milk is one lack thirty three thousand liters coming in Jodhpur dairy through 53,198 milk productions. Through increase milk production can fight with famine. Many district of Marwar faces with famine in every year but through increase in mil production they do earn money and get relief from famine. There is only source of earning money is in agriculture field

and no other source available so Farmer earn money by selling of milk to DCS. They get payment in cash or bank account after ten days. According to dairy officers whenever falling famine in western Rajasthan, in dairy collection of milk increase. During the famine in Barmer & Jaisalmer district the collection of milk is increase 45,000 liter. In the last year, December the total collection of milk was 72,000 liter while this year it is reached 1, 17,000 liter. Dairy provides animal food at cheap rate for maximum production of milk. In Barmer & Jaisalmer village almost 24 bulk cooler through this the problem of farmer is eliminate. Whenever dairy vehicles reach late, milk keep in these bulk cooler. In the year November, 2005 after setup new milk centre at Bilara, the collection of milk was between 30 to 40 thousand liters.

OBJECTIVE:To improve the social and financial status of milk producers 1) To organizing dairy cooperative societies and producers marketable surplus milk. 2) To undertake training and awareness programmed against milk producers. 3) Market of quality processed milk and milk products to the consumers.

Alwar Zila Dugdh Utpadak Sahkari Sangh ltd. Alwar (AZDUSS)is a co-operative organization registered under co-operative act with registrar of co-operative government of rajasthan. It was established in the year 1972 to implement dairy development activities in the alwar district, under operation flood program. There are about 1999 villages in the district, out of these about 750 villages are covered under cooperative societies through which AZDUSS is from the programmes. advocating its policies among 60,500 milk producers of the district, out of these about 35,000 members are deriving the benefits

The milk union owns a dairy plant of 1,50,000 per day capacity. it has drying capacity of 10.00 MTS per day. Alwar union has been catering to the demand of defense with fresh milk and milk products. The milk union is engaged in procurement of milk from dairy co-operative societies and providing technical input services to increase the productivity of milk animals. Also, the liquid milk is made available to the consumers of alwar city as well as other satellite such as bhiwadi, behror, narnaul, helimandi, pataudi at reasonable price. Besides this, milk union also provides the customer services to SARAS dairy by way of packaging milk to be sold in delhi. As on date 25000 1/day is being supplied in alwar district and 1,00,000 1/day is being packed for SARAS dairy, Delhi. In the year 1997-98, the milk union made turn around and earned a net profit of rs. 15.00 lakhs and continued on profit trail. During the financial year 2001-2002 the union has earned a net profit of rs 160 lakhs. The milk union is being managed through the elected board. All the policy decision lies with the board of directors and is implemented through managing director. The last four years performance has inculcated a new zeal among the employees and management of the milk union to take the dairy at greater heights of excellence4 both in terms of efficiency and quality. The alwar plat has been certified under internationally accepted quality and food safety management systems in accordance with iso 9002-1994 and Hazard Analysis and critical control points standards of the codex alimentarius commission in may 2000 and now is in the process of conversion to iso9001-2000 with haccp. Alwar dairy has important involvement in the field of milk collection, marketing & maintain the quality of milk products, thats why alwar dairy has achieved important position in northern India. Alwar dairy provides facilities to farmers & cattle owners and increased the participation of women in registration of new committees. Women self- help groups are established through

which women cattle owners could get loan from banks. Presently there are 991registered dairy co-operative society in which daily 1.40lacs lier milk is collected. There are total 68835 members in co-operative societies in which 13071 are female members, who are getting benefited. For getting improvement and transparency a70 emt & 88 computerized milk stations are established, as a result the testing and milk collection process become fast as well as more reliable for milk producers. State government also provides donation for advancement and growth of dairy. Training is given to secretaries to improve the quality of milk and milk products various work has being done increase the production and reduce the cost. Noe in year 2004-2005 dairy plants increase their cold storage and milk packing capacity which is form 1,50,000 to 2,50,000 liter dairy has started ceka packing of ghee for SARAS dairy. It also started small group activities like KAIZEN and DPA. Now various types of Milk like Full cream Milk, Tonned, Double tonned and lite are packed in Alwar Dairy. Daily 30,000liter milk is available for consumer and 1.50lac liter milk is send to SARAS Dairy Delhi. Beside that Chach, Lassi, Shrikhand and Ghee are also provided. From January 2005 Milk parlor are also started so that consumer can get Milk and Milk products for long time. The Federation is a State level apex co-operative organization owned by its member unions each of which, in turn, is owned the dairy co-operative societies in its area of operation which are themselves owned by farmer members. The Federation has a board of directors which has overall responsibility for the planning policies, financial resource mobilisation and management, member and public relations as well as liaison with agencies of the state and central government, financing institutions etc. The Federation has a chief executive designated as Managing Director.

DAIRY COOPERATIVES
1. THREE TIER STRUCTURE:
The dairy co-operative movement operates on three tier system where in farmer member own dairy co-operative societies (DCS) which own district milk producers union. The unions collectively own the RCDF. It is a vertically integrated structure that establishes a direct linkage between those who produce the milk and those consume it. Federation it provides service & support to unions. Marketing within & outside state, and It facilitates mobilization of resources & coordinating & planning projects.

2.

MILK UNION Develops village milk cooperative network, procures milk from
DCS, processes& markets. Sale of cattle feed and related inputs, promotion of cross breeding through AI & NS, promotion of fodder development and general support & supervision to DCS. DCS provides input service (AI &AH) to its members and procurement of milk.

ORGANIZATION STRUCTURE
Organization is the structural framework of duties and responsibilities required of personal in performing various functions within the company. It is essentially a blue-print for action resulting in a mechanism for carrying out functions to achieve the goals setup by the company. An organization structure shows the authority and responsibility relationship between various positions in the organization and also clarifies who reports to whom. It is a set of planned relationships between groups of related functions and between physical factors and personnel required for the achievement of organizational goals. The organization structure is generally shown on organization chart. It represent authority relationship between various positions in the organization by showing who reports to who me. It is a set of planned relationships between groups of related junctions and between physical factors and personnel required for the achievement of organizational goals. An organizational chart is a diagrammatical form which shows important aspects of an organization including the major functions and their respective relationship. It is graphic portrayal of positions in the enterprise and of the formal line of accountability among them. It provides a bird eye-view of the relationship between different departments or division of an enterprise as well as the relationship between the executives and the subordinates at various levels. An organization cannot work cutting without a detents structure. The first step in designing the structure of an organization is to insetting and group the activities involved, whichs expressed as departmentation, because of the intimate connection between the felonry over time and cost accounts it is necessary before consider the letter in details to deal.

In Paschimi Rajasthan Dugdh Utpadak Sahakari Sangh Ltd. The over all management of these cones is under the control of the managing director Mr. R.K. Sangwa. The organization structure chart of this concern is given as under. Managing Director The Managing Director (M.D.) is the key person of the company he gives all the information to direction of tech, Darnel of administration and directors of works. Purchase Officer Purchase officer is in charge of purchase section who is assisted by two assistants. They collect information regarding price movement in different markets for each important market they have appointed a buying agent who is authorized in advance to intake the purchase as and whom profited and to supply regularly to profitable and to supply regularly to the factory on the prevailing terms. Sales Manager Sales managers are lineage of sales section of marketing and discharge his duties with the help other assistant sales manager, two salesmen. Their work is delivering the finished products to the market. Store in Charge Stores in charge gives the information to purchase and sales section as regards to how many quantity of raw material (raw milk) is lying in balance in stores and how many quantities of finished goods (milk & milk products) are in stores. Personnel Manager He is the in charge of personnel department, who is maintaining the records about costing, financial, and also assets and liabilities. Accounts Officer Accounts officer is the head of the account department, who is maintain the records about costing financial, and also assets and liabilities.

Various Departments of A Z D U S
There are two main sections in AZDUS : Plant Section Administration section

PLANT SECTION
Various departments of Plant section are: Purchase Department, dairy Dock & store Process Department Production Department Prepack Finished Goods Supply{FGS} Marketing Department Dispatch Dock Quality Control Effluent Treatment Plant {ETP} ISO

ADMINSTRATION SECTION
Department under Administration Section are: Accounts Department Personal Department & administration Management Information System (MIS) P&I 1) Farmer Organization 2) Co-operative Department

Purchase Department
Purchase department is responsible for purchasing of material which is demanded by other department of the plant. All the department filled purchase requisition slip in which the material is demanded and in how much time it is required. Purchase department purchase these material according to order given by other departments. Purchase department works on zero level inventory system. According to zero level inventories there should be minimum inventory in store so that capital is not blocked. Contractors are also appointed for purchasing material. Purchase department check at the level of inventory time to time. They sale the scrap and responsible for proper utilization of space in store. Housekeeping activities are also done time to time for proper utilization of space, cleanliness and discipline of store.

DAIRY DOCK
Dairy dock is a receiving point of milk. The milk can be received by two ways:1. In 40 Liters Tank The milk supplied by Co-operative societies of Alwar district received in 40 liters Tank. 2. By Road Tankers If demand of alwer Dairy is not fulfilled by Cooperative societies of Alwer district than it is purchased from other cities like Bikaner, Jodhpur, Bhilwara, Pali etc. to fulfill the requirements of milk. It comes by Road Tankers.

At first this milk is put in to Dumoed Tank, whose capacity is 15000 liters. Then the milk goes to RMT (Raw milk tank) through chiller by an electric motor.

Processing Department
In processing department various types of processing has done on milk to produce various types of milk and milk product. In processing department milk is converted in to 4 types of 1. FCM {full cream milk } ~ it contains FAT -6.0% and SNF (solid not FAT) -9.0% 2.Tonned milk ~ it contains FAT-3.0% and SNF-8.5% 3.Double Tonned milk ~ it contains FAT-1.5% and SNF-9.0% 4.Standard milk ~ it contains FAT-4.5% and SNF-8.5% In Alwer Dairy plant there are 3 RMT Tanks with each has capacity of 15000 Liters. Milk in RMT gets chilled below 10 degree c for 1-2 hours; at this temperature the milk becomes free from bacteria. From this tank milk goes to PEST URISER at which milk boils at 72 degree c for 30 seconds. In Alwar Dairy there are 2 Pesturiser of 10,000 liter capacity. This process is used to remove Tibocrosis (TB bacteria). From pasteurized milk is shifted to BUSTER THGINNER where it gets chilled up to 4-5 degree c and from Buster Thinner it is milk :-

shifted to SILO. In Alwar Dairy plant there are 10 silos; from which 8 Silos are of 30,000 Liters capacity and rest of the two are 10,000 liters capacity. After it the milk is transferred from processing department to packing department, where the milk is packed. Finally it is dispatched and supplied in the market. In Alwar Dairy plant besides 5 types of milk various milk products like Ghee, Paneer, Shrikhand, Namkeen Chach and Lassi are also produced. Processing Department is divided in to different segments where the by products of milk are produced.

GHEE SEGMENT
The process of making Ghee by milk is as follow :Milk from the pasteurize goes to Cream Separator

Pasteurize Cream Separator (To separate cream from milk) Cream Tank (To collect the cream)

Butter Churn (Where the cream is churned to make butter) Melting Vat (The butter is melted in Melting Vat) Ghee Kettle (The melted butter boils in Ghee kettle) Settling tank (This Ghee is collected & stored in settling tank)

Packing Department (Where the Ghee is packed in 1 Liter and 1.5 Liter Packets)

Plain Chach
This is Pasteurized Milk which contains 3.1% fat and 8.6% SNF and acidity 1.08%. This Milk is boiled at 40 degree c and 3% curd is added. It is diluted by 40% DTM. This is supplied in market in 500 ml packets.

Namkin Chach
In Plain Chach various ingredients like 0.6% salt, 0.3% jeera, 0.15% Rochsalt and 0.1% Pepper is added to make Namkin chach and supplied in market in 200 ml packets.

Lassi In Plain chach 12% Sugar is added to make Lassi and packed in 250 ml packets for sale.

Paneer Segment
The process of making paneer is as follows:Milk from SILO

Paneer Vat
(In this Vat the milk contains FAT 5.0% and SNF 9.0%. The Milk boils in paneer vat at 80degree c and 2% citric acid is added in this Milk to separate FAT, SNF and water)

Paneer Hook
(Then curded milk is pressed in paneer hooks for 45 minutes then this paneer is put into chilled water at 5degree c)

Packaging Department
(Here the paneer is packed in 1 kg and 200 gms for sale)

FGS{Finished Goods Supply Department}

After the milk and Milk Products packed, they are transferred to FGS department for store, from where they are supplied in the market. In this department material is supplied in the market through FIFO system. Material is supplied in Alwar district and UP country according to their demand. Here the SINGLE WINDOW SYSTEM is used in which dealers directly comes and contacted to the related department. FGS is used in a wide variety of industries including manufacturing (both process and discrete), distribution, service parts, and service shops, among others. For manufacturers it applies to both the make-to-stock and assemble-to-order environments; for distributors, both the central warehouse and the direct ship environments. FGS is used by companies both large and small, from Fortune 50 conglomerates to small privately held businesses. Essentially FGS can help any company carrying more than about $1 million in inventory.

TOPIC DESCRIPTION
TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format. TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVLOPMENT Traditional Approach Most of the organizations before never used to believe in training. They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth. Organizations used to believe more in executive pinching. But now the scenario seems to be changing. The modern approach of training and development is that Indian Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best results Training is an educational process. People can learn new information, re-learn and reinforce existing knowledge and skills, and most importantly have time to think and consider what new options can help them improve their effectiveness at work. Effective trainings convey relevant and useful information that inform participants and develop skills and behaviors that can be transferred back to the workplace. The goal of training is to create an impact that lasts beyond the end time of the training itself. The focus is on creating specific action steps and commitments that focus peoples attention on incorporating their new skills and ideas back at work.

Training can be offered as skill development for individuals and groups. In general, trainings involve presentation and learning of content as a means for enhancing skill development and improving workplace behaviors.

Organizational Development is a process that strives to build the capacity to achieve and sustain a new desired state that benefits the organization or community and the world around them. (from the Organizational Development Network website) OD work implies creating and sustaining change.

An OD perspective examines the current environment, the present state, and helps people on a team, in a department and as part of an institution identify effective strategies for improving performance. In some situations, there may not be anything wrong at the present time; the group or manager may simply be seeking ways to continue to develop and enhance existing relationships and performance. In other situations, there may be an identifiable issue or problem that needs to be addressed; the OD process aims to find ideas and solutions that can effectively return the group to a state of high performance.

These two processes, Training and Organizational Development, are often closely connected. Training can be used as a proactive means for developing skills and expertise to prevent problems from arising and can also be an effective tool in addressing any skills or performance gaps among staff. Organizational Development can be used to create solutions to workplace issues, before they become a concern or after they become identifiable problem.

TRAINING AND DEVELOPMENT OBJECTIVES The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal. Individual Objectives help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization.

Organizational Objectives assist the organization with its primary objective by bringing individual effectiveness. Functional Objectives - maintain the departments contribution at a level suitable to the organizations needs. Societal Objectives ensure that an organization is ethically and socially responsible to the needs and challenges of the society.

Human Resource Management, training and development is the field which is concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including human resource development, and learning and development.[1] Harrison observes that the name was endlessly debated by the Chartered Institute of Personnel and Development during its review of professional standards in 1999/2000. "Employee Development" was seen as too evocative of the master-slave relationship between employer and employee for those who refer to their employees as "partners" or "associates" to be comfortable with. "Human Resource Development" was rejected by academics, who objected to the idea that people were "resources" &m dash; an idea that they felt to be demeaning to the individual. Eventually, the CIPD settled upon "Learning and Development", although that was itself not free from problems, "learning" being an overgeneral and ambiguous name. Moreover, the field is still widely known by the other names.[1] Training and development (T&D) encompasses three main activities: training, education, and development. Garavan, Costine, and Heraty, of the Irish Institute of Training and Development, note that these ideas are often considered to be synonymous. However, to practitioners, they encompass three separate, although interrelated, activities:[1][2][3]

Training: This activity is both focused upon, and evaluated against, the job that an individual currently holds.[3] Education: This activity focuses upon the jobs that an individual may potentially hold in the future, and is evaluated against those jobs.[3]

Development: This activity focuses upon the activities that the organization employing the individual, or that the individual is part of, may partake in the future, and is almost impossible to evaluate.[3]

The "stakeholders" in training and development are categorized into several classes. The sponsors of training and development are senior managers. The clients of training and development are business planners. Line managers are responsible for coaching, resources, and performance. The participants are those who actually undergo the processes. The facilitators are Human Resource Management staff. And the providers are specialists in the field. Each of these groups has its own agenda and motivations, which sometimes conflict with the agendas and motivations of the others. The conflicts that are the best part of career consequences are those that take place between employees and their bosses. The number one reason people leave their jobs is conflict with their bosses. And yet, as author, workplace relationship authority, and executive coach, Dr. John Hoover points out, "Tempting as it is, nobody ever enhanced his or her career by making the boss look stupid." [1] Training an employee to get along well with authority and with people who entertain diverse points of view is one of the best guarantees of long-term success. Talent, knowledge, and skill alone won't compensate for a sour relationship with a superior, peer, or customer.

TRAINING
VSL arranges the training at several intervals. The training is mandatory for all the employees. The training schedule of all employees is maintained by the HR manager. EDP In the EDP Department following are managed: Post Sale Process is managed. Sales Analysis is done. Backup is taken time to time.

IMPORTANCE OF TRAINING
Optimum Utilization of Human Resources-Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. Development of Human Resources-Training and Development helps to provide an opportunity and broad structure for the development of human resources technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. Development of skills of employees-Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees. Productivity-Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. Team spirit-Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. Organization Culture -Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. Organization Climate-Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers.

Quality -Training and Development helps in improving upon the quality of work and work-life. Healthy work-environment-Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal.

Health and Safety-Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. Morale-Training and Development helps in improving the morale of the work force. Profitability-Training and Development leads to improved profitability and more positive attitudes towards profit orientation Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organizational policies.

Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display.

Training And Development

Human Resource Management (HRM), a relatively new term, that emerged during the 1930s. Many people used to refer it before by its traditional titles, such as Personnel Administration or Personnel Management. But now, the trend is changing. It is now termed as Human Resource Management (HRM). Human Resource Management is a management function that helps an organization select, recruit, train and develops.

TRAINING PROCESS
Training focuses on learning the skills, knowledge, and attitudes required to initially perform a job or task or to improve upon the performance of a current job or task, while development activities are not job related, but concentrate on broadening the employee's horizons.

Organizational Objectives and Strategies Departmental Objectives and Strategies Individual Goals (KRAs)

Training Need Identification Devising and Implementation Training Program Evaluation of Results

TRAINING NEED IDENTIFICATION

Training need identification is a tool utilized to identify what educational courses or activities should be provided to employees to improve their work productivity. Here the focus should be placed on needs as opposed to desires of the employees for a constructive outcome. In order to emphasize the importance of training need identification we can focus on the following areas:

To pinpoint if training will make a difference in productivity and the bottom line. To decide what specific training each employee needs and what will improve his or her job performance. To differentiate between the need for training and organizational issues and bring about a match between individual aspirations and organizational goals.

Identification of training needs (TNI), if done properly, provides the basis on which all other training activities can be considered. Also requiring careful thought and analysis, it is a process that needs to be carried out with sensitivity as people's learning is important to them, and the reputation of the organization is also at stake. Identification of training needs is important from both the organizational point of view as well as from an individual's point of view. From an organizations point of view it is important because an organization has objectives that it wants to achieve for the benefit of all stakeholders or members, including owners, employees, customers, suppliers, and neighbours. These objectives can be achieved only through harnessing the abilities of its people, releasing potential and maximizing opportunities for development. Therefore people must know what they need to learn in order to achieve organizational

goals. Similarly if seen from an individual's point of view, people have aspirations, they want to develop and in order to learn and use new abilities, and people need appropriate opportunities, resources, and conditions. Therefore, to meet people's aspirations, the organization must provide effective and attractive learning resources and conditions. And it is also important to see that there is a suitable match between achieving organizational goals and providing attractive learning opportunities

DIFFERENT LEVELS AT WHICH TRAINING NEEDS ARE IDENTIFIED Identification of training needs can be done at three levels to ascertain three kinds of needs: Organizational Needs These concern the performance of the organization as a whole. Here identification of training needs is done to find out whether the organization is meeting its current performance standards and objectives and if not, exploring ways in which training or learning might help it to do so. Sometimes organizational training needs are also identified when the organization decides that it has to adopt a major new strategy, create a new product or service, undergo a large-scale change program, or develop significant new relationships, such as joining with others to form new partnerships. Type of Needs

 Group Needs Since working in groups and teams have become very much prevalent in today's corporate world that is why nowadays there is increased emphasis given on team effectiveness and team performance. Therefore training needs are nowadays even identified at the group level. Training needs here are concerned basically with the performance of a particular group, which may be a team, department, function, sub-unit, or so on. Information about the performance of the group may identify areas of training need - which, again, may be further utilized for training or other interventions. It is used to find out how efficiently a particular team or group goes about its business and meets its current objectives. Individual Needs These concern the performance of one or more individuals (as individuals, rather than as members of a group). Here identification of training needs is about finding out to what extent individuals need to learn or be trained in order to bring their current

performance up to the required level as a result of changes in methods and processes that call for new competencies and skills. It also sees to it that there is continuous improvement initiative taken by them. Moreover it also helps to find out whether individuals are comfortable in working across boundaries, with people from different backgrounds and different perspectives. This is especially important because there is so much work force diversity observed today in organizations that it has become impossible to retain workforce, which is not flexible enough to accommodate such changes into their daily work schedule. SOURCES FOR IDENTIFYING TRAINING NEEDS There are three sources for identifying training needs. Although they are independent sources for gathering the necessary data but it is usually beneficial if they are considered complementary to one another as the objective of the exercise is to prepare as consolidated data of training needs as possible. The three sources are as follows: Job Profile It is a comprehensive description of all the functions and the responsibilities that a person has to carry out in due course of his job. It is very common for us sometimes to find that people of a particular department more or less perform the same kind of job and therefore a comparative study can be done on their performance to pinpoint on the training needs of those people who have not performed up to the mark. In here we can also include Job analysis in order to have a realistic and systematic appraisal of training needs. In order to do this first we need to break up the functions and responsibilities into categories. Next we have to classify these tasks/activities on the basis of their relative importance to the nature of the job. And lastly we can compute a priority listing of these tasks in order to have a catalogue of knowledge, skills and attitudes required for effective performance of the job.

Job Analysis Matrix Experiences of the training agency It is very common for organizations nowadays to hire professional training agencies in order to look into the training matters. The training agency and the trainers thus should also draw from their own experiences of organizing programs for comparable groups or in similar areas. However, earlier experiences can only serve to facilitate the process. It cannot be the sole basis, as training needs of majority of organizations are very specific. At ThyssenKrupp this method is used in a modified way, the training agency named SIBM along with the top management of the organization identify the training needs and decide the training modules for the employees of all levels. Pre-training survey of the participant's needs This is suggested as the best way to conduct a training need identification .A pretraining survey is nothing but a survey of the needs and expectations of the participants well in advance of the program. And in this exercise it is better to include the superiors also as they are in a good position to provide necessary data on the training needs of their subordinates, especially in context of their performance. This is generally done in a systematic manner with the help of a structured questionnaire in order to reflect the genuine desire to involve the participants and the organization in the planning process. However it might happen in certain cases that it is not possible to actively involve the

superiors due to various reasons like lack of time etc but in that case at least they must be kept fully informed of the proceedings. In this project, Pre-training survey method is used to identifying the training needs of the employees.

EVALUATION OF TRAINING PROGRAM INTRODUCTION AND PURPOSE OF EVALUATION OF PROGRAM:

The process of examining a training program is called training evaluation. Training evaluation checks whether training program has had the desired effect. Training evaluation ensures that whether candidates are able to implement their learning in their respective workplace, or to the regular work routines. Purpose of Evaluation Feedback: It helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes. Research: It helps in ascertaining the relationship between acquired knowledge, transfer of knowledge at the work place, and training. Control: It helps in controlling the training program because if the training is not effective, then it can be dealt with accordingly. Power games: At times, the top management (higher authoritative employee) uses the evaluative data to manipulate it for their own benefits. Intervention: It helps in determining that whether the actual outcomes are aligned with the expected outcomes.

TRAINING

METHODS OF TRAINING EVALUATION:

As Organization spend a large amount of their time and resources in the training and development of their employees, it is important to evaluate these programs for their effectiveness. Cost-Benefit Analysis: A Cost- benefit analysis helps in analyzing and evaluating any development efforts. A Cost-benefit analysis measures the benefits from the development program, against the monetary costs of development. These costs include the costs of materials, supplies, lost work time, travel expenses, consultant fees, and the like. Though it is easy to calculate the monetary costs it is difficult to translate the benefits into economic terms. For example, an improvement in an individuals Leadership skills cannot be measured in monetary terms. Though the cost benefit analysis sounds appealing, it may not always be practically useful. Gap Analysis: Another strategy to evaluate development efforts is to measure the extent to which the objectives of the program are met. Identifying the gap between the actual and desired level of performance helps in measuring the level of success of the development program. However this strategy depends on the quality of the objectives set. Learning Assessing at this level moves the evaluation beyond learner satisfaction and attempts to assess the extent students have advanced in skills, knowledge, or attitude. Measurement at this level is more difficult and laborious than level one. Methods range from formal to informal testing to team assessment and self-assessment. If possible, participants take the test or assessment before the training (pretest) and after training (post test) to determine the amount of learning that has occurred.

Transfer This level measures the transfer that has occurred in learners' behavior due to the training program. Evaluating at this level attempts to answer the question - Are the newly acquired skills, knowledge, or attitude being used in the everyday environment of the learner? For many trainers this level represents the true assessment of a program's effectiveness. However, measuring at this level is difficult as it is often impossible to predict when the change in behavior will occur, and thus requires important decisions in terms of when to evaluate, how often to evaluate, and how to evaluate. Results Frequently thought of as the bottom line, this level measures the success of the program in terms that managers and executives can understand -increased production, improved quality, decreased costs, reduced frequency of accidents, increased sales, and even higher profits or return on investment. From a business and organizational perspective, this is the overall reason for a training program, yet level four results are not typically addressed. Determining results in financial terms is difficult to measure, and is hard to link directly with training.

BENEFITS OF TRAINING NEEDS IDENTIFICATION & TRAINING EVALUATION

Benefits of Training Need Identification and Training Evaluation are: The organization is informed about the broader needs of the participants. Through this process it may be possible that certain new training programs, which were, previously not in their list may come to the forefront. The organization is able to reduce the perception gap between the participant and his/her boss about their needs and expectations from the training program.

The organization is also able to pitch its course input closer to the specific needs of the participants. Find out if the learning is being applied at the workplace. Ensure training improves continuously. Track the development of staff knowledge and skills. It also saves a lot of money for the organization as otherwise money is just unnecessarily wasted on those training programs, which are either not needed by the employees or they have no interest in undertaking them. Lastly, time, which is the most important resource today, is also saved, as the training programs conducted are the ones, which are actually needed by the participants.

OVERALL PROCESS IN BRIEF

Understand the working culture and structure of the Organization as well the Industry in which the organization is working Prepare various data collection measures like questionnaire with the help of the various inputs provided by the Personnel & HRD department to collect both qualitative as well as quantitative data

After drafting the questionnaire, One-to-one interview with officer grade employees are conducted to gauge their response and needs

Analyze the entire data collected in order to find out causes of problem areas and prioritize areas, which need immediate attention

Prioritize the different training programs according to the responses collected

After completion of training evaluate the training program for checking its effectiveness

Record and file the entire data so that it can be used for future reference while designing the training programs / training calendar

HUMAN RESOURCE MANAGEMENT

Human Resource Management is defined as the people who staff and manage organization. It comprises of the functions and principles that are applied to retaining, training, developing, and compensating the employees in organization. It is also applicable to non-business organizations, such as education, healthcare, etc Human Resource Management is defined as the set of activities, programs, and functions that are designed to maximize both organizational as well as employee effectiveness.

Scope of HRM without a doubt is vast. All the activities of employee, from the time of his entry into an organization until he leaves, come under the horizon of HRM. The divisions included in HRM are Recruitment, Payroll, Performance Management, Training and Development, Retention, Industrial Relation, etc. Out of all these divisions, one such important division is training and development.

RESEARCH METHODOLOGY
Research Methodology is a way to systematically solve the research problem. It may be understood as a science of studying how research is done scientifically. When we talk of research methodology we not only talk of research methods but also consider the logic behind the methods we use in the context of the research study and why we are not using other methods so that research results are capable of being evaluated either by the researcher himself or by others.

MEANING OF RESEARCH:Research as the manipulation of things, concepts of symbols for the purpose of generalizing to extend, correct or verify knowledge, whether that knowledge aids in construction of theory or in the practice of an art. The Research Methodology followed for further work can be primarily classified into two stages namely Exploratory and Descriptive. The stepwise details of the research are as follows:

3.1 TITLE OF THE STUDY;

TRANING AND DEVELOPMENT AT SARAS DAIRY

3.2 DRATION OF THE STUDY 3 to 4 weeks 3.3 OBJECTIVE OF THE STUDY

The broad objective of the study of training policies in saras dairy is to study the impact of training on the overall skill development of workers. The specific objectives of the study are:

1. To examine the effectiveness of training in overall development of skills of workforce. 2. To examine the impact of training on the workers. 3. To study the changes in behavioral pattern due to training. 4. To measure the differential change in output due to training 5. To compare the cost effectiveness in implanting training programmes.

3.4 TYPE OF RESEARCH;

There are several types of researches, but very few are popular. Those among the popular are: Descriptive research Experimental research Exploratory research

My research is to be conducted mainly on exploratory study only. In exploratory research, the focus is on the discovery of ideas. An exploratory study is generally based on the secondary data that are readily available. Exploratory research has the goal of formulating problems more precisely, clarifying concepts, gathering explanations, gaining insights and eliminating impractical ideas. It does not have a formal and rigid design as the researcher may have to change his focus or direction, depending on the availability of news ideas and relationships among variables

3.5 SAMPLE SIZE AND METHOD OF SELECTION;

SAMPLING SAMPLE: - A sample is a part of the total population. It can be an individual element or a group of elements selected from the population. Although it is a subset, it is representative of the population and suitable for research in term of cost, convenience and time. The sample group can be selected based on a probability or a non-probability

approach. A sample usually consists of various units of the population. The size of sample is sample is represented by n. And for this management thesis I have taken sample size n as 100. Sampling is the act, process, or technique of selecting a representative part of a population for the purpose of determining the characteristics of the whole population. In other words, the process of selecting a sample from a population Using special technique is called sampling.

Sample Selection : To know the Training and development process of

the for identifying through Exploratory and Observational studies that the Assistant Manager Human Resources, the General Manager at Head office and The Esteemed Managing Director of the company are the right persons who provides training to the employees.

Research has shown specific benefits that a small business receives from training and developing its workers, including:
Increased productivity. Reduced employee turnover. Increased efficiency resulting in financial gains. Decreased need for supervision.

DATA COLLECTION METHODS

All data sources available to the researcher can be classified as either:

PRIMARY SOURCE: - Primary data is collected directly from respondent using data collection methods like survey interview, questionnaires, measurement, direct observation or tabulation. Use of Internet for primary data collection is still in its infancy. SECONDARY SOURCE: - Secondary data is the data that already exists which has been collected by some other person or organization for their use, and is generally made available to other researcher free or at a confessional rate. Like by companies exiting datas, by brochures, by websites, by books, observation etc.

3.6 SCOPE OF STUDY;

Due to lack of sufficient knowledge, I had to make a number of assumptions for the sake of a useful & reasonably accurate project in the field of Job satisfaction. While I believe that al such assumption were justice and have put in all possible efforts to reduce assumptions to a minimum by procuring the facts all techniques from wherever they were available some assumptions and limitations remain to keep every thing honest. I would like to list them here: The permanent employees have been considering for this study. Only the employees who have completed their one-year completed year of service have been considered for this study. This research provides me with an opportunity to explore in the field of Human Resources. This research also provides the feedback of people involved in the Training and development process Apart from that it would provide me a great deal of exposure to interact with the high profile managers of the company.

3.7 LIMITATIONS
In few cases, the respondent had refused to give the information. Confidentiality of certain information at the unit level also major limitation of this study.

 Contacting managers of the organization was time consuming exercise The study covers only the permanent employees of the organization who have completed their on e year service hence the study is just based on a limited number of people. Most of employees had different views and suggestion about the subject that would some time cause of confusion while preparing data and finding. Some of employees are illiterate and they are not able to fill questionnaire.

DATA ANALYSIS AND INTERPRETATIONS

1. Briefing sessions are conducted for participants sponsored for training.

Category Strongly Agree Agree Disagree Strongly Disagree

No. of Participants 3 24 19 4

Percentage 6% 48 % 38 % 8%

8%

6%

38

48

Interpretation: From the response of the participants, it is evident that some of the departments in the organization are practicing briefing sessions before training program in an informal manner but there is no formal process of briefing.

2. De-briefing sessions are conducted for participants sponsored for training. Category Strongly Agree Agree No. of Participants 7 16 Percentage 14 % 32 %

Disagree Strongly Disagree

23 4

46 % 8%

8%

14

46

32

Interpretation: It is evident from the result of this question that some of the departments in the organization are practicing de-briefing sessions after training program in an informal manner but there is no formal process of debriefing in the organization. 32% participants have agreed while 14% participants have strongly agreed 46% participants have disagreed while 8% participants have strongly disagreed Training opportunities are provided to almost all levels of employees. This can be shown by the result of the

3. I have training opportunities to upgrade my skills & knowledge. Category Strongly Agree Agree No. of Participants 12 34 Percentage 24 % 68 %

Disagree Strongly Disagree

4 0

8% 0%

8%

24

68

Interpretation: Almost all levels of employees get training opportunities to upgrade their skills and knowledge. 68% participants have agreed while 24% participants have strongly agreed 8% participants have disagreed while 0% participants have strongly disagreed In the organization employees are satisfied with their superior. This can be shown by the result of the 4. My superior is interested in my overall development. Category Strongly Agree Agree No. of Participants 22 25 Percentage 44 % 50 %

Disagree Strongly Disagree

3 0

6% 0%

6%

44 %

50 %

Interpretation: From the result it is evident that participants believe that their superiors are interested in their overall development. 50% participants have agreed while 44% participants have strongly agreed 6% participants have disagreed while 0% participants have strongly disagree Training programs like MDPs is continuously improving from year to year; this can be shown by the result of the

5. The Companys training programs are evaluated and improved upon, every year. Category Strongly Agree No. of Participants 7 Percentage 14 %

Agree Disagree Strongly Disagree

33 9 1

66 % 18 % 2%

Table 5.9: Training Programs Improvement

18

2%

14

66

Interpretation: Training program should be continuously improved so as to get maximum benefits out of it. Almost all the participants agreed that MDPs are continuously improving. Carefully identification of needs is required at the organization as many employees believe that their training needs are not carefully identified. This can be shown by the result of the 6. Employees are sponsored for training programs on the basis of carefully identified needs. Category Strongly Agree No. of Participants 4 Percentage 8%

Agree Disagree Strongly Disagree

9 21 6

38% 42% 12%

12

8%

38

42 %

Interpretation: Participants believe that there is a need of identifying the training needs according to the level, designation and job profile. Learning is a self directed- activity: employee development is self-development. The question related to this is:

7. The organization encourages and supports self- learning and education by its officers. Category Strongly Agree No. of Participants 13 Percentage 26 %

Agree Disagree Strongly Disagree

21 13 3

42% 26% 6%

6% 26 26

42 %

Interpretation: Participants believe that organization encourages and supports self- learning and education as 42% participants have agreed while 26% participants have strongly agreed Job Profile is one of the important sources for identifying training needs. It is important that the employees have a duty statement with all the duties to be performed accurately mentioned in it. 8. Do you have a statement of duty for your job? Category No. of Participants Percentage

Yes No

45 5

90% 10%

Yes No

99%

10%

Interpretation: The Company provides a statement on job to almost all Employees 90% agree that the Company provides a statement of job. 10% do not agree with this fact

9. Is your job accurately described in the duty statement? 10. No. of Participants Category Yes No 35 15 Percentage 70% 30%

Yes No

70%

30%

Interpretation: From the result it is evident that there are few extra duties that the employees perform that need to be added to the Statement Of Job and there are some duties that are no longer performed by the employee and need to be deleted from the Statement Of Job.

FACTS AND FINDING

1. The finding of the study reveals that the occupational level of the individual is significantly associated with need satisfaction. The higher the occupational status the greater is the need satisfaction. 2. There is a high and positive correlation between the total need satisfaction of the individual and the satisfaction he derives from his job. Satisfaction from job has impact on his productivity. 3. An important finding is that job satisfaction varies with the level of jobs one holds. The higher the occupational level, the grater is the job satisfaction

SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis. SWOT analysis is an abbreviation for strength, weakness; opportunities, and threats, SWOT analysis is an important tool for auditing the overall strategic positions of a business and its environment. Once key strategic issues have been identified, they feed into business objectives, particularly marketing objectives. SWOT analysis can be used in conjunction with other tools for audit and analysis. Strength and weakness are internal factors. Strength could be a firms specialist marketing expertise. A weakness could be the lack of anew product. Opportunities and threats are external factors. An opportunity could be a developing distribution channel such as the internet, or changing consumer lifestyle that potentially increase demand for a companys products. A threat could be a new competitor in an important existing market or a technological change that makes existing products potentially obsolete. The external factor, environment be it the macro environment, customer or competitor groups, is contently in a state of flux. A change by itself is neither an opportunity nor a threat. It only becomes so, in relation to an organization strength or weakness. What may represent an opportunity for a particular firm? May infact pose a serious threat to the survival of yet another firm in the industry. For instance deregulation of the telecom industry was an opportunity for private sector firms, which had the monetary and managerial resources to leverage this opportunity. Existing public sector units saw this threat, as it meant the end of their protected monopolies. SWOT analysis can be very subjective--- two people rarely come-up with the same version of a SWOT analysis even when given the same information about the same business and its environment. Accordingly, SWOT analysis is best used as a guide and

not a prescription. Adding and weighing criteria to each factor increase the validity of the analysis STRENGTH Experienced work force100% Licenses renewed Compliance made Effective Licensing Safety Consciousness

WEAKNESSES Employees turn over Low capacity utilization Unorganized labour contractors Lack of HR development

OPPORTUNITIES THREATS Surrounded by sick industries Closures of about 60% of surrounding industries New product development & Better manpower utilization Benchmarking HR practices Sharing HR practices with other Locations Introduction of new HR initiatives

CONCLUSION
The bird eye view of my project is that in this competitive market human resources are the major assets of an organization. Therefore SARAS DAIRY India really focuses to find out the effective sources of recruitment & selection process. The researcher has done enough research on sources of recruitment & selection process of the company. The researcher has come up with certain recommendations that are to be adopted, which on implementation would be beneficial for the company in long run. There are certain inferences what was found through the project in the company and are given below SARAS DAIRY is using both sources of recruitment i.e. internal and external sources. SARAS DAIRY India prefers to use placement agencies as a method of external sources of recruitment. Company also recruits candidates through employee reference as an internal source. SARAS DAIRY India basis as well recruits the temporary employees on daily and weekly

as occasionally because when company feels shortage of

manpower in the lower level management, at that junction it recruits the candidates on daily basis where as shortage of manpower in middle level management at that point of time recruitment and selection is done but this situation comes occasionally. Theoretically, there are eight standard steps of selection process but company follows one to five steps for selecting the candidates, for example temporary

employees are selected with in one to two steps where as permanent employees and executive are selected with in three to five steps. After selection of the candidates they are on a probation period of six months and after six months if their performance matches with the job description, they are appointed on the payroll of the company. There are some internal and external factors which affect the recruitment and selection process and the factors which affect most are place of posting and compensation structure. Apprentice is recruited from the organization whose temporary employees completed 6 month period.

RECOMMANDATION AND SUGGESTION

On the basis of the research work there are several points, which came as a conclusion and according to that there are some points which are pointed out as recommendations, and if company follows these points then company can effectively recruit and select the candidates and increase the retention of the employees. These points are given as follows:1. The Company at present is mostly utilizing the source of recruitment by employee referrals and placement agencies. If the company goes for other effective sources of recruitment like job portals and advertisements, it can get some effective and efficient candidates for recruitment and selection. 2. Company should decrease the complexity of the selection procedure for lower level employees while hiring the candidates for judging their competencies. 3. For selecting the candidates, company should go for some new technical and creative tests as a compulsory test apart from the aptitude and trade test for the employees. 4. At present the probation period in SARAS DAIRY is up to six months. It is advisable for the company that people at the different post should be given different probation period. 5. Efforts should be made to achieve its targets so that company can run smooth. 6. Various policies are to be made in the company from time to time and efforts should be made to put them in action. 7. Various effective strategies should be made for the smooth working of the company.

8. Relation between the management and the employees should be made more effective so that there may not be any communication barriers which can affect the enterprise in any way. 9. The company should adopt certain strong measures in order to take strong position of the company.

10. There should be a timely check on the managements problems for smooth functioning of the company. 11. Proper seminar should be conducted in the company to give the employees the latest information and new techniques of doing work. 12. Various additional fringe benefits should be given to the employees so that they can be motivated and their morale can be increased, so that they can work more efficiently and effectively. 13. Proper planning should be done in the company and various plans should be put into action, management should keep each and every factor in its mind while planning, so that effective planning can be done.

14. New techniques and new policies should be introduced from time to time to boost up the morale.

APPENDIX
Personal Profile: NAME

TOKEN NO.

DESIGNATION

DEPARTMENT

EDUCATIONAL QUALIFICATIONS

AGE (YEARS)

TOTAL EXPERIENCE (YEARS)

TKII EXPERIENCE (YEARS) 1. Briefing sessions are conducted for employees sponsored for training. Strongly agree Strongly disagree Agree Disagree

2. Debriefing sessions are conducted for employees sponsored for training. Strongly agree Strongly disagree Agree Disagree

3. I have training opportunities to upgrade my skills & knowledge. Strongly agree Strongly disagree Agree Disagree

4. My superior is interested in my overall development. Strongly agree Strongly disagree Agree Disagree

5. The organizations training programs are evaluated, and improved upon, every year. Strongly agree Strongly disagree Agree Disagree

6. Employees are sponsored for training programs on the basis of carefully identified needs. Strongly agree Strongly disagree Agree Disagree

7. The organization encourages and supports self- learning and education by its officers. Strongly agree Strongly disagree Agree Disagree

8. Do you have a statement of duty for your job? Yes No

9. Is your job accurately mentioned in the duty statement? Yes No

10. Do you require a high degree of technical knowledge for your job? Yes 11. How do you work? Alone Team Work No

12. In your opinion, what factor creates difficulty in applying new skills on the job? Lack of opportunity to use skills Lack of time for use of skills Skills learnt were not relevant No supervision for skills practiced Lack of coaching or feedback If others, please specify _______________________________________________ __________________________________________________________________

BIBLIOGAPHY
Books Gower handbook of training and development : Anthony Landale How to identify your organization s training needs: John H McConnell Hiring and Keeping the Best People : Harvard Business School Press, 2002

Newspapers: Economic Times The Times of India Hindustan Times Websites http://www.hr-guide.com/ http://www.hreonline.com/ http://www.managementparadise.com http://images.google.com/