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The Punjab state co-operative Milk Producer’s Federation Ltd. Popularly known as MILKFED Punjab came into existence on 1st December 1973 with the twin objective of providing remunerative milk market to the milk producers in the state by value addition and marketing of produce on one hand and to provide technical inputs to the milk producers for enhancement of milk production on the other hand. The setup of the organization is a Two-Tier system.Milk producers Cooperatice Societies at the village level ,eleven Milk Unions at the District Level and the Federation as an Apex Body ath the State Level.Milkfed Punjab has continuously advanced towards its covered objectives well defined in its byelaws. Although the Federation was registered in 1973 but it came into its real self in the year 19791980 and at that time there were 448 Milk Producers Cooperative Societies at the village level with membership of 310000.The average Milk Procurement during that year was 70000 litre per day. The State was covered under “Operation Flood” in the year 1983 to give the Farmers a better deal and our valued customers better products.The turn over of the Federation along with its affiliated District Co-op.Milk Union was Rs. 523crore during the year 1999-2000.Today,the farmers are getting better prices because of increased turn over and there by making increased profits.

Milk was always there in Punjab in plenty and lots to spare.So it flowed in to thousand of homes but a price not so good for toiling farmers.Milk exchanged hands through those of middlemen who took away a major part of the farmers profits.This was what made MILKFED to step in. We know that farmers deserve much more and the things could always be better with little more planning,controlling and with the aid of modern technology.

Milkfed with its network of 5800 village Milk Producers Cooperative Societies and over 3 lac milk producers from the strong network which not only provides assured market to milk producers but also carries inputs to milk production enhancement at their doorsteps.

Milkfed and its unit has a work force of about 5000 employees.Every morning and evening milk is lifted from the village through private transport vehicles,which is providing a regular employment to about 600 transporters ,most of whom are self-employed people .Similarly, seminators and first aid workers are also finding employment and at the same time providing input service to Milk Producers right in the villages.More than 5000 village Cooperative societies are having 10000 workers to man there milk procurement and technical inputs etc.

In addition to milk procurement ,processing and marketing of milk and milk products the federation is also providing technical input services to the specific target group(Milk Producers Cooperative Members).In order to save milk animals form heat stress Animal cooling units have been provided to Milk Producers ,which have given good results.Usual fall in milk production during summer months has been fairly checked and controlled.

The federation and its affiliated Milk Unions are providing technical input services like animal health care,artificial imsemination services ,supply of balanced cattle feed,supply of quality fodder seeds and vaccination against diseases and prophylactics to the specific target group (Milk Producers Cooperative Members) at their doorsteps with a view to increase milk production and milk procurement.

The federation has strengthened the Frozen Semen station with the financial assistance from the Technology Mission on Dairy Development 986 elite buffaloes have been selected from various milk sheds for breeding them with the semen of progeny tested buffaloes.HI-Technology embryo transfer facilities have been produced.This facility in long run will make substantial improvement in the breed ok milch animals,thus contributing to the enhancement of milk production in the state.

As a result of continuous extension of dairying,the farmer are fully convinced about the importance of high yielding forages for increasing the milk production at low cost,thereby getting a substantial margin for the trade.The fodder development activities initiated by milkfed have created a good demand of improved fodder seeds in Punjab. Milkfed established its own seed processing to grade fodder seed at production of 15-16 M.T. per day.

Milked Punjab on behalf of milk union Ludhiana has started a project has started a project sponsored by Technology Information,forcasting and assessment council,a Govt. of India body for improvement of milk quality and yielding through better milk farm management in Punjab.A modern dairy demonstration and training center is also being setup for practical training of the farmers at Punjab Agriculture University at a total cost of Rs. One crore .Milkfed and its affiliated District Cooperative Milk Union,Ludhiana has taken a bold initiative by signing an agreement for a combined project with capital outlay of Rs.2 crore with TIFAC.The project has very fascinating possibilities ,as the project is first of its kind in the country.It is likely to serve as a model and direction for the entire country since we have to improve drastically,The productivity and quality in milk production to be globally competitive in the changed environment.

sweetened flavoured milk a mango frink called adding value to milk to satisfy a quality-conscious society.Verka ghee reaches all the Emirates and is available in almost all supermarkets.verka lassi.and a whole lot of different flavoured ice-creams. THE EXTENSIONS OF THE BRAND After winning faith of countless management and feeding to enhance the productivity of the live stock as well as to provide a clean environment for cleaner milk production.changing times brought new trends.Then there were verka curd.SFM.butter. EXPORT OF MILK PRODUCTS With competition in the national market zooming .cheese.MILKFED markets a wide variety of products which includes liquid milk.whole milk etc.Verka dymanic as ever.Verka is a brand leader in milk powders particularly in north eastern sectors and the SMP marketed by competitors which includes multinational as well as private trade and other cooperative federations.Milk had never meant so much before.skimmed milk powder.Health drinks like verka vigor.The annual turnover of verka has crossed 600 crores. MARKETING ACTIVITIES Milkfed is serving the nation and the consumers through its network or regional offices and strong distribution channels.Milkfed is in its continuous effort to diversify from the traditional milk products to more value added products namely frozen dessert .processed cheddar cheese.New Verka has has survived on the sheer strength of its quality.skimmed milk powder.The penetration is so deep that verka ghee is .needs.ghee.Verka is a part of there everyday lives.cheese spread and there were milk powder like dairy whitener.tastes and hopes.efforts to export products have been made.MILKFED has established its ghee market in Middle there was scope for more.Verka did not stop.too acquired newer forms.spiced cheese spread .freshness and purity and ofcourse its homemade taste nad all this at the most affordable prices.To people today .It is a composite project aimed at improving dairy farm practices include better housing.the flavoured fruit yogurt.

In addition to ghee. ADOPTION OF INTERNATIONAL QUALITY MANAGEMENT SYSTEMS During the post liberalization period.decided to go in for certification of various Milk plants and Cattle feed plants under International Standards.payroll.Ludhiana.Amritsar.S reports to accounting. PAYMENT OF DIVIDEND Since 1993-1994 MILKFED is paying dividend to its share holders including the state govt.Jalandhar and Milkfed head office to process the data of nearby Milk Unions. .sale of products through dealers/milk bars and different M.The office automation packages on window based are being used in MILKFED and Milk Unions.I. ADOPTION OF INFORMATION TECHNOLOGY The computerization in MILKFED was started during 1987-88 with the installation of two main frame computer systems at Milk Unions. and other quarters have so far been computerized.Rest of the cooperative sector milk plants are also in progress to get this honour.The Milk Plant Ludhiana was the first dairy plant in the country to get an ISO-9002 certificate.available in far off labour camps.It is a matter of pride that till date six milk plants and two cattle feed plants have already obtained this certification.The activities like Milk billing.jalandhar.More than 300 computers have been installed at Milkfed and Milk Union. for the year 2007-08 with the approval of the administrator. MILKFED is leading inn software development and providing training for handling the software application and software packages.Thereafter with the introduction of HACCP .marketing of liquid milk.The data processing has been decentralized at milk unions level.MILKFED in order to keep a pace with all-round development.For the faster communication and transfer of data.decision was taken that besides taking certificate under ISO-9002 ans IS-15000(HACCP).the computers at Milkfed and eight other Milk Unions have been interlinked through Modem.The computer have been interlinked under local area network at Milkfed head office and Milk union .The federation has already paid dividend@4% to its shareholders with the approval of the general body of MILKFED.Ropar.SMP was also exported to Asian countries like Philippines.With the introduction of personal computer during 1992-93 in milkfed.Bangladesh and Sri Lanka.

.Mohali and Ludhiana.The federation has also executed implementation of entrepreneur resources planning (ERP) solution on world’s one of the best software package SAP in Milk Unions.


lassi.Since then the history of Milk plant Chandigarh remained chequered one with the setting up of aseptic packaging station.BRIEF HISTORY OF MILKPLANT AT CHANDIGARH Milk plant .manufacturing of large quantity of kajupinni and milkcake and are also sweets. .marketing of products of other plants like ghee.Fruit drinks.Mohali during 1979-80 .In order to introduce the verka Icecream in the market and to create awareness amongst the people of Chandigarh and its satellite towns. In the month of march.raseela.Mohali and Panchkula.Chandigarh was established in the year 1962 by Punjab Govt. to provide hygienically prepared milk and milk products to the upcoming city of Chandigarh.aggressive market campaign was started with the planned marketing.Punjab Dairy Development Corporation(PDDC) transferred the milk plant in the month of April 1983. PRESENT ACTIVITIES OF PLANT The major activities at the plant are manufacturing of icecream sweetened flavoured milk.The activity of liquid milk supply was shifted to milk plant.table butter and processed cheese etc.Now position is that Verka icecream has become a favourite brand.1991 this milk plant was recommissioned and the production of icecream was started with substantial enhanced capacity.


VERKA –IT’S NETWORK Verka is having an apex body at the state land known as “Milkfed Punjab Chandigarh ”.These eleven District unions are: 1.Sangrur 7.Ropar 2.with the assistance of national dairy cooperation(NDC).delhi and later on it is launched to operation flood -2nd which is affiliated to Punjab Milkfed.Hoshiarpur 10.Gurdaspur 9.Ludhiana 4.e.Bathinda 8.Patiala 3.Faridkot 5.Ferozpur 6.procurement cattle breeding programmed through district Co-operation Unions(DOC).To start with the function in various fields of different districts and to operate with dairying and dairy fields i. Operation flood.Amritsar The unions are in eleven district of the state carry out smooth functioning of marketing .It helps to its affiliated district Milk cooperations . .Jalandhar 11.

Milk chilling centers and impartation of dairy equipment’s as well as know how of cattle breeding sytems was familiarized to the common man and advanced milk producers. So the whole development program is carried out through its own controlled factories realte to various fields.e. Under this programmed development in dairying and dairy technology i. 1. .Ghaniyan ka Bangar.Khanna 2.e installation of plant .Milkfed is having two cattle-feed factories i.All units are having well equipped to maintain its good quality of products as par requirements laid down by ISI. Moreover it has got centralized exotic cattle farm and sperm stations at khanna which distribute semen straws to its affiliated unions and adjoining states.Gurdaspur It has its one seed production and processing plant at bassi(Fatehgarh sahib).


Quality control section various tasks are delegated to various sections.These integrated task teams handle there problems that makes the supervision easy. The following are the sections in Verka: a.Procurement section b.These sections are interrelated to have frequent contacts with one another and it’s easy to share the information they need to coordinate their jobs.Each and every activity is delegated to particular section.ORGANIZATIONAL NETWORK For the smooth running of the plant .Store section .It is impossible for top management to take decisions on every problem.various sections are managed by the management.Purchases section i.Engineering section h.Marketing section e.Personnel section g.Production section c.Accounts section f.


PRODUCT RANGE The milk Plant Chandigarh has the following line of products :- Product Milk Tonned Skimmed Premium Standard Quantity 500 ml 500 ml 500 ml 500 ml Lassi Plain Namkeen Spicy 1 ltr 250 ml 250 ml Cheese Cekatainer Bricks 250 gms 1 kg Kheer 250 gms 125 gms .

Curd 200 gms 400 gms Curd premium 400 gms Paneer 200gms 1 kg Ice-Cream Kulfi Lollies Bricks Gallons 500gms.250gms 5 ltr Ghee ½ kg tin 1 kg tin ½ kg mom 1 kg mom 2kg tin 5 kg tin 15 kg tin .

7 kg tin Milk fruit Drink Mango Raseela Pineapple Lichi drink 200ml tetra pack 200ml tetra pack 200ml pack .7 kg tin Ras Gulla ½ kg tin 1kg tin 3.Gulab Jamun ½ kg tin 1kg tin 3.


focusing on the personal growth of the employee.on the other hand. Training helps an individual learn how to perform his present job satisfactorily.It is not the result of some outside motivation.TRAINING AND DEVELOPMENT Training is a distinct form of development . “Development is a future oriented training focusing on the personal growth of the employee”. Training refers to instructions in technical and mechanical operations of a machine.thus a reactive process whereas development is a proactive process.It is for a short duration and for a specific job related purpose.Development is future oriented training .It is designed primarily for non-managers.Development involves preparing the individual for a future job and growth of individuals in all respects.It involves broader education and its purpose is long term development.It is a result of internal motivation.involves philosophical and theoretical concepts and it is designed for managers. .Training is mostly the result of initiatives taken by the management.Development. Development compliments training because human resources can exert there full potential only when the learning process goes far beyond simple routine.Training is a short term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose.Development is a long term educational process utilizing a systematic and organized procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose.Training is.

the employees will find themselves to be helpless to handle new jobs and adapt themselves to the changes .In case of new employees .they may feel frustrated and compelled to leave there jobs.sales or production positions from within the organization.the apprenticeship programmes aiming at improving the skills of the present employees come to the aid of the company to tide over the position by making available there requirements for the personnel from within the organization.The main objective of training is to bring about efficiency and effectiveness in an organization .The basic objective of training is to help develop capacities and capabilities of the employeesboth new and old by upgrading there skills and knowledge so that the organization could gainfully avail of their services better for higher grade professional. .new methods.Sometimes. 6.highly mechanized and computer oriented systems .new has its objective to provide them with basic knowledge and skill they need for an intelligent performance of there specific tasks.but creating in them self consciousness and a greater awareness to recognize there responsibilities and contribute there very best to the organization they serve.keeping in view the company’s goals and objectives. may not be possible for the management to fill in some important work positions from the outside. 3.Training aims to help existing employees in improving the level of performance on there present job assignments.Training plays a significant role in dynamic companies which are more than often on the run for there survival.OBJECTIVE OF TRAINING The training objectives are laid bring about technological changes like automation .new skills and knowledge.Under such conditions .But the general objectives of any training programme are as follows: 1. 5.The aim of training is not only providing new knowledge and job skills to the employees .so that the organization may remain competitive in highly competitive market situations and for the achievement of organizational goals.which may in there turn create new problems .new products and service all these make the functioning of training a must in an organization as otherwise.technical. 2.

Training is necessary for the following reasons: untrained worker will need constant watch and he will require the guidance of the supervisor very often.A trained worker will use the materials in an economical way.It first helps in locating talent in them and then developing it to the maximum. .A trained worker will know the art of operating the machine properly.He feels happy when his performance is upto the mark. 3. 6.Less supervision:The degree of supervision for a trained worker would be less .Employee development:Training also helps in the development of the employees.Easy adaptability:The technological advancements will require new approach to work.Increased productivity : Training improves the performance of the employees.the employees will probably look after a worker who performs well.NEED AND IMPORTANCE OF TRAINING Training of the employees is essential because work-force is an invaluable asset to the organization . 2.On the other hand .This will necessitate the adaptability of the workers to changing work environment. 7.If a worker learns fast then he would be able to develop his talent and improve his performance.Accidents generally happen due to the deficiency of the worker and not the machine .Reduced turnover and absenteeism:Labour turnover and absenteeism are mainly due to job satisfaction. 5.When a worker is properly trained he will take keen interest in his job and can derive satisfaction from it. Higher employee morale:A training worker derives happiness and job satisfaction from his work.This also gives him job security and ego satisfaction.All these factors will improve the employee morale.The methods of work are constantly undergoing a change.He will use the machine and the material in a systematic way. 4.The former can easily learn new work related techniques with a little bit of guidance.He will not be dependent upon the supervisor for minute details and may carry on his work himself.Less wastage:Untrained workers may waste more materials as compared to the trained workers and may damage machineds and equipment.A trained worker can be more adaptable to change to an untrained worker.The adaptability of the worker will help him in working on new and improved job.A satisfied person may not like to leave his job and try at a new place.Increased skill and efficiency results in better quantity and quality of production.

Develops a sense of responsibility to the organization for being competent and knowledgeable.Learns for the trainees. 7. 11. 3. 20. 2.Helps people identify with organizational goals. 4.Improves labour management relations.Aids in development for promotion from within. 17. 19. 6. 16.Reduces outside consulting costs by utilizing competent internal consultation.openness and trust.Improves the job knowledge and skills at all levels of the organization. 10.motivation.Tessin has explained the following benefits of training in his paper “Once again why training” published in training Feb 1978.Helps create a better corporate image. .better attitudes and other aspects that successful workers and managers usually display. BENEFITS OF TRAINING TO THE ORGANIZATION 1.loyalty.J. 15. 14. 13.Improves relationship between Boss and subordinates.Fosters authenticity.Improves the morale of the work force. 9.Leads to improved profitability and more positive attitude towards profit orientation.Helps prepare guidelines for work.Aids in increasing productivity and quality of work. 18.M. 12. 8.Aids in developing leadership skills. 5.Aids in understanding and carrying the organizational policies.Provides information for future needs in all areas of the organization.Organization gets more effective decision making and problem solving skills.Helps keep the cost down in many areas.Aids in organizational development.

3.knowledge.BENEFITS OF TRAINING TO INDIVIDUALS These benefits will ultimately benefit the organization: 1.Helps the individual in making better decisions and effective problem solving .achievement. .Develops a sense of growth in learning. 2.Satisfies personal needs of the trainer and the trainee.Through training and development . 4.communication skills and attitudes.Helps a person develop speaking and listening skills.Moves a person towards personal goals while improving interactive skills.Increases job satisfaction and recognition.responsibility and advancement are internalized and operationalized. 9. 7.Aids in encouraging and achieving self-development and self-confidence. 5. 10.also writing skills when exercises are required.Provides information for improving leadership.motivational variables of recognition.Provied the trainee with an avenue for growth.growth. 6. 8.

Deciding about the training. 8. 4.Builds cohesiveness in groups. 2.INTRA-GROUP AND INTER-GROUPS RELATIONS AND POLICY IMPLEMENTATION 1.Improves morale.rules.Preparing training budget. 10.Setting goals and objectives of training. 2.Aids in orientation for new employees and those taking new jobs through transfer and promotion.Makes the organization a better place to work.Deciding about the methods and techniques to be deployed in training.Improves communication between groups and individuals.Makes organizational policies. 4.Determing the training needs.Establishing the training policies. 6. 7. 9. 3. 5. 6.Determining methods of evaluating training. 7.Provides information on other government laws and administrative policies. 3.regulations viable.BENEFITS IN PERSONAL AND HUMAN RELATIONS.Provides a good climate for learning .Improves interpersonal skills. . 5.Provides information on equal opportunity and affirmative action. STEPS IN SYSTEMATIC TRAINING PLAN A training plan essentially involves seven steps: 1.growth and coordination.


Britannia.The milk plant is having a vast product range due to which the customers are satisfied in a very good manner.At present the major players in the dairy market are amul.manufacturing of large quantity of kaju pinni and milkcake and also marketing of products of other sister plants like ghee.Milktime.table butter and processed cheese etc.The milk produced has a goodwill due to which it can introduce various products without much difficulty. 2.There is extensive competition in the market.lassi.OPPURTUNITIES AND THREATS The major activities at the plant are manufacturing of ice-cream sweetened flavoured milk.Vita etc. OPPURTUNITIES: 1.The import is being made easy budget after budget. .The sale of the plant is likely to be affected with availability of foreign products in the Indian market. 2.sweets.raseela. THREATS: 1.


4.The job should not be adjusted according to the qualifications or requirements of the man. .Placement is the process of assigning a specific job to a selected candidate.Job first .man second should be the principle. PRINCIPLES OF PLACEMENT: A few basic principles should be followed at the time of placement of a worker on the job.PLACEMENTS The selection procedure ends with the placdement of the worker to the job.Man should be placed on the job according to the requirements of the job.Matching the requirements of the job with the qualification of the candidate is the essence of placement. 3.It also implies assigning rank and responsibility to an individual .The placement should be ready before the joining date of newly selected persons.The placement should not be higher nor lower than the qualification. 5. 6.In simple words placement means sending an employee to a particular department for work.While introducing the job to the new employee . 2.The employee may be later transferred to the job where he can do better justice.The placement in the initial period may be temporary as changes would be made after the completion of the training.The employee should be made conversant with the working conditions prevailing in the industry and all things relating to the job.Given effort should be made to develop a sense a loyalty in the employee so that he may realize his responsibilities toward the job and the organization.He should also be made aware of the penalties if he commits any wrong. 1.The job should be offered to the man according to his qualification. According to Pigore and Myers “Placement is the determination of the job to which an accepted candidate is to be assigned and his assignment to the job.

b.This model suggests the following steps: . Hr specialist must use assessment classification model for placing newly hired employees.The activities of one employee have little bearing on the activities of other workers.g.In sequential jobs the activities of one employee are dependent on the activities of the fellow employee .To fill the job with people who have atleat the minimum required qualification. In sales field.In order to match individual with jobs.Independent jobs: In independent jobs .Independent jobs do not pose great problems in placement.Often individual does not work independent of the others.Problems in Placement: The main problem with placement arises when the recruiters look at the individual but not at job.Each employee has to be evaluated between his capabilities and interests and those required on the job.non-overlapping routes or territories are allotted to each employee e.People should be placed on the job that will make the best possible use of there talents. 2.Dependent jobs:Dependent jobs may be sequential or pooled .assembly lines are the best example of such jobs.The objectives of placement will be: a.Given available job and HR constraints.Jobs in this context are classified into two categories:1.In such situation.