Professional Documents
Culture Documents
Amul HRM Mcom Project
Amul HRM Mcom Project
PROJECT REPORT ON
Amul Company
SUBMITTED BY
PRASAD D. MAHAJAN
PTVA’s
2012-2013
1
CERTIFICATE
2
DECLARATION
Prasad D. Mahajan
3
ACKNOWLEDGMENT
I owe a great many thanks to a great many people who helped and
supported me during this project.
4
INDEX
Sr. PARTICULARS
Page
No. No.
1 Executive Summary 6
3 Introduction 8
8 HRM Environment 29
10 Futuristic Vision 37
12 Conclusion 39
13 Bibliography 40
5
Executive Summary
I have done case analysis on HRIS of AMUL and from that I have come to
know how organization operates and how the functions have been carried in the
organization. From this is case I have come to know how a wide organization like
AMUL manages its
6
Organization Profile
Socities : 1113.
Members : 6, 31,333.
7
Introduction
In other words, HRM is concerned with getting better results with the
collaboration of people. It is an integral but distinctive part of management,
concerned with people at work and their relationships within the enterprise. HRM
helps in attaining maximum individual development, desirable working
relationship between employees and employers, employees and employees, and
effective modeling of human resources as contrasted with physical resources. It is
the recruitment, selection, development, utilization, compensation and motivation
of human resources by the organization.
8
The Amul – Meaning
Motto
The main motto of AMUL is to help farmers. Farmers were the foundation
stone of AMUL. The system works only for farmers and for consumers, not for
profit. The main of AMUL is to provide quality products to the consumers at
minimum cost. The goal of AMUL is to provide maximum profit in terms of
money to the farmers.
Vision
Quality Policy
9
History
However, the government did not seem to help farmer by any means. It
gave the negative response by turning down the demand for the milk. To respond
to this action of government, farmer of Kaira district went on a milk strike. For 15
days not a single drop of milk was sold to the traders. As a result the Bombay
milk scheme was severely affected. The milk commissioner of Bombay then
visited Anand to assess the situation. Finely he decided to fulfill the farmers
demand.
10
Thus their cooperative unions were forced at village and district level to
collect and sell milk on a cooperative basis, without the intervention of
government. Mr. Verghese Kurien had main interest in establishing union who
was supported by Shri Tribhuvandas Patel who convinced farmers in forming the
cooperative unions at the village level. ‘The Kaira District Co-operative Milk
Producers’ Union’ was thus established in Anand and was registered formally
under section 10 of Bombay Act VII of 1925 on December 14, 1946. Since then
farmers are selling all the milk in Anand through cooperative union. In 1955 it
was commonly decided the sell milk under the brand name ‘Amul’.
At the initial stage only 250 liters of milk was collected every day. But
with the growing awareness of the benefits of the co-cooperativeness the
collection of milk increased. Today Amul collect 50, 00,000 liters of milk every
day. As the milk is perishable commodity it became difficult to preserve milk for
a longer period. Besides when the milk was to be collected from the far places
there was a fear of spoiling of milk. To overcome this problem the union thought
to develop the chilling unit at various junctions, which would collect the milk and
could chill so as preserve it a for a longer period. Thus, today Amul has more than
168 chilling centers in various villages. Milk is collected from almost 1097
societies.
With the financial help from UNICEF, assistance from the government of
New Zealand under the Colombo plan, of Rs. 50 million for factory to
manufactory milk powder and butter. Dr. Rajendara Prasad, the president of India
laid the foundation on November 50, 1954. Shri Pandit Jawaharlal Nehru, the
prime minister of India declared it open at Amul dairy on November 20, 1955.
11
dairy was declared open by ShriMorarji Desai in April, 1965. in 1974, the Kaira
Union setup a plant to manufacture high-protein weaning food, chocolate and
malted food at Mogar, about 8 km south of Anand.
In September, 1981, the second cattle feed plant at ‘Kanjari’ were started.
The succesion of the co-generation project on September 11, 1985, marked a
milestone on the energy front when two gas turbine generators of 1.5 MW each
based on natural gas, were commissioned. On October 31, 1992, Dr. V. Kurien
chairman, National Dairy Development Board, laid the foundation of Kaira
Union’s third dairy with a processing capacity of 6.5 lakh liters of milk a day.
Work on the third dairy and cheese plant at ‘Khatraj’ with capacity for 20 Metric
Ton of cheese per day, began in February, 1994. Also in 1994, Kaira Union put
up bread spread plant at ‘Mogar’ with the assistance from National Dairy
Development Board.
12
Organization Structure of Amul
Board of Director
Chairman
Managing Chairman
General Manager
Manager
Deputy Manager
Assistant Manager
Senior Executive
Senior Officer
Senior Assistant
Workers
Grade (A to E)
13
Human Resource Department
Introduction:
14
Total Employees in Amul
Manager 48
Assistant 101
Officers 180
Workers 846
Total 1175
No. Of Shift:
15
Function of Human Resource Department
3. PERFORMANCE APPRAISAL
5. EMPLOYEE TURNOVER
6. COMPENSATION
7. INDUSTRIAL RELATION
8. FACTORE ACT
16
Recruitment and Selection Function
Recruitment:
Internal Sources:
Internal sources include personnel already on the payroll of the
organization.
External Sources :
These sources lie outside the organization In Amul they consider
following sources for recruitment:
Campus Interview
Unsolicited Application
Application Blank
Placement Agencies
17
Selection:
Approval from M.D
Advertisement
Collection of application
Securitize the application
Interview
Medical checkups
Selection
18
Training and Development
3. In house training
19
Performance Appraisal
1 year Managers
3 year Officers
1 year Workers
Self Appraisal
20
Manager’s Appraisal
This appraisal is also the rating scale. Method appraiser also appraised employee
by following.
Outstanding
Good
Satisfactory
Poor
The overall assessment is done through above rating and also the comment of
reviewing officer is included. Apart from this the performance in liked allowance
is provided in relation with performance that is,
25%
50%
100%
Not allowed
21
This is provided by and under knowledge of under Managing Director
Generally in Amul on base of performance appraisal employee of managerial
level gets specials allowance. While for workers they get promotions
22
Human Resource Information System of Amul
Definition:
Human Resources are an organizational function that deals with issues such as
recruitment and selection, training, appraisal, compensation and performance
management of the employee.
Information System:
23
Introduction:
24
HR Information System Includes:
This system includes the employee name and contact information and all
or some of the following:
Department
Job Title
Grade
Salary
Salary History
Position History
Employee details (Personal & Professional)
Employee Posting information on appointment /transfer
Employee promotion/ appointment information
Employee Service verification details
Employee Leave Information including(Leave available , leave availed,)
Employee confidential report information
Employee Training information
25
Needs of HR Information System
26
Effectiveness of HRIS
27
It Supported HRIS
Multi-User Benefit
28
HRM in a Changing Environment
Environmental challenges refer to forces external to the firm that are
largely beyond management’s control but influence organizational performance.
They include: rapid change, the internet revolution, workforce diversity,
globalization, legislation, evolving work and family roles, and skill shortages and
the rise of the service sector.
a) Rapid change,
c) Globalization,
d) Legislation,
e) Technology
Rapid Change
All these trends present both a significant challenge and a real opportunity
for managers. Firms that formulate and implement HR strategies that capitalize on
employee diversity are more likely to survive and prosper.
Globalization
One of the most dramatic challenges facing as they enter the twenty-first
century is how to compete against foreign firms, both domestically and abroad.
Many companies are already being compelled to think globally, something that
doesn't come easily to firms long accustomed to doing business in a large and
expanding domestic market with minimal foreign competition. Weak response to
international competition may be resulting in upwards layoffs in every year.
29
Human resources can play a critical role in a business's ability to compete head-
to-head with foreign producers. The implications of a global economy on human
resource management are many.
Legislation
Much of the growth in the HR function over the past three decades may be
attributed to its crucial role in keeping the company out of trouble with the law.
Most firms are deeply concerned with potential liability resulting from personnel
decisions that may violate laws enacted by the state legislatures, and/or local
governments. These laws are constantly interpreted in thousands of cases brought
before government agencies, federal courts, state courts, and t Supreme Court.
Technology
The world has never before seen such rapid technological changes as are
presently occurring in the computer and telecommunications industries. One
estimate is that technological change is occurring so rapidly that individuals may
have to change their entire skills three or four times in their career. The advances
being made, affect every area of a business including human resource
management.
30
These firms have started to change their policies and are already seeing
gains as a result. Different companies have recently begun offering child-care and
eldercare referral services as well to facilitate women workers as well as are
introducing alternative scheduling to allow employees some flexibility in their
work hours.
31
A Case Study of Human Resource Information System at Amul
HR data are wide in their variety, and include job history (transfers,
promotions, etc.), current and historical pay details, inventories of skills and
competencies, education and training records, performance assessment details,
absence, lateness, accident, medical and disciplinary records, warning and
suspensions, holiday entitlements, pensions data and termination records. An
HRIS normally provides an electronic database for the storage and retrieval of this
data which is, at least potentially, available to anyone who may want to access it.
The important issue however, is- how this IT system is actually used in
carrying out the HR tasks. ERP is an information system to drive the business. It
enables the organization to take systematic decision in the area of planning,
execution and control based on relevant and current information.
1. Training management
2. Turnover analysis
3. Succession planning
4. Attendance reporting
5. Accident reporting.
32
AMUL uses the system centrally in the organisation and over all the plants
of the Amul which is located in various areas such as
The system operates in AMUL for different manner, and with the help of
this system different records are maintained with the help of ERP ORACLE. Types
of record maintained through HRIS.
33
Collective bargaining — A computer terminal can be positioned in the
conference room linked to database. This will expedite negotiations by
readily providing up to date data based on facts and figures and not
feelings and fictions.
Database – In database the system records the information of the previous
applicant , who is been not selected for the job this information is useful
to the organization for next recruitment procedure for inviting for job in
this way the cost is saved by the organization because there is no need of
giving advertisement for next recruitment.
Service records – In service records all the details regarding promotion of
an employee , education detail of employees , personal details, in which it
records the employee No , employee working in which location etc .
Employee summary – In employee summary the information regarding
employee is available according to grade wise, designation wise, skilled
wise, and the total information of manpower is available.
Training – The training information of an each employee is being
available through this system because it records that when the employees
is being given training and when will be the next training is to be given to
the employees .
Time keeping: time keeping in Amul is decentralized, plant wise but with
the help of ERP system the record of absence and present record is can be
available at Amul’s head office Anand.
Recruitment: this system is not used in any steps of recruitment process of
the Amul.
34
In AMUL, the HRIS is not used for the recruitment process as it is done
manually in the organization the recruitment of the is carried in the following way
Vacancy in department
Advertisement
Receiving of application
There is no role of HRIS (ERP oracle) in the recruitment process, after the
short listing of the application the application which are selected is called for an
personal interview with the general manager of the AMUL. After the candidate is
selected for the particular job, the role of HRIS starts by keeping different types
of records of an employee such as
a) Personal details
b) Previous organization details
c) Training details
d) Service records
e) Joining details
f) Retirement details
HRIS is also useful in the turnover analysis of the Amul; it helps the
organization to know the number of time employees left the organization.
HRIS, is useful in keeping the Accident details of the employees, on the basis
of this reports employees are injured due accident are been given medical
facility and financial help.
The time keeping process of Amul is decentralized , in the various plants of
Amul like Mogar plant, Khatraj plant, Anand plant and Kanjari plant.
35
If any information regarding any employee absence and present of other
plant is needed by the central head office at Anand, that it is available with the
help of ERP ORACLE,
User’s Perception
The users of the system is fully satisfied with the present system ERP
ORACLE
The AMUL is using this system since last thirteen years and they are
trying to bring change by implementing new system named SAP which is
under the progress.
With help of HRIS the organization gets the following benefits such as
1. Time saving
2. Cost saving
3. Effective work
36
Futuristic Vision
37
The capacities of the employees should be accessed through potential
appraisal for performing new roles and responsibilities. It should not be
confined to organizational aspects only but the environmental changes of
political, economic and social considerations should also be taken into
account.
The career of the employees should be planned in such a way that
individualizing process and socializing process come together for fusion
process and career planning should constitute the part of human resource
planning.
38
Conclusion
In recent years, with the high levels of attrition in the service sector, it has
become imperative for firms to have a structured separation plan for orderly exits
of employees. Of course, the concept of “pink slips” or involuntary exits are
another matter altogether and involve some bitterness that results because of the
employee losing his or her job. In conclusion, it is our view that employee
separations must be handled in a professional and mature manner and though
attrition is a fact that concerns everyone in the industry, once an employee decides
to leave, the separation must be as smooth as possible.
39
BIBILOGRAPHY
www.amul.co.in
www.hrm.com
human resource management – ashwathappa
40