Course Code: HRM101 Course Title: HUMAN RESOURCE MANAGEMENT

Course Instructor: AKASHDEEP JOSHI Student’s Name: VISHAL KUMAR

Academic Task No.: 1 Academic Task Title: AMUL

Date of Allotment: 06.02.2021 Date of submission: 20.02.2021

Student’s Roll no: RQ2015B82 Student’s Reg. no: 12016608

Evaluation Parameters: (Parameters on which student is to be evaluated- To be mentioned by students as specified

at the time of assigning the task by the instructor)

Learning Outcomes: (Student to write briefly about learning

obtained from the academic tasks)

Declaration:

I VISHAL KUMAR declare that this Assignment is my individual

work. I did not copied it from any other student’s work or from
any other source except where due acknowledgement is made
explicitly in the text.

Student’s Signature: Vishal Kumar

 Evaluator’s comments (For Instructor’s use only)

General Observations Suggestions for Improvement Best part of assignment

Evaluator’s Signature and Date:

Marks Obtained: Max. Marks: …………………………

 AMUL INDIA
 INTRODUCTION
Amul is multinational Fast-moving consumer goods (FMCG) company headquartered
in Anand, Gujarat, India. Formed in 1946. It is India’s largest exporter of Dairy products
and food product marketing organisation with annual turnover (2019-20) US$ 5.1
Billion. Its daily milk procurement is approx. 23 million lit per day from 18600 village milk
cooperative societies, 18 member unions covering 33 districts, and 3.6 million milk
producer members.

This co-operative, the Kaira District Co-operative Milk Producers Union Ltd.
Popularly known as “AMUL” began with just two village dairy co-operative societies
and 247 liters of milk. Amul grew from strength to strength thanks to the inspired
leadership of Tribhuvandas Patel, the founder Chairman and the committed
professionalism of Dr Verghese Kurien, who was entrusted the task of running the dairy .

It operates through 61 Sales Offices and has a dealer network of 10000 dealers and 10
lakh retailers, one of the largest such networks in India.

 Foods & Beverages:-

Milk, milk powder, health beverages, ghee, butter, cheese, Pizza cheese, Ice-cream,
Paneer, chocolates, traditional Indian sweets, Bread spreads, dahi, Fresh cream, Mithai
mate, Happy treats and Amul PRO etc.

 https://www.amul.com/m/organisation
 Strategies of AMUL:
 Pricing:- The main USP of Amul brand is its low pricing. It hits at the
transnational’s by reducing its prices on its product portfolio. The competitive
advantage is its “backward integration” strategy, which helps substantially in
cost reduction.

 Distribution:- Amul has large distribution chain, a direct sale team too which
sells to modern retail. Besides this, the company has exclusive Amul stores
which sell all products of Amul brand. Amul is available in every city.

 Quality:- Quality Policy The motivated and devoted work force of AMUL are
committed to produce whole some and safe foods of excellent quality to remain
market leaders through deployment of quality management system, state of art
technology innovation and eco- friendly delightment of customer and betterment
of milk producer.
 https://www.slideshare.net/patelbhavisha2/amul-marketing-strategy

 Work culture of AMUL:

 We put in appreciable efforts in recruiting the best qualified people, keeping in
view the goals and objectives of the organization. We also encourage maximum
recruitment at entry level by participating in Campus Recruitment drives at finest
colleges across India.

 We provide equal employment opportunity to all applicants, without regard to

religion, caste, color, gender and disability.

 All new member of Amul family are required to undergo 30 days Induction
Program at our Head Office – Anand to acquaint them with our value, culture,
processes and system. They are also requires to undergo on the job training for
45 days after classroom training.

 Amul is committed to building a culture where employees have access to career

development opportunities within the organization. Therefore, significant
positions across organization are always being filled up through internal
recruitment process to give chance to existing & deserving employees.

 http://careers.amul.com/life-amul/
 Recruitment:
Recruitment means inducing or attracting more and more candidates to apply for
vacant job positions in the organisation. In general words recruitment means search for
candidates who can perform the vacant roles and inducing them to apply and come
forward for filling the vacant roles. The recruitment function is very important because
the end result of recruitment function is receiving large number of applications to make
selection from.

 From text book

 Position: Territory Sales Incharge in KANPUR & MAINPURI

 Sources of recruitment:
 Online job portals:- Amul can list the job vacancy in online job portals like
nakuri.com,linkedin.com etc. As there are many unemployed person are
registered them on it. But it will increase the advertising cost.

 Company Website:- They can list the job vacancy on their own website
www.amul.com, it will not charge any cost to them.

 Referrals:- They can take referrals from their existing employees for the job
vacancy, which will create a positive impact on the relationship with the
organisation.

 Advertisement:- Organisation can advertise on T.V, Newspaper which will get

them large number of applicants, but this will increase the cost of a
Advertisement.
 Selection:
Selection can be defined as discovering most promising and most suitable candidate to
fill up the vacant job position in the organisation.

Selection process. As end result of recruitment function organisations receive large

number of applications and selection process begins at this stage by screening the
applications. In selection the number of rejected applicants is generally more than the
selected candidate that is why selection is considered as a negative process.

 From text book

 Selection process of AMUL:

 Preliminary screening:- In Amul as well as in most of the organisation this

screening is taken so that they can eliminate unqualified and misfit candidates
based on information given by in in application form.

 Aptitude test:- After Preliminary screening, this test is conducted to find out the
potential of learning new job in the candidate. How quickly the candidate can
learn new skills and new methods. This test helps to know how the candidate will
be performing in future.

 Employment interview:- After aptitude test ,The selection process must follow
this employment interviews. To conduct the interview a panel of experts is called.
The consultants who are specialized in their fields ask questions from the
candidates to test his professional or specialized. By this interview you can find
out the confidence level of the candidate along with his professional knowledge.

 Checking references and background:- In the application form the candidate

is asked to give the names of two references. If the candidate qualifies the
interview then the organisation prefers to check with the references about the
personal character of the candidate) The organisation can cross-check the
information given by the candidate with the references.

 Medical examination:- Before giving appointment letter the candidates selected

are sent for medical fitness test. Some organisations appoint their own doctors to
do the test and some sign contract with hospitals to do the test.)
  Job offer:- Job offer are given through letter of appointment. In the letter the
date of joining terms and conditions of job, etc are mentioned Generally a
reasonable time is given to the candidates to join the organisation.

 https://www.slideshare.net/bebo143/356735684-amulhrm

 Training:

 On-the-job training:- It known as OJT, is a hands-on method of teaching the

skills, knowledge, and competencies needed for employees to perform a
specific job within the workplace. Training takes place within the employee's
normal job environment and may occur as he or she performs their actual
work.

 Off-the-job-training:-In off the job training method, employee is separated

from the job situation and his attention is focused upon learning the material
related to his future job performance.

 Induction or orientation training:(On-the-job-training)

Induction is the process of receiving and welcoming an employee when he/she first
joins the company, and giving him/her the basic information he/she needs, to settle
down quickly and start work. Induction or orientation is a planned introduction of the
new recruits to the organization, the job, and their colleagues.

The basic objectives of an induction and orientation programme are:

(i) To help the newcomer to overcome his/her shyness and nervousness in meeting
new people.

(ii) To build up the confidence of new employee. 3. To develop a sense of

belongingness and loyalty.

(iii) To develop cordial relationship between the newcomer and old employees and
their superiors.
 (iv) To ensure newcomers do not form negative attitude towards the organisation or
the job.

(v) To give the newcomers necessary information such as location of washrooms,

leave rules, cafeteria etc.

Formal induction programme must provide following information to the

employee:-

(i) Brief history and operation of the company.

(ii) Products and services of the company.

(iii) Company's organisational structure.

(iv) Rules, regulations, policies and procedures of the company.

(v) Responsibilities and authorities of employee.

(vi) Grievance procedures and safety rules.

(vii) Suggestion schemes.

(viii) Terms and conditions of service such as wages, working hours, holidays, etc.

(ix) Disciplinary procedures.

(x) Opportunities for training, promotions, transfer, etc.

 From text book