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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

EXECUTIVE SUMMARY

The dissertation has been carried out at “BANGALORE DAIRY


(BAMUL)”, BANGALORE, in partial fulfillment of MBA PROGRAMME,
this aims at “Human Resource Development Processes and its effectiveness”
in the organization.
Human Resource Development is a positive concept in human resources
management. It aims at overall development of human resource in order to
contribute to the well-being of the employees, organization and the society
at large.

HRD function includes:


 Training and development: Training has gained importance in
present day environment where jobs are complex and change rapidly.
Training is learning experience designed to achieve a relative
permanent change in an individual that will improve the ability to
perform on the job. Employee development, on the other hand, is a
future-oriented training process, focusing on the personal growth of
the employee.

 Management development: It is the process of designing and

conducting suitable executive development programs so as to develop


the managerial and human relations skill of employees.
 Career planning and development: It is the planning of one’s career

and implementation of career plans by means of education, training,


job search and acquisition of work experience.

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 Performance appraisal: It is the systematic evaluation with respect

to their performance on the job and their potential for development.


 Organization development: Organization development is an
organization wide, planned effort managed from the top, with a goal
of increasing organizational performance through planned
interventions.
 Employee welfare and quality of work life: The term employee

welfare means “the efforts to make life worth living for workmen”. It
includes various services, facilities and benefits offered to employees
by the employers, unions and government. The purpose is to improve
the living standards of workers and thereby improve the quality

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CHAPTER 1
HUMAN RESOURCE DEVELOPMENT AT BAMUL
INTRODUCTION

HUMAN RESOURCE DEVELOPMENT plays a leading role in the smooth


functioning of the organization development. As major part of the decision
making authority exist in this department.

HRD in its tide sense is concerned with organization of Human Resource is


such a way as to get the maximum output to the people at work to the
enterprise and develop the talent of the people satisfaction. All the matters
regarding employee increment, sanctioning of leave, loans, promotions,
transfer, recruitment, selection, training and development, etc are the routine
activities of this department.

Objectives of HRD
• To attain effective utilization of Human Resource in the achievement

of organization goals.
• To identify and satisfy individual and group needs by providing
adequate and equitable wages, prestige, recognition, security status
etc.
• To strengthen and appreciate the Human assets continuously by
providing Training & Development programs.

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Functions of HRD in BAMUL

 It facilitates job analysis and job description to different people.

 It administers “Training & Development programming “for the

required personnel.
 It administers the wages and salaries for different levels of
management.
 It fixes and provides reward and incentives on basis of wages policy.
 It deals in solving and avoiding any disputes and grievance.
 It frames the disciplinary action to be followed by each level on

management and has provided sufficient authority to take such


disciplinary actions at required time.
 It ensures safety of the company.
 It maintains attendance register, salary, staff loan , loan, income tax,
leaves and statuary remittance, for all these separate files for each
individuals regarding their performance are maintained.

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CHAPTER 2

RESEARCH METHODOLOGY
2.1Aim of the study:
To study on Human resource development processes and its effectiveness at
BAMUL.

2.2 Statement of problem:


Analysis of the HRD processes in the organization is effective in improving
performance of employees.
Analysis includes followings processes
• Training and development: Analysis of training program covers
effectiveness of tools and techniques used in training processes.
• Organization development: Analysis of organization development
covers the overall climate, managing diversity, and organizational
restructuring etc.
• Career planning and development: Analysis of career planning and
development covers the employee development and growth in the
organization.
• Management development: Analysis of management development
covers the worker participation in management, managing diversity
and conflict management etc.
• Performance appraisal and feedback system: Analysis of performance
appraisal and feedback covers techniques, methods.

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• Welfare facilities: Analysis of welfare facilities covers services,


facilities and benefits offered to employees by employers.
• Promotion policy: Analysis of promotion policy covers the
employee’s job performance and promotion basis.

2.3 Objective of the Study:

 To identify HRD activities of the organization


 To understand the improvements in the organization through HRD

processes.
 To know the management development of the organization
 To know the effectiveness of performance appraisal and training of
the organization.
 To know the effectiveness of HRD processes in the company.

 To identify the organizational development in the


company.
 To know the effectiveness of training and development
processes.
 To identify the management development and career
planning in the company.

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 To know the performance appraisal and feedback


system in the organization.

2.4 Need and Importance of the Study:


HRD is needed by any organization that wants to grow continuously. In fast
changing environment organizations can scale new height only through the
effective use of human resources. The purpose of study to know the
effectiveness of HRD processes in the organization. Any effective HRD
processes must satisfy the need of an organization. To the end, management
must outline the needs of the organization and convert them into objectives
with a view of formulate a workable program
Importance:

 HRD processes leads to greater organizational effectiveness.


Appropriate employee-centered policies help the organization
achieve its goals more efficiently.
 HRD processes improve team work. Employees become more open
and trust each other. The organizational climate, too, improve a lot.
 HRD improves the capabilities of people. It improves the all round
of an employee. Feedback and guidance from the management help
employees grow continually and show the superior performance.

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2.5 Limitations of the Study:

 Primary data collected is limited


 The time constrain
 The information collected through questionnaire may contain bias due

to the difficulty to get appointments, some questionnaires were


administered through mail and so we couldn’t get enough information.
The responses may be biased and affected by the respondent’s frame
of mind while answering the questionnaire.

2.6 Review of Literature

2.61 Purpose

The main purpose of the literature is to get the information regarding the
study taken up and to get the information regarding the products, limitation
and conclusions. To do statistical analysis numerical data is required, and it
is not an easy task to collect such a complex numerical data without help of
any literature. Researcher in order to get in depth conceptual knowledge he
has referred news paper, journals, internet. There fore literature has played a
vital role in enabling to complete this dissertation successfully.

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2.62 METHODOLGY

The primary source of literature review is News paper, Journals, which


activates the thinking processes towards the title under study.

2.62(a) Internet

Internet has emerged as one of the boons of the technological innovations,


which have the capability to fetch information on any topic from across the
world. There fore this source has enabled to fetch maximum information for
the topic under study.

2.62(b) Text Book

Gives the in-depth knowledge about the topic, sample size, sample
description, sources of data collection etc.

According to Prof. VSP Rae, Human Resource Development (HRD) is a


process of improving, changing and developing the skills, knowledge,
creative ability, aptitude, attitude, values commitment, etc., based on present
and future job and organizational requirements.

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2.63 BENEFITS DERIVED FROM LITERATURE REVIEW

1) We can get information on the Topic in a very short span of time

2) Exact definitions related to topic under study can be gathered

3) It is conceptually sound

4) It serves as an indicator to study the topic with the accurate terms

5) Authentication level of information becomes enriched.

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. 2.7 TYPE OF RESEARCH: Exploratory Research

When Researchers lack a clear idea of problem they will meet during the
study, through this study researchers develop concepts more clearly,
establish priorities, develop operational definitions and improve the final
research design. The exploratory study helps in area of investigation may be
so new or so vague.

Human resource Development processes-its Effectiveness very


important area of study in corporate. In this study gives a clear picture of the
processes like Training & Development, Performance appraisal,
Organization Development, promotion policy and welfare facilities etc. It
helps in knowing the practical situation in the organization (BAMUL)

2.8 SAMPLING TECHNIQUES:

Questionnaire Design- A Self administered questionnaire offered the most


cost effective for securing feedback on the effectiveness of research
problem. Some question was related on the investigative questions, some are
drawn from executive interviews and remaining was self-conceptual.

2.9 SAMPLE SIZE: The sample size is chosen form the various
departments of BAMUL like H.R, Finance, Administrative and Marketing.
Around 50 participants were interviewed form the above departments in
collecting the information.

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2.10 SAMPLE DESCRIPTION:

Simple random Sampling: The entire respondents have non-zero


probability of selection for each population elements (Departments). In
BAMUL the respondents to the questionnaire have their own equal chance
of response among them.

2.11 INTRUMENTATION TECHNIQUE: The statistical tools use for


the research analysis, interpretation for the testing of hypothesis in order to
relating proposed objectives, conclusion with respect to hypothesis –
• Pie Chart
• Bar chart
• Table

2.12 ACTUAL COLLECTION OF DATA:

The Data has taken from both primary and Secondary sources with convince
for framing the accurate research oriented facts:

Primary Data- From Questionnaire, Direct interview , Observation ,from


the Sample of 50 members in BAMUL.

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Secondary Data- From Internet, Reference books, Research reports, Related


articles management magazines, Dictionaries, Handbooks, newspaper
articles, library. Etc which gives related and relevant information about the
research topic which is useful for effective solution or conclusions,
recommendations, analysis for the further research process.

2.13 HYPOTHESIS

DEFINITION OF HYPOTHESIS

It is a tentative proposition formulated for empirical testing. It is a


declarative statement combining concepts. It is a tentative answer to
questions.
Testing of hypothesis deals with accepting or rejecting the hypothesis by a
statistical procedure.

a. NULL HYPOTHESIS

The hypothesis, which is being tested for possible rejection, called null
hypothesis. It denoted by Ho.

Ho “employees are satisfied with the present HRD processes”

b.ALTERNATIVE HYPOTHESIS

If the null hypothesis is found to be untrue, another hypothesis, which


contradicts the null hypothesis, is accepted. This hypothesis is called
alternative hypothesis and it is denoted by H1.

H1: “employees are not satisfied with the present HRD processes”

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CHAPTER - 3

Company Profile

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Bangalore Dairy
An ISO 22000:2005 & ISO 9001:2000 Certified

Harbinger of
Milk Producers Prosperity
March 2008
Bangalore Urban & Rural Districts Co-operative Milk
Producers Societies’ Union Ltd.,
Dr. M.H. Marigowda Road, Dharmaram College Post, Bangalore- 560 029

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BAMUL at Glance
An ISO-22000:2005 & ISO-9001:2000 Certified
Procurement & Input
Inhabited Villages 2,611
Milk Producer Members 3,21,238
Dairy Co-operative Societies 1,607
Milk Procurement Routes 105
Artificial Insemination Centers Single 248
Cluster 89
Processing Plants
Bangalore Dairy 6,00,000 LPD
Anekal Chilling Center 60,000 LPD
Byrapatna Chilling Center 60,000 LPD
Doddaballapura Chilling Center 60,000 LPD
Hosakote Chilling Center 1,.50,000 LPD
Solur Chilling Center 60,000 LPD
Vijayapura Chilling Center 1,00,000 LPD
Kanakapura Chilling Center 60,000 LPD
Bulk Milk Coolers 90,000 LPD
Marketing & Sales
Number of Distribution Routes 167
Retailers 1007
Whole Sale Dealers 10
Franchisee Outlets 27
Milk Parlors 28
Day Counters 138
Transporter Cum Distributor 16
Finance 2006-07
Total Share Capital 1158.39 Laks
Annual Turnover 37437.00 Laks
Net Profit (2006-07) (Approx) 219.00 Lak

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3.1 Introduction:
The Bangalore Milk Union (BAMUL) was established during 1975 under
Operation Flood II by keeping “Amul” as its Roll Model. At present
BAMUL has Bangalore Urban and Bangalore Rural Districts of Karnataka
State as its area of operation for Milk Procurement and Catering Milk to the
Bangalore City Milk Market area. Since its inception, the Union is
constantly striving to further the dairy development and marketing activities
in its milk shed area. In result Bangalore Milk Union grown as the biggest
co-operative Milk Union in South India.
OBJECTIVES
• To organize Dairy Co-operative Societies at Village level and
dissemination of information like good dairy husbandry and
breeding practices; & Clean Milk Production through Extension
Services.
• To provide assured market & remunerative price for the milk
produced by the farmer members of the co-operative societies.
• To provide technical input services like veterinary services,
artificial insemination, supply of balanced cattle feed & Fodder
seed materials etc., to milk producers.
• To facilitate rural development by providing opportunities for self-
employment at village level, thereby preventing migration to urban
areas, introducing cash economy & opportunity for steady income.
• To provide quality Milk and milk products to urban consumers at
competitive prices.

3.2 Background:

On January 1st 1958 a pilot scheme to cater to the Bangalore milk market,
Department of Animal Husbandry, Government of Mysore started Milk
process facilities & Veterinary Hospitals at National Dairy Research

Institute (NDRI). Later in 1962, The Bangalore Milk Supply Scheme came
into existence as an independent body. With the great efforts of the then

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Hon’ble Minister for Revenue & Dairying, Government of Mysore Sri M


V. Krishnappa, A joint venture of UNICEF, Government of India &
Government of Mysore was dedicated Bangalore Dairy to the people of
Karnataka State on 23rd January 1965 by the then Hon’ble Prime Minister
Late Sri Lal Bahadhur Shastriji. The Bangalore Dairy scattering over an
area of 52 Acres of land, the Dairy had an initial capacity to process 50,000
liters of milk per day. Bangalore Dairy underwent a structural change in
December 1975, handed over to Karnataka Dairy Development Corporation
(KDDC). Rural Milk Scheme of Mysore, Hassan & Kudige Districts was
started under Operation Flood-II and then transferred to Karnataka Milk
Federation (KMF) in May 1984 as a successor of KDDC. To cater to the
growing demand for milk by the consumers of Bangalore City, the capacity
was increased to 1.5 lacks liters per day under the Operation Flood-II during
1981 and later increased to 3.5 lacks liters per day under Operation Flood-III
during 1994.

As per the policies of the National Dairy Development Board (NDDB),


Bangalore Dairy was handed over to Bangalore Milk Union (BAMUL) on 1st
September 1988. The Union is capable of processing the entire milk
procured, by timely implementation of several infrastructure projects like
commissioning of New Mega Dairy with a processing Capacity of 6.0 Lakh
Sliters per day, new chilling centers, renovation of product block etc.,

The milk shed area of BAMUL comprises of 2611 revenue villages. As of


now the Union has organized 1644, Dairy Co-operative Societies (DCS) in
2,055 villages, thereby covering 78% of the total villages in these two
districts. In these DCSs, there are 3,21,238 milk producer members.
Among them 96,653 members are women and 57,938 members belong to
Schedule Caste and Schedule Tribes.

The philosophy of this co-operative milk producers’ organization is to


eliminate middlemen and organize institutions owned and managed by milk
producers, by employing professionals. Achieve economies of scale of rural

milk producers by ensuring maximum returns and at the same time


providing wholesome milk at reasonable price to urban consumers.

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SUltimately, the complex network of co-operative organization should build


a strong bridge between masses of rural producers and millions of urban
consumers & achieve a socio-economic revolution in the village community.

BAMUL has been registered under MMPO by Central Registration


Authority. Today, the Union has become the biggest Milk Co-operative
Union in Southern India. BAMUL has been certified for ISO 22000:2005
& ISO 9001-2000 for quality management and Food Safety Systems.

In recognistion to these efforts and achievements, the National Productivity


Council (NPC) of Government of India has conferred “Best Productivity
Award” FIVE TIMES and “Energy Conservation Award” by Bureau of
Energy Efficiency (BEE) to the Union.

3.3ORGANISATION STATUS

The member producers and their Dairy Co-operative Societies (DCS) are the
vital constituents of the Union and their progress is the judging yardstick of
the efficiency of the Union’s operation. Hence the maximum importance
has been given to their development. The Union is making concerted efforts
over the years to organize more and more DCSs in the milk-shed area.

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Number of Functioning DCS


1607
1547
1433 1483
1386
1266 1301
1119 1165
1055
994
918

1995-96 1996-97 1997-98 1998-99 1999-2000 2000-01 2001-02 2002-03 2003-04 2004-05 2005-06 2006-07

Importance has been given to enroll more and more milk producers in the
Villages as members of these DCS’s. While enrolling these members, more
emphasis is being accorded to enroll more number of women members and

to organize more women managed DCSs under STEP (Support to Training


and Employment Program for Women). It is heartening to note that there is
an active participation of women/ weaker sections of the society in all the
dairy development activities of the Union. They have become mainstay of
all the developmental programs of the Union. This has resulted in the
accrual of economical benefits of these programs to the most vulnerable
sections of the rural economy.

As on March 2007 in these DCS , there are 3,21,238 milk producer


members are enrolled and out of which 96,653 are women and
57,938 members belong to Schedule caste and schedule Tribes.

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Total Membership & Women Membership at DCS

321238
309597
297162
289095
275440
350000

300000

203831
200187
185166
182279
176848
166775
250000
163792

200000

96653
91746
85849
81344
150000

72220
37501

38878
32827
100000

31218
29246
25165
22899

50000

0
1995-96 1996-97 1997-98 1998-99 1999-2000 2000-01 2001-02 2002-03 2003-04 2004-05 2005-06 2006-07

MILK PROCUREMENT

The Milk produced by farmers at village level will be collected every


day morning and Evening in TWO Shifts. Under Clean Milk
Production programme to maintain the freshness & quality of the milk
50 Bulk Milk coolers covering 121 DCS of Total Capacity 90,000 Lts
were installed at DCS level. During the year the Unions daily average
milk procurement is 7.58 Lakh Kgs, which works out to be 471 kgs per
day per DCS. The milk procurement has come down by 5.91 % when

compared to the historical highest milk procurement ie., last year. The
fall is due to draught and animal movement in the milk shed area.

Bangalore Milk Union Stands FIRST in Karnataka State and SIXTH


position in the Country in terms of Milk procurement by a single co-
operative organization..

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Milk Procurement (Avg. Kg's /Day)

805618

758021
900000

713047
800000

594079
557508
546941
700000

532948
496732
600000

424483
404603
394546
351799

500000

400000

300000

200000

100000

0
1995-96 1996-97 1997-98 1998-99 1999-2000 2000-01 2001-02 2002-03 2003-04 2004-05 2005-06 2006-07

BAMUL is offering the most remunerative milk procurement price to


member producers. The operational efficiency is reflected on
procurement prices paid to the member producers. The average milk
procurement price paid during the year was Rs. 10.91 for every Kg of
Milk supplied to the Union. Which is 72% of total cost of production.

Sal & Admin Misc Int & Bank Chrgs


Ret. Margin 7% 4% 2%
3%

Packing
4%

Process Milk Purchase


4% 72%

Transport
5%

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Milk collected at DCS will be transported to Chilling Centers, through 105


Milk Procurement Routes, by traveling 15,944 KM’s every day. 7 Bulk
Milk Cooler (BMC) Routes are also in operation, which collects milk from
50 BMC centers of 120 DCS directly transported to Bangalore Dairy
through insulated tankers.

LIQUID MILK MARKETING

The Bangalore Milk Union is marketing milk and milk products in the brand
name of “Nandini” through 1008 retailers, 27 Franchisee Outlets, 28 Milk
Parlors, 10 Whole sale Dealers, 16 Transporter Cum Distributors and 138
Day counters being served by 167 distribution routes. The key success
factor of Bamul in becoming a market leader is the narrow price spread
maintained between purchase & sales, marketing higher volumes of milk.
The volume of sales plays a critical role in determining costs. Hence, the
market strategy of Bangalore Milk Union is to regard selling of market milk
as its core marketing activity and to concentrate its efforts in this direction to
increase the volume of milk sales. The impressive growth in the sale of milk
by Bamul over the years is due to the persistent efforts to maintain timely
supply, maintaining quality and attending to the complaints of consumers
and agents with prompt follow-up action.

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Total Milk Sales (Avg. Ltrs/Day)

579782
526346
484707
448689
438146
434250

434375

431663
419588
387406
350723
309967

1995-96 1996-97 1997-98 1998-99 1999- 2000-01 2001-02 2002-03 2003-04 2004-05 2005-06 2006-07
2000

Bamul is also organising Consumer Awareness Programme as a part of


Market Development to create awareness on “Nandini” Milk. Under this
programme personal contacts, Door to Door campaigns, Organisational
Meetings, Mega Dairy Plant visit etc., are conducted regularly.

Types of Milk & Milk products marketing by BAMUL:


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Homogenised toned milk

Nandini Homogenised Milk is pure milk


containing 3% Fat & 8.5% SNF. Which is
homogenised and pasteurised. Consistent
right through, it gives you more cups of tea
or coffee and is easily digestible. Available
in 500 ml packets.

nandini Full Cream Milk

Nandini Full Cream Milk. Containing 6% Fat and


9 % SNF. A rich, creamier and tastier milk, Ideal
for preparing home-made sweets & savouries.
Available in 500ml and 1ltr packs. Apart from the
Milk, the different Milk Products are Curds,
Butter, Ghee, Peda, Sweetened Lassi, Sweetened
Curds, Softy Ice Cream, Flavored Milk, Spiced
Butter Milk are also sold.

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nandini Curd
Nandini Curd made from pure milk. It's thick and delicious.
Giving you all the goodness of homemade curds. Available
in 200 gms and 500 grms packs. Nandini Butter Rich,
smooth and delicious. Nandini Butter is made out of fresh
pasturised cream. Rich taste, smooth texture and the rich
purity of cow's milk, makes any preparation a delicious
treat. Available in 100 gms, 200 gms and 500gms cartons
both salted and unsalted.

nandini Ghee
A taste of purity. Nandini Ghee, made from pure
butter. It is fresh and pure with a
delicious flavour. Hygienically
manufactured and packed in a special
pack to retain the goodness of pure ghee.
Shelf life of 6 months at ambient
temperatures. Available in 200ml,
500ml, 1000ml sachets, 5lts tins and 15.0

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nandini Butter

Rich, smooth and delicious. Nandini Butter is


made out of fresh pasturised cream. Rich taste,
smooth texture and the rich purity of cow's milk,
makes any preparation a delicious treat.
Available in 100 gms (salted), 200 gms and
500gms cartons both salted and unsalted.

nandini Butter Milk

Nandini spiced Butter Milk is a refreshing


health drink. It is made from quality
curds and is blended with fresh green
chillies, green coriander leaves,
asafoetida and fresh ginger. Nandini
spiced butter promotes health and easy
digestion. It is available in 200ml
packs and is priced at most competitive
rates, so that it is affordable to all

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nandini Peda

No matter what you are celebrating! Made from


pure milk, Nandini Peda is a delicious treat
for the family. Store at room temperature
approximately 7 days. Available in 250gms
pack containing 10 pieces each.

3.4 INFRASTRUCTURE DEVELOPMENT:


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The strategy of Bangalore Milk Union is “Procure More, Sell More & Serve
More” and reaping the benefits of economies of scale. In order to realize
this strategy, the Union has implemented the following projects so that more
and more milk can be procured and processed. This will help us to serve our
producer members by passing on the maximum benefits, we are consciously
adopting the growth-oriented strategy of helping our producers to grow by
ourselves growing constantly.

Mega Dairy with a


capacity to process 6
lakh litres of milk per
day expandable to 10
llpd has been built by
investing Rs. 38.70
crores obtained as
term loan from
National Dairy
Development Board.
The Mega Dairy, has
latest state-of-the-art
technological facilities in dairy processing and the Union will have the
ability to manufacture milk and milk products to world class standards.

Although BAMUL sets high standards for its products and customer service,
its prior reliance on manual operations made it impossible to keep pace with
surging demand. In designing mega dairy, BAMUL looked towards an
automated system that would allow it to achieve consistent quality
parameters for each product. Energy and manpower would also be more
effectively optimised and controlled and all plant equipment would be
integrated.

At the heart of the system is a reputed Allen-Bradley PLC-5/80C platform,


which communicates to analog and digital I/O on Control Net a producer-
consumer communication network. Milk now reaches market faster, at a
better quality and with a longer shelf life.

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Apart from the existing SEVEN Chilling Centers Bamul has commissioned
one more new chilling center at Kanakapura from 1st of October 2004 with a
chilling capacity of 50,000 Liters per day.

The best utilization of the existing old dairy building is to convert it into a
Milk Product Block to manufacture Butter, Ghee, Peda, Flavoured Milk,
Spiced Butter, Sweet Lassi, Sweet Curds, Set Curds etc., and the required
equipments are being procured and installed in a phased manner.

3.5 FINANCE:

The Union had an approximate turnover of Rs. 374.37 crores in the year
2006-07 as against Rs. 380.21 Crores for the year 2005-06. Union has
earned a Net profit of Rs. 3.57 Crores for the year 2005-06 as against Rs.
0.51 Crores during 2004-05. This improvement in Net Profit is achieved
sdue to improvement in managerial efficiency, energy management, market
development and quality excellence.

Share Capital (in Lakh Rupees)

1158.39
1157.11
1400

1033.57
1019.66

1031.37
1008.91
1000.05

999.645

1200

1000

800
458.09

458.15

458.23

458.29

458.36

600

400

200

0
1994-95 1995-96 1996-97 1997-98 1998-99 1999- 2000-01 2001-02 2002-03 2003-04 2004-05 2005-06 2006-07
2000

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Annual Turn-over (in Lakh Rupees)

38020.6

37437
31345.89
40000.00

27873.76
25323.43
23232.00
35000.00

22536.30

22072.93
19776.20
30000.00

17125.33
15438.89
25000.00
12257.98
10282.28

20000.00

15000.00

10000.00

5000.00

0.00
1994- 1995- 1996- 1997- 1998- 1999- 2000- 2001- 2002- 2003- 2004- 2005- 2006-
95 96 97 98 99 2000 01 02 03 04 05 06 07

Net Profit (in Lakh Rupees)

387.52
450

357.3
400
350
237.58

228.52

300
189.84

177.31

219
250
113.33

113.86

200
150
73.93

51.29
35.73

100
84.14

50
0
1994- 1995- 1996- 1997- 1998- 1999- 2000- 2001- 2002- 2003- 2004- 2005- 2006-
95 96 97 98 99 2000 01 02 03 04 05 06 07

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

3.6 TECHNICAL INPUT SERVICES:

Bangalore Milk Union is providing various Technical Input & Extension


Services to the producer member & their Cattle through ELEVEN Camp
Offices One in Each Taluk i.e., Anekal, Bangalore Head Office (Bangalore
South), Yelahanka (Bangalore North), Channapattana, Devanahalli,
Doddaballapura, Hosakote, Kanakapura, Solur (Magadi), Nelamangala &
Ramanagara. From these camps the Technical Inputs like Weekly Mobile
Veterinary Service, Emergency Veterinary Service, Artificial Insemination
Service, Periodical Vaccinations, Balanced Cattle Feed Sales, Mineral
Mixture Sales, Fodder development and Fodder Seed Production, Clean
Milk Production practices, Extension Services for Cattle Feeding, breeding
and milk production etc., will be provided.

3.7 ANIMAL HEALTH AND OTHER ACTIVITIES

ANIMAL HEALTH

The Union is taking special care to promote the health of the cattle of
member milk producers. Veterinary facilities have been extended to all the
DCS. Mobile veterinary routes, emergency veterinary routes, infertility
camps, vaccination against foot & mouth disease and thaileriasis diseases,
etc., are being regularly done. There is also a backup of First Aid Services
to needy DCS’s.

b. ARTIFICIAL INSEMINATION

Artificial Insemination (AI) has been the main functional tool in dictating
this upsurge of development of Dairying in Bamul. Farmers have taken up
cross-breeding from way back in 1962. The Union has surveyed and
appropriately located AI centers based on cattle population. It is also
popularized the idea of cluster AI centers and replace the Single AI centers
in a phased manner. The use of progeny tested semen from “Nandini Sperm
Station” is also giving a further boost to the breeding activities.

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

1998- 1999- 2000- 2001- 2002- 2003- 2004- 2005- 2006-


Particulars
99 2000 01 02 03 04 05 06 07
No. of Single
AI 320 248
Ce 386 411 413 434 448 421 353
nte
rs
No. of Cluster
AI
Ce 52 64 89
nte
rs
Avg. AI /
Mo 14,907 15,159 16,380 17,362 18,795 20,870 23,794 25,459 25,212
nth

To reduce infertility in cattle, a frontal attack has been continuously


attempted by conducting Infertility Camps under the expert guidance and by
the use of infertility connected drugs.

During 1999-2000, a Vertical Silo of 10,000 liter capacity for storing Liquid
Nitrogen has been installed under TMDD program in collaboration with
National Dairy Development Board and Karnataka Milk Federation. In
addition this facility is being used for supplying liquid nitrogen to
neighboring Unions and also to Department of Animal Husbandry. This has
helped in protecting the quality of semen straws, thereby considerably
increasing the probability of conception during artificial insemination of
cattle.

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

3.8 CATTLE FEED & FODDER DEVELOPMNET

The Union is implementing several programs to increase milk production


and also to reduce the cost of milk production in the milk shed area.
Balanced cattle feed is being procured from the Cattle Feed Plants of KMF
for distribution among member producers.

Fodder seeds are distributed to member producers at 50% subsidy. In


addition to this, technical advice on growing of fodder crops are being
extended to them. Chaff cutters have been supplied to milk producers at
60% subsidy to ensure effective utilization of fodder.

Cattle Feed Sales:


1998- 1999- 2000- 2001- 2002- 2003- 2004- 2005- 2006-
Particulars 99 2000 01 02 03 04 05 06 07

Avg. CF Sales /
Month
1178 1436 1552 1176 1343 1621 1698 2376 2524
(in
MT’s)

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

CHAPTER 4
DATA ANALYSIS AND INTERPRETATION

4.1PRESENTATION OF DATA

a. HYPOTHESIS:

Ho: “employees are satisfied with the present HRD processes”

H1: “employees are not satisfied with the present HRD processes”

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

TABLE 1: Respondents views on organizational restructuring in

development of an organization.

Sl. No Respondents opinion No %


1 Agree 14 28
2 Strongly agree 28 56
3 Disagree 8 16
4 Strongly disagree 0 0
Total 50 100

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Graph1 showingrespondentsviewson
organizational restructuring
16 %
28%

Agree
Strongly agree
Disagree
Strongly disagree

56%
Analysis:

The above table revels that 56% of respondents strongly agree that

organizational restructuring helps development of an organization, 28% of

respondents agree and 16% of respondents disagree.

Interpretation:

The chart analysis indicates that majority of respondents strongly agree and

accepted that organizational restructuring helps in development of an

organization.

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

TABLE 2: Respondents opinion on managing diversity is help in better

performance.

Sl. No Respondents opinion No %


1 Agree 14 28
2 Strongly agree 28 56
3 Disagree 8 16
4 Strongly disagree 0 0
Total 50 100

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Graph2 showingrespondentsviews on
managingdiversityin an organization

60

50

40

30 Series1

20

10

0
Agree Strongly agree Disagree strongly disagree

Analysis:

The above table revels that 56% of respondents strongly agree that managing

diversity helps in better performance, 28% of respondents agree and 16% of

respondents disagree.

Interpretation:

The table and chart analysis indicates that majority of respondents strongly

agree and accepted that managing diversity helps in better performance.

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Table 3: Respondents opinion on introduction of sophisticated


technology will leads to the development of organization.

Sl. No Introduction of Technology No %


1 Agree 16 32
2 Strongly agree 26 52
3 Disagree 8 16
4 Strongly disagree 0 0
Total 50 100

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Graph3 showingrespondentsopinion on
introductionof sophisticatedtechnology
Agree strongly agree Disagree strongly disagree

52%
16%
16%

0%
32%

Analysis:

The above table revel that 52% of respondents strongly agree that

introduction of sophisticated technology will leads to the development of

organization, 32% of respondents agree and 16% of respondents disagree.

Interpretation:

The chart analysis indicates that majority of respondents strongly agree and

accepted to introduction of sophisticated technology will leads to the

development of organization.

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Table4: Respondents opinion on development of an organization should


be mainly focused through training, development of human resource,
and workers participation in management.

Sl. No Respondents opinion No %


1 Agree 18 36
2 Strongly agree 24 48
3 Disagree 8 16
4 Strongly disagree 0 0
Total 50 100

Graph4 showingrespondentsopinion on
Developmentof Human Resourceand
Trainingof therespondentsopinion
Agree Strongly agree Disagree Strongly disagree

0%

16%
36%

48%

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Analysis:

The above table revels that 48% of respondents strongly agree that
development of an organization should be mainly focused through training
& development of human resource, Workers Participation in Management,
32% of respondents agree and 16% of respondents disagree.
Interpretation:

The chart analysis indicates that majority of respondents strongly agree and
accepted that development of an organization should be mainly focused
through Training and Development of human resource, and Workers
Participation in Management.

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Table 5: Respondents opinion on HR department is the major role


player in strategic HR.

Sl. No Respondents opinion No %


1 Yes 37 67
2 No 13 33
Total 50 100

Graph5 showingtherespondentsopinion
onStrategic HRplanning.
Yes No

0% 0%

33%

67%

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Analysis
The above table revels that 67% of respondents agree or accepted that HR
department is the major role player in strategic HR planning and 33% of
respondents did not accept.
Interpretation:
The above chart analysis indicates majority respondents accepted that HR
department is the major role player in strategic HR planning.

Table 6: Respondents opinion on good climate lead to the productivity


in the organization

Sl. No Respondents Opinion No %


1 Agree 9 18

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

2 Strongly agree 31 62
3 Disagree 10 20
4 Strongly disagree 0 0
Total 50 100

Graph6 showingtherespondentsopinion
ongoodOrganizationclimateleads to the
better productivity
Agree Strongly agree Disagree strongly disagree

62%
20% 20%

18% 0%

Analysis:
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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

The above table revel that 62% of respondents strongly agree that good
organization climate lead to raise the productivity in the organization, 18%
of employees agree and 20%of respondents disagree.
Interpretation:

The chart analysis indicates that majority of respondents strongly agree and
accepted that good organization climate lead to raise the productivity in the
organization.

Table 7: Respondents opinion on good HR practice leads to HRD.

Sl. No Respondent Opinion No %


1 Yes 38 76
2 No 12 24
Total 50 100
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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Graph7 showingtherespondentsopinion on good


HRPracticesleadsto Human Resource
Developmentin the organization
Yes No 0% 0%

24%

76%

Analysis

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

The above table revels that 76% of respondents agree or accepted that good
Human Resource practice leads that Human Resource Development and
24% of respondents not accepted.

Interpretation:
The above chart analysis indicates that majority of respondents accepted
that good Human Resource practice leads to Human Resource Development.

Table 8: Respondents opinion on communication between employer and


employee is essential for better productivity

Sl. No Respondent Opinion No %


1 Yes 39 78
2 No 11 22
Total 50 100

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Graph8 showingrespondentsopinion on role


of communicationb/w employer and
employee

Yes No
0%
0%
22%

78%

Analysis
The above table revels that the 78% of respondents agree that
communication between employer and employee is essential for better
productivity and 22% of the respondents did not accept.

Interpretation:
The above chart and table analysis indicates that majority of respondents
agree that communication between employer and employees is essential for
better productivity

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Table 9: Respondents opinion on promotion policy helps the employees


to improve their potentialities and job performance.

Sl. No Respondent Opinion No %


1 Yes 34 68
2 No 16 32
Total 50 100

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Graph9 showingrespondentsopinion on
promotionpolicyin the organization
80
70
60
50
40
Column2
30
20
10
0
Yes No

Analysis
The above table revels that 68% of respondents accepted that promotion
policy helps the employees to improve their potentialities and job
performance and 36% of respondents did not accept this statement.

Interpretation:
The above chart analysis indicates that majority of respondents accepted that
promotion policy helps the employees to improve their potential and job
performance.

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Table10: Respondents opinion on good relationship with top


management and employees will decrease the conflict in organization.

Sl. No Respondents Opinion No %


1 Agree 16 32
2 Strongly agree 19 38
3 Disagree 9 18
4 Strongly disagree 6 12
Total 50 100

Graph10 showingthe respondentsopinion on


goodrelationshipwith top management
Agree Strongly agree Disagree strongly disagree

12%

32%
18%

38%

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Analysis:

The above table revels that 38% of respondents strongly agree that good
relationship with top management and employees will decrease the conflict
in organization, 32% of respondents agree, 18% of respondents disagree and
12% of respondents strongly disagree.
Interpretation:

The chart analysis indicates that majority of respondents strongly agree and
accepted that good relationship with top management and employees will
decrease the conflict in organization.

Table 11: Respondents opinion on capabilities and attitude of candidate


are identified by using scientific techniques

Sl. No Respondents Opinion No %


1 Agree 16 32
2 Strongly agree 12 24
3 Disagree 12 24

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

4 Strongly disagree 10 20
Total 50 100

Graph11 showingthe respondentsopinion


onscientificTechniquesidentifiesthe
capabilities& attitudeof candidates

35
30
25
20
15
10
5
0
Agree Strongly agree Disagree strongly
disagree

Series1

Analysis:

The above table revel that 32% of respondents agree that capabilities and
attitude of candidates are identified by using scientific techniques, 24%of
employees strongly agree, 24% of respondents disagree and 20% of
respondents strongly disagree.
Interpretation:

The chart analysis indicates that majority of respondents agrees that


capabilities and attitude of candidates are identified by using scientific
techniques.

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Table 12: Respondents opinion on HRD processes in the organization.

Sl. No Respondents Opinion No %


1 Highly Satisfied 9 18
2 Satisfied 31 62
3 Partially satisfied 5 10
4 Dissatisfied 5 10
Total 50 100

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Graph12 showingthe respondentsopinion


onHRDProcessesin the Industry
Highly satisfied Satisfied Partialy satisfied Dissatisfied

10%
18%
10%

62%

Analysis
The above table revels that 18% of employees are highly satisfied with
company’s HRD processes, 62% of employees are satisfied, 10% of
employees partially satisfied & 10% of employees are dissatisfied.

Interpretation:
The above chart analysis indicates that majority of employees are satisfied
with company HRD processes.

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Table 13: Respondents opinion on training program

Sl. No Respondents Opinion No %


1 Once in a month 0 0
2 Once in six month 9 18
3 Once in a year 10 20
4 Whenever required 31 62
Total 50 100

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Graph13 showingrespondentsopinion on
Trainingin the Industry

70

60

50

40
30
Series1
20
10
0

Once in a
month Once in six
month Once in a year
Whenever
required

Analysis
The above table revels that 18% of employees are getting training once a
sixty month, 20% of employees are getting training once in a year, 62% of
employees are getting training whenever they requires in the organization.

Interpretation:
The above chart analysis indicates that majority of the employees are
getting training whenever they require in the organization.

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Table 14: Respondent opinion on rate the tools and the techniques used
in training program.

Sl. No Respondents Opinion No %


1 Excellent 10 20
2 Good 31 62
3 Satisfactory 9 18
4 Poor 0 0
Total 50 100

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Graph14 showingthe respondentsopinion on


toolsandtechniquesused in training
Excellent Good Satisfactory Poor

0%

18% 20%

62%

Analysis
The above table revels that 20 % of respondents opinion is that tools and
techniques used in training program are excellent, 62% of respondents
opinion is good and 20% of respondents opinion is satisfactory.

Interpretation:
The above chart analysis indicates that majority of respondents opinion is
that tools and techniques used in training program are good.

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Table 15: Respondents opinion on company internal Recruitment


process.

Sl. No Respondents Opinion No %


1 Excellent 0 0
2 Good 5 10
3 Satisfactory 25 50
4 Poor 20 40
Total 50 100

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Graph15 showingthe respondentopinionon


CompanyRecruitmentprocess

50

40

30

20 Series1

10

Excellent
Good
Satisfactory
Poor

Analysis:
The above table revels that 10% of respondents opinion is that internal
recruitment process followed by the organization is good, 50% of
respondents opinion is satisfactory and 40% of respondents opinion is poor.

Interpretation:
Recruitment stage is said to be a crucial stage in retaining the talented
employees .It is the stage where employer should be careful in recruiting the
employees in that stage which helps them in retaining them for a longer
time. According to study, the process of the company is satisfactory

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Table 16: Respondents opinion on performance and feedback system


helps in the career growth

Sl. No Respondent Opinion No %


1 Yes 36 72
2 No 14 28
Total 50 100

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Graph16 showingtherespondensopinion on
performanceandfeedbacksystem
Yes No

0%

28%

72%

Analysis
The above table revels that 72% of respondents agree that the performance
and feedback system helps in career growth, 28% of respondents did not
agree.

Interpretation:
Majority of the respondents expressed their views that the system of
Performance appraisal and feedback system helps in both career and

organizational growth.

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Table 17: Respondents opinion on job rotation is practiced widely to


help employees to improve their skills.

Sl. No Respondents Opinion No %


1 Agree 5 10
2 Strongly agree 31 62
3 Disagree 14 28
4 Strongly disagree 0 0
Total 50 100

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Graph17 showingrespondentsopinion on
Jobrotation
Agree Strongly agree Disagree Strongly disagree

62% 28%

28%

10% 0%

Analysis
The above table revels that 10% of respondents agree that job rotation is
practiced widely to help employees to improve their skills, 62% of
respondents strongly agree and 28% respondents disagree on this.

Interpretation:
The above chart analysis indicates that majority of the respondents strongly
agree that job rotation is practiced to help employees to improve their skills.

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Table 18: Respondents opinion on promotion is done on basis

Sl. No Respondents Opinion No %


1 Seniority 9 18
2 Performance 10 20
3 Time bond 31 62
4 a&b 0 0
Total 50 100

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Graph18 showingthe respondentsopinion


onpromotion
70

60

50

40
Series1
30

20

10

0
Seniority Performance Time bound a& b

Analysis
The above table revels that 18% of Respondents have opinion that
promotion is done on the basis of seniority, 20% opine that it is on the basis
of performance and 62% of respondents feel that it is on time bond basis.

Interpretation:
The above chart analysis indicates that majority of the respondents opinion
is that promotion is done on the basis of time bond.

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Table 19: Respondents views on employees opinion in decision is taken


by the management

Sl. No Respondent Opinion No %


1 Recruitment 14 28
2 Introducing new technology 28 56
3 To improve productivity 0 0
4 If others specifies. 8 16
Total 50 100

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Graph19 showingthe respondentsopinion


onemployees decision
Recruitment Introduction new tecnology To improve productivity If others specifies

0%
16% 28%

56%

Analysis
The above table revels that 28% of respondents have expressed that
employees opinion in decision making is taken in recruitment process, 56%
of Respondent have expressed that employees opinion is taken on
introduction of new technology and 16% of the Respondents feel that
employees opinion is considered in other areas.

Interpretation:
The above chart analysis indicates that majority of the respondents feel that
opinion of employee is taken on decision regarding introduction of new
technology in the organization.

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Table 20: Respondents views whether change is needed in the HR


processes.

Sl. No Respondent Opinion No %


1 Recruitment & Selection 28 56
2 Training & Development 14 28
3 Performance appraisal 8 16
4 All the above 0 0
Total 50 100

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Graph20 showingthe respondentsopinion


onHRPractices
Recruitment & Selection Training & Development
Performance appraisal All the above

0%

16%

28% 56%

Analysis
The above table revels that 56% of employees response is that change is
needed in recruitment & selection process, 28% of employees response is
regarding Training & Development and 16% of employees response is
regarding performance appraisal system.

Interpretation:

The above chart analysis indicates that majority of the employees response
is that change is needed in recruitment and selection process.

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Table 21: Respondents opinion on welfare facilities in the organization

Sl. No Respondent Opinion No %


1 Highly satisfied 17 34
2 Satisfied 28 56
3 Partially satisfied 5 10
4 Dissatisfied 0 0
Total 50 100

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Graph21 showingthe respondentsopinion


onwelfarefacilitiesin the Industry
Highly satisfied Satisfied Partially satisfied Dissatisfied

0%
10%
34%

56%

Analysis
The above table revels that 34% of employees are highly satisfied with
company welfare facilities, 56% of employees are satisfied and 10% of
employees are partially satisfied.

Interpretation:
The above chart analysis indicates that majority of employees are satisfied
with the company’s welfare facilities.

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

CHARTER 5

FINDINGS, CONCULUSION AND RECOMMENDATIONS

FINDINGSs

The study brought into focus the following findings:


 Majority of employees are satisfied with company HRD processes.

 Most of the employees are getting training whenever they require.

 Most of the employees agree that promotion policy helps to improve

their potential and job performance.


 Most of the employees are satisfied with the tools and techniques used

in the training program.


 Most of the employees expressed existence of good relationship

between top management and employees.


 Internal recruitment processes is satisfactory.
 Majority of employees agree that good human resource management

leads to Human Resource Development.


 Majority of employee’s response is that performance appraisal and

system helps in career growth.


 Majority of respondents opinion is that job rotation is practiced widely
to help employees to improve their skills.
 Majority of employee’s response that changes to be made in the

performance appraisal, recruitment and selection process.

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CONCULUSION
The study brought into focus the following features:
 Employees are satisfied with present HRD processes.

 Organization gives more important to training and

development.
 Organization provides good training opportunities with

adequate facilities.
 Tools and techniques used in training program are good.

 Employees are satisfied with training program.

 Promotion policy is well defined and shared with all

employees, promotion is motivating factor to work and it is


completely based on merit rather then experience.
 Organization is giving more opportunity to developing the

Human resource.
 Organization is giving more scope of information technology.

 Employees are expecting changes in recruitment process and

performance appraisal system.


 Organization is developing good organization climate.

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RECOMMENDATIONS
The study brought into focus the following Recommendations:

 Organization has to effectively manage human capital the knowledge,

skills and capabilities that have value to organizations.

 HRD role can be planned and implemented to benefit both individuals

and organizations.

 The managers must draw clear path, create a development climate and

help employees realize their full potential.

 The higher the level of the manager, he should pay more attention to the

HRD Processes in order to ensure its effectiveness.

 A healthy organizational climate is essential for developing human

resource.

 If the organization is able to inculcate a spirit of ‘belongingness’ in its

employees, the employees will be more loyal and committed.

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 Managers must develop strategies for identifying, recruitment and hiring


the best talent available; developing these employees in ways that are
firm specific; helping them to generate new ideas and generalize them
through out the company; encouraging information sharing and
rewarding collaboration and teamwork.

 To ensure this healthy feeling, the organization has to provide for their
basic as well as higher order needs through appropriate management
styles and systems.

 The commitment of employee increases when he/she is able to find

opportunities to use his/her full potential while at work.

 The maintenance of a healthy working climate and the development of


human resources are the responsibilities of the organization.

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ANNEXURE
QUESTIONNAIRE

TOPIC: “A STUDY ON HUMAN RESOURCE DEVELOPMENT –ITS IMPACT


ON PERFORMANCE OF EMPLOYEES” AT BAMUL.

Dear /Madam,

I am IMTIYAZ AHMED BELLARY student of Sambhram institute of


management studies , Bangalore, pursuing my fourth semester MBA. As a part of the
course I must submit a project to the university. I would appreciate if you can kindly
spare your valuable time and answer the following questions. The information gathered is
purely for research purpose and will be kept confidential.

Thanking you,

IMTIYAZ AHMED BELLARY

PART –A

Name:

Age:

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HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS

Sex: a)Male b)Female

Marital status: a)Married b)Unmarried

Department:

Designation:

Qualification:

Experience: a) Less than 5 years b) 5-10 years

c) More than 10 years

Part-B

1. Do you agree “organization restructuring is will to development of an organization”?

a) Agree b) Strongly agree


c) Disagree d) Strongly disagree

2. Do you agree managing diversity will help in better performance?

a) Agree b) Strongly agree


c) Disagree d) Strongly disagree
s
3. Do you agree “introduction of sophisticated technology will leads to the development
of organization”?

a) Agree b) Strongly agree


c) Disagree d) Strongly disagree

4. Do you agree development of an organization should be mainly focused through


training, developing human resource and workers participation in management?

a) Agree b) Strongly agree


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c) Disagree d) Strongly disagree

5. The HR department is the major role player in strategic HR planning.

a) Yes b) No

6. Can good organization climate lead to raise the productivity in the organization?

a)Agree b)Strongly agree


c) Disagree d) Strongly disagree

7. Do you agree, Human Resource Management practices leads to Human Resource


Development in an organization?

a) Yes b) No

8. Do you think communication between employer and employee is essential for better
productivity?

a) Yes b) No

9. Promotion policy helps the employees to improve their potentialities and job
performance.

a) Yes b) No

10. Do you agree “good relationship with top management and employees will decrease
the conflict in organization “?

a)Agree b)Strongly agree


c) Disagree d) Strongly disagree

11. Do you agree the capabilities and attitude of capabilities and attitude of candidate are
identified by using scientific techniques?

a) Agree b) Strongly agree


c) Disagree d) Strongly disagree

12. How do you feel about HRD practices in your industry?

a) Highly satisfied b) satisfied


c) Partially satisfied d) Dissatisfied

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13. How frequently you are getting training in your industry.

a) Once in a month b) Once in six month


c) Once in a year d) whenever required

14. How do you rate the tools and the equipment used in training programs?

a) Excellent b) good
c) Satisfactory d) Poor

15. How effective is your company recruitment process?

a) Excellent b) good

c) Satisfactory d) Poor

16. How well the performance appraisal and feedback system helps in your career
growth?

a) Yes b) No

17. Job rotation is practiced widely to help employees to improve their skills.

a)Agree b)Strongly agree


c) Disagree d) Strongly disagree

18. Promotion is done on the basis of

a)Seniority b)Performance
c) Time bound d) a & b

19. Employees opinion in decision are taken by the management in

a) Recruitment b) Introducing new technology


c) To improve productivity d) if others specifies.

20. Do you think changes are to be made in the following HR practices?

a) Recruitment & Selection b)Training & Development


c) Performance appraisal d) All the above

21. Are you satisfied with the welfare facilities given by the company?
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a) Highly satisfied b) satisfied


c) Partially satisfied d) Dissatisfied

Thank you

BIBLOGRAPHY

1. Personnel and Human Resource Management

P. Subba Roa

Himalaya Publication House

2. Alternative Approaches and Strategies of HRD

T.V. Rao

Rawat Publications

3. Human Resource and Personnel Management

K. Ashwathappa
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4. Human Resource Management

V S P Rao

Websites:-

hrmforum.com

hrhelp.com

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