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EXECUTIVE SUMMARY
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
CHAPTER 1
HUMAN RESOURCE DEVELOPMENT AT BAMUL
INTRODUCTION
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.
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
CHAPTER 2
RESEARCH METHODOLOGY
2.1Aim of the study:
To study on Human resource development processes and its effectiveness at
BAMUL.
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.
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.
2.62 METHODOLGY
2.62(a) Internet
Gives the in-depth knowledge about the topic, sample size, sample
description, sources of data collection etc.
3) It is conceptually sound
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.
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.
The Data has taken from both primary and Secondary sources with convince
for framing the accurate research oriented facts:
2.13 HYPOTHESIS
DEFINITION OF HYPOTHESIS
a. NULL HYPOTHESIS
The hypothesis, which is being tested for possible rejection, called null
hypothesis. It denoted by Ho.
b.ALTERNATIVE HYPOTHESIS
H1: “employees are not satisfied with the present HRD processes”
CHAPTER - 3
Company Profile
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
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
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
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.
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
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
compared to the historical highest milk procurement ie., last year. The
fall is due to draught and animal movement in the milk shed area.
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
Packing
4%
Transport
5%
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.
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
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
nandini Butter
nandini Peda
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.
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.
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.
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
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
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
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.
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.
Avg. CF Sales /
Month
1178 1436 1552 1176 1343 1621 1698 2376 2524
(in
MT’s)
CHAPTER 4
DATA ANALYSIS AND INTERPRETATION
4.1PRESENTATION OF DATA
a. HYPOTHESIS:
H1: “employees are not satisfied with the present HRD processes”
development of an organization.
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
Interpretation:
The chart analysis indicates that majority of respondents strongly agree and
organization.
performance.
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
respondents disagree.
Interpretation:
The table and chart analysis indicates that majority of respondents strongly
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
Interpretation:
The chart analysis indicates that majority of respondents strongly agree and
development of organization.
Graph4 showingrespondentsopinion on
Developmentof Human Resourceand
Trainingof therespondentsopinion
Agree Strongly agree Disagree Strongly disagree
0%
16%
36%
48%
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.
Graph5 showingtherespondentsopinion
onStrategic HRplanning.
Yes No
0% 0%
33%
67%
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.
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:
SAMBHRAM ACADEMY OF MANAGEMENT STUDIES
46
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.
24%
76%
Analysis
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.
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
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.
12%
32%
18%
38%
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.
4 Strongly disagree 10 20
Total 50 100
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:
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.
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.
Table 14: Respondent opinion on rate the tools and the techniques used
in training program.
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.
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
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.
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.
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.
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.
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.
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.
CHARTER 5
FINDINGSs
CONCULUSION
The study brought into focus the following features:
Employees are satisfied with present HRD processes.
development.
Organization provides good training opportunities with
adequate facilities.
Tools and techniques used in training program are good.
Human resource.
Organization is giving more scope of information technology.
RECOMMENDATIONS
The study brought into focus the following Recommendations:
and organizations.
The managers must draw clear path, create a development climate and
The higher the level of the manager, he should pay more attention to the
resource.
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.
ANNEXURE
QUESTIONNAIRE
Dear /Madam,
Thanking you,
PART –A
Name:
Age:
Department:
Designation:
Qualification:
Part-B
a) Yes b) No
6. Can good organization climate lead to raise the productivity in the 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 “?
11. Do you agree the capabilities and attitude of capabilities and attitude of candidate are
identified by using scientific techniques?
14. How do you rate the tools and the equipment used in training programs?
a) Excellent b) good
c) Satisfactory d) Poor
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)Seniority b)Performance
c) Time bound d) a & b
21. Are you satisfied with the welfare facilities given by the company?
SAMBHRAM ACADEMY OF MANAGEMENT STUDIES
83
HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS
Thank you
BIBLOGRAPHY
P. Subba Roa
T.V. Rao
Rawat Publications
K. Ashwathappa
SAMBHRAM ACADEMY OF MANAGEMENT STUDIES
84
HUMAN RESOURE DEVELOPMENT PROCESS –ITS EFFECTIVENESS
V S P Rao
Websites:-
hrmforum.com
hrhelp.com