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AN ANALYSIS OF
HRD VALUES IN LUCKNOW MILK UNION (PCDF)
AND ITS IMPACT ON ORGANIZATIONAL CLIMATE
Towards the partial fulfillment of M.B.A. (affiliated to U.P.T.U., Lucknow)
Under the Guidance: Submitted By:
Mr. SURENDRA KUMAR PALLAVI RAIMBA IV SEMESTERRoll No: 0805470049
Session 2008-09DEPARTMENT OF MANAGMENT
BABU BANARASI DAS NATIONAL INSTITUTE OF TECHNOLOGY AND MANAGEMENT,
SECTOR I-DR, AKHILESH DAS NAGAR, FAIZABAD ROAD
LUCKNOW ( U.P.)
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ACKNOWLEDGEMENT
I bow to almighty for always being on my side and bestowing me with blessings that
have helped me sail through good and bad times.
I am deeply grateful to all those people who helped me during this research and also
my parents and family members who gave me their total support during the
completion of this research report.
I would like to thank and express my sincere gratitude towards “Mr. Surendra Kumar
& Prof. R. P. Gupta” for providing me a golden opportunity to take up such an
important research on HRD values and I would also like to thank Mr.Shishir
Srivastava for his valuable guidance.
PALLAVI RAI
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PREFACE
Managing HUMAN RESOURCES in today’s dynamic environment is becoming more
and more complex as well as important. Recognition of people as a valuable resource
in the organization leads the increasing trend of employee maintenance, job security,
etc.
Better working conditions are essential to the region's economic and social progress.
Many of the policies made have a bearing on our employment, working, and living
conditions, "Hence, the voice of working men and women needs to be heard while
formulating a policy." The workers are lobbying for policies that promote employment,
good working conditions, labor standards, transparency, accountability, and
participation.
My research report deals with HRD values used in Lucknow Milk Union and its impact
on the organizational climate”. In this report, I have studied & evaluated that; Are
employees satisfied with the HRD values followed by Lucknow milk union or not? The
primary objective so far understood behind this research report is to compliment the
university teaching with practical orientation and exposure to industrial plants
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Executive summary
Indian dairy is emerging as Sunrise Company. India represents one of the world
largest and fast growing markets for milk and other products due to increasing
disposable income among middle class. During the last 25 years, we have moved
from a situation of scarcity and rational of milk to scenario in which milk has been
increasing at a rate of faster than the rate of increasing population.
So in order to fulfill today’s requirement for milk it is very necessary to manage the
whole operation and it also require a due emphasis on the point of “HUMAN
RESOURCE DEVELOPMENT VALUES IN THESE MILK UNIONS AND ITS IMPACT
ON THE CLIMATE OF ORGANISATION.” Because if human resource values are not
developed well, it will lead to a human resource which has lack of motivation, self
assessment, high level of grievances, high rate of turnover, low out put etc.
So in my research I emphasized on the development of HRD values in order to
increase the level of performance of the employees of the milk union Lucknow.
The main aim of H.R.M. is to hire right kind of person, at right place, in right
quantity and at right time.
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H.R.M. as a whole deals with the employees of any organization i.e. improving
employee satisfaction level in the company so that they can produce more and more
for the organization which will lead to organizational growth. In my views, I
Find that the field of H.R.M. is vast and is highly responsible for an organizational
growth as in modern scenario human resource is treated as an asset of any
organization.
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TABLE OF CONTENT
PROPOSED CHAPTERS PAGE NO.
Chapter 1 – INTRODUCTION 8
Chapter 2 – LUCKNOW MILK UNION & HRD VALUES 59
Chapter 3 –OBJECTIVE OF STUDY 68
Chapter 4 – RESEARCH METHODOLOGY 70
Chapter 5 – LIMITATIONS 75
Chapter 6 – ANALYSIS & DATA INTERPRETATION 77
Chapter 7 – FINDINGS 99
Chapter 8 – SWOT ANALYSIS 101
Chapter 9 – SUGGESTIONS AND RECOMMENDATION 104
Chapter 10 – CONCLUSION 106
Bibliography
Annexure or Appendix
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INTRODUCTION
About The Organization
o DAIRY SCENARIO IN INDIA
o INTRODUCTION TO DAIRY CO-OPERATIVE
o HISTORY OF PRADESHIK CO-OPERATIVE DAIRY FEDERATION
o PRADESHIK CO-OPERATIVE DAIRY FEDERATION (P.C.D.F.;HEAD
OFFICE)
o INTRODUCTION TO LUCKNOW MILK UNION
o COMPANY PROFILE FOR LUCKNOW
o NEW DEVELOPMENTS
o PARAG DAIRY-MARCH TOWARDS EXCELLENCE
About HRD Values
o MEANING OF HRD VALUES
o DEFINITIONS OF HRD VALUES
o CONCEPT OF HRD
o FEATURES & OBJECTIVES OF HRD
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o ELEMENTS OF HRD VALUES
A) ABOUT THE ORGANIZATION
DAIRY SCENARIO IN INDIA
Indian dairy is emerging as sunrise industry. India represent one of the world’s largest
and fast growing markets for milk and other products due to increasing disposable
incomes among 275 million middle class. The country is been changed after the end
of 2000 A.D. as the world’s number one in milk production. The reason being that, it is
rural based, land saving and gender natural composed to the drop production to offers
more favorable opportunities of employment. Dairy farming provides substantial
source of the landless labour as.
Dairy development in India has been acknowledged the world over as one of modern
India’s most successful developmental Programmer. India is the world’s largest
producer of milk at 74 million tones; it is over three million tones in excess of what is
produced in the U.S. The per yield cattle in India is around three liters a day. Further,
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in the U.S. Nearly 70% of dairy items produced are value added products and the
balance is sold s milk. In India, the situation is quite reverse.
Well as marginal farmer.
During the last 25 years, we have moved from a situation of scarcity and rationing of
milk to a scenario in which milk has been increasing at a rate faster than the rate of
increasing of population. There is large and rising domestic demand both for milk and
Milk products with an expanding middle income group, there exist a market for value
added products, especially in the cities and towns. There is also the possibility and
covering surplus into conventional milk products like casein is not only import to
developed countries. Modern scientific processing technology and marginal incursion
are opening up best opportunities in processing and marketing of various kind of value
assess milk flavored, ice cream, cheese and other delicacies.
The emerging consumption patterns present new challenges for the dairy industry.
The strategy is now shifting from distribution to sales and marketing extreme
permissibility’s of milk and possibilities of its contamination necessitate rapid
movement of milk difficult.
Indian dairy market is multi layered shaped like pyramid with the base made up of
vast market for low cost milk. The narrow tip is small but affluent market for western
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type milk products. Presently, rarely 782 out of 3700 cities and towns are served by its
milk distribution dispatching hygienically packed whole some quality of pasteurized
milk.
Currently, consumption of liquid milk accounts for about 46% of the total production of
milk. The remaining 54% is utilized for conversion to milk products. Of this the, share
of, the organized sector is less than 10%. The production of milk product is increasing
at the rate of about 5% yearly. Among the products manufactured by the organized
sector are ghee, butter, cheese, ice creams, milk powders, malted milk food,
condensed milk, infant foods etc. Of these Ghee (Clarified Butter) alone accounts for
85%, industry has also introduced a number of new products such as case in, lactose,
dairy whiteners, different varieties of cheese etc. and is exporting certain milk
products
The manufacturing of milk product is concentrated in this milk surplus. The top six
states viz Uttar Pradesh, Punjab , Haryana, Rajasthan , Gujrat , Maharashtra , Andhra
Pradesh , Karnataka , Tamil Nadu , Together Account For 58% Of National
Production
About 75%Of Milk is consumed At the House hold Level, Which is not a Part of
Commercial dairy industry. Loose milk has a largest in India as it is perceived to be
fresh by more consumers. In reality, however, it poses a higher risk of adulteration
and contamination.
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Although milk production has grown at a fast pace during the last three decades
(Courtesy Operation Flood), milk yield per animal is very low. The main reasons for
the low yield are:-
Lack of use of scientific practices in mulching.
Inadequate availability of fodder in all seasons.
Of the three A’s of marketing ACCEPTIBILITY, AVAILABILITY and AFFORDABILITY,
Indian dairy is already with first two A’s. People in India love to drink milk. Hence, no
effort are needed to make it acceptable, its availability is not a limitation either
because of ample production. It leaves the third vital marketing factor
AFFORDABILITY. How to make it affordable for the majority with the limited
purchasing power? This is the essence of the challenge.
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INTRODUCTION TO DAIRY CO-OPERATIVE
For long years milk production in the country has been characterized by small – scale
production of milk by most farmers has made milk producers. This was an important
reason for the Kaira Union & its success. Unions which came in Gujarat during the
1955’s acquired greater significance that traditional dairy co-operative the reason
being, they tuned in with the processes of modernization and commercialization.
Between 1948 & 1957 the Kaira Union grew from 250 liters from 5 villages’ societies
to 50,000 liters from 9000 village’s societies It was therefore, inevitable that they
attracted growing attention of policy makers. Towards the end of 1960’s the lessons of
the Gujarat Dairy co-operative Movement thus begain to get incorporated in the
official policy towards dairy development. The government of India entrusted the
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National Dairy Development Board (NDDB) with task of implementing Operation Flood
(OF) which involved creation of Anand pattern or Amul type co-operative unions in 17
districts of the country.
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OPERATION FLOOD –I(1970-81)
Operation Flood was the result of an organized attempt directed towards the
development of the dairy industry in India. The program has laid emphasis on setting
up of Anand Patten rural milk products co-operative organization to procure process
and market milk and to provide some of the essential technical services for increasing
milk with the world program.
The emerging consumption pattern presents new challenging for the dairy industry.
The strategy is now shifting from distribution to sales and marketing. Extreme
perishability of milk and possibilities of its contamination necessitate rapid movement
of milk.
Indian dairy market is multi-layered shaped like a pyramid with the base made up of
vast market for western type milk products. Presently, rarely 778 out of 3,700 cities &
town are served by its milk distribution network dispensing hygienically packed
wholesome, quality pasteurized milk.
Of the three A’s of marketing availability, acceptability & affordability, Indian dairying
already endowed with the first,people in India love to drink milk, hence ,no efforts are
needed to make it acceptable, its availability is not a limitation either. Because of
ample production; it leaves the third vital marketing factor affordability, how to make
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affordable for the majority of consumers with limited purchasing power? This is
essence of the challenge.
New emerging daily market will focus on:-
a) FOOD SERVICE INSTITUTIONAL MARKET. It is growing at double the rate of
consumer market.
b) DEFENCE MARKET:-
an important growing market for quality products used as raw material in
pharmaceutical and allied industries, India with her sizable dairy industries growing
rapidly and is on the path of modernization would have decades to come.
(WFF)undertook to provide as aid 12600 tones of Butter Oil(BO)for financing the
program.
The program organized dairy co-operative at the village level providing and production
enhancement of city set dairies. the main thrust was to setup dairy co-operatives in
the milk sheds, so as to link them to the four metro cities
BOMBAY,DELHI,CALCUTTA & MADRAS, in which a commanding share of the milk
market were to be captured. The overall objective was a modern dairy industry in
India, which would adequately meet the country’s need for milk product.
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The object of OPERATION FLOOD- I was: Removing the middlemen between the
producer and consumer by the procurement of the mild directly by the producer,
directly through village co-operative society.
OPERATION FLOOD II(1981-85)
The background of the institutional framework of Operation Flood-II essentially
comprised the successful replication of Anand Patten of a three tier co-operative
structure of societies, union & federation .the program was approved by the
Government of India for implementation during the sixth plan period, with an outlay for
Rs.273 crores. An about US$ 150 millions was provided by the World Bank & the
balance in the form of commodity assistance from the expanded number of Village
Co-operative societies to 34,500 covering 36 lakh farmer number. The peak milk
procurement increased to a level of 79-lakh liters per day & marketing to 50-lakh liters
per day.
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OPERATION FLOOD III(1985-96)
The third phase aimed at consolidated gains of earlier phases. The main focus of the
program was on achievement financial viability of the milk union/state federation &
adopting the salient institutional characteristic of the “Anand Pattern Co-operative.”
The Operation Flood –III program was funded by a World Bank Credit loan of US$
365 million, Rs.222.6 crore of food aid by EEC & Rs. 207.7 crore by NddB’s own
resources. The program covered some 170 milk shades of the country by organizing
70,000 primary dairy co-operative societies. The objective of Operation Flood –III was:
♦ To arrange the supply of liquid of milk in major cities in U.P
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HISTORY OF PRADESHIK CO-OPERATIVE DAIRY
FEDERATION
The history of co-operative dairy industry in U.P.dates back to 1917, when the “Karta Co-
operative Milk Society “Allahabad was established. LMPU was established in 1938 as the
first step towards organized dairy development Programme all over India. At the time of
independence 4 milk supply schemes were operating in Lucknow, Allahabad and
Varanasi and Kanpur cities. The Agra co-operative dairy came into existence in the
second five year plans, while the dairy of Dehradun, Bareilly, Gorakhpur and Mathura
were adopted later on.
The apex institute of dairy co-operative was registered under the name of ‘PCDF’
(Pradeshik Co-operative Dairy Federation) in the year 1962 during the fourth five year
plan Aligarh, Meerut and Haridwar were also proposed to be included in the scheme.
The govt. of U.P. also entrusted PCDF with the responsibility of implementing the
operation flood I scheme in 1973. The main trust of operation flood 1 was to establish
co-operative structure in some of the best milk sheds located in ten states, UP being
one of them.
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Operation flood 1, 2, 3 were started in UP with the following objectives:
♦ Removing the middle men between the producers and the customers by the
procurement of the milk directly through village co-operative society.
♦ To increase the production of milk from milking animals by providing inputs to
the producers.
♦ To arrange the supply of liquid milk in the major cities of UP.
♦ For carrying out the whole program successfully and for planning,
implementation, follow up and the maintenance etc. an effective organization
structure has been charted out.
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PRADESHIK CO-OPERTIVE DAIRY FEDERATION
(PCDF)
P.C.D.F. has 10 divisions. Every division has managers who are responsible to
general manager of that division. General Manager of every division is responsible to
managing director. The divisions of each division shall be responsible for achieving
fixed target and implementation of system for sorting the problems of unions.
All plans having ambition more than one year or those likely to have an impact on
other functional divisions well before, approval, implementation be routed through the
management service division (MSD), which will check, plan to see whether they are in
conformity with corporate objective, date and analysis for monitoring of performance
in each division shall be provided by the MSD, in each case any other information is
required it can be obtained by MSD.
The state government appoints the Managing Director of the organization.
He / She is of the rank of I.A.S Officer.
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Pradeshik Co-Operative Dairy Federation (PCDF) is the apex body for
implementation of the operation food plan in Uttar Pradesh. It works on the three -tier
patterns. It collects milk through village society processes at district level milk unions
and markets the milk product by state level federation under the Brand name PARAG
PCDF bagged the first place in the collection and marketing of milk in northern India
region. Milk Collection rate of 8.65 lakhs of liters per day in February 1995 and 7.67
lakhs of liters per day in March 1995 were the highest recorded till date. An average
sales figure of 4.58 lacks of liters per day was also achieved for the same year.
Pradeshik Co-Operative Dairy Federation (PCDF) was established in the year
1962.The product line of PARAG includes Liquid milk, skimmed milk powder
(standard and extra grade), table butter, ghee (clarified butter), paneer, milk
cake, flavored milk, Peda, dairy whitener and infant milk food.
District level milk unions : 30
Number of Diary plants : 13
Capacity : 1510 liters per day
Gross value of quality : Rs. 11.45 Lacks
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P.C.D.F. AT A GLANCE
o PCDF was established 1962.
o In 1970-71 the PCDF took charge for the operation flood1st.
o In 1975, PCDF started “Sanker Prajnan” with economical Assistance of PPHC, Britain
& state government.
o In 1976, U.P. milk act was passed
o In 1979, the federation established at 20,000 liters daily handling.
o Dairy from faizabad, The cost of the project was 65.59 lacks
o In November 1982 operation flood 2nd project was launched for better supply of
milk.
o In September 1987 operation flood2nd project ended and flood 3rd project was
started. This project was laid down on the guidelines of dairy development board.
o Parag SURUCHI was launched in the market in 1993-94.On 15th august 1993;
200 ml packing was launched in the Market for the public.
o Due to successful launch of Janta milk an 18% increase in total production. A
double toned 200ml packing was mainly launched in Kanpur, Agra and Varanasi.
o In the year 1993-94 Parag booths were established at bus stands and railway
stations.
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INTRODUCTION TO LUCKNOW MILK UNION
Parag dairy (Lucknow milk union) came into being on 23rd march 1938 via
registration no.257.The capital invested was only Rs. 100/-and 220 liter of milk .Today
2lakh liter of milk is handled in the co-operative production unit and its annual turn
over is Rs.50 crore. Its present share from state govt. is 2.21 crore and from
committee is 52.60 lakh (95-96)
Directors
Mr. NIRMAL CHANDRA CHTURVEDI
Mr. SHANKAR
Mr. PUSHKAR BHATT
Initial capital invested: 100/-
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BRIEF HISTORY_
Established : In the year 1938
Registration : 23rd march 1938
First dairy inspector : Mr. N.K. Bhargawa
Board of capital : state govt. of 90%, co-operative10%
Location : 22, Jopling Road, Lucknow.
Area of distribution : Initially Bakshi Ka Talab, Tewariganj and Gosaiganj
and presently the entire city.
In spite of several setback and hurdles, the co-operative has steadily progressed from
Strength. Operation flood - 2, which was implemented in utter Pradesh, in the year
1983-84 provided the much needed inputs to the co-operatives, for the past few year,
Lucknow Pradeshik co-operative Dairy Federation has mentioned it as lead in among
the states co-operative in areas as drivers as distribution, handling, revenue.
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THE ORIGINAL STRUCTURE OF LMU
The staff strength of Lucknow milk union (LMU) is approximately 450 employees
which can be divided in following categories:-
Class 1: General Manager : 1
Class 2: Managers : 31 Class 3: Subordinates : 183
Class 4: Lower Staff : 92 Approx.
Apart from this, thousands of people, i.e. society men’s, milk producers are Indirectly
Related to the milk union and further sub divisions also takes place.
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Aims and objectives of Lucknow Milk Union
Dairy development program aims at raising the level of rural milk producer, providing
them convenient marketing facilities at their door .as well as good quality milk and milk
products to the consumers particularly of the urban areas at the reasonable price.
Dairy also provides effective supplement to agriculture, especially for the weaker
section of the society in rural areas. Adequate position has been made for technical
and attendant services such as artificial insemination, animal health, fodder and
nutritive cattle food.
Evaluation of standard quality milk and milk products to be marketed by
federation.
Recommending specification for increasing productivity of milk producer and
related milk societies and members of milk union.
To provide encouragement incentives on production, procedure, processing
and marketing activities of milk products for the economic development of
farmer community.
To improve live stock health and disease control facilities by providing
veterinary services to help co-operative milk unions to achieve this objective.
To encourage market and research and development programs.
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To help members of the milk union in technology, administration and financial
assistance.
To arrange collection storage, and transportation of milk and milk products.
To increase the activities related to development and extension of dairy
industry.
To improve the economic development of milk producers and dairy industry.
Capturing a dominant share of the urban milk market, hitherto served by a
multitude of small milk vendors.
Creating a procurement network to link numerous co-operative producer
societies in different milk shed areas to the organized urban dairy.
Dairy development plan aims at raising the level of income of rural milk
producers, providing them convenient marketing facilities at their door, as well
good quality milk and milk products to the consumers, particularly of the urban
areas at a reasonable price.
To make provision for technical and attendant services, such as artificial
insemination, animal health, fodder, seeds green fodder and nutritive cattle
food. .
Recommending specification for increasing productivity of milk producers and
related milk societies and members of milk union.
To encourage market research and R & D program.
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COMPANY PROFILE FOR LUCKNOW
The dairy development in co-operative sector U.P. has long history with Karta co-
operative milk society of Allahabad organized in 1917.milk industry for the first time
entered In the Co-operative sector. PCDF is a pioneer in milk production in U.P. and
based on “ANAND PATTERN”.
Lucknow milk producers’ co-operative union (LMU) was established in 1938. It was an
autonomous body where milk was brought from nearby villages and processed.
In 1962 Pradeshik Co-operative Dairy Federation Ltd. (P.C.D.F.) was established by
the government. The aim was to remove the middleman from transactions between
producers and consumers and also to help the backward classes and villagers
economically. The P.C.D.F. took charge of LMU and other co-operative units of the
state after its establishment. Its major role is to provide technical knowledge to the
people at LMU an.
The P.C.D.F’s functions are based on the objectives of the operation flood, which are
to increase the production of milk from matching animals, by providing the technical
inputs to the producers and to arrange the supply of liquid milk products in major cities
of U.P. and other state.
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LMU has about 400 workers and 100 staff members. The GM to LMU is appointed by
P.C.D.F. but LMU has its own members of board. There is another office situated at a
distance of about 2 km from P.C.D.F., which is regional marketing office (RMO). The
regional manager heads it.
Dairy products are marked under the brand name “PARAG”. They have a
considerable market share in U.P. and other region in north and east. There has been
an increase in the market competition due to the establishment of many private dairies
who have introduced their own brand of milk products.
Amul products still have to face very tough competition in Lucknow “PARAG” due to
the efficient distribution network of marketing division of P.C.D.F.
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NEW DEVELOPMENTS
As a result of policy of liberalization and de-regulation of govt. of India the State
Government also head away with the licensing provision of U.P. Milk Act, 1976 which
required a license for the processing capacity beyond 500 LPD. Now the dairy
industry in the state is being governed by the provision of MMPO, 1992 (milk and milk
products order) where by the processing units with a capacity of more than 75,000
LPD are required to register with the competent authority at the Govt. of India level
whereas the units ranging between 10,000 to 75,000 LPD have to be registered with
the milk commissioner Govt. of U.P. the units below 10,000 have been exempted from
any registration.
Providing concession at 1.5% the milk price to be paid by the processing units in the
state is creating a milk development fund. This fund will be used for providing
assistance to dairy industrialists, extend health cover and technical inputs , creating
additional processing facilities in the backward areas and holding national and
international seminars on new dairy techniques with a view to encourage private
entrepreneurs in the dairy sector. A Dairy Consultancy Center has been set up by the
State Government.
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PARAG DAIRY- MARCH TOWARDS EXCELLENCE
Lucknow is the capital city of Uttar Pradesh .Total area of district is 2528 square
km.91588 hectare is cultivated land. Wheat and rice are the main agriculture
productions of district.69% of farmers are small and medium level farmer who have
about 1 acre land each. Lucknow producers’ co-operative milk union limited, Lucknow
(Parag dairy, Lucknow) was established in India. Very few people know the fact that
the process developed by Lucknow milk union (LMU) was later used in spirit in
Gujarat cooperative milk movement and is now famous as ”Anand Pattern”. LMU was
then chosen as one of the model dairy to implement operation flood programme
started by the National Dairy Development Board (NDDB) in 1970.Present handling
capacity of plant is Rs. 1,50,000/-
The aim of LMU is to provide reasonable price to farmers thereby defending them
from exploitation of milk vendors and earn supplementary income apart from
agriculture. On the other hand the milk union supplies high quality pure milk and milk
products at reasonable prices to urban consumers under the brand name “PARAG”.
The milk union has UPDASP where milk producers have been educated in producing
and supplying milk under clean and hygienic conditions and provided the producers
with semen of pure Indian breed for improvement of present breed of animals.
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LMU has set up of teams for “Quality Check and Health Awareness Programme “for
the urban cons makers of milk. The teams visited different localities in city, tests their
milk and provides on the spot results to the consumers. The milk union also organizes
school children’s visit to its dairy plant to create awareness on milk processing and
other related systems amongst them. The milk union in its endeavor towards
achieving excellence is in the process of obtaining ISO & HACCP CERTIFICATION.
For coming months, LMU has committed itself to provide a minimum of 1, 20,000 liters
of high quality “PARAG “milk per day to the urban consumers. Apart from selling milk
in pouches, the milk union is also gearing itself to provide fresh loose milk to the city
consumers. Towards this end, the milk supply vehicles insulated with Japanese eco-
friendly standards have already been introduced in some areas of the city. All Time
Milk Booths (ATM) are being developed for supply of high quality milk to the
consumers round the clock.
LMU is able to maintain high quality standards in its milk and milk products through
close monitoring of processes in all its stages of production, processing and
packaging. The constant increase in the sales figures of the milk union are a reflection
of pour sincere efforts and the growing confidence of the consumer in PARAG Milk
Products.
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The organization has a chain of around 2000 agents providing employment to the
unemployed youths. It is starting “Door To Door Milk Delivery System” through mini
insulated tanker through commission agents with attractive commission rates.
This system has already been started in Jankipuram, Cantonment, and Badshehnagar
area and is soon going to be extended to other areas of the city. The requirement of
this system is to have a mini insulated tanker for which one has to arrange finances
up to Rs. 50, 000/- himself and rest amount comes through bank finance.
The new milk products by milk union such as CHHENA KHEER, BESAN
LADDOO AND AROGYA VARDHAK CHHACHH(BUTTER MILK), have begun
tickling the taste buds of the consumers giving them great pleasure and value
for money.
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Organizational Structure of P.C.D.F.
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Organizational Structure of L.M.U.
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PRODUCTS
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Various dairy products are produced at ‘PARAG’ which includes processed and
fermented products. A list of these products is as follows-
SS
39
PRODUCTS
OF
Crea
m
Paneer
Flavo
red
Milk
Peda
Ghe
e
Chhe
na
Khee
r
Da
hee
Mattha
Butt
er Milk
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Products of Lucknow Milk Union
CREAM
Cream may be defined as –
That portion of milk which is rich in milk fat.
When milk fat is concentrated into a fraction of the original milk it is called
CREAM.
As per PFA, Cream, excluding sterilized cream, is the product of cow or buffalo
milk or combination which contains not less than 25% milk fat.
Generally cream is a semi milk product and is not commonly sold.
However, when the cream is sold it has 40% fat and rest component of the cream are
water, solids which are not fat.
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BUTTER
It may be defined as fat concentrate, which is obtained by churning cream, gathering
the fat in to a compact mass.
COMPOSITION:
Butter fat : 80.2%
Moisture : 16.3%
Salt : 2.5%
Curd : 1.0%
GHEE
Ghee is one of the most important product of Parag dairy as it has a competitive
market share in U.P. some of the main competitors of this specific product are- Amul,
Anik, Gokul etc.
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Manufacturing plants and equipment required for ghee production are-
• Melting vat
• Ghee
• Settling tank/ storage tank
• Filling tank
• Dump tank
• Packing machine
• Packing material
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WHITE BUTTER
Manufacturing of white butter and table butter is almost the same, except in case of
table butter salt and annatto color is added, where as in white butter nothing is added.
PEDA
It is one of the most popular products of Parag dairy. For preparing it, first we boil
milk in an open pan to the extent, khoa type paste is made. Then it is made taken
out in trays and spreaded uniformly. Grinded cardimum is spread once the uniform
upper layer of the paste. Now it is out into the required size of packing and thus
got packed. It is ½ kg and 01 kg packing.
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MATHA
Generally double toned milk (1.5% fat and 9.00 SNF) is taken for its
manufacturing. Curd is made out of this milk. As per process system when the
proper curd is made, salt and masala is added as per acceptable taste and flavour.
Then it is packed in 200 ml packing.
PANEER
The milk is boiled to 90 C. the specified coagulant is added and then it is set in
paneer hoofs and pressed. Now this is cut into different sizes of packing viz 100
gm, 200 gm, 500 gm and 1000 gm.
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DAHEE(THE FERMENTED PRODUCT)
Generally toned milk is taken for dahee making but at LPCMU presently full cream
milk (60% fat & 9.00% SNF) is taken for the purpose. This deviation to higher
quality of milk is due to the fact that consumers of Lucknow generally need rich
dahee. It is available in two types:
• Sweetened dahee
• Plain dahee
Dahee is well known fermented milk product consumed by people as a
refreshing beverage. It is mildly sour product with a pleasant flavour formed by
the combined action of acid producing & flavour producing bacteria. It is
produced by using starter culture of various bacteria like Lactococcus lactis,
L .diacetylactis, Leuconostoc mesenteries, Streptococcus thermophilus etc.
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Pictures of various machines of dairy plant:-
Dairy Evaporator Ghee Plant
Refrigeration Plant Dairy Product
Processing machine
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B) ABOUT HRD VALUES
Meaning of HRD VALUES
The word Human Resource Development Values can be broken-up as under:-
HRD VALUES= Human resource+ Development + Values
“HUMAN RESOURCE” refers to the talents and energies of people who are available
to an organization as potential contributors to the creation and realization of the
organization’s mission, vision, values and goals.
“DEVELOPMENT” refers to a process of active learning from experience, leading to
systematic and purposeful development of the whole person: body, mind and spirit.
Development combines the concept of development (change and growth) and training
(learning specific skills).
“Values” may be defined as some norms of people which can make some guidelines
for the development of the organization.
Values are also beliefs and defined as:” beliefs about what is a desirable ‘GOOD’
(e.g., free speech) and what is undesirable or ‘BAD’ (e.g., dishonesty)
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Thus HUMAN RESOURCE DEVELOPMENT is the integrated use of training,
organizational development and career development efforts to improve
individual group and organizational effectiveness.
Human Resource Development (HRD) is the framework for helping employees
develop their personal and organizational skills, knowledge, and abilities. Human
Resource Development includes such opportunities as employee training, employee
career development, performance management and development, coaching,
mentoring, succession planning, key employee identification, tuition assistance, and
organization development.
The focus of all aspects of Human Resource Development is on developing the most
superior workforce so that the organization and individual employees can accomplish
their work goals in service to customers.
Human Resource Development can be formal such as in classroom training, a college
course, or an organizational planned change effort. Or, Human Resource
Development can be informal as in employee coaching by a manager. Healthy
organizations believe in Human Resource Development and cover all of these bases.
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Definition of HRD VALUES
“Human resource development is a process for developing and unleashing human
expertise through organizational development and personnel training and
development for the purpose of improving performance.”
-SWANSON & HOLTON
“HRD is equipping people with relevant skills to have a healthy and satisfying life.”
-SOUTH PACIFIC COMMISSION
“HRD is a holistic concept, incorporating intrinsically social, cultural, and spiritual
dimensions to build capacity and empower people”.
- ROGERS
William R. Tracey, in The Human Resources Glossary defines Human Resources as:
"The people that staff and operate an organization"; as contrasted with the financial
and material resources of an organization. Human Resources is also the
organizational function that deals with the people and issues related to people such as
compensation, hiring, performance management, and training. A Human Resource is
a single person or employee within your organization.
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CONCEPT OF HRD
HUMAN RESOURCE DEVELOPMENT is a positive concept of human resource
management. It is based on the belief that an investment in human beings is
necessary and will invariably bring in substantial benefits to the organization in the
long run. 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 is rooted in the belief that human beings have the potential to do better. It,
therefore, places a premium on the dignity and tremendous latent energy of people.
Where balance sheets show people on debit side, HRD seeks to show them as assets
on the credit side.
HRD a humanistic concept
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FEATURES OF HRD
• Planned and systematic approach.
• Continuous process.
• Inter disciplinary approach.
• Both micro and macro aspects.
• Improves quality of life.
OBJECTIVES OF HRD
People can do better, they can do wonders.
Involve them, trust them and empower them as resource, as assets.
Focus on the strengths of people & help them overcome their
weaknesses.
Integrate the need & aspirations of individuals into the strategic goals &
the mission of an organization- for better results.
Encourage individual initiative & response by providing a fostering culture
(openness, trust, mutuality etc.)
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HRD, basically, aims at developing –
• The capabilities of each employee as an individual.
• The capabilities of individual in relation to his or her present role.
• The capabilities of each employee in relation to his or her expected future
role(s).
• The team spirit and functioning in every organizational unit etc.
Elements of HRD Values –
• Training and Development.
• Performance Appraisal.
• Job Evaluation
• Fringe Benefits
• Incentives.
• Employee counseling.
• Quality of working life.
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1. PROGRAMS OF TRAINING AND DEVELOPMENT
ADOPTED BY
LUCKNOW MILK UNION
TRAINING
Training refers to the process of imparting specific skills, abilities and knowledge to an
employee. It is a process of learning a sequence of program behaviour. Training is
application of knowledge. It is an act of increasing the knowledge and skills of an
employee for doing a particular job. The major outcome of training is learning.
Training & development need = standard performance –
actual performance
METHODS OF TRAINING- There are two types of training methods-
1. On the job training
2. Off the job training
1. ON THE JOB TRAINING- In this method the employee is being trained during
the job period. Some important methods of on the job training are as follows-
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2, OFF THE JOB TRAINING- off the job training method is also very important
tool of training. Some of the important off the job training methods are as follows-
Internship
Apprenticeship
Assistanceship
Orientation
Training
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ON THE JOB
TRAINING
METHODS
JobInstruction
JobRotation
ON THE JOB
TRAINING
METHODS
Lecture
Films
Laborator y Training
ConferenceRole
Playing
T.V.CaseStudy
Vestibule
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TRAINING INSTITUTES FOR PARAG EMPLOYEES
There are some institutes, which provide training to the employees of Parag dairy.
U.P. Government also rewarded funds for the training of the employees of Parag as
well as the farmers who are supplying milk to this cooperative dairy.
For the year 2009-10, the U.P. government has provided an aid of Rs. 24, 80,000/- in
order to increase the level of computer literacy.
NAME OF THE INSTITUTES
1. U.P. electronic corporation limited, kaisarbag, Lucknow. Computer
training.
2. Vaikunth Mehta national institute of cooperative management, university
road, pune.
3. National Dairy Development Board Anand
For 2009, programmes are-
TQM & quality certification for cooperatives. (fees- Rs.4,125/-)
Cost analysis & working capital management for dairy cooperatives.
(fees- Rs. 4,125/-)
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DEVELOPMENT
Development refers to the learning opportunities designed to help employees’ growth.
By developing the skills of employees an organization can increase its productivity as
after development of employees they will be more efficient to produce qualitative
output.
Some of the important techniques used for development of employees are as follows
–
Development refers to the learning opportunities designed to help employees’ growth.
METHODS
OF
DEVELOPME
NT
JOB
ENRICHMENT
JOB
ROTATION
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JOB
ENLARGEMEN
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The main objective of training and development is to equip the employees of the
organization to meet the changing requirement of the organization, so that they can
do well in their job. It is a way of preparing them for higher level tasks.
We need training programs in every organization because of the following reasons-
To increase productivity.
To improve quality.
To help company fulfill its future personal needs.
To improve organizational climate.
To improve health & safety etc.
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2. PERFORMANCE APPRAISAL
Performance appraisal is the process of assessing the performance and progress of
an employee or of a group of employees on a given job and his potential for future
development. It consists of a formal procedure used in the organization to evaluate
the personalities, contributions and potentials of employees. The objective of
performance appraisal is to determine the present state of efficiency of an employee
in order to establish the actual need for training. The process of performance
appraisal consists of setting standards for performance, communicating the standards
to the employees, measuring the performance and comparing the actual performance
with the standard set.
3. JOB EVALUATION
It is the process of determining relative worth of jobs-
o Select suitable job evaluation techniques.
o Classify jobs into various categories.
o Determine relative values of jobs in various categories.
4. FRINGE BENEFITS
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These are the various benefits at the fringe of wage management provides these
benefits to motivate the employees and to meet their life’s contingencies. These
benefits includes:-
o Housing facilities.
o Educational facilities to employees and their children.
o Canteen facilities.
o Conveyance facilities
o Medical, maternity & welfare facilities etc.
5. INCENTIVES
It is the process of formulating, administering and reviewing the schemes of
financial incentives in addition to regular payment of wages and salary. It includes-
o Formulating incentive payment schemes.
o Helping functional managers on the operations.
o Review them periodically to evaluate effectiveness.
6. EMPLOYEE COUNSELING
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Counseling is a two way process in which a counselor, usually a superior provides
advice and assistance to his subordinates. Performance counseling means the
help given by a superior to his subordinate in improving latter’s performance. it is
infact a process of guiding a subordinate to adjust better with his work environment
and to better understand others so that his dealings with them can be effective and
purposeful.
The main purpose of counseling and monitoring is to help the employees
scientifically to be sensitized to their potentials, their strengths and weaknesses. It
also helps them in sharing and discussing their tensions, conflicts,
Concerns and problems so that the adverse impact on productivity and well being
could be thwarted.
7. Quality of working life.
The quality of workers condition both working and living influences the workers’
satisfaction and job satisfaction to a large extent. Inadequate working and living
conditions produce adverse mental and physical effect on the employees, which leads
to decline in their efficiency and ultimately the overall productivity of the organization.
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The HRD values should take care of employees’ health and well being of their families
by providing them with better living and working conditions. quality of working life
generally, promotes a healthy atmosphere of development and motivation among the
employees.
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LUCKNOW MILK UNION & HRD VALUES
o HR POLICIES
o EMPLOYEE WELFARE SCHEMES
- GSLI
- ESI
o PROJECTS CONDUCTED BY LMU
- MINI DAIRY PROJECTS
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- WOMEN DAIRY PROJECTS
HR POLICIES
There were also welfare schemes for the employees of the union
♦ Scholarship and financial assistance for the children of the employees.
♦ Financial assistance in the case of accident of employees.
The children of the class 3 and class 4 employee of the federation get the
scholarship and financial assistance of Rs 50/month, If they get 70%or more in
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high school and intermediate examination, while getting 70%or more in graduation
they will get Rs.100scholarship and for professional course students provision of
Rs.500 scholarship is there.
A ‘personal accident welfare fund’ was constituted for providing financial
assistance for the family of all the employees of the federation, who has lost any
part of body in accidents. This scheme is known as “PAWAS-1985”. They get
assistance up to Rs.5.26lakhs in case of accidental loss. The scheme does not
include the case of suicides, accidents due to intention of crime. Every employee
has to contribute Rs.10/month to the fund.
The management has taken a number of steps for providing welfare measures to
the employee of the milk co-operative. Apart from this, employees are paid Rs. 1
lakh gratuity, which again is at par with of State Government employees.
In case of the sudden death of any employee during his service period, one of his
dependents is given employment. Under the employee welfare scheme, there is
provision to provide the employees with aid in case of accident, cancer, heart
attack, paralysis etc. In case some employee is affiliated by some handicap or
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restrictive disease, he is given special facilities to help him cope with the problem.
There is provision for adequate medical facilities for the employee.
Special farewell arrangements are made for retiring employees. The retiring
employee is facilitated at the function, given presents and honored. Later he sent
home by official conveyance. This is a special way of showing appreciation for his
contribution. Every year bonus is paid to the co-operatives.
Employee welfare scheme
In PARAG CO-OPERATIVE DAIRY, LUCKNOW UNIT (factory) there is a labour
welfare scheme for the workers of the dairy. This employee welfare scheme can be
divided into two sub parts:-
1) Group saving link insurance (GSLI)
2) Employee saving insurance (ESI)
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Group saving link insurance (GSLI)
GSLI is a kind of insurance scheme which is must for every employee of the
organization. This scheme has different insurance amounts for different classes of
employees working in the organization. The different schemes under GSLI are as
follows-
FOR GENERAL MANAGER- For G.M. of the organization the insurance saving
amount is Rs. 425/month, which includes 35% saving factor and 65% risk factor.
Under this scheme, amount of Rs. 425000/- is paid to the family of the employee on
his/her death.
FOR MANAGERS- For manager of the organization the insurance saving amount is
Rs. 325/month, which includes 35% saving factor and 65% risk factor. Under this
scheme, amount of Rs. 325000/- is paid to the family of the employee on his/her
death.
FOR CLASS 3 EMPLOYEES- For class 3 employees, the insurance amount is
Rs.225000/- which is provided to the employees’ family after the death of employee
against saving of Rs.225/month.
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FOR CLASS 4 EMPLOYEES- For class 4 employees, the insurance amount is
Rs.100000/- which is provided to the employees’ family after the death of employee
against saving of Rs.100/month
In GSLI some other facilities are also provided to the employees-
♦ In case of accident and fracture amount of Rs.2000 is being provided to the
employee concerned, as medical facility.
♦ In case of illness amount of Rs.5000 is being provided to the employee
concerned.
♦ On death of employee total saving of GSLI + job to one of his/her family
member is provided. The organization also gives 2kg. ghee for
“ANTIMSANSKAR” of the employee.
♦ In case of handicap, the employee get pension ESI.
♦ On retirement cash Rs 3500 + gift is provided to the employee.
Employee saving insurance (ESI)
This scheme is mainly for the lower level factory employees and contract labour.
Under this scheme, employees are facilitated by free medical facilities.
In Parag (Lucknow milk union) approx. 200 contract labours are working at present.
The main objective of this scheme is to provide free medical facilities and sense of
security to the contract labour working in the factory.
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MR. RAM SHANKAR (contractor in LMU) has given us some recent examples of ESI,
applied in LMU-
♦ One labour has kidney defect and he has been given Rs. 200000 as medical
aid.
♦ A boy has got a finger cut and he has been given Rs.75/month whether he
works or not.
Government projects conducted by LMU
Parag dairy has two main government projects:-
1- Mini Dairy Project
2- Women Dairy Project
1. Mini Dairy Project
The mini dairy project contains following features:-
• Some subsidies are provided to the members related to the projects.
• Milk is collected through societies formed in villages.
• Medical facilities are provided to the animals at low prices.
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• Fodder is provided to the animals.
• Bonus is also provided to the farmers.
• Payment is made in every 15 days to the farmers, i.e. the members of the
society.
There are two types of card used by the farmers in order to take free/low cost medical
facilities for their animals. These are –
A) RED CARD
B) WHITE CARD
A) RED CARD:- Red card is a kind of emergency slip, which is provided to the
members of society against the nominal fees. As this is an emergency slip, the
ill animal is attended by the Doctor as soon as possible on the same date.
B) WHITE CARD:- white card is a kind of general slip for weekly check-up of the
animals of the society.
2. WOMEN DAIRY PROJECT
Under this project all work is done through women only. They supervise the society
and take care of all the matters related to the project. They are also concerned with
the problems of the society members and take all possible measures to solve there
problems.
Some special features of this project are as follows:-
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• Some subsidies are provided to the members related to the projects.
• Milk is collected through societies formed in villages.
• Medical facilities are provided to the animals at low prices.
• Fodder is provided to the animals.
• Bonus is also provided to the farmers.
• Payment is made in every 15 days to the farmers, i.e. the members of the
society.
This project also has the facility of red and white cards for there members of society.
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OBJECTIVE OF THE STUDY
The main objective of my study is to analyze the HUMAN RESOURCE
DEVELOPMENT VALUES in milk union Lucknow and to know its impact on the
organizational climate, in order to complete my M.B.A. (H.R.) research.
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If I find any amount of dissatisfaction against HRD values & procedure of its
implementation in LMU form employees’ side, I will try best in order to forward those
points of dissatisfaction to the authority concerned, so that they can take the
necessary actions in order to remove the maximum points of dissatisfaction of the
employees. This positive action will definitely improve the level of employee
satisfaction and lead to create a more developed and motivated staff that will
enhance their productivity too, which is always the main objective of any organization
and lead to the growth of the company.
SUB-OBJECTIVES
• To check the impact of fringe benefits on HRD values and organizational
climate.
• To check the impact of working condition on HRD values.
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RESEARCH METHODOLOGY
IDENTIFICATION OF A PROBLEM: To analyze HRD VALUES in Lucknow Milk
Union and its impact on organizational climate.
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RESEARCH OBJECTIVES: The objective of every research work is to pinpoint
certain recommendations as per the requirement of the study and help the managers
in decision making so that they can formulate strategies and policies which leads to
the organizational growth. The main research objective of my research is-
o To analyze the HUMAN RESOURCE DEVELOPMENT VALUES in milk union
Lucknow and to know its impact on the organizational climate.
o To check the impact of fringe benefits on HRD values and organizational
climate.
o To check the impact of working condition on HRD values.
DATA COLLECTION TECHNIQUE: All the data was collected through a
structured questionnaire. Questionnaire contains 15 questions covering all the
important parameters involved. 30 questionnaires were filled by the employees of
Parag Milk Factory, Lucknow.
DATA SOURCE:
Source of data for research was Primary data collected through questionnaire and
secondary data which is collected by various books, magazines, websites and also
some data provided by my HR guide.
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PRIMARY DATA:
Primary data is gathered for the first time by the researcher for the specific purpose. In
this research report we collected primary data through questionnaire.
SECONDARY DATA: Secondary data here (where internal) is the data already
collected by others, for purpose other than the solution of the problem at hand. It
includes those data, which are collected for some earlier research work and are
applicable or usable in the study. In this research we use some data which are
provided to us by our research guide as secondary data.
RESEARCH INSTRUMENT: Well -balanced questionnaire which contains 20
multiple-choice questions.
METHOD OF APPROACH: Questionnaires are administered in direct personal
interview.
RESEARCH DESIGN:
For this research we make use of descriptive study. The research has been done
through structured questionnaire keeping in mind the objective of the study and
Primary data analysis.
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UNIVERSE:
Universe selected for Research is finite i.e. Parag milk factory, 22 jopling road,
Lucknow.
SAMPLE DESIGN
For this research we make use of stratified random Sampling.
SAMPLE SIZE
Sample size for the study was 30 respondents.
SAMPLE UNIT
The survey was carried out basically in Parag milk factory, 22 Jopling road,
Lucknow.
STATISTICAL TOOL TO BE USED
Statistical tools used were frequency counts, percentage, pie chart, bar graph, and
doughnut.
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PROBLEMS & LIMITATIONS
In Parag milk union, during my research period, I faced some problems
and limitations: which are as follows:-
• Some of the employees are not interested in filling the questionnaire and
giving responses.
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• Many employees are not aware about the various policies and rules,
presently running in the organization, like factory and service rules,
government insurance policy etc.
• Some employees are not interested in providing right information to us.
• Some of the employees don’t return our questionnaire timely, which I gave
them to fill-up.
• Some employees are giving very diplomatic answers.
• There were the limitations of the sampling.
• Accuracy of the study is totally based upon respondent’s which might
deviate due to change in mood.
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ANALYSIS & DATA INTERPRETATION
Q1 –Is there any kind of HR development programmes conducted by LMU?
TABLE: 1
YES NO
82% 18%
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18%
82%
Yes No
HR Development programmes
INTERPRETATION- In Parag milk union Lucknow, 82% employees are aware about
the HR development programmes adopted by the dairy while 18% employees are not
aware about these programmes.
Q2-Are you satisfied with these HR development programmes adopted by dairy?
a) Highly Satisfied b) Satisfactory c) Not Satisfied
TABLE: 2
Highly Satisfied Satisfactory Not Satisfied8% 35% 57%
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8
35
57
0
10
20
30
40
50
60
Highly
satisfied
satisfactory not satisfied
level of satisfaction
p e r c e n t a g e o f e m p l o
y e e s
not satisfied
satisfactory
Highly satisfied
HR development Programmes
INTERPRETATION- In Parag milk union Lucknow only 8% of employees are satisfied
with the HR development programmes of the dairy and other 35% feel it only
satisfactory while 57% are not satisfied with it.
Q3 –Is there any kind of training and development programmes conducted by LMU?
YES NO
TABLE: 3
YES NO
95% 5%
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Training And Development
5%
95%
Yes No
INTERPRETATION- In Parag milk union Lucknow, 5% employees are not aware
about the training and development programmes adopted by the dairy while 95%
employees said that there are various T&D programmes conducted by LMU time to
time in order to develop the skills of its human resources.
Q4- Which training methods are mostly used in LMU?
A) On the job
B) Of the job
C) Both
TABLE: 4
On the job Off the job Both24% 15% 61%
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Training methods
2415
57
0
10
20
30
40
50
60
Training method
p e r c e n t a g e o f e m p l o y e e s
Both
Of the job
On the job
INTERPRETATION- In Parag milk union Lucknow 24% of employees said that on the
job methods are used for training of employees and 15% employees said that off the
job training methods are used for this purpose while 57% employees voted for both
methods.
Q5-Are you satisfied with these training and development policy adopted by dairy?
a) Highly Satisfied b) Satisfactory c) Not Satisfied
TABLE: 5
Highly Satisfied Satisfactory Not Satisfied14% 47% 39%
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Training And Development policy
14
4739
0
5
10
15
20
25
30
3540
45
50
Highly
satisfied
satisfactory not satisfied
level of satisfaction
p e r c e n t a g e o f e m p l o
y e e s
not satisfied
satisfactory
Highly satisfied
INTERPRETATION- In Parag milk union Lucknow only 14% of employees are
satisfied with the training and development policy of the dairy and other 47%feel it
only satisfactory while 39% are not satisfied with it.
Q6-Are you satisfied with the working conditions of the dairy?
a) Highly Satisfied b) Satisfactory c) Not Satisfied
TABLE:6
Highly Satisfied Satisfactory Not Satisfied25% 55% 20%
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Working Condition
25
55
20
0
10
20
30
40
50
60
Highly
satisfied
satisfactory not satisfied
level of satisfaction
p e r c e n t a g e o f e m p l o y e
e s
not satisfied
satisfactory
Highly satisfied
INTERPRETATION- In Parag milk union Lucknow only 25% of employees are
satisfied with the working condition of the dairy and other 55% feel it only satisfactory
while 20% are not satisfied with it.
Q7- Are you satisfied with the techniques of performance appraisal of employees?
a) Highly Satisfied b) Satisfactory c) Not Satisfied
TABLE: 7
Highly Satisfied Satisfactory Not Satisfied20% 55% 25%
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Performance Appraisal
20
55
25
0
10
20
30
40
50
60
Highly
satisfied
satisfactory not satisfied
level of satisfaction
p e r c e n t a g e o f e m p l o y e e
s
not satisfied
satisfactory
Highly satisfied
INTERPRETATION- In Parag milk union Lucknow only 20% of employees are highly
satisfied with the techniques of performance appraisal in the dairy and other 55% feel
it only satisfactory while 25% are not satisfied with it.
Q8- Which method of performance appraisal is mostly adopted by LMU?
A) Past Oriented Method
(It includes rating scale, check list, Field review method e.t.c.)
B) Future Oriented Method
(It includes MBO method,3600 appraisal, Psychological appraisal e.t.c.)
TABLE: 8
Past Oriented Method Future Oriented Method73% 27%
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Performance Apperaisal
27%73%
Past Oriented Method
Future Oriented Method
INTERPRETATION- In Parag milk union Lucknow, 73% employees said that Past
oriented methods are used for performance appraisal by dairy while 27% employees
said that Future oriented methods are used for performance appraisal by dairy.
Q9- Are you satisfied with the environment of the dairy?
a) Highly Satisfied b) Satisfactory c) Not Satisfied
TABLE: 9
Highly Satisfied Satisfactory Not Satisfied30% 50% 20%
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Environment of Dairy
30
50
20
0
10
20
30
40
50
60
Highly
satisfied
satisfactory not satisfied
level of satisfaction
p e r c e n t a g e
not satisfied
satisfactory
Highly
satisfied
INTERPRETATION- In Parag milk union Lucknow only 30% of employees are highly
satisfied with the environment of the dairy and other 50% feel it only satisfactory while
20% are not satisfied with it.
Q10- Are you satisfied with your pay scale?
a) Highly Satisfied b) Satisfactory c) Not Satisfied
TABLE: 10
Highly Satisfied Satisfactory Not Satisfied28% 62% 10%
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Pay Scale
28
62
100
10
20
30
40
50
60
70
Highly
satisfied
satisfactory not satisfied
level of satisfaction
p e r c e n t a g e
not satisfied
satisfactory
Highly
satisfied
INTERPRETATION- In Parag milk union Lucknow only 28% of employees are highly
satisfied with the Pay Scale provided by the dairy and other 62% feel it only
satisfactory while 10% are not satisfied with it.
Q11- Are you satisfied with the incentives provided by the dairy?
a) Highly Satisfied b) Satisfactory c) Not Satisfied
TABLE: 11
Highly Satisfied Satisfactory Not Satisfied4% 10% 86%
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Interpersonal Relationships
39%
56%
4%
1%
Exellent
Good
Average
Poor
INTERPRETATION- In Parag milk union Lucknow, the interpersonal relationships
among the employees are satisfactory, as 56% employee rated it as average, 39%of
them rated it good, 4% excellent and only 1% employees rated it poor.
Q13. Are you satisfied with the actions taken against the
A. theft by employees
a. fully satisfied b. partly satisfied c. least satisfied d. not satisfied
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Action against theft by employees
20%
43%
20%
17%
Fully satsfied Partly satisfied
Least satisfied Not satisfied
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INTERPRETATION- In Parag milk union Lucknow, 20% employees are fully satisfied
with the actions taken against theft by emploees,43% are partly satisfied,17% are
least satisfied and 20% employees are not satisfied with these actions.
B. Absenteeism of employees
a. fully satisfied b. partly satisfied c. least satisfied d. not satisfied
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Action against absenteeism of
employees
36%
48%
2%14%
Fully satsfied Partly satisfied
Least satisfied Not satisfied
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Action against absenteeism of
employees
36%
48%
2%14%
Fully satsfied Partly satisfied
Least satisfied Not satisfied
INTERPRETATION- In Parag milk union Lucknow, 36% employees are fully satisfied
with the actions taken against absenteeism by emploees,48% are partly satisfied,14%
are least satisfied and 2% employees are not satisfied with these actions.
Q14- Is there any provision regarding compensation policies in LMU?
YES NO
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TABLE: 14
YES NO78% 22%
Provision Regarding Compansation
22%78%
Yes No
INTERPRETATION- In Parag milk union Lucknow, 78% employees are aware about
the compensation policy adopted by LMU while 22% are not aware of it.
Q15- Are you satisfied with the compensation policy adopted by the dairy?
a) Highly Satisfied b) Satisfactory c) Not Satisfied
TABLE: 15
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Highly Satisfied Satisfactory Not Satisfied4% 20% 76%
420
76
0
10
20
30
40
50
60
70
80
Highly
satisfied
satisfactory not satisfied
level of satisfaction
p e r c e n t a g e
not satisfied
satisfactory
Highly
satisfied
INTERPRETATION- In Parag milk union Lucknow only 4% of employees are highly
satisfied with the incentives provided by the dairy and other 10% feel it only
satisfactory while 86% are not satisfied with it.
Q16-Are you satisfied with the employee welfare schemes conducted by the dairy?
YES NO
TABLE: 16
YES NO25% 75%
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Employee Welfare Scheme
75%
25%
Yes No
INTERPRETATION- In Parag milk union Lucknow, 25% employees are satisfied with
the employee welfare scheme conducted by the dairy while 75% employees are not
satisfied with it.
Q17- Is there any kind of fringe benefits provided by LMU?
YES NO
TABLE: 17
YES NO78% 22%
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Fringe Benefits
22%78%
Yes No
INTERPRETATION- In Parag milk union Lucknow, 78% employees said that fringe
benefits are provided by the dairy, while 22% of the employees said that they don’t get
these types of benefits.
Q18- Are you satisfied with these fringe benefits provided by the dairy?
a) Highly Satisfied b) Satisfactory c) Not Satisfied
TABLE: 18
Highly Satisfied Satisfactory Not Satisfied12% 56% 32%
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12
56
32
0
10
20
30
40
50
60
Highly
satisfied
satisfactory not satisfied
level of satisfaction
p e r c e n t a g e
not satisfied
satisfactory
Highly
satisfied
INTERPRETATION- In Parag milk union Lucknow only 12% of employees are highly
satisfied with the fringe benefits provided by the dairy and other 56% feel it
satisfactory while 32% are not satisfied with it.
Q19 - Are you satisfied with the extracurricular activities organized by the dairy?
YES NO
TABLE: 19
YES NO88% 12%
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Grievance Handling
22%
48%
14%
16%
Fully satsfied Partly satisfied
Least satisfied Not satisfied
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INTERPRETATION- In Parag milk union Lucknow, 22% employees are fully satisfied
with the methods of grievance handling,48% are partly satisfied,16% are least
satisfied and 14% employees are not satisfied with these methods.
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FINDINGSFINDINGS
From the above analysis I get the following points:-
• Most of the employees working in LMU are aware about the HR development
programmes conducted by the dairy, but a major no. of employees are not
satisfied with these programmes.
• For training & development of employees, they adopt both (on the job & off the
job) methods.
• Most of the employees accept that the techniques of performance appraisal
adopted by LMU are only satisfactory and need some improvement.
• A large no. of employees is not satisfied with the incentive policy.
• The interpersonal relation between management & employees is rated average
as the outcome of my research.
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• Employees are also not satisfied with the compensation policy adopted by the
dairy.
• For the employees fringe benefits are only satisfactory but they are not fully
satisfied with it.
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SWOT ANALYSIS
In the SWOT ANALYSIS of Lucknow milk Union,Lucknow, I find out following points
related to its strength, weakness, opportunity and threat. These points are as follows-
Strength
• Large variety of products.
• Good market shares in all
over U.P.
• Govt. aids are provided to
the dairy.
Weakness
• Lack of capital.
• Policies need revision.
• Employees need to be up to date
about the policies and rules set
by the dairy.
• Lack of employee motivation.
Opportunity Threat
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• To produce more variety
of products.
• To capture more market
shares.
• Competition.
• Main competitors are -
♦ Amul
♦ Anik
♦ Gokul
From the above SWOT ANALYSIS we can say that Lucknow milk union has strengths
in the area of products variety as it has a large range of products and it also has a
good market share in allover U.P. govt. also provides aids to Lucknow milk union.
In the area of weaknesses it has lack of capital and employee motivation. it also
needs a periodical revision of its policies and procedures.
In U.P. its main competitor are AMUL, ANIK and GOKUL but in Lucknow its main
competitor is AMUL.
The opportunities which can be utilized by Lucknow milk union are-
o It can capture a vary large market share by using its wide range of products
and by using fast transportation which can meet out the demand and supply of
products.
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SUGGESTIONS & RECOMMENDATIONS
• The employee welfare scheme should be revised and it should consider the
suggestions and recommendations by the employees of the dairy.
• The dairy should introduce an incentive policy which motivates the
employees to give their best to the dairy.
• Government insurance policy is also need a revision in order to provide
more benefits to the employees of the dairy.
• Extracurricular activities should be organized in the dairy after a fixed time
period so that the employees can groom their personality.
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• Annual function should be organized on every year.
• Pension policy should be made for the employees.
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CONCLUSION
In Parag (Lucknow milk producers cooperative union), my research topic is
“employee satisfaction; in which I concluded that the level of satisfaction of
employees are average in the L.M.U. There are many points of satisfaction and
dissatisfaction among the employees of the dairy.
The employees of dairy are satisfied on certain point’s like-holidays facilities, training
and development, timings, first aid facilities etc., but there are number of points on
which they are not satisfied at all. Some of those dissatisfaction points’ are-
recruitment and selection policy, medical and after death facilities, employee welfare
scheme, government insurance scheme etc.
I would like to conclude my research report by giving following concluding points-
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♦ The dairy should try to take an overall opinion of there employees regarding
policies of employee welfare.
♦ The dairy should try to provide immediate first aid facility to the injured
employee and provide them a fare amount of money in case of further medical
treatment.
♦ The policies and rules which are set by the dairy should be strictly followed.
BIBLIOGRAPHY
BOOKS
1. Human Resource and Personnel Management - K. Asawathappa
2. Human resource Management - VSP Rao
3. Self Instructional material of PUNJAB TECHNICAL UNIVERSITY.
4. Annual Magazine of PCDF named
5. “SMARIKA”
6. Some past reports and documents of PCDF
7. Matter provided by the staff of LMU.
JOURNAL
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DEVELOPMENT OF HUMAN RESOURCES -
Robert H. Rouda & Mitchell E. Kusy, Jr.
This is the first in a series of articles which originally appeared in Tappi Journal in
1995-96, to introduce methods addressing the development of individuals and
organizations through the field of Human Resource Development. (The article has
been updated, and is reproduced with permission of the copyright owner.)
WEBSITES
www.google.com
www.citehr.com
www.hrd_values.com
www.myclassguide.com
www.amulindia.co.in
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ANNEXURES
QUESTIONNAIRE
QUESTIONNAIRE
Q1 –Is there any kind of HR development programmes conducted by LMU?
YES NO
115
I PALLAVI RAI, pursuing MBA from Babu Banarsi Das National Institute of
Technology and Management (BBDNITM), completed a research in the field of HR in
Parag co-operative dairy, Lucknow milk union,22 japling road,Lucknow on the topic
“An Analysis of HRD VALUES in Lucknow Milk Union And Its Impact On
Organizational Climate”. I have prepared a questionnaire for this purpose, so please
co-operate by giving your responses. Your views will be used only for purpose of
research. All the information regarding the respondents’ identity and their views will be
kept confidential purpose of research. All the information regarding the respondents’
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Q2-Are you satisfied with these HR development programmes adopted by dairy?
a) Highly Satisfied b) Satisfactory c) Not Satisfied
Q3 –Is there any kind of training and development programmes conducted by LMU?
YES NO
Q4- Which training methods are mostly used in LMU?
D) On the job
E) Of the job
F) Both
Q5-Are you satisfied with these training and development policy adopted by dairy?
a) Highly Satisfied b) Satisfactory c) Not Satisfied
Q6-Are you satisfied with the working conditions of the dairy?
a) Highly Satisfied b) Satisfactory c) Not Satisfied
Q7- Are you satisfied with the techniques of performance appraisal of employees?
a) Highly Satisfied b) Satisfactory c) Not Satisfied
Q8- Which method of performance appraisal is mostly adopted by LMU?
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C) Past Oriented Method
(It includes rating scale, check list, Field review method e.t.c.)
D) Future Oriented Method
(It includes MBO method,3600 appraisal, Psychological appraisal e.t.c.)
Q9- Are you satisfied with the environment of the dairy?
a) Highly Satisfied b) Satisfactory c) Not Satisfied
Q10- Are you satisfied with your pay scale?
a) Highly Satisfied b) Satisfactory c) Not Satisfied
Q11- Are you satisfied with the incentives provided by the dairy?
a) Highly Satisfied b) Satisfactory c) Not Satisfied
Q12- How is the interpersonal relationship between the management and employees?
a) Excellent b) Good c) Average d) Poor
Q13. Are you satisfied with the actions taken against the :
A. theft by employees
a. fully satisfied b. partly satisfied c. least satisfied d. not satisfied
B. Absenteeism of employees
a. fully satisfied b. partly satisfied c. least satisfied d. not satisfied
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Q14- Is there any provision regarding compensation policies in LMU?
YES NO
Q15- Are you satisfied with the compensation policy adopted by the dairy?
a) Highly Satisfied b) Satisfactory c) Not Satisfied
Q16-Are you satisfied with the employee welfare schemes conducted by the dairy?
a) Highly Satisfied b) Satisfactory c) Not Satisfied
Q17- Is there any kind of fringe benefits provided by LMU?
YES NO
Q18- Are you satisfied with these fringe benefits provided by the dairy?
a) Highly Satisfied b) Satisfactory c) Not Satisfied
Q19 - Are you satisfied with the extracurricular activities organized by the dairy?
YES NO
Q20- Are you satisfied with the methods of grievance handling?
a) Fully satisfied b) Partly satisfied c) Least satisfied d) Not satisfied
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Thank youPALLAVI RAI