Pallavi Research 1

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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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7



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.

31



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.

34



35



Organizational Structure of P.C.D.F.

36



Organizational Structure of L.M.U.

37



PRODUCTS

38



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



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.

43



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.

44



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.

45



Pictures of various machines of dairy plant:-

Dairy Evaporator Ghee Plant

Refrigeration Plant Dairy Product

Processing machine

46

http://images.google.co.in/imgres?imgurl=http://www.food-processing-machines.com/gifs/dairy-product-processing-ma.jpg&imgrefurl=http://www.food-processing-machines.com/dairy-product-processing-machines.html&usg=__yRzVXJQ1ji_UhvUQlxv2Vy2_MvI=&h=169&w=174&sz=5&hl=en&start=4&tbnid=ogQ2wgTwd_fmwM:&tbnh=97&tbnw=100&prev=/images%3Fq%3Ddairy%2Bmachines%26gbv%3D2%26ndsp%3D20%26hl%3Den%26sa%3DN



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)

47



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.

48

http://humanresources.about.com/od/performancemanagement/a/perfmgmt.htm

http://humanresources.about.com/od/glossaryc/g/coaching.htm

http://humanresources.about.com/od/glossarym/g/mentoring.htm

http://humanresources.about.com/od/glossarys/g/successionplan.htm

http://humanresources.about.com/od/glossaryt/g/tuition.htm

http://humanresources.about.com/cs/performancemgmt/a/super_workforce.htm

http://humanresources.about.com/od/performancemanagement/a/perfmgmt.htm

http://humanresources.about.com/od/glossaryc/g/coaching.htm

http://humanresources.about.com/od/glossarym/g/mentoring.htm

http://humanresources.about.com/od/glossarys/g/successionplan.htm

http://humanresources.about.com/od/glossaryt/g/tuition.htm

http://humanresources.about.com/cs/performancemgmt/a/super_workforce.htm



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.

49

http://erclk.about.com/?zi=3/umy

http://erclk.about.com/?zi=3/umy



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

50



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.)

51



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.

52



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-

53



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

54

ON THE JOB

TRAINING

METHODS

JobInstruction

JobRotation

ON THE JOB

TRAINING

METHODS

Lecture

Films

Laborator y Training

ConferenceRole

Playing

T.V.CaseStudy

Vestibule



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/-)

55



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

56

JOB

ENLARGEMEN

T



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.

57



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

58



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

59



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.

60



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.

61



LUCKNOW MILK UNION & HRD VALUES

o HR POLICIES

o EMPLOYEE WELFARE SCHEMES

- GSLI

- ESI

o PROJECTS CONDUCTED BY LMU

- MINI DAIRY PROJECTS

62



- 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

63



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

64



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)

65



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.

66



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.

67



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.

68



• 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:-

69



• 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.

70



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.

71



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.

72



RESEARCH METHODOLOGY

IDENTIFICATION OF A PROBLEM: To analyze HRD VALUES in Lucknow Milk

Union and its impact on organizational climate.

73



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.

74



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.

75



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.

76



77



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.

78



• 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.

79



ANALYSIS & DATA INTERPRETATION

Q1 –Is there any kind of HR development programmes conducted by LMU?

TABLE: 1

YES NO

82% 18%

80



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%

81



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%

82



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%

83



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?


TABLE: 5


84



Training And Development policy

14

4739

0

5

10

15

20

25

30

3540

45

50

Highly

satisfied



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?


TABLE:6


85



Working Condition

25

55

20

0

10

20

30

40

50

60

Highly

satisfied



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?


TABLE: 7


86



Performance Appraisal

20

55

25

0

10

20

30

40

50

60

Highly

satisfied



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%

87



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?


TABLE: 9


88



Environment of Dairy

30

50

20

0

10

20

30

40

50

60

Highly

satisfied



p e r c e n t a g e

not satisfied

satisfactory

Highly

satisfied


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?


TABLE: 10


89



Pay Scale

28

62

100

10

20

30

40

50

60

70

Highly

satisfied



p e r c e n t a g e

not satisfied

satisfactory

Highly

satisfied


satisfied with the Pay Scale provided by the dairy and other 62% feel it only


Q11- Are you satisfied with the incentives provided by the dairy?


TABLE: 11


90



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

92



Action against theft by employees

20%

43%

20%

17%

Fully satsfied Partly satisfied

Least satisfied Not satisfied

93



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


94



Action against absenteeism of

employees

36%

48%

2%14%



95



Action against absenteeism of

employees

36%

48%

2%14%




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

96



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?


TABLE: 15

97




420

76

0

10

20

30

40

50

60

70

80

Highly

satisfied



p e r c e n t a g e

not satisfied

satisfactory

Highly

satisfied


satisfied with the incentives provided by the dairy and other 10% feel it only


Q16-Are you satisfied with the employee welfare schemes conducted by the dairy?

YES NO

TABLE: 16

YES NO25% 75%

98



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%

99



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?


TABLE: 18


100



12

56

32

0

10

20

30

40

50

60

Highly

satisfied



p e r c e n t a g e

not satisfied

satisfactory

Highly

satisfied


satisfied with the fringe benefits provided by the dairy and other 56% feel it


Q19 - Are you satisfied with the extracurricular activities organized by the dairy?

YES NO

TABLE: 19

YES NO88% 12%

101



Grievance Handling

22%

48%

14%

16%



103




with the methods of grievance handling,48% are partly satisfied,16% are least

satisfied and 14% employees are not satisfied with these methods.

104



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.

105



• 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.

106



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.

110



• Annual function should be organized on every year.

• Pension policy should be made for the employees.

111



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

113



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

114

mailto:[email protected]


http://alumnus.caltech.edu/~rouda/T1_HRD.html#other_articles

http://www.tappi.org/

http://www.google.com/

http://www.citehr.com/

http://www.blogspot.com/

http://www.myclassguide.com/



http://alumnus.caltech.edu/~rouda/T1_HRD.html#other_articles

http://www.tappi.org/

http://www.google.com/

http://www.citehr.com/

http://www.blogspot.com/

http://www.myclassguide.com/



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’



Q2-Are you satisfied with these HR development programmes adopted by dairy?


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?


Q6-Are you satisfied with the working conditions of the dairy?


Q7- Are you satisfied with the techniques of performance appraisal of employees?


Q8- Which method of performance appraisal is mostly adopted by LMU?

116



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?


Q10- Are you satisfied with your pay scale?


Q11- Are you satisfied with the incentives provided by the dairy?


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


B. Absenteeism of employees


117



Q14- Is there any provision regarding compensation policies in LMU?

YES NO

Q15- Are you satisfied with the compensation policy adopted by the dairy?


Q16-Are you satisfied with the employee welfare schemes conducted by the dairy?


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?


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

118



Thank youPALLAVI RAI

Pallavi Research 1

Documents

Transcript of Pallavi Research 1