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The Punjab state co-operative Milk Producers Federation Ltd. Popularly known as MILKFED Punjab came into existence on 1st December 1973 with the twin objective of providing remunerative milk market to the milk producers in the state by value addition and marketing of produce on one hand and to provide technical inputs to the milk producers for enhancement of milk production on the other hand. The setup of the organization is a Two-Tier system.Milk producers Cooperatice Societies at the village level ,eleven Milk Unions at the District Level and the Federation as an Apex Body ath the State Level.Milkfed Punjab has continuously advanced towards its covered objectives well defined in its byelaws. Although the Federation was registered in 1973 but it came into its real self in the year 19791980 and at that time there were 448 Milk Producers Cooperative Societies at the village level with membership of 310000.The average Milk Procurement during that year was 70000 litre per day. The State was covered under Operation Flood in the year 1983 to give the Farmers a better deal and our valued customers better products.The turn over of the Federation along with its affiliated District Co-op.Milk Union was Rs. 523crore during the year 1999-2000.Today,the farmers are getting better prices because of increased turn over and there by making increased profits.

Milk was always there in Punjab in plenty and lots to spare.So it flowed in to thousand of homes but a price not so good for toiling farmers.Milk exchanged hands through those of middlemen who took away a major part of the farmers profits.This was what made MILKFED to step in. We know that farmers deserve much more and the things could always be better with little more planning,controlling and with the aid of modern technology.


Milkfed with its network of 5800 village Milk Producers Cooperative Societies and over 3 lac milk producers from the strong network which not only provides assured market to milk producers but also carries inputs to milk production enhancement at their doorsteps.

Milkfed and its unit has a work force of about 5000 employees.Every morning and evening milk is lifted from the village through private transport vehicles,which is providing a regular employment to about 600 transporters ,most of whom are self-employed people .Similarly, seminators and first aid workers are also finding employment and at the same time providing input service to Milk Producers right in the villages.More than 5000 village Cooperative societies are having 10000 workers to man there milk procurement and technical inputs etc.


In addition to milk procurement ,processing and marketing of milk and milk products the federation is also providing technical input services to the specific target group(Milk Producers Cooperative Members).In order to save milk animals form heat stress Animal cooling units have been provided to Milk Producers ,which have given good results.Usual fall in milk production during summer months has been fairly checked and controlled.


The federation and its affiliated Milk Unions are providing technical input services like animal health care,artificial imsemination services ,supply of balanced cattle feed,supply of quality fodder seeds and vaccination against diseases and prophylactics to the specific target group (Milk Producers Cooperative Members) at their doorsteps with a view to increase milk production and milk procurement.


The federation has strengthened the Frozen Semen station with the financial assistance from the Technology Mission on Dairy Development 986 elite buffaloes have been selected from various milk sheds for breeding them with the semen of progeny tested buffaloes.HI-Technology embryo transfer facilities have been produced.This facility in long run will make substantial improvement in the breed ok milch animals,thus contributing to the enhancement of milk production in the state.


As a result of continuous extension of dairying,the farmer are fully convinced about the importance of high yielding forages for increasing the milk production at low cost,thereby getting a substantial margin for the trade.The fodder development activities initiated by milkfed have created a good demand of improved fodder seeds in Punjab. Milkfed established its own seed processing to grade fodder seed at production of 15-16 M.T. per day.


Milked Punjab on behalf of milk union Ludhiana has started a project has started a project sponsored by Technology Information,forcasting and assessment council,a Govt. of India body for improvement of milk quality and yielding through better milk farm management in Punjab.A modern dairy demonstration and training center is also being setup for practical training of the farmers at Punjab Agriculture University at a total cost of Rs. One crore .Milkfed and its affiliated District Cooperative Milk Union,Ludhiana has taken a bold initiative by signing an agreement for a combined project with capital outlay of Rs.2 crore with TIFAC.The project has very fascinating possibilities ,as the project is first of its kind in the country.It is likely to serve as a model and direction for the entire country since we have to improve drastically,The productivity and quality in milk production to be globally competitive in the changed environment.

It is a composite project aimed at improving dairy farm practices include better housing,farm management and feeding to enhance the productivity of the live stock as well as to provide a clean environment for cleaner milk production.

Milkfed is serving the nation and the consumers through its network or regional offices and strong distribution channels.MILKFED markets a wide variety of products which includes liquid milk,skimmed milk powder,whole milk powder,ghee,butter,cheese,lassi,SFM,ice-cream etc.The annual turnover of verka has crossed 600 crores.Verka is a brand leader in milk powders particularly in north eastern sectors and the SMP marketed by competitors which includes multinational as well as private trade and other cooperative federations.New Verka has has survived on the sheer strength of its quality,freshness and purity and ofcourse its homemade taste nad all this at the most affordable prices.To people today ,Verka is a part of there everyday lives.


After winning faith of countless customers.Verka did not stop,as there was scope for more,changing times brought new trends,needs,tastes and hopes.Verka dymanic as ever,too acquired newer forms,by adding value to milk to satisfy a quality-conscious society.Milkfed is in its continuous effort to diversify from the traditional milk products to more value added products namely frozen dessert ,spiced cheese spread ,the flavoured fruit yogurt,processed cheddar cheese,cheese spread and there were milk powder like dairy whitener,skimmed milk powder.Health drinks like verka vigor,verka lassi,sweetened flavoured milk a mango frink called raseela.Then there were verka curd,and a whole lot of different flavoured ice-creams.Milk had never meant so much before.


With competition in the national market zooming ,efforts to export products have been made.MILKFED has established its ghee market in Middle East.Verka ghee reaches all the Emirates and is available in almost all supermarkets.The penetration is so deep that verka ghee is

available in far off labour camps.In addition to ghee,SMP was also exported to Asian countries like Philippines,Bangladesh and Sri Lanka.


During the post liberalization period,MILKFED in order to keep a pace with all-round development,decided to go in for certification of various Milk plants and Cattle feed plants under International Standards.The Milk Plant Ludhiana was the first dairy plant in the country to get an ISO-9002 certificate.Thereafter with the introduction of HACCP ,decision was taken that besides taking certificate under ISO-9002 ans IS-15000(HACCP).It is a matter of pride that till date six milk plants and two cattle feed plants have already obtained this certification.Rest of the cooperative sector milk plants are also in progress to get this honour.

Since 1993-1994 MILKFED is paying dividend to its share holders including the state govt. for the year 2007-08 with the approval of the administrator.The federation has already paid dividend@4% to its shareholders with the approval of the general body of MILKFED.


The computerization in MILKFED was started during 1987-88 with the installation of two main frame computer systems at Milk Unions,Jalandhar and Milkfed head office to process the data of nearby Milk Unions.With the introduction of personal computer during 1992-93 in milkfed,The data processing has been decentralized at milk unions level.The activities like Milk billing,payroll,financial accounting,marketing of liquid milk,sale of products through dealers/milk bars and different M.I.S reports to govt. and other quarters have so far been computerized. MILKFED is leading inn software development and providing training for handling the software application and software packages.The office automation packages on window based are being used in MILKFED and Milk Unions.More than 300 computers have been installed at Milkfed and Milk Union.The computer have been interlinked under local area network at Milkfed head office and Milk union ,Ropar,jalandhar,Ludhiana,Amritsar.For the faster communication and transfer of data,the computers at Milkfed and eight other Milk Unions have been interlinked through Modem.

The federation has also executed implementation of entrepreneur resources planning (ERP) solution on worlds one of the best software package SAP in Milk Unions,Mohali and Ludhiana.


Range of verka Milk Products:











Milk plant ,Chandigarh was established in the year 1962 by Punjab Govt. to provide hygienically prepared milk and milk products to the upcoming city of Chandigarh.The activity of liquid milk supply was shifted to milk plant,Mohali during 1979-80 .Punjab Dairy Development Corporation(PDDC) transferred the milk plant in the month of April 1983.Since then the history of Milk plant Chandigarh remained chequered one with the setting up of aseptic packaging station. In the month of march,1991 this milk plant was recommissioned and the production of icecream was started with substantial enhanced capacity.In order to introduce the verka Icecream in the market and to create awareness amongst the people of Chandigarh and its satellite towns,Mohali and Panchkula,aggressive market campaign was started with the planned marketing.Now position is that Verka icecream has become a favourite brand.


The major activities at the plant are manufacturing of icecream sweetened flavoured milk.Fruit drinks,lassi,raseela,manufacturing of large quantity of kajupinni and milkcake and are also sweets,marketing of products of other plants like ghee,table butter and processed cheese etc.




Verka is having an apex body at the state land known as Milkfed Punjab Chandigarh .To start with the function in various fields of different districts and to operate with dairying and dairy fields i.e. Operation flood- with the assistance of national dairy cooperation(NDC),delhi and later on it is launched to operation flood -2nd which is affiliated to Punjab Milkfed.It helps to its affiliated district Milk cooperations .These eleven District unions are: 1.Ropar 2.Patiala 3.Ludhiana 4.Faridkot 5.Ferozpur 6.Sangrur 7.Bathinda 8.Gurdaspur 9.Hoshiarpur 10.Jalandhar 11.Amritsar

The unions are in eleven district of the state carry out smooth functioning of marketing ,procurement cattle breeding programmed through district Co-operation Unions(DOC).

Milkfed is having two cattle-feed factories i.e. 1.Khanna 2.Ghaniyan ka Bangar,Gurdaspur It has its one seed production and processing plant at bassi(Fatehgarh sahib).

Moreover it has got centralized exotic cattle farm and sperm stations at khanna which distribute semen straws to its affiliated unions and adjoining states.

Under this programmed development in dairying and dairy technology i.e installation of plant ,Milk chilling centers and impartation of dairy equipments as well as know how of cattle breeding sytems was familiarized to the common man and advanced milk producers.

So the whole development program is carried out through its own controlled factories realte to various fields.All units are having well equipped to maintain its good quality of products as par requirements laid down by ISI.




For the smooth running of the plant ,various sections are managed by the management.Each and every activity is delegated to particular section.It is impossible for top management to take decisions on every problem,so various tasks are delegated to various sections.These sections are interrelated to have frequent contacts with one another and its easy to share the information they need to coordinate their jobs.These integrated task teams handle there problems that makes the supervision easy.

The following are the sections in Verka:

a.Procurement section b.Production section c.Quality control section d.Marketing section e.Accounts section f.Personnel section g.Engineering section h.Purchases section i.Store section



The milk Plant Chandigarh has the following line of products :-

Product Milk Tonned Skimmed Premium Standard


500 ml 500 ml 500 ml 500 ml

Lassi Plain Namkeen Spicy 1 ltr 250 ml 250 ml

Cheese Cekatainer Bricks 250 gms 1 kg

Kheer 250 gms 125 gms

Curd 200 gms 400 gms

Curd premium 400 gms

Paneer 200gms 1 kg

Ice-Cream Kulfi Lollies Bricks Gallons 500gms,250gms 5 ltr

Ghee kg tin 1 kg tin kg mom 1 kg mom 2kg tin 5 kg tin 15 kg tin

Gulab Jamun kg tin 1kg tin 3.7 kg tin

Ras Gulla kg tin 1kg tin 3.7 kg tin

Milk fruit Drink Mango Raseela Pineapple Lichi drink 200ml tetra pack 200ml tetra pack 200ml pack




Training is a distinct form of development .Training is a short term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose.Development is a long term educational process utilizing a systematic and organized procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose. Development is a future oriented training focusing on the personal growth of the employee. Training refers to instructions in technical and mechanical operations of a machine.It is designed primarily for non-managers.It is for a short duration and for a specific job related purpose.Development,on the other hand,involves philosophical and theoretical concepts and it is designed for managers.It involves broader education and its purpose is long term development. Training helps an individual learn how to perform his present job satisfactorily.Development involves preparing the individual for a future job and growth of individuals in all respects.Training is mostly the result of initiatives taken by the management.It is not the result of some outside motivation.It is a result of internal motivation. Development compliments training because human resources can exert there full potential only when the learning process goes far beyond simple routine.Training is,thus a reactive process whereas development is a proactive process.Development is future oriented training ,focusing on the personal growth of the employee.

The training objectives are laid down,keeping in view the companys goals and objectives.But the general objectives of any training programme are as follows: 1.The basic objective of training is to help develop capacities and capabilities of the employeesboth new and old by upgrading there skills and knowledge so that the organization could gainfully avail of their services better for higher grade professional,technical,sales or production positions from within the organization. 2.Training aims to help existing employees in improving the level of performance on there present job assignments.In case of new employees ,training has its objective to provide them with basic knowledge and skill they need for an intelligent performance of there specific tasks. 3.The aim of training is not only providing new knowledge and job skills to the employees ,but creating in them self consciousness and a greater awareness to recognize there responsibilities and contribute there very best to the organization they serve. 4.Sometimes,it may not be possible for the management to fill in some important work positions from the outside.Under such conditions ,the apprenticeship programmes aiming at improving the skills of the present employees come to the aid of the company to tide over the position by making available there requirements for the personnel from within the organization. 5.The main objective of training is to bring about efficiency and effectiveness in an organization ,so that the organization may remain competitive in highly competitive market situations and for the achievement of organizational goals. 6.Training plays a significant role in dynamic companies which are more than often on the run for there survival,to bring about technological changes like automation ,highly mechanized and computer oriented systems ,which may in there turn create new problems ,new methods,new procedures,new equipments,new skills and knowledge,new jobs,new products and service all these make the functioning of training a must in an organization as otherwise,the employees will find themselves to be helpless to handle new jobs and adapt themselves to the changes ,they may feel frustrated and compelled to leave there jobs.


Training of the employees is essential because work-force is an invaluable asset to the organization .Training is necessary for the following reasons: 1.Increased productivity : Training improves the performance of the employees.Increased skill and efficiency results in better quantity and quality of production.A trained worker will use the materials in an economical way. 2. Higher employee morale:A training worker derives happiness and job satisfaction from his work.He feels happy when his performance is upto the mark.This also gives him job security and ego satisfaction.the employees will probably look after a worker who performs well.All these factors will improve the employee morale. 3.Less supervision:The degree of supervision for a trained worker would be less .He will not be dependent upon the supervisor for minute details and may carry on his work himself.On the other hand ,an untrained worker will need constant watch and he will require the guidance of the supervisor very often. 4.Less wastage:Untrained workers may waste more materials as compared to the trained workers and may damage machineds and equipment.Accidents generally happen due to the deficiency of the worker and not the machine .A trained worker will know the art of operating the machine properly.He will use the machine and the material in a systematic way. 5.Easy adaptability:The technological advancements will require new approach to work.The methods of work are constantly undergoing a change.This will necessitate the adaptability of the workers to changing work environment.A trained worker can be more adaptable to change to an untrained worker.The former can easily learn new work related techniques with a little bit of guidance. 6.Reduced turnover and absenteeism:Labour turnover and absenteeism are mainly due to job satisfaction.When a worker is properly trained he will take keen interest in his job and can derive satisfaction from it.A satisfied person may not like to leave his job and try at a new place. 7.Employee development:Training also helps in the development of the employees.It first helps in locating talent in them and then developing it to the maximum.The adaptability of the worker will help him in working on new and improved job.If a worker learns fast then he would be able to develop his talent and improve his performance.

M.J.Tessin has explained the following benefits of training in his paper Once again why training published in training Feb 1978.


1.Leads to improved profitability and more positive attitude towards profit orientation. 2.Improves the job knowledge and skills at all levels of the organization. 3.Improves the morale of the work force. 4.Helps people identify with organizational goals. 5.Helps create a better corporate image. 6.Fosters authenticity,openness and trust. 7.Improves relationship between Boss and subordinates. 8.Aids in organizational development. 9.Learns for the trainees. 10.Helps prepare guidelines for work. 11.Aids in understanding and carrying the organizational policies. 12.Provides information for future needs in all areas of the organization. 13.Organization gets more effective decision making and problem solving skills. 14.Aids in development for promotion from within. 15.Aids in developing leadership skills,motivation,loyalty,better attitudes and other aspects that successful workers and managers usually display. 16.Aids in increasing productivity and quality of work. 17.Helps keep the cost down in many areas. 18.Develops a sense of responsibility to the organization for being competent and knowledgeable. 19.Improves labour management relations. 20.Reduces outside consulting costs by utilizing competent internal consultation.


These benefits will ultimately benefit the organization: 1.Helps the individual in making better decisions and effective problem solving . 2.Through training and development ,motivational variables of recognition,achievement,growth,responsibility and advancement are internalized and operationalized. 3.Aids in encouraging and achieving self-development and self-confidence. 4.Provides information for improving leadership,knowledge,communication skills and attitudes. 5.Increases job satisfaction and recognition. 6.Moves a person towards personal goals while improving interactive skills. 7.Satisfies personal needs of the trainer and the trainee. 8.Provied the trainee with an avenue for growth. 9.Develops a sense of growth in learning. 10.Helps a person develop speaking and listening skills,also writing skills when exercises are required.


1.Improves communication between groups and individuals. 2.Aids in orientation for new employees and those taking new jobs through transfer and promotion. 3.Provides information on equal opportunity and affirmative action. 4.Provides information on other government laws and administrative policies. 5.Improves interpersonal skills. 6.Makes organizational policies,rules,regulations viable. 7.Improves morale. 8.Builds cohesiveness in groups. 9.Provides a good climate for learning ,growth and coordination. 10.Makes the organization a better place to work.

STEPS IN SYSTEMATIC TRAINING PLAN A training plan essentially involves seven steps: 1.Determing the training needs. 2.Establishing the training policies. 3.Setting goals and objectives of training. 4.Preparing training budget. 5.Deciding about the training. 6.Deciding about the methods and techniques to be deployed in training. 7.Determining methods of evaluating training.





The major activities at the plant are manufacturing of ice-cream sweetened flavoured milk,lassi,raseela,sweets,manufacturing of large quantity of kaju pinni and milkcake and also marketing of products of other sister plants like ghee,table butter and processed cheese etc. OPPURTUNITIES: 1.The milk plant is having a vast product range due to which the customers are satisfied in a very good manner. 2.The milk produced has a goodwill due to which it can introduce various products without much difficulty.

THREATS: 1.There is extensive competition in the market.At present the major players in the dairy market are amul,Britannia,Milktime,Vita etc. 2.The import is being made easy budget after budget.The sale of the plant is likely to be affected with availability of foreign products in the Indian market.



The selection procedure ends with the placdement of the worker to the job.Placement is the process of assigning a specific job to a selected candidate.In simple words placement means sending an employee to a particular department for work.It also implies assigning rank and responsibility to an individual .Matching the requirements of the job with the qualification of the candidate is the essence of placement. According to Pigore and Myers Placement is the determination of the job to which an accepted candidate is to be assigned and his assignment to the job. PRINCIPLES OF PLACEMENT: A few basic principles should be followed at the time of placement of a worker on the job.Given below. 1.Man should be placed on the job according to the requirements of the job.The job should not be adjusted according to the qualifications or requirements of the man.Job first ,man second should be the principle. 2.The job should be offered to the man according to his qualification.The placement should not be higher nor lower than the qualification. 3.The employee should be made conversant with the working conditions prevailing in the industry and all things relating to the job.He should also be made aware of the penalties if he commits any wrong. 4.While introducing the job to the new employee ,an effort should be made to develop a sense a loyalty in the employee so that he may realize his responsibilities toward the job and the organization. 5.The placement should be ready before the joining date of newly selected persons. 6.The placement in the initial period may be temporary as changes would be made after the completion of the training.The employee may be later transferred to the job where he can do better justice.

Problems in Placement: The main problem with placement arises when the recruiters look at the individual but not at job.Often individual does not work independent of the others.Jobs in this context are classified into two categories:1.Independent jobs: In independent jobs ,non-overlapping routes or territories are allotted to each employee e.g. In sales field.In such situation,The activities of one employee have little bearing on the activities of other workers.Independent jobs do not pose great problems in placement.Each employee has to be evaluated between his capabilities and interests and those required on the job.The objectives of placement will be: a.To fill the job with people who have atleat the minimum required qualification. b.People should be placed on the job that will make the best possible use of there talents.Given available job and HR constraints. 2.Dependent jobs:Dependent jobs may be sequential or pooled .In sequential jobs the activities of one employee are dependent on the activities of the fellow employee .assembly lines are the best example of such jobs. Hr specialist must use assessment classification model for placing newly hired employees.In order to match individual with jobs,This model suggests the following steps: