Human Resource Development at Gokul

- Jagdish Patil
Although the title of this article is Human Resource Development at Gokul , Gokul does not consider
the human as a resource but considers as a vital part of the organisation. That makes this development
a unique one from other organisations.
At Gokul the definition of human is not only limited to the employees but also covers its rural milk
producers, staff of DCS, retailers, distributors, consumers too.
The foundation of this principal is demonstrated through the Quality and Food safety Policy of Gokul.
It spells about the development of the producers, employee & other stake holders. The meaning of
development has also broader aspect. This does not only mean financial but also social, psychological,
educational, technological development. We will see step by step at all levels, what Gokul is doing to
achieve this.
A) Producers:
1. Gokul Gram Vikas Yojana (Gokul Village development scheme): As indicated in the name itself, it
is the program for the overall development of the Village. That covers cleanliness, hygiene
practices, education, improvement in knowledge, etc. Here the tools familiar to the villagers are
used. Those consist of lectures in the form of Pravachan, Shahiri, Bhajan, Kirtan, etc. In this
program not only the development of an individual or a group but of a total village is achieved.
Gokul adopt some villages for this program time to time. It is in the line of Mahatma Gandhis
Self adequate village concept.
Number of villages covered as on yr. 2011
1156
Number of training programs
7692
Number of participants
391603
2. Micro training centres: This is a unique idea developed by Gokul. For providing the practical
knowledge to the rural milk producers, Gokul run some micro training centres at village level. The
total dairying business is taught through these centres. Along with technical and recent
information, financial angle toward dairying is developed in those centres. A trip of a group of
producers is arranged to the centre for a whole day. Due to the changing scenario because of
globalisation, many young rural producers are shifting towards the cities. They dont find this
business that much lucrative. The micro training centres helps to revert them back. It is in the line
of Mahatma Gandhis Move towards village concept. The data from May 2009 to March 2011 is
as follows
Number of male trainees
Number of female trainees
Number of total trainees
7605
9915
17520
3. Women empowerment: The milking business at producer level is mainly based on strong hands of
the sisters and mothers. The female shall be socially, financially, psychologically, technically,
physically strong enough to run the business. Not only this the leadership qualities in women shall
also improve. For this a separate department is working having ladies staff and local leady
assistants. Formation of thrift groups is on Gokuls agenda, long before its popularity. Milk bills
are also handed over generally to women. 79.50% from the total income of Gokul, is given back to
the producer. All bills are paid after every ten days interval. The billing date is never missed even
as an exception. It is in the line of Mahatma Gandhis Women empowerment concept.

Number of thrift groups as on yr. 2011

Number of villages covered
Number of women participants
Total fund collected

1697
547
22703
Rs. 4,02,00000

Distribution 2010-11
Net profit 0.71%
Net interest 0.27%
Depreciation 0.25%
Mgmt & transport 1.08%
Salary & perks 6.42%
Procurement & processing 11.77%
Milk producers 79.5%

Returns to producers from profit

80

78.84

79.50

77.89

78

77.04

76

74.66

74.18

73.78

2004-05

2005-06

74
72
70

2006-07

2007-08

2008-09

2009-10

2010-11

Year

4. Clean milk production: Now a days many dairies are talking about low somatic cell count, high
keeping quality. Few dairies are talking about low antibiotics, no insecticides and pesticides in
milk. Gokul had achieved it a long back and improving on the same path. This continuous activity
now became a habit of milk producers. Maintenance of morality among the producers never
allowed a problem of adulteration in this area. It is in the line of Mahatma Gandhis Morality
improvement concept.
Number of DCS covered as on yr. 2011
3236
Number of programs
4890
Number of participants
196258
5. Training centre: Gokul is running a training centre with a need based syllabus. Here the staff of
DCS is trained on various aspects like accounting, book keeping, computer, etc. Along with the
DCS in district, the same members from other part of India are also availing the benefit of the
training centre. The centre is well equipped with modern techniques, class rooms, experienced
staff, boarding and food facilities. It is in the line of Mahatma Gandhis Need based education
concept. The various trainings provided are as follows
No. of participants
Sr
Total
Name of the training program
Within
Out side
No
participants
district
district
1. Artificial insemination & first aid training
1136
527
1663
2. Dairy co-op. secretary training
2172
1236
3408
3. Dairy co-op. women secretary training
21
394
415
4. Management committee members training
2298
1129
3427
5. Women management committee members training
191
230
421
6. Extension supervisor training
369
182
549
7. Milko tester training
889
103
992
8. Milko collectors training
261
10
271
9. Women milk producer member training
366
209
575
10. Farmers induction training
516
6348
6864

11.
12.
13.
14.

Personality development training program

Fodder development training
Artificial insemination refresher training
Miscellaneous other training programs
Total

827
26
437
150
9657

0
331
201
61
10961

827
357
638
211
20618

6. Veterinary Services: The services provided to milk producers by Gokul are very special & fastest
among all other agencies. The service is provided in very negligible rate. The timely service is
available for 24 hours and 365 days. It is in the line of Mahatma Gandhis Gramodhyog concept.
7. Other benefits:
a. Gokul arranged Farmers Insurance Policy to help them in adverse situations. In the year 2010-11,
24909 members from 665 DCS are insured for Rs 1,12,9050/-.
b. A program named Bhvishya Kalayan Nidhi Yojana is run by Gokul to minimise the economic
problems of producers in their old age. In this scheme per litre of milk, 10 paisa from the producer
and 10 paisa from Gokul are contributed.
c. Gokul provides subsidies for purchase of cattle, society building, computerisation, purchase of
generator; bore well, milkotester, fatomatic machines, invertors, women excursion, veterinary
services and fodder development. Gokul provides milk replacer and calf starter cattle feeds in
subsidized rates. The total grant provided in the year 2011 is Rs 35.71 lakh.
d. Gokuls calf rearing program is well recognised at national level and being followed by the
Government of India.
e. Gokul has just started a concept named Gokul at your doorstep. The meaning is Chairman,
directors, officers and field staff will visit regularly to the producers home and workplace. They
will understand his needs, problems and provide all necessary resources. In this concept the
producer is encouraged for his good work.
It is in the line of Mahatma Gandhis Ramrajya concept.

B) Employees:
1. Training and education: Well trained employees are the backbone of the organisation. But the
training shall be of every aspect and based on the need. In every department the training need is
identified for every employee. Similarly with the advent of new technology, new machinery, new
technologies, new know how; the knowledge shall be kept updated always. Without continuous
updating the knowledge becomes old and. Gokul knows this very well. Therefore developed a
model for training of employees.

Training

External
In house

Internal
Interdepartment Intradepartment
al
al

At institute

By trainers

Training is provided by external consultants, professional trainers. This consists of subjects related
to technical knowledge, personality development, statistical and commercial knowledge,
management, safety, etc. Now Gokul is going to tie up with some open universities for a part of
this activity. Along with local institutes, MIT Mehasana, Vidhya dairy, VAMNICOM, BIS, ISI,
NITIE, Nigel Boar, YUV, HP are some of the institutes from where the training is availed.
Internal training is as important as or somewhat more important than the external one. It is
provided by internal trainers. Along with the technical knowledge, subjects like team building,
personality development are also handled. Use of audiovisual aid and so many new techniques
improved the quality of training. Also visual films on various subjects are arranged and batch-wise
training is given.
The training is not only provided to the employees but also to the Board of directors, retailers,
distributors too. It is in the line of Mahatma Gandhis Navi talim concept.
2. Welfare: Only a good salary pays incomplete satisfaction. Along with the financial stability,
overall happy human employee is a target of Gokul. It is achieved. A lot many things are done and
being done for that. Just for example we will look some of them.
a. Worker welfare scheme: All workers are the members of this scheme. This provides support
against medical expenses for the total family of the workers. Unlike professional insurance
companies, this scheme covers all type of diseases and all types of treatments. Beside the medical
benefits, the scheme provides death benefit for dependants. This scheme is managed by a
committee with the funds provided by Gokul and employees contribution, on non commercial
basis. Also an unique bank is run by this scheme. The bank is known as leave bank. In some
diseases this bank provides leaves to the worker. Employees gratuity is joined to LIC. In case of
early death, total gratuity is paid. This department takes care of that too.
Number of cases
Amount paid from 1990 to 2010
Medical
1978
Rs 3 cr 48 lakh
Death
120
Rs 1 cr 70 lakh
b. Other facilities: More than the law, accident benefit facility is extended during travelling between
workplace and residence. Uniforms with washing facility, works committee for minimising
grievances, tour for the children of workers, personal care of all, periodic settlement of charter of
demands, periodic promotions for all employee, leave encashment, conducive and friendly working
atmosphere are inbuilt in the system itself. It is in the line of Mahatma Gandhis welfare for all
concept.
Average salary per month
16000
14016
11754

12000
9633

9582
8506
Rs 8000

7381

4000

0
2005-06

2006-07

2007-08

2008-09

Year

2009-10

2010-11

Year
Number of employees got periodic promotions

2007
256

2008
116

2009
104

2010
128

2011
172

3. Bonus to wives: O! It is miraculous. Gokul pays the male employees bonus to his spouse. Gokul
not only believes but acts on the principal that Behind every working man, there is a strong
support of a working woman. To salute this worship, after complying all legal regulations Gokul
is paying Diwali bonus to the ladies supporting from home. This activity is well accepted since
many years. Now Gokul is planning to pay the difference money after COD to the ladies. It is in
the line of Mahatma Gandhis honour to ladies concept.
C) Distributors and retailers:
Here I want to quote two interesting stories as examples
a. There was a watchman in a textile mill at Mumbai. After the unexpected closure of the mill he
became unemployed. A serious problem arose of the survival of his family. His nineteen year old
son started selling the Gokul milk, by using a bicycle. Afterword he asked for a distributorship of
Gokul. Looking towards his dedication, Gokul issued the same. The son invited his friends from
his village for mutually beneficial business at Mumbai. Today that child is thirty years old. He is a
big shot now. He is a owners of two flats, two four wheelers, four big shops at Mumbai. His
mother is member of Municipal Corporation. All his friends are well established and living happy
life with their families. They started other many corporate and social activities.
b. There was a crate loader on a vehicle supplying Gokul milk. He got Gokuls distributorship. Now
his business is running in three shifts for 24 hours. His well educated children are helping him in
the business. Now he is a well-known big businessman in the society.
In both cases, the distributors are highly loyal to Gokul. They never break their relations with
Gokul even after any adverse situation or heavy bait from market. The story is same for all of the
distributors and retailers. It is in the line of Mahatma Gandhis Sarvodaya concept.
D) Consumer:
1. For providing the consistent milk and milk product quality to them QMS (ISO 9001) & for the
human safety FSMS (ISO 22000) is implemented.
2. Regular visits of consumers are arranged to production plant. Many of the consumers are the loyal
to Gokul sine more than 25 years, due to the relations maintained with them.
Milk sale per year

Lakh ltrs.

3000
2086

2157

2256

2006-07

2007-08

2008-09

2390

2530

2000

1000

0
2009-10

2010-11

Ye ar

E) Social:
1. Kolhapur district is well known for wrestling. Chh. Shahu maharaj encouraged the wrestling. The
same path is now lead by Gokul. Gokul arrange and sponsor wrestling competitions. The same is
maintained for football too. Ten young wrestlers every year, from the family of milk producers are
granted with honorarium.

Honorarium to wrestlers per month

2000

1830

1600
1200

1178
1200
880

Rs
800
400
0

2007-08

2008-09

2009-10

2010-11

Year

2. During natural calamities Gokuls employee donate one day salary. Gokul add the amount equal to
that and the fund is utilised for correct purpose, correctly. Beside financial help, actual physical
work is also being done several times.
3. Gokul donates milk daily to many NGOs looking after rescued child labours, blinds, senior
citizens, bedridden patients, HIV positive children, physically and mentally challenged children.
It is in the line of Mahatma Gandhis love to all concept.

Roots are here:

One may be surprised and has question, Why Gokul has this much HR based attitude? The
answer dwells in the basic attitude of the management. With the help of NDDB, operation flood is
started at Gokul. Father of the white revolution Dr. Varghese Kurien is the mentor. All of the
elected directors are from the families having strong social background. Mr. Aanadrao Patil a rural
dynamite was one of the founders. The visionary like Mr. Arun Narake (vice president of IDA and
honoured by Dr. Kurian award) lead this organisation for more than a decade. He gave the
direction. Mr. Ranjitsinh Patil, Mr. Vishvas Patil, Mr. Rajkumar Hattargi, Mr. Ravindra Aapte (vice
president of Mahanada dudh sangh) expanded the angle. By starting program like Gokul at your
doorstep current Chairman Mr. Arun Dongale placed a crown on HRD.

Conclusion:
Gokul never considered the Human as a resource but become itself a resource for the development
of Human & Society. No doubt there is commercial angle, but the social angle developed and
maintained by Gokul is not smaller than the commercial one. Now a days, world over development
is measured on the basis of development of human. If it is correct, Gokul is on the right track.

Mahatma Gandhijis many principals are followed. He had a dream of uplifting the nation through
uplifting the human. The same is achieved by Gokul. Still miles to travel on the same path
Reference:
1. I too had a dream by Dr. Varghese Kurien.
2. Own study based on interviews of people.
3. Gokuls yearly reports for AGM.
The ideas like
Leave bank,
Bonus to wife of employee,
Encouragement to wrestlers
is the uniqueness of
Gokuls HRD
Micro training centres teach
the milk producers
economics, technology,
quality and loyalty towards
the society.
Implementation of Gandhian
principals in management is
observed at Gokul.
Bebitai from a thrift group
become a member of village
panchayat.
She is now an active member
of the anticorruption group.
This is the achievement of
Gokuls HRD.

Jagdish Patil
AM (QMS) & MR
Gokul Milk, Kolhapur
qm@gokulmilk.coop
jagdishpatil123@gmail.com
This article is published in
Indian Dairyman (April 2012)