2725 1509560988

Journal of Management Engineering and Information Technology (JMEIT)
Volume -4, Issue- 5, Oct. 2017, ISSN: 2394 - 8124

Impact Factor : 4.564 (2015)
Website: www.jmeit.com | E-mail: editorjmeit@outlook.com|jmeit@outlook.com
A Study on Human Resource Practices of

Mother Dairy, Delhi
Shilpy Verma, Prof. Rajesh Mehrotra
Shilpy Verma, Research Scholar, School of Business and Management, JNU, Jaipur, India
shilpy.pgdm@gmail.com
Prof. Rajesh Mehrotra, Director, School of Business and Management, JNU, Jaipur, India
rajeshmehrotra7@rediff.com
Abstract— from past few decades the dairy industry is replaced by technology or moved around like finance. A
crucially concentrating on their human resource, as they systematic approach to apply human resource practice is
are the most valued and most treasured assets as per needed to ensure that the manpower capital of a dairy
latest studies. To assess the dairy sector Human company is comprised of the right people, in the right place,
Resource’s competiveness, the performance analysis in at the right time to deliver high quality value for business
this research looked at four functions: 1. Recruitment capital in partnership with communities, all the time [1]-[4].
and Selection, 2. Training and development, 3. Recruitment is considered as the most basic function in HR
Performance Management System, 4. Compensation Practices; it is basically the process of searching employees
and Benefits. The organizations should carefully map to apply for the job posting in the Mother Dairy private
the available HR while recruiting the candidates, limited. On the other side the process of choosing the
because they provide the advantage for the company appropriate candidate among the job applicants pooled by
amongst industry. While training the candidate the recruitment is known as selection process. Selection process
organization has to look their competency area and always comes after the recruitment process is over [5], [6].
provide appropriate training to them. The major aim of Once the employee is part of organization he/she is being
training is to improve the performance of human trained and developed according to the business requirement
resource working in dairy sector. Compensation & and project area. Once the employee is trained, he/she
Benefits act as a major base for company’s rate of performs and based on their performance an appraisal
recruitment, Retention graph & overall employee analysis is done, once employee appraisal is done their
satisfaction in the organization. Dairy organizations are increments is decided and compensation is designed and
advancing modern HR Practices due to the entry of payment done accordingly.
multinational companies. The aim of the paper is to HR Practices process will be lengthy for large
study the Human Resource Practices followed at Mother organizations and will be wider for dairy organizations and
Dairy Private Limited, which is currently considered the it differs from one industry to other [7]. There are many
best company as a complete organization in Indian Dairy factors that are to be considered while following HR
Industry. The best HR Practices availability in practices, for example, while selecting a candidate, best
organizations makes them competitively advantageous suitable HR activities is to be decided among aptitude
and as well as they support the real life blood of the assessment, group discussions, employment background,
organizations, i.e. People. referral background, interviews, medical tests etc.
This research studies the review of literature for HR
Practices followed at organizations. The research was II. REVIEW OF LITERATURE
done using both primary and secondary data. Primary
The most of connection among HR practices are created
data was collected from 34 employees of Mother Dairy
at each employee behavior and attitude at the workplace
using offline questionnaire and the results were obtained
level. The two possible reasons for the connection are:
from percentage method. The research findings reveal
employee discretion/ job influence and social exchange. A
that Mother Dairy Fruits & Vegetables Private Limited
detailed study of employees shows that organizational
follows benchmarking HR Practices and their people are
citizenship behavior has a positive impact on HRM
satisfied with the organizational climate, supporting that
practices, through an effect on perceived job influence or
their organization follows ethical policy for HR
discretion. These findings from the study provided support
Practices.
for an opportunity explanation and job influence of HRM
effects on employee behavior and attitudes [8].
Keywords— Compensation, Employees, Human Strategic insights and practical thinking that have
Resource Practices, Performance, Recruitment, influenced some of the world’s leading organizations. The
Training. business environment has become extremely competitive
and continuous improvement is no longer an option but it is
a necessity. The area of human resource function is one of
I. INTRODUCTION the prime areas which can influence the optimization of
Human resource has been considered and described by available resources. An employee is undoubtedly
many HR writers as the most valuable asset of an Company’s greatest asset and requires attention. HR
organization. Despite the complex and dynamic nature of function needs to evolve itself with changing time. Out-
human beings, which comprises their personality, character dated structures are needed to be kept out from the system
and the ability to achieve goals, people differ in all aspects. to get the optimum productivity [9].
People are in constant demand, but, cannot be easily
All rights reserved © www.jmeit.com
23
Motivation is essentially required to retain the employees as 70 with the help of Convenience sampling method. But
who have the vision, skills and determination to adapt to a the filled questionnaire received from the respondents is 34.
constantly changing world. Policies are required to be
designed in order to attract, motivate & retain the employees Sample Design
who have the vision, skills and determination to deal with
the external as well as internal environmental threats. There 10- 30-
are number of ways in which organization can find and hold no 30 70
onto the benefit of HR for example developing intrinsic Desi of con res M Fe age age
motivation, a better work‐life balance, recognition of gnati empl tact pon al mal grou grou
women's etc. [10]. on oyee ed ded e e p p
The new training policy provided by corporate training corp
centers is now a day considered as a source of competitive orate
advantage for developing, retaining and attracting the staff 900 50 19 9 10 11 8
valuable staff of organization. HR managers are using these plant
training policies as a tool to attract, develop, and retain staff 1200 50 15 15 0 1 14
valuable human resources. The results of this study can be
helpful for the growing number of companies choosing to
create and reinforce corporate training centers. Hence the V. ANALYSIS AND INTERPRETATION
training policy attract and retain valuable employees this
link between them can also be helpful for other companies A. Analysis of Opinion on Recruitment and Selection
that face limitations in wage policy. The training strategy is Process of the Organization (Male VS Female)
a prime tool to ensure motivation and retention at a
comparative low price. The effectiveness of this tool could Analysis of Opinion on Recruitment and Selection Process
be seen and evaluated on the basis of the optimum (Male VS Female)
productivity with reduced attrition rate in the organizations No of % of No of % of
[11]. male Male female Female
very
good 8 31.25 1 13.33
III. RESEARCH OBJECTIVES/ SCOPE
OBJECTIVES OF THE STUDY
good 13 54.86 5 48.33
1) To study and analyze the Human Resource Practices average 2 8.33 2 18.33
followed at Mother Dairy Fruits & Vegetables Pvt
poor 0 1.39 2 20.00
Ltd.
very
2) To explore the benchmarking Human Resource
poor 1 4.17 0 0.00
practices to be followed in a Dairy Company.
3) To study the perception of employees towards the total 24 10
design and implementation of distinct HR activities.
4) To analyze the satisfactory level of the employees 55
60 48
towards the Human Resource Practices of the
organization.
SCOPE OF THE STUDY
40 31
The present research is confined to study the HR 18 20
20 13 13
Practices followed at Mother Dairy Fruits & Vegetables Pvt 8 5 8
Ltd. The study reveals the HR Practices followed in the 1 2 2 012 1400
organization. 0
1) Whether employees are satisfied with the current HR very good good average poor very poor
Practices?
2) Is the organization providing ethical process for HR no of male % of Male
Practices?
The organizational study of Mother Dairy private limited no of female % of Female
was done simultaneously with the study of standard Fig1: Analysis of Opinion on Recruitment and Selection
Human Resource Practices. Process (Male VS Female)
Interpretation: The survey depicts that around 86 % of

IV. RESEARCH METHODOLOGY male employee’s opinion is good & very good about the
Research design is defined as the specification of recruitment and selection process of the company and 62%
methods and procedures for accruing the information of female employee’s opinion is good & very good. 6% of
needed. It is a plan of organization frame for doing the male employee’s opinion is poor & very poor about the
collection of data. Data which is required for the study is recruitment and selection process of the company and 20%
collected from both the primary and secondary source [12]. of female employee’s opinion is poor & very poor. Rest all
Primary data was collected through survey method by are in average category.
distributing questionnaires to employees. The Mother Dairy
Delhi has around 500 office based on roll operational level
employee out of 500 employees sample size have been taken
24
B. Analysis of Opinion on Training and Development
process of the Organization (Male VS Female) 53 57
60
Analysis of Opinion on Training and Development Process 40 28
(Male VS Female) 20 16
20 13 8
5 17 6 4 3 271 1400
No of % of No of % of 0
male Male female Female
very good average poor very
very
good
4 17.19 3 25.00 good poor
good 15 62.50 5 47.50 no of male % of Male
averag
3 12.50 2 20.00 no of female % of Female
e
poor 1 3.65 1 5.00 Fig3: Analysis of Opinion on Performance Management
very System (Male VS Female)
1 4.17 0 2.50
poor
Total 24 10 Interpretation: The survey depicts that around 73% of
male employee’s opinion is very good & good about the
Performance Management System of the company and
80 63 around 62% of female employee’s opinion is very good &
60 48 good.
Around 11% of male employee’s opinion is poor & very
40 25 20 poor about the Performance Management System of the
17 15 13
20 4 3 5 3 2 1415 1403 company and around 8 % of female employee’s opinion is
0 poor & very poor. Rest all are in average category.
good poor
D. Analysis of Opinion on Compensation and Benefit
no of male % of Male Process of the Organization (Male VS Female)
no of female % of Female Analysis of Opinion on Compensation and Benefit Process

(Male VS Female)
Fig2: Analysis of Opinion on Training and Development
No of % of No of % of
Process (Male VS Female)
male Male female Female
Interpretation: The survey depicts that around 80% of very
male employee’s opinion is very good & good about the good 5 18.75 1 14.00
Training and Development process of the company and good 14 59.58 4 36.00
about 73% of female employee’s opinion is very good & averag
good. And 7.81% of male employee’s opinion is poor & e 2 9.58 3 30.00
very poor about the Training and Development process of
the company and 7.5% of female employee’s opinion is poor poor 2 8.33 2 20.00
& very poor. Rest all are in average category. very
poor 1 3.75 0 0.00
Total 24 10
C. Analysis of Opinion on Performance Management
System of the Organization (Male VS Female) 80 60
60
Analysis of Opinion on Performance Management System 36 30
(Male VS Female) 40 19 14 14 20
103
No of % of No of % of 20 5 1 4 2 282 1400
male Male female Female 0
very very good average poor very
good 5 20.14 1 6.67
good poor
good 13 52.78 6 56.67
averag no of male % of Male
e 4 15.97 3 28.33
no of female % of Female
poor 2 6.94 1 8.33
very Fig4: Analysis of Opinion on Performance Management
poor 1 4.17 0 0.00 System (Male VS Female)
Total 24 10
25
Interpretation: The survey depicts that around 78% of no of 10- % of 10- no of 30- % of 30-
male employee’s opinion is very good & good about the 30 age 30 age 70 age 70 age
Compensation and Benefit process of the company and 50 very
% of female employee’s opinion is very good & good. good 2 13.54 5 25.29
Around 12% of male employee’s opinion is poor & very
poor about the Compensation and Benefit process of the good 6 51.04 14 63.90
company and 20% of female employee’s opinion is poor & avera
very poor. Rest all are in average category. ge 3 26.04 2 6.40
poor 1 8.33 0 1.10
E. Analysis of Opinion on Recruitment and Selection very
Process of the Organization (Fresher VS Experienced) poor 0 1.04 1 3.31
Total 12 22
Analysis of Opinion on Recruitment and Selection Process
(Fresher VS Experienced)
80 64
no of 10- % of 10- no of 30- % of 30- 51
30 age 30 age 70 age 70 age 60
very 40 25 26
good 3 20.83 6 29.22 14 14
20 2 5 6 3 26 1801 0113
good 5 44.44 13 60.78 0
avera very good average poor very
ge 2 18.06 2 6.08
good poor
poor 2 15.28 1 1.47
very no of 10-30 age % of 10-30 age
poor 0 1.39 1 2.45
no of 30-70 age % of 30-70 age
Total 12 22
Fig6: Analysis of Opinion on Training and Development
Process (Fresher VS Experienced)
80 61
60 44 Interpretation: The survey depicts that around 65 % of
40 29 employee’s opinion of age group 10-30 is very good &
21 18 15
5 13
good about the Training and Development process of the
20 3 6 2 26 2 11 0112 company and around 89% of employee’s opinion of age
0 group 30-70 is very good & good.
very good average poor very Around 9% of employee’s opinion of age group 10-30 is
good poor very poor & poor about the Training and Development
process of the company and 4.5 % of employee’s opinion
no of 10-30 age % of 10-30 age of age group 30-70 is very poor & poor.
no of 30-70 age % of 30-70 age

G. Analysis of Opinion on Performance Management
System of the Organization (Fresher VS Experienced)
Fig5: Analysis of Opinion on Recruitment and Selection
Process (Fresher VS Experienced) Analysis of Opinion on Performance Management System
no of 10- % of 10- no of 30- % of 30-
Interpretation: The survey depicts that around 65 % of 30 age 30 age 70 age 70 age
employee’s opinion of age group 10-30 is very good & good very
about the Recruitment and Selection process of the company good 1 6.94 5 24.31
and 90% of employee’s opinion of age group 30-70 is very
good & good. good 5 38.89 14 64.90
Around 17 % of employee’s opinion of age group 10-30 is avera
very poor & poor about the Recruitment and Selection ge 6 45.83 1 3.43
process of the company and around 4% of employee’s poor 1 8.33 2 4.41
opinion of age group 30-70 is very poor & poor. very
poor 0 0.00 1 2.94
Total 12 22
F. Analysis of Opinion on Training and Development

process of the Organization (Fresher VS Experienced)
Analysis of Opinion on Training and Development Process

26
about the Compensation and Benefit process of the company
80 65 and around 85 % of employee’s opinion of age group 30-70
60 39 46 is very good & good.
40 24 Around 9 % of employee’s opinion of age group 10-30 is
7 14 8 very poor & poor about the Compensation and Benefit
20 1 5 5 6 13 1 24 0013 process of the company and around 7 % of employee’s
0 opinion of age group 30-70 is very poor & poor.
good poor VI. FINDINGS
1) 86% of male respondents and 62% of female
no of 10-30 age % of 10-30 age respondent said that the HR recruitment and selection
process is good & very good in the company.
no of 30-70 age % of 30-70 age 2) 80% of male respondents and 73% of female
Fig7: Analysis of Opinion on Performance Management respondent said that the HR training and development
System (Fresher VS Experienced) process is good & very good in the company.
3) 73% of male respondents and 63% of female
Interpretation: The survey depicts that around 46 % of respondent said that the HR performance management
employee’s opinion of age group 10-30 is very good & good system is good & very good in the company.
about the Performance Management System of the company 4) 78% of male respondents and 50% of female
and around 89 % of employee’s opinion of age group 30-70 respondent said that the HR compensation and benefits
is very good & good. process is good & very good in the company.
Around 8 % of employee’s opinion of age group 10-30 is 5) 65% of respondents of age group 10-30 and 90% of
very poor & poor about the Performance Management respondent of age group 30-70 said that the HR
System of the company and around 7 % of employee’s recruitment and selection process is good & very good
opinion of age group 30-70 is very poor & poor. in the company.
6) 65% of respondents of age group 10-30 and 89% of
respondent of age group 30-70 said that the HR training
H. Analysis of Opinion on Compensation and Benefit and development process is good & very good in the
Process of the Organization (Fresher VS Experienced) company.
7) 46% of respondents of age group 10-30 and 89% of
Analysis of Opinion on Compensation and Benefit Process respondent of age group 30-70 said that the HR
(Fresher VS Experienced) performance management system is good & very good
no of 10- % of 10- no of 30- % of 30- in the company.
30 age 30 age 70 age 70 age 8) 64% of respondents of age group 10-30 and 85% of
very respondent of age group 30-70 said that the HR
good 2 13.54 5 25.24 compensation and benefits process is good & very
Good 6 51.04 14 59.65 good in the company.
Avera 9) 92 % of male respondent are mostly satisfied with
ge 3 26.04 2 8.35 candidate selection process like written tests, Group
Discussion, Interviews etc.
Poor 1 8.33 0 4.12 10) 90% of female respondent and 84% of respondent of
very age group 10-30 are mostly satisfied with objective of
poor 0 1.04 1 2.65 attracting competent people by conducting competitive
Total 12 22 selection processes
11) 90% of respondent of age group 30-70 are mostly
satisfied with the way company widely circulates
80 information regarding both external & internal
60
60 51 recruitment processes
12) 92% of male respondent and 84% of respondent of age
40 25 26 group 10-30 and 89% of respondent of age group 30-
20 14 14 8 8
70 are mostly satisfied with the way organization,
2 5 6 3 2 1 04 011 feedback of training is duly recorded, and the training
0 program is evaluated by participants
very good good average poor very poor13) 100% of female respondent are mostly satisfied with
organization Trainings that include General Problem
no of 10-30 age % of 10-30 age solving skills, broader knowledge of the company
business, Social & Communication skills
no of 30-70 age % of 30-70 age 14) 80% of male respondent are mostly satisfied with
Performance Appraisal which contributes to enhance
Fig8: Analysis of Opinion on Compensation and Benefit the job skill of employees and identifies their
Process (Fresher VS Experienced) developmental needs required to support their career
objectives
Interpretation: The survey depicts that around 65 % of 15) 80% of female respondent are mostly satisfied with
employee’s opinion of age group 10-30 is very good & good company shares criteria of performance appraisal and
27
its subsequent results & feedback from management the suggestions were mentioned to enhance the
with all individual employees. organizational strategies, procedures and implementations.
16) 75% of respondent of age group 10-30 and 83% of
respondent of age group 30-70 are mostly satisfied with
the process that, standards of targets & Key Result X. FUTURE WORK
Areas are set realistically and designed considering the The study was based on the four major HR functions but
views of concerned employees there is a scope to study other supporting HR functions as
17) 92% of female and male employees and 100% of well like Industrial Relations, compliance regulations,
employee of age group 30-70 are mostly satisfied with Safety and Hazards etc. Parallel organizational study not
payment done on time. only at Mother Dairy private limited but considering the
18) 92% of respondents of age group 10-30 are mostly remaining Dairy Industry companies may be conducted.
satisfied with, individual employee’s goal and values Researchers may also find the linkage between the different
are strongly considered. HR practices with the other practices like organization
performance, employee satisfaction etc. to explore further
possibilities for better Human Resource Management.
VII. RECOMMENDATION
1) The management of company can increase its scope of
HR Practices through accepting and adopting the new ACKNOWLEDGMENT
practices emerging globally, making it more suitable
for female staff.
S. V. Author wants to thank Prof. Rajesh Mehrotra, Guide
2) Human Resource strategies can be further rejuvenated
and Director, School of Business and Management, JNU,
and designed in order to provide better growth
Jaipur for his continual guidance, encouragement and kind
opportunities to young generation employees.
advice at every step.
3) They may also follow new HR application based tools
for better recruitment, selection, training, performance We wish to thank Nagrajan Sivaramakrishnan, MD –
management and compensation practices. Mother Dairy for his kind permission to allow us to conduct
4) The member of the HR Practice committee may the research survey with the employees of Mother Dairy.
comprise of more techno savvy people. So that
We also express our sincere gratitude to Kiran Singh, Head
innovative new applications can be used in HR
HR, Mother Dairy for her guidance and support throughout
activities for quicker execution and enhanced accuracy.
the Data Collection at the organisation.
5) It is suggested that the HR department may approach
to take more inputs from various departmental heads
while designing as well as following any of new HR REFERENCES
Practices, as the departmental heads can directly [1] Stup.R.E., Hyde.J. And Holden L. A., “Relationships
analyze and project the output of these practices between Selected Human Resource Management Practices and
through their technical knowledge relating to the job of Dairy Farm Performance,” Journal of Dairy Science. LXXXIX (3),
pp. 1116–1120, 2006.
their particular department.
[2] Ken Bailey, K., “Opportunities for success exist on
small dairy farms”, Feedstuffs LXXIII (42) Suppl. pp. 14-23, 2001.
[3] Brasier, K., Hyde, J., Stup, R.E., and Holden, L.A.,
VIII. LIMITATION OF THE STUDY “Farm Level Human Resource Management: An opportunity for
1) Collecting data properly from employees become Extension”, Journal of Extension, XLIV (3), pp. 33, 2006.
difficult due to the time constraint. [4] Carolyn, W., “Recruiting Strategies for Changing
2) Busy schedule of the employees also effected to some Times”, International Journal of Manpower. XIII (9), pp. 13 – 22,
1992.
extent.
[5] Rao P., “Human Resource Management (Text and
3) There is a chance for bias in the information given by Cases) Mumbai”, Himalaya Publishing House, 2010.
the respondents. [6] Bhattacharyya DK., “Human Resource Management
4) The study was based on sample hence results were not New Delhi’, Excel Books, 2010.
fully absolute. [7] Venkatesh P., “Human Resource Management New
Delhi”, Oxford University Press, 2008
IX. CONCLUSION [8] Snape, E.D. and Redman, T., “HRM Practices,
Organizational Citizenship Behaviour, and Performance: A Multi-
The study was conducted among the workers of Mother Level Analysis”, Journal of Management Studies, VII, pp. 47, 2010.
Dairy Fruits & Vegetables Private Ltd, Delhi covering 34 [9] Crossreff and Scopus, “A treasure too valuable to waste:
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questionnaire and classified to analyze carefully by all International Digest, XVII (3), pp. 26 – 29, 2010.
appropriate means. From the analysis, it has been found that [10] Richard Church, Paul Sorensen, William Corrigan,
the most of the employees in the company were satisfied but “Manpower Deployment in Emergency Services”, Fire
modifications are required to stay competitive in the Technology, XXXVII (3), pp 219-234, 2001.
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that has a great impact on working of the company as a fresh to Attract, Retain, and Develop Valuable Human Resources?
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[12] Thornh MS., “Research Methods for Business students.
and the company’s HR department is doing well in placing Upper Sadle River”, Prentice Hall, 2003.
the correct HR Practices for employees, along with filling
their requirement for all levels of positions. Hence, some of
28
AUTHOR’S DETAILS
Shilpy Verma received the B.Sc. Honors in Biotechnology

from Sam Higginbottom University of Agriculture,
Technology & Sciences, Allahabad in 2011, PGDM (HR &
Marketing) from Chandragupta Institute of Management,
Patna in 2013 and currently a Research Scholar at School
of Business and Management, JNU, Jaipur; she has more
than four years of working experience in Paayas Milk
Producer Company Ltd., Jaipur.
Prof. Rajesh Mehrotra is currently working as Director,

School of Business and Management, JNU, Jaipur; he has
more than 18 years of experience in the field of Marketing
Management and carries a rich Academic Experience of
more than 10 ten years.
29

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Journal of Management Engineering and Information Technology (JMEIT)

Volume -4, Issue- 5, Oct. 2017, ISSN: 2394 - 8124

A Study on Human Resource Practices of

All rights reserved © www.jmeit.com

Interpretation: The survey depicts that around 86 % of

All rights reserved © www.jmeit.com

no of female % of Female Analysis of Opinion on Compensation and Benefit Process

All rights reserved © www.jmeit.com

no of 30-70 age % of 30-70 age

F. Analysis of Opinion on Training and Development

Analysis of Opinion on Training and Development Process

All rights reserved © www.jmeit.com

All rights reserved © www.jmeit.com

All rights reserved © www.jmeit.com

Shilpy Verma received the B.Sc. Honors in Biotechnology

Prof. Rajesh Mehrotra is currently working as Director,

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