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Group-2 AMIT KR SINGH HARLEEN SINGH PRAKASH PRIYANK TYAGI VINOD KUMAR

Amul- A Glimpse
Amul is a co-operative organization. It is the organization of the farmers. It was formed in 1946. Dr Verghese Kurien, former chairman of the GCMMF, is recognised as a key person behind the success of Amul. Amul has spurred the White Revolution of India, which has made India the largest producer of milk and milk products in the world. Amul is the largest food brand in India and world's Largest Pouched Milk Brand with an annual turnover of US $2.2 billion (201011).

HR PLANNING

Manpower planning Getting the right man at the right job at right place and at the right time

HRD

Providing statutory and non- statutory facilities Safety committees meeting once a month. Kaizen activities Total quality management ISO awareness training Exit interviews Inam Yojana scheme for employees

Conti
25 years award to employees Prize distribution to top 10 students of SSC/HSC examination of employees. Welfare activities (Parking facilities, uniform, cap, safety items for employees.) Canteen subsidized food for employees Free medical check-up twice in a month Tobacco free life programme

REWARD & APPRAISAL SYSTEMS


Formal appraisal plans are designed to meet three needs, one for the organization and the other two of the individual. They are as follows:

a) They provide systematic judgment to back up salary increase, transfer, demotions or terminations Final confirmation with the recommendation by the divisional heads comes from the M.D. on annual basis. His work is evaluated and if his work is not found satisfactory, he is terminated from his job. At present AMUL has adopted open system under which the employee himself writes in which work he needs training and asks to the management to arrange for it

The AMUL adopts the appraisal system

Employees feedback

Recruitment and Selection


Recruitment There are two kinds of recruitment sources followed by AMUL

Internal Sources

External Sources

Internal Sources

Internal Sources include person already on the payroll of the company. Filling vacancy from internal sources enhances the employee moral and better understanding of company and its processes by the employee proves to be an additional advantage for the company

Ways
Present Permanent Employee Employee Referrals Former Employees

External sources
External Sources lie outside the company. In AMUL Following methods are followed Campus Interviews Unsolicited Application Application Bank Placement Agencies

Selection
Selection procedure is concerned with securing relevant information about the candidate. The main objective of the selection process is to determine whether a candidate meets the qualification for a specific job and choosing the application which is most likely to perform well in the job.

The selection process in AMUL is as under


Vacancy in any department Approval from M.D. Advertisement

Collection of Applications
Scrutinizing the Applications

Interview Medical Checkup Selection

After selection employees generally have a probation period. In AMUL probation period for officers is 12 months, for clerks it is 6 months and for workers it is 3 months

Training and Development


AMUL training programs have been classified as On the job training Corporate training(H.R.D.) Out house training

Conti

Promotion: In the company promotion is given on the basis of their perform his duty well, he is promoted to a higher post after 3 years. Transfer: Transfer is the moment of an employee from place to place without substantial change in his responsibilities, status and position in the case of transfer.

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[1] Job remain same there are no change in salaries responsibilities at the place change.

[2] At that a person may be given promotion and then transfer in this case. There may be changes in salary responsibility duties and also to place.