Summer Internship Report On Human Resource Management At: Zeba Shafiq
Summer Internship Report On Human Resource Management At: Zeba Shafiq
Summer Internship Report On Human Resource Management At: Zeba Shafiq
ZEBA SHAFIQ
SUBMITTED TO
AMUL LTD.
2
Gujarat Cooperative Milk Marketing Federation, PO Box 10, Amul Dairy Road,
Anand, 388001, Gujarat, India.
DATE: 26/JULY/2019
This is to certified that Zeba shafiq has successfully
completed internship of 45 days from 11/JUNE/2019 to
26/JULY/2019 at Amul ltd.
During the internship period she was assigned a
project on HUMAN RESOURCE MANAGEMENT.
Her approach to this work has been found satisfactory.
We wish him all the best.
(Area Manager)
(Authorized Signature)
3
DECLARATION CERTIFICATE
BY STUDENT
Place: Gujrat
ACKNOWLEDGEMENT
Thank you!
5
1 Company profile 3
Introduction
5 Conclusion 18
6 Bibliography 19
INDEX
6
ORGANIZATION PROFILE
SOCITIES : 1113.
7
MEMBERS : 6, 31,333.
P R E FA C E
INTRODUCTION
Motto
The main motto of AMUL is to help farmers. Farmers
were the foundation stone of AMUL. The system works
only for farmers and for consumers, not for profit. The
main of AMUL is to provide quality products to the
consumers at minimum cost. The goal of AMUL is to
provide maximum profit in terms of money to the
farmers.
Mission
We at GCMMF (Gujarat Co-operative milk Marketing
Federation) endeavor to satisfy the taste and nutritional
requirements of the customers of the world, through
excellence in marketing by our committed team. Through
21
Vision
Vision of AMUL is to provide and vanish the
problems of farmers (milk producers). The AMUL
apparition was to run the organization with co-operative
of four main parties, the farmers, the representatives, the
marketers, and the consumers.
Quality Policy
The motivated and devoted work force of AMUL are
committed to produce whole some and safe foods of
excellent quality to remain market leaders through
deployment of quality management system, state of art
22
CSR Initiatives
Tree practices
In 1946, the unfair trade practices of the middle men
brought the farmers of Kaira to unite and fight
against this system which brought Amul into
existence. Their relentless effort in improving their
socio-economic conditions ultimately brought their
working as a model for dairy development
programme in our country – popularly known as
Anand Pattern. Replication of Anand Pattern through
Operation Flood programme helped India to achieve
first position in production of milk in the world.
various levels.
No. Of Shift:
1st shift time: 08:30 A.M to 04:30 P.M
3. PERFORMANCE APPRAISAL
5. EMPLOYEE TURNOVER
6. COMPENSATION
7. INDUSTRIAL RELATION
8. FACTORE ACT
Chairman
Managing Chairman
General Manager
Manager
Deputy Manager
Assistant Manager
Senior Executive
Senior Officer
Senior Assistant
Workers
43
Grade (A to E)
Recruitment:
There are two types of Recruitment sources followed
by Amul:
EXTERNAL SOURCE
INTERNAL SOURCES
Internal Sources:
Internal sources include personnel already on the
payroll of the organization.
External Sources :
These sources lie outside the organization In Amul
they consider following sources for recruitment:
Campus Interview
Unsolicited Application
Application Blank
Placement Agencies
3. BA/B.COM/M.COM/M.A(general)
MSW/MRM/MRS M.E_biz of Gujarat
Vidyapeeth and C Grade Worker similar non-
University Institutions
a. M.SC Agriculture/
MRS/MRM/MSW/MLW/MBA/B.TECH
46
c. CA/ICWA- SUPERINTENDENT
Selection:
Selection procedure is concerned with securing
relevant information about the applicant. The main
objective of selection process is to determine whether an
applicant meets the qualification for a specific job and
choose the application that is most likely to perform well
in the job. The Selection process in AMUL is as under
Advertisement
Collection of application
Securitize the application
Interview
Medical checkups
Selection
After selection, the employees generally have
probation period. In AMUL probation period is
different for different type of employees. Probation
period for officers is 12 months, 6 months for clerical
employees and 3 month for workers.
3. In house training
↓
Selection of Employee for the Training
↓
Training
↓
Feedback
Performance Appraisal
Performance appraisal is the process of evaluating the
performance and qualification of employees in terms of
the requirement of the jobs for which they are employed.
It is highly useful in making decision regarding the
promotion, transfer, wage and salary administration etc.
The AMUL adopts the following appraisal system .
1 year Managers
3 year Officers
1 year Workers
Self Appraisal
If individuals understand the objectives they are expected
to achieve the standards by which they are to be evaluated
they are to a great extent in the best position to appraise
their own performance .in this method employee himself.
Manager’s Appraisal
The general practice is superiors appraise the performance
of their subordinate. Other supervisors, who have close
contact with employee‘s work may also appraise with a
view to provide additional information. A higher – level
manager appraise the employees for their performance.
51
Work output
Quality of work
Interest in work
Initiatives
Past records
Seniority
Good
Satisfactory
Poor
25%
50%
100%
Not allowed
Compensation
In Amul, The workmen's Compensation Act. 1923 is very
well executed. The compensation is given lo employees as
per the Act. In the case of major accident occur in
organization and if any worker get injure that lime
organization take care of that employee. If the employees
under medical treatment and unable to came in
organization for job, than half salary will be given to
that employee until he/she will again
Vacancy in department
Advertisement
Receiving of application
a) Personal details
b)Previous organization details
c) Training details
d)Service records
e) Joining details
f) Retirement details
User’s Perception
After interviewing the fifteen respondents from the
organization they have come to know that the
organization is using the software named “ERP ORACLE
“in HRIS and by observing and interviewing the user of
the system the following data is gathered.
2. Cost saving
3. Effective work
Conclusion
To conclude Human Resource Management should be
linked with strategic goals and objectives in order to
improve business performance and develop organizational
cultures that foster innovation and flexibility. All the
above futuristic visions coupled with strategic goals and
objectives should be based on 3 H's of Heart, Head and
Hand i.e., we should feel by Heart, think by Head and
implement by Hand.
BIBILOGRAPHY
www.amul.co.in
www.hrm.com
Human resource management – Ashwathappa