MADHUR DAIRY GANDHINAGAR . SUMMER INTERNSHIP REPORT

INTERNSHIP STUDY AT MADHUR DAIRY

CIMS B SCHOOL BANGALORE Page 1

EXECUTIVE SUMMARY

As a part of curriculum I have undergone internship in MADHUR DAIRY for

four weeks. It becomes necessary for a postgraduate student to be well versed

with both theoretical knowledge and its practical application in real situation.

The internship training is an eye opener regarding the actual functioning of

different departments in an organization. Also inter departmental relationships

and its significance is thoroughly understood during this period.

I studied the Theoretical aspect of Management Principle in the classroom.

However, here at MADHUR DAIRY I could learn the application of that

principle. I learned hoe these principles are applied the implemented in the

organizational setting. The internship is an organization study. It is aimed at

seeking information from various departments, its history, nature of business,

vision, mission, policies, procedures, products, turnover and market share etc.

Organization study helped to learn the new methods, technology used by the

company. It enhances the knowledge about the company and its competitors

and the techniques strategies adopted by them to beat their competition.

Overall, it helped in knowing, learning and to study any organization closely.

MADHUR DAIRY has a well-established Human Resources Management

department, which looks after activities related to employees. There are

different sub-divisions, which mainly deal with industrial relations, human

resources development, welfare establishment and public relations.

It was a great opportunity for me to undergo internship training in andhow

company has coordinated its departments and in providing the timely and

comfortable services to the public. The support and the hands on experience

during the four weeks in the organization has become a value addition in my

MBA curriculum.



PATI – A

INTRODUCTION

The Gandhinagar District Cooperative Milk

Producers' Union Ltd.

Gandhinagar District centre of Gujarat, a state of Western India, well-

known for co-operative dairying. Gandhinagar District co-operative Milk

Producers’ union Ltd. Is the full name of MADHUR dairy. As the name

suggests that it is a co-operative union. The company is engaged in the

production of milk, flavored milk, butter and ghee, butter milk. The company

also produces a wide variety of ice-cream, and many sweets through

MADHUR unit, a subsidiary of Madhur dairy.

The plant is situated in GIDC area, in the centre of the city. The plants of

MADHUR dairy are fully equipped with latest technology and modern

facilities. Madhur dairy always work for welfare of society. The Gandhinagar

District Co – op. Milk producer’s Union Ltd. (MADHUR) was established

during 1971 under Operation Flood II by keeping “Amul” as its Roll Model.

At present MADHUR has Gandhinagar Urban, Gandhinagar Rural &

GujaratState as its area of operation for Milk Procurement and selling Milk in

part of Gandhinagar Mahanagar Palika area.Since its inception the Union is

constantly striving further for dairy development and marketing activities in its

milk shed area.

The dairy sector in the India has shown remarkable development in the

past decade and India has now become one of the largest producers of milk

and value-added milk products in the world. The dairy sector has developed

through co-operatives in many parts of the State. During 1997-98, the State

had 60 milk processing plants with an aggregate processing capacity of 5.8



million litres per day. In addition to these processing plants, 123 Government

and 33 co-operatives milk chilling centres operate in the State.

Title of the Internship project: “STATUS OF MOTIVATION OF

EMPLOYEES IN MADHUR DAIRY”

Duration of the Internship project: 30 days (4th August-3rd

September, 2014).\

Importance of the study

To Familiarize with a business Organization

To understand the operations of the various Departments within the

company.

To employees the skill and abilities of the work efficiently.

Scope

Internship training will help management gradutes to know about the

functioning of an organization .it is means for bridging the gap between theory

and practice. The study will investigate different areas which are related to our

title of the study. The internship training was intended to provided industrial

exposure to the trainee and bridge the gap between theory and practice.

The study was mainly conducted to understand the functions, processes,

and procedures of different departments of the company. This training reports

covers details of the departments in which the trainee could get access and

interact with responsible executives.

Objectives of the study

To know about the production and manufacturing of milk.

To know about the function carried out in various departments in

Madhur.

To study about the products of the company.



To study the structure of various Departments and its functions in this

organization.

INDUSTRY PROFILE

Indian dairy industry:

Dairy is a place where handling of milk and milk products is done and

technology refers to the application of scientific knowledge for practical

purposes. Dairy technology has been defined as that branch of dairy science,

which deals with the processing of milk and the manufacture of milk products

on an industrial scale

In developed dairying countries such as the U.S.A., the year 1850 is seen as

the dividing line between farm and factory-scale production. Various factors

contributed to this change in these countries, viz. concentration of population

in cities where jobs were plentiful, rapid industrialization, improvement of

transportation facilities, development of machines, etc. whereas the rural areas

were identified for milk production, the urban centres were selected for the

location of milk processing plants and product manufacturing factories. These

plants and factories were rapidly expanded and modernized with improved

machinery and equipment to secure the various advantages of large-scale

production. Nearly all the milk in the U.S.A. before 1900 was delivered as raw

(natural) milk. Once pasteurization was introduced, it developed rapidly.

Mechanical refrigeration helped in the rapid development of the factory

system of market milk distribution.

The highest milk producer in the entire globe – India boasts of that

status. India is otherwise known as the ‘Oyster’ of the global dairy industry,

with opportunities galore to the entrepreneurs globally. Anyone might want to

capitalize on the largest and fastest growing milk and milk products' market.

The dairy industry in India has been witnessing rapid growth. The liberalized

economy provides more opportunities for MNCs and foreign investors to

release the full potential of this industry.



The main aim of the Indian dairy industry is only to better manage the

national resources to enhance milk production and upgrade milk processing

using innovative technologies.

The Indian dairy industry has aimed at better management of the

national resources to enhance milk production and upgrade milk processing

involving new innovative technologies. Multinational dairy giants can also

make their foray in the Indian dairy market in this challenging scenario and

create a win-win situation for both.

In India, dairying has been practiced as a rural cottage industry since the

remote past. Semi-commercial dairying started with the establishment of

military dairy farms and co-operative milk unions throughout the country

towards the end of the nineteenth century.

During the earlier years, each household in those countries maintained

its ‘family cow’ or secured milk from its neighbor who supplied those living

close by. As the urban population increased, fewer households could keep a

cow for private use. The high cost of milk production, problems of sanitation

etc., restricted the practice; and gradually the family cow in the city was

eliminated and city cattle were all sent back to the rural areas.

Gradually farmers within easy driving distance began delivering milk

over regular routes in the cities. This was the beginning of the fluid milk-sheds

which surround the large cities of today. Prior to the 1850s most milk was

necessarily produced within a short distance of the place of consumption

because of lack of suitable means of transportation and refrigeration.

The Indian Dairy Industry has made rapid progress since

Independence. A large number of modern milk plants and product factories

have since been established. These organized dairies have been successfully

engaged in the routine commercial production of pasteurized bottled milk and

various Western and Indian dairy products. With modern knowledge of the

protection of milk during transportation, it became possible to locate dairies

where land was less expensive and crops could be grown more economically.

In India, the market milk technology may be considered to have

commenced in 1950, with the functioning of the Central Dairy of Aare Milk



Colony, and milk product technology in 1971 with the establishment of

Madhur Dairy, Ana. The industry is still in its infancy and barely 10% of our

total milk production under goes organized handling.

NATIONAL DAIRY DEVELOPMENT BOARD

National Dairy Development Board (NDDB) was founded to replace...

Exploitation with empowerment,

Tradition with modernity,

Stagnation with growth,

An instrument for the development of India’s rural transforming

dairying into an instrument for the development of India’s rural people.

Prior to NDDB, the milk market was vastly governed by local private

dairy and these dairies were neither producing milk nor they were animal

breeders and hence law of demand and supply was unheard by those whose

intentions were purely to make more money from both the sides – that is from

producers of milk (farmers) and consumers at large. Establishment of NDDB

broke that spell and traders were side lined in due course.

The National Dairy Development Board was created in promote,

finance and support producer-owned and controlled organizations. NDDB’s

efforts are co-operative principles and the Madhur Pattern of Co-operation

Philosophy of NDDB

1. Co-operation is the preferred form of enterprise, giving people

control over the resources, through democratic self governance.

2. All beneficiaries, particularly women and under privileged, must be

involved in co-operative management and decision making.

3. Technological and evolution search for better way to achieve the

objective in the dynamic market.

The NDDB was created in 1965, fulfilling the desire of the Prime

Minister of India – the late Lal Bahadur Shatri – to extend the success of the



Madhur Co-operative Milk Producers union to other parts of India.That

success combined the wisdom and energy of farmers with professional

management to successfully capture liquid milk and milk product markets

while supporting farmer investment with inputs and services.

NDDB began its operations with the mission of making dairying a

vehicle to a better future for millions of grassroots milk producers. The

mission achieved thrust and direction with the launching of “Operation

Flood”, a programme extending over 26 years and which used World Bank

loan to finance India’s emergence as the world’s largest milk producing

nation. Operation Flood’s third phase was completed in 1996 and has to its

credit a number of significant achievements.

NDDB also promotes other commodity-based co-operatives, allied

industries and veterinary biological on an intensive and nation-wide basis. Dr.

(Ms) Amrita Patel serves as the Chairman of NDDB; Dr. Varghese Kurien

was the founder Chairman.



COMPANY PROFILE

Madhur Dairy was established in 1st June 1971. Its work is collection and

sales of milk. In the initial stage 400-500 leaders were working together with

2-3 permanent leaders. In 1982-83 they established a new processing plant at

the capital of Gujarat. The capacity of that plant was 30000 litres per day. In

1983 milk procurement was 8 to 10 thousand litres. In 1988 the government

plant was gone. In 1990-91 they changed their processing plant. The capacity

of that plant was 60000 litters per day. In 2002-03 they changed their

processing plant. The capacity of that plant is 200000 litter per day. But now

total production of milk daily is 175000 Litter.. It is one of the consumer

goods producing industries. Its products are important item in diet as most of

people in India are vegetarian. Therefore, milk and milk products assume great

importance as the only source of animal fat in their diet and important source

of animal protein.

It gives production of milk and a milk product, which industries bring

significant change in social-economic structure of rural economy. Dairy

industry has important role in employment generation. It provides regular

source of income and supplementary employment to small and marginal

farmers and agricultural labourers. Therefore, it acts as a source of social

change in the direction of equitable social. Initially the dairy industry was

developed in rural areas only at a very small scale. The rate of growth of this

industry was around 1% only. It has gone up to 4.2% now. A t the same time

independence, there were 186 dairy plants in the country. There were 26 milk



products factories and three creameries. 51 products were in different stages of

implementation. There were 72500dairy co-operations in 170 milk sheds by

March 1996.

Name of unit:-

MADHUR DAIRY Gandhinagar District Co-operative Milk

Producers Union ltd.

Logo of Madhur Dairy:-

Address of the unit:-

Gandhinagar Co- operative Milk Producers Union Ltd.

G.I.D.C. Sector-25 ‘K’ Road,

Gandhinagar.

Form of Organization:-

The MADHUR DAIRY is Co- operative sector

Registration No:-

10807

Number of Members:-114

Shift of the unit:-

8.00 am to 4.00 pm

4:00 pm to 12:00 pm

12:0 pm to 08:00 am

9:00 am to 06:00pm



Board Of Directors:-

(1) shri Rohit Mehta ( Managing Director)

(2) Urvashiben Brahmbhatt ( Dist. Registrar – Gandhinagar )

(3) Shri M.C.shah ( Representative – NDDB )

(4) Shri A.K.Dhagadh ( Representative – GCMMF )

(5) Dr. Shankarsinh R. Rana

(6) Shri Somaji S. Bariya

(7) Shri Prahladji B. Thakor

(8) Shri Lalbhai G. Patel

(9) shri Jilusinh B. Vaghela

(10) Shri Manaji S. Thakor

(11) Shri Naranbhai A. Chaudhari

(12) Smt. Arkhaben V. Thakor

(13) Shri Shivabhai D. Patel

(14) Smt. Chadrikaben R. Patel

(15) Smt. Kailashba J. Vaghela

(16) Smt. Gitaben R.Rabari



OBJECTIVES

To provide maximum services to customers

To monitor the process to ensure the environ safety.

To provide necessary resources required for management system to

prove excellence

To provide maximum services to milk production

VISION

Model Co-Operative in the country

MISSION

Mission is to pay maximum prices to milk producers.

Provide maximum customer satisfaction by quality of milk product

diversification

AWARDS & PRIZES:

1994-95:- Best productivity performance award by national

productivity council

For liquid milk plant.

1994-95:- Award for best performance

1994-95:- Udhyog Ratna award

Kohinoor of award presented from the Indian economic development & research

Association New Delhi (India) in 2008. Rastriya samman purskar with gold medal – 2008.

Bhaztiya udhyog Ratna award – 2008.

Lifetime achievement award for industrial development –

2008.

Bharat Gaural award -2008.

International achieves award -2008.

Rajiv Gandhi shiromahi award -2009.



GOVERNMENT ASSISTANANT

The industry became significant with the launching at the operation flood

programme under 9th 5year plan. The government for the development of this

industry took following steps.

Dairy will now be focused as a viable enterprise.

International animal health code will be integral part of animal health

management

Operation flood will be developed for the international market.

Buffalo’s milk product will be developed for the international market.

Foreign investment in food packaging, dairy equipments, technology

driven units are training centers of dairy industry will be encouraged.



ORGANISATION STRUCTURE

ORGANISATION STATUS

The member producers and their Dairy Co-operative Societies (DCS) are the

vital constituents of the Union and their progress is the judging yardstick on

the efficiency of the Union’s operation. Hence the maximum importance has

been given to their development. The Union is making intensive efforts over

the years to organize DCSs in more and more villages of the three districts in

the milk-shed area.

Board of Directors

Managing Director

Marketing

Manager

Account

Manager

Human

Resource

Manager

Production

Manager

Assistant

Manager

Assistant

Manager

Assistant

Manager

Assistant

Manager

Operators

Workers

Officers

Staff

Officers

Staff

Officers

Staff



NO OF. MEMBERS SUPPLYING MILK

DAILY AVERAGE OF MILK

COLLECTION

27000

29770

3330035750

3870040600 41350

42500 42635 42635

2004-05 2005-06 2006-07 2007-08 2008-09 2009-10 2010-11 2011-12 2012-13 2013-14

121275 122251127740

134928

148178155637

138986

123453

138105146076

0

20000

40000

60000

80000

100000

120000

140000

160000

180000

2004-052005-062006-072007-082008-092009-102010-112011-122012-132013-14

Series 1 Column1 Column2



PERCENTAGE OF SOUR MILK

SALES OF DAILY AVERAGE MIL ( IN LITRE)

0

0.02

0.04

0.06

0.08

0.1

0.12

Series 3

Series 2

Series 1

0

20000

40000

60000

80000

100000

120000

140000

160000

Series 3

Series 2

Series 1



SALESOF DAILY AVERAGE CHHASH(BUTTER MILK) ( IN

LITRE)

SALES OF SWEET ( IN KILO)

0

2000

4000

6000

8000

10000

12000

14000

16000

18000

Column1

Column2

Series 1

0

20000

40000

60000

80000

100000

120000

140000

160000

180000

Column1

Series 2

Series 1



SALE OF ICE – CREAM ( IN LITRE)

MADHUR is offering the most remunerative milk procurement price to

member producers The operational efficiency is reflected on procurement

prices paid to the member producers. The average milk procurement price

paid during the year was Rs. 22.16 for every Kg of Milk supplied to the Union

Which is 80% of total cost of production.

Milk Purchase71%

Transport5%

Process4%

Packing4%

Ret. Margin3%

Sal & Admin7%

Misc4%

Int & Bank Chrgs

2%

0

20000

40000

60000

80000

100000

120000

140000

Series 3

Series 2

Series 1



Milk collected at DCS will be transported to Chilling Centres, through 107

Milk Procurement Can Routes, by travelling 17,929 KM’s every day. 23 Bulk

Milk Cooler Routes are also in operation, which collects milk from 121

centres of 344 DCS directly transported to Madhur Dairy through insulated

tankers.

INFRASTRUCTURE DEVELOPMENT:

The strategy of Madhur Dairy is “Produce More, Sell More & Serve More”

and reaping the benefits of economies of scale. In order to realize this

strategy, the Union has implemented the following projects so that more and

more milk can be procured and processed. This will help us to serve our

producer members by passing on the maximum benefits; we are consciously

adopting the growth-oriented strategy of helping our producers to grow by

ourselves growing constantly.

Although Madhur sets standards for its products for better serve to customers,

it was not possible to keep the standards stability due to manual operations.

In designing mega dairy, Madhur looked towards an automated system that

would allow it to achieve consistent quality parameters for each product.

Energy and manpower would also be more effectively optimised and

controlled and all plant equipment would be integrated.



PRODUCT PROFILE

Madhur mainly does purified milk and milk products. The products

that are produced by these units are:-

(1) Madhur Gold..

Madhur milk. Containing 6.0% Fat and 8.5 % SNF.9.0% rich, creamier and

tastier Ideal for preparing home-made sweets & savouries.

Available in 500ml., and 1ltr packs.

(2) Madhur Fresh (TAAZA) :-

TAAZA milk containing 3.0% Fat. And S.N.F 8.5% rich. It is useful for baby

products.




(3) Madhur cow milk :-

Madhur cow milk containing 3.5%Fat. And S.N.F 8.5% rich..


(4) Madhur Ghee (cow ) ( Blue Pack)

Madhur cow ghee contacting Total fat 90 gm.. And S.N.F 58 GM. Energy

814 kcare




(5) Madhur Ice cream

In ice cream ingredients milk & Milk products sugar, cashew

pieces, Draksha permitted, and stabilizer ( E-407, E-466, E-412) and

Artificial sustains.

(6) Madhur family pack ice cream.. ( Kaju Draksh)

In family pack ice cream the total size of ice cream is 100 ml.Total fat gm

is 8.2% .Total saturated fat gm is 5%. Energy 133 Kcal. Total Energy from fat

74kcal.

(7) Madhur cho - cabar.



In choc-bar The total size of 60 Ml. Total fat gm is 17.0%.. And

saturated fat gm is 12.0%.. And Energy is 248Kcal. And Energy from fat is

153 Kcal.

( 8 ) Madhur Batter soach (cone)

Cone the total size is 120 Ml.. Total fat gm is 10.8.and satuartd fat gm is 5.8%.

And energy is 175 kcal. And energy feom fat is 93kcal.



FUNCTIONAL

DEPARTMENT



DEPARTMENT WISE STUDY

Introduction

Departmentation is a process of dividing the large functional

organization in to small and flexible administrative units. The basic need of

Departmentation arises because of limitation on the number of subordinates

that can be directly managed by superior.

Basis of Departmentation:

Departmentation may be on the basis of function, products region

customers, process, time, number and marketing channel. Functional basis is

very popular method of Departmentation. It refers to grouping of actives of

organization into major functional department like, production, purchase,

marketing etc. Therefore the main departments which are operation in the

company are as follows:

Main Departments

Production

department

Human resource

department

Finance

department

Marketing

department



(1)

Production Department



INTRODUCTION

“Anything that can be offered to a market for attention, acquisition, use or

consumption that might satisfy a need or want of customer.” Production plant uses

modern plant and machineries. Whole process complete very fast with introduction

of milk.

There are automatic system in the dairy. About 400 employees are working in the

madhur dairy. There is official staff is about 100 and workers are about 300.

The dairy’s plant is at – road, G.I.D.C., sector – 25, gandhinagar.

In the madhur dairy there are modern milk processing machines in it. The

production process is given below.in the first step purchased milk is bought in the

dairy by the vehicle in can. After the milk is tested in particular machines and milk

is stored in one place. The milk is taken in the process room after taken sample.

The per day milk of the dairy is 175000 ltr.After the milk is boiled at 80.Cin

machine. After the milk is taken to the different processes.

OBJECTIVES

Production is an organized activity in a manufacturing organization.

Each organized.activity must spell out its objectives so that its existence can

be justified. On the basis of the edger of attainment of this objectives.

Moreover such identification of objectives increases the consciousness of the

personal working in the respective work center checking their efforts by

verifying whether confirming with the stated objective of the organization.

Execute co-ordinate, organize and monitor the production activities

Decrease the cost of production and wastages in production as

much as possible.

Ensure process, control and quality of products manufactured.

Also ensure that the production meets the planned requirements.

Functions:

Procurement of raw material.



Maintain and produce the standard quality products.

Using of advanced technology.

Produce zero bacteria milk.

Maintaining inventory of both raw material and finished products.

Types of Products Produced:

MADHUR MILK:-

Cow Milk

Buffalo Milk

MADHUR GHEE:-

Buffalo’s Ghee

Cow’s Ghee

MADHUR SWEET:-

Penda

Chocolate Barfi

Rajvadi Penda

Rajvadi Halvo

Mohanthad

Magas

Kajukatri

Kaju Barfi

MADHUR ICE-CREAM:-

Venila

Kaju Draksh

Butter Skotch

Kesar-Pista

Strawbary



HIERARCHY OF PRODUCTION DEPARTMENT

MANAGER

ASSISTANT MANAGER

TECHNICAL OFFICERSRS

SUPERVISORS

HELPERS/ Workers.

TECHNICINAS

CIANS



THE DIFFERENT STAGES OF PROCESSING

1) COOLING

On arrival at the dairy\ chilling centre, milk is immediately cooled 4-6 degree

c and stored in storage tanks

2) CLARIFACATION

The chilled milk from the silos goes to the clarifier after preheating. The

clarifier spins the warm milk at the high speed, removing dust and dirt

particles invisible to the naked eye.

3) PASTUERISATION

The milk is then pasteurized. Named after Louis Pasteur, a French Scientist

who invented the process for use in wine, pasteurization was first applied to

milk by Dr. Soxhlet of Germany. This involves heating the milk to 72 degree c

and holding at this temperature for 15 seconds.

Other equivalent time-temperature combinations may also be used. After

heating and holding the milk rapidly cooled at the temperature of 7 degree C

or below.

Pasteurization of milk results, in heat destruction of all the pathogenic (disease

causing} bacteria do not get opportunity to proliferate due to the rapid cooling

of milk after heating. Pasteurized inactivates even the TB bacteria. Therefore,

it is always healthy to drink pasteurized milk.

4) HOMOGENIZATION

The milk then proceeds to a homogenizer. This is where the large size fat

globules present in milk are broken down into tiny particles of less than 2

micron size. The reduced size fatglobules cannot rice to the top in the milk to

form a cream layer (malai) on the top of the milk.



5) STANDARDIZATION

Milk from breeds of cows and buffaloes may vary in its composition. Hence,

to make milk of uniform composition for supply to the market it is

standardized by raising or lowering, of fat and \or solids-non-fat percentages

of milk to a desired value, so as to conform to legal or other requirements

prescribed.

6) PACKAGING

Traditionally the co-operatives used to pack milk in glass bottles. However,

now all co-operatives milk is packed in plastic pouches\tetra packs\bulk

vending etc.

Some of the machines used for production

process are:

1. Milk reception lines.

2. Milk chillers.

3. Milk pasteurizes.

4. Homogenize.

5. Cream separators.

6. Stando meter.

7. Milk silos.

8. Horizontal milk storage tanks.

9. Creams pasteurize.

10. Milk packing machines.

11. Conveyer belts and chains.

12. Crater and washers



Production process of milk

Receiving milk from

milk co-operative

producers

Milk is chilled in 7

Major Chilling

centers and sent to

dairy through Milk

tankers

Regeneration

pasteurized 5

degree C then to

separator

Each tanker is

weighed at the weigh

bridge and the

sample milk is tested

in electronic fat

tester

Milk is unloaded to

raw milk silos (4

silos each with a

capacity of 1 lack

liters)

Heating at 78 degree

C and maintained at

45 degree C

Chilling of milk at 5

degree in pasteurizer

HMST where

pasteurized milk

is stored

Packing section

Dispatching

section,Milk is kept

at 5 degree c in the

cold storage



PROCESS FLOW FOR CURD PRODUCTION &

PACKING

Patesurised at 80Dc And Colled

At 32 – 35 DC

Addition of STARTER Culture

Packaging

Incubated at Room Temperature

Transferd at Cold Storage

Dispatched Market



PROCESS FLOW FOR GHEE MAKING AND

PACKING

Butter milk At 120 – 130 DC

Butter oil

Ghee Boiler 115 – 120 DC

Clarification

Packed & Storage

Dispatched Market



PROCESS FLOW FOR BUTTER MAKING AND

PACKING

Raw – material PRE HEATED

At 40 – 50 DC

Cream Separator

Cream Past

eurizers

Dispatched Market

Cream Tanks At 10 DC

Continues Butter Making

Butter

Dispatched Market

Packed And Storage in Deep

Freezers At 20 DC



Process flow for flavoured milk production

Standardization of milk

of

Addition of sugar 8 -9%

Pasteurize at 80 Degree

Temperature

ture

Addition of colour and

flavours

Filling of milk in 200 ml

Sachets

packing

Dispatching



PROCESS FLOW FOR MASALA BUTTER MILK

Curd in Can

Mixing Thoroughly using Plunger

Adding of Pasteurized Water

Adding to Masala Water

Filtration to eliminate masala Fibers

Transferring for packing

Dispatch in Market

Transferring to cold storage



Sweet sction

Introduction

Sweet manufacturing is indigenous milk product production in the part of

dairy processing. The importance of milk and milk products in this country

has been recognized and the variety of ways in which milk is used for the

preparation of indigenous product has developed more or less as an art.

Indigenous milk product like khoa, Peda, Magas, chocolate Barfi, Shrikhand,

Topara Park, kulfi, Dahi, etc manufacturing at dairy sector.



Manufacturing process of khoa

Raw Material = std. milk, sugar, cardamom

Take a milk in shallow pan open container

↓

Heat the milk and stirred with long handled flat edged metal scraper to prevent

caramelization

↓

The light brown mass is getting

↓

Khoa is sometime further sweetened with sugar to yield of burfi

Add cardamom for flavor

↓

Use the khoa for Peda making



Manufacturing process of kesar Peda

Raw Material = Std. milk, sugar, Elaichi, Kesar

Mix the khoa and sugar

↓

Heated on a gentle fire till mixture turns relatively firm Pan is removed from

fire

↓

Desired flavour and colour by adding kesar colour and flavor

↓

The contents are mix thoroughly

↓

Transfer to the tray for cool at atmospheric temp.

↓

Made in to ball of 15 to 20 gram size by rolling between the palms after

applying a little ghee to avoid stricking

↓

Giving the shape by Peda shaping moulds

↓

Set on tray or packing box



Manufacturing of kaju-katri

Raw Material = Std. milk, sugar, Elaichi, Kesar

Mix the khoa and sugar

↓

Heated on a gentle fire till mixture turns relatively firm Pan is removed from

fire

↓

Desired flavour and colour by adding kesar colour and flavor

↓

The contents are mix thoroughly

↓

Transfer to the tray for cool at atmospheric temp.

↓

Made in to ball of 15 to 20 gram size by rolling between the palms after

applying a little ghee to avoid stricking

↓

Giving the shape by Peda shaping moulds

↓

Set on tray or packing box

↓

Pack it and store at room temperature



STORE DEPARTMENT

After packing various pouches the dairy has to store the fresh and packed

milk. The milk pouches are then taken to the cold storage under the

temperature of 8 to 10 degree Celsius. It is maintained with the help of fans

having silicon chips. The pouches are stored here for the whole night and in

morning they are distributed

Laboratory Section:-

Standard of Diff. Product:

(As per food safety and standards regulation, 2011)

Milk Fat% SNF%

Buffalo milk 6.0 9.0

Cow milk 3.5 8.5

Standardize milk 4.5 8.5

Mixed milk 3.5 8.5

Recombined milk 3.0 8.5

Toned milk 3.0 8.5

Double toned milk 1.5 9.0

Cream, Malai,

Low fat cream - 25 %

Medium fat cream - 40 %

High fat cream - 60 %

Malai

Not less than 25.0 % milk fat

Paneer

Moisture - 70 % (max.)

Fat - 50 % (DMB)



Ice cream

Milk Fat - Not less than 10 %

TS - Not less than 36 %

Milk protein (N*6.38) - Not less than 3.5 %

Ghee

B.R. Reading at 40°C - 40.0 to 43.5

R value - min. 24

FFA as oleic acid - max.3

Moisture - max. 0.5

TESTS

For raw milk-Fat

-SNF-Acidity

For Ghee

-FFA

-Moisture

-BR reading

For Ice Cream

-%Fat

-%SNF

-%TS

Standardize Milk

-%fat

-%SNF

-MBRT

-Microbial test



QUALITY POLICY

Madhur Dairy is committed to...

Improve life style of member milk producers

Achieve highest customer satisfaction by consistent supply of good

quality, safe milk and milk products

.

MADHR Dairy Achieves this by…

Strengthening Co-Operative structure

Up gradation of processes and application of innovative techniques

Providing milk products and services par-excellence for total customer

satisfaction.

Implementation of innovative welfare schemes and services for

socioeconomic development of milk products.

Application of eco-friendly processes and operations.

Development of motivated, dedicated and devoted work force.



(2)

MARKETING

DEPARTMENT



MARKETING

Marketing management in the analysis, planning, implementing and

controlling of programs designed to bring about desired exchange of goods

and money with target market needs and desires and using effective

promotional activities to improve sale and attain the desired profit.

Objectives of Marketing Department

To provide utmost satisfaction to the end consumers.

Create market awareness and preference for Madhur

Customer retention.

Balance the demand and supply of milk and milk products.

Organize and develop the market share of Madhur effectively.

Prepare sales budget.

Formulate strategies to compete with its competitors.

To procure more and produce more.

Functions

To collect information about revenue.

Maintain sales and other accounts.

To attain major market shares

To capture market share.



ORGANISATION CHART OF

MARKETINGDEPARTMENT

PRICE DETERMINANTION BASE OF MADHR

Cost

Commission

Margins

Policy

Marketing MANAGER

Assistant manager

Marketing officer

Supervisors

Helpers

GeneralMANAGER Marketing &

Society



Channels of distribution :-

The main distribution channel comprises of numerous wholesalers in the city,

then their agents and then the retailers. They supply them in shifts through

their own vehicles.

Other way of Marketing.

ZERO LEVEL CHANNEl TWO LEVELCHANNEL

RETAILERS PARLOURS FRANCHISES

Madhur Dairy.

MANUFACTURER

CONSUMER

MANUFACTURER

WHOLESELLER

RETAILER

CONSUMER



ZERO LEVEL CHANNEL

A zero level channel (also called as the direct marketing channel) consists of

manufacturer selling directly to the final consumer.

TWO LEVEL CHANNEL

Two level channels consist of two intermediaries. This intermediary is set

according to the company.

ADVERTISEMENT

Advertising can be traced back to the very beginning of recorded

history. Any paid form of non-personal, presentation and promotion of ideas,

goods or a service by an identified sponsor is known as advertising.

Advertising is very important tool to combat competition.

The advertising by MADHUR Dairy is being done by following ways.

Wall Painting

Hoardings

Calendar

Posters

Vehicle Painting

Vehicle Sticker

On milk collection sticker

Cinema Slide

Signboard

Plastic Banner

COMPETITOR

Marketing of this product are done by Gujarat co-operation milk marketing

federation ltd. We can say that private dairies are competitions of it main

competitor of the madhur dairy. are as under.



Madhar Dairy

Amul Dairy

Price chart of Milk as per july 2014 :-

Serial

No.

Product Packing size Selling price

(1) Madhur standard 500 ml. 21.00

(2) Madhur full kreem

millk

500 ml 23.00

(3) Madhur Tond Millk 500 ml 17.00

(4) Madhur tond Millk 200 ml 07.00

(5) Madhur Cow Millk 500 ml 19.00

(6) Madhur chhach 500ml 10.00

(7) Madhur standard Milk

( loose)

40 litre 1640.00

(8) Madhur cow mikl

(Loose)

40 litre 1480.00

(9) Madhur full cream

milk

( loose)

40 Litre 1800.00

(10) Madhur toned milk

( loose)

40 litre 1320.00

(11) Madhur Chhase

(Loose)

40 litre 800.00

(12) Madhur Tastey Dahi

(curd)

200 Ml 13.00

(13) Madhur Tastey Dahi

( Curd)

400 Ml. 25.00

(14) Madhur Tastey Curd

( Loose)

1Kg. 60.00



(15) Madhur Ghee Pouch

( Bufflow)

500Ml. 180.00

(16) Madhur Ghee Pouch

( Cow)

500 ml. 185.00

(17) Madhur Ghee Tean

(Buflow)

1 Litre 370.00

(18) Madhur Ghee

( Bufflow)

15 Kg. 6000.00

(19) Madhur Ghee

( Cow)

15 Kg. 6150.00

(20) Madhur Panner 100Gm. 25.00



(23) Madhur Panner 5 kg. 1100.00

(24) Madhur Cream

50% FAT

1kg. 200.00

(25) Madur Tea special

Milk

1 Litre 42.00

Price chart of Ice cream as per july 2014 :-

Serial No. Product Packing Size Selling price

(1) Venila cup 40 Ml 05.00

(2) Venila cup 90 Ml. 10.00

(3) Venila family pack 500 Ml. 40.00

(4) Venila family pack 1 Litre 70.00

(5) Strobary cup 40 Ml. 05.00

(6) Strobary Cup 90 Ml 10.00

(7) Strobary family pack 500 Ml. 40.00

(8) Strobary family pack 1 Litre 70.00



(9) Kaju Draksh Cup 90 Ml 15.00

(10) Kaju Draksh Family

pack

500 Ml 55.00


pack

1 Litre 90.00

(12) Kesar – pista 90 Ml 15.00

(13) Mava Badam 90 Ml 15.00

(14) Kaju Anjer 100 Ml 15.00

(15) Raj – Bhog 100 Ml. 20.00

(16) Batar Soach Cup 100 Ml 15.00

(17) Batar Soach Family

pack

500 Ml 55.00


pack

1 Litre 90.00

(19) Orange juice 60 Ml 05.00

(20) Batar Soach Coun (

Big)

120 Ml 15.00

(21) Chocobar 60 Ml 15.00

(22) Mangodolly 60 Ml 12.00

(23) Batar Soach Coun (

Mini)

50 Ml 10.00

(24) Chocobar Mini 35Ml 07.00

(25) Venila Family Pack 5 Litre 325.00

(26) Strobary Family Pack 5 Litre 325.00


pack

5 Litre 400.00


pack

5 Litre 400.00

(29) Kesar pista Family

pack

5 Litre 475.00

(30) Raj Bhog Family Pack 5 Litre 525.00


pack

5 Litre 475.00



(32) Mava Badam Family

pack

5 Litre 475.00

Price chart of Sweet as per july 2014 :-

Serial

Number

Product Packing size Selling price

(1) Mohanthal 1 Kg. 200.00

(2) Magas 1Kg. 200.00

(3) Topara park 1Kg. 260.00

(4) Rajvadi paida 1 Kg. 280.00

(5) Chocalate Barfi 1Kg. 280.00

(6) Rajvadi Halvo 1Kg. 280.00

(7) Kesar paida 1Kg. 280.00

(8) Kaju Barfi 1Kg. 280.00

(9) Kaju katari 1Kg. 480.00

(10) Kaju Role 1kg. 480.00

(11) Anjer Role 1kg. 480.00

(12) Prasadiya paida 1kg. 280.00

(13) Elayachi paida 1kg. 260.00

(14) Molo mavo 1kg. 280.00



(3)

HUMAN

RESOURCES

DEPARTMENT



INTRODUCTION

Human resources Management (HRM) is a management function that helps

managers for recruitment, selection, training and development of employees.

HRM is concerned with people’s dimension in organization. In business

organization management in managing the employees faces so many problems.

To create a harmonious relationship between employees and employer Human

Resource Department is required in each and every organization.

Human resources Management refers to the practices & policies. You need

to carry out the personal aspects of your management job, specifically

acquiring training, apprising, rewarding environment for your company’s

employee.

Human resources Management is concern with planning, organizing,

directing & controlling. The procurement & maintenance of the personal

management in organization effective contribution to the required number

of persons at the right place for the right job utilizing their capacity to the

optimum level also producing them with relevant facility to achieve course

of action.

Some function of personnel management is selection process and

promotion, wages and salary administration, industrial relationship etc.

OBJECTIVES:

The main objectives of the department are as follows:

Good relationships between employees and employers as well as

employees

themselves

Selection of right type of employees.

Proper orientation and introduction of new employees.



Individual development to maintain good relationships with trade

unions.

Effective moulding of human resources.

Providing reasonable compensation and remuneration.

Building up employee morale.



ADMINISTRATION DEPARTMENT STRUCTURE

GENERAL MANAGER

MANAGING DIRECTOR

DEPUTY MANAGER

ASSISTANT MANAGER

PS\AO\TO

MANAGING DIRECTOR

SUPER INTENDENT

ASSISTANT ADMINISTRATOR

ASSISTANT ADMINISTRATOR \S.TYPIST

HELPERS



RECRUITMENT & SELECTION

RECRUITMENT

Recruitment can be defined as, “it is process of searching for prospective

employees and stimulating and encouraging them to apply for a job in an

organization.”

Recruitment is the most important task of personnel administration.

InMADHUR DAIRY Recruitment of the employees is done as per the

company using the following sources of market.

I. By advertisement

II. Government employment

III. Internal promotion

SELECTION

The selection procedure is concerned to securing necessary

information about an employee rather application. This information is secured

in to different various kinds of steps or stages .Company screen out those

applicants, which are suitable for that job. For selection MADHUR DAIRY

uses internal & external sources. They have application blank for applicant

they uses the employee’s references.

The company is also advertisement and some other sources like

advertisement and some other organization. The selection procedure of

MADHUR DAIRYis quite simple and very clean.



SELECTION PROCESS CHART

SELECTION PROCEDURE OF MADHUR DAIRY IS ARE AS

UNDER

I

PLACEMENT

Vacancy in any department

ADVT. & CNV

COLLECTION OF APPLICATION

SCRUTINISATION OF

APPLICATION

AAPPLICATION INTERVIEW

MEDICAL CHECK UP

PLACEMENT



SELECTION PROCESS

VACANCY IN ANY DEPARTMENT:

Where there is any organization department then they collect information through collages, institution, university etc.

COLLECTION OF APPLICATION:

They collect application from post, which are directly received. They

collect list from district employment exchange campus interview etc.

SCRITINISATION OF APPLICATION:

After collection of application .They are studies in detail & not suitable applications are rejected & other kept for further process.

INTERVIEW:

Remaining applications are then called for interview in this interview person personality, experiences, and subject knowledge, general knowledge

etc. Are tested Interview result declared on that day.

MEDICAL CHEACK UP:

Selected person sent for medical checkup & when person medically fit then section is done

TRAINING & DEVELOPMENT

Every organization needs to have well-trained and experienced people to perform the activate that have to be done.

Training is or process of leaving a sequence of programmed baheviour.It is a system to improve the skill.

Divisional

Manager proposal

Performance Appraisal

Training is provided to the capable and responsible person in madhur dairy.



Manager proposed for training is to be sending to different department

like production, marketing, etc. Employments are analyzed about their performance to their job. Those who are selected for training has to submit their report after completed their training. So young talented officer are

sending for training their time period 3 months.

ON THE JOB TRAINING

Every person engaged with business enters into this type of the training. This type training states that the guidelines about the work should be

given when the employees is actually engaged with the work under this technique the employees is placed in a new job and he is told how it may be performed. It mostly given for the UN skilled & semi- skilled job.

OFF THE JOB TRAINING

This training is given to highest level of the personnel. For this training

trainee has to be left his place and devotes his working days in training.

Generally this type of the training is given to managerial level & higher level.

PERFORMANCE APPRAISAL

An organization’s goals can be achieved only when people put in their best efforts.

How to ascertain whether an employee has shown his or her best performance on a

give job? The answer is Performance Appraisal. Employee assessment is one of the

fundamental jobs of HRM, but not an easy one?

In simple terms, performance Appraisal may be understood as the assessment of

an individual’s performance in a systematic way, the performance being measured

against such factors as job knowledge, quality, co-operation, judgment, versatility,

health and the like. Assessment should not be confined to past performance along.

Potentials of the employee for future performance must also be assessed.

A formal definition of Performance Appraisal is the systematic evaluation of the

individual with respect to his or her performance on the job and his or potential for

development.



A more comprehensive definition is Performance Appraisal is a formal, structured

system of measuring and evaluating an employee’s job, relating behavior and

outcomes to discover hoe and why the employee is presently performing on the job

and how the employee can perform more effectively in the future. So that the

employee, organization, and society all benefit.

The definition includes employees’ behavior as part of the assessment. Behavior can

be active or passive – do something or do nothing. Either way, behavior affects job

results. The other terms used for performance Appraisal are: Performance Rating,

Employee Assessment, Employee Evaluation and Merit Rating. In a formal sense,

Employee Assessment is an old as the concept of management and in an informal

sense, it is probably as old as mankind.

PROMOTION & TRANSFER

PROMOTION

Generally promotion means increasing the salary, status, duties and

responsibilities of employee in the company. Thus this company is giving

promotion on the basis of seniority to its employees.

Promotion means an improvement in pay, prestige and position,

responsibilities of an employee within his or her organization. A mere shifting

of an employee to a different job which has better working hours, better

location and more pleasant working condition that does not amount to

promotion. The new job is a promotion for the employee only when it carries

increased responsibilities and enhanced pay.

A promotion represents the ultimate accomplishment for some employees.

Many achieve it though hard work and good performance. A few follow short

cuts to achieve the desired goal. Instead of trying to deserve a promotion

through better performance, they believe in staying close to the boss. Cynics

may say that the easy way of climbing the ladder of promotion is belong the

community of the boss, marry into his or her family, or at least come from the

same region as he or she does.



For some employees, a promotion is not worth trying for. In fact, some refuse

to be promoted on the ground that, once promoted, they lose the benefits of

overtime and profit-sharing bonus, and become liable to transfer.

Promotion is double-edged weapon. If handled carefully, it contributes to

employee satisfaction and motivation. If mishandled, it leads to

discontentment, frustration, scepticism and bickering among the employees,

and calumniates in a high rate of labour turnover. It is the responsibility of the

HR department to lay down a sound promotional policy and ensure its

implementation. The policy of promotion should be clear on the following

matter:

The management must take it clear whether to fill up higher position

by internal promotion or recruit people from outside. Generally

speaking, top positions in an organization are filled through external

recruitment. The lower positions however, are filled up by promotions

from within.

When it has been decided to fill up higher positions with promotions, a

future decision on determining the basis of promotion should be made

up the management. The basis of promotion may be seniority or merit

or both.

If seniority is the basis for promotion an employee with the longest period of

service will get promoted, irrespective of whether he or she is competent to

occupy higher post or not. This is the practice followed in unionized industrial

establishment, government owned undertakings and educational institution.



TYPES OF PROMOTION

There are three types of promotion methods.

1. HORIZONTAL PROMOTION

This type of promotion involves an increasing responsibilities and pay

and a charge in designation. But the employee concerned does not

transgress the job classification..

2.VERTICAL PROMOTION

This type of promotion results in greater responsibilities, prestige and

pay, together with a change in the nature of the job.

3.DRY PROMOTION

Dry promotion is sometimes given in lieu of increases in remuneration.

Designations are different but no change in responsibilities. Promotion

may be given one or two increments.

PROMOTION BASIS OF MADHUR DAIRY

Performance Base

Confidential Report

TRANSFER

A transfer involves a change in the job of an employee without

a change in responsibilities or remuneration. A transfer differs from a

promotion in that the later involves a change in which a significant increase in

responsibility, status and income occur, but all these elements are stagnant in

the former.



TYPES OF TRANSFER

1. Those designed to enhance training and development.

2. Those making possible adjustment to verifying volumes of work

within the firm.

3. Those designed to remedy the problems of poor placement.

PRODUCTION TRANSFERS: - As mentioned earlier, a

shortage or surplus of the labor force is common in different

departments in a plant or several plants in an organization. Surplus

employees in a department have to be laid off, unless they are such

transferred to another department. Transfers affected to avoid such

imminent lay-offs are called as production transfers.

REPLACEMENT TRANSFERS: - Replacement

Transfers, too, are intended to avoid imminent lay-offs, particularly, of

senior employees. A senior employee to avoid lying off the latter may

replace a junior employee. A replacement transfer programmed is used

when all the operations are declining, and is designed to retain long-

services employees as long as possible.

VERSATILITY TRANSFERS: - Versatility Transfers are

affected to make employees versatile and competent in more than one

skill.

SHIFT TRANSFERS: - Generally speaking, industrial

establishments operate more than one shift. Transfers between shifts

are common, such transfers being made mostly on a rotation basis.

Transfers may also be affected on special request from employees.

Some employees request a transfer to the second shift or the night shift



in order to avail the free time during the day to take up part-time jobs,

although law does not permit thi.

REMEDIAL TRANSFERS: - Remedial transfers are

affected at the request of employees and are, therefore, called

Personnel Transfers. Remedial transfers take place because the initial

placement of an employee may have faulty or the worker may not get

along with his or her supervisor or with other worker in department.

He or she may be getting too old continue in his or regular job, or the

type of job or working conditions may not be well-adapted regular job,

to his or her present health or accident record. If the job is repetitive,

the worker may stagnate and would benefit by transfer to different kind

of work.

WAGES AND SALARY

“Employees State Insurance Scheme” this applies to the all factor in India, for

whom that the employee work under the electrical processes. So basically it is

safety tool for employees. Under E.S.I. scheme employees can get the benefit

of Medical Allowance for themselves and for their family also. For working of

the salary of employees is deducted at 4.75% and of employer at 1.75% at

basic.

TIME-KEEPING DEPARTMENT

This department is one of the most important departments of the Raja

Industries. This department is engaged in taking the attendance of the all

employees and the of workers. It is do calculate the over time given to the

employees basically there are three shifts.

8:00A.M. To 4:00P.M.

4:00 P.M. To 12:00A.M.

12:00A.M. To 8:00A.M.



The workers are allowed to work for 8 hours in a day. In

cause they want to take the overtime. One has to first take permission of the

shift engineer. After the permission is granted, he can do overtime.

EMPLOYEE WELFARE:-

The success of the organization depends on its employees. Hence it is

necessary for a firm to satisfy its employees. To satisfy employees different

kind of benefits or incentives are provided to the employees.

FACILITIES PROVIDED TO THE EMPLOYEES OF MADHUR

DAIRY

Education Allowance

City Compensation Allowance

Transportation Allowance

Canteen Facility

Uniform Facility

Leave

Accident Benefit Scheme

Bonus

Rest Intervals

Termination of employees in madhur

The employees will be terminated from the MADHURon happenings of the

following events:

1. If a permanent employee completes 60 years of age

2. Expired while on service

3. Terminated for resigned from service.



VOLUNTARY RETIREMENT SCHEME:

VRS can be taken after the age of 50 years or after completing 20 years of

service in Madhur..

MAINTENANCE OF SERVICE REGISTER/PERSONNEL

FILES

MADHUR maintains a service register of each employee mentioning

all the service records and the below mentioned facts:

Particular of the employees.

Date of joining.

History of services.

Pay scale/increment/advance increment/stagnation increment.

Particulars of leave availed including leave encashment/maternity

leave/miscarriage etc.

Particulars of record of rewards, praise, punishment or censure

including suspension.

Place of position.

Permanent residence address and present postal address.

FUNCTIONS:

Recruitment of candidates.

Selection of best suited and right person.

Training and development of employees.

Framing of rules

Salary of employees:

Salary of employees include Basic pay, Dearness allowance, house rent

allowance and other allowances, at the rate prevailing and in practice and in as

revised from time to time as per the government notification and ordered from

time to time..



Helpers / sweepers (iv) 9600-14550

A/c Assistant/Admi Assist -III 11600-21000

A/c Admi Asst & Dairy Operator-II, Tech-II 14550- 26700

A/c Asst-I/Admin assistant-I, Dairy supervisor-I 17650-32000

A/c & Admin Superintendent 21600-40050

A/c & Admin Officer, Tech of DT & DE 22800-43200

Asst Managers 28100-50100

Deputy Managers 30400-51300

Managers 36300-53830



(4)

FINANCE

DEPARTMENT



INTRODUCTION

“Financial management means raising of adequate fund

(money/finance) at the minimum cost and using them effective and efficiently

in business.

Any organization, whether it is small or large scale, clears with financing

every businessman keeps separate records of financial matters finance and

account department of the business depends upon the financial policy of the

firm.

Financial management is mainly concerned with finding out rational

basis through answering following three questing.

What total value of funds should be invested in the business?

What specific assets should the business require?

How should the required funds be raised?

The scope of financial management comprises traditional approach on

procurement of funds rather than its allocation and use. While modern.



ORGANISATION CHART OF FINANCE

DEPARTMENT

GENERAL MANAGER

MANAGER

DEPUTY MANAGER

ASSISTANT MANAGER

ACCOUNTS OFFICER

ACCOUNT

SUPERINDENTANT

ACCOUNTS ASSISTANT1

ACCOUNTS ASSISTANT 2

HELPERS



SOURCES OF FINANCE

Source of finance of MADHUR :

Federation gives them dairy amount decided by union.

Fix deposit of society is major source of finance.

Interest of fix deposit of bank like SBI, BOB, and Sardar

Sarovar Bond etc. is one of the sources of finance.

Share Capital of MADHUR. Share of MADHUR is not for public but

only for the society members.

Net profit of MADHUR during the year 2009 – 2010 is 59,00,110 lack.

Bankers:

1 Panjab national bank.ghandhinagar branch

2 State bank of India GIDC branch

3 Bank of baroda, vidhansabha branch

4 Ahmedabad dist.co- op.bank capital city branch

5 Ahmedabad dist.co- op bank ghandhinagar branch

Functions

To manage cash.

To manage bills.

To manage transportation bills.

To manage pay bills.

To manage accounts.

Prepare IBP(Integrated Business Plan).

File IT returns and other statements returns.

To manage milk purchase.



Collection of sales proceeds counter

This is for cash collection of sales proceeds of milk and milk products.

Cash remitted from various milk distribution route for sale. A receipt is passed

for the net amount collected from each of the distribution route salesmen and

this is being recorded in a on-line account. This entire amount collected by

the end of the day is remitted to bank the same day to the current account of

the milk union.

Cash counter is for handling imprested cash. ( Imprested cash means amount

required for meeting various payments.)

Receipts are being issued for collection of cash towards receipts of

Earnest Money Deposit (Security deposit repayment of advance drawn and

such other outstanding). Cheques are also being drawn for payments of bills

whenever payments are made. For receipt of any cheques received from

outside official, general receipts are being passed in this cash section. All

these transactions of receipt and payments are entered into computer and cash

book entry is also being made in computers. The union uses 9.0 Version Tally

Package.

Bills

Bills are being received from various suppliers and usually the

purchase section after getting the Material Receipts Information (MRI) from

stores duly certified for quality and quantity, sends bills to finance section in

the related files and these bills are processed and entered in the control

register and after scrutiny from pre-auditors bills are put up for passing

before MD through General Manager Finance. After the approval of MD the

cheques are drawn in the name of the parties. File with entries of cheque No.

and a copy of the voucher is returned to purchase section / to the concerned

section. And the payment vouchers are accounted in computer.



Transportation Bills

Following are the types of transportation bills:

i) Procurement Transportation Bills (PTC)

ii) Distribution Transportation Bills (DTC)

iii) Mobile veterinary root bills

iv) Cattle feed transportation bills

v) LN2 transportation bills (Liquid Nitrogen)

vi) Hire vehicle transportation bills

All these above bills are received from different user section once in a

fortnight, duly certified for having hired the vehicle for the purpose of milk

procurement, distribution, mobile veterinary service; cattle feed transportation,

transportation of milk to other dairies in hired transportation tankers. All these

bills are duly scrutinized in account section in different aspects such as

correction of the distance, deduction towards TDS (Tax Deducted at Source),

any other recoveries and / or passed for payment through cheques. Since these

bills are in No.; once in a fortnight for total amount of payment is made to

their bank accounts.

CAPITAL STRUCTURE

MADHUR is co – operative organization therefore is nothing like market

value of share whenever MADHUR needs funds it issue adequate number of

share, but only to its shareholders or members of societies and not to the

others. The capital structure of a firm would generally denote the ratio of own

capital do the borrowed capital. The capital structure thus, indicates how the

capital has been raised. The capital structure of the MADHUR Dairy figure is

given below.



Capital structure 2012-2013 2013-2014

Authorised share

capital

5,00,00,000 5,00,00,000

Subscribed capital - -

Reserve fund 7,31,12,261 75179417

Redeemable - -

Loan’s 2,38,75,375 1,75,67,550

Net profit for the year 80,67,756 1,10,80,631

MANAGEMENT OF WORKING CAPITAL

Generally, business capital is broadly divided in to two groups. One fixed

capital and second working capital. The gross capital is the summation of all

the current assets and the gross working capital is the difference between all

the current asset and current liabilities. Management of working capital refers

to the management of current asset as well as current liabilities. The object is

only that to manage firm’s current assets and liabilities in such a way that a

satisfactory of working capital is maintained.

The organization receives its money return after some time. The capital of the

firm is engaged in the cycle of cash to inventory and inventory to receivables

and receivables to cash. The cycle posses the longer time that much amount

the company requires. Requirement of the working capital is depend upon

some basic factor that the company posses. They are nature of business,

responsibilities of operations, production cycle, business cycle, production

policy, market conditions, condition of supply etc. every company requires

working capital because the finished goods that the company produced can be

immediately sales out.



Most of the companies are making an arrangement of the working capital

from its own. Working capital describes the capital that the company requires

for dealing with day-to-day requirements.

MADHUR DAIRY is making the arrangement of the working capital from

itself. But, sometime company takes short-term loan from State Bank of India

(Baroda branch). The organization requires working capital on small basis.

The level of working capital is not stable. It is generally fluctuating.

WORKING CAPITAL CHART

RATIO ANALYSIS

Ratio analysis is a widely – used tool of financial analysis it is defined as a

systematic use of ratio to interpret the financial statement so that the strength and

the weakness of the firm as well as its historical performance and its current

financial condition can be determined. The term ratio refers to the numerical or

quantitative relationship between to variables or items.

Phase 1 Phase 2

Phase 5 Phase 3

Phase 4

FINISH GOODS

CASH / BANK

DEBTORS

WORK IN PROGRESS

RAW MATERIAL



TYPES OF RATIO :

1) Total assets turnover ratio

2) Net profit ratio

3) Current ratio

4) Acid test ratio

5) Fixed turnover ratio

TOTAL ASSETS TURN OVER RATIO

It is a ratio expressing relationship between total sales and total assets . It is a

useful indication of the to know.

Total Assets Turn over Ratio = Total sales

Total assets (Amount in lacks)

Year Total sales Total assets Total assets

turn over ratios

2012 2,06,95,41,085 24,60,46,527 6.02

2013 2,33,52,52,366 22,66,75,965 10.30



Net Profit Ratio

The ratio is valuable for the purpose of as certaining the over-all profitability

of business and shows the efficiency or otherwise of operating the business.

Net Profit Ratio = Net Profit × 100

Net Sales

(Amount

in lacks)

Year Net Profit Net Sales Net Profit Ratio

2012 80,67,756 2,06,95,41,085 0.39

2013 1,10,80,631 2,33,52,52,366 0.47

0

2

4

6

8

10

12

2012 2013

Turnover Ratio

Total Assets

Total sales



Current Ratio:

The Current Ratio is the Ratio of total current assets to current liabilities. It

can be calculated by dividing current assets by current liability.

Current Ratio = Current Assets

Current Liability

(Amount

in lacks)

Year Current assets Current Liability Current Ratio

2012 14,16,91,718 16,44,53,449 0.86

2013 13,66,64,235 12,76,16,108 1.07

0

0.05

0.1

0.15

0.2

0.25

0.3

0.35

0.4

0.45

0.5

2012 2013

Ratio

Net Sales

Net Profit



Acid-Test Ratio/ Quick Assets:

This Ratio indicates a danger signal. It suggests that immediate steps

should be taken to increase quick assets.

Acid-Test Ratio = Quick Asset ∕Liquid liability

(Amount

in lacks)

Year Quick Assets Liquid liability Acid Test Ratio

2012 8,24,75,207 16,44,53,449 0.50

2013 6,88,02,604 12,78,16,108 0.54

0

0.2

0.4

0.6

0.8

1

1.2

2012 2013

Ratio

Current Liability

Current Assets



FIXED ASSETS TURN OVER RATIO;

This ratio indicate that to know how efficiently the fixed assets are used in

the business

Fixed assets ratio = Sales

Total fixed assets

Year Sales Total fixed Assets Net Profit Ratio

2013 2,06,95,41,085 9,80,35,976 14.96

2012 2,33,52,52,366 9,03,29,815 18.68

0

0.1

0.2

0.3

0.4

0.5

0.6

2012 2013

Ratio

Liquid Liabilites

Quick Assets



BALANCE SHEET AS ON 01-04-2013 TO 31-03-2014

Funds & Debts 31-03-2014 Assets & Due 31-03-2014

Authorised Share

Capital (500000 Share of

Rs.100)

5,00,00,000 Assets 22,67,75,965

Paid up share capital 2,22,69,800 Investment 1,74,59,260

Nominal member fees

21,300 Stock 7,20,03,531

Reserve & Other

Funds

7,51,79,417 Advance & Other

Dues

----------

Loans 1,75,67,550 Advance Tax 46,35,000

Current Debts provision

--------------- Staff & Milk Societies Adv.

21,58,603

Deposit 8,22,84,240 Deposit 46,12,431

Debts of milk co-

op.societies

25,45,20,836 Trade dues &

Advance

9,04,98,538

Debts Against expenditure

2,42,87,327 T.D.S 2,80,410

Debts against

purchase

1,62,15,773 Cash & Bank 9,80,35,976

Provision made for the Income Tax

1,29,32,840

Net profit of the year 1,10,80,631 -------------

Total 51,63,59,714 51,63,59,714

0

2

4

6

8

10

12

14

16

18

20

2012 2013

ratio

fixesd assets

sales



PART – B

RESERCH STUDY

STATEMENT OF THE PROBLEM – EMPLOYEES

ATTRITION

Introduction:

Employee turnover refers to the proportion of employees who leave an

organization over a set period (often on a year-on-year basis), expressed as a

percentage of total workforce numbers.

Employee Turnover is the number of permanent employees leaving the

company within the reported period versus the number of actual Active

Permanent employees on the last day of the previous reported period.

Statement of the problem:

Human resources are almost treated as human capital and precious

resources of the any company and they act as foundation pillar of any entity.

During internship study from the observation it was found that in the

organization employees turnover or attrition rate was very high. If the

employee’s turnover is high generally it affects the smooth functioning of the

system and also it disturbs the manufacturing process. In this background it is

appropriate to study the reasons for employees Attrition.

Hence study is opting to know the reasons for employee’s turnover in

the company.

Objectives of the study;-

1. To understand the concept of employees turnover

2. To identify the rate of employee turnover of worker

3. To identify the causes of employee turnover.

4. To offer suggestions based on findings of the study.



SAMPLING:-

I approached nearly 50 employees of HR Department in MADHUR and asked

about the sudden discounting of job by the employees.

DATA COLLACTION

PRIMARY DATA: - The Primary data is collected by direct

interview, because of its simplicity and reliability direct interview

method was chosen. Interpretation can also be done by the direct

interview.

SECONDARY DATA: - The secondary data were collected

through old reports are available in MADHUR. These respondents

consist of employees view point, Management opinion and from other

departmental employees



DATA ANALYSIS AND INTERPRETATION

The below table shows the result of the questions asked to the employees of

MADHUR DAIRY

1) Whether Employees are Satisfied with Workload given by the Company?

Statement No. of Employees

Very satisfied 20

Somewhat satisfied 20

Neutral 10

Somewhat dissatisfied -

Very dissatisfied

Graph -1 showing the results of employees given response for the above

question:

Interpretation:

From the above graph it has been found that, out of 50 employees, 20 of them

are very satisfied with the workload being bestowed upon them, whereas 10 of

them are in neutral status, So, I can conclude that the employees are more or

less satisfied with the workload.

20 20

10

0 0

Very satisfied Somewhat satisfied netural Somewhat

dissatifiedVery dissatified

Whether Employees are Satisfied with Workload given by the Compny?

No.of Respondent



2) Whether Employees are Satisfied with the Flexibility of work hours of the

company?


Very satisfied 10


Neutral 10


Very dissatisfied -

Graph-2 showing the results of employees given response for the above

question:

Interpretation:

From the above graph it has been found out that, out of 50 employees, 30 of

them are some what satisfied with the workload being bestowed upon them,

whereas 10 of them are in neutral & very satisfied status, So, I can conclude

that the employees are more or less flexibility of working hours….

10

30

10

0 0



Whether Employees are Satisfied with the Flexibility of work hours of the company?

No.of Respondent



3 ) Whether employees are Satisfied with the Job security by the company?


Very satisfied 40


Neutral -


Very dissatisfied -


question:

Interpretation:


them are very satisfied with the workload being bestowed upon them, whereas

10 of them are in some what satisfied status, So, I can conclude that the

employees are or less satisfied with the company job security.

4 ) Whether employees are satisfied with Salary given by the company?


Very satisfied -


Neutral 5

Somewhat dissatisfied 20

Very dissatisfied 15

40

10

0 0 0


dissatified

Very dissatified

Whether employees are Satisfied with the Job security by the company?

No.of Respondent




question:

Interpretation:


them are some what dissatisfied with the workload being bestowed upon them,

whereas 15 of them are in very dissatisfied status, So, I can conclude that the

employees are less satisfied with the given company are given salary.

5 ) Whether employees are satisfied with the overall relationship with their

Manager?


Very satisfied 10


Neutral 10

Somewhat dissatisfied 20

Very dissatisfied 5

Graph-5showing the results of employees given response for the above

question:

0

5

10

15

20

25

Very Satisfied Somewhat

satified

Neutral Somewhat

dissatified

Very

dissatisfied

Whether employees are satisfied with Salary given by the company?

No. of Employees



Interpretation:


them are some what dissatisfied with the workload being bestowed upon them,

whereas 10 of them are in neutral status, So, I can conclude that the employees

are more or satisfied with the relationship with manager…

6. Is that current working environment is satisfactory for the employees???

Table no -6

Graph-6 showing the results of above table:

Statements No of respondents

Very good 14

Good 20

Average 12

Poor 4

10

5

10

20

5



Whether employees are satisfied with the overall relationship with their Manager?

No.of Respondent



Interpretation – From the above graph it has been found out that, out of 50

employees, 20 of them are very good with the workload being bestowed upon

them, whereas 13 of them are in very good, So, I can conclude that the

employees are more or satisfied with the working environment..

7. What according to you are the causes of employee turnover?

Compensation package difference 8 %

Job and employee skill mismatch 17 %

Inferior facilities, tools, etc 5 %

Less reorganization 12 %

Less or no appreciation for work

done

7 %

Less growth opportunities 14 %

.poor supervision

37 %

0

5

10

15

20

25

very good good average poor

working environment no of

respondents



Interpretation :-– From the above graph it has been found out that, out of 50

employees, 37 % poor supervision them are very less job and sequirty

mismatch 17 % whereas not good, So, I can conclude that the employees are

not more satisfied with the employees turnover.

8 ) employees are satisfied with salary / Recognition

Dissatisfaction with pay 40 %

Internal pay inequality 30 %

Lack of promotion/ career development 20 %

Less or no appreciation 10 %

Compensation package

differences

8% Job and employee skil l mismatch

17%

Inferior facil ities, tools, etc

5%

Less reorganization12%

Less or no appreciation for

work done

7%

Less growth opportunities

14%

Poor training0%

Poor supervision 37%

%



Interpretation:

From the above graph it has been found that, out of 50 employees, 40% of

them are very dissatisfied with salary paid by company. Salary being bestowed

upon them, whereas 30 % of them are internal pay inequality in, So, I can

conclude that the employees are less satisfied with the salary.

9 ) employees personal reasons....

Maternity 30 % Difficulty in Balancing work life and life issues

15 %

Child care issues 07 % Elder care issues 10 %

Health related issues 05 % Retirement 20 %

Relocation ti follow / partner 03 %

Difficulty travelling to and from work 07 % Other domestic reasons 03 %

40%

30%

20%

10%

Salary

Dissatisfaction with pay Internal Pay Inequality

Lack of promotion No Appreciation for Work



Interpretation:

From the above graph it has been found that, out of 50 employees, 30% of

them are maternity by company. bestowed upon them, whereas 15 % of

them are difficulty in balancing and life issue. pay inequality in, So, I can

conclude that the employees are not satisfied with the personal Reasons.

30%

15%7%

10%5%

20%

3% 7% 3%

personal Reason

maternity difficulty in balancing work and life issue

child care issue Elder care isue

Health care related issue Retirement

Relocation ti follow/ partner difficulty in balancing work and life issue

other domestic reason



SWOT ANALYSIS

SWOT analysis is an extremely useful tool for understanding and decision-

making for all sorts of situations in business and organizations. SWOT is an

acronym for Strengths, Weaknesses, Opportunities, and Threats. The SWOT

analysis headings provide a good framework for reviewing strategy, position

and direction of a company or business proposition, or any other idea.

SWOT ANALYSIS

INTERNAL EXTERNAL

STRENGHT WEAKNESS OPPORTUNITY THREATS



STRENGTH

It’s about what advantages the company has over others and what the

company can do better than anyone else. The strength of the company are:

1. MADHUR has a strong brand image in south India.

2. An ISO, HACCP, EMS certified company.

3. Winner of “Best Productivity Award” by National Productivity

Council (NPC) for five times and “Energy Conservation Award” by

Bureau of Energy Efficiency (BEE).

4. Maintaining uniform quality.

5. Company has good relationship with customers.

6. Market leader with brand identity.

7. Well-organized distribution channel.

8. Supply chain management

WEAKNESS

Weakness better in terms referred what the company could improve, what it

should avoid and what the people in the market likely to see as weakness.

MADHUR has some weakness in the following areas:

1. Lack of effective media advertising.

2. Slow decision making process.

3. Inflexible traditional government structure.

4. High manpower overheads.

5. External interference from state federation.

6. Non- availability of own water source.

7. Promotion is based on seniority.



OPPORTUNITIES

Opportunities are the advantages to the companies which are beneficial to the

company production.

1. MADHUR can maintain and improve the quality to build customer’s

confidence.

2. Existing brand “MADHUR” can be used to expand its product line.

Need not to invest on brand awareness..

3. The existing infrastructure can be used to meet the consideration rise in

demand in future, with little or no change.

THREATS

Threats are the obstacles, which the company faces by the external

environmental in its process of development. The threats in the way of

MADHUR are:

1. Entering of MNC’s into dairy industry with cheap milk and milk

products, may creates stiff competition.

2. Losing market share because of price changes.

3. Very attractive commission for agents from rivals.

4. External political interference may create unfavorable circumstances.



FINDINGS

1. Employees are 60 % of employees are more and 40% employees are less

satisfied withthe workload in Madhur Dairy.

2. From the above that it can be easily found that there is no employee which

is dissatisfied with the work load

3. More or less employees are satisfied with work load

4. Workings of activities are smoothly diversified in the organization.

5. It provides good training facilities to employees. Training would be a

predetermine activity such as apprentice section department.

6. It provides the education of those person who is belongs to farms

activities. And also development its veterinary section to distinct level.

7. It has development small pouch packaging and bottle.

8. Replacement is the main expectation of retailers from Madhur dairy.

9. Mostly in Gandhinagar the people area likes to buy Madhur milk

reasonable prose and good quality.

10. In the Gandhinagar most of the people wants to buy pouch milk.

11. Employees are not satisfied with the relationship with manger.

12. 90 % employees are very satisfied with job security. 10 % employees are

somewhat satisfied with job security.



SUGGESTIONS

1. Company should introduce some scheme for customers which can play an

important role in increasing awareness and interest in buying which

increase the sales volume.

2. Company should request to retailers to recommend Madhur dairy to the

customer.

3. Nearly Local outdoor and T.V media in their purchasing decision. So that

the company’s task is to give more advertisement Local outdoor & T.V

media.

4. Satisfaction level of customers should be raised by providing good quality

product at low price, and should try to remove reasons for dissatisfaction

of customers.

5. Company should try to make available their product at all most retailer’s

shops by improving their distribution channel.

6. Brand madhur should maintain a good quality in order to maintain its

existing importance and the level of satisfaction

7. Good relationship should be maintained with marketing channels by

solving their problems & taking suggestions.

8. Feedback, suggestion & complaints should be revised by Madhur if they

are appropriate & Good. It should also try to take actions for

Implementation.

9. Remember that benefits are important too. Although benefits are not a key

reason why employees stick with a company, the benefits you offer can't be

markedly worse than those offered.

10. Train your front-line supervisors, managers and administrators. It can't be said

often enough: People stay or leave because of their bosses, not their companies.

A good employee/manager relationship is critical to employee satisfaction and

retention. Make sure your managers aren't driving technologists away. Give them

the training they need to develop good supervisory and people-management.



LEARNING EXPERIENCE

Earlier to this Industrial training, I was familiar to only the theoretical

aspects of the organization in general and the study gave me the

practical experience of corporate world.

Corporate culture and its difference functional activities were known in

detail.

Co-ordination of the activities by the organization and interdependence

of one of the department with other department to achieve the

organizational objectives was studied during the in plant training.

Importance of time management, which helps the entire organization in

meeting delivery dates of customers.

Employees have different Skills, talents,abilities,attitude,etc.and how

they are being utilized in optimum manner in achieving organization

goals.

Managerial knowledge such as planning, organizing, directing,

controlling and decision – making.

Knowledge of rules, regulations, policies, procedures, etc. of the

company, which guide of performing the work.



CONCLUSION

MADHUR, is playing a vital role in serving the rural class &

contribution for the economic upliftment of farmers. It is helping the farmers

by giving them all facilities to rural people by supplying fodder & feed,

improving the breed by artificial insemination with the help of their veterinary

services. MADHURis reaping profit by equipping the latest technology&

producing better quality products. It is serving the best quality milk & milk

products to its customers, thereby maintaining their top position in the market.

It has atomized manufacturing and every process is computerized. In other

words, through automation it has achieved great success and a good

recognition.



BIBLIOGRAPHY

1. CONCEPT OF DAIRY, RETRIVED FIRM

(http:// www.conceptofdairy)

2. MISSION AND VISION, RETRIVED FIRM

(http:// www.missionandvision)

3.GOVERNMENT ASSISTANCE, RETRIVED FIRM

(http:// www.government assistance)

4. For more visit of Madhur Dairy:-

(http:/ www.madhurdairy.org.in).

http://www.conceptofdairy/

http://www.missionandvision/

http://www.madhurdairy.org.in/



Annexure:- 1.

BALANCE SHEET AS ON 01-04-2013 TO 31-03-2014

Funds & Debts 31-03-2014 Assets & Due 31-03-2014

Authorised Share Capital

(500000 Share of Rs.100)

5,00,00,000 Assets 22,67,75,965

Paid up share capital 2,22,69,800 Investment 1,74,59,260

Nominal member

fees

21,300 Stock 7,20,03,531

Reserve & Other Funds

7,51,79,417 Advance & Other Dues

----------

Loans 1,75,67,550 Advance Tax 46,35,000

Current Debts

provision

--------------- Staff & Milk

Societies Adv.

21,58,603

Deposit 8,22,84,240 Deposit 46,12,431

Debts of milk co-op.societies

25,45,20,836 Trade dues & Advance

9,04,98,538

Debts Against

expenditure

2,42,87,327 T.D.S 2,80,410

Debts against purchase

1,62,15,773 Cash & Bank 9,80,35,976

Provision made for

the Income Tax

1,29,32,840

Net profit of the year 1,10,80,631 -------------

Total 51,63,59,714 51,63,59,714



Annexure:- 2.

Purchase

Sr. No

Details 2012-2013 2013-2014

1 Milk 1,74,27,75,903 – 37

1,96,47,31,941-68

2 Milk Product 8,45,557 – 34

9,41,910 – 20

3 Cattle – feed ( Dan) 1,52,29,200 –

00

1,31,19,300 – 00

4 Seeds ( Foddder) 4,91,958 – 00 4,04,840 – 00

5 Testing Materials 2,35,970 – 00 1,81,530 – 00

6 Materials of madhur milk products

1,00,77,674 – 11 1,07,11,310 – 12

7 Cartage of collection of milk 1,42,12,480 – 24 1,47,05,570 – 55

8 Materials of madhur ice –cream

9,22,785 – 29 10,66,141 – 35

9 Skim milk powder 2,12,05,700 – 00 2,45,27,700 – 00

10 Suda purchase 1,19,047 – 50 --------------

11 Butter purchase ( Makhan) 76,91,360 – 00 36,24,690 – 00

12 Other items 40,000 – 00 -------------

Total 1,81,38,46,768 –

85

2,03,40,14,933 – 90

Annexure:- 3

Sales

Sr.No.

Detais 2012-2013 2013-14

1 Milk 1,75,59,22,804 - 30

2,00,91,04,271 – 77

2 Ghee 15,76,25,333 - 43 17,00,71,279 – 41

3 Chhas 8,69,61,722 – 69 8,99,89,125 – 06

4 Milk product 9,85,741 – 54 12,04,951 – 58

5 Cattle – Feed ( Dan) 1,50,75,000 – 00 1,29,93,000 – 00

6 Seeds ( Fodder) 4,91,640 – 00 4,04,840 – 00

7 Testing material 1,97,785 – 34 2,02,518 – 01

8 Cream 42,608 – 70 32,369 – 56

9 Milk products 2,97,58,688 – 78 2,97,94,380 – 20

10 Madhur ice – cream 56,95,651 – 67 59,60,950 – 6

11 Madhur panner 38,34,353 – 39 32,82,258 – 93

12 Other items 54,166 – 70 -----------

13 Note – books 2,07,771 – 29 ----------



14 Sasti Dahin ( Curd) 1,25,68,770 – 00 1,21,17,390 – 16

15 Other product of madhur

-------------- 95,030 – 54

16 Suda 1,19,047 – 59 -----------

Total 2,06,95,41,085 - 42

2,33,52,52,365 – 83

Annexure:- 4

INVESTMENT

Sr No. Details 2013 – 2014

1 Ahmedabad Dist. Co – op. Bank Ltd. 50,000 – 00

2 Gujarat state Co – op. Housing Finance Society

Ltd.

500 – 00

3 Gujarat state Co – op. Bank Ltd. 5,000 – 00

4 Gujarat Co – op. Land Dev. Bank Ltd 10 – 00

5 Gujarat Co – op. Milk marketing federation Ltd. 1,74,00,000 – 00

6 Gandhinagar Dist. Co.- op. Union Ltd 1,000 – 00

7 Gandhinagar State Co – op. Union Ltd 250 – 00

8 Gandhinagar District Central Co – op. Bank 2,500 – 00

Total 1,74,59,260 – 00

Annexure:- 5

RESERVE AND OTHER FUNDS

Sr. No.

Details 2012 – 2013 2013 -2014

A. Reserve Fund. 1,17,27,646 –10 1,37,44,585 – 14

B. Other Funds.

General Reserve Fund 83,23,780 – 56 1,07,13,491 – 07

Dividend equilisation Fund 10,700 – 06 10,700 – 06

Milk meter Subsidy 47,186 – 00 47,186 – 00

Doubtful debts fund 32,02,125 – 82 44,12,289 – 24

Total 1,15,83,792 – 44 1,51,83,666 – 37

C. Capital Reserve Subsidy

Dairy project subsidy 17,91,900 – 00 17,91,900 – 00

Operation flood subsidy 16,10,426 – 15 16,10,426 – 15

Animal husbandry subsidy 67,33,357 – 70 7,41,000 – 00

Milk Scheme subsidy 45,000 – 00 45,000 – 00

Chilling plant subsidy 1,19,000 – 00 1,19,000 – 00

Subsidy for the development

of the Co – operation programme

37,601 – 00 37,601 – 00



Subsidy for district rural development agency

1,99,538 – 00 1,99,538 – 00

G.C.M.M.F. bouns shares 67,00,000 – 00 67,00,000 – 00

National mission for protein supplement Subsidy

2,75,64,000 – 00 2,75,64,000 – 00

N.C.D.C.D.M.I subsidy 50,00,000 – 00 74,42,700 – 00

4,98,00,822- 85 4,62,51,165 – 15

Total (A +B + C ) 7,31,12,261 – 39 7,51,79,416 – 66

Annexure:- 6

CASH & BANK BALANCE

Sr no. Details 2012 – 2013 2013 -2014

A. Cash Balance on Hand 22,958 – 00 65,607 – 00

B Cash Balance in Bank

Punjab National Bank 38,08,370 – 19

Ahmedabad Dist.Co – op. Bank 4,21,33,190 – 28

Bank of Baroda 96,99,398 – 59

Ahmedabad Dist Co – op. Bank 2,35,061 – 10

Ahmedanad Dist Co – op. Bank 4,12,120 – 27

State Bank of India 9,31,337 – 15

UCO Bank 2,42,548 – 27

Central Bank of India 8,348 – 19

C Bank Deposit

State Bank of India 1,50,00,000 – 00 1,50,00,000 – 00

Dena Bank 1,00,00,000 – 00 2,00 00 000 – 00

Punjab National Bank 55,00,000 – 00 55,00,000 – 00

Total 9,03,29,814 – 81 9,80,35,976 – 04



Questioners:-

1 . Employees are satisfied with workload given by the company?

Very satisfied [ ]

Somewhat satisfied [ ]

Neutrals [ ]

Somewhat dissatisfied [ ]

Very dissatisfied [ ]

2 ) whether employees are satisfied with the flexibility of work hours of the

company?

Very satisfied [ ]


Neutrals [ ]



3) Whether employees are satisfied with the job security by the company ?

Very satisfied [ ]


Netural [ ]



4) Whether the employees are satisfied with salary given by the company?

Very satisfied [ ]


Netural [ ]





5) Whether the employees are satisfied with overall relationship with manger?

Very satisfied [ ]


Netural [ ]



6) What are the various reasons for employee turnover ?

a. Management demands that one person do the jobs of two or more

people .

b. management doesn’t allow the rank and the file to make decision about

their work

c. Management constantly reorganizes, shuffles people around and

changes direction constantly.

d. management doesn’t take time to clarify their decisions

e. management promotes department to complete against each others

f. Management throws a temper tantrum, point fingers and assigns

blame.

8. In an organization, a little rate of employee turnover may result into?

a. Bringing in new ideas and skills from new hires

b. Better employee – job matches

c. More staffing flexibility

d. facilitate changes and innovation

9. High rate of turn may lead to decrease in ?

a. Productivity

b. Service delivery

c. Spread of organization knowledge

10. What according to you are the causes of employee turnover?

a. Compensation package differences

b. Job and employee skill mismatch



c. Inferior facilities, tools, etc

d. Less reorganization

e. Less or no appreciation for work done

f. Less growth opportunities

g. Poor training

h. Poor supervision

11. What according to you are the few ideas that a smart company use to keep their employee turnover rate low.

a. Pay them well

b. Treat each employee with respect regardless of their jobs,

c. Offer good health care plans.

d. Offer a bonus plan to safe and effiecient workers

e. Offers flexible hours and generous vacation plans,

f. Begin a profit sharing

No. Sources of Employee Turnover Assign a score to represent the relative

importance

1 Personal Reason

1 Maternity 1 2 3 4 5

2 Difficulty in balancing work and life issues 1 2 3 4 5

3 Child care issues 1 2 3 4 5

4 Elder care issues 1 2 3 4 5

5 Health – related issues 1 2 3 4 5

6 Retirement 1 2 3 4 5

7 Relocation ti follow spouse/ partner 1 2 3 4 5

8 Difficulty travelling to and from work 1 2 3 4 5

9 Other domestic reasons 1 2 3 4 5

Work Enviroment

1 Way work is organized 1 2 3 4 5

2 Work load / Stress 1 2 3 4 5

3 Work Environment 1 2 3 4 5

4 Job Satisfacation 1 2 3 4 5

5 Insufficient Challenges 1 2 3 4 5

6 Worried about job security 1 2 3 4 5

7 Poor fit between the employee and the job 1 2 3 4 5

8 Inferior facilities, tools, etc 1 2 3 4 5

9 Risky working conditions 1 2 3 4 5

10 Inadequate employee oritenttion and training 1 2 3 4 5

11 Lack of meaningful and challenging work 1 2 3 4 5

Salary/ Recognition

1 Dissatification with pay 1 2 3 4 5

2 Internal pay inequality 1 2 3 4 5

3 Lack of promotion/ career development 1 2 3 4 5



4 Less or no appreciation for work done 1 2 3 4 5

Organizational management Style

1 Conflicts with supervisior or co – workers 1 2 3 4 5

2 Dissatisfaction with management style 1 2 3 4 5

3 Perception of unfair treatment 1 2 3 4 5

4 Ineffective communication 1 2 3 4 5

5 Poor supervision 1 2 3 4 5

6 Management care how you really felt about

your work?

1 2 3 4 5

7 Management open and honest in dealing with employees

1 2 3 4 5

8 Management ability to solve major

administrive problems.

1 2 3 4 5

Career

MADHUR DAIRY GANDHINAGAR . SUMMER INTERNSHIP REPORT