1

INTRODUCTION TO INDUSTRY.
Growth Of Industry:
The Bangalore milk Union ltd., (Bamul) was established during 1975 under operation flood II
by keeping “AMUL" as its Roll Model. At present Bamul has Bangalore Rural, Bangalore Rural of Karnataka
State as its area of operation for Milk procurement & selling Milk in part of Bruth Bangalore Mahanagara
Palike [BBMP] area. Since its inception the union is constantly striving further for dairy development &
marketing activities in its milk shed area.

Objectives:
• To organize Dairy Co-operative Societies at village level & dissemination of information like good dairy &
breeding practices & clean milk production through extension services.
• To provide assured market & remunerative price fir the milk produced by the farmer members of the co-
operative societies.
• To provide quality Milk & milk products to urban consumer at competitive prices.
• To provide technical input services like veterinary services, artificial insemination, etc., to milk producers.

Background of Industry:
On January 1st 1958 a pilot scheme to cater the Bangalore Milk Market, Government of
Karnataka was started Milk processing facilities. Later in 1962 the Bangalore milk supply scheme came into
existence as an independent body. Government of Mysore Sri. M.V Krishnappa, a joint venture of UNICEF,
Government of India & Government of Mysore was dedicated Bangalore Dairy to the people of Karnataka
state on 23rd January 1965 by the Hon’ble Prime Minister Late Sri Lal Bahadur Shastriji. The Bangalore
Dairy scattering over an area of 52 acres of l&, the dairy had an initial capacity to process 50,000 liters of
milk per day. Bangalore Dairy underwent a structural change in December 1975, handed over to Karnataka
dairy development corporation (KDDC). Rural milk scheme of Mysore, Hassan, & kudige districts was
started under Operation Flood-II & then transferred to Karnataka Milk Federation (KMF) in may1984 as a
successor of (KDDC ). The capacity was increased to 1. 5 lakhs liters per day under the operation Flood-II
during 1981 & later increased to 3.5 lakhs liters per day under operation Flood-III during 1994.
The Milk shed area of “BAMUL” comprises of 2,611 revenue villages. As of now the union
has organized 1696 Dairy co-operative Societies in 2,074 villages there by covering 78% of the total villages
in these two districts. In these DCS’s there are 3,27,176 Milk producer members. Among them 99,603
members are women & 59,112 members belong to schedule caste & schedule tribes. Bamul has been
registered under MMPO by central registration authority. Today, the union has become the biggest milk co-
operative Union in southern India. Bamul has been certified for ISO 22000:2005 & ISO 9001-2000 for quality
management & food safety systems. In recognition to these efforts & achievements, the National Productivity
Council (NPC) of government of India has conferred “Best Productivity Award” Five times & “Energy
Conservation Award” by bureau of Energy efficiency to the union.
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Part-B.

Introduction to subject :
Human Resources Management:
Managing of men is an art & as essence of being a manger. Thus the importance of personal
management can’t be neglected. It’s a nerves system of the business. Human resources are the key
organizational depends on the quality of employee effort & hence on their ability & motivation. Human
resources management is essential for every company.
A view on HRM:
An organizational consists of many different individuals, each of who have unique
personalities, a combination of different emotional response to different stimuli & different values, motives &
modes of thought. In the nineties & more so in the new millennium, the workers are better educated & possess
greater skill & have more sophisticated technology available for their use & enjoy higher standard of living
than previous generations, therefore today every manager needs to understand & study this very important
resource viz., human beings.
Meaning Of Human resource Management:
Human resource management is a management is a management functions that helps manager to
recruit, select, train & develop organization members. Its at his job of the managers to be whatever it is to
bring out the most from the employee i.e., select the best person or the job, explore his strengths rain him &
find ways of motivating him. Human resource management can also be stated as a process of improving molding,
changing & developing the skills, knowledge, creative, ability aptitude, values, commitment, etc.

Scope of Human Resource management:

The scope of HRM is vast. All the major activities in the working life of a working individual
from the time of his entry into an organization until he leaves, come under the preview of Human Resource
Management.
Specifically the activities included are:
• Human Resource Planning. • Job analysis & design.
• Motivation & communication. • Welfare
• Recruitment & selection orientation & placement, training & development.
• Carries out various HR projects. • Supports PMS implementations.
• Counsels company employees. • Prepares payrolls & manages insurance procedure.
• Conducts total personnel / employee procedures. • Safety & healthy industrial relation.
Acting with the belief that each member of the management team also function as a HR manager & to
further this concept with in the corporation, the HR department communicates information about HR
activities, on going work & meeting with all managers.
 3

Objectives of Human Resource Management:

Objectives are pre-determined goals to which individual or group activity in an organization is
directed. The important or primary objective of HRM is t ensure the availability of computer & willing work
force to an organization. Beyond this there are other objectives too.
• Social objectives. • Organizational objectives.
• Functional objectives. • Personal objectives.
1. Societal objectives:
To be ethically & socially responsible to the needs & challenges f the society while minimizing
the negative impact of such demands upon the organization. The failure of organizations to use their resources
for the society’s benefit in ethical ways may lead to restrictions for example; the society may limit HR
decisions through laws that enforce reservation in hiring & laws that address discrimination, safety or other
such areas of societal concerns.
2. Organizational objectives:
To recognize the role of people development in bringing about organizational effectiveness. It
is only a means to assist the organization with its primary objectives.
3. Functional objectives:
To maintain the function’s contribution at a level appropriate to the organization needs.
Resources are wasted when people development functions is either more or less sophisticated to suit the
organization’s demands.
4. Personal objectives:
To assists employees in achieving their personnel goals as these goals enhance the individual’s
contribution to the organization. Personal objectives of employees must be met if employees are to be
maintained, developed, retained & motivated.
Functions of Human Resource Management:
The human resource management program of each organization is unique. Its true that personal
activities differ from firm to firm but certain board functions encompassing all organizations can be enlisted.
The functions of human resource management can be broadly classified into two categories.
Training:
Training means to give information or skill through instructions or practical. Its method for
increasing the knowledge and skill of the people for specific job.“Training is the art of increasing the
knowledge & skills of employees for doing a particular job.”

Need for Training in India:

Present Scenario:
Moderate corporate scenario is changing in India, due to the change in economic philosophy. With the
introduction of LPG (Liberalization, Privatization & Globalization) corporate sector has become quality
conscious to gain competitive advantage. With this changed scenario, the need for training has a greater
significance today than what it was in the past. Training & development on a continuous basis, is essential
 4

for gaining competitive advantage. Today’s organizations need to communicate their results to the world.
Their contacts include customers, employees, creditors, suppliers & the general public. The effectiveness of
business activities demands that the manager should posse’s diverse skills & performance management
abilities. This can be accomplished through efforts.
Essential principles of Training:
For the training programmes to be most effective, the following principles must form the basis. The
trainer should note that the training is most effective:
• If the learning experience occurs under conditions that are identical to the actual conditions that
occurs at the job.
• The superior who is training the employees. Trainees is made responsible for the progress of the
candidate & overall results of the training programmes;
• The learner is given helpful, friendly & personal attention & instruction. This would create self
confidence in the employee/trainee & desire to do better.
• The employees are inducted into training programs to improve their job knowledge, skill
performance.

Structure of Training:
Depending upon the need of the organization the hierarchy, different types of skills has to be
developed in the individuals to make them effective. Robert L. Katz classified these skills under 3 broad
categories: technical skills, human skills & conceptual skills.Technical skills are the skills required to perform
the job (Workers), human skills are those required to get the work to be done through others ( a supervisor), &
conceptual skills are envisioning skills required to define the work to be done by the lower levels (CEO). In
the sense, technical skills are required at the lower levels of the organization, human skills are required at the
middle levels and conceptual skills are requires at the top levels. The Indian educational system is so general
(whatever may be the specialization, so called) that individuals are not properly rained with technical skills,
let alone the human & conceptual skills.
Therefore, the corporate training programme (be it private sector or public sector) should be structured
in such a way that it be able to develop the required skills at the hierarchical level at which its required. There
fore, the structure of the training programme should be such that, it should help the organizational personnel
to:
• Acquire their capabilities that are required to perform various functions associated with their
present/ or expected future roles:
• Develop their general capabilities as individuals, discover & exploit their inner potentials for
their own development purposes; &
• Develop an organizational culture in which superior subordinate relationships, team well being
motivation & pride of the personnel are included.
Some National Training Institutions:
• All India Institute of local self government, Bombay (Mumbai).
• College of Agriculture Banking (RBI), Pune.
 5

• Indian Agricultural Statistics research Institute, New Delhi.

• Indian Institute of Public Administration, New Delhi.
• Indian Institute of technology, Mumbai.
• Indian Institute of technology, Delhi.
• Indian Institute of technology, Kharagpur.
• Indian Law Institute, New Delhi.
• Indian Standard Institution, New Delhi.

Types of Training:
Broadly training function is classified into 2 types.
• On the job training. • Off the job training.
On the job Training:
This method covers wide range of various sub methods. They can be classified into following.
• Vestibule training. • Job instruction training JT.
• Committee assignment. • Job rotation.
• Supervisory training. • Programmed training programmed instructions(PI).
• Special courses like blue print reading, shop, math, time/motion study etc.,
• Apprenticeship training called coaching for jobs.
Off the job Training:
This method includes the following:
• Class room lectures. • Seminars & conferences.
• Group discussions & case study analysis. • Film shows, video shows.
• Audio techniques using CDs, cassettes players. • Computer modeling & simulations.
• Programmed instructions (PI) • Simulated games & role plays.

General raining methodology:

This methodology is adopted by most of the training institutions. It mostly includes series of lecture
methods.
• Lectures are given to trainees.
• Mere coverage of theory concepts & less of practical session.
• Module approach is not adopted. • Less involvement of trainees.
 6

Techniques of On the job training:

You are already familiar that methods of training are broadly classified into training in the field i.e.,
On the job trainings & Off the job trainings.
To provide you to develop understanding one more classification is also given.
• Training in the field. • Individualized training.
• The lecture methods. • Seminars & syndicates.
Method of training are also decided based on training orientation. There are six orientation of training.
• Academic orientation. • Laboratory orientation.
• The activity orientation. • The action orientation.
• Person development orientation. • Organizational development orientation.

APPRENTICESHIP TRAINING & JOB INSTRUCTION TRAINING:

Apprenticeship training:
This method is a most popular method you might be already aware. Skilled workers are the
outcome of this type of training. This type of training is imparted with a duration ranging from one year to
three years depending on. Nature of trade to be imparted to trainees.
Apprenticeship training is classified into:
• Pre service training:
This type of training is usually given by apprentice training institute like ATI & ITI, NTTC.
• In service training
Usually given by training centers operated by companies. Now a days a non governmental agency
(NGO) can handled such training programmes.

Apprenticeship training is:

Economical, ensures worker’s loyalty & Ensures fairly good returns.

Job instruction training:

This method is also called as training within the industry (TWI) was used first during 2nd world war.
This method ensures good supervisors & efficient skilled workers. This training prepares the trainee with
appropriate training programme.

Job Rotation:
This method of training rotates the workers by assessing variety of jobs. In each of the job assigned
the (workers trainees) work for a period ranging from a week to a year. Job rotation is used to train both blue-
collar (production workers) workers & white-collar managers, assistant managers, officers & clerks.
 7

CHAPTER-II
RESEARCH DESIGN.
Objectives of the Study:
• To identify the methods implementing to train employees in BAMUL.
• To identify the preferable and profitable mode of awareness of BAMUL products.
• To identify the preferable period of training.
• To satisfaction level of employees with reference to training provided to them in organization.
• To know whether BAMUL is good in training strategies and what methodologies does it follows.
Data collected in this study:
There are two types of data collected in this research design and they are
• Primary data. • Secondary data.
1.Primary data:
Primary data is the basic data require in completing this study. And this primary data is collected
through the theory text books and from the society. I referred few Human Resource theories from which I
could collect some data and I framed it as chapter.
2. Secondary data:
Secondary data is the data which is the main research part of the study. And it is collected from the
employees of “Bangalore Milk Union Limited” & the records maintained by the organization & also the
employees were so co operative in giving information regarding the methods followed by the organization in
regard.

Chapter Scheme:
First Chapter:
Is consist of two parts part-A & part-B, Part A of first chapter is consists of the details about
industries- brief history, growth & prospects of industries. Whereas part-B is purely relating to subject i.e.,
definition of the terms used, its importance and other relevant aspects of the subject to the title of the study.

Second Chapter:
Is Research Design & this chapter is consists of title of the study, statement of the problem,
objectives of the study, scope of the study, review of literature, methodology, types of research & tools for
data collection, limitation of the study, chapter scheme of the study.

Third Chapter:
This chapter is purely consists of company profile & organizational charts, business operations,
products/service profile, market share etc.,
 8

Fourth Chapter:
This chapter is the data analysis & interpretation & is consist of financial statements & its
comparative study.
Fifth Chapter:
The chapter starts with the objectives & scope of the study to case the understanding of the reader.
The findings should be summarized & presented in a paragraph form; hence the title of the chapter is
summary of finding & conclusions.
Sixth Chapter:
Recommendations & Suggestions this is very important chapter because this chapter consists of
suggestions & recommendations which are helpful to the organization in improving the financial performance
of the company.
Seventh Chapter:
This chapter is Appendices & Annexure; here the copies of financial statements of three years are
annexed.
Eighth chapter:
Last but not least bibliography this chapter is consists of the references & particular websites with the
help of which the research study is completed.

CHAPTER III
COMPANY PROFILE
ORGANIZATION STATUS
The member producers & their Dairy Co-operative societies (DCS) are the vital constituents of the
union & 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 DCS’s in more & villages of the three districts in the milk-shed area. Importance has been
given to enroll more & more milk producers in villages as members of these DCS’s. While enrolling these
members, more emphasis is being accorded to enroll more number of woman members & to organize more
women managed DCS’s under (support to Training & Employment Program for women). They have become
mainstay of all the developmental programs of the union. This has results in the buildup of economical
benefits to the most vulnerable sections of the rural mass.
As on march 2009 in these DCS, there are 3,25,854 milk producer members are enrolled & out of
which 1,02,842 are women & 42,452 members belong to schedule caste & 15,776 members belongs to
schedule tribes.
INFRASTRUCTURE DEVELOPMENT:
The strategy of Bangalore Milk Union is “Procure more, sell more & serve more” & 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 & 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 over selves growing constantly.
 9

Mega Dairy with a capacity to process 6lakhs liters of milk per day expandable to 10 lpd has been built
by investing rs38.70 corers obtained as term loan from national Dairy Development Board. The mega diary
has latest state-of the art technological facilities in dairy processing & the union will have the ability to
manufacture milk & milk products to world class standards.Although Bamul sets standard 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, Bamul looked towards an automated system that would allow it to achieve consistent
quality parameters for each product. Energy & manpower would also be more effectively optimized &
controlled & all plant equipment would be integrated.
NEW ROJECTS:
Bamul has planned to convert hosakote chilling center into a 2.0.LLPD Capacity dairy with an
investment of rs2427.00 lakhs & a New product Block at Bangalore Dairy premises with an investment of
rs2033.00 lakhs by the end of 2010. Bamul has SEVEN chilling centers geographically located around
Bangalore & 82 bulk milk coolers at DCS level. Milk product block within the campus to manufacture butter,
ghee, peda, flavored milk, spiced butter milk, panner, set curds etc.,
ANIMAL HEALTH & OTHER ACTIVITES & ANIMAL HEALTH
The union is taking special care to promote the health of the cattle of members milk producers.
Veterinary facilities have been extended to all the DCS. Mobile veterinary routes, emergency veterinary
routes, health camps. Vaccination against foot and mouth disease and thaileriosis diseases, etc., is being
regularly done.
ARTIFICIAL INSEMINATION
Artificial Insemination (AI) has been the main functional tool in dictating this upsurge of development
of Dairying in Bamul. Farmers have taken up cross breeding from way back in 1962. The union has surveyed
& appropriate located AI centers based on cattle pollution. It is also popularized the idea of cluster AI centers
& replace the single AI centers in a phased manner. The use of progeny tested semen from “Nandini Sperm
Station” is also giving a further boost to the breeding activities.
During 1999-2000, a vertical silo of 10,000 liter capacity for storing Liquid Nitrogen has been
installed under TMDD program in collaboration with national dairy development board & Karnataka milk
federation. This has helped in protecting the quality of semen straws, thereby considerably increasing the
probability of conception during artificial insemination of cattle.
CATTLE FEED & FODDER DEVELOPMENT
The union is implementing several programs to increase milk production & also to reduce the cost of milk
production in the milk shed area. Balanced cattle feed is being procured from the cattle feed plants of KMF
for distribution among member producers. Fodder seeds are distributed to member producers at subsidized
rates. In addition to this, technical advice, Silage demonstrations, Azzolla Demonstrations & straw treatment
demonstrations are also being conducted at DSC level. Chaff cutters are supplied at subsidized rates.
Cattle Feed Sales:
Particulars
2003-04 2004-05 2005-06 2006-07 2007-08 2008-09
CF Sales
(in mts) 19451 20380 28515 29813 33359 37691
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A seed processing plant was commissioned at rajankunte by investing Rs.41 lakhs. The union is
catering to the seed production needs of many unions in Karnataka & also of southern India.
Cattle Insurance:
Bangalore milk union is providing Insurance coverage to the dairy animals in collaboration with
united Indian insurance Ltd., 40,238 animals are covered under this insurance. The annual premium is 2.22%
of the value of the animals. 50% of the annual premium of Rs.122.99 lakhs was borne by Bamul.
IN THIS MILLENNIUM:
We want to become not only the largest union, but also become one amongst the best run milk
unions is aware of the challenges of the new private entrants, who are mainly thriving on unfair trade
practices. They procure milk at lest cost, without bothering about the welfare of the producers & with out
extending any technical inputs for improving milk production. It wants to become well trenched in the market
as market leader. It wants to follow the strategy of cost competitiveness, which is hard to match by the
competitors.

TABLE 2-4 BAMUL AT GLANCE.

Procurement & Input
Inhibited villages 2611
Milk producers members 3,25,854
Dairy co-operative societies 1,708
Milk procurements Routes + BMC routes 93+13
Artificial insemination centers Single 259
Cluster 96
Processing Plants Capacity Procurement
Bangalore dairy 6,00,000 LPD 7,30,125 KPD
Anekal chilling center 60,000 LPD 57,075 KPD
Byrapatna chilling center 60,000 LPD 96,508 KPD
Doddaballapura chilling center 60,000 LPD 78,971 KPD
Hosakote chilling center 1,50,000 LPD 1,25,965 KPD
Solur chilling center 60,000 LPD 93,712 KPD
Vijayapura Chilling Center 1,00,000 LPD 88,608 KPD
Kankapura chilling center 60,000 LPD 86,699 KPD
Bulk milk coolers 1,46,000 LPD 1,02,058 KPD
 11

Marketing & Sales

Number of distribution routes 196
Retailers 1067
Wholesale dealers 35
Franchisee outlets 30
Milk parlors 29
Transporter cum distributor 14
Finance 2007-08
Total share capital(Rs in lakhs) 1174.49
Annual turnover(2008-09)(Rs in lakhs) 50,824.00
Net profit (2008-09) (Rs in lakhs) 159.00

Organizational Structure.
Organizational structure in BAMUL is well planned. The functions & objectives of organization are
brought to the notice of the employees. The authority & responsibility are properly assigned & therefore the
work is carried on smoothly.
Organizational chart.
This chart is diagrammatical from which shown important aspects of an organization including the
major functions & their respective relationship. Bamul has a vertical chart which presents the different levels
of an organization in the form of pyramid with the senior executive at the top of the chart & successive levels
of management depicted vertically below that. Thus, lines of command proceed from top to bottom in vertical
lines.
CHART:4-1 STRUCTURE OF THE ORGANIZATION
Departments & Their Functions.
In this organization the work has been designed as per the organizational structure. In the
organizational structure top most position is of chairman, & then comes board of directors & managing
directors. These are all at the top positions in the organizational hierarchy. After the managing director next
position is of general manager.
Administration Department.
The general manager heads the administration department. The administration department of
Bamul holds all the official work. After the general manager, it is the administrative officer who holds the
responsibility of administration under the general manager.
Human Resource Management.
817 employees are working in Bamul including both managerial & technical employees.
 12

Recruitment.
The recruitment of new employees will be carried out as per the decision taken by board and
management committee based on the candidates skill & qualification.
Training.
The required training to the candidates will be given by central training institute(CTI) which is
under the control of KMF. For technical purpose the candidates will be sent to Gujarat. Induction &
orientation will also be given at CTI.
Compensation System.
Employees are paid according to their nature of job by the way of salary & wages. There is no
pension scheme in the organization.

Benefits.
• Retirement benefit. • Gratuity. • Death fund.
• Provident fund. • Accident benefits(if any) • Reimbursement of medical bill.
• Leave encashment.
Facilities & incentives.
The union is providing following fringe benefits to employees;
• Uniform. • Bonus. • Festival advance.
• Ghee at concessional price. • Vehicle conveyance. • Housing allowance.
Promotion:
The promotion is on the basis of seniority.
Performance Appraisal.
There is no so called specific performance appraisal system in the organization. The employees will be
encouraged by appreciation letter & it will not be considered for any promotion purpose.
Labor policies.
All the labor polices are according to the labor laws & factory act. There is good management of
human resource in the organization. All employees are satisfied with the organization & pay & working
condition & at the same time the organization is also satisfied with the employees by there best devotion to
the organization.
Finance Department.
Finance is the life blood of any business activity. All the activities need funds since inception. Finance
department is one of the main departments in the organization. The department is headed by general manager.
The financial position of Bamul is good. Though it is a service oriented organization & it the farmers are the
share holders of the union. The total share capital is Rs.1174.49 lakhs. The union had an approximate turnover
of 508.24 crores in the year 2008-09 as against Rs.452.05 crores for the year 2007-08. Union has a net profit
 13

of Rs.1.59 crores for the year 2008-09 as against Rs.3.44 crores during 2007-08. This decline in net profit is
due to increase in milk procurement price to milk producers.
CHART 5-1 SHARE CAPITAL (RUPEES IN LAKHS)
Share capital (in lakhs rupees)
CHART 5-2 ANNUAL TURN OVER (RUPEES IN LAKH)
Procurement & Input Wing.
It’s another important department in the organization. It will carry out the work of procurement of
milk & will provide the inputs like cattle feeds; fodder etc. to formers & it will also take care of the animal
health. The milk produced by 89,537 farmers at village level will be collected every day morning & evening
at DCS. Under clean milk production programme, to maintain the freshness & quality of the milk 85 bulk
milk coolers covering 243 DCS of total capacity 1,46,000 Ltrs were installed at DCS level. During the year
the unions daily average milk procurement is 7.30 lakhs kg’s per day per DCS. The milk procurement has
increased by 2.74% when compare to the last year.
Bamul is offering the most remuneration milk procurement price to members producers. The
operational efficiency is reflected on procurement price paid to the member producers. The average milk
procurement price paid during the year was Rs.13.17 for every kg of milk supplied to the union. Which is
80% of the total cost of production?
Bangalore Milk union is providing various technical input & extension Services to the milk producer
members & their dairy animals through eleven camp offices situated in each taluk i.e., Anekal, Bangalore,
head office (Bangalore south), Yelahanka (Bangalore north), Channapattana, Devanahalli, Doddaballapura,
Hosakote, Kankapura, Solur (Magadi), Neelmangla, & Ramanagara. From these camp the technical input
services like weekly Mobile veterinary service, emergency veterinary service, periodical vaccinations,
balanced cattle feed sales, mineral mixture sales, fodder development & fodder seed production etc., will be
carried over.
Quality Control Division.
The quality control division at plant performs the functions of using the best raw material & other
input measured & checked up to the standards with an assurance & control, to get the best quality output. The
quality output of BAMUL is to maintain a leading position & remain as the best supplier of good quality
product & services of international standards & to gain the confidence of the consumers.
Quality Check.
The quality means mainly the fat and acidity is checked from reception to packing. Overall quality
should be maintained. The milk is checked as per as legal standards. If there is any variation in the contents,
then the milk will be changed & even the processed milk has to be as per the legal standard.
The following items will be checked for;
• Butter- Fat & moisture • Peda - Fat & moisture
• Ghee - Fat
For income raw milk every tanker is checked & for outgoing packets every back is be tested. The sample of
milk is taken from the tankers & that is tested in the laboratory. The fat content is tested through electric milk
test device & SNF through lacto meters.
 14

The test will be done at four stages.

• At co-operatives • At chilling centers
• In production laboratory • After packing
ENGENEERING DEPARTMENT.
The units, which required machinery, consumption steam, chill water, hot water etc., require the
engineering department separately to maintain the power supply. To avoid break down of machinery & to
gain other necessary technical assistance required for production of milk & products. It has been organized
into a separate department called as the engineering department. The engineering department is division into
different sections namely
The production department performs the function of developing a procedure for transportation of input
elements like man, machine into specified set of output elements like finished goods is assigned quantity &
best quality in order to achieve the organizational goal successfully.The production manager officer authorize
the functional supervisors to the various production activities availing the assistance of quality control
specialist supervisor, operator & others under his control. The production department has to plan, execute &
control all production activities with the available resources in co-operation with other department.
Objectives.
• Pre-plan the production activities.
• Ensure process, controlled quality of the products manufactured.
• Execute, co-ordinate, organize & monitor production activity.
• Ensure that production meets the planned requirements.
Nature of production.
The production system is a continuous production system. It’s a round the clock production system that
is 24*7*365 production system.
Products:
1. Milk.
• Toned milk. • Double toned milk.
• Full cream milk. • Homogenized milk.
2. Curd 3. Butter 4. Ghee 5. Butter Milk. 6. Peda 7. Panner.
PACKING & DISPACHING SECTION.
The manufacturing products have to be utilized with in a very short period & therefore this department
needs to plan & organize for the rapid dispatch of the product to the market for its utilization. Considering
this, the management has planned to club the packing section with the production department to avoid delay is
transferring of finished products to the store room & packing section. Packing is done manually with the help
of machines. All machines & sachets are arranged & even trays also arranged & they cleaned frequently.
Separate color packets are made for separate category of milk & even for curds also under the brand name
Nandini.
 15

The curd are packed in 200gms, 500gms, 1000gms & bulk can of 40 kept in incubation room for 5
hours. The life of the packets is for 2days from the date of package & that is mentioned on each packet. Milk
is packed in 250ml, 500ml,1000ml & 6 lts packet. The milk packets should be used with in one day of date of
package. After the package they are kept in cold storage below 5 degree Celsius temperature.Butter is packed
in 100gms, 200gms, 400gms, & 500gms & in 1kg packets. Ghee is packed in 100gms, 200gms, & in 500gms
packets.Bamul packs 7lakhs sachets of milk every day. Each machine packs 2500 sachets per hour. This type
of packing has been adopted with the aim of providing best quality of milk to the consumers. Transportation
also plays a significant role in distributing mega dairy products. The main modes used in transportation these
products are roadways.
MARKETING DEPARTMENT.
The Bangalore milk union is marketing milk & milk products in the brand name of “Nandini” through
1067 retailers, 30 franchisee outlets, 29 milk parlors, 35 wholesale dealers, 14 transporter Cum distributors
being served by 167 distribution routes. The key success factor of Bamul in becoming a market leader is the
narrow price spread maintained b/w purchase & sales, marketing higher volume of milk. The volume of sales
plays a critical role in determining costs. Hence, the market strategy of Bangalore milk union is to regard
selling of market milk & its core marketing activity & to concentrate its efforts in this direction to increase the
volume of milk sales. The impressive growth in the sale of milk by Bamul over the years is due to the
persistent efforts to maintain timely supply, maintaining quality & attending to the complaints of consumers
& agents with prompt follow-up-action. Bamul is also organizing consumer awareness programme as part of
market development to create awareness of “Nandini” milk through personal contacts, door to door
campaigns, organizational meeting. School children mega dairy plant visit etc., are conducting regularly.
Types of Milk & products marketing by Bamul.
1. Nandini toned milk.
Karnataka’s most favorite milk is Nandini toned milk. Fresh & pure milk is containing 3.0% fat &
8.5% SNF. Available in 500ml & Lts pack. Better to use with in a day from the date of pack.
2. Nandini homogenized milk.
It’s pure milk containing 3.5% fat & 8.5% SNF. This is homogenized & pasteurized. Consistent right
through, it gives you more cups of tea & coffee & is easily digestible. And it is available in 500ml packets.
3.Nandini full cream milk.
Nandini full cream milk is containing 6% fat & 9% SNF. Its rich, creamier & tastier milk, ideal for
preparing home-made sweets & savories. Available in 500mil & 1ltr packs. Apart from the milk, the different
milk products are curds, butter, ghee, peda, paneer, set curd & special butter milk are also sold.
Nandini curd
Nandini curd made from pure milk. It’s thick & delicious, giving you all the goodness of home made
curds. Available in 200gms & 500gms & 1kg packs. Nandini butter rich, smooth & delicious. Nandini butter
is made out of fresh pasteurized cream. Rich taste, smooth texture & the rich purity of cow’s milk, makes any
presentation a delicious treat.
 16

Nandini Ghee.
“A Taste Of purity” national ghee made from pure butter. It is a fresh & pure with a delicious flavor.
Hygienically manufactured & packed in a special pack to retain the goodness of pure ghee. It has shelf life of
6months at ambient temperatures. Available in 200ml, 500ml, 1000ml, sachets & 15.0 kg tins.
Nandini butter.
“The rich, smooth & delicious”, Nandini butter is made out of fresh pasteurized cream. Rich taste,
smooth texture & the rich purity of cow’s milk, makes any presentation a delicious treat. Available in 100gms
(Salted), 200gms & 500gms cartons both salted & unsalted.
Nandini Butter milk.
Nandini special butter milk is a refreshing health drink. It is made from quality curds & is blended
with fresh green chilies, green coriander leaves, asafetida & fresh ginger. Nandini special butter promotes
health & easy digestion. It’s available in 200ml packs & is priced at most competitive rates.
Nandini peda.
No matter what you are celebrating! Made from pure milk, Nandini Peda is delicious treat for the
family. It has to be stored at room temperature approximately 7 days. Available in 250gms pack containing 10
pieces each.
Pricing.
Pricing polices are decided by KMF will be followed by BAMUL. They will advertise mainly through
their agents.
Promoting method.
• Hang boards displaying brand name. • Distribution of carry bags, wall clocks, calendars
etc.,
Marketing Channels.
• Own milk agency. • Milk parlor. • Franchise
• Distributors • Day counters • Wholesale dealers
Competitive Strategy.
Nandini is a strong brand name which they have for their al products. It has loyal customers & has
huge market share. So one can easily complete with this brand. This is strongest point to BAMUL ltd.
Purchase Department.
Purchase department performs the functions of.
• Calling performance invoice etc., as the case may be.
• Processing the proposal in the connected file & submit it to the general Manager with recommendation
seeking through a/c section.
• After the proposal, purchase order will be placed on the responsive firms for supply of concerned
items.
 17

Purchase procedure.
STORES DEPARTMENT.
Storage is the essential function of management. It provides the proper arrangement for retaining
the goods. In a perfect state till they are required to the consumers & are to be taken to the market place. In the
stores department, there is one person known as the officer & the other is his assistant who maintains books of
receipt & issue of goods from the department.
There are 5 types of stores in BAMUL viz.,
1. Consumable stores. 2. Spares & Machinery. 3. Stationery stores.
4. P & I wing. 5. Oil & Lubricants.
In consumable stores there are 6 categories of materials which will be stored.
1. Packing materials. 2. Chemical & detergents.
3. consumable items like seals, first aid material etc., 4. Raw material like sugar, flavors, colors,
5. First aid materials. 6. Uniform & Footwear’s.
They also have small store room for laboratory items.
MEDICAL DEPARTMENT (HEALTH & GARDNER).
The medical department holds periodical examination. The employees are given vaccination against
communicable diseases. They provide treatment to the employees during emergencies & working hours. The
union will also co-ordinate with the hospitals when the patents are submitted there & make arrangements for
providing financial aid in case of emergencies & accidents while on duty.
MIS SECTION.
All the activities have been controlled by system in BAMUL. The whole organization is automated &
computerized.
There are 2 types of software, operating in BAMUL.
• ERP-enterprise Resource planning. • Production process software.
The ERP is mainly used for business process. This software is named as DOIS- Dairy operating
information system. DOIS is in ORACLE & fronted is D2K that is developer 2000 & backend tool is my SQL
data base. Here the modules covered are finance, sales, marketing, & production & engineering. The whole
organization is 100% computerized & they have RAS- Rockwell Automation software & PLC- programmable
logic controller’s soft ware. They have IBM windows server & LAN- Local Area Network connection. There
are 130 systems in the union & even chilling centers & even at societies are fully computerized. Through
online they will transfer data to chilling centers through ORACLE software. They have AMCU- Atomized
Milk Cleaning unit for cleaning purpose.
 18

Chapter IV
DATA ANALYSIS & INTERPRETATION.
The data analyzed for 20 employees & the same in interpreted with the help of table & charts just to
find out the training & development methodologies at Bangalore milk union Ltd.
QUALIFICATION OF THE EMPLOYEES IN AN ORGANIZATION
TABLE NO.01
Qualification No. of respondents % of respondents
Graduate 10 50
Undergraduate8 40
Post graduate 2 10
Total 20 100
From the above table it can be analyzed that most of the employees in the organization are graduates
& in figures the same can be interpret as 60% of the employees are graduates & rest of the 40% are
undergraduates. And the same can be represented as graph also.
Graph-1
In the above chart the blue colors represent No. of respondents & the red colors represents its represent
& it can also be concluded that mist of the employees are graduates.
SHOULD EMPLOYEES GET TRAINED AT WORK?
TABLE NO-02
Responses No. Of Respondents % of Respondents
YES 18 90
NO 2 10
TOTAL 20 100
From the above data obtained through questioner, the researcher interprets through around 90% of the
employees recommended training at work.
Graph-2
Training at work.
EMPLOYEES SATISFACTION WITH THE TRAINING METHOD AT BAMUL
TABLE NO.3
Satisfied No. of respondents % of respondents
To some extent 5 25
 19

To large extent 15 75
Total 20 100
From the above data obtained through employee survey the researcher interprets that best part of the
respondents are large extents satisfied with the training methods provided by Bamul those 15 out of 20
respondents are happy with the training methods at Bamul.
Graph-03
From the above graphical representation of the data it is clear that most of the employees are satisfied
to large extent with the training methodologies provided by Bamul & unfortunately 5% of the employees are
satisfied to only some extent.
TYPES OF TRAINING OFFERING AT BAMUL.
TABLE NO.4
Strategies No. of respondents % of respondents
On the job training 15 75%
Off the job training 5 25%
Total 20 100%
Form the above data obtained through researcher survey the researcher interprets that on the job
training method is offered at Bamul.
Graph-04
From the above chart the research depicts that the most advisable training method is on job training &
few percent of employees also prefer the job training.
SATISFACTION TOWARDS PROMOTIONAL POLICIES.
TABLE NO.05
Designs No. of respondents % of respondents
To some extent 18 90%
To large extent 2 10%
Total 20 100%
From the above data through survey the research interprets that 90% of the majority are satisfied to the
some extent with the promotional policies of Bamul, 10% of the customers state that the policies are good to
large extent.
Graph-5 Employee satisfaction level.
This graphical representation of data clears that the most of the employees are satisfied with the
promotional policies of Bamul to large extent & few of the employees are satisfied to some extent.
 20

SATISFACTION OF SALARY DRAWN BY THE EMPLOYEES OF BAMUL.

TABLE NO.6.
Satisfied No. of respondents % of respondents
To some extent 12 60%
To large extent 8 40%
Total 20 100%
From the above data obtained through questionnaire, the researcher interprets that majority of the
respondents are satisfied with the salary drawn at Bamul to some extent & few of the employees are satisfied
to the large extent the same is expressed as graph also.
Graph-06
No. of respondents
From the survey conducted by the researchers for Bamul the researcher inference that 60% of the
respondents justify to some extent, the salary drawn by them in an organization & 40% of the employees are
satisfies to large extent.
SHOULD UPDATE THE TRAINING METHODOLOGIES
TABLE NO.7
Rating No. of respondents % of respondents
Yes 18 90%
No 2 10%
Total 20 100%
From the above table the researcher interprets that 18 out of total respondents strongly agree that the
training methodologies should update in an organization & rest of the does not.
Graph-7
From the above diagram the researcher interprets that 90% of the strongly agreed that the training
methodologies at Bamul should be updated & rest of the 10% are satisfied with the same method.
Employee should get trained
Table-8
Rating No. of respondents % of respondents
In improve work 0 0
To get promoted 0 0
To achieve both 20 100
Total 20 100
 21

From the above table it is clear that all most all employees believes that training is important to achieve
both improvement at work & to get promoted.
GRAPH-8
Recommendations & conclusions
• Through the training methods of the organization are self explanatory, it lacks scope & objectives.
• A system of online training should be introduced.
• All the employees must be aware of the training system in the organization.
• Trainee’s are very much particular about the existing training system which needs to be modified.
• Feed back performance given by trainers should be considered seriously.
• Communication should be made in a more & more meaningful way to trainee regarding trainee
methods.
• Step by step method of performance appraisal system should be adopted.
• Continuous improvement should be facilities.
I SHRUTHI .K.S. studying B.B.M Second year in BMSCW doing project report on “Training &
Development”. I assure you that your information will be kept highly confidential & will not be reveled to
others under any circumstances. I kindly request you to provide me with the required information by
answering the following question & helping me out for successful completion of project.
QUESTIONNAIRE
Instruction: place put a tick mark against appropriate answer.
1. Name.
2. Age.
3. Qualification.
4. Address.
5. Are you one f the following
• Self employee. • Job seeker
• Professionist • Employee
6. Please mention the minimum qualification required to be an employee in your organization &
reason out why.
• Graduate. • Under graduate.
• Post graduate.
7. Do you feel employees should be trained at work?
• Yes. • No.
 22

8. If you are an employee then please specify the steps taken by the ompany to
train you.

…………………………………………………………………………………………………………………....
.......................................
9. Are you satisfied with the training methods followed by the company?
• Yes • No
10. If yes what type of training does your company is providing you?
• On the job. • Off the job.
11. Are you satisfied with the promotion policies?
• To some extent • To large extent
12. Are you happy with the salary you are drawing?
• To some extent • To large extent
13. If yes please specify on what basis does your salary is calculated & what
about your incentives?
……………………………………………………………………………………………………………………
14. Do you think the training procedure of your organization should be updated?
• Yes
• No.
15. If yes then what policies should be followed?
• Lectures • Audio-Visuals
• Simulation • CAI-Computer Assisted instruction
16. Why an employee should get trained?
• To improve work efficiency
• To get promoted
• To achieve both.
17. Who should get trained & why please specify?
…………………………………………………………………………………………………………………….
18. Please write your suggestion about training process of your organization in two lines.
……………………………………………………………………………………………………………………
.
 23

19. What should be minimum gap between each training programme?

• 3months • 6months
• 1year • 2years
20. Do you agree that the training programme is one of the finest methods of motivation?
• To some extent • To larger extent