Description
QUALITY OF WORK LIFE
2012 KMF
“SUMMER INTERNSHIP PROJECT FOR THE YEAR 2012” AT KARNATAKA CO-OPERATIVE MILK PRODUCER’S FEDERATION LTD
PRODUCT DAIRY GEJJALAGERE-571428 MADDUR (TALUK), MANDYA (DISTRICT)
Submitted by:
GIGUNU M.R
REG NO:
11MBO511
Under the Guidance of Internal Guide
Dr G.H MAHADEVSWAMY Professor, Dept of MBA Maharani’s arts and Commerce College Mysore
External Guide
S.MADASHETTY Asst. Manager (Admin) Manmul, Mandya
Dissertation submitted to the MYSORE UNIVERSITY, MYSORE
Maharani’s Arts And Commerce College
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2012 KMF INDEX:
CHAPTER-1
INTRODUCTION
. INTRODUCTION TO INDUSTRY
. TYPES OF INDUSTRY
CHAPTER -2
? ? ? ? ?
REVIEW OF LITERATURE
Title of the project Rational Behind the Study Objective of the Study Scope of the Study Assumptions and Limitations Industry profile Product and service profile SWOT Analysis
CHAPTER -3
COMPANY PROFILE
? ? ?
CHAPTER-4 CHAPTER-5 CHAPTER-6
Analysis and interpretation of data Findings, Suggestions and conclusions Bibliography
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MAHARANIS ARTS AND COMMERCE COLLEGE (Affiliated to University of Mysore) Mysore – 570009 DEPARTMENT OF MASTER OF BUSINESS ADMINISTRATION
CERTIFICATE This is to certify that miss. GIGUNU.M.R (Reg.no.11MB0511) students of 3rd semester MBA course, has prepared the internship report entitled “QUALITY OF WORK LIFE” at MANMUL,GEJJALGERE, MANDYA in partial fulfillment of the requirements of MBA Degree Examinations of 2012. Dr.CHANNABASAWEGOWDA. M (HOD & Co-coordinator, Dept. of MBA)
Date: Place: Mysore
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Maharani’s Arts and Commerce College for Women, Mysore.
CERTIFICATE
This is to certify that GIGUNU.M.R the student of final year MBA, Maharani’s Arts &Commerce College for Women, Mysore, during the year 2011-2012 has undergone this internship report at MANMUL, GEJJALGERE, MANDYA. Under my supervision and guidance during the academic year 2011-2012.
Dr. G.H. MAHADEVSWAMY (Dept. of MBA)
Date: Place: Mysore
Maharani’s Arts And Commerce College
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2012 KMF STUDENT DECLARATION
I Gigunu M.R., hereby declare that this “STUDY ON QUALITY OF WORK LIFE” is prepared by me based on the original study conducted at MANDYA MILK UNION (KMF); GEJJALAGERE, under the guidance of the internal guide Dr. G.H. MAHADEVSWAMY Department of MBA and the external guide Mr. S. MADASHETTY (ASSISTANT MANAGER ADMIN) during the period from 09-07-2012 to 31-07-2012.
The analysis is original and concerned to the subject based on the data and information collected by me.
I declare that this training report has not been submitted to any other institution or university for the award of any diploma or degree.
DATE: PLACE:
GIGUNU MR
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2012 KMF ACKNOWLEDGEMENT
I take my pride and immense pleasure in expressing my deep sense of gratitude to MANMUL and its people for their ample support, valuable guidance and hospitality that has enabled me to accomplish the study. I express my sincere thanks and gratitude to all those who helped me doing this work. I am grateful to external guide Mr. S. MADASHETTY (Asst. Manager Admin). I also thank my internal guide Dr. G.H. MAHADEVSWAMY for providing me the guidance and encouragement to compute the project work successfully. I sincerely thank the heads of different departments of MANMUL for their continuous support and all the employees whose co-operation was instrumental for the success of the project. I thank all the other teaching and non teaching staff of Department of Business Administration, Maharani’s Arts and Commerce College, for their constant encouragement and moral support. I thank the support of my parents, relatives and friends who assisted me directly and indirectly during the course of the project.
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2012 KMF EXECUTIVE SUMMARY
India is the world’s highest milk producer and all set to become the world’s largest food factory. The milk industry in India is witnessing a stupendous growth. The production of liquid milk touched a high of 85 million tones in 2001-2002 placing the industry first in the world. Milk production in India in year 2011: World’s largest producer of dairy products, India’s milk output is expected to touch 121.5 million tons in the current year, up 4% vis-à-vis the previous year. According to US Department of Agriculture (USDA), India’s milk production in 2010 is expected at 117million tones and is forecast to increase approximately 4% to a record 121.5 million tons in 2011, reflecting a near normal monsoon. Since 1991, after liberalization anybody and everybody have been free to enter the dairy industry and to reap benefit from the markets that domestic federation created and nurtured with their sweat and blood. Multinationals backed by their surplus capital, are seeking a hefty share of Indian milk and milk products market. At the same time, regional private companies have been able to penetrate markets on the strength of aggressive pricing made possible by cavalier treatment of taxation laws and quality standards. The INTERNSHIP TRAINING was undergone to get the practical exposure of milk industry. The internship program was undergone in Mandya Milk Union LTD, (MANMUL) an AMUL patterned Dairy cooperatives, which is supervised by KMF.
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CHAPTER -1
-INTRODUCTION TO INDUSTRY
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Industry is simply defined as any activity by which you either create materials, alter materials to create something else or move materials around Also, anything involving the usage of blueprints in any way is defined as an industrial activity. Key activities defined as industrial are:: Mining, Refining, Planetary interaction, Hauling, Research and Development, and Manufacturing. Industries can be classified on the basis of raw-material, size and ownership ? Raw-materials: Industry may be agriculture based, Marine based, Forest Based…. ? Size: It refers to the amount of capital invested, number of people employed and the volume of production. ? Ownership: Industries can be classified into private sector, joint sector and cooperative sector.
Industry is often classified into three sectors: ? Primary or Executive ? Secondary or Manufacturing ? Tertiary or Services
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SECTOR
DEFINITION
PRIMARY
This involves the extraction of resources directly from the earth; this includes farming, mining, and logging. They do not process the products at all they send it off to factories to make a profit
This group is involved in the processing products SECONDARY from primary industries. This includes all factories those that refine metals, produce furniture or pack farm products such as meat
Tertiary
This group is involved in the provision of services. They include teachers, managers and other service providers
Quaternary
This group is involved in the research of science and technology. They include scientists
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INDIA’S INDUSTRIAL OUTPUT IN 2011:
RANK
COUNTRY OUTPUT IN COMPOSITION (%) OF GLOBAL
BILLIONS OF US$ OF GDP (%) INDUSTRY
11
INDIA
440.826
26.3%
2.0%
KMF [KARNATAKA’S MILK PRODUCER’S FEDERATIONS] LTD
? KMF also plays an important role in contribution of countries GDP
? KMF deals with the food products comes under the PRIMARY SECTOR
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CHAPTER -2
-REVIEW OF LITERATURE
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2012 KMF REVIEW OF LITERATURE
TITLE OF THE PROJECT The title of the project is “Quality of work life” of the employees at MANMUL, Mandya a unit of KMF, submitting the report in partial fulfillment of requirements for the award of Master of Business Administration. Working title – "Quality of work life" Quality of work life can be defined as the environment at the work place provided to the people on the job. QWL programs is the another dimension in which employers h as th e r e s po n s i bi l i ty to pr ov i d e c on g e n i al e n v i r on me n t i.e. excellent working conditions where people can perform excellent work also their health as well as economic health of the organization is also met. The quality of personal life is always reflected in professional life and vice versa. Now a day to retain the employees in the organization providing healthy QWL is the key factor. In earlier times QWL means o n l y j o b e n r i c h m e n t. I n a d di t i o n t o i m pr ov i n g th e w o r k s ys te m, Q W L pr o gr a m s usually emphasize on development of employee skills, the reduction of occupational stress and the development of more co-operative labor-management relations. The components of Quality of Work Life may vary from organization to organization, individual to individual but some of the basic components are – ? Free communications – open communication in the organization with the co- workers is the vital factor that ensures good quality of work life. It leads to more of informal
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communication between co-workers and subordinates during the rest hours of the organization. Reward system – reward is related to monetary or non-monetary rewards e . g . - i n c e n t i v e s , m o v i e t i c k e t s , f a m i l y h e a l t h i n s u r a n c e , s p o n s o r i n g t h e education of children etc. any kind of reward given to the employee promotes good quality of work life. Employee job security - job security is the one vital element to get maximum productivity from the e m p l o y e e , t h e e m p l o y e e s h o u l d f e e l secured regarding the job. Ca r e e r g r o wt h – th e or g an i z at i o n sh ou l d pr ov i d e c a r e e r g r ow th t o th e employee i.e. promotion, authority with responsibility, hike in the salary to retain the talented employee. Workers participation in decision making of the organization – employees should be encouraged to take participate actively in the decision making body of the organization so that should feel that we are also of some value to the employers. They will be more loyal, committed towards the organization. Opportunities- organizations should provide some basic opportunities to their employees e.g. Research, training sessions based on increase of skills and knowledge. These kinds of organizations are required than the vice versa. S t r e s s l e v e l – st r e s s l e v e l sh ou l d n o t be i n pr opo r t i on t o t h e w o r k l i fe . Higher the stress level poor is the quality of work life, lower is the stress level higher is the quality of work life
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RATIONAL BEHIND THE STUDY As the work culture changes drastically in the recent years, the traditional concept of work to fulfill humans’ basic needs are also facing out. The Maharani’s Arts And Commerce College Page 14
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basic needs are continued to diversify and change according to the evolution of the work system and standards of living of a workforce. Thus a definition by Suttle (1977) on the QWL as the degree to which work are able to satisfy important personal basic needs through their experience in the organization is no longer relevant. Generally jobs in the contemporary work environment offer sufficient rewards, benefits, recognition and control to employees over their actions. Although to some extent contemporary workforce are compensated appropriately, their personal spending practices, lifestyles, leisure activities, individual value systems, health and so forth can affect their levels of need. It is similar to the argument posted in the Maslow’s hierarchy of needs in which each individual has different level of needs because in reality what is important to some employees may not be important to others although they are being treated equally in the same organization. This definition, focusing on personal needs has neglected the fact that the construct of QWL is subjective and continuously evolves due to ever growing needs of each and every employee. The recent definition by Serey (2006) on QWL is quite conclusive and best meet the contemporary work environment. The definition is related to meaningful and satisfying work. It includes ? An opportunity to exercise one’s talents and capacities, to face challenges and situations that require independent initiative and selfdirection; ? An activity thought to be worthwhile by the individuals involved; ? An activity in which one understands the role the individual plays in the achievement of some overall goals; and ? A sense of taking pride in what one is doing and in doing it well. Maharani’s Arts And Commerce College Page 15
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This issue of meaningful and satisfying work is often merged with discussions of job satisfaction, and believed to be more favorable to QWL. To summarize, QWL is viewed as a wide-ranging concept, which includes adequate and fair remuneration, safe and healthy working conditions and social integration in the work organization that enables an individual to develop and use all his or her capacities. Most of the definitions aim at achieving the effective work environment that meets with the organizational and personal needs and values that promote health, well being, job security, job satisfaction, competency development and balance between work and non-work life. The definitions also emphasize the good feeling perceived from the interaction between the individuals and the work environment. Understanding the nature of work in the contemporary environment, we define QWL as the effectiveness of work environment that transmit to the meaningful organizational and personal needs in Shaping the values of the employees that support and promote better health and well-being, job Security, job satisfaction, competency development and balance between work and non-work life. We require this type of “QUALITY OF WORK LIFE”, because the main objective of our economic planning is to increase production and productivity. By offering workers, a QWL they start working with natural understanding towards optimizing productivity, efficiency and maintaining industrial peace. Therefore, in order to get the best out of workman in achieving the organizations goals, it is essential that to focus on Quality of Work Life in the real sense of the term is induced.
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OBJECTIVES OF THE STUDY The objectives of study on Quality of work life satisfaction of Nandini liquid milk in MANMUL are ? To know the levels of QUALITY at MANMUL. ? To understand the Quality service to both MANMUL and others the part of MANMUL ? To measure the effectiveness and evaluation of organization performance in MANMUL... ? To get the practical exposure in the corporate world. ? To have a proper balance between theory and practical knowledge ? To study origin, growth, vision, mission, and status of the organization. ? To study the functional departments exist in the organization. ? To evaluate the effectiveness of the organizations. ? To study problem areas in the organization. ? To provide some valuable recommendation to improve the efficiency in the organization. SCOPE OF THE STUDY The study helps to get an overall idea regarding the various departments in the organizations and the overall functions of organizations. This organization study mainly focuses on organization setup, functioning, work environment, space facilities etc. Apart from this ? To get a practical vision of the organization apart from the theory which have been learnt in the class ? To understand the actual working condition ? To get in touch with the industrial and organization environment
ASSUMPTIONS ? This study has the following assumptions; Maharani’s Arts And Commerce College Page 17
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? The data given by the officials are unbiased ? The data collected from various secondary sources are true. LIMITATIONS ? Because of official secrecy the mangers of the company are not ready to give certain data ? Could not get sufficient time to interact much with the senior managers as they were busy with their works METHODOLOGY OF THE STUDY The required information and data are assimilated through two sources 1) PRIMARY DATA: ? By observing the various departments of the organization ? By interacting with various employees in organization(Questionnaires for employees)
the
2) SECONDARY DATA: ? ? ? ? ? From the company manuals Management books Internet Magazine (pragati, revolution etc.) Company Website
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CHAPTER-
3
-INDUSTRIAL PROFILE
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2012 KMF 1. INDUSTRIAL PROFILE
Information of Milk and Milk Industry: The progress of mankind and civilization has, since history began, been closely alike with his diet. Even today the leading nation and nations capable of becoming strong are those, which can obtain food in abundance for their people. India is the highest milk producer in the entire globe. India is otherwise known as the “Ocean” of the global dairy industry, with great opportunities 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. Origin of the industry: The term “Market Milk” refers to fluid whole milk that is sold to individuals usually for direct consumption. As a major enterprise, the market milk industry is of comparatively recent origin even in developed dairy countries such as U.S.A. Though ancient written records report milk as an important food, its processing and distribution has a separate commercial business did not develop in those countries until the concentration of population in the cities reached a high-level in the middle of the nineteenth century, however, market milk technology may be considered to have commenced in 1965, with the functioning of the central dairy of Aarey milk colony and milk product technology in 1956 with the establishment of AMUL Dairy Anand. GROWTH AND DEVELOPMENT OF THE INDUSTRY: Maharani’s Arts And Commerce College Page 20
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Until the 1940, there was very little published information on the method of preparation and use of these products. The credit for the first publication on the subject goes to Dr. W.B. Davis, the first director of the Industry research, Indian Diary research Institutes (now National), Bangalore. Within the span of these four decades since his book appeared, considerable research has been places in indigenous Dairy products. PRESENT STATUS OF THE INDUSTRY: With unprecedented growth in milk production by over two and a half time in the also two decades to about 58.8 million tons in 1992, India has emerged as the largest milk producer in the world with an annual milk production of 76 million tones. Food processing industry ranks as the fifth largest industry in the country. Though the milk and milk products have 85% business in unrecognized sector, it is having only 7% growth per year. Today, over 275 dairy plants and 83milk products factories in the co-operative, public and private sectors handle an estimated 12%--15% of the total milk produced. In most of the countries in the world, the proportion of milk delivered to the dairies is over 90%. The value of the output of the dairy products in the country’s food sector has increased from 5%-7% during the same period. NATIONAL DAIRY DEVELOMENT BOARD: History The NDDB was founded to replace exploitation with empowerment, tradition with Modernity, Stagnation with growth, transforming dairy into and instrument for the development of Indians rural people. The NDDB was established in 1965; the board is registered under the Societies Registration Act and the public Trust Act, fulfilling the desire of the Prime Minister of India Maharani’s Arts And Commerce College Page 21
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– The late Lal Bahaddur Shastri to extend the success of the Kaira Cooperative Milk producers union (AMUL) TO OTHER PARTS OF India. Dr Vergese Kurien was the founder chairman. The success combined the wisdom & energy of farmers with professional management to successful capture liquid milk and milk product markets while supporting farmer’s investment with inputs and services. The Growth NDDB began its operations with the mission of making dairying a vehicle to a better future for millions of gross roots milk producers. The mission archived helped to launce ?Operation Flood” a programme extending over 26 years and with the help of World Bank Loan India become the world’s largest milk producing country. As per March2001Indias 96000 Dairy Co-operative are integrated through a three Tier Cc-operative structure. The Anand pattern, which is owned by more than 10 million farmers, producers an average of 1605 million liters of milk everyday. The milk is processed and marketed by 170 milk producers’ co-operative unions which in turn own 15 state co-operative milk marketing federation. Since its establishment the dairy development board has planned and spearheaded India’s dairy programmer by placing dairy development in the hands of milk producers and the professionals they employ to manage their co-operatives. In addition, NDDB also promotes other commodity based co-operative, allied industries and veterinary biologically on an intensive and nation wide basis. Objectives of NDDB: ? To sponsor, promote, manage, acquire, construct or control any plant or work, which promote projects of general public utility relation to dairying ? To make information available on request to technical services to increase the production of milk
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? To prepare initial feasibility studies of dairying and other dairy related projects and undertake subsequent designing planning and start up those projects ? To undertake research and development programme related to production and marketing of milk and milk products ? To provide assistance for exchange of information to other international agencies ? To know the level of Quality of Work Life at MANMUL Services Rendered by NDDB: ? ? ? ? ? ? Planning dairy and rural development projects Organization of farmer co-operative societies Setting up of dairy and cattle feed plants Manpower planning and training Applied research and development Implementation of milk production enhancement programme
CHANGING PATTERN OF THE INDUSTRY: The demand for milk and milk products in the country is on the rise. The current trends indicated that 44% of the total population would be urban. This will definitely lead to an increase in consumption of dairy products. The domestic market for butter and ghee is growing at a healthy rate of over 10% per annum but the same may not be true in case of an international market. The production and export of butter has witnessed a major decline in some of the developed countries. Ice cream, a modern frozen dairy product, is relatively new addition in India. At present, the market reach of an ice cream may not be very large. But, the potential market is more than the ten times. That might be one of the reasons that a company like Unilever group has delivered into this segment to build their brands and capitalize its production in Indian market STRATEGIES TO BOOST INDIAN DAIRY PRODUCTS GLOBALLY Maharani’s Arts And Commerce College Page 23
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? ? ? ? ? ? ? ? ? Improve the quality of the products Value addition into widely accepted products Improving productivity and reducing the cost of production Building Brands Public relations and strict measures to avoid misinformation viz, superiority of cow’s milk to buffalo milk synthetic milk To lead in milk production Research and Development Energy conservation Utilization of desirable constituents from the waste rather than draining
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- COMPANY PROFILE
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KARNATAKA CO-OPERATIVE MILK PRODUCERS FEDERATION LTD 1980 - KARNATAKA MILK PRODUCTS LTD was established. 1983 - Corporate brand name Nandini. 1988 - Establishment of MANMUL MANDYA. KARNATAKA COOPERATIVE MILK PRODUCER’S FEDERATION LIMITED(KMF) KMF is the Apex Body in Karnataka representing Dairy Farmers' Cooperatives. It is the third largest dairy co-operative amongst the dairy cooperatives in the country. In South India it stands first in terms of procurement as well as sales. One of the core functions of the Federation is marketing of Milk and Milk Products. The Brand 'NANDINI' is the household name for Pure and Fresh milk and milk products. KMF has 13 Milk Unions throughout the State which procure milk from Primary Dairy Cooperative Societies (DCS) and distribute milk to the consumers in various Towns/cities/Rural markets in Karnataka. The first ever World Bank funded Dairy Development Program in the country started in Karnataka with the organization of Village Level Dairy Co-operatives in 1974. The AMUL pattern of dairy co-operatives started functioning in Karnataka from 1974-75 with the financial assistance from World Bank, Operation Flood II & III. Coordination of activities among the Unions and developing market for Milk and Milk products is the responsibility of KMF. Marketing Milk in the respective jurisdiction is organized by the respective Milk Unions. Surplus/deficit of liquid milk among the member Milk Unions is monitored by the Federation. While the marketing of all the Milk Products is organized by KMF, both within and Maharani’s Arts And Commerce College Page 26
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outside the State, all the Milk and Milk products are sold under a common brand name NANDINI. List of co-Operative milk producers’ societies unions: ? ? ? ? ? ? ? ? ? ? ? ? ? Bangalore Milk Union Belgaum Milk Union Bellary Milk Union Bijapur Milk Union Dakshina Kannada Milk Union Dharwad Milk Union Gulbarga Milk Union Hassan Milk Union Kolar Milk Union Mandya Milk Union Mysore Milk Union Shimoga Milk Union Tumkur Milk Union
FUNCTIONS OF KMF: ? Co-ordination of activities between the unions ? Developing the markets for the increasing in milk production ? To make the brand “NANDINI” as a house hold name ? Excellence in quality is to be maintained to lay a solid foundation for wide ? Spread acceptance of “NANDINI” products ? To increase the market share of “NANDINI” OPERATION AREA OF MANMUL MANDYA Maharani’s Arts And Commerce College Page 27
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? GENERAL AREA OF DAIRY-47 acres. ? HANDLING CAPACITY- 200,000 LPD. ? ESTIMATED COST OF BUILDING- 1.83 crores. ? NUMBER OF EMPLOYEES-410. ? MILK PROCUREMENT FUNCTIONING-115 DAIRY CO-OPERATIVE SOCIETIES
? DAIRY SOCIETIES REGISTERED-994. ? PROCUREMENT ROUTES-61. ? CHILLING CENTERS-2. ? DISTRICT COVERED-1. ? TALUK COVERED-7. ? VILLAGE COVERED-1182. ? MILK DISTRIBUTION ROUTES-56. ? DISTRICT COVERED-3. ? SELLING AGENTS-750. ? SELLING AGENTS IN URBAN-486. ? SELLING AGENTS IN RURAL-264
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? MILK PARLORS-21 2.1 BACKGROUND AND INCEPTION OF THE COMPANY: Mandya Milk Union was registered in the year 1987. The Product Diary, Gejjalagere was then managed by Mysore Dairy. In the year 1988, The Product Diary, Gejjalagere was handed over to Mandya Milk Union. MANMUL with its headquarters at Gejjalagere has got liquid milk plant of 2.0 Lakh liters capacity and a powder plant of 10 MT capacities per day through the assistance of NDDB. It has two chilling centers at Nagamangala and KR Pet. The diary has a spread of 47 acres of land at Gejjalagere and 3 acres each at KR Pet and Nagamangala. MANMUL was a part of Mysore & Tumkur Milk Union till 1987. In 1988 Union started marketing about 5,000 liters per day which gradually extended to about 15,000 liters. There came a boom through the advent of milk marketing in Bangalore city from 1993. As on today the Milk sales is about 1.59 lakhs liters per day(1.24 lakhs liters in sachet and 0.35 lakhs liters in bulk) with annual turnover of Rs.65 crores alone on this account out of the total Rs.100 crores turnover through the sales including milk products like Skim milk powder (SMP), Butter, Ghee, Burfi, Lassie, Curds etc. Once MANMUL got hold of the Bangalore marketing, it has a steady and continuous profits from 1994-95. 2.2 NATURE OF THE BUSINESS CARRIED: The MANMUL is stand for Mandya milk producers co-operative union limited. As the name implies the union is found for the purpose of the milk producers who were un-organized in nature in earlier days before foundation of this unions. The nature is that the organized milk union formed for the protecting the interest milk producers who were, un-organized in nature in olden days. In previous days milk producers were, who situated in villages are used to keep cows, buffalo’s, goat’s, sheep’s etc. in that time what milk they produced is has no any organized market and they were not getting reasonable price for produced milk. These are provide the milk producers status in that time how they un-organized in nature.
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This is basis for the foundation of these dairy unions. Mainly the union stands for accumulating the milk from the milk producers who located in villages in large numbers. From its village level co-operative societies, milk transported through trucks to district milk union. Union supplies that milk to the milk buying customers who located in the urban areas. They use of fix the reasonable price to both buyers and milk producers. 2.3 VISION, MISSION AND QUALITY VISION: ? To grow in to Model Co-Operative Milk Union in the country. ? To produce more, sell more and serve more. MISSION: ? Assuring the rural prosperity in the lives of members of milk producers in Mandya district. THE QUALITY POLICY AND OBJECTIVE: 1. To encourage rural farmers to engage in dairy forming and producing more milk and good quality of milk at least cost. 2. To provide assured and remunerative market for the milk produced by the farmer members. 3. To provide good quality of milk and milk products to the people of urban area by scientifically processing the milk obtained from rural area. 4. To create harmonious environment for the union can perform at its best, being a communication bridge between producers and consumers. 5. To build village level institution co-operative sector to manage the dairy activities.
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6. To provide good quality milk and milk products at competitive price to urban and rural consumers in order to fulfill this objective, the union is constantly engaged in working towards improvements of the business as well as the welfare of members. This has resulted in greater performance on commercial as well institutional fronts 2.4 Product Profile: Constituents of milk percentage WATER 87.0% BUTTER FAT 4.0% CASEIN 2.8% ALBUMIN 0.5% LACTOSE (MILK SUGUR) 5.0% MINERALS 0.7%
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The following are the Products and their quantity offered by MANMUL: Nandini Toned Milk
Karnataka’s the most favorite milk. This milk contains 3.0% of fat and 8.5% SNF. Available in500ml and 1 liter packs. Nandini Homogenized Toned Milk
This is pure milk which is homogenized and pasteurized. Consistent right through, it gives you more cups of tea and coffee and is easily digestible. Available in 500ml and 1 liter packs. Nandini Full Cream Milk
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Pure milk contains 6% fat and 9% SNF. A rich, creamer and tastier milk which is ideal for preparing home-made sweets and savories. Available in 500ml and 1 liter packs Nandini Curd
Nandini Curd made from pure milk. It is thick and delicious, gives you all the goodness of home-made curds. Available in 200gms and 500gms sachets. Nandini Butter
It is rich, smooth and delicious. Nandini Butter is made out of fresh pasteurized cream. Available in 100gms, 200gms and 500gms packs. Nandini Ghee
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It is taste of purity. Nandini Ghee made from pure Butter. Hygienically manufactured and packed in a special pack to retain the goodness of the pure Ghee. Nandini Peda
No matter what you are celebrating! Made from pure milk, Nandini Peda is a delicious treat for the family. Store at room temperature approximately 7 days. Available in 250gms pack containing 10pieces each. Nandini Milk Powder
Nandini Milk powder gives purity and taste as similar to liquid milk. It can be store for long time than liquid milk at room temperature. Available in 50gms, 100gms, 200gms, 500gms and 1 kg packs.
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The table shows the various milk and milk product manufactured (MANMUL) Sl.NO Product Name 1. Toned milk Quantity 1 liter 500ml 500 ml 250 ml Toned 500 ml 250 ml 500 ml 250 ml 200 ml 500 ml 1000 ml 15 kg Tin Dealer’s rate 23.6 11.58 13.51 7.24 11.10 5.79 12.06 6.76 54.55 133.64 263.64 4363.65 MRP 24.00 12.00 14.00 7.50 11.50 6.00 12.50 7.00 60.00 147.00 290.00 4800.00
2.
HCM
3.
Double Milk HTM
4.
5.
Ghee
6.
Skimmed powder
Milk 50 grams 100 grams 200 grams
8.85 17.70 40.91
10.00 20.00 45.00 Page 35
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500 grams 1 kg 25kg-bag 500 grams 200 grams 500 grams 250 grams 250 grams 113.64 204.55 5500.00 116.07 6.48 13.88 62.50 68.75 125.00 225.00 5500.00 130.00 7.00 15.00 70.00 75.00
7. 8.
Butter Curds
9. 10.
Peda Burfi
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2.5 Area of operation: As a district milk union under KMF, individually the union has no opportunities to expand their operation. This is because the MANMUL is structured under KMF as a district milk union of Mandya district. The union itself acts as a branch of KMF but the union has opportunities by way of marketing its milk products out of its limited market borders means of its district market borders. The district milk unions are controlled by the KMF, which acts as a mother organization to all other district unions in the Karnataka. The union receives all types of demand orders from in and outside the company. Especially the milk powder is more demand from foreign countries the union will produce other milk product according to their demand rate. 2.6 Ownership Pattern of MANMUL: The ownership pattern in the MANMUL is characterized by members share capital investment. The members of the unions are the dairy co-operative societies (DCS), which parented by the district milk union. The unit, which acts as representative member of district milk union by locating in villages, is called as co-operative dairy society of respective village. Presently member share capital structure of the union is as here under. Accumulated members share capital in union is share capital; this share capital is deposited in MANMUL bank account in the name of respective member dairy co-operative societies. 2.7 Competitors Information: The competitors for these union milk and milk products are other states milk unions, counter part district union in Karnataka state and branded milk product producing companies.
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The prime competitors in the market for Nandini milk are; HERITAGE SWASTHIK DODLA AROGYA THIRUMALA SHRUTHI JERSY 2.8 Infrastructural Facilities in MANMUL: a. Production infrastructure facilities MANMUL has got liquid milk plant two– lakh liters capacity and powder plant of ten M T capacities per day through the assistance of national dairy development board (NDDB). It has chilling centers at Nagamangala, Malavalli and K.R. Pet. The dairy has a spread of 47 acres of land at Gejjalagere and 3 acres each at K.R.Pet., Nagamangala and Malavalli. The union has its own trucks for transporting the milk from dairy co-operative societies to its production units, with good milk from dairy co-operative societies its production units, with good milk procurement networks. b. Canteen facilities for employee and workers As a Section 46 of the factories act, 1948 imposes a statutory obligation to employees to provide canteens in premises employing more than 300 workers, in MANMUL a big canteen is situated beside the working complex to provide canteen facilities 2.9 ACHIEVEMENT/AWARDS EARNED BY MANMUL:
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On 26-03-2005 the union is recognized as “ONE OF THE HONEST INCOME TAX PAYER” by the commercial taxes department. Other achievements of the union can be revealed in following milestones of the union. 1. Establishment of 18 co-operative societies in district, which duly administered by women members. 2. In 1993-94 the union has increased its milk production [amt capacity to 2.0lakh liter.] 3. In the year of 2002-03 the union has got the international license. The MANMUL is the first south milk union in getting this license. 4. The union is first union for supplying ghee to “SHRI THIRUMALA TEMPLE” through the Tankers. 5. In the year 2003-04 the union has developed consolidated price list for cows Milk and buffalo’s milk, which is first in this types in all over Karnataka state. In the same period the union released double toned milk. 6. In 2009-10 creating the availability of milk and milk products through Exclusive joints (ATM’s and Parlors). One ATM counter to be started in Mandya town.
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2.10 Work flow model of MANMUL:
DCS DCS DCS DCS
K.R. PET DCS
NAGAMANGALA
DCS
MANMUL
PROCESSING SECTION SEPERATION
PASTURIZATION
PRODUCTION
PACKAGING
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D C S: District Cooperative Society The workflow model which presents the operation of the company in the form of model is shown in following pictures. The end-to-end work Process of company can be divided into 5 stages as year under.
The figure shows the sequence of bringing milk into MANMUL Sequence of bringing milk into MANMUL: Stage1. The workflow of the union starts from the process of the union starts from the process of weighing, sampling and chilling of procure milk from its member and non-member co-operative societies. The raw milk collected from societies transported to union through trucks. Stage2. This stage start with the process of storing the processed milk means of milk processed under the stages of weighing, sampling and chilling processes. The stored milk under this process is ready to use from next process for producing milk products. The milk stored in insulated tanks. Stage3. The stored milk processed under standardization process to get required quality after this process the milk sent to another two process namely cream separation process and pasteurization process. Stage4. The cream separated milk is stored in insulated tanks. The separated cream is processed and stored for next processes. In next stage hat cream is used for production of butter, ghee, Peda and cream based milk products. Stage5. In this stage the stored milk which already pasteurized and stored insulated tanks is sent to packaging processes. The packed milk stored in cold storage of 5 degree centigrade.
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2.11Future growth and prospects ? ? ? ? ? ? ? ? To active more co-operative societies To procure more than 4.0 lakhs kilograms of milk Introduce new products Implementing vision 2010 with the help of NDDB Complete computerization of the activities of the union Establishment of more bulk milk coolers Modernization of main dairy Extend the plant with the help of NDDB
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2.12Production process: Milk processing system in MANMUL is shown in the following figure
MILK PROCESSING SYSTEM IN MANMUL
Reception of milk
Weighing and Sampling
Chilling of milk Storage in insulated tanks
Standardization Required Quality
Cream Separation Processing of Cream
Pasteurization
Storage in insulated tanks
Storage Butter Manufacturing Butter of ghee
Packing Store in cold storage< 5 degree
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ORGANIZATIONAL STRUCTURE OF MANMUL
PRESIDENT
BOD
MANAGING DIRECTOR
DAIRY MANAGER
INPUT MANAGER
PROCURING DEPART MANAGER
PRODUCTION DEPART MANAGER
QUALITY DEPART MANAGER
TRANSPORT DEPART MANAGER
MARKETING DEPART MANAGER
FINANCE DEPART MANAGER
ENGINEERING DEPART MANAGER
PURCHASED STORE
MIS DEPART MANAGER
CHILLING DEPART
PROCUREMENT DEPT
ANIMAL HEALTH DEPT
FODDER AND FEED DEPT
TRAINING DEPT
VETERINARY DEPT
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LEVELS OF MANAGEMENT
Top Level Management ? Middle Level Management ? Operational Level Management
?
1. Top Level Management: The top level management consist of Board of Directors, President and managing director. They are concerned in determining policies, plans and procedures of the union. 2. Middle Level Management: It consist of various departmental managers like Marketing Manager, Finance Manager etc; they are more concerned about their respective department operation. Each department takes decisions regarding the day to day activities and they will report to the top- level management periodically 3. Operational Level Management: It consist of employees at the shop floor, who work under the guidance of the top and middle management.
SWOT ANALYSIS
S – Strength W – Weakness O – Opportunities T – Threat
Strength:
? ? ? ? ? ? ? Market Leader Super Quality Milk and milk products Nandini’s Brand image Highly Remunerative and timely management of payments Efficient distribution network facilities Union has good financial position Economies of scale
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? Good institutional support from KMF, NDDB, NCDFI etc.
Weakness:
? ? ? ? ? ? Lack of flexibility in deciding about its operations. No authority over issues like pricing, offering volume and discounts etc. Restriction to enter new markets Limited markets and demands No replacement policy Organizational structure do not permit rewards among DCS, Sales Agent, Material suppliers etc.
Opportunities:
? The union has huge variety of opportunities which can be used to its best manner ? As food- processing industry are developing new products it has the opportunity to complete with the upcoming industries ? It has the opportunity to start new processing units, chilling units flavored drink and other food products ? The union can start processing of cheese, milk, flavored drinks etc. ? The union has opportunity to increase number of parlors, developing direct sales programme and opening bulk milk –vending shop in main cities. Reframe the sentence latest packaging technology can help retain nutritive value packaged products and extent their shelf life.
Threats:
? Threat of new entrants ? Change in customers taste and preferences ? Some private dairies are selling homogenized milk which appears rich.
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QUALITY
OF
- An essence of organization
INTRODUCTION TO HUMAN RESOURCE MANAGEMENT:
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HUMAN RESOURCE MANAGEMENT is a modern term for what traditionally been referred to as personal management. Human Resource Management is different from traditional personnel management. The ERA of human resource gained momentum since 1980’s and it is still moving towards the peak, HR is a very crucial aspect of modern management As the increasing importance of human resource personnel functions extends to management of human resource and personnel function became human resource management function The term human resources at the macro level indicates the sum of all the components like (skill, creative, ability) possessed by all the people (employed, self-employed, unemployed, employees, owners) etc.
QUALITY OF WORK
LIFE- AS HR STRATEGY-AN ANALYSIS
Today’s workforce consists of literate workers who expect more than just money from their work. In the modern scenario, QWL as a strategy of human resource management is being recognized as the ultimate key for developing among all the work systems, not merely as concession. This is integral to any organization towards its wholesome growth.
QUALITY OF WORK LIFE – THE HUMAN IMPLICATIONS
“One cannot do right in one area of life whilst he is occupied in doing wrong in another. Life is one invisible whole” – Mahatma Gandhi
How true and difficult is to paraphrase the profound truth contained in the words of one of the greatest human beings of the modern world. The harsh Maharani’s Arts And Commerce College Page 48
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reality of modern life is that Quality of Work Life (QWL) has taken a beating because most of us are working harder than ever. WORK: Work is an integral part of our everyday life, as it is our livelihood or career or business. On an average we spend around twelve hours daily in the work place, that is one third of our entire life; it does influence the overall quality of our life. It should yield job satisfaction, give peace of mind, a fulfillment of having done a task, as it is expected, without any flaw and having spent the time fruitfully, constructively and purposefully. Even if it is a small step towards our lifetime goal, at the end of the day it gives satisfaction and eagerness to look forward to the next day. The factors that influence and decide the Quality of work life are: 1.Attitude 2.Environment 3.Opportunities 4.Nature of Job 5. People 6. Stress Level 7. Career Prospects 8. Challenges 9. Growth and Development 10. Risk Involved and Reward Attitude: The person who is entrusted with a particular job needs to have sufficient knowledge, required skill and expertise, enough experience, enthusiasm, energy level, willingness to learn new things, dynamism, sense of belongingness in the organization, involvement in the job, inter Maharani’s Arts And Commerce College Page 49
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personnel relations, adaptability to changes in the situation, openness for innovative ideas, competitiveness, zeal, ability to work under pressure, leadership qualities and team-spirit. Environment: The job may involve dealing with customers who have varied tolerance level, preferences, behavioral pattern, level of understanding; or it may involve working with dangerous machines like drilling pipes, cranes, lathe machines, welding and soldering machines, or even with animals where maximum safety precautions have to be observed which needs lot of concentration, alertness, presence of mind, quick with involuntary actions, synchronization of eyes, hands and body, sometimes high level of patience, tactfulness, empathy and compassion and control over emotions. Opportunities: Some jobs offer opportunities for learning, research, discovery, self-development, enhancement of skills, room for innovation, public recognition, exploration, celebrity-status and loads and loads of fame. Others are monotonous, repetitive, dull, routine, no room for improvement and in every sense boring. Naturally the former ones are interesting and very much rewarding also. Nature of Job: For example, a driller in the oil drilling unit, a diver, a firefighter, traffic policeman, train engine driver, construction laborers, welder, miner, lathe mechanic have to do dangerous jobs and have to be more alert in order to avoid any loss of limb, or loss of life which is irreparable; whereas a pilot, doctor, judge, journalist have to be more prudent and tactful in handling the situation; a CEO, a professor, a teacher have more responsibility and accountability but safe working environment; a cashier or a security guard cannot afford to be careless in his job as it involves loss of money, property and wealth; a politician or a Maharani’s Arts And Commerce College Page 50
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public figure cannot afford to be careless, for his reputation and goodwill is at stake. Some jobs need soft skills, leadership qualities, intelligence, decision making abilities, abilities to train and extract work from others; other jobs need forethought, vision and yet other jobs need motor skills, perfection and extreme carefulness. People: Almost everyone has to deal with three set of people in the work place. Those are namely boss, co-workers in the same level and subordinates. Apart from this, some professions need interaction with people like patients, media persons, public, customers, thieves, robbers, physically disabled people, mentally challenged, children, foreign delegates, gangsters, politicians, public figures and celebrities. These situations demand high level of prudence, cool temper, tactfulness, humor, kindness, diplomacy and sensitiveness. Stress Level: All these above mentioned factors are inter-related and inter-dependant. Stress level need not be directly proportional to the compensation. Stress is of different types - mental stress/physical stress and psychological or emotional stress. A Managing Director of a company will have mental stress, a laborer will have physical stress, a psychiatrist will have emotional stress. Mental stress and Emotional stress cause more damage than physical stress. Career Prospects: Every job should offer career development. That is an important factor which decides the quality of work life. Status improvement, more recognition from the Management, appreciations are the motivating factors for anyone to take keen interest in his job. The work atmosphere should be conducive to achieve organizational goal as well as individual development. It is a win-win situation for both the parties; an employee should be rewarded appropriately for his good work, extra efforts, sincerity and at the same time a lethargic and careless Maharani’s Arts And Commerce College Page 51
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employee should be penalized suitably; this will motivate the former to work with more zeal and deter the latter from being so, and strive for better performance. Challenges: The job should offer some challenges at least to make it interesting; That enables an employee to upgrade his knowledge and skill and capabilities; whereas the monotony of the job makes a person dull, non-enthusiastic, dissatisfied, frustrating, complacent, initiative - less and uninteresting. Challenge is the fire that keeps the innovation and thrill alive. A well-accomplished challenging job yields greater satisfaction than a monetary perk; it boosts the self-confidence also. Growth and Development: If an organization does not give chance for growth and personal development it is very difficult to retain the talented personnel and also to find new talent with experience and skill. Risk Involved and Reward: Generally reward or compensation is directly proportional to the quantum of work, man-hours, nature and extent of responsibility, accountability, delegated powers, authority of position in the organizational chart, risk involved level of expected commitment, deadlines and targets, industry, country, demand and supply of skilled manpower and even political stability and economic policies of a nation. Although risk is involved in every job its nature and degree varies in them; all said and done, reward is a key criterion to lure a prospective worker to accept the offer. WHAT IS QWL? The term refers to the favorableness or unfavourableness of a total job environment for people. QWL programs are another way in which organizations recognize their responsibility to develop jobs and Maharani’s Arts And Commerce College Page 52
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working conditions that are excellent for people as well as for economic health of the organization.
The elements in a typical QWL program are: ? Open communications ? Equitable reward systems ? A concern for employee job security ? Satisfying careers and ? Participation in decision making Human resource departments are involved with efforts to improve productivity through changes in employee relations. QWL means having good supervision, good working conditions, good pay and benefits and an interesting, challenging and rewarding job. High QWL is sought through an employee relations philosophy that encourages the use of QWL efforts, which are systematic attempts by an organization to give workers greater opportunities to affect their jobs and their contributions to the organization’s overall effectiveness. That is, a proactive human resource department finds ways to empower employees so that they draw on their “brains and wits,” usually by getting the employees more involved in the decision-making process. QWL programs can be evaluated on the basis of following points:
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1. Fair compensation and job security: The economic interests of people drive them to work at a job and employee satisfaction depends at least partially, on the compensation offered. Pay should be fixed on the basis of the work done, responsibilities undertaken, individual skills, performance and accomplishments. Job security is another factor that is of concern to employees. Permanent employment provides security to the employees and improves their QWL. 2. Health is wealth: Organizations should realize that their true wealth lies in their employees and so providing a healthy work environment for employees should be their primary objective. 3. Provide personal and career growth opportunities: An organization should provide employees with opportunities for personal/professional development and growth and to prepare them to accept responsibilities at higher levels. 4. Participative management style and recognition: Flat organizational structures help organizations facilitate employee participation. A participative management style improves the quality of work life. Workers feel that they have control over their work processes and they also offer innovative ideas to improve them. Recognition also helps to motivate employees to perform better. Recognition can be in the form of rewarding employees for jobs well done. 5. Work-life balance: Organizations should provide relaxation time for the employees and offer tips to balance their personal and professional lives. They should not strain employee’s personal and social life by forcing on them demanding working hours, overtime work, business travel, untimely transfers etc. 6. Fun at workplace: This is growing trend adopted by today’s organizations to make their offices a fun place to work. The aim of QWL is to identify and implement alternative programs to improve the quality of professional as well as personal life of an organization’s employees.
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ROLE OF QUALITY OF PRODUCTS AT
KMF
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QUALITY
Quality is a customer’s determination and not manufacturer’s or marketer’s determination. The modern view of quality is that product should totally satisfy the customer’s need and expectations in every respect on a continuous basis .The new concept of quality calls for: ? ? ? ? Well –designed product with functional perfection first time right Providing satisfaction beyond customer’s expectation Excellence in service Absolute empathy customer
Quality system is defined as “Organization structure, responsibilities, procedure and process and resources for implementing quality management “. Analysis of this definition reveals that the enterprise should clearly define the organization structure for ensuring quality, the level at which quality is to be checked
The success of any quality system would depend upon the attitude of personnel towards quality. That is, the management should persuade the personnel to have the correct attitude of mind towards quality. This implies that the personnel should not look for the “easiest” way to do the things rather the “correct” way to perform the job or various operation the management should take adequate step to ensure that each person in the organization adequately stimulated to commit himself/herself to quality.
The quality of a product can be ensured if the enterprise takes action to maintain the quality at tow level namely, firstly, within the enterprise Maharani’s Arts And Commerce College Page 56
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during the process of manufacturing and secondly, consistencies in the quality of supplies from its supplier’s i.e. supply chain management. The quality system should identify those activities that directly affect the quality of the product and delegate adequate authority to those responsible for their completion. The quality of the product through various stages will have to be properly codified so that the personnel have the reference guide to ensure the quality of the operation and various activities. The codification is done in the form of series of document collectively referred to as “Quality Manual” Quality Control ? The responsibility of every member of the workforce for the quality of products and services provided by the business. ? Emphasis on reducing defects, etc. before it gets to the final stage of production and certainly of consumer. Why is Quality a Concern? ? Gives competitive advantage ? Encourages return purchases ? Provides customer with information and builds consumer confidence in the brand ? Reduces costs incurred in solving post sales problems TQM (Total Quality Management) • Features of TQM: o Quality Circles – meetings of relevant workers to discuss issues relating to maintenance and improvement of quality
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in the business – may also double as a form of empowerment and motivation. o Statistical Process Control – statistical data generated to inform the evaluation of processes within the business. o Zero defects – systems in place to ensure that no product leaves the business with a defect – important in building supplier relationships, image, and reputation. NEED FOR QUALITY MANAGEMENT SYSTEM The intense competition at the market place has brought into sharper focus the need for gaining the confidence of the customer in the firm and its product. The confidence (of the customer) in the firm as a reliable supplier of goods can be gained by providing him consistently with better quality product. This helps a firm to improve its image in the minds of its customer and enhance their satisfaction level. These tasks become much easier if the firm manages the quality of its product and secure certification of its quality management system from an independent third party. Thus a supplier of goods has readily recognizable assurance of the quality of his product or a service which he can use as a marketing tool. Similarly, the customer also feel assured about the quality of the goods as the same has been assured through a properly managed system of quality control certified by an independent third party. Thus there is need of third party certification of the quality system introduce by the firm for maintaining the quality of their goods. QUALITY PLANS The company has been manufacturing the established production of NANDINI Products since 1983. The requirements of quality plans. These have been evolved based on the experience gained over a period of time. Maharani’s Arts And Commerce College Page 58
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Quality plans are made and documented for each new product that may be introduced requiring additional details to be addressed and also for capacity expansion.
These plans includes:? Identification of control process equipment, instruments, skills etc. required to achieve desired quality. ? Product specifications achievement of quality. ? Test/ Inspection plan. ? Storage, handling and packing requirements. ? Waste control. ? Control of variations. These elements of the quality plan are incorporated in the existing documentation structure by suitable amendments additions. The amendments are carried out as per the document control procedure given in the manual. and key parameters for verifying
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QUALITY OF WORK LIFE AT
MANMUL (KMF)
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GENERAL INTRODUCTION: QWL [Quality of work life] is a sub set of Quality of life. Quality of work life and Quality of life both contribute towards individual employees work performance and eventually to attain organizational goal. General idea gathered by the study conducted at MANMUL MANDYA about QWL: The QWL at MANMUL is satisfied but analysis defines as not excellent Unfortunately that much research yet need to be taken out to explore fully into QWL A good working environment which creates employees to work with extremely motivating has to be created QWL derives maximum output from employees as well as to provide then good overall
ANALYSIS, DESIGN/ INTERPRETATION OF RESULTS: WORK ENVIRONMENT AT MANMUL: The highest response is given for fairly motivating by the employees of MANMUL They are fairly satisfied with the work environment provided in MANMUL ORGANIZATIONAL CULTURE AND CLIMATE AT MANMUL: The culture and climate at MANMUL is good and it is strongly agreed by the employees of the organization.
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RELATION AND CO-OPERATION AT MANMUL: The highest percentage of employees is satisfied with the relation and co operation at MANMUL. They strongly agree that they are satisfied with the relation and co-operation at MANMUL. TRAINING PROGRAMMES: The training programmes helps an employee to achieve the required skill for performing the job effectively overall employees who are selected for interview and questionnaire responded that the training programme helps an employee to the great extent. INFRASTRUCTURE FACILITY AT MANMUL: The infrastructure facility provided at MANMUL is responded to be satisfied by the employees. The best of infrastructure facility is lightening and ventilation. COMPENSATION AND REWARD: The compensation and rewards provided are fair and all employees in the selected sample responded as they are paid fair compensation and reward. FRINGE BENEFITS: All the fringe benefits are provided to the employees of MANMUL like Insurance, Retirement benefits, Health check up etc. JOB SATISFACTION: Overall 90% of employees responded that they are satisfied with the task or job they perform. PARTICIPATION IN DECISION MAKING: Overall 84% of the employees have liberty in the organization to complain about to take participation in the management decision making. Maharani’s Arts And Commerce College Page 62
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Overall 100% of employees in selected sample of employees argued that they feel proud to be part of MANMUL [A UNION OF KMF] SUMMARY OF FINDINGS, SUGGESTION AND CONCLUSION The various objectives of the study were achieved by analyzing the data and the following findings were arrived at MANMUL FINDINGS: ? To understand the QUALITY OF WORK LIFE at MANMUL: ? 50% of employees have opinion that existing job at MANMUL is good ? 90% of employees have opinion that existing job is providing adequate pay ? 64% of employees have opinion that cordial work environment is mainly created by the organization for retaining the employees.
? To evaluate the health and safety measures at work place
? ?
50% of the employees are satisfied with the health and safety measures 5% of the employees are not fully satisfied
? To suggest measures for the improvisation of the work of individuals ? 88% of the employees say’s that by increasing the moral of the individuals will play major role in satisfying them in their job. ? 95% of the employees are provided on the job training if the performance level is measured low. ? To evaluate the level of satisfaction at work place ? 98% of employees are satisfied with the job offerings at MANMUL
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SUGGESTIONS: ? The Quality of Work Life should be considered to the great extent ? The work environment should be improved by placing AC (Air condition), providing recreation facilities etc.
? The employees should be given enough opportunities to talk in managements decision making aspects ? Reward and recognition is to be given to employee at the time of outstanding achievements or at the good work
? The findings reveal that the employees are satisfied with the JOB/WORK and also with management system of the company but scope for improvement should always be
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included so that the organization as well as the individuals meets their goals. ? Find out the issue or problems related receiving of feedback and to have counseling to decreased moral employees
CONCLUSIONS: QUALITY OF WORK LIFE signifies the level of satisfaction among employees The factors determining the satisfaction with the quality of work life in the organization were ? Adequate income and fair compensation ? Safe and healthy working conditions
? Opportunities to use and develop human capacity ? Opportunity for career growth
? Social integration in the work force ? Constitutionalism in work organization Maharani’s Arts And Commerce College Page 65
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? Eminence of work life ? Social relevance of work All these positively correlated with the QUALITY OF WORK LIFE at MANMUL. So by improving these factors quality of life in Manmul can be enhanced.
BIBLIOGRAPHY
?
? ?
INTERNET
www.google.com www.ask.com
?
? ? ?
BOOKS
Human Resource and Personnel Management – William Wrether MANMUL Magazines MANMUL Management book
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doc_678740297.docx
QUALITY OF WORK LIFE
2012 KMF
“SUMMER INTERNSHIP PROJECT FOR THE YEAR 2012” AT KARNATAKA CO-OPERATIVE MILK PRODUCER’S FEDERATION LTD
PRODUCT DAIRY GEJJALAGERE-571428 MADDUR (TALUK), MANDYA (DISTRICT)
Submitted by:
GIGUNU M.R
REG NO:
11MBO511
Under the Guidance of Internal Guide
Dr G.H MAHADEVSWAMY Professor, Dept of MBA Maharani’s arts and Commerce College Mysore
External Guide
S.MADASHETTY Asst. Manager (Admin) Manmul, Mandya
Dissertation submitted to the MYSORE UNIVERSITY, MYSORE
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2012 KMF INDEX:
CHAPTER-1
INTRODUCTION
. INTRODUCTION TO INDUSTRY
. TYPES OF INDUSTRY
CHAPTER -2
? ? ? ? ?
REVIEW OF LITERATURE
Title of the project Rational Behind the Study Objective of the Study Scope of the Study Assumptions and Limitations Industry profile Product and service profile SWOT Analysis
CHAPTER -3
COMPANY PROFILE
? ? ?
CHAPTER-4 CHAPTER-5 CHAPTER-6
Analysis and interpretation of data Findings, Suggestions and conclusions Bibliography
Page 2
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MAHARANIS ARTS AND COMMERCE COLLEGE (Affiliated to University of Mysore) Mysore – 570009 DEPARTMENT OF MASTER OF BUSINESS ADMINISTRATION
CERTIFICATE This is to certify that miss. GIGUNU.M.R (Reg.no.11MB0511) students of 3rd semester MBA course, has prepared the internship report entitled “QUALITY OF WORK LIFE” at MANMUL,GEJJALGERE, MANDYA in partial fulfillment of the requirements of MBA Degree Examinations of 2012. Dr.CHANNABASAWEGOWDA. M (HOD & Co-coordinator, Dept. of MBA)
Date: Place: Mysore
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Maharani’s Arts and Commerce College for Women, Mysore.
CERTIFICATE
This is to certify that GIGUNU.M.R the student of final year MBA, Maharani’s Arts &Commerce College for Women, Mysore, during the year 2011-2012 has undergone this internship report at MANMUL, GEJJALGERE, MANDYA. Under my supervision and guidance during the academic year 2011-2012.
Dr. G.H. MAHADEVSWAMY (Dept. of MBA)
Date: Place: Mysore
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2012 KMF STUDENT DECLARATION
I Gigunu M.R., hereby declare that this “STUDY ON QUALITY OF WORK LIFE” is prepared by me based on the original study conducted at MANDYA MILK UNION (KMF); GEJJALAGERE, under the guidance of the internal guide Dr. G.H. MAHADEVSWAMY Department of MBA and the external guide Mr. S. MADASHETTY (ASSISTANT MANAGER ADMIN) during the period from 09-07-2012 to 31-07-2012.
The analysis is original and concerned to the subject based on the data and information collected by me.
I declare that this training report has not been submitted to any other institution or university for the award of any diploma or degree.
DATE: PLACE:
GIGUNU MR
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2012 KMF ACKNOWLEDGEMENT
I take my pride and immense pleasure in expressing my deep sense of gratitude to MANMUL and its people for their ample support, valuable guidance and hospitality that has enabled me to accomplish the study. I express my sincere thanks and gratitude to all those who helped me doing this work. I am grateful to external guide Mr. S. MADASHETTY (Asst. Manager Admin). I also thank my internal guide Dr. G.H. MAHADEVSWAMY for providing me the guidance and encouragement to compute the project work successfully. I sincerely thank the heads of different departments of MANMUL for their continuous support and all the employees whose co-operation was instrumental for the success of the project. I thank all the other teaching and non teaching staff of Department of Business Administration, Maharani’s Arts and Commerce College, for their constant encouragement and moral support. I thank the support of my parents, relatives and friends who assisted me directly and indirectly during the course of the project.
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2012 KMF EXECUTIVE SUMMARY
India is the world’s highest milk producer and all set to become the world’s largest food factory. The milk industry in India is witnessing a stupendous growth. The production of liquid milk touched a high of 85 million tones in 2001-2002 placing the industry first in the world. Milk production in India in year 2011: World’s largest producer of dairy products, India’s milk output is expected to touch 121.5 million tons in the current year, up 4% vis-à-vis the previous year. According to US Department of Agriculture (USDA), India’s milk production in 2010 is expected at 117million tones and is forecast to increase approximately 4% to a record 121.5 million tons in 2011, reflecting a near normal monsoon. Since 1991, after liberalization anybody and everybody have been free to enter the dairy industry and to reap benefit from the markets that domestic federation created and nurtured with their sweat and blood. Multinationals backed by their surplus capital, are seeking a hefty share of Indian milk and milk products market. At the same time, regional private companies have been able to penetrate markets on the strength of aggressive pricing made possible by cavalier treatment of taxation laws and quality standards. The INTERNSHIP TRAINING was undergone to get the practical exposure of milk industry. The internship program was undergone in Mandya Milk Union LTD, (MANMUL) an AMUL patterned Dairy cooperatives, which is supervised by KMF.
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CHAPTER -1
-INTRODUCTION TO INDUSTRY
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Industry is simply defined as any activity by which you either create materials, alter materials to create something else or move materials around Also, anything involving the usage of blueprints in any way is defined as an industrial activity. Key activities defined as industrial are:: Mining, Refining, Planetary interaction, Hauling, Research and Development, and Manufacturing. Industries can be classified on the basis of raw-material, size and ownership ? Raw-materials: Industry may be agriculture based, Marine based, Forest Based…. ? Size: It refers to the amount of capital invested, number of people employed and the volume of production. ? Ownership: Industries can be classified into private sector, joint sector and cooperative sector.
Industry is often classified into three sectors: ? Primary or Executive ? Secondary or Manufacturing ? Tertiary or Services
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SECTOR
DEFINITION
PRIMARY
This involves the extraction of resources directly from the earth; this includes farming, mining, and logging. They do not process the products at all they send it off to factories to make a profit
This group is involved in the processing products SECONDARY from primary industries. This includes all factories those that refine metals, produce furniture or pack farm products such as meat
Tertiary
This group is involved in the provision of services. They include teachers, managers and other service providers
Quaternary
This group is involved in the research of science and technology. They include scientists
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INDIA’S INDUSTRIAL OUTPUT IN 2011:
RANK
COUNTRY OUTPUT IN COMPOSITION (%) OF GLOBAL
BILLIONS OF US$ OF GDP (%) INDUSTRY
11
INDIA
440.826
26.3%
2.0%
KMF [KARNATAKA’S MILK PRODUCER’S FEDERATIONS] LTD
? KMF also plays an important role in contribution of countries GDP
? KMF deals with the food products comes under the PRIMARY SECTOR
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CHAPTER -2
-REVIEW OF LITERATURE
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TITLE OF THE PROJECT The title of the project is “Quality of work life” of the employees at MANMUL, Mandya a unit of KMF, submitting the report in partial fulfillment of requirements for the award of Master of Business Administration. Working title – "Quality of work life" Quality of work life can be defined as the environment at the work place provided to the people on the job. QWL programs is the another dimension in which employers h as th e r e s po n s i bi l i ty to pr ov i d e c on g e n i al e n v i r on me n t i.e. excellent working conditions where people can perform excellent work also their health as well as economic health of the organization is also met. The quality of personal life is always reflected in professional life and vice versa. Now a day to retain the employees in the organization providing healthy QWL is the key factor. In earlier times QWL means o n l y j o b e n r i c h m e n t. I n a d di t i o n t o i m pr ov i n g th e w o r k s ys te m, Q W L pr o gr a m s usually emphasize on development of employee skills, the reduction of occupational stress and the development of more co-operative labor-management relations. The components of Quality of Work Life may vary from organization to organization, individual to individual but some of the basic components are – ? Free communications – open communication in the organization with the co- workers is the vital factor that ensures good quality of work life. It leads to more of informal
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communication between co-workers and subordinates during the rest hours of the organization. Reward system – reward is related to monetary or non-monetary rewards e . g . - i n c e n t i v e s , m o v i e t i c k e t s , f a m i l y h e a l t h i n s u r a n c e , s p o n s o r i n g t h e education of children etc. any kind of reward given to the employee promotes good quality of work life. Employee job security - job security is the one vital element to get maximum productivity from the e m p l o y e e , t h e e m p l o y e e s h o u l d f e e l secured regarding the job. Ca r e e r g r o wt h – th e or g an i z at i o n sh ou l d pr ov i d e c a r e e r g r ow th t o th e employee i.e. promotion, authority with responsibility, hike in the salary to retain the talented employee. Workers participation in decision making of the organization – employees should be encouraged to take participate actively in the decision making body of the organization so that should feel that we are also of some value to the employers. They will be more loyal, committed towards the organization. Opportunities- organizations should provide some basic opportunities to their employees e.g. Research, training sessions based on increase of skills and knowledge. These kinds of organizations are required than the vice versa. S t r e s s l e v e l – st r e s s l e v e l sh ou l d n o t be i n pr opo r t i on t o t h e w o r k l i fe . Higher the stress level poor is the quality of work life, lower is the stress level higher is the quality of work life
?
?
?
?
?
?
RATIONAL BEHIND THE STUDY As the work culture changes drastically in the recent years, the traditional concept of work to fulfill humans’ basic needs are also facing out. The Maharani’s Arts And Commerce College Page 14
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basic needs are continued to diversify and change according to the evolution of the work system and standards of living of a workforce. Thus a definition by Suttle (1977) on the QWL as the degree to which work are able to satisfy important personal basic needs through their experience in the organization is no longer relevant. Generally jobs in the contemporary work environment offer sufficient rewards, benefits, recognition and control to employees over their actions. Although to some extent contemporary workforce are compensated appropriately, their personal spending practices, lifestyles, leisure activities, individual value systems, health and so forth can affect their levels of need. It is similar to the argument posted in the Maslow’s hierarchy of needs in which each individual has different level of needs because in reality what is important to some employees may not be important to others although they are being treated equally in the same organization. This definition, focusing on personal needs has neglected the fact that the construct of QWL is subjective and continuously evolves due to ever growing needs of each and every employee. The recent definition by Serey (2006) on QWL is quite conclusive and best meet the contemporary work environment. The definition is related to meaningful and satisfying work. It includes ? An opportunity to exercise one’s talents and capacities, to face challenges and situations that require independent initiative and selfdirection; ? An activity thought to be worthwhile by the individuals involved; ? An activity in which one understands the role the individual plays in the achievement of some overall goals; and ? A sense of taking pride in what one is doing and in doing it well. Maharani’s Arts And Commerce College Page 15
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This issue of meaningful and satisfying work is often merged with discussions of job satisfaction, and believed to be more favorable to QWL. To summarize, QWL is viewed as a wide-ranging concept, which includes adequate and fair remuneration, safe and healthy working conditions and social integration in the work organization that enables an individual to develop and use all his or her capacities. Most of the definitions aim at achieving the effective work environment that meets with the organizational and personal needs and values that promote health, well being, job security, job satisfaction, competency development and balance between work and non-work life. The definitions also emphasize the good feeling perceived from the interaction between the individuals and the work environment. Understanding the nature of work in the contemporary environment, we define QWL as the effectiveness of work environment that transmit to the meaningful organizational and personal needs in Shaping the values of the employees that support and promote better health and well-being, job Security, job satisfaction, competency development and balance between work and non-work life. We require this type of “QUALITY OF WORK LIFE”, because the main objective of our economic planning is to increase production and productivity. By offering workers, a QWL they start working with natural understanding towards optimizing productivity, efficiency and maintaining industrial peace. Therefore, in order to get the best out of workman in achieving the organizations goals, it is essential that to focus on Quality of Work Life in the real sense of the term is induced.
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OBJECTIVES OF THE STUDY The objectives of study on Quality of work life satisfaction of Nandini liquid milk in MANMUL are ? To know the levels of QUALITY at MANMUL. ? To understand the Quality service to both MANMUL and others the part of MANMUL ? To measure the effectiveness and evaluation of organization performance in MANMUL... ? To get the practical exposure in the corporate world. ? To have a proper balance between theory and practical knowledge ? To study origin, growth, vision, mission, and status of the organization. ? To study the functional departments exist in the organization. ? To evaluate the effectiveness of the organizations. ? To study problem areas in the organization. ? To provide some valuable recommendation to improve the efficiency in the organization. SCOPE OF THE STUDY The study helps to get an overall idea regarding the various departments in the organizations and the overall functions of organizations. This organization study mainly focuses on organization setup, functioning, work environment, space facilities etc. Apart from this ? To get a practical vision of the organization apart from the theory which have been learnt in the class ? To understand the actual working condition ? To get in touch with the industrial and organization environment
ASSUMPTIONS ? This study has the following assumptions; Maharani’s Arts And Commerce College Page 17
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? The data given by the officials are unbiased ? The data collected from various secondary sources are true. LIMITATIONS ? Because of official secrecy the mangers of the company are not ready to give certain data ? Could not get sufficient time to interact much with the senior managers as they were busy with their works METHODOLOGY OF THE STUDY The required information and data are assimilated through two sources 1) PRIMARY DATA: ? By observing the various departments of the organization ? By interacting with various employees in organization(Questionnaires for employees)
the
2) SECONDARY DATA: ? ? ? ? ? From the company manuals Management books Internet Magazine (pragati, revolution etc.) Company Website
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CHAPTER-
3
-INDUSTRIAL PROFILE
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Information of Milk and Milk Industry: The progress of mankind and civilization has, since history began, been closely alike with his diet. Even today the leading nation and nations capable of becoming strong are those, which can obtain food in abundance for their people. India is the highest milk producer in the entire globe. India is otherwise known as the “Ocean” of the global dairy industry, with great opportunities 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. Origin of the industry: The term “Market Milk” refers to fluid whole milk that is sold to individuals usually for direct consumption. As a major enterprise, the market milk industry is of comparatively recent origin even in developed dairy countries such as U.S.A. Though ancient written records report milk as an important food, its processing and distribution has a separate commercial business did not develop in those countries until the concentration of population in the cities reached a high-level in the middle of the nineteenth century, however, market milk technology may be considered to have commenced in 1965, with the functioning of the central dairy of Aarey milk colony and milk product technology in 1956 with the establishment of AMUL Dairy Anand. GROWTH AND DEVELOPMENT OF THE INDUSTRY: Maharani’s Arts And Commerce College Page 20
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Until the 1940, there was very little published information on the method of preparation and use of these products. The credit for the first publication on the subject goes to Dr. W.B. Davis, the first director of the Industry research, Indian Diary research Institutes (now National), Bangalore. Within the span of these four decades since his book appeared, considerable research has been places in indigenous Dairy products. PRESENT STATUS OF THE INDUSTRY: With unprecedented growth in milk production by over two and a half time in the also two decades to about 58.8 million tons in 1992, India has emerged as the largest milk producer in the world with an annual milk production of 76 million tones. Food processing industry ranks as the fifth largest industry in the country. Though the milk and milk products have 85% business in unrecognized sector, it is having only 7% growth per year. Today, over 275 dairy plants and 83milk products factories in the co-operative, public and private sectors handle an estimated 12%--15% of the total milk produced. In most of the countries in the world, the proportion of milk delivered to the dairies is over 90%. The value of the output of the dairy products in the country’s food sector has increased from 5%-7% during the same period. NATIONAL DAIRY DEVELOMENT BOARD: History The NDDB was founded to replace exploitation with empowerment, tradition with Modernity, Stagnation with growth, transforming dairy into and instrument for the development of Indians rural people. The NDDB was established in 1965; the board is registered under the Societies Registration Act and the public Trust Act, fulfilling the desire of the Prime Minister of India Maharani’s Arts And Commerce College Page 21
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– The late Lal Bahaddur Shastri to extend the success of the Kaira Cooperative Milk producers union (AMUL) TO OTHER PARTS OF India. Dr Vergese Kurien was the founder chairman. The success combined the wisdom & energy of farmers with professional management to successful capture liquid milk and milk product markets while supporting farmer’s investment with inputs and services. The Growth NDDB began its operations with the mission of making dairying a vehicle to a better future for millions of gross roots milk producers. The mission archived helped to launce ?Operation Flood” a programme extending over 26 years and with the help of World Bank Loan India become the world’s largest milk producing country. As per March2001Indias 96000 Dairy Co-operative are integrated through a three Tier Cc-operative structure. The Anand pattern, which is owned by more than 10 million farmers, producers an average of 1605 million liters of milk everyday. The milk is processed and marketed by 170 milk producers’ co-operative unions which in turn own 15 state co-operative milk marketing federation. Since its establishment the dairy development board has planned and spearheaded India’s dairy programmer by placing dairy development in the hands of milk producers and the professionals they employ to manage their co-operatives. In addition, NDDB also promotes other commodity based co-operative, allied industries and veterinary biologically on an intensive and nation wide basis. Objectives of NDDB: ? To sponsor, promote, manage, acquire, construct or control any plant or work, which promote projects of general public utility relation to dairying ? To make information available on request to technical services to increase the production of milk
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? To prepare initial feasibility studies of dairying and other dairy related projects and undertake subsequent designing planning and start up those projects ? To undertake research and development programme related to production and marketing of milk and milk products ? To provide assistance for exchange of information to other international agencies ? To know the level of Quality of Work Life at MANMUL Services Rendered by NDDB: ? ? ? ? ? ? Planning dairy and rural development projects Organization of farmer co-operative societies Setting up of dairy and cattle feed plants Manpower planning and training Applied research and development Implementation of milk production enhancement programme
CHANGING PATTERN OF THE INDUSTRY: The demand for milk and milk products in the country is on the rise. The current trends indicated that 44% of the total population would be urban. This will definitely lead to an increase in consumption of dairy products. The domestic market for butter and ghee is growing at a healthy rate of over 10% per annum but the same may not be true in case of an international market. The production and export of butter has witnessed a major decline in some of the developed countries. Ice cream, a modern frozen dairy product, is relatively new addition in India. At present, the market reach of an ice cream may not be very large. But, the potential market is more than the ten times. That might be one of the reasons that a company like Unilever group has delivered into this segment to build their brands and capitalize its production in Indian market STRATEGIES TO BOOST INDIAN DAIRY PRODUCTS GLOBALLY Maharani’s Arts And Commerce College Page 23
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? ? ? ? ? ? ? ? ? Improve the quality of the products Value addition into widely accepted products Improving productivity and reducing the cost of production Building Brands Public relations and strict measures to avoid misinformation viz, superiority of cow’s milk to buffalo milk synthetic milk To lead in milk production Research and Development Energy conservation Utilization of desirable constituents from the waste rather than draining
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- COMPANY PROFILE
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KARNATAKA CO-OPERATIVE MILK PRODUCERS FEDERATION LTD 1980 - KARNATAKA MILK PRODUCTS LTD was established. 1983 - Corporate brand name Nandini. 1988 - Establishment of MANMUL MANDYA. KARNATAKA COOPERATIVE MILK PRODUCER’S FEDERATION LIMITED(KMF) KMF is the Apex Body in Karnataka representing Dairy Farmers' Cooperatives. It is the third largest dairy co-operative amongst the dairy cooperatives in the country. In South India it stands first in terms of procurement as well as sales. One of the core functions of the Federation is marketing of Milk and Milk Products. The Brand 'NANDINI' is the household name for Pure and Fresh milk and milk products. KMF has 13 Milk Unions throughout the State which procure milk from Primary Dairy Cooperative Societies (DCS) and distribute milk to the consumers in various Towns/cities/Rural markets in Karnataka. The first ever World Bank funded Dairy Development Program in the country started in Karnataka with the organization of Village Level Dairy Co-operatives in 1974. The AMUL pattern of dairy co-operatives started functioning in Karnataka from 1974-75 with the financial assistance from World Bank, Operation Flood II & III. Coordination of activities among the Unions and developing market for Milk and Milk products is the responsibility of KMF. Marketing Milk in the respective jurisdiction is organized by the respective Milk Unions. Surplus/deficit of liquid milk among the member Milk Unions is monitored by the Federation. While the marketing of all the Milk Products is organized by KMF, both within and Maharani’s Arts And Commerce College Page 26
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outside the State, all the Milk and Milk products are sold under a common brand name NANDINI. List of co-Operative milk producers’ societies unions: ? ? ? ? ? ? ? ? ? ? ? ? ? Bangalore Milk Union Belgaum Milk Union Bellary Milk Union Bijapur Milk Union Dakshina Kannada Milk Union Dharwad Milk Union Gulbarga Milk Union Hassan Milk Union Kolar Milk Union Mandya Milk Union Mysore Milk Union Shimoga Milk Union Tumkur Milk Union
FUNCTIONS OF KMF: ? Co-ordination of activities between the unions ? Developing the markets for the increasing in milk production ? To make the brand “NANDINI” as a house hold name ? Excellence in quality is to be maintained to lay a solid foundation for wide ? Spread acceptance of “NANDINI” products ? To increase the market share of “NANDINI” OPERATION AREA OF MANMUL MANDYA Maharani’s Arts And Commerce College Page 27
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? GENERAL AREA OF DAIRY-47 acres. ? HANDLING CAPACITY- 200,000 LPD. ? ESTIMATED COST OF BUILDING- 1.83 crores. ? NUMBER OF EMPLOYEES-410. ? MILK PROCUREMENT FUNCTIONING-115 DAIRY CO-OPERATIVE SOCIETIES
? DAIRY SOCIETIES REGISTERED-994. ? PROCUREMENT ROUTES-61. ? CHILLING CENTERS-2. ? DISTRICT COVERED-1. ? TALUK COVERED-7. ? VILLAGE COVERED-1182. ? MILK DISTRIBUTION ROUTES-56. ? DISTRICT COVERED-3. ? SELLING AGENTS-750. ? SELLING AGENTS IN URBAN-486. ? SELLING AGENTS IN RURAL-264
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? MILK PARLORS-21 2.1 BACKGROUND AND INCEPTION OF THE COMPANY: Mandya Milk Union was registered in the year 1987. The Product Diary, Gejjalagere was then managed by Mysore Dairy. In the year 1988, The Product Diary, Gejjalagere was handed over to Mandya Milk Union. MANMUL with its headquarters at Gejjalagere has got liquid milk plant of 2.0 Lakh liters capacity and a powder plant of 10 MT capacities per day through the assistance of NDDB. It has two chilling centers at Nagamangala and KR Pet. The diary has a spread of 47 acres of land at Gejjalagere and 3 acres each at KR Pet and Nagamangala. MANMUL was a part of Mysore & Tumkur Milk Union till 1987. In 1988 Union started marketing about 5,000 liters per day which gradually extended to about 15,000 liters. There came a boom through the advent of milk marketing in Bangalore city from 1993. As on today the Milk sales is about 1.59 lakhs liters per day(1.24 lakhs liters in sachet and 0.35 lakhs liters in bulk) with annual turnover of Rs.65 crores alone on this account out of the total Rs.100 crores turnover through the sales including milk products like Skim milk powder (SMP), Butter, Ghee, Burfi, Lassie, Curds etc. Once MANMUL got hold of the Bangalore marketing, it has a steady and continuous profits from 1994-95. 2.2 NATURE OF THE BUSINESS CARRIED: The MANMUL is stand for Mandya milk producers co-operative union limited. As the name implies the union is found for the purpose of the milk producers who were un-organized in nature in earlier days before foundation of this unions. The nature is that the organized milk union formed for the protecting the interest milk producers who were, un-organized in nature in olden days. In previous days milk producers were, who situated in villages are used to keep cows, buffalo’s, goat’s, sheep’s etc. in that time what milk they produced is has no any organized market and they were not getting reasonable price for produced milk. These are provide the milk producers status in that time how they un-organized in nature.
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This is basis for the foundation of these dairy unions. Mainly the union stands for accumulating the milk from the milk producers who located in villages in large numbers. From its village level co-operative societies, milk transported through trucks to district milk union. Union supplies that milk to the milk buying customers who located in the urban areas. They use of fix the reasonable price to both buyers and milk producers. 2.3 VISION, MISSION AND QUALITY VISION: ? To grow in to Model Co-Operative Milk Union in the country. ? To produce more, sell more and serve more. MISSION: ? Assuring the rural prosperity in the lives of members of milk producers in Mandya district. THE QUALITY POLICY AND OBJECTIVE: 1. To encourage rural farmers to engage in dairy forming and producing more milk and good quality of milk at least cost. 2. To provide assured and remunerative market for the milk produced by the farmer members. 3. To provide good quality of milk and milk products to the people of urban area by scientifically processing the milk obtained from rural area. 4. To create harmonious environment for the union can perform at its best, being a communication bridge between producers and consumers. 5. To build village level institution co-operative sector to manage the dairy activities.
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6. To provide good quality milk and milk products at competitive price to urban and rural consumers in order to fulfill this objective, the union is constantly engaged in working towards improvements of the business as well as the welfare of members. This has resulted in greater performance on commercial as well institutional fronts 2.4 Product Profile: Constituents of milk percentage WATER 87.0% BUTTER FAT 4.0% CASEIN 2.8% ALBUMIN 0.5% LACTOSE (MILK SUGUR) 5.0% MINERALS 0.7%
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The following are the Products and their quantity offered by MANMUL: Nandini Toned Milk
Karnataka’s the most favorite milk. This milk contains 3.0% of fat and 8.5% SNF. Available in500ml and 1 liter packs. Nandini Homogenized Toned Milk
This is pure milk which is homogenized and pasteurized. Consistent right through, it gives you more cups of tea and coffee and is easily digestible. Available in 500ml and 1 liter packs. Nandini Full Cream Milk
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Pure milk contains 6% fat and 9% SNF. A rich, creamer and tastier milk which is ideal for preparing home-made sweets and savories. Available in 500ml and 1 liter packs Nandini Curd
Nandini Curd made from pure milk. It is thick and delicious, gives you all the goodness of home-made curds. Available in 200gms and 500gms sachets. Nandini Butter
It is rich, smooth and delicious. Nandini Butter is made out of fresh pasteurized cream. Available in 100gms, 200gms and 500gms packs. Nandini Ghee
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It is taste of purity. Nandini Ghee made from pure Butter. Hygienically manufactured and packed in a special pack to retain the goodness of the pure Ghee. Nandini Peda
No matter what you are celebrating! Made from pure milk, Nandini Peda is a delicious treat for the family. Store at room temperature approximately 7 days. Available in 250gms pack containing 10pieces each. Nandini Milk Powder
Nandini Milk powder gives purity and taste as similar to liquid milk. It can be store for long time than liquid milk at room temperature. Available in 50gms, 100gms, 200gms, 500gms and 1 kg packs.
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The table shows the various milk and milk product manufactured (MANMUL) Sl.NO Product Name 1. Toned milk Quantity 1 liter 500ml 500 ml 250 ml Toned 500 ml 250 ml 500 ml 250 ml 200 ml 500 ml 1000 ml 15 kg Tin Dealer’s rate 23.6 11.58 13.51 7.24 11.10 5.79 12.06 6.76 54.55 133.64 263.64 4363.65 MRP 24.00 12.00 14.00 7.50 11.50 6.00 12.50 7.00 60.00 147.00 290.00 4800.00
2.
HCM
3.
Double Milk HTM
4.
5.
Ghee
6.
Skimmed powder
Milk 50 grams 100 grams 200 grams
8.85 17.70 40.91
10.00 20.00 45.00 Page 35
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500 grams 1 kg 25kg-bag 500 grams 200 grams 500 grams 250 grams 250 grams 113.64 204.55 5500.00 116.07 6.48 13.88 62.50 68.75 125.00 225.00 5500.00 130.00 7.00 15.00 70.00 75.00
7. 8.
Butter Curds
9. 10.
Peda Burfi
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2.5 Area of operation: As a district milk union under KMF, individually the union has no opportunities to expand their operation. This is because the MANMUL is structured under KMF as a district milk union of Mandya district. The union itself acts as a branch of KMF but the union has opportunities by way of marketing its milk products out of its limited market borders means of its district market borders. The district milk unions are controlled by the KMF, which acts as a mother organization to all other district unions in the Karnataka. The union receives all types of demand orders from in and outside the company. Especially the milk powder is more demand from foreign countries the union will produce other milk product according to their demand rate. 2.6 Ownership Pattern of MANMUL: The ownership pattern in the MANMUL is characterized by members share capital investment. The members of the unions are the dairy co-operative societies (DCS), which parented by the district milk union. The unit, which acts as representative member of district milk union by locating in villages, is called as co-operative dairy society of respective village. Presently member share capital structure of the union is as here under. Accumulated members share capital in union is share capital; this share capital is deposited in MANMUL bank account in the name of respective member dairy co-operative societies. 2.7 Competitors Information: The competitors for these union milk and milk products are other states milk unions, counter part district union in Karnataka state and branded milk product producing companies.
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The prime competitors in the market for Nandini milk are; HERITAGE SWASTHIK DODLA AROGYA THIRUMALA SHRUTHI JERSY 2.8 Infrastructural Facilities in MANMUL: a. Production infrastructure facilities MANMUL has got liquid milk plant two– lakh liters capacity and powder plant of ten M T capacities per day through the assistance of national dairy development board (NDDB). It has chilling centers at Nagamangala, Malavalli and K.R. Pet. The dairy has a spread of 47 acres of land at Gejjalagere and 3 acres each at K.R.Pet., Nagamangala and Malavalli. The union has its own trucks for transporting the milk from dairy co-operative societies to its production units, with good milk from dairy co-operative societies its production units, with good milk procurement networks. b. Canteen facilities for employee and workers As a Section 46 of the factories act, 1948 imposes a statutory obligation to employees to provide canteens in premises employing more than 300 workers, in MANMUL a big canteen is situated beside the working complex to provide canteen facilities 2.9 ACHIEVEMENT/AWARDS EARNED BY MANMUL:
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On 26-03-2005 the union is recognized as “ONE OF THE HONEST INCOME TAX PAYER” by the commercial taxes department. Other achievements of the union can be revealed in following milestones of the union. 1. Establishment of 18 co-operative societies in district, which duly administered by women members. 2. In 1993-94 the union has increased its milk production [amt capacity to 2.0lakh liter.] 3. In the year of 2002-03 the union has got the international license. The MANMUL is the first south milk union in getting this license. 4. The union is first union for supplying ghee to “SHRI THIRUMALA TEMPLE” through the Tankers. 5. In the year 2003-04 the union has developed consolidated price list for cows Milk and buffalo’s milk, which is first in this types in all over Karnataka state. In the same period the union released double toned milk. 6. In 2009-10 creating the availability of milk and milk products through Exclusive joints (ATM’s and Parlors). One ATM counter to be started in Mandya town.
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2.10 Work flow model of MANMUL:
DCS DCS DCS DCS
K.R. PET DCS
NAGAMANGALA
DCS
MANMUL
PROCESSING SECTION SEPERATION
PASTURIZATION
PRODUCTION
PACKAGING
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D C S: District Cooperative Society The workflow model which presents the operation of the company in the form of model is shown in following pictures. The end-to-end work Process of company can be divided into 5 stages as year under.
The figure shows the sequence of bringing milk into MANMUL Sequence of bringing milk into MANMUL: Stage1. The workflow of the union starts from the process of the union starts from the process of weighing, sampling and chilling of procure milk from its member and non-member co-operative societies. The raw milk collected from societies transported to union through trucks. Stage2. This stage start with the process of storing the processed milk means of milk processed under the stages of weighing, sampling and chilling processes. The stored milk under this process is ready to use from next process for producing milk products. The milk stored in insulated tanks. Stage3. The stored milk processed under standardization process to get required quality after this process the milk sent to another two process namely cream separation process and pasteurization process. Stage4. The cream separated milk is stored in insulated tanks. The separated cream is processed and stored for next processes. In next stage hat cream is used for production of butter, ghee, Peda and cream based milk products. Stage5. In this stage the stored milk which already pasteurized and stored insulated tanks is sent to packaging processes. The packed milk stored in cold storage of 5 degree centigrade.
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2.11Future growth and prospects ? ? ? ? ? ? ? ? To active more co-operative societies To procure more than 4.0 lakhs kilograms of milk Introduce new products Implementing vision 2010 with the help of NDDB Complete computerization of the activities of the union Establishment of more bulk milk coolers Modernization of main dairy Extend the plant with the help of NDDB
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2.12Production process: Milk processing system in MANMUL is shown in the following figure
MILK PROCESSING SYSTEM IN MANMUL
Reception of milk
Weighing and Sampling
Chilling of milk Storage in insulated tanks
Standardization Required Quality
Cream Separation Processing of Cream
Pasteurization
Storage in insulated tanks
Storage Butter Manufacturing Butter of ghee
Packing Store in cold storage< 5 degree
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ORGANIZATIONAL STRUCTURE OF MANMUL
PRESIDENT
BOD
MANAGING DIRECTOR
DAIRY MANAGER
INPUT MANAGER
PROCURING DEPART MANAGER
PRODUCTION DEPART MANAGER
QUALITY DEPART MANAGER
TRANSPORT DEPART MANAGER
MARKETING DEPART MANAGER
FINANCE DEPART MANAGER
ENGINEERING DEPART MANAGER
PURCHASED STORE
MIS DEPART MANAGER
CHILLING DEPART
PROCUREMENT DEPT
ANIMAL HEALTH DEPT
FODDER AND FEED DEPT
TRAINING DEPT
VETERINARY DEPT
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LEVELS OF MANAGEMENT
Top Level Management ? Middle Level Management ? Operational Level Management
?
1. Top Level Management: The top level management consist of Board of Directors, President and managing director. They are concerned in determining policies, plans and procedures of the union. 2. Middle Level Management: It consist of various departmental managers like Marketing Manager, Finance Manager etc; they are more concerned about their respective department operation. Each department takes decisions regarding the day to day activities and they will report to the top- level management periodically 3. Operational Level Management: It consist of employees at the shop floor, who work under the guidance of the top and middle management.
SWOT ANALYSIS
S – Strength W – Weakness O – Opportunities T – Threat
Strength:
? ? ? ? ? ? ? Market Leader Super Quality Milk and milk products Nandini’s Brand image Highly Remunerative and timely management of payments Efficient distribution network facilities Union has good financial position Economies of scale
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? Good institutional support from KMF, NDDB, NCDFI etc.
Weakness:
? ? ? ? ? ? Lack of flexibility in deciding about its operations. No authority over issues like pricing, offering volume and discounts etc. Restriction to enter new markets Limited markets and demands No replacement policy Organizational structure do not permit rewards among DCS, Sales Agent, Material suppliers etc.
Opportunities:
? The union has huge variety of opportunities which can be used to its best manner ? As food- processing industry are developing new products it has the opportunity to complete with the upcoming industries ? It has the opportunity to start new processing units, chilling units flavored drink and other food products ? The union can start processing of cheese, milk, flavored drinks etc. ? The union has opportunity to increase number of parlors, developing direct sales programme and opening bulk milk –vending shop in main cities. Reframe the sentence latest packaging technology can help retain nutritive value packaged products and extent their shelf life.
Threats:
? Threat of new entrants ? Change in customers taste and preferences ? Some private dairies are selling homogenized milk which appears rich.
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QUALITY
OF
- An essence of organization
INTRODUCTION TO HUMAN RESOURCE MANAGEMENT:
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HUMAN RESOURCE MANAGEMENT is a modern term for what traditionally been referred to as personal management. Human Resource Management is different from traditional personnel management. The ERA of human resource gained momentum since 1980’s and it is still moving towards the peak, HR is a very crucial aspect of modern management As the increasing importance of human resource personnel functions extends to management of human resource and personnel function became human resource management function The term human resources at the macro level indicates the sum of all the components like (skill, creative, ability) possessed by all the people (employed, self-employed, unemployed, employees, owners) etc.
QUALITY OF WORK
LIFE- AS HR STRATEGY-AN ANALYSIS
Today’s workforce consists of literate workers who expect more than just money from their work. In the modern scenario, QWL as a strategy of human resource management is being recognized as the ultimate key for developing among all the work systems, not merely as concession. This is integral to any organization towards its wholesome growth.
QUALITY OF WORK LIFE – THE HUMAN IMPLICATIONS
“One cannot do right in one area of life whilst he is occupied in doing wrong in another. Life is one invisible whole” – Mahatma Gandhi
How true and difficult is to paraphrase the profound truth contained in the words of one of the greatest human beings of the modern world. The harsh Maharani’s Arts And Commerce College Page 48
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reality of modern life is that Quality of Work Life (QWL) has taken a beating because most of us are working harder than ever. WORK: Work is an integral part of our everyday life, as it is our livelihood or career or business. On an average we spend around twelve hours daily in the work place, that is one third of our entire life; it does influence the overall quality of our life. It should yield job satisfaction, give peace of mind, a fulfillment of having done a task, as it is expected, without any flaw and having spent the time fruitfully, constructively and purposefully. Even if it is a small step towards our lifetime goal, at the end of the day it gives satisfaction and eagerness to look forward to the next day. The factors that influence and decide the Quality of work life are: 1.Attitude 2.Environment 3.Opportunities 4.Nature of Job 5. People 6. Stress Level 7. Career Prospects 8. Challenges 9. Growth and Development 10. Risk Involved and Reward Attitude: The person who is entrusted with a particular job needs to have sufficient knowledge, required skill and expertise, enough experience, enthusiasm, energy level, willingness to learn new things, dynamism, sense of belongingness in the organization, involvement in the job, inter Maharani’s Arts And Commerce College Page 49
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personnel relations, adaptability to changes in the situation, openness for innovative ideas, competitiveness, zeal, ability to work under pressure, leadership qualities and team-spirit. Environment: The job may involve dealing with customers who have varied tolerance level, preferences, behavioral pattern, level of understanding; or it may involve working with dangerous machines like drilling pipes, cranes, lathe machines, welding and soldering machines, or even with animals where maximum safety precautions have to be observed which needs lot of concentration, alertness, presence of mind, quick with involuntary actions, synchronization of eyes, hands and body, sometimes high level of patience, tactfulness, empathy and compassion and control over emotions. Opportunities: Some jobs offer opportunities for learning, research, discovery, self-development, enhancement of skills, room for innovation, public recognition, exploration, celebrity-status and loads and loads of fame. Others are monotonous, repetitive, dull, routine, no room for improvement and in every sense boring. Naturally the former ones are interesting and very much rewarding also. Nature of Job: For example, a driller in the oil drilling unit, a diver, a firefighter, traffic policeman, train engine driver, construction laborers, welder, miner, lathe mechanic have to do dangerous jobs and have to be more alert in order to avoid any loss of limb, or loss of life which is irreparable; whereas a pilot, doctor, judge, journalist have to be more prudent and tactful in handling the situation; a CEO, a professor, a teacher have more responsibility and accountability but safe working environment; a cashier or a security guard cannot afford to be careless in his job as it involves loss of money, property and wealth; a politician or a Maharani’s Arts And Commerce College Page 50
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public figure cannot afford to be careless, for his reputation and goodwill is at stake. Some jobs need soft skills, leadership qualities, intelligence, decision making abilities, abilities to train and extract work from others; other jobs need forethought, vision and yet other jobs need motor skills, perfection and extreme carefulness. People: Almost everyone has to deal with three set of people in the work place. Those are namely boss, co-workers in the same level and subordinates. Apart from this, some professions need interaction with people like patients, media persons, public, customers, thieves, robbers, physically disabled people, mentally challenged, children, foreign delegates, gangsters, politicians, public figures and celebrities. These situations demand high level of prudence, cool temper, tactfulness, humor, kindness, diplomacy and sensitiveness. Stress Level: All these above mentioned factors are inter-related and inter-dependant. Stress level need not be directly proportional to the compensation. Stress is of different types - mental stress/physical stress and psychological or emotional stress. A Managing Director of a company will have mental stress, a laborer will have physical stress, a psychiatrist will have emotional stress. Mental stress and Emotional stress cause more damage than physical stress. Career Prospects: Every job should offer career development. That is an important factor which decides the quality of work life. Status improvement, more recognition from the Management, appreciations are the motivating factors for anyone to take keen interest in his job. The work atmosphere should be conducive to achieve organizational goal as well as individual development. It is a win-win situation for both the parties; an employee should be rewarded appropriately for his good work, extra efforts, sincerity and at the same time a lethargic and careless Maharani’s Arts And Commerce College Page 51
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employee should be penalized suitably; this will motivate the former to work with more zeal and deter the latter from being so, and strive for better performance. Challenges: The job should offer some challenges at least to make it interesting; That enables an employee to upgrade his knowledge and skill and capabilities; whereas the monotony of the job makes a person dull, non-enthusiastic, dissatisfied, frustrating, complacent, initiative - less and uninteresting. Challenge is the fire that keeps the innovation and thrill alive. A well-accomplished challenging job yields greater satisfaction than a monetary perk; it boosts the self-confidence also. Growth and Development: If an organization does not give chance for growth and personal development it is very difficult to retain the talented personnel and also to find new talent with experience and skill. Risk Involved and Reward: Generally reward or compensation is directly proportional to the quantum of work, man-hours, nature and extent of responsibility, accountability, delegated powers, authority of position in the organizational chart, risk involved level of expected commitment, deadlines and targets, industry, country, demand and supply of skilled manpower and even political stability and economic policies of a nation. Although risk is involved in every job its nature and degree varies in them; all said and done, reward is a key criterion to lure a prospective worker to accept the offer. WHAT IS QWL? The term refers to the favorableness or unfavourableness of a total job environment for people. QWL programs are another way in which organizations recognize their responsibility to develop jobs and Maharani’s Arts And Commerce College Page 52
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working conditions that are excellent for people as well as for economic health of the organization.
The elements in a typical QWL program are: ? Open communications ? Equitable reward systems ? A concern for employee job security ? Satisfying careers and ? Participation in decision making Human resource departments are involved with efforts to improve productivity through changes in employee relations. QWL means having good supervision, good working conditions, good pay and benefits and an interesting, challenging and rewarding job. High QWL is sought through an employee relations philosophy that encourages the use of QWL efforts, which are systematic attempts by an organization to give workers greater opportunities to affect their jobs and their contributions to the organization’s overall effectiveness. That is, a proactive human resource department finds ways to empower employees so that they draw on their “brains and wits,” usually by getting the employees more involved in the decision-making process. QWL programs can be evaluated on the basis of following points:
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1. Fair compensation and job security: The economic interests of people drive them to work at a job and employee satisfaction depends at least partially, on the compensation offered. Pay should be fixed on the basis of the work done, responsibilities undertaken, individual skills, performance and accomplishments. Job security is another factor that is of concern to employees. Permanent employment provides security to the employees and improves their QWL. 2. Health is wealth: Organizations should realize that their true wealth lies in their employees and so providing a healthy work environment for employees should be their primary objective. 3. Provide personal and career growth opportunities: An organization should provide employees with opportunities for personal/professional development and growth and to prepare them to accept responsibilities at higher levels. 4. Participative management style and recognition: Flat organizational structures help organizations facilitate employee participation. A participative management style improves the quality of work life. Workers feel that they have control over their work processes and they also offer innovative ideas to improve them. Recognition also helps to motivate employees to perform better. Recognition can be in the form of rewarding employees for jobs well done. 5. Work-life balance: Organizations should provide relaxation time for the employees and offer tips to balance their personal and professional lives. They should not strain employee’s personal and social life by forcing on them demanding working hours, overtime work, business travel, untimely transfers etc. 6. Fun at workplace: This is growing trend adopted by today’s organizations to make their offices a fun place to work. The aim of QWL is to identify and implement alternative programs to improve the quality of professional as well as personal life of an organization’s employees.
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ROLE OF QUALITY OF PRODUCTS AT
KMF
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QUALITY
Quality is a customer’s determination and not manufacturer’s or marketer’s determination. The modern view of quality is that product should totally satisfy the customer’s need and expectations in every respect on a continuous basis .The new concept of quality calls for: ? ? ? ? Well –designed product with functional perfection first time right Providing satisfaction beyond customer’s expectation Excellence in service Absolute empathy customer
Quality system is defined as “Organization structure, responsibilities, procedure and process and resources for implementing quality management “. Analysis of this definition reveals that the enterprise should clearly define the organization structure for ensuring quality, the level at which quality is to be checked
The success of any quality system would depend upon the attitude of personnel towards quality. That is, the management should persuade the personnel to have the correct attitude of mind towards quality. This implies that the personnel should not look for the “easiest” way to do the things rather the “correct” way to perform the job or various operation the management should take adequate step to ensure that each person in the organization adequately stimulated to commit himself/herself to quality.
The quality of a product can be ensured if the enterprise takes action to maintain the quality at tow level namely, firstly, within the enterprise Maharani’s Arts And Commerce College Page 56
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during the process of manufacturing and secondly, consistencies in the quality of supplies from its supplier’s i.e. supply chain management. The quality system should identify those activities that directly affect the quality of the product and delegate adequate authority to those responsible for their completion. The quality of the product through various stages will have to be properly codified so that the personnel have the reference guide to ensure the quality of the operation and various activities. The codification is done in the form of series of document collectively referred to as “Quality Manual” Quality Control ? The responsibility of every member of the workforce for the quality of products and services provided by the business. ? Emphasis on reducing defects, etc. before it gets to the final stage of production and certainly of consumer. Why is Quality a Concern? ? Gives competitive advantage ? Encourages return purchases ? Provides customer with information and builds consumer confidence in the brand ? Reduces costs incurred in solving post sales problems TQM (Total Quality Management) • Features of TQM: o Quality Circles – meetings of relevant workers to discuss issues relating to maintenance and improvement of quality
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in the business – may also double as a form of empowerment and motivation. o Statistical Process Control – statistical data generated to inform the evaluation of processes within the business. o Zero defects – systems in place to ensure that no product leaves the business with a defect – important in building supplier relationships, image, and reputation. NEED FOR QUALITY MANAGEMENT SYSTEM The intense competition at the market place has brought into sharper focus the need for gaining the confidence of the customer in the firm and its product. The confidence (of the customer) in the firm as a reliable supplier of goods can be gained by providing him consistently with better quality product. This helps a firm to improve its image in the minds of its customer and enhance their satisfaction level. These tasks become much easier if the firm manages the quality of its product and secure certification of its quality management system from an independent third party. Thus a supplier of goods has readily recognizable assurance of the quality of his product or a service which he can use as a marketing tool. Similarly, the customer also feel assured about the quality of the goods as the same has been assured through a properly managed system of quality control certified by an independent third party. Thus there is need of third party certification of the quality system introduce by the firm for maintaining the quality of their goods. QUALITY PLANS The company has been manufacturing the established production of NANDINI Products since 1983. The requirements of quality plans. These have been evolved based on the experience gained over a period of time. Maharani’s Arts And Commerce College Page 58
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Quality plans are made and documented for each new product that may be introduced requiring additional details to be addressed and also for capacity expansion.
These plans includes:? Identification of control process equipment, instruments, skills etc. required to achieve desired quality. ? Product specifications achievement of quality. ? Test/ Inspection plan. ? Storage, handling and packing requirements. ? Waste control. ? Control of variations. These elements of the quality plan are incorporated in the existing documentation structure by suitable amendments additions. The amendments are carried out as per the document control procedure given in the manual. and key parameters for verifying
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QUALITY OF WORK LIFE AT
MANMUL (KMF)
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GENERAL INTRODUCTION: QWL [Quality of work life] is a sub set of Quality of life. Quality of work life and Quality of life both contribute towards individual employees work performance and eventually to attain organizational goal. General idea gathered by the study conducted at MANMUL MANDYA about QWL: The QWL at MANMUL is satisfied but analysis defines as not excellent Unfortunately that much research yet need to be taken out to explore fully into QWL A good working environment which creates employees to work with extremely motivating has to be created QWL derives maximum output from employees as well as to provide then good overall
ANALYSIS, DESIGN/ INTERPRETATION OF RESULTS: WORK ENVIRONMENT AT MANMUL: The highest response is given for fairly motivating by the employees of MANMUL They are fairly satisfied with the work environment provided in MANMUL ORGANIZATIONAL CULTURE AND CLIMATE AT MANMUL: The culture and climate at MANMUL is good and it is strongly agreed by the employees of the organization.
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RELATION AND CO-OPERATION AT MANMUL: The highest percentage of employees is satisfied with the relation and co operation at MANMUL. They strongly agree that they are satisfied with the relation and co-operation at MANMUL. TRAINING PROGRAMMES: The training programmes helps an employee to achieve the required skill for performing the job effectively overall employees who are selected for interview and questionnaire responded that the training programme helps an employee to the great extent. INFRASTRUCTURE FACILITY AT MANMUL: The infrastructure facility provided at MANMUL is responded to be satisfied by the employees. The best of infrastructure facility is lightening and ventilation. COMPENSATION AND REWARD: The compensation and rewards provided are fair and all employees in the selected sample responded as they are paid fair compensation and reward. FRINGE BENEFITS: All the fringe benefits are provided to the employees of MANMUL like Insurance, Retirement benefits, Health check up etc. JOB SATISFACTION: Overall 90% of employees responded that they are satisfied with the task or job they perform. PARTICIPATION IN DECISION MAKING: Overall 84% of the employees have liberty in the organization to complain about to take participation in the management decision making. Maharani’s Arts And Commerce College Page 62
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Overall 100% of employees in selected sample of employees argued that they feel proud to be part of MANMUL [A UNION OF KMF] SUMMARY OF FINDINGS, SUGGESTION AND CONCLUSION The various objectives of the study were achieved by analyzing the data and the following findings were arrived at MANMUL FINDINGS: ? To understand the QUALITY OF WORK LIFE at MANMUL: ? 50% of employees have opinion that existing job at MANMUL is good ? 90% of employees have opinion that existing job is providing adequate pay ? 64% of employees have opinion that cordial work environment is mainly created by the organization for retaining the employees.
? To evaluate the health and safety measures at work place
? ?
50% of the employees are satisfied with the health and safety measures 5% of the employees are not fully satisfied
? To suggest measures for the improvisation of the work of individuals ? 88% of the employees say’s that by increasing the moral of the individuals will play major role in satisfying them in their job. ? 95% of the employees are provided on the job training if the performance level is measured low. ? To evaluate the level of satisfaction at work place ? 98% of employees are satisfied with the job offerings at MANMUL
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SUGGESTIONS: ? The Quality of Work Life should be considered to the great extent ? The work environment should be improved by placing AC (Air condition), providing recreation facilities etc.
? The employees should be given enough opportunities to talk in managements decision making aspects ? Reward and recognition is to be given to employee at the time of outstanding achievements or at the good work
? The findings reveal that the employees are satisfied with the JOB/WORK and also with management system of the company but scope for improvement should always be
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included so that the organization as well as the individuals meets their goals. ? Find out the issue or problems related receiving of feedback and to have counseling to decreased moral employees
CONCLUSIONS: QUALITY OF WORK LIFE signifies the level of satisfaction among employees The factors determining the satisfaction with the quality of work life in the organization were ? Adequate income and fair compensation ? Safe and healthy working conditions
? Opportunities to use and develop human capacity ? Opportunity for career growth
? Social integration in the work force ? Constitutionalism in work organization Maharani’s Arts And Commerce College Page 65
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? Eminence of work life ? Social relevance of work All these positively correlated with the QUALITY OF WORK LIFE at MANMUL. So by improving these factors quality of life in Manmul can be enhanced.
BIBLIOGRAPHY
?
? ?
INTERNET
www.google.com www.ask.com
?
? ? ?
BOOKS
Human Resource and Personnel Management – William Wrether MANMUL Magazines MANMUL Management book
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