A

TPP Report
Titled

‘Routine Operations at UDL’

For the training undergone at
UMANG DAIRAIES LTD,Gajraula(UP)

`
For fulfillment of the requirement for the degree of BBA/MBA
Subject: TPP (IMS-706)
Under the Supervision of-
Mr.Rajbir Sain, Plant Manager
&
Mrs.Palak Bajaj
(Assistant Professor)

Submitted to: Submitted By:

The Director Gaurav Kumar
7th Semester
Reg. No.= 13-UIM-18
Batch= 2013-2018

INSTITUTE OF MANAGEMENT STUDIES

KURUKSHETRA UNIVERSITY, KURUKSHETRA
(NOVEMBER 2016)
 DECLARATION

I, Gaurav Kumarhereby declare that I have completed the report entitled “Routine Operations

at Umang Dairies Ltd” assigned to me by the Institute, to be submitted in the partial fulfillment

of the MBA/BBA 5 year degree from Kurukshetra University. Further, I declare that this is

original work done by me and the information provided in the study is authentic to the best of my

knowledge and belief.

Date:
Place: GAURAV KUMAR.
 ACKNOWLEDGEMENT

I take this opportunity to express my profound gratitude and deep regards to my guide Mrs.

Palak Bajaj for his exemplary guidance, monitoring and constant encouragement throughout the

course of this thesis. The blessing, help and guidance given by him time to time shall carry me a

long way in the journey of life on which I am about to embark.

I also take this opportunity to express a deep sense of gratitude to Mrs.Palak Bajaj for his

cordial support, valuable information and guidance, which helped me in completing this task

through various stages.

I am obliged to staff members of Institute of Management Studies (IMS), for the valuable

information provided by them in their respective fields. I am grateful for their cooperation during

the period of my assignment.

Lastly, I thank almighty, my parents, brother, sisters and friends for their constant

encouragement without which this assignment would not be possible.

Gaurav Kumar
 CONTENTS

Chapter No. Title of the Chapter Page No.

1. Dairy Sector in India 1-4
1.1 Introduction
1.2 Status of the Dairy Sector
1.3 Major Players in this Sector
2. …………………… 5-9
2.1 Introduction: History, vision, mission etc.
2.2 Organizational Structure
2.3 Product and services

3. Analysis & Discussion 9-19

3.1 Operational Analysis
3.2 Financial Analysis
3.3 Marketing Analysis
3.4 HR S

4. 4.1SWOT Analysis 19-28

4.2 Conclusion
5. Learning From the Report 29-38

6. Reference 39-46
CHAPTER: 1
DAIRY SECTOR IN INDIA
1.1-Introduction

Dairy activities have traditionally been integral to India’s rural economy. The country is
the world’s largest producer of dairy products and also their largest consumer. Almost its entire
produce is consumed in the domestic market and the country is neither an importer nor an
exporter, except in a marginal sense.Despite being the world’s largest producer, the dairy sector
is by and large in the primitive stage of development and modernization. Though India may
boast of a 200 million cattle population, the average output of an Indian cow is only one seventh
of its American counterpart. Indian breeds of cows are considered inferior in terms of
productivity. Moreover, the sector is plagued with various other impediments like shortage of
fodder, its poor quality, dismal transportation facilities and a poorly developed cold chain
infrastructure. As a result, the supply side lacks in elasticity that is expected of it.
On the demand side, the situation is buoyant. With the sustained growth of the Indian
economy and a consequent rise in the purchasing power during the last two decades, more and
more people today are able to afford milk and various other dairy products. This trend is
expected to continue with the sector experiencing a robust growth in demand in the short and
medium run. If the impediments in the way of growth and development are left unaddressed,
India is likely to face a serious supply – demand mismatch and it may gradually turn into a
substantial importer of milk and milk products.
Fortunately, the government and other stakeholders seem to be alive to the situation and efforts
to increase milk production have been intensified. Transformations in the sector are being
induced by factors like newfound interest on the part of the organized sector, new markets, easy
credit facilities, dairy friendly policies by the government, etc. Dairy farming is now evolving
from just an agrarian way of life to a professionally managed industry – the Indian dairy
industry. With these positive signals, there is hope that the sector may eventually march towards
another white revolution.
1.2-Players in the sector

A. KwalityWalls

B. Vadilal

C. Amul
 D. Nestle

E. GlaxoSmithkline

F. Paras

G.Tirumala milk product(P).ltd

CHAPTER:2
 J.K (Juggilal Kamlapatji)Group

2.1:Introduction

The J. K. Organisation is a group of companies with headquarters in Delhi and run by

the Singhania family which rose to prominence in Kanpur, India, under LalaKamlapatji, a fighter
for Indian independence who burnt up his stock of English cloth on the call of Mahatma
Gandhi during his satyagrah call against British rule. Kamlapatji also set up the Uttar Pradesh
Chamber of Commerce. The name JK is derived from the initials of Kamlapatji (1884–1937) and
his father Seth Juggilal (1857–1922). The group was founded in 1918.

The group rose in importance in the 1960s and 1970s when it occupied the third position as
an industrial conglomerate after the Birlaand Tata conglomerates. The family is currently divided
into three main groups headed by 3 patriarchs namely Dr Gaur HariSinghania based out of
Kanpur, Shri Hari Shankar Singhania based out of Delhi and Shri VijaypatSinghania, based out
of Mumbai. These three patriarchs are first cousins who now run independent businesses. The
Kanpur family runs JK Cements, JK Technosoft, the Delhi family runs, JK Tyre, JK Papers, JK
Lakshmi Cement, Fenner India, JK Risk Managers & Insurance Brokers and the Mumbai family
runs the Raymonds group of companies. To maintain the family history and legacy, the various
family run companies though completely independent and many publicly owned and listed
subscribe to the JK Group Logo and the oldest male member of the generation in power by
tradition becomes the President of the JK Group (The Association of Trade unions) and allots the
logo to companies run by various family members as and when the apply for membership and
pay an annual fee for the same. It is pertinent to note that these three different units are
technically and legally separate entities and have no cross holdings and have no common
directors and employees except for the shared family history.
2.2 UMANG DAIRIES LIMITED

A. Introduction

J. K. Organization was founded over a 100 year ago and is one of the largest industrial

conglomerates in India.

The group has multi business activities – paper, tire, cement, conveyor belts, pharmaceuticals,

dairy and Agra-genetics with turnover excising USD1.50 billion.

J. K. ventures are famous for using the latest technology with relentless focus on quality,

innovation, R&D and effective marketing.

The dairy plant situated 120kms from Delhi in the town of Gajraula (UP) is a state of the art milk

processing plant which was setup in the year 1994.

The first dairy plant from the private sector to have received ISO certification. As on the date the

plant has HACCP certificate from DNV, ISO 9001: 2008, ISO 14001:2004 and OHSAS 18001:

2007 certifications.

A fully developed R&D centre constantly works for improving system of milk collection,

processing and product upgradation.

 Organisational Structure

The Umang Dairy organization is

Decenterlized and lean.

 BOARD OF DIRECTORS
D. B. Doda-

R. C. Jain

R. C. Periwal

R. L. Saha

 COMPANY SECRETARY

GAURAV KUMAR KANODIA

Products and Services

Umang dairies limited offers the following products:

 SKIMMED MILK POWDER (SMP)

 WHOLE MILK POWDER (WWP)

 DAIRY CREAMERS

 DAIRY WHITENERS

 TEA & COFFEE PREMIXES

 PURE GHEE

 FRESH CREAM

 BUTTER

Extensive market coverage through distributors servicing all major potential areas.

Dairy top instant dairy whitener is the undisputed market leader in its segment.

Other major brand are:

 CONSUMER PACKS

 WHITE MAGIC DAIRY CREAMER

 MILK STAR DAIRY WHITENER

 UMANG SKIMMED MILK POWDER

CHAPTER:3
 ANALYSIS AND DISCUSSION

3.1 Operational Analysis

An analysis of all procedures concerned with the design or improvement of production, th

e purpose of the operation, inspection standards,materials used and the manner of handlin
g them, the setup, tool equipment, and working conditions and methods.Umang Dairy is a
parent company so they work as mediator which provides milk and there products to the
other milk production companies in the market,
Step-1- Quality milk is collected through our own extensive village collection system- 400
villages per day 13000 farmers.

Step-2- The plant has a capacity to process over 8,00,000 litres of milk per day.

Step-3- The plant has the state of art equipment, imported from Gaulin(USA) &Hassia
(Germany). Other major equipment have indigenously designed by alpha level.

Step-4-milk qwality testing.

Step-5-Then boilng of milk to reduce all impurities,half of milk used for self marketing like other
milk products and other will supply to mother dairy etc companies.

Step-6-Total eco friendly process with the help of solar panels,rice and wheat waste is to be used
in boilers.All process is totally..

Company Background:
Umang Dairies Ltd. is a dairy product company manufacturing skimmed milk powder (dairy
creamers) and Ghee. The company sells its Milk Powder under the brand name of “White
Magic”, “Dairy Top” and “Milk Star” and ghee is sold under the brand name of “Umang”. To
effectively utilize its capacity, the company does contract manufacturing for “Mother Dairy Food
Processing Ltd” to process and pack liquid milk in poly pouches. Recently the company has also
ventured into marketing flavored milk and liquid milk. Manufacturing plant is located in Western
Uttar Pradesh, which is rich in milk production. The company has built up a village level
collection network involving more than 300 villages. Umang Dairies Ltd. belongs to the J.K.
Organisation which has multiple businesses Tyre, Cement, Paper, etc..

Some of the earnings risks which the company faced in the past include sudden spike in milk
prices without corresponding increase in end product prices (milk powder and ghee). Increasing
power and fuel costs are also a risk for earnings. India, being the largest milk producers in the
world, have attracted many foreign companies to invest. One recent development is Groupe
Lactalis SA (Lactalis) (which is the worlds largest dairy player) acquiring South India based
Tirumala Milk Products Private Limited.
 3.2.Financial Analysis

3.2.1. Profit&loss analysis

Table: 3.2 A

Income Analysis (2011-15)

Graph/Figure: 3.2 A

Incomes Mar '15 Mar'14 Mar'13 Mar '12 Mar '11

Sales Turnover 216.38 173.80 150.22 102.30 50.32

Excise Duty 0.00 0.00 0.00 0.00 0.00

Net Sales 216.38 173.80 150.22 102.30 50.32

Other Income 0.27 0.55 0.20 0.05 13.72

Stock Adjustments 12.28 10.49 1.56 4.52 3.57

Total Income 228.93 184.84 151.98 106.87 67.61

Expenditure

Raw Materials 181.18 136.87 114.45 86.51 45.70

Power & Fuel Cost 16.46 13.99 10.44 7.68 3.66

Employee Cost 8.22 6.44 5.07 4.02 2.88

Other Manufacturing Expenses 0.00 0.00 0.00 0.00 0.15

Selling and Admin Expenses 0.00 0.00 0.00 0.00 1.27

Miscellaneous Expenses 12.39 9.26 6.28 3.43 0.80

Preoperative Exp Capitalised 0.00 0.00 0.00 0.00 0.00

Total Expenses 218.25 166.56 136.24 101.64 54.46

Operating Profit 10.41 17.73 15.54 5.18 -0.57

PBDIT 10.68 18.28 15.74 5.23 13.15

Interest 0.54 0.23 0.23 0.31 0.30

PBDT 10.14 18.05 15.51 4.92 12.85

Depreciation 1.49 1.89 1.68 1.60 1.44

Other Written Off 0.00 0.00 0.00 0.00 0.00

Profit Before Tax 8.65 16.16 13.83 3.32 11.41

Extra-ordinary items 0.00 0.00 0.00 0.00 0.00

PBT (Post Extra-ord Items) 8.65 16.16 13.83 3.32 11.41

Tax 2.69 3.87 0.00 0.00 0.00

Reported Net Profit 5.96 12.30 13.83 3.31 -2.02

Total Value Addition 37.07 29.69 21.79 15.13 8.76

Preference Dividend 0.00 0.00 0.00 0.00 0.00

Equity Dividend 2.20 1.65 0.00 0.00 0.00

Corporate Dividend Tax 0.37 0.28 0.00 0.00 0.00

Per share data (annualised)

Shares in issue (lakhs)

220.03 220.03 220.03 220.03 220.03

Earning Per Share (Rs) 2.71 5.59 6.29 1.51 -0.92

Equity Dividend (%) 20.00 15.00 0.00 0.00 0.00

Book Value (Rs) 9.69 8.15 3.44 -2.84 -4.35

3.2.2:Investment Analysis

Financial Results

(Rs in Lacs.)

In Graph.3.2.2.A shown the all ROE%

In Graph 3.2.2.B.shown the all price earnings
3.2.3:ASSETS & LIBALITIES

Balance Sheet of Umang Dairy (Rs. in Crores)

Sources of Funds Mar-15 Mar-14 Mar-13 Mar-12 Mar-11

Total Share Capital 14.59 14.59 14.59 14.95 14.59
Equity Share Capital 11.00 11.00 11.00 11.00 11.00
Share Application Money 0.00 0.00 0.00 0.00 0.00
Preference Share Capital 3.59 3.59 3.59 3.59 3.59
Reserves 10.32 6.94 -3.43 17.26 -20.57
Networth 24.91 21.53 11.16 -2.67 -5.98
Secured Loans 14.50 6.44 5.27 7.09 8.99
Unsecured Loans 0.93 0.70 1.77 2.70 1.93
Total Debt 15.43 7.14 7.04 9.79 10.92
Total Liabilities 15.43 7.14 7.04 9.79 10.92

Application of Funds

Gross Block 54.31 47.56 41.91 38.79 38.05

Less: Revaluation Reserves 0.00 0.00 0.00 0.00 0.00
Less: Accum. Depreciation 25.72 24.25 22.54 20.87 19.27
Net Block 28.59 23.31 19.37 17.92 18.78
Capital Work in Progress 0.99 1.98 0.25 0.42 0.04
Investments 0.00 0.00 0.00 0.00 0.00
Inventories 38.91 25.38 14.33 12.44 7.50
Sundry Debtors 6.01 4.50 4.18 1.76 1.46
Cash and Bank Balance 0.93 0.61 4.40 1.46 0.37
Total Current Assets 45.85 30.49 22.91 15.66 9.33
Loans and Advances 9.74 6.22 1.84 1.57 2.05
Fixed Deposits 0.00 0.00 0.00 0.00 0.06
Total CA, Loans & Advances 55.59 36.71 24.75 17.23 11.44
Deferred Credit 0.00 0.00 0.00 0.00 0.00
Current Liabilities 35.22 27.24 25.45 27.84 24.89
Provisions 9.59 6.07 0.72 0.60 0.43
Total CL & Provisions 44.81 33.31 26.17 28.44 25.32
Net Current Assets 10.78 3.40 -1.42 11.21 -13.88
Miscellaneous Expenses 0.00 0.00 0.00 0.00 0.00
Total Assets 40.36 28.69 18.20 7.13 4.94
Contingent Liabilities 6.09 3.50 4.32 3.56 3.60
Book Value (Rs) 9.69 8.15 3.44 -2.84 -4.35
3.2.4:Marketing Analysis

PRODUCTS& PRICES

A:WhiteMAGIK Dairy Creamer

RS:375Kg

B:DAIRY TOP Skimmed Milk Powder

RS:395Kg

C:UMANG Danedar Pure Ghee

Rs:340Kg
D:DOODZ Rs:20Per bottle

PROMOTINOS & PLACE

Promotional tools are banners and hoardings and with the help of local retailers

PLACE-Work office:3KM Stone

Hasanpur Road,
Gajraula - 244 235
(U.P) India

HEAD OFFICE-3rd Floor, Gulab Bhawan,

6A, Bahadur Shah Zafar Marg,
New Delhi - 110 002
India
 CHAPETR_4

H.R STRATGEIES OF UMANG DAIRY

4.1:RECRUITMENT AND SELECTION

RECRUITMENT

According to Edwin B. Flippo, Recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the organization. Recruitment is the
activity that links the employers and the job seekers.

A process of finding and attracting capable applicants for employment. .

It includes external market, internal recruitment, promotions, succession planning.

It is the best process to choose the right person for the right job in effective manner. In every
company recruitment & selection process is very important for the right staff in the organization
so that objectives are easily achieved. There are several methods in organization to fulfill the
vacant position.

Selection is based on the employee best talent and their qualification.

There are many ways employers recruit applicants:

 ADVERTISING: Employers may need to advertise in newspaper, local community

papers, trade publications, radio or television, on internet, or telephone job hotlines.

 RING FENCING: Some employers will advertise their jobs internally first so interested
employees will have the first opportunity.

 EMPLOYMENT AGENCIES: Many employers are turning to agencies for the peer is the
recruitment of employees.

 RECOMMENDATION: Being recommended by an existing trusted employees or peer is

the recruitment of employees.
  JOBS FAIRE: Job Faire are an excellent source for entry level employees who recruit vat
job fairs are usually building a pool of candidates and may not have an immediate
opening.

RECRUITMENT POLICY:

OBJECTIVES:

 To employ the best talent.

 To match as closely as possible the desired criteria sought during the selection process in
terms of job description.
 To establish a positive co relation between recruitment post and effectiveness.
 It is flexible enough to meet the changing need of the organization and is design to ensure
that the goals of the organization are met effectively.
 All recruitment is carried out in accordance of the annual manpower plan.
 Replacement vacancies (occurring due to resignation, promotion, retirement or transfer).

SOURCES OF RECRUITMENT IN UMANG DAIRY:

External sources is amore wide used in practice as compare relocation, advertising, job portals,
job posting, internal transfer, walk-interview, direct recruitment, campus recruitment employee
referrals and the services of placement consultant are some of the sources of recruitment.

Advertisements: The advertisements for a vacancy is drafted in consultation with the concerned
departmental head and chief of division, as and when it is to be released.

Consultants : placement consultant are properly scanned on the following parameters past
history, market reputation, ability to deliver, a list is maintained by HR of selected consultants
and the same is reviewed at regular intervals to incorporate necessary modifications, the job
profile is to the consultant and bio data of candidates is invited.

Campus recruitment: it is carried out annually to induct fresh talent in the organization from
selected institutes of repute. It covers recruitment and selection. The typical designation covered
under campus recruitment are management trainees, graduate engineer trainees, trainee research
associates.
Institutes: Well established business school and engineer colleges are chosen and an association
is maintained on a long term basis. A list of selected colleges is prepared and reviewed every
year and circulated to the functional heads.

Process of campus recruitment:

 Finalization of dates
 Campus visits

The panel carry with them a docket containing

1. Corporate presentation - CD/ floppy

2. Hard copies of pre-placement talk
3. Copies of correspondence with the institute
4. Total GET/MT requirements
5. Application of employment
6. Interview assessment sheet
7. Offer of appointment
 Pre –placement talk
 Selection procedure
 Letter of appointment
 Summary of annual campus recruitment
 Communication with the candidates

Job portals: The company posts their job requirements on its website and other job portals like
NAUKRI.COM, MONSTERINDIA.COM, resumes and jobs are matched using basic criteria
like skills, past experience and job location.

The employees could apply for a cross – functional change.The move could be lateral as well as
vertical.
Walk interviews: Interview is very important source of recruitment now days. Although it is a
costly mode then it is very frequently used. In this company goes in any city and invites
candidates for on the spot selection.

Employee referrals: if the candidate who is referred by an employee is selected then that
employee is paid a particular amount.

SELECTION PROCESS

Great attention is paid to establish the best fit between job requirements on the one hand and the
candidate s qualifications on the other.
 SCREENING

SELECTION

REIMBURSEMENT

SALARY FITMENT

Recruitment synonymous with "hiring" in American English, refers to the overall process of
attracting, selecting and appointing suitable candidates for jobs within an organization, either
permanent or temporary, unpaid positions, such as voluntary roles or training programmes.
Managers, human resource generalists and recruitment specialists may recruit in-house, while
public-sector employment agencies, commercial recruitment agencies, or specialist search
consultancies may undertake parts of the process. Internet-based technologies to support all
aspects of recruitment has become widespread.

Job analysis

In situations where multiple new jobs are created and recruited for the first time, a job
analysis might be undertaken to document the knowledge, skill, ability, and other personal
characteristics required for the job. From these the relevant information is captured in such
documents as job descriptions and job specifications. Often a company will already have job
descriptions that represent a historical collection of tasks performed. Where already drawn up,
these documents need to be reviewed or updated to reflect present day requirements. Prior to
initiating the recruitment stages a person specification should be finalized to provide the
recruiters commissioned with the requirements and objectives of the project.

Sourcing

Sourcing is the use of one or more strategies to attract or identify candidates to fill job vacancies.
It may involve internal and/or external recruitment advertising, using appropriate media, such as
local or national newspapers, specialist recruitment media, professional publications, window
advertisements, job centers, or in a variety of ways via the internet. Alternatively, employers may
use recruitment consultancies or agencies to find otherwise scarce candidates who may be
content in their current positions and are not actively looking to move companies. This initial
research for so-called passive candidates, also called name generation, results in a contact
information of potential candidates who can then be contacted discreetly to be screened and
approached.

Screening and Selection

Suitability for a job is typically assessed by looking for that are required for a job. These can be
determined via: screening résumés (also known as curriculum vitae or CV); job
application; Biographical Information Blanks which is an assessment that asks for a more
extensive background than an application; or a job interview. Various psychological tests can be
used to assess a variety of Knowledge, skills, abilities and other characteristics(KSAOs),
including literacy. Assessments are available to measure physical ability. Recruiters and agencies
may use applicant tracking systems to filter, along with software tools for psychometric
testing and performance based assessment. In many countries, employers are legally mandated to
ensure their screening and selection processes meet equal opportunity and ethical
standards. Employers are likely to recognize the value of candidates who encompass soft
skills such as interpersonal or team leadership. Multinational organizations and those that recruit
from a range of nationalities are also concerned candidates will fit into the prevailing company
culture.

The word disability carries few positive connotations for most employers. Research has shown
that employer biases tend to improve through firsthand experienceand exposure with proper
supports for employee [4] and the employer making the hiring decisions, less influenced by the
disabled applicant perceived contribution. As for most companies, money and job stability are
two of the contributing factors to productivity, which in return equates to the growth and success
of a business. Hiring disabled workers produce more advantages than disadvantages.[5] Disabled
workers are more likely to stay with the company and make their a work a career than most due
to the fact that they appreciate having a job and are more stable because they can work at high
levels. There is no difference in the daily production of a disadvantaged worker. Given their
situation, they are more likely to adapt to their environment surroundings and acquaint
themselves with equipment, enabling them to solve problems and overcome adversity as other
employees. The U.S. IRS grants companies Disable Access Credit when meeting
eligibility.] These funds can assist with costs of accommodations and other expenses like
supervision and assistance of those who encounter problems, or hiring of more qualified
personnel (in case supervisor unavailable) which equates to higher wages, double shifts and
incentives. Ensuring adequate space and property changes such as ramps, restricting parking
spaces, and posting handicap signs can be fairly inexpensive. Sometimes companies lose skilled
workers due to depth of responsibility entailed in overseeing employees that are disadvantaged
Internal recruitment

Internal recruitment refers to the process of a candidate being selected from the existing
workforce of a company to take up a new job in the same organization, perhaps as a promotion,
or to provide career development opportunity, or to meet a specific or urgent organizational
need. Advantages include the organization's familiarity with the employee and
their competencies insofar as they are revealed in their current job, and their willingness to trust
said employee. It can be quicker and have a lower cost to hire someone internally.

2nd TRAINING PROHIBITIONERS EVALUATION FORM

Department Attendance record during under preview

Name Late coming: habitual or occasionally

Designation Leave with commission

Date of joining CL; SL; COMP

Date of computing Absence due to sickness

Date of last duration Leave without pay

Date of evaluations

Evaluation factor Rating

Job knowledge
Quality of output
Quantity of output
Attitude
Ability to learn
Initiative
Super vision ability
 ACTION TO BE TAKEN

Recommended for confirmation/extension

In case of extension. Please specified reasons.

Signature HOD

Date HOD of HR

Recommendation: confirm/extend/terminate

The prohibition and confirmation of appointment guidelines are:

 All employees up to the level of Deputy General Manager are on a six months probation
period.
 Trainees are on six months probation period after completion of their training period of
one year.

After completion of six months , the CHR/ location HR send a confirmatory appraisal form to
the concerned Functional Head, confirmation may be recommended or extend , depending on the
appraisal of the probationers performance. A confirmation letter is issued to the employees upon
confirmation, a copy of which is maintained in his personal file.
 REIMBURSEMENT OF JOINING EXPENSES:

 In employment offers made to candidate at Manager Level & above, the company may
reimburse expenses incurred in joining. The sanctioning authority for this is chief of
HRD along with the Devision Head.

 All expenses incurred have to be submitted through a consolidated Travel Expenses

Statement and are reimbursed only on production of bills/ tickets.
 Transportation of households goods (inclusive of insurance & incidental expenses,
packing, loading and uploading) from the place of posting in his previous organization to
the place of posting in.
 Jubilant will be for one truckload, by Road or by Train for which he has to submit at least
3 quotations.
 The transportation expenses will be paid for directly by the company to the transporter.

BENEFITS AT COMPANY:

OBJECTIVES:

 To recruit and retain the best people in the industry.

 To provide for compensation in line with skills and levels in respect of both responsibility
and authority.
 To link performance to rewards.
 To provide opportunities for advancements and ass an effective tool to motivate people.
 To be competitive.
 To honor provision of the law.
 To compensate for inflation.
SALARY ADMINISTRATION

1. The salary structure of an employee is said down in his appointment letter which is the
most crucial document covering all terms of his appointment in the organization.
2. The day an employee joins the organization, HRD completes his/her joining formalities.
All the details of the joining formalities are incorporated in the payroll.

BASIC PAY

Basic salary structure of an employee during this salary negotiation stage I the selection process.
The amount will depend upon the candidates educational qualification, past experience, nature of
the job, authority/ responsibility level in which the person is inducted.
COMPANY LEASED ACCOMODATION

PEOCESS FLOW FOR COMPANY LEASED ACCOMODATION

EMPLOYEE SUBMITS
APPLICATION FOR LEASE
WITH PARTICULARS.

HRD CHECKS
FOR
ENTITLEMENT &
PREPARES AGREEMENT
& FORWARDS TO ACCO

ACCOUNTS PROCESS THE HRD MAKES

ADJUSTMENT IN
REQUEST & PAYS RENT TO EMPLOYEE
LANDLORD DIRECTLY BY 7 DEDUCTS
OF EVERY MONTH APPROPRIATE ACCOUNT
OBJECTIVE:
Company leased accommodation provides assistances to employees partly or wholly for residing
in suitable houses as per their status in the organization.

ENTITLEMENT
LEVEL AMOUNT SECURITY ADVANCE
L-10 AND ABOVE 60 % OF BASIC 3 MONTH RENT 3 MONTH RENT
SALARY FOR ALL CASES FOR ALL CASES

In cases of self- lease security and advance will not be allowed. Company accommodation is
available at Gajraula.

HOUSES RENT ALLOWANCE

OBJECTIVE:
Houses rent allowances provides assistance to employees partly or wholly for reading in suitable
houses as per their status in the organisation.

ELIGIBILITY
All employees not availing company accommodation at plant are entitled to house rent
allowances. HRA will depend on the level of employee and it is different for metropolitan and
non-metropolitan cities.

CONVEYANCE ALLOWANCES
OBJECTIVES:

To provide assistance to employees in their conveyance allowances is provided to employer to an

employees for the conveyance expenses incurred while performing his/her official duties from
his/her residence to office and back.
LEVEL TRAVEL ASSISTANCE
OBJECTIVE:

Leave travel assistance is given as a perquisite to enable them to afford travel out of station to
hometown or otherwise, while on a break from work.

ELIGIBILITY
All employees are entitled for leave travel assistance.

New joiners can avail leave travel assistance after 6 months from the date of joining.
Management trainees/graduate engineer trainees can avail LTA only after 6 months from the
date of joining.

LTA can be claimed in the beginning of the July-June cycle.

ENTITLEMENT

LEVEL ENTITLEMENT
ALL LEVEL ONE MONTHS BASIC SALARY ON A
PER ANNUM BASIS

This can be claimed either annually or once in two years.

HARD FURNISHING SCHEME

OBJECTIVE:

To enable Senior Executives of the company to maintain an appropriate standard of living.

TELEPHONE EXPENSES

ELIGIBILITY AND ENTITLEMENT:

All the employees from DGM level & above Entitlement will depend on functional reguirement
with a special sanction.

MOBILE PHONE EXPENCES

ENTITLEMENT:

The entitlement for mobile phones is as per grade level.

REIMBURSEMENT OF EDUCATION EXPENSES

According to employees grade level

BENEFITS:

BENEFITS ARE PAYABLE BY THE COMPANY IN THE FOLLOWING CASES:

 In the event of normal retirement.

 In the event of death.
 In the event of cessation of services on account of ill health, or any
incapacitation/physical disablement.
 On resignation after minimum services of 12 months in the company.

PROVIDNT FUND SCHEME

ELIGIBILITY:

All employees at HO/Branches/Gajraula are members of J.K. EMPLOYEES PF TRUST.

AMOUNT:

12 % of the basic salary every month(Employee Contribution)

12% of the basic salary every month (Employer contribution)

NATURE OF PAYOUT:

Paid in cheque within 15 days of completion of the “Lock-In”

GRATUITY SCHEME

ELIGIBILITY

All permanent employees having five years of continuous service(except in case of termination
of service due to death or total disablement)

AMOUNT:

15 days of last drawn Basic Salary for every completed year of service. Payable in
cheque/demand draft along with the full & final settlement.

BONUS SCHEME

ELIGIBILITY

All the employees whose basic salary is less than or equal to 10,000 per month would be eligible
for payment of bonus under bonus Act, 1965.

NATURE OF PAYOUT:

Payable in cash annually

MEDICLAIM INSURANCE SCHEME

OBJECTIVE:

To provide Mediclaim coverage for the employess and their dependents.

ELIGIBILITY:

It is applicable to all employees

 The coverage can begin 3 months up to a maximum of 80 years.

  Employees can insure spouse , children, and parents
 Siblings in-laws and other relatives are not covered.
 Definition of Familiy-
Workmen – self, spouse, children(2)
Others – self, spouse, children & parents

In case of critical illness as mentioned below the entitlement amount can become double.

 Cancer
 Myocardial infarction
 Stroke
 Coronary artery bypass surgery
 End stage
CHAPTER-5
 SWOT ANALYSIS

SWOT Analysis

1.It is strategically located on the milk belt in North India

2. The first dairy plant from the private sector to have received
ISO Certification
3.Market leader in dairy whitener segment
4. Extensive market coverage through distributors servicing all
major potential areas
5.1:Strength 5.All products available in consumer and bulk packets

1.Presence only in Northern and Central India

2.Highly fragmented market in India
5.2:Weakness 3.Highly labour intensive industry

1.Increase its presence in other parts of India

2.Increase its exports
3.Concentrate on branding and advertising of pure ghee among
restaurants and caterers
5.3:Opportunity 4.Develop the product flavoured milk

1.Increased competition in the sector

2.Strict regulations with regards to milk and milk processing
5.4:Threats companies
 5.5:COCLUSION OF THE STUDY

 Identify general practices that organizations use to recruit and select employees.

 Determine which recruitment and selection practices are most effective.

 Determine how the recruitment and selection practices affect organizational outcomes.

 To experience different recruitment and selection activities which are followed by The
Umang Dairies Limited.

 Propose suggestions and recommendations for the practitioners the can help management
further to apply best practices in human resource management in the organization.
CHAPTER-6
 LEARNING FROM REPORT

LEARNING FROM THE TRAINING

Firstly, I had learnt a lot through this report like how to prepare a report. How to analyze the
things like various operational, financial, and marketing aspects of ‘UMANG DAIRIES
LIMITED’

Secondly, I also came to know about and the sector from which it belongs. Its full company
profile, its history, its features, its products and services etc.

Before starting this report, I had never known about how to prepare it. But now, after
preparing it, I understood a lot of things like necessary concepts and aspects of preparing a report
and I also understood how to analyze a report.

At last, I want to thank Mr RAJAN SHARMA(prof.) and Miss SANGEETA DHIR

(ASST.Proffesor) IMS, KUK, for giving me the opportunity to prepare report. This report
provided me a complete study about.‘UMANG DAIRIES LIMITED’
 BIBLIOGRAPHY
Internal Records of Organization

 http://www.Scribd.com
 http://www.umangdairy.in
 http://www.humanresource.about.com
 http://index.about.com
 http://www.slideshare.net/
 http://en.m.wikipedia.org/wiki/
BOOKS

1. "Marketing Mix Definition". Investopedia.com. Retrieved 9 April 2015.

2. Jump up^ McCarthy, Jerome E. (1964). Basic Marketing. A Managerial Approach.
Homewood, IL: Irwin.
3. Jump up^ Booms, Bernard H.; Bitner, Mary Jo (1981). "Marketing Strategies and
Organization Structures for Service Firms". Marketing of Services. American Marketing
Association: 47–51.
4. ^ Jump up to:a b c d e f g h Needham, Dave (1996). Business for Higher Awards. Oxford,
England: Heinemann.