FACTS

Members: 13 district cooperative milk producers' Union

No. of Producer Members: 2.79 million
No. of Village Societies: 13,328
Total Milk handling capacity: 11.22 million liters per day
Milk collection (Total - 2008-09): 3.05 billion liters
Milk collection (Daily Average 2008-09): 8.4 million liters
Milk Drying Capacity: 626 Mts. per day
Cattle feed manufacturing Capacity: 3500 Mts. per day

The Organization Structure of Amul is divided into two parts:
1. External Organization Structure.
2. Internal Organization Structure.

The Following is the External Organization Structure of Amul:


External Organization Structure:
External organization structure is the organizational structure that effects the organization from
the outside.
GCMMF is unit of Gujarat Milk Marketing Federation, which is a co-operative organization. The
villagers of more than 10,000 villages of Gujarat are the bases of this structure.
They all make milk village milk producers union, district level milk producers union and then a
state level marketing federation is established.
The structure is Line Relationship, which provides easy way to operation.
It also provides better communication between two stages.

The Following is the Internal Organization Structure of Amul:


A systematic & well-defined organizational structure plays a vital role & provides accurate
information to the Top- Level Management.
An organization Structure defines a clear-cut line of authorities & responsibilities among the
employees of GCMMF. The Organization structure of AMUL is well-arranged structure. At a
glance a person can completely come to know about the organization structure.
AMUL is leaded by the director under him five branch Viz., Factory, Marketing, Accounts,
Purchase, Human Resources Departments.
Factory department has a separate general manager under him there are six branches viz.,
production, stores, distribution, cold storage, quality, and deep freezing. This department takes
care of the factory work.
Marketing Department has regional senior marketing manager and under him there is a regional
manager. This department takes care of the marketing aspects of AMUL.
Accounts department takes care regarding accounts i.e. day-to-day work. Under the accountant
there is one clerk.
Purchase department takes care regarding the purchase of raw material and many other things.

MAJOR FUNCTION OF HUMAN RESOURCE DEPATMENT:
1. RECRUITMENT AND SELECTION.
2. TRAINING AND DEVLOPMEN.
3. PERFORMANCE APPRAISAL.
4. SALARY AND WAGE ADMINISTION.
5. EMPLOYEE TURNOVER.
6. COMPENSATION.
7. INDUSTRIAL RELATION.
8. FACTORE ACT.
9. INDUSTRIAL DISPUTE ACT.
10. HUMAN RESOURCE INFORMATION SYSTEM (HRIS).
RECRUITMENT AND SELECTIONRECRUITMENT:
There are two types of Recruitment sources followed by Amul:
EXTERNAL SOURCES.
INTERNAL SOURCES.
INTERNAL SOURCES: Internal sources include personnel already on the payroll of the
organization.
Present Permanent Employees.
Employee Referrals
Former Employee
EXTERNAL SOURCES: These sources lie outside the organization. In AMUL they consider
following sources of recruitment.
Campus Interview
Unsolicited Application.
Application Blank.
Placement Agencies.

RECRUTMENT POLICY OF AMUL:
Entry level qualification:
Below officers cadres:
1. S.S.C / H.S.C Attendant Operator Dairy (AOD) G Gr.Worker.
Taken as apprentice under trade apprentice Act 1961 2/3 yrs Apprenticeship, then based on
their appraisal report, selected as temporary worker. After total 5yrs of work, may be selected
as G-Grade Worker.
2. Professional Qualification E/F Grade Worker (Boiler Attendant).
3. BA / B.COM / M.COM / M.A (general) MSW / MRM /MRS M.E_Biz of Gujarat vidyapeeth and C
Grade Worker similar Non University Institutions.
4. B.Sc / M.Sc / Diploma Engineers B Grade workers. Apprenticeship Lab assistant for 1yr 3 months
for B.SC & M.SC; 1yr for Diploma Engg. Then 2/3 yrs as trainee technician, than based on
appraisal Appointed as Technician B Grade.
5. BBA Management Trainee for 1yrs Jr. Assistant.
(a) M.SC ( Agriculture ) /MRS /MRM /MSW /MLW/MBA/ B.Tech (DT ) / MCA / M.E Biz. ( From
recognized University )
1 yr as a trainee then appointed as senior officer.
b) Inter CA /Inter ICWA / BE
1 yr as training period, then appointed as Dy. Sup. Deputy Superintendent
(c) CA/ICWA Superintendent
NO training period, direct appointment. However, in case of fresh recruitment of candidates
with exceptional qualification form reputed Institutions such as IIM/IIT/IRMA
Central Institution, consideration for appointment to Higher Grade be given due weight age, not
withstanding the above minimal requirements.




SELECTION:
Selection procedure is concerned with securing relevant information about the applicant. The
main objective of selection process is to determine whether an applicant meets the qualification
for a specific job and choose the application that is most likely to perform well in the job.
The Selection process in AMUL is as under:
Vacancy in any department
Approval from M.D
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Collection of application
Securitize the application
Interview
Medical checkups
Selection

After selection, the employees generally have probation period. In AMUL probation period is
different for different type of employees.
Probation period for officers is 12 months, 6 months for clerical employees and 3month for
workers.
TRAINING AND DEVLOPMENT:
Definition: is a subsystem of an organization. It ensures that randomness is reduced and learning
or behavioral change takes place in structured format.
Training is the process where the work related knowledge, skills and attitude are given to new
employees. By which they aware the policies rules and increase technical and manual efficiency
and create of responsibility.

AMUL has accepted three methods for the training:
1. On the job method .
2. Off the job method.
3. In house training.
Out house training.
TRAINING PROCEDURE IN AMUL:
Identification of need of Training
Module Preparation
Selection of Employee for the Training
Training
Feedback

PERFORMANCE APPRAISAL:
Performance appraisal is the process of evaluating the performance and qualification of employ
ees in terms of the requirement of the jobs for which they are employed. It is highly useful in
making decision regarding the promotion, transfer, wage and salary administration etc.
The AMUL adopts the following appraisal system Final confirmation with the recommendation
by the divisional heads comes from the MD on annual basis. His work is evaluated by Check list
Method of Performance Appraisal. These are a various method used to appraise the
performance of an employee.
In Amul the following methods are used:
Self appraisal:
If individuals understand the objectives they are expected to achieve the standards by which
they are to be evaluated they are to a great extent in the best position to appraise their own
performance. In this method employee himself.
Managers Appraisal:
The general practice is superiors appraise the performance of their subordinate. Other
supervisors, who have close contact with employee s work may also appraise with a view to
provide additional information.
A higher level manager appraise the employees for their performance. In Amul various
attributes consider for the appraisal of employee.
Job knowledge.
Work output.
Quality of work.
Interest in work.
Initiatives.
Past records.
Seniority.
This appraisal is also the rating scale.
Method appraiser also appraised employee by following:
Outstanding.
Good.
Satisfactory.
Poor.
The overall assessment is done through above rating and also the comment of reviewing officer
is included. Apart form this the performance in liked allowance is provided in relation with
performance that is:
25%
50%
100%
Not allowed.
This is provided by and under knowledge of under Managing Director Generally in Amul on base
of performance appraisal employee of managerial level gets specials allowance. While for
workers they get promotions
WAGES AND SALARY:
common method is followed for the wage and salary administration according to Muster roll .
Timekeeper sends that muster roll to the account department for attendance of each and every
employee. This will analyze and entered in the computer.
After this salary is calculated for each employee through computer according to that they
prepare salary sleep of employees.