introduction to milkfed

7/31/2019 Introduction to Milkfed

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INTRODUCTION TO MILKFED

The Punjab state co-operative Milk Producers Federation Ltd. Popularly known as MILKFEDPunjab came into existence on 1st December 1973 with the twin objective of providing

remunerative milk market to the milk producers in the state by value addition and marketing of

produce on one hand and to provide technical inputs to the milk producers for enhancement of

milk production on the other hand.

The setup of the organization is a Two-Tier system.Milk producers Cooperatice Societies at the

village level ,eleven Milk Unions at the District Level and the Federation as an Apex Body ath

the State Level.Milkfed Punjab has continuously advanced towards its covered objectives well

defined in its byelaws.

Although the Federation was registered in 1973 but it came into its real self in the year 1979-

1980 and at that time there were 448 Milk Producers Cooperative Societies at the village level

with membership of 310000.The average Milk Procurement during that year was 70000 litre per

day.

The State was covered under Operation Flood in the year 1983 to give the Farmers a better

deal and our valued customers better products.The turn over of the Federation along with its

affiliated District Co-op.Milk Union was Rs. 523crore during the year 1999-2000.Today,the

farmers are getting better prices because of increased turn over and there by making increased

profits.

MILKFEDS PROMISE

Milk was always there in Punjab in plenty and lots to spare.So it flowed in to thousand of homes

but a price not so good for toiling farmers.Milk exchanged hands through those of middlemen

who took away a major part of the farmers profits.This was what made MILKFED to step in.

We know that farmers deserve much more and the things could always be better with little more

planning,controlling and with the aid of modern technology.


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IN THE INTEREST OF FARMERS

Milkfed with its network of 5800 village Milk Producers Cooperative Societies and over 3 lac

milk producers from the strong network which not only provides assured market to milkproducers but also carries inputs to milk production enhancement at their doorsteps.

EMPLOYMENT

Milkfed and its unit has a work force of about 5000 employees.Every morning and evening milk

is lifted from the village through private transport vehicles,which is providing a regular

employment to about 600 transporters ,most of whom are self-employed people .Similarly,

seminators and first aid workers are also finding employment and at the same time providing

input service to Milk Producers right in the villages.More than 5000 village Cooperative

societies are having 10000 workers to man there milk procurement and technical inputs etc.

INPUT SERVICES TO MILK PRODUCERS

In addition to milk procurement ,processing and marketing of milk and milk products the

federation is also providing technical input services to the specific target group(Milk Producers

Cooperative Members).In order to save milk animals form heat stress Animal cooling units have

been provided to Milk Producers ,which have given good results.Usual fall in milk productionduring summer months has been fairly checked and controlled.

TECHNICAL INPUT PROGRAM

The federation and its affiliated Milk Unions are providing technical input services like animal

health care,artificial imsemination services ,supply of balanced cattle feed,supply of quality

fodder seeds and vaccination against diseases and prophylactics to the specific target group

(Milk Producers Cooperative Members) at their doorsteps with a view to increase milk

production and milk procurement.


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BREED IMPROVEMENT PROGRAM

The federation has strengthened the Frozen Semen station with the financial assistance from the

Technology Mission on Dairy Development 986 elite buffaloes have been selected from various

milk sheds for breeding them with the semen of progeny tested buffaloes.HI-Technology

embryo transfer facilities have been produced.This facility in long run will make substantial

improvement in the breed ok milch animals,thus contributing to the enhancement of milk

production in the state.

FODDER SEED DEVELOPMENT

As a result of continuous extension of dairying,the farmer are fully convinced about the

importance of high yielding forages for increasing the milk production at low cost,thereby

getting a substantial margin for the trade.The fodder development activities initiated by milkfed

have created a good demand of improved fodder seeds in Punjab.

Milkfed established its own seed processing to grade fodder seed at production of 15-16 M.T.

per day.

TECHNOLOGY INFORMATION,FORCASTING AND ASSESSMENT

COUNCIL(TIFAC) FOR IMPROVING QUALITY OF MILK

Milked Punjab on behalf of milk union Ludhiana has started a project has started a project

sponsored by Technology Information,forcasting and assessment council,a Govt. of India body

for improvement of milk quality and yielding through better milk farm management in Punjab.A

modern dairy demonstration and training center is also being setup for practical training of the

farmers at Punjab Agriculture University at a total cost of Rs. One crore .Milkfed and its

affiliated District Cooperative Milk Union,Ludhiana has taken a bold initiative by signing an

agreement for a combined project with capital outlay of Rs.2 crore with TIFAC.The project has

very fascinating possibilities ,as the project is first of its kind in the country.It is likely to serve as

a model and direction for the entire country since we have to improve drastically,Theproductivity and quality in milk production to be globally competitive in the changed

environment.


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It is a composite project aimed at improving dairy farm practices include better housing,farm

management and feeding to enhance the productivity of the live stock as well as to provide a

clean environment for cleaner milk production.

MARKETING ACTIVITIES

Milkfed is serving the nation and the consumers through its network or regional offices and

strong distribution channels.MILKFED markets a wide variety of products which includes

liquid milk,skimmed milk powder,whole milk powder,ghee,butter,cheese,lassi,SFM,ice-cream

etc.The annual turnover of verka has crossed 600 crores.Verka is a brand leader in milk powders

particularly in north eastern sectors and the SMP marketed by competitors which includes

multinational as well as private trade and other cooperative federations.New Verka has has

survived on the sheer strength of its quality,freshness and purity and ofcourse its homemade taste

nad all this at the most affordable prices.To people today ,Verka is a part of there everyday lives.

THE EXTENSIONS OF THE BRAND

After winning faith of countless customers.Verka did not stop,as there was scope for

more,changing times brought new trends,needs,tastes and hopes.Verka dymanic as ever,tooacquired newer forms,by adding value to milk to satisfy a quality-conscious society.Milkfed is in

its continuous effort to diversify from the traditional milk products to more value added products

namely frozen dessert ,spiced cheese spread ,the flavoured fruit yogurt,processed cheddar

cheese,cheese spread and there were milk powder like dairy whitener,skimmed milk

powder.Health drinks like verka vigor,verka lassi,sweetened flavoured milk a mango frink called

raseela.Then there were verka curd,and a whole lot of different flavoured ice-creams.Milk had

never meant so much before.

EXPORT OF MILK PRODUCTS

With competition in the national market zooming ,efforts to export products have been

made.MILKFED has established its ghee market in Middle East.Verka ghee reaches all the

Emirates and is available in almost all supermarkets.The penetration is so deep that verka ghee is


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available in far off labour camps.In addition to ghee,SMP was also exported to Asian countries

like Philippines,Bangladesh and Sri Lanka.

ADOPTION OF INTERNATIONAL QUALITY

MANAGEMENT SYSTEMS

During the post liberalization period,MILKFED in order to keep a pace with all-round

development,decided to go in for certification of various Milk plants and Cattle feed plants under

International Standards.The Milk Plant Ludhiana was the first dairy plant in the country to get an

ISO-9002 certificate.Thereafter with the introduction of HACCP ,decision was taken that besides

taking certificate under ISO-9002 ans IS-15000(HACCP).It is a matter of pride that till date six

milk plants and two cattle feed plants have already obtained this certification.Rest of the

cooperative sector milk plants are also in progress to get this honour.

PAYMENT OF DIVIDEND

Since 1993-1994 MILKFED is paying dividend to its share holders including the state govt. for

the year 2007-08 with the approval of the administrator.The federation has already paid

dividend@4% to its shareholders with the approval of the general body of MILKFED.

ADOPTION OF INFORMATION TECHNOLOGY

The computerization in MILKFED was started during 1987-88 with the installation of two main

frame computer systems at Milk Unions,Jalandhar and Milkfed head office to process the data of

nearby Milk Unions.With the introduction of personal computer during 1992-93 in milkfed,The

data processing has been decentralized at milk unions level.The activities like Milk

billing,payroll,financial accounting,marketing of liquid milk,sale of products through

dealers/milk bars and different M.I.S reports to govt. and other quarters have so far been

computerized.

MILKFED is leading inn software development and providing training for handling the softwareapplication and software packages.The office automation packages on window based are being

used in MILKFED and Milk Unions.More than 300 computers have been installed at Milkfed

and Milk Union.The computer have been interlinked under local area network at Milkfed head

office and Milk union ,Ropar,jalandhar,Ludhiana,Amritsar.For the faster communication and

transfer of data,the computers at Milkfed and eight other Milk Unions have been interlinked

through Modem.


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The federation has also executed implementation of entrepreneur resources planning (ERP)

solution on worlds one of the best software package SAP in Milk Unions,Mohali and Ludhiana.


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PRODUCTS

Range of verka Milk Products:

MILK

CHEESE AND PANEER

GHEE AND BUTTER

MILK BASED DRINKS

MILK POWDER

ICE-CREAM AND SWEETS

CURD

FRUIT DRINKS

LASSI NAD WHAY DRINK


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BRIEF HISTORY OF MILKPLANT AT CHANDIGARH

Milk plant ,Chandigarh was established in the year 1962 by Punjab Govt. to provide hygienically

prepared milk and milk products to the upcoming city of Chandigarh.The activity of liquid milk

supply was shifted to milk plant,Mohali during 1979-80 .Punjab Dairy Development

Corporation(PDDC) transferred the milk plant in the month of April 1983.Since then the history

of Milk plant Chandigarh remained chequered one with the setting up of aseptic packaging

station.

In the month of march,1991 this milk plant was recommissioned and the production of icecream

was started with substantial enhanced capacity.In order to introduce the verka Icecream in the

market and to create awareness amongst the people of Chandigarh and its satellite towns,Mohali

and Panchkula,aggressive market campaign was started with the planned marketing.Now

position is that Verka icecream has become a favourite brand.

PRESENT ACTIVITIES OF PLANT

The major activities at the plant are manufacturing of icecream sweetened flavoured milk.Fruit

drinks,lassi,raseela,manufacturing of large quantity of kajupinni and milkcake and are also

sweets,marketing of products of other plants like ghee,table butter and processed cheese etc.


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CHAPTER 2

VERKA

-ITS-

NETWORK


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VERKAITS NETWORK

Verka is having an apex body at the state land known as Milkfed Punjab Chandigarh .To start

with the function in various fields of different districts and to operate with dairying and dairy

fields i.e. Operation flood- with the assistance of national dairy cooperation(NDC),delhi and later

on it is launched to operation flood -2nd

which is affiliated to Punjab Milkfed.It helps to its

affiliated district Milk cooperations .These eleven District unions are:

1.Ropar

2.Patiala

3.Ludhiana

4.Faridkot

5.Ferozpur

6.Sangrur

7.Bathinda

8.Gurdaspur

9.Hoshiarpur

10.Jalandhar

11.Amritsar

The unions are in eleven district of the state carry out smooth functioning of marketing

,procurement cattle breeding programmed through district Co-operation Unions(DOC).


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Milkfed is having two cattle-feed factories i.e.

1.Khanna

2.Ghaniyan ka Bangar,Gurdaspur

It has its one seed production and processing plant at bassi(Fatehgarh sahib).

Moreover it has got centralized exotic cattle farm and sperm stations at khanna which distribute

semen straws to its affiliated unions and adjoining states.

Under this programmed development in dairying and dairy technology i.e installation of plant

,Milk chilling centers and impartation of dairy equipments as well as know how of cattle

breeding sytems was familiarized to the common man and advanced milk producers.

So the whole development program is carried out through its own controlled factories realte to

various fields.All units are having well equipped to maintain its good quality of products as par

requirements laid down by ISI.


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CHAPTER 3

VERKA

ORGANIZATION HIERARCHY


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ORGANIZATIONAL NETWORK

For the smooth running of the plant ,various sections are managed by the management.Each and

every activity is delegated to particular section.It is impossible for top management to take

decisions on every problem,so various tasks are delegated to various sections.These sections are

interrelated to have frequent contacts with one another and its easy to share the information they

need to coordinate their jobs.These integrated task teams handle there problems that makes the

supervision easy.

The following are the sections in Verka:

a.Procurement section

b.Production section

c.Quality control section

d.Marketing section

e.Accounts section

f.Personnel section

g.Engineering section

h.Purchases section

i.Store section


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CHAPTER 4

VERKA

PRODUCT RANGE


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PRODUCT RANGE

The milk Plant Chandigarh has the following line of products :-

Product Quantity

Milk

Tonned 500 ml

Skimmed 500 ml

Premium 500 ml

Standard 500 ml

Lassi

Plain 1 ltr

Namkeen 250 ml

Spicy 250 ml

Cheese

Cekatainer 250 gms

Bricks 1 kg

Kheer

250 gms

125 gms


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Curd

200 gms

400 gms

Curd premium

400 gms

Paneer

200gms

1 kg

Ice-Cream

Kulfi

Lollies

Bricks 500gms,250gms

Gallons 5 ltr

Ghee

kg tin

1 kg tin

kg mom

1 kg mom

2kg tin

5 kg tin

15 kg tin


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Gulab Jamun

kg tin

1kg tin

3.7 kg tin

Ras Gulla

kg tin

1kg tin

3.7 kg tin

Milk fruit Drink

Mango Raseela 200ml tetra pack

Pineapple 200ml tetra pack

Lichi drink 200ml pack


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CHAPTER 5

VERKA

TRAINING AND DEVELOPMENT


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TRAINING AND DEVELOPMENT

Training is a distinct form of development .Training is a short term process utilizing a systematic

and organized procedure by which non-managerial personnel learn technical knowledge and

skills for a definite purpose.Development is a long term educational process utilizing a

systematic and organized procedure by which managerial personnel learn conceptual and

theoretical knowledge for general purpose.

Development is a future oriented training focusing on the personal

growth of the employee.

Training refers to instructions in technical and mechanical operations of a machine.It is designed

primarily for non-managers.It is for a short duration and for a specific job related

purpose.Development,on the other hand,involves philosophical and theoretical concepts and it is

designed for managers.It involves broader education and its purpose is long term development.

Training helps an individual learn how to perform his present job satisfactorily.Development

involves preparing the individual for a future job and growth of individuals in all

respects.Training is mostly the result of initiatives taken by the management.It is not the result of

some outside motivation.It is a result of internal motivation.

Development compliments training because human resources can exert there full potential only

when the learning process goes far beyond simple routine.Training is,thus a reactive process

whereas development is a proactive process.Development is future oriented training ,focusing on

the personal growth of the employee.


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OBJECTIVE OF TRAINING

The training objectives are laid down,keeping in view the companys goals and objectives.But

the general objectives of any training programme are as follows:

1.The basic objective of training is to help develop capacities and capabilities of the employees-both new and old by upgrading there skillsand knowledge so that the organization couldgainfully avail of their services better for higher grade professional,technical,sales or production

positions from within the organization.

2.Training aims to help existing employees in improving the level of performance on there

present job assignments.In case of new employees ,training has its objective to provide them

with basic knowledge and skill they need for an intelligent performance of there specific tasks.

3.The aim of training is not only providing new knowledge and job skills to the employees ,but

creating in them self consciousness and a greater awareness to recognize there responsibilities

and contribute there very best to the organization they serve.

4.Sometimes,it may not be possible for the management to fill in some important work positions

from the outside.Under such conditions ,the apprenticeship programmes aiming at improving the

skills of the present employees come to the aid of the company to tide over the position by

making available there requirements for the personnel from within the organization.

5.The main objective of training is to bring about efficiency and effectiveness in an organization

,so that the organization may remain competitive in highly competitive market situations and for

the achievement of organizational goals.

6.Training plays a significant role in dynamic companies which are more than often on the run

for there survival,to bring about technological changes like automation ,highly mechanized and

computer oriented systems ,which may in there turn create new problems ,new methods,new

procedures,new equipments,new skills and knowledge,new jobs,new products and service all

these make the functioning of training a must in an organization as otherwise,the employees will

find themselves to be helpless to handle new jobs and adapt themselves to the changes ,they may

feel frustrated and compelled to leave there jobs.


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NEED AND IMPORTANCE OF TRAINING

Training of the employees is essential because work-force is an invaluable asset to the

organization .Training is necessary for the following reasons:

1.Increased productivity : Training improves the performance of the employees.Increased skilland efficiency results in better quantity and quality of production.A trained worker will use the

materials in an economical way.

2. Higher employee morale:A training worker derives happiness and job satisfaction from his

work.He feels happy when his performance is upto the mark.This also gives him job security and

ego satisfaction.the employees will probably look after a worker who performs well.All these

factors will improve the employee morale.

3.Less supervision:The degree of supervision for a trained worker would be less .He will not be

dependent upon the supervisor for minute details and may carry on his work himself.On the other

hand ,an untrained worker will need constant watch and he will require the guidance of the

supervisor very often.

4.Less wastage:Untrained workers may waste more materials as compared to the trained workers

and may damage machineds and equipment.Accidents generally happen due to the deficiency of

the worker and not the machine .A trained worker will know the art of operating the machine

properly.He will use the machine and the material in a systematic way.

5.Easy adaptability:The technological advancements will require new approach to work.The

methods of work are constantly undergoing a change.This will necessitate the adaptability of the

workers to changing work environment.A trained worker can be more adaptable to change to anuntrained worker.The former can easily learn new work related techniques with a little bit of

guidance.

6.Reduced turnover and absenteeism:Labour turnover and absenteeism are mainly due to job

satisfaction.When a worker is properly trained he will take keen interest in his job and can derive

satisfaction from it.A satisfied person may not like to leave his job and try at a new place.

7.Employee development:Training also helps in the development of the employees.It first helps

in locating talent in them and then developing it to the maximum.The adaptability of the worker

will help him in working on new and improved job.If a worker learns fast then he would be ableto develop his talent and improve his performance.


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M.J.Tessin has explained the following benefits of training in his paper Once again why

training published in training Feb 1978.

BENEFITS OF TRAINING TO THE ORGANIZATION

1.Leads to improved profitability and more positive attitude towards profit orientation.

2.Improves the job knowledge and skills at all levels of the organization.

3.Improves the morale of the work force.

4.Helps people identify with organizational goals.

5.Helps create a better corporate image.

6.Fosters authenticity,openness and trust.

7.Improves relationship between Boss and subordinates.

8.Aids in organizational development.

9.Learns for the trainees.

10.Helps prepare guidelines for work.

11.Aids in understanding and carrying the organizational policies.

12.Provides information for future needs in all areas of the organization.

13.Organization gets more effective decision making and problem solving skills.

14.Aids in development for promotion from within.

15.Aids in developing leadership skills,motivation,loyalty,better attitudes and other aspects that

successful workers and managers usually display.

16.Aids in increasing productivity and quality of work.

17.Helps keep the cost down in many areas.

18.Develops a sense of responsibility to the organization for being competent and

knowledgeable.

19.Improves labour management relations.

20.Reduces outside consulting costs by utilizing competent internal consultation.


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BENEFITS OF TRAINING TO INDIVIDUALS

These benefits will ultimately benefit the organization:

1.Helps the individual in making better decisions and effective problem solving .

2.Through training and development ,motivational variables of

recognition,achievement,growth,responsibility and advancement are internalized and

operationalized.

3.Aids in encouraging and achieving self-development and self-confidence.

4.Provides information for improving leadership,knowledge,communication skills and attitudes.

5.Increases job satisfaction and recognition.

6.Moves a person towards personal goals while improving interactive skills.

7.Satisfies personal needs of the trainer and the trainee.

8.Provied the trainee with an avenue for growth.

9.Develops a sense of growth in learning.

10.Helps a person develop speaking and listening skills,also writing skills when exercises are

required.


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BENEFITS IN PERSONAL AND HUMAN RELATIONS,INTRA-GROUP

AND INTER-GROUPS RELATIONS AND POLICY IMPLEMENTATION

1.Improves communication between groups and individuals.

2.Aids in orientation for new employees and those taking new jobs through transfer and

promotion.

3.Provides information on equal opportunity and affirmative action.

4.Provides information on other government laws and administrative policies.

5.Improves interpersonal skills.

6.Makes organizational policies,rules,regulations viable.

7.Improves morale.

8.Builds cohesiveness in groups.

9.Provides a good climate for learning ,growth and coordination.

10.Makes the organization a better place to work.

STEPS IN SYSTEMATIC TRAINING PLAN

A training plan essentially involves seven steps:

1.Determing the training needs.

2.Establishing the training policies.

3.Setting goals and objectives of training.

4.Preparing training budget.

5.Deciding about the training.

6.Deciding about the methods and techniques to be deployed in training.

7.Determining methods of evaluating training.


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CHAPTER 6

VERKA

OPPURTUNITIES AND THREATS


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OPPURTUNITIES AND THREATS

The major activities at the plant are manufacturing of ice-cream sweetened flavoured

milk,lassi,raseela,sweets,manufacturing of large quantity of kaju pinni and milkcake and alsomarketing of products of other sister plants like ghee,table butter and processed cheese etc.

OPPURTUNITIES:

1.The milk plant is having a vast product range due to which the customers are satisfied in a very

good manner.

2.The milk produced has a goodwill due to which it can introduce various products without much

difficulty.

THREATS:

1.There is extensive competition in the market.At present the major players in the dairy market

are amul,Britannia,Milktime,Vita etc.

2.The import is being made easy budget after budget.The sale of the plant is likely to be affected

with availability of foreign products in the Indian market.


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CHAPTER 7

VERKA

PLACEMENTS


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PLACEMENTS

The selection procedure ends with the placdement of the worker to the job.Placement is the

process of assigning a specific job to a selected candidate.In simple words placement means

sending an employee to a particular department for work.It also implies assigning rank and

responsibility to an individual .Matching the requirements of the job with the qualification of the

candidate is the essence of placement.

According to Pigore and Myers Placement is the determination of the job to which an accepted

candidate is to be assigned and his assignment to the job.

PRINCIPLES OF PLACEMENT:

A few basic principles should be followed at the time of placement of

a worker on the job.Given below.

1.Man should be placed on the job according to the requirements of the job.The job should not

be adjusted according to the qualifications or requirements of the man.Job first ,man second

should be the principle.

2.The job should be offered to the man according to his qualification.The placement should not

be higher nor lower than the qualification.

3.The employee should be made conversant with the working conditions prevailing in the

industry and all things relating to the job.He should also be made aware of the penalties if he

commits any wrong.

4.While introducing the job to the new employee ,an effort should be made to develop a sense a

loyalty in the employee so that he may realize his responsibilities toward the job and the

organization.

5.The placement should be ready before the joining date of newly selected persons.

6.The placement in the initial period may be temporary as changes would be made after the

completion of the training.The employee may be later transferred to the job where he can do

better justice.


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Problems in Placement:

The main problem with placement arises when the recruiters look at

the individual but not at job.Often individual does not work independent of the others.Jobs in this

context are classified into two categories:-

1.Independent jobs: In independent jobs ,non-overlapping routes or territories are allotted to each

employee e.g. In sales field.In such situation,The activities of one employee have little bearing

on the activities of other workers.Independent jobs do not pose great problems in

placement.Each employee has to be evaluated between his capabilities and interests and those

required on the job.The objectives of placement will be:

a.To fill the job with people who have atleat the minimum required qualification.

b.People should be placed on the job that will make the best possible use of there

talents.Given available job and HR constraints.

2.Dependent jobs:Dependent jobs may be sequential or pooled .In sequential jobs the activities

of one employee are dependent on the activities of the fellow employee .assembly lines are the

best example of such jobs.

Hr specialist must use assessment classification model for placing newly hired employees.In

order to match individual with jobs,This model suggests the following steps:


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introduction to milkfed

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