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MARKFED PUNJAB
Submitted in partial fulfillment of the requirement for the degree of Master of Commerce (2010-2011) affiliated to Punjab University Chandigarh.
SUBMITTED TO:
P.G. Department of Commerce G.N.N. College Doraha
SUBMITTED BY:
Harmanjot Kaur Univ. Roll No. 2295 M.COM - 1ST (SEM.2)
Acknowledgement
I Harmanjot student of G.N.N. College Doraha highly thankful to General Manager Mr. N.L. Chadha for arranging summer training at Markfed Vanaspati & Allied Industries for 4-6 weeks. I Pay my best regards to the G.M. and Superintendent Shashi Sharma for their full cooperation in completion of my mission .I am also thankful to all other staff members who made available necessary data to me. I am fortunate to have these guides who have really provided with rigid information excellent, guidance, help& co-operation for solving my day to day problems. I would like to pay my sincere gratitude Mr.Swaran Singh for their guidance and inspiration attitude resenting in successful completion of my training.
I wish good luck & success to plant & its employee in future.
Harmanjot kaur
PREFACE
A Project work is a mandatory requirement in the m.com in Punjab University Chandigarh .The industrial internship aims at exposing the young prospective executive to the actual business world, especially at the early stages of their development in the organization. This training not only broadens horizons but also helps them to grasp the various intricacies of the confidence when they are to occupy the executive positions.
To fulfill these aspirations of mine I entitled Marked-ASIAS largest marketing cooperation for my training. The cooperation I got from the people at Marked unique which I can not forget. For that I am indebted to them.
OBJECTIVES OF STUDY
There is always an objective of every study and research being undertaken which is to be kept in mind while under taking any project work. The objectives of my study during summer training were following:-
1. What type of training techniques are using by Marked. 2. To know the Organization Structure of Marked.
SCOPE OF STUDY
Today most organizations operate a business environment where uncertainty ,risk and complexity in the environment have become a fact of life Pressures of international competition and market globalization are forcing India organizations to match global standards. Organizations are realizing that the success and failure of organization depends upon human resource. The factory act also established for the protection of employees. Organizations are realizing that is their human assets that can make a difference between success and failure so improvements in their performance different types of training development techniques are adopted by organizations which varies from person to person department to department. Off the job training on the job training and Marked is also using training and development techniques to increase the potential and capability of workers or employees to work, so they are using On the Job training techniques.
The factory is situated in about on or 23 acre of land. This plant the following process houses
-Vanaspati Plant. -Packing and filling of Vanaspati and refined oils -Storage of various raw material and finished products. -There are no. of other buildings for this purpose The acid oil plant Oxygen plant Boiler house
INDUSTRY PROFILE
Vanaspati is improved foam of refined oil .Some necessary vitamins and essential edible chemicals Vanaspati means the ghee which is made from any one or mixture of
vegetable oils.
It is making from different vegetable oils such as cotton seed oils, mustard oil maize, palm oil, rice bran oil, soybean oil, sunflower oil, groundnut oil, and water melon seed etc.
In eastern Countries like India $ Pakistan, Bangladesh, Sri Lanka etc. There is huge demand of Vanaspati .In western countries there is very less demand of Vanaspati ghee because they prefer refined oil.
INTRODUCTION OF MARKFED
\
The Punjab State cooperative supply marketing federation Chandigarh. I popularly known as Marked is Asias largest marketing cooperation Marked came into existence four decades ago. Its registered in sept.1954. It started its operation with one bicycle three employee thirteen members and a share capital of 54000. But now it is growing vast. It has a network of office storage go downs and factories all over the states. The products by Markfed in India and other countries of the world Markfed at glance are given below:-
MARKFED PLANTS:1. Markfed modern rice mills Rajpura Nawashaor Machiwara, Bahgapuran. 2. Markfed cotton ginning processing factories Sadigarh, RampuraPhul.
3. Markfed cement pipe plants (Pathankot) Singepura. 4. Markfed Vanaspati oil and Allied Industries, Khanna. 5. Markfed modern rice mills Rajpura Nawashahor. 6. Markfed cotton ginning a processing Plant, Giddarbaha 7. Markfed Canneries, Jalandhar. .
9. Markfed Fertilizers Dhuri. 10. Markfed central workshop (H.C.units) India 11. Markfed Modern Rice Mills Rajpura 12. Marked HDPE plant Anandpur Sahib . 13. Punjab Fertilizers Ludhiana.
Exports:
1) Basmati Rice.
2) Ready to eat products. 3) Refined Oil/ Mustard Oil. 4) Pickles, Murabbas, Honey, Atta, Salt.
INTRODUCTION:- Vanaspati plant khanna is one of the major plant amount the
various plant of markfed in different regions. Markfed Vanaspati oil $ allied industry situated on G.T. Road, khanna is a public sector undertaken. The plant was established in the year 1971and was inaugurated by Late Giani Zail Singh (chief minister of Punjab at that time).The factory is situated in about 25 acre of good land .It has About 300employees including staff members, managers, supervisor and officers.
VANASPATI GHEE:It is a major produced by this plant .The Production capacity of this plant is 2400mt. This Product is marketed under the brand SOHNAS process layout system is adopted for the production of Vanaspati ghee. Raw material used in the production of ghee is listed below:-
MUSTARD OIL RICE BRAN OIL(processed in this plant) TILE OIL SUN FLOWER OIL
Other permitted edible oils by director of Vanaspati for the enrichment of Vanaspati ghee Vitamin A and B also used
PROCESSING OF RICE BRAN OIL:Is done in the solvent expression plant .It has capacity to process 15000 mts. Rice bran. In this plant rice bran oil is obtained from the rice bran by using solvent extension and other chemicals processed rice bran is sold either to other manufacturing units or used in the production of Vanaspati ghee. Rice bran extension remaining part of rice bran is used for production of cattle feed. Rice bran extension is also sold to local units and other plants of markfed.
PUNJAB MARKFED
General Manager: - N.L. Chadha Deputy Chief Account Officer: - P.R.Salpekar Commercial Manager: - M.S.Sandhu Superintendent: - Shashi Sharma Production Manager: - Nirmal Singh
Processed Food:
Sohna Ketchup, Mixed Fruit, Jam, Honey, Sarson Ka Sagg, Mixed Pickle, Squishes, Dehydrated Peas, Sohna Basmati Rice etc. Are process goods which are processed in above plants of Marked.
Non Edible Products: Agro Chemical PRODUCTS ITS & Cattle Feed Edible Oils.
Cotton Seed Oil, Sun Flower Oil, Ground Nut Oil, Mustard Oil & Sohna Vanaspati Ghee.
MARKFEDVANASPATI $ ALLIED INDUSTRIES QUALITY POLICY:Our Endeavour to produce & manufacture Vanaspati $ refined oils stringent quality control methods in attractive durable packing with the longer shelf life or the best of human lives. OBJECTIVES
1. Success does not mean the absence of failure it means the attainment of ultimate objectives. It means winning the war not every battle. 2. To produce quality products through improvements in manufacturing process by up gradation of plant equipments. . 3. To reduce variable cost by 5% quartly by economizing the each process. 4. To improve the market ability of the product by reducing the complaints of the consumer by taking timely action. 5. To reduce the reprocessing of the product thus reducing the processing cost by continuous adhering to the previous action. 6. To motivate plant workers and educate them positives attitude & moral character.
BOARD OF DIRECTORS
1. Jarnail
Singh Wahld(Chairman)
2.Rana Surinder Pal Singh Kaleka (Vice chairman 3.Harminder Singh Jassi(Director) 4.Malkiat Singh Bahrowal(Dire 5.Ravinandan Singh Bajwa(Director) 6.Harsharan Singh Sohal (Director) 7.Jagdeep Singh Sherkhan(Director) 8.Sharanjit Singh Jogipur(Director) 9.Bhalinder Singh Bhandal(Director) 10.Balwinder Singh Hundal(Director) 11.Chitenderbir Singh Chhachhi(Director) 12.Sandeep Singh Randhawa(Director) 13.Amrit Lal Vohra(Director) 14.Sukhdev Singh Seerha(Director)
PACKING SECTION
- Filtered oil - Batch coding - Weighing $ Packing - Sealing - Inspection & Refrigeration Dispatch
Human resource management may be defined as a set of policies, practices and programs designed to maximize both personal and organizational goals. It is the process of binding people and organizations together so that the objectives of each are achieved.
According to L.F. Urwick, Business houses are make or broken in the long run not
by markets or capital, patents or equipment but by men.
1. To help organization attain its goals by providing well-trained and well motivated
employees.
2. To improve skills and knowledge of employees efficiently and effectively ,to utilize
human Resources effectively. 3. To establish and maintain productive, self respecting and internally satisfying working relationships among all the members of the organization, 4. To secure the integration of all the individuals and group with the organization by reconciling individual/group goals with those of an organization. 5. To help maintain high morale and good human relations within the organization. 6. To help maintain ethical policies and behaviors inside and outside the organization.
7. To develop and maintain a quality life (QWL) which makes employment in the
organization a desirable personal and situation. 8. To bring about maximum individual development of members of the organization by providing opportunities for training and advancement. 9. To recognize and satisfy individual needs and group goals b offering appropriate monetary and non-monetary incentives.
The Indian institute of personal management has described the scope of human resource management into the following aspects:
1.
planning, recruitment, selection, placement, induction transfer, promotion , demotion Termination, training and development, layoff and retrenchment, wage and salary administration (remuneration), incentives, productivity, etc.
This aspect is concerned with working conditions and amenities such as canteens , crutches , rest rooms, lunch rooms, transport, education, medical help, health and safety, washing facilities, recreation and cultural facilities, etc.
IMPORTANCE OF MANAGEMENT
HUMAN
RESOURCE
(a)
Attracting and retaining the required talent through effective human resource planning, recruitment, selection, placement, orientation, compensation and promotion policies. Developing the necessary skills and right attitudes, among the employees through training, performance appraisal, etc.
(b)
(c)
Securing willing cooperation of employees through motivation, participation, grievance handling, etc. Utilizing effectively the available human resources. Ensuring that the enterprises will have in future a team of competent and dedicated Employees.
(d) (e)
(e)
Ensuring that the enterprises will have in future a team of competent and dedicated employees.
(a)
. (a) Providing suitable employment that provides social and psychological satisfaction of people. (b) Maintaining a balance between the jobs available and that jobseekers in terms of numbers, qualifications, needs and aptitudes. (c)Eliminating waste of human resources through conservation of physical and mental health.
4. National significance: - Human resources and their management plays a vital role
in the development of a nation. The effective exploitation and utilization a nation`s natural, physical and financial resources require and efficient and committed manpower. There are wide differences in development between countries with similar resources due to differences in the quality of their people. Countries are underdeveloped because their people are backward. The level of development in country in country depends primarily on the skills, attitudes and values of its human resources. Effective management of human resources helps to speed up the process of economic growth which, in turn leads to higher standers of living and fuller employment.
Human resource management is the central subsystem of as can be seen:HRM Sub System:a) Finance sub system b) Material sub system c) Marketing sub system d) Technical sub system
As the central sub system, HRM interacts closely and continuously with all other subsystems of an organization. The quality of people in all subsystems depends largely upon the policies programs and practices of the HRM subsystem. The quality of human resources determines in turn the success of an organization.
Management is primarily dealing with human beings and human problems are present everywhere. According to Lawrence apply,
Management is the development of people, not the direction of things. In the modern era of automatic computerization machine is useless without competent people to run it. Human resource management has become very significant in recent decades due to the following factors:
1.
Increase in the size and complexity of organization, e.g. a multinational corporation employing millions of persons.
3.Rise of professional and knowledgeable workers. 4. Increasing proportion of women in the unions. 5.Growth of powerful nation wide trade unions. 6.
Widening scope of legislation designed to protect the interests of the working class.
7. Revolution in information.
INTRODUCTION OF
HUMAN RESOURCE MANAGEMENT
IN MARKFED PUNJAB
Marked company is one of the most reputed company in Punjab. Markfed is producing good quality products and having good and hard staff, like every company human resource is main asset without which no one company or factory or any other business can work
markfed has been also using various techniques to motivate their employees and to increase their skills and performance, so that they can make efficient management through which can achieve quality of work like, so markfed has adopted various HRM aspects to improve their potential like
2.Wages & Salaries: Every worker and employees has great contribution in company
and for their contribution company gives them compensation in form of wages and salaries so markfed used to give wages acc to month that is fixed and salaries are also fixed according to the designation of employees including all allowances, dearness allowance, discount pay etc.
4. Welfare Aspect: - Every work place of human resource and it is very important that
they should give importance to them all at whatever level they work and make a sense of belongingness so that employees and workers can feel that they are also an important part of an organization, so Marked provides welfare measures to their workers for their protection security like give them uniforms medical faculties etc.
(1)Head office
a) B.O.D, Markfed Punjab b) Managing director
Marked head office and district offices are open 5 days a week i.e. Monday to Friday In head office & all other branches working hours 9-5
GENERAL MANAGER
Se. skilled(lower) Skilled(ITI upper) Skilled(upper) H-Skilled(lower) Clerk A/c graduate clerk Truck/Tempo/Bus Driver/Supervisor
3)Shift incharge 4)Assistant shift incharge 5)Operator 6)Assist.operator 7)Helper 8)Production manager 9)Assist.eng.mechanic 10)Quality control incharge 11)Clerk 12)Steno. typist 13)Superintendent 14) P.A. 15) Senior scale officer 16)Sr. assistant 17)Junior scale officer 18)Junior assistant 19) Clerk 20) Steno 21) Driver 22) Peon 23) Time keeper/godown keeper Excise assistant cashier 24) Assist. Time keeper 25) Sale supervisor 26) Purchase assistant 27) Jamadar 28) Sweeper/Mali/gate keeper
6400-10640 5800-9200 4020-6200 3120-5160 2820-4400 10025-15100 7120-11660 7120-11660 3120-5160 (initial start with3220) 3120-5160 7220-11660 6410-6640 5800-9200 5800-9200 4400-7000 4400-7000 3120-5160 3330-6200 3330-6200 2820-440 5800-9200 4020-6200 4020-6200 5800-9200 2820-4400 2820-4400
Markfed Vanaspati & Allied Factories Act 1948 and Punjab Factories act 1952
Markfed Vanaspati $ Allied Industries works under factories 1948. In which it follows each and every law for its working process and management to features of factories act 1948 are under rule.
1.It have four shifts of employees or workers to work general shift (9.00a.m to 5.00 p.m)
technical shift 8.00 a.m. to 4.00 p.m to 12.00a.m to 8.00 p.m and rest time are decide.
2.It has to keep record of daily arrival or departure of employees so proper arrival and departure registrars is there and having various leaves register and leaves are given acc. to laws. 3. It provides wages and salaries acc to law and other supplementary of income with it. 4. Company gives provident funds to it employees and workers. 5. It provide loans ESI (Employment state insurance scheme) etc and various types of forms are filled. 6. It provides proper protection means uses and uniforms to its employees medical facilities.
Markfed has been using common cadre rule also that is statutory these are service related rules.
INTRODUCTION OF TRAINING $
DEVELOPMENT
Steps in training cycle:1. Identifying the needs of training. 2. Deliver training to employees 3. In last evaluating the training effect.
Training Development Technical and Conceptual Mechanical operations Philosophical Non managerial Personnel Short term Short affair Specific job Related skill From mgt. External motivation
Reactive process to meet current need
Managerial Personnel long term Continuous process Total personality From individual himself internal motv.
proactive The process process to meet needs
Needs for training:1) Job Requirements:- Employees selected for a job might lack the qualification
required to perform the job effectively. New and in experienced employees require detailed instruction for effective performance on the job. In some cases, the past experience, attitudes and behavior patterns of experienced, personnel might be inappropriate to the new organization. Remedial training should be given to such people to match the needs of the organization. New employees need to provide orientation training to make them familiar with the job and the organization
IMPORTANCE OF TRAINING
2)Better Quality of Work:- In formal training ,the best methods are standardized and
taught to employees. Uniformity of work methods and procedures helps to improve the quality of product or service. Trained employees are less likely to make operational mistakes.
3)Less learning period:- A systematic training program helps to reduce the time and
cost involved in learning employees can more quickly reach the acceptable level of performance. They need not waste their time and efforts in learning through trial and error.
7)High Morale:- Proper training can develop positive attitudes among employees. Job
satisfaction and morale are improved due to a rise in the earnings and job security of employees. Training reduces employee grievances because opportunities for internal promotion are available to well trained personnel.
8)Personal growth:- Training enlarge the knowledge and skills of the participants.
Therefore well trained prevents obsolescence of knowledge and skills. Trained employees are a more valuable asset to for promotion to higher posts and to develop future managers.
2.
3.
4.
5.
6.
TYPES OF TRAINING
1.Orientation Training:- Induction or orientation seeks to adjust newly
appointed to the work environment. Every new employee needs to be make fully familiar with his job, his superiors and subordinates and with the rules and regulations of the organization. Induction training creates self confidence in the employees. It is also known as pre-job training. It is brief and informative.
2.Job Training:- It refers to the training provided with a view to increase the
knowledge and skills of an employees for improving performance on the job. Employees may be thought the correct methods of handling equipment and machines used in a job. Such training helps to reduce accidents , waste and efficiency in the performance of the job.
Training needs can be identified through the following types of analysis:1)Organizational Analysis:- It involves a study of the entire organization in terms of its objectives, its resources, resource allocation and utilization, growth potential and its environment. Its purpose is to determine where training emphasis should be placed within the organization. Organization analysis consists of the following elements. 2)Analysis of objectives:- The long term and short term objectives and their relative priorities are analyzed specific goals and strategies for various departments and
Sections should be started as a means for achieving the over all organizational objectives. General objectives need to be translated into specific and detailed operational targets. It is also necessary to continuously review and revise the objectives in the light of the changing environment
.
3) Resource utilization analysis:- The allocation of human and physical
resources and their efficient utilization in meeting the operational targets are analyzed. In order to examine in details the inputs and outputs of the organization, efficiency which they are promoted. 4) Refresher training:-When existing techniques becomes obsolete due to the development of better techniques, employees have to be trained in the use of new methods and techniques. With the passage of time employees may forget some of the methods of doing work. Refresher training is designed to revive and refresh the knowledge and to update the skills of the existing employees. Short term refresher curses have becomes popular on account of rapid changes in technology and work methods. Refresher or retraining programs are conducted to avoid obsolescence of knowledge and skills.
(a)
Preparing the trainee for instruction. This involves putting the trainee at ease, securing his interest and attention, stressing the importance of the job, etc. Applying and trying out the instructions in term of what the training is required to him clearly.
(b)
(c)
Applying and trying out the instructions to judge how for the trainee has understood the instructions. (d) Following up the training to identify and correct the deficiencies if any. JIT method provides immediate feedback, permits quick correction of errors and provides extra practice when required. But it needs skilled trainers and preparation in advance.