CHAPTER – 1

INTRODUCTION

1.1INDUSTRY PROFILE

Dairy industry in India:

Republic of India is called "the land of cities" when it covers about 70 percent of the
highlands. In this context, it can be said that the Indian economy depends on the nation's
traditions and its new development. After that, they need to give importance to the
country.

Milk is the place to store milk and milk products. Progress suggests the use of intelligent
data for practical meaning. Diary development has been defined as a piece of diary
science that works internally in the processing of milk and dairy products at a machine
scale. In powerful developed states such as the USA, the year 1850 is considered to be
the line between dividing property and combining plant scale. The various factors that
contribute to this change in these countries, for example, population dynamics in
metropolitan areas where positions are plentiful, rapid industries, improvement of
workplaces, advanced mechanical system, etc. the creation and regionalization of
metropolitan areas for milk preparation.

BACKGROUND OF THE INDUSTRY

A. ORGIN OF THE INDUSTRY

1
Dairying is the creation and promotion of milk, as a rule cow’s milk item. It
incorporates the instance of dairy animals of cow’s rearing, taking care of, the board
item. The milk must be gathered, prepared into dairy items and markets. Every one of
these tasks have been improved by physiological, hereditary, wholesome, synthetic,
microbiological, innovative, conservative and showcasing innovative work. Dairy
cattle, goat and sheep have kept by man for the creation of milk since prehistoric. Milk
spread and cheddar were regular nourishment of the individuals back then. Hindu Vedas

Composed before 1200 BC referenced the utilization of margarine as nourishment. The

Mongols in the medieval times arranged amassed milk previously and most likely dairy
structure and utilized them as a period of common war by Americans. Inauspicious
tribute’s British patent for creating dried milk was given 1855. Be that as it may, huge
creation of dried milk didn’t being until 50 years.

B. GROWTH AND DEVELOPMENT OF THE INDUSTRY

Early man found that the goat and sheep created enough milk for his family. As the
need the milk expanded, the dairy animal gets built up as a maker of milk in enormous
scope. By eighteenth century, the act of specific reproducing was built up. It has been
said that cow is machine that change over crude material (plant) into nourishment in a
shockingly insufficient way. The technique by which dairy cattle are overseen so as to
deliver milk can be cultivated from numerous points of view. Starting at now, ethnic
dairy items represent 90 percent of all dairy items expended in India, as indicated by
Mr. P. R. Gupta, technology & editor of the Indian Milk goods. A dairy circulation,
this manual on procedure development modernization has been composed by the
specialists of the dairy for the instance, Past Director of National Dairy Development
Board (NDDB) Dr R.P. Aneja, and Indian dairy affiliation President; Dr B. N. Mathur,
Director, National Dairy Research Institute, Katnal; Dr R.C. Chandan Global
Technologies Inc president; and Mr. A.K. Banerjee, Dairy Consultant and past
Managing Director of the province of Bihar Dairy organization.

C. PRESENT STATUS OF THE INDUSTRY

Throughout the latest two decades, associations, for instance, the National Dairy
Investigate Organization and NDDB have prepared conceivable consecutive
development framework formation of ethnic dairy things, for instance, Gulab

2
 jamoon, kulfi, shrikhand, misthi doi, paneer, lassi & dahi. While created name within
the Indian dairy industry, for example Amul, Nestle, Britannia and Mother Dairy
comprise significant advances into this impacting business division, little
associations are following by model in common markets.

From the establishment of the dairy plant under the long-term plans to improve
milk production throughout India. They are considered to be a double factor in the
increase in the community's milk consumption rate, and ensure a better visit to an
important dairy producer.

Presently India is the probably the most extravagant milk creating country on the
planet. In 1999, it delivered milk up to 770 lakhs lots and the milk esteemed up to
75000 crores and 13% of all out creation on the planet is created by India itself.

1.2Dairy Industry in Karnataka

Background

In June 1974, a planned plan was sent to Karnataka to redesign then rehabilitate the
dairy business in a practical, standardized way and to build a plan for another dairy
development process. The implementation of the main certified project, the world bank
that supported the dairy development project was started in 1975. From the outset, the
effort was put together by eight southern states and the Karnataka Dairy headway, with
plans for the project. The practice of milk production was established with the positive
social order of milk at grassland root near, milk relations at the intermediate level and
the milk development organization at the state level, as a zenith organization dedicated
to Rs in operation. 51 crores project. Following the abolition of Flood II, milk
production practices that continued under Flood III graduation were abolished in 1996.
The flood action was funded by the NDDB under various relations and conditions.

Scope of the Union

Near the finish of the 2009 tour, 972 Dairy Co - Communities Communities (DCS) has
formed then distributed more than 166 taluks out of 175 themes, across 27 Karnataka
sites. Conjunctions are formed by joining social orders in the geological region
maintained.

3
The word 'NANDINI' is a common term for fresh and fresh dairy products and dairy
goods.

KMF has 13 milk unions across the province, which receive milk as of key Dairy Co -
able Societies (DCS) organizations then issue milk towards consumers at numerous
Karnataka City / Town / Rural markets.

Bangalore Tumkur

Dakshina kannada Bijapur

Shimoga Bellary

Mysore Dharwad

Mandya Gulbarga

Hassan Kolar

Belgaum

4
Mother Dairy

The corporate workplace of the Karnataka Milk Federation (KMF) is organized by Dr.
M.H. Marigowda Road in Bangalore. The organization takes a Board with dairy
products, and the Government elected people. Parts of the Federation's day are overseen
by an entertainment event, of senior executives led through the Executive Director.

Karnataka Cooperative Federation Limited (KMF) is the Apex forum in Karnataka for
Dairy Farmer Co-Specialists. It stands the second time that milk interacts between milk,
experts working in the country. In South India it speaks for the first time in a long period
of acquisition of similar arrangements. Also, under consideration, Federal components
to promote Dairy and Dairy Products.

Bangalore, a KMF unit, was established by the NDDB on 7.12.1984, milk obtained
from the 4LLPD limit of 7.00 LLPD, has a distinct variation of milk mixing and supply
to its customers over, 50 Automatic Bulk Vending Booths, which are tanks. 83 of
Shoppe and 70 FRP. Deli similarly cooks Milk in sacks and dairy products by its 289
vendors. Ordinary daily milk preparation, 2.60 Lakhs liters for 2008-09. The whole
need for milk has been found in the Kolar Milk Union. Dairy makes Butter, Ghee,
Curds, Ice Cream and Skim Milk Power. The activities of all the Departments in Mother
Dairy are published through an online PC framework.

PERSPECTIVE PLAN 2010:

Completion of the third attempt, the Karnataka Govt and NDDB presented the MOU in
February 2000, for the further construction of the Daily Growth Actions in Karnataka
at a cost of Rs. 250 Crores. As a result of the assurance of some of the progressive
policies and regulations developed by the NDDB to improve the movement system, the
2010 vision is to empower dairy professionals to address the growing challenges of
dairy and dairy products by focusing on four critical expertise gaps. Product review,
quality management, National Information Network collection, programs are ongoing.
The 4 Dairy Unions are: Dharwad, Tumkur, Bijapur, Gulbarga which had problems
collected and merged to return under the program.

5
1.3COMPANY PROFILE

ORIGIN OF ORGANISATION (RAICHUR BELLARY KOPPAL

MILK UNION)

RBKMUL was set in the year 1989 under the Operation Flood II covering three area
viz. Raichur, Bellary and Koppal. It has a dairy plant at Bellary with breaking point The
Union was developed in the year 1989 under the Operation Flood II covering three
areas viz. Raichur, Bellary and Koppal. It has a dairy plant in Bellary with the constraint
of 30,000 Liters for every day and a 20,000 Liters for every day plant at Raichur.

It has four Chilling Centers at Gangavathi, Dadesagur, Ittigi, Kustagi and Kudligi with
total chilling constraint of 1.00 lakhs liters consistently. There are more Milk coolers
in the Union. The association of Raichur dist, Bellary dist and Koppal dist areas has its
own geological and recorded foundation being a high temperature place in the express
the association raising dairy advancement program. According to conduction of
“activity flood” in Karnataka, Karnataka co-operative milk union board began working
for the dairy improvement from 1/4/1985. The Raichur and Bellary milk items co-
employable society was enlisted in 12-12-1989, in late days it likewise incorporates
Koppal region. Present the association is known as Raichur, Bellary and Koppal milk
association.

The company Union obtains on a 1.80 lakhs kg’s, each day of the milk and sells 1.40
lakhs liters consistently. Beside selling milk it similarly makes Ghee, Curd, Lassi,
Butter Milk and Peda. The Union is likewise obtaining Buffaloes milk independently
and showcasing Buffaloes milk under the brand name “SHUBHAM”.

6
RBK MILK PROFILE

SL.no Particulars Information

1. Name of Organization Raichur, Bellary and milk union ltd

2. Address Bellary dairy, sanjay Gandhinagar,

close to fireplace station, Bellary-
583101

3. Year of establishment 01-04-1985

4. Management control Selected by board of directors

5. Product range A. Milk in two variants

• Nandini

• Shubham

B. Ghee

C. Curd

D. Other milk related products

6. Trademark Cow in ovel

7. Water facility From municipal and own wells and

bore wells

8. Power facility From K.P.T.C.L power grid

9. Initial investment 7 Crores under NDDB

7
FUNCTIONS OF RBKMUL:

• The principal capacity of RBKMUL is to create milk from resident and follow
through on them the correct cost.

• To teach the towns people about the Nandini milk and its quality and purity.

• To make the Nandini brand products as a piece/part of everyday life.

• To give great nature of cows feed, feed, veterinary appropriately and in an effective
way.

• To know that milk is purchased from the DCS to the chilling locations in the
encouraged time.

KARNATAKA MILK FEDERATION:

The principal dairy in Karnataka changed into all started at Kudligi in Kodagu location
in 1955. Further in June 1974 an incorporated venture is propelled in the Karnataka to
rebuilt & redesign dairy enterprise at the co-employable tenet and to establish the
framework for another bearing in dairy advancement.

In 1975 the arena financial institution helped dairy development become established.
The present Karnataka milk agency (Karnataka milk federation) appeared in the 1984
because of Karnataka dairy coverage improvement co-agents, Karnataka milk creation
advancement and free merchants. Toward the finish of the walk 1998 the system of
8023 dairy co-usable social orders (DSC) have been built up which spread more than
one 166 taluks of absolutely the 175 taluks in every one of the 27 regions of Karnataka.
There were 13 milk associations and (RBKMUL) is one among those associations.
There have been 35 chilling focuses, 3 abode coolers. 15 fluid milk vegetation and a
pair of object dories for chilling, handling, protection and promoting of milk.

1.4 Vision:

• Cleanliness

• Total quality maintenance

• Co- operation

• Transparency

8
1.5 Mission:

At RBKMUL, we Endeavour to fulfill the taste and dietary requirements of the customers.
Through excellence in marketing by RBKMUL are committed to supplying first- class
products that offer fine cost for cash.

1.6 RBKMUL VALUES:

• Discipline

• Responsibility

• Hard work

• Honesty

• Quality

• Openness

• Team work

1.7 AREA OF OPERATION:

Hospete, Bellary, Koppal and Raichur

1.8 COMPETITORS:

• Jersey

• Arokya

• Tirumala

• Sri Krishna

• Durg

9
1.9 PRODUCT OF RBKMUL:

1. MILK

• Milk is lacteal discharge of the mammary organs of well evolved creatures. It

is an almost to finish nourishment for people.

• Milk gives the fundamental supplements like nutrient B12, calcium for the
sound teeth and bones, carbs for energy, protein for development, potassium for
fortifying of sensory system, riboflavin for strength of the skin and zine for
invulnerability against sicknesses.

• The item might be burned-through straightforwardly, bubbled, or utilized for

arrangement of drinks and Indian dishes.

• The item must be put away under 4 deg C.

• The item ought to be devoured quickly after opening or bubbled and kept after
opening until use.

• May be utilized by individuals of all age gatherings.

• Shelf life: Two days and proclaimed as far as use by date when put away @
40C.

10
2. BUTTER &GHEE

• Agmark Special Grade Ghee

• Made by explanation of milk cream or white unsalted margarine
• Used straightforwardly or in arrangement of any dishes
• To be put away in cool and dry spot
• Shelf life: a half year when put away @ room temperature.

3. CRUDE AND OTHER FERMENTED PRODUCTS

• White thick coagulated mass having fine smooth body with practically no whey
partition.
• Product might be burned-through straightforwardly and furthermore in
readiness of dishes.
• Good for individuals of all age gatherings.
• Shelf life: 2 days when put away at 40C or beneath.

4. ICE CREAM AND FORZEN DESSERTS

• Ice cream is a frozen prepared to eat dairy item containing both purified and
unpasteurized parts.
• May be utilized straightforwardly or as garnish in any desserts, servings of
mixed greens, deserts and so forth
• To be put away in – 180C to – 280C
• Used by open of all age gatherings
• Shelf life: a year when put away at – 180C or beneath.

5. MILK POWDER

• Creamy white smooth granular free item that disintegrates in a flash when
placed into water and wealthy in Lactose and milk protein.
• Contains all out fat of 1.0g.
• To set up a glass of milk, add 5 pieces of water by volume to 1 section by
volume of skimmed milk power.
• Used as prepared to drink milk or for setting up any milk amuse.
• To be put away in a cool and dry spot. Subsequent to opening pack, store
in sealed shut holder.

11
 • General purchaser of all age gatherings and foundation.
• Shelf life: 1 year from the date of pressing when put away in a cool and
dry spot.

6. MILK WHITENER

• Creamy white smooth granular free item that breaks down in a split second
when placed into water and wealthy in Lactose and milk protein.
• Contains absolute fat of 2.0g with added sugar.
• To set up a glass of rich velvety improved Milk (200ml), add 31/2 loaded
spoons of dairy whitener to glass (180ml) of tepid water.
• Used as prepared to drink milk or setting up any milk please.
• To be put away in a cool and dry spot. In the wake of opening pack, store in
sealed shut holder.
• Shelf life: 1 year from the date of pressing when put away in a cool and dry
spot.

7. WHOLE MILK POWER

• Creamy white smooth granular free item that breaks up in a split second when
placed into water and wealthy in Lactose and milk protein.
• Contains complete fat of 26 g with added sugar
• To make milk which is more-thicker, add 5 pieces of water by volume to 1
section by volume of this entire milk power.
• Used as prepared to drink milk or for setting up any milk please.
• Shelf life: a half year from the date of the pressing when put away in a cool and
dry spot.

8. PANNER

• Acid coagulated the item with smooth granular and rubbery surface arranged
from sanitized milk.
• Used in readiness of curries and other Indian dishes.
• Product needs to defrosted to ordinary temperature by saving the item at room
temperature for 20 mins before use and subsequent to eliminating from the
cooler.
• To be put away @ 40C until use.
12
 • Shelf life: 30 days from the date of pressing when put away at 40C or
beneath.

9. YOGHURT

• White thick coagulated mass having the fine smooth body with practically zero
detachment with added shading, flavor and organic product extricates.
• Sweet and marginally harsh in taste.
• To be put away @ under 4-80C
• The item might be burned-through straightforwardly and following opening the
cup.
• Yoghurt improves the assimilation capacity subsequently an extremely solid
item for all.
• Available in mango and strawberry flavors.

10. STERILIZED FLAVOURED MILK (Bottles)

• Prepared from twofold conditioned milk having least fat and SNF with various
food grade flavors.
• Wholesome food comprising of fat, proteins, starches, minerals and nutrients.
• Used straightforwardly as a scrumptious, delicious and solid beverage. Taste
best when chilled.
• To be put away in a cool and dry spot.
• Shelf life: 180 days from date of the pressing when put away in a cool and dry
spot.

11. SPICED BUTTER MILK

• Prepared from curds of conditioned milk having least fat and SNF with dry
zest blend.
• Used straightforwardly and planning of Indian dishes.
• To be put away @ under 40C
• The item may burn-through following the opening the pack.

13
 12. SWEET LASSI (Plain and mango)

• Prepared from curds of conditioned milk having least fat and SNF with added
sugar.
• Used straightforwardly and readiness of Indian dishes.
• To be put away @ under 40 C.
• The item may burn-through following opening the pack.
• Shelf life: Two days or announced as far as use by date when put away at
under 40 C.

1.10 INFRASTURE DEVELOPMENT

Bulk milk coolers (BMC):

At DCS level to cool the milk, BMC’s are to be introduced. BMC is a tempered
steel tank connected to the chilling unit bolstered by Generator. The Raw milk got
at DCS level is chilled to 4c in BMC.

Automatic Milk Collection Unit (AMCU):

AMCU incorporates Electronic Weighing scale, Electronic Weighing scale,

Electronic Milk-O-Tester and a PC framework with printer. Milk can be gauged,
tried for quality, amount, and precise incentive without contacting by hand. The
maker can be given the subtleties in printed structure promptly with the assistance
of PC framework. This movement will dodge the manual estimation and treatment
of every liter of milk at the hour of assortment at DCS. In this way the bacererial
pollution is diminished and best nature of milk is supported for long time.

Electronic Weighing Scale (EWS):

Electronic gauging scale is estimated/ gauging instruments in which the milk will be
estimated/ said something liters as in KG’s Milk maker straight forwardly pour the milk
in it. An advanced showcase will show the quality of liters poured by the maker.

SUPPLY OF STAINLESS STEEL EQUIPMENTS TO DCS:

Milk association proposes to supply S. S Steel Milk jars and Equipments to the DCS
under CMP.SUPPLY OF S.S Containers to drain producers. Milk Union proposes to
supply pure vessels to all the (BPL families and others) milk makers.

14
Animal Health Coverage:

Under creature wellbeing program more accentuation will be given for mastitis control.
SAAF Kit will to all the (BPL families and others) milk makers.

1.11 PATTERN OF OWNERSHIP:

RBKMUL manufactures and run under the co-usable establishments, for example,

• (DCS) District co-operative society

• (NDDB) National dairy development board

Details about the Board of Directors:

Designation Name

Chairman of union RBKMUL Sri. L. B. P. Bhimanaik

Voice President Sri. Shivappa

Director Sri. G Satya Narayana

Director Sri. M. Satyanarayana

Director Sri. Venkana Gouda Hiregoudra

Director Sri. H. Shreekanthappa

Director Sri. H. Marulasiddappa

Director Sri. Bheemana gouda

Director Sri. A. Raveendra

Director Smt. G. Nagamani

Director Smt. N. Seetharamalakshmi

Director Smt. Kavitha

Govt. Nominated Director Sri. Veerashekara reddy

KMF Representative Director (A H) KMF Ltd. Bangalore

15
NDDB Representative Sri. Tungayya Saliyana Manager (CS)
NDDB

Department of AH & VS Deputy director (AH & VS) Bellary

Co- operative Department Joint register of co- operative societies

Gulbarga region, Raichur

Managing Director Sri. M. Thirupathappa

Details about department heads:

Department Name

Procurement & input department Dr. Gangadhar Divator, I/C manager

Dairy and chilled center Sri. Rajarao, I/C manager

Administrative department Sri. S. N. Lingappa, D.M (Admn...)

Marketing department Sri. J. K Yerriswamy D. M (procurement) I/C

manager

16
 ORGANISATION STRUCTURE:

Managing Director

P&I Marketing Dairy Administration Finance Purchase/Store MIS

Purchag
e/Store Manager
Manager Manager Deputy
Purchage/ Purchage/ Manager
Store Store Deputy
Deputy Deputy
Deputy Manager
Manager Manager (Engg)
Manager
Assistant
Assistant Manager
Assistant Assistant (DT/ ENGG/QC)
Manager Assistant
Assistant
Manager Manager Manager Manager
Technical Officer Accts.
(DT/ ENGG/QC) Officer MIS
Marketing Officer
Admn. Purchase.
Officer Officer Officer
Dairy Supervisor
Gr-1
Admn. Accts.
Marketing Purchase
Suptd. Asst.
Suptd. Dairy Supervisor Suptd.
Gr-2

Admn.
Technicians/ Workers
Chemist Asst.

Field
Marketing
Assistant Office Workers Admn.
Asst.
Staff and Asst.
Workers
Office
Staff and Office
Workers Staff and
Workers Workers

17
 ACHIEVEMENTS:

• They acquired milk from 13 taluks as which are covering those 3 areas and
furthermore selling the milk in all these taluks and towns.

• It is been entirely covered by the co-operative dairy development.

• 97% of the DCS is earning the profit.

• Union is leading preparing projects to representatives, endorsers, society

individuals and so on for execution of current innovation occasionally.

• Under the program of ‘National Dairy Development Board, to lessen nature

contamination and to recently smokeless stoves to choose social orders.

• With the assistance of state and focal government association can give credits
to the SC/ST individuals from co-usable social orders for their advancement.

1.12 SWOT ANALYSIS OF RBKMUL

• STRENGTHS:

1. Nandini enjoy good brand image

2. Competitive prices

3. Highest piece of the overall industry among the composed brands in the
pressed milk advertise portion.

4. Consistency in quality and timely inventory of milk.

5. Good infrastructure office contrasted with contenders.

6. Strong distribution of system and better reach.

• WEAKNESS:

1. Mismatch between customers desire as far as Quality.

2. Sales dependent on Agents indent.

3. Poor market visibility and availability.

18
 4. Majority of Nandini dealers are not loyal.

5. Lack of professional manpower.

6. Perishable commodity.

• OPPORTUNITIES:

1. Milk vehicle have the option to be upgraded by presenting extra, TCD

framework in Bellary, Raichur and Hospet metropolitan zones to satisfy
the marketers need.

2. Superior augmentation in opening milk parlors next to each and every

one taluk and primary zone in the area headquarters.

3. Increasing mechanical and institutional enthusiasm for Nandini milk.

4. A enormous and huge marketplace with a decent probable for fluid

milk.

5. There is scope for development market in new year.

6. Huge demand in market.

• THREATS

1. High fringe/ margin paid by the competitors to retailer.

2. Strong entryway conveyance arrangement of free milk or loose milk

merchants.

3. Fix ability in commission structure.

4. Flexibility in exchange arrangement by the competitors.

19
 DETAILED STUDY OF THE DEPARTMENT

The association is having six significant divisions. This part examines about the point-
by-point examination of the different division. The rundown of offices is as per the
following:

1. Purchase division

2. Procurement and input division

3. Division of production

4. Division of administration

5. Division of finance

6. Division of marketing

1. PURCHASE DEPARTMENTS: The buying exercise incorporate choosing

great topographical territory, which is appropriate for cows, and were the cows
are more in number.

Purchasing is a regulatory activity that goes past the essential show of buying
and joins the organizing and approach works out. The purchasing office has a
fundamental and position in the affiliation.

2. PROCURMENT & INPUT DEPARTENT

FUNCTION:

Input & services:

• Fodder

• Extension programs

Benefits: Round the year, market to milk produced

20
SERVICES:

➢ MPCS bears all charges of any maladies to the dairy cattle incorporates
medication and transportation charge.

➢ Once in a quarter of a year they direct yearly treatment wellbeing campus in

social orders free of cost Fro model: - pregency test.

➢ The expense for specialist 75/per – creature visit.

3. PRODUCTION PROCEDURE

• Received Milk (raw)

• Weight tank (500kgs)

• Dump tank (100 kgs)

• Chiller (5000Lt/Hr)

• Silo (15000Ltrs)

• HTST Pasteurizers (High Temperature in Short Time)

• Cream separator

• Standardization

• Silo (pasteurized) (15000)

• Overhead tank (5000)

• Packing machine

• Cold storage (7 DC to 4DC) (cap – 20000lts)

• Dispatch

• Market

21
HIERARCHY OF PRODUCTION DEPARTMENT

MANAGER DAIRY

DEPUTY MANAGER DAIRY

Asst manager dairy

Asst manager Engineering
technology

Technical officer Dairy Technical manager

technology Engineering

Dairy supervisors Dairy supervisors

Chemist Senior technician

Technician

22
ADMINISTRATION DEPARTMENT

The association doesn’t have human asset division, the greater part of the human asset
works is taken consideration by organization office. The unit is enlisted under society’s
demonstration 1959. It observes certain principles and guideline.

Recruitment rules

The enrollment approach of an association is two techniques. The first by direct

enrollment all things considered, the subsequent strategy is by advancing the current
staff individuals.

Direct Recruitment

This method assurance that can be made either by genuine appraisal or oral gathering.
The selection and headway will be ground by the assessment and enlistment leads
suitably certified by the enlistment of co-usable social orders.

Employee Benefits

Gathering Sharing Link Insurance (GSLI) every one of the representatives on cover
under GSLI plan of India if there should arise an occurrence of death the workers are
paid protection sum as per the classification of the specific representative.

Medical Facilities: ESI

Coverage for employees under ESI providing in patient amount of Rs.5000/- per
annum.

Conveyance Allowance

For the workers who is keeping up vehicle they are giving Rs. 550/ - each month and
for engine cycle above 100cc Rs.357, vehicle beneath 50cc Rs. 150/ - each month and
for other 100/ - each month.

Uniform

All the regular employees are provided with a pair of uniform and shoes are provided
once in two years.

23
 Recreation Facilities

A recreation facility to reduce stress of workers and helps to relax for some times. Two-
time tea daily for all the employees.

Superintend

Asst Superintendent

Tapal(personal file)

Stenographer

Typist

FINANCE DEPARTMENT

Monetary capacity is a region money related dynamic fitting individual thought process
and co-usable products. It covers budgetary arranging, yet in addition ideal utilization
of assets just as the money related control. The essential capacities performed are the
everyday reserve the board, treasure the executives, close to these the book of records.

HIERARCHY OF FINANCE DEPARTMENT:

The finance department is having six hierarchies. The hierarchy details are given in the
chart

24
 MANAGING DIRECTOR

SUPERINTENDENT

ASST SUPERINTENDENT

SENIOR ASSISSTANT

JUNIOR ASSISSTANT

CASHIER

Roles & Responsibilities of Finance Department

• To maintain the book of accounts from time to time.

• To prepare profit and loss account, balance sheet in the stipulated period.

• To maintain the necessary documents in file and in systems. The finance

department in mother dairy works as a blood for the whole plant. It
works under the control of deputy manager (finance) and rests are of
clerks and assists including cashier.

The main function of this department is to take care of all bills passed and bought to
prepare income and profit and loss statement and also the annual financial statement.

MARKETING DEPARTMENT

Promoting is to be sure an antiquated craftmanship. It has been drilled from the well-
established occasions. In any case, their requirement for selling even fundamental items
is of late birthplace. In a brief timeframe, promoting has developed to such a degree,
that it is being seen as the most significant of all the administration work in a business.

Responsibilities of Marketing Head

• Planning: Preparation of annual and long- term markrting plans.

25
• Distribution:

1. Markets, towns covered

2. Appointment of distributors / retailers

3. Establishment of new parlors

4. Institutional customers

5. Physical stocks

6. Incentive and margin of retailers

• Sale Promotion:

1. Formulation of budgets

2. Strategies to be employed

3. Allocation of budget

• Operation:

1. Implementation of marketing plan

2. Achievements of sales targets of the union

3. Sales departments

• Reporting:

1. Reporting to the managing director

2. Report on monthly/ quarterly basis of KMF in consultation with MD

• Other tasks:

1. Co- ordination with NDDB, KMF and other milk unions.

2. Co- ordination with other functional departments

3. Plan of action, support needed to achieve target.

26
PURCHASE DEPARTMENT

The buying exercises incorporates the choosing great geological region, which were
appropriate for steers, and were the steers are more in numbers.

Purchasing an administrative action that exceeds the specific purchase demonstration

includes planning exercises and integration techniques. Extensive range of exercise
related to backlash. The purchasing office includes the essentials and status of the
association.

Objectives of Purchase department

➢ Proc Buying the right things.

➢ Proc Purchasing quality items.
➢ Proc Finding from relevant and reliable vendor sources.
➢ Purchasing an economic asset, that is, at a reasonable price.
➢ Receive Receiving and delivering equipment to any location with the appropriate
guide.

27
 1.13 ANALYSIS OF FINANCIAL STATEMENT

Manufacturing & Trading Account for the period 01-04-2019 TO 31-03-2020

31/03/2019 Particulars schedule Amount 31/03/2019 Particulars Schedule Amount

Rs. Rs. Rs.

12,78,03,696 Opening A 7,86,74,267,69 258,80,68,881 Sale of E 284,41,60,137,24

stock-per milk
schedule products,
cattle feed
and
others- per
schedule

189,73,14,243 Purchase of B 217,80,90,529,22 7,86,74,268 Closing F 8,96,90,389,42

raw stock-per
material-per schedule
sch

9,06,86,646 Procurement C 10,23,89,496,88

transport
charges-per
schedule

22,48,97,673 Processing D 23,28,22,458,76

&
MFG.EXP-
per sch

32,06,40,891 Gross 34,18,73,774,11

Profit-
Transferred
to Profit &
Loss

266,67,43,149 TOTAL 293,38,50,526.66 266,67,43,149 TOTAL 293,38,50,526.66

28
 Profit & Loss Account for the period of 01-04-2019 TO 30-03-2020

31-03-2019 Particulars SCH Amount 31-03-2019 Rs. Particulars SCH Amount

Rs.

13,90,79,682 Salary and other G 14,91,42,484.39 32,06,40,891 Gross profit- 34,18,73,774.11

benefits -per sch TRFD from
trading A/c

4,92,10,592 Administrative H 5,36,41,622.73 45,33,421 Other Income O 75,67,667.58

expenses-per sch

99,41,488 Rates and taxes- I 2,81,60,468.38 84,13,449 Interest on P 1,33,07,768.00

per sch deposits

9,33,43,073 Selling & DISTN J 9,14,62,108.25

expenses- per sch

71,589 Interest & bank K 9,98,937.55

charges-per sch

26,74,511 Vehicle repairs & L 21,85,886.06

maint – per sch

46,88,076 Depreciation M 41,28,865.27

2,89,23,622 Technical & N 2,14,27,848.65

D.C.S material
grants

20,00,000 Provision for Q 1,00,42,112.00

development fund
/ MPCS staff
welfare fund /
cattle insurance

36,55,128 Net profit 15,58,876.41

transferred to
balance sheet

33,35,87,761 TOTAL 36,27,49,209.69 33,35,87,761 TOTAL 36,27,49,209.69

29
 BALANCE SHEET AS AT 31-03-2020

31-03-2019 Capital & SCH Amount 31-03-2019 Properties SCH Amount

Liabilities & Assets

3,90,92,900 Share capital – 1 4,45,06,200.00 95,32,771 Cash on hand 8 57,58,232.30

per sch -per sch

12,47,146 Share 2 15,42,428.48 27,90,41,829 Cash at bank 9 11,37,75,115.67

suspense- per – per sch
sch

28,89,89,329 Depreciation & 3 31,13,27,379.79 14,33,31,380 Investment – 10 25,63,26,219.26

other funds – per sch
per sch

13,23,02,460 Loans – per sch 4 9,74,07,163.00 6,92,90,206 Fixed assets 11 48,69,20,436.42

– per sch

74,92,17,511 Grants & 5 83,33,40,411.93 40,95,95,084 Movable 12 47,05,38,183.17

subsidies – per assets – per
sch sch

48,32,90,175 Current 6 31,50,46,385.69 77,13,404 Advances & 13 1,12,37,899.03

liabilities – per deposits – per
sch sch

15,68,705 Provisions -per 7 15,68,705.00 25,09,95,812 Sundry 14 13,11,14,686.10

sch debtors

36,55,128 Profit & Loss 15,58,876.41 66,66,261 Other 15 51,77,912.20

A/c receivables

7,86,74,268 Stock on 16 8,96,90,389.42

hand – per
sch

44,45,22,339 Work in 17 3,57,58,476.73

progress

169,93,63,354 TOTAL 160,62,97,550.30 169,93,63,354 TOTAL 160,62,97,550.30

30
 CHAPTER -2

CONCEPTUAL BAGROUND & LITERATURE REVIEW

2.1 CONCEPTUAL BAGROUND:

Job Satisfaction – The term Job Satisfaction is the nearly importance from the stance
of the representative resolve. It alludes to the representatives' overall disposition
towards their work.

Lock defines job satisfaction as a fun or inspiring situation that comes as a result of
your job evaluation or job understanding. The level of work of each person satisfies his
or her unique need and is estimated by his or her thinking and qualities, the work will
fulfill.

Elements of Job Satisfaction: According to ABRAHAM A there are two types of

factors that determine job satisfaction

1. Organizational Diversity and

2. Personal variables

Organization Variables:

(a) Occupational level: The more important the level of work, the more
remarkable the human fulfillment of this is because the higher quality of work
conveys the most outstanding appreciation and understanding. People with
higher levels of work receive a greater share of their full needs than when they
are at lower levels.

(b) Work Content: The grade to which work gives the individual intriguing
undertakings, openings for learning, and the change to acknowledge duty will
expand work fulfillment.

(c) Considerable Leadership: Individuals like to treated with thought. Thus, the
extensive administration brings about the high work fulfillment than
immaterial initiatives.

31
(d) Pay & Promotional Opportunities: Any remaining things are being
equivalent these factors are decidedly identified with work fulfillment.

(e) Interaction in the Work Group: : Work Satisfaction will result if association
is most fulfilling i.e., when

1. Its outcomes in acknowledgment that other individual's mentalities are

like one’s own.

2. Its offices the accomplishment of objectives.

1. Personal Variables: For certain individuals, the shows up of most positions

will disappoint and regardless of the authoritative conditions included,
though for other people, most work will be fulfilling, individual factors like
age, instructive levels, sex ect., are liable for this distinction.

2. Age: Overall, there is a good connection between the two to the pre-
retirement years and thereafter there is a significant decrease in fulfillment.
A person wants to develop things and work higher in the future of his life.
Finding the head channels prevented the collapse of its fulfillment.

3. Educational Level: The advanced education, the higher reference of

gathering which the individual searches for direction to instruct his work
rewards.

4. Role Perception: Different people hold different understandings about their

work which is the type of exercise and habits. They must participate in
playing their role successfully. Exactly the work of human observation,
prominence is very prominent.

5. Gender: There is currently no predictable evidence that women outnumber

men in their positions, holding such things as work and voice-related. One
would expect this to be the case, especially considering girls' voice-related
desires.

32
Sources of Job Satisfaction

A few aspects of work add to the satisfaction of work. The most important of these are
salary structure, type of work, continuous changes, management status, scope of work,
working conditions.

Wages – Wages receive a fundamental part in affecting job satisfaction. This is the
result of two reasons. In any case, money is a critical tool in meeting one’s needs and
two employees often see that they are paying as an opinion of their board’s pressure.
Employees need a leadership plan, straightforward, sensible and just as they think.

Nature of work - Many agents have sensible challenges in the workplace. They
would like to be present every day by being present, given opportunities according to
their abilities and limitations and given a collection of activities, opportunity and
contribution to how well they meet. This definition makes the tasks psychologically
assessed. Jobs with less challenges are exhausting.

Advancements – The opening of development affects overall job satisfaction. The

lack of progress has a huge impact among delegates as it commemorates the change in
job content, payment commitments, opportunity status and more.

Management – There is a good relationship between the concept of supervision and

job satisfaction. Chiefs who form strong relationships only with the subordinates and
love each other individually to create the satisfaction of the messenger.

Work bunch - A lump of work fills in as a source of special satisfaction, guests.

Mainly by giving people a chance to open up the opportunity for social networking. A
lot of work is a dreadful source of contentment when people have attitudes and traits.

Working conditions - Work conditions that compare to the real comfort of the
professional and that work with healthy performance add to the extraordinary work.

33
Theories of Job Satisfaction

1. HERZBERG’S Two Factors Theory

These two theoretical aspects of any so-called assistat neatness speculation

focus on motivation and satisfaction and rely on Maslow's evolutionary
planning. Feature t is assigned to a place with a small group of material
theories; thinking that seeks to identify the needs that must be met in order
to be satisfied while busy working. Locke (1976) examined the application
of Maslow's needs and Herzberg's hypothesis uses the motives to
incorporate satisfactory performance consolidation.

In view of Herzberg's teaching it is an unusual representation of the logical

and explanatory cover between patterns of motivation and contentment.
Herzberg’s speculation, satisfaction and frustration depend on two specific
course of action requirements. Resources start within a person; Neatness
comes from nature.

The speculation shared by others to link to Maslow's need for Maslow's

social needs, prosperity and social needs are believed to be provided by
society, finding them could exacerbate the perception that lack of them
could trigger a frustrating trend.

2. MASLOW’S Need Hierarchy Theory

Maslow classified 5 requirements as high and low order. Psychological and safety
needs are expressed as low and social needs, care and satisfaction as major needs
are met (within the individual) while low needs need to be met far and wide (with
factors such as salary, organizational agreements and resettlement). almost all
professionals who use it all the time have their own need for low-cost apps.

Maslow's needs The hypothesis needs to be widely accepted, especially among

coaching directors. This may be due to the concept of natural hypothesis and ease
of understanding.

34
Hygiene Factors Motivators

Organizational strategy and achievement

Supervision Recognition

Pay the Work itself

Relationship Relationships Obligation

Working conditions Development

Satisfaction and disappointment are not dynamic cycles, including two different
dynamic arrangements. As Herzberg speculates, satisfactory hygiene requires short-
term relief of frustration, as well as independent claims for increased compensation
or diminished accordingly. An organization can create the motivation of employees
by organizing activities that provide freedom from individual hardships, continuous
commitment and development. The Herzberg hypothesis developed two ideas in
which these new position plans could be developed.

Job Expansion - Where representatives are offered business as a regular exercise

exercise where they use their existing skills.

Job Opportunity - Means a job representative is governed by the cost of freedom to

build a collection of their skills and is allowed to go directly up to various positions
in the organization.

Theory X & Theory Y

Douglas McGregor suggested two details in the public opinion: one is the negative
base, marked with hypothesis X and the other positive, called hypothesis Y. he will
build his subordinates according to this consideration.

ERG THEORY

Clayton of Yale college has reviewed Maslow's demand order for everything very
close to the experimental test. The progression of his need is noted in the ERG
hypothesis.

Alderfer argues that there are three meetings for institutional needs - presence,
relationships, and development as a result, the brand: ERG hypothesis. The presence
team is concerned about donating our basics to existing needs.
35
They included what Maslow considered to be psychological and social needs. The
second set of requirements is that which is related and requires when we are able to
maintain a significant relationship of relationships.

These social and environmental needs need to be communicated to others in the event
of their fulfillment, and they are in line with Maslow's social needs and the outer part
of Maslow's design. Ultimately, Alderfer breaks down the need for development - the
natural longing for self-knowledge. This includes the inherent and external
component from Maslow's visual distinction and the symbols included under its
completion. With the exception of three to five requirements, how does Alderfer's
ERG hypothesis differ from Maslow's in contrast to the chain of thought requirements
The ERG hypothesis shows that:

1. More than one needs to be used simultaneously, too

2. When high-level happiness is over, the longing to achieve the promotion of low-
level needs.

Reinforcement Theory

The difference in setting the purpose of the hypothesis is the support hypothesis. The
past is a psychological way of dealing with praising the motives of the person who
directs their work. In support of the hypothesis, we have a code of conduct, which
contradicts the behavior of the supporting conditions. These two obviously ay
opportunities logically. Supporting assumptions suggest that behavior is a natural
cause. You don’t need to worry, they can argue, in the inner moments of the mind;
what behavioral factors create any effect that when you follow a quick response,
increase the chances that that behavior will be re-established.

EQUITY THEORY

Evidence suggests that the selected selection is a significant difference in value. There
are four separate tests that an employee can use;

1. Internal independence: an employee understands another situation within their

current organization.

2. Independence: a representative who meets the conditions or position outside of

their current organization.

36
3. Other side - side: another person or group of people within a trade union.

4. Other - internal: other persons or collections of persons outside the organization.

The power of attorney compares itself to friends, neighbors, partners, partners in

various organizations, or previous positions they held, at the end of the day. The
nominee to be represented will be affected by the information, held by the employee,
about the investigators as to the appeal of the dignitary. This has led to the
introduction of four guiding factors affecting sexuality, length of residence, level of
organization, and level of education or physical ability. Tests show that these two
people rely on the same sexual relationship. Similar tests show that ladies are often
paid for a very different job. Therefore, a woman who uses another woman as a
general representation will bring about a normal low. This serves as a reason why
representatives in gender-segregated positions are more likely to have sex than men
in positions of authority that can be dominated by men or women.

It also suggests that if women are more open about low income, it may be because of
the close level they use. Based on the value hypothesis, where representatives
perceive inequality, they can be expected to resolve one of six decisions:

1. Change their contributions (for example it does not work as a minor power).

2. Change their results (for example, low-paid people can build up their compensation
by bringing in a higher number of low-quality units).

3. Distortion of the views of others (for example "the performance of Mikes is not
just as attractive as I recently suspected it was").

4. Feeling distorted (for example "I thought I was working with a limited world and
no I understand that I work harder than anyone else").

5. Choose someone who is different from you ("I can't do more for my brother in
marriage; less I show improvement than my father did when he was my age")

6. Leave the job.

37
EXPECTANCY THEORY

Expected reasoning contradicts that the ability to tend to a specific purpose in the mind
depends on the ability to think that the demonstration will be followed by a given result
and in it, the quality of the outcome involving the individual. In many words, the hope
hypothesis states that the agent will be motivated to exercise undeniable power when
the person in question acknowledges that the effort will improve a positive
assassination test; that the honorable examination will enhance an authoritative prize
such as a reward, increase in compensation, or improvement; and that the awards will
meet the objectives of each employee. The hypothesis accordingly, revolves around
three connections.

1.2 LITERATURE REVIEW:

• Subramanian (2009) 37 developed a satisfactory checklist consisting of nine
features that define truly satisfying work. Research findings show that in order
for employees to enjoy their work and give their best to their organization, the
work they have been given should not be boring, familiar, unusual and designed
in such a way that employees use their energy to a high degree and feel fresh,
organized and efficient. the right to authority, responsibility and freedom to
perform a particular function. At the same time the employee must provide
employees with opportunities for growth, development, recognition and status.
Employees should not feel supervised and treated as an integral part of the
organization and give them freedom and independence to develop their strategies
and provide constructive feedback that improves their performance in the
workplace.
• George et al., (2008) 38 Job Satisfaction is a collection of emotions and beliefs
people have about the work they are currently doing. People’s levels of job
satisfaction levels can vary from high satisfaction to extreme dissatisfaction. In
addition to having an attitude in all their activities. People can also have an
attitude about the various aspects of their work such as the type of work they do,
co-workers, managers or subordinates and their salary.

38
• In a study conducted by Amos and Wethington (2008) 39, it was found that the
apparent integration of labor or culture values by employees is associated with
job satisfaction with the organization as a whole and employee commitment. in
the organization. Therefore, the organization needs a culture of innovation and
directed to a group that promotes job satisfaction.

• Alexandro, Babakus, and Yavas (2007) 40 expressed their concern when

measuring job satisfaction between full-time and part-time employees and the
level of integration in the organization. Full-time employees who spend most of
their time at work will be more likely to be involved in the organization than
those who work part-time and have their main social work outside the
organization. Their level of job satisfaction may be similar, however, their
motive for leaving the organization because they feel isolated and less involved
is greater than full-time employees.

• Susskind, et al. (2007) 41 found that management support is not essential for
guest satisfaction, so co-operative support such as satisfaction flexibility consists
of different aspects that are not in the interaction of managers and sub-sectors.

• Sy, Tram, and O’Hara (2006) 42 have found that employees with high emotional
intelligence have higher, higher satisfaction in the workplace due to their ability
to control their emotions and are aware of certain emotional factors. Employees
with high emotional intelligence are able to be more self-confident and more in
control of their work needs which enables them to be more productive. This
ability is seen in team situations where highly emotionally charged employees
can help develop their own character, the character of others, and contribute
positively to the work satisfaction experience of all in the team.

• Willionon, Pemberton, and Lounsbury (2005) 43 examined the relationship

between personal style and work satisfaction for librarians working in different
types of libraries and other media professionals. They found that five personality
traits, such as positive expectations, emotional strength, a tendency to work
together, a work-oriented style of work and driving (i.e., working hours) were
closely related to job satisfaction.

39
• Sally A. what's more, Carless, S.A (2004)44, tried a model to examine the
intervening impact of strengthening between mental environment like
administration style, relational connections, openings for proficient turn of
events, and individual-hierarchical objective compatibility, decidedly affected
the strengthening and a backhanded effect hands on fulfillment interceded by
strengthening.

• Mosadeghard, (2003) 45 Job Satisfaction can be defined as the attitude that one
has towards work, in other words, people's feelings and attitudes about the
various internal and external factors directed at the workplace and the
organizations in which they work. items are factors related to pay, promotions,
benefits, type of work, supervision, and relationships with partners.

• Barak & Levin (2002) 46 discuss many studies that convey the relationship
between organizational acceptance and job satisfaction, as well as evidence of a
negative relationship between the notion of inequality between perceptions of
inequality between employees and others in the organization and job satisfaction.

• Weiss (2002) 47 states that emotions and attitudes are not the same. He goes on
to say that the three components of a job evaluation decision, work-related
experience and job-related beliefs need to be divided. For Weiss, job satisfaction
is not a positive response, but rather a judgmental attitude that includes things.
Based on his argument, Weiss describes job satisfaction as "a good (or bad)
judgment for evaluating a person's performance in relation to his or her job or
status".

• Fajana (2002) 48 in a different career path concludes that the “key” aspects of
job satisfaction are: work group status, general performance, corporate attitude,
financial profitability and management attitude.

• Heskett, Sasser, and Schlesinger (1997) 49 found that the internal quality of the
workplace had a profound effect on employee satisfaction. "Internal quality is
measured by the feelings employees have about their jobs, colleagues, and
companies."

40
• Iting (1996) 50 continues with dynamic assessments that affect job satisfaction.
He targeted white-collar workers and used data from a previous Survey of
Federal Employees. He looked at both internal and external factors and the
results showed that pay, promotions, job clarity, skills used, job delivery,
management relationships, relationships with colleagues, organizational
commitment, and the amount of education were all closely related to job
satisfaction.

• Vanderberg and Lance (1992) 51 while observing 100 experts in data

management for a very long time showed a strong relationship between job
fulfillment and commitment. Their evaluations have shown that a high level of
job fulfillment is high in the level of employee loyalty.

• Cranny et al. (1992) 52 define job satisfaction as an emotional (emotional

response) to work that results from a comparison of position with real and
desirable results.

• Sharma and Baskar (1991) 53 think that the most important influence on
employee satisfaction comes from the type of work they are given. In addition,
job satisfaction can be achieved by employees if the job requires sufficient
diversity, comprehension, challenge and scope of application of one's skills and
abilities.

• Locke and Lathan (1990) 54 present a complete definition of job satisfaction as

a happy or positive emotional state arising from an assessment of one's work or
work experience. Satisfaction with work is the result of an employee's perception
of how well their work provides those things that are considered important.

• Sekaran (1989) 55 chose that Employee Satisfaction was reflected in the health
aspects of the level of involvement in the workplace and their ability to work. A
sample of 267 bank employees is involved. The results suggested that the climate
of workers and organizations affected the participation of people in their jobs.

41
• Locke (1983) 56 heard that Maslow does not provide proof of needs, the need
management category, or the confusion between needs and values. Lock (1983)
57 questioned Herzberg (1966) 58 on the lack of guidance on needs, the
difference between human needs and motivation and hygiene, and the rejection
of individual differences.

• Price (1977) 59 defines contentment as the level of emotion people have for an
organization or program. Therefore, if the employee has an organization, then
the levels of job satisfaction will be higher. If the person does not feel
emotionally involved in the organization, there may be dissatisfaction at work.

42
 CHAPTER – 3

RESEARCH DESIGN

3.1 Statement of Problem

➢ Satisfied employee is a productive employee, any form of organization-

related or personal grievance that has a significant impact on employment.
➢ Therefore, the whole organization prioritises to keep its employees satisfied
by providing a number of institutions that promote satisfaction and reduce
dissatisfaction.
➢ Job Satisfaction is considered an important issue by the entrepreneur in
which initiatives and programs are implemented.
➢ When an employee is dissatisfied with a job there are changes in
absenteeism, lower pay, lower productivity. Making mistakes, transferring
power to various types of disputes to keep this in perspective all parties are
trying to identify areas where satisfaction can be improved out of the above
risks.
➢ In this regard a survey was conducted on behalf of RBKMUL to identify
the level of satisfaction with the strictest and most controversial work-
related issues.

3.2 Need of Study

Employee plays a critical role in the achieving the objectives of organization.

Hence, satisfied employees have greater productivity. The dissatisfied employee
has a more absentism & resistance to change in the changing environment. Hence
it is difficult to get done by these employees. So satisfied employee has more
involvement and engagement in the work that reward for the organization. Hence,
this study helps and convey that the Job Satisfaction of employee plays a major rule
apart from the financial operational performance of the organization.

Even this study envisages the employer to motivate their employee &
the team building to achieve the organizational goal.

43
3.3 Objectives of the Study

➢ Analyze the employee's point of view systematically.

➢ Evaluating employees' attitudes towards their work.
➢ Measuring the level of employee satisfaction in RBKMUL [KMF].
➢ Knowing the factors that motivate employees.
➢ Give Offer growth proposals and company vision.

3.4 Scope of the Study

➢ Satisfaction with work is an important product for employees to work

orderly.
➢ It compares external and internal factors and helps maintain performance
and determination.
➢ Interesting It is an interesting and important place to do research.
➢ Research conducted on the topic of Job Satisfaction will highlight the
emotional aspects of employees.
➢ This report is useful for company management to know the levels of
employee satisfaction and can take steps to increase productivity.

3.5 Research Methodology

There are 3 types, namely:

1. Exploration

2. Descriptive

3. Testing

The descriptive method is used in the present study.

Data Sources

Key data: Important information was collected from respondents by the

superintendent of the planned survey and further by consultation and discussion with
the board.

Second Data: In addition to the important data collected, data collected through the
RBKMUL record, the Internet is used for testing.

44
Sample population: There are 519 representatives working for the association.

Sample Size: Without full power 100 model taken between employees. that is, they did
not respond.

Sample Location: A study conducted in RBKMUL, BELLARY.

Sample Method: The test was performed in a study with an understanding of staff
comfort. In these lines, the model type explores the advantage.

Agreement Tool: A standard end-poll is used and the type of query checks the type or
rating.

Communication Method: The test was guided using communication tools such as
Questionnaire and Visualization. Data were collected from both plant employees as
employees of the executive council.

3.6 Limitations of the Study

• This study only covers the Koppal and Bellary units, which are part of
RBKMUL.BELLARY.
• • Research and surveys are restricted to six weeks only.
• • Due to the confidentiality of certain information the correct answer was
not disclosed by some of the respondents.
• • A study focused exclusively on employee satisfaction with regard to
Nandini's milk.

45
 CHAPTER – 4

DATA ANALYSIS AND INTERPRETATION

1. Table showing the Employees response towards Job Satisfaction at work?

Employees response
5% 0

highly satisfied
20%

satisfied

neutral

dissatisfied

highly dissatisfied
75%

INTERPRETATION:

According to the table above, it is clear that job satisfaction in relation to the
respondent's opinion work as, 75% of employees are satisfied, 20% of employees
are declared neutral and 5% of employees are satisfied. A large number of
employees are satisfied with their work. In line with these lines, it clearly shows
that the representatives of RBKMUL, are happy with their current work.

46
2. Table showing the Employees response towards salary offered by Nandini?

Epmloyees response

0, 0%
20%,

highly satisfied

satisfied

netural
20%, 60%,
dissatisfied

highly dissatisfied

INTERPRETATION:

From the table above, the compensation given to Nandini to the respondents is, in
fact, 60% of the representatives are fulfilled, 20% of employees are declared
impartial and 20% of the representatives are disappointed with the payment rates
given to Nandini. Most of the respondents were happy with RBKMUL
compensation. This clearly shows that RBKMUL offers their employees acceptable
pay rates.

47
3. Table showing the Employees response towards good pay in the organization?

Employees response
0 0

10%

highly satisfied
satisfied
neutral
35% 55% dissatisfied
highly dissatisfied

INTERPRETATION:

From the diagram, it is clear that the positive pay in the organization from the
respondents is that 55% of employees are satisfied, 35% of employees are declared
neutral and 10% of employees are not satisfied with pay to the organization. Many
overworked employees need to pay. Therefore, it clearly shows that RBKMUL
representatives have great power over fair pay for their work.

48
4. Table showing the Employees response towards promotion policy in the
organization?

Employees response
0 0

20%
highly satisfied

satisfied

neutral
10%
dissatisfied

highly dissatisfied
70%

INTERNPRETATION:

From the above table, obviously the reaction towards advancement strategy in
the association from the respondents i.e., 70% of workers are fulfilled and 10%
of representatives communicated as impartial 20% of representatives are
disappointed for advancement strategy. Greatest number of representatives are
offered need to advancement. In this way, it unmistakably shows that in
RBKMUL a few representatives are spurred by the Promotion strategy to their
work.

49
5. Are you satisfied with the transfer policy in the organization?

Employees response
0

20%

10% highly satisfied

satisfied

70% neutral

dissatisfied
30% highly dissatisfied

INTERPRETATION:

According to the table above, it is clear that the transfer policies that exist in the
organization from the respondent namely, 70% of respondents are satisfied, 30% of
respondents are said to be neutral, 10% of employees are dissatisfied and 20% of
employees are very dissatisfied with the company's transfer policy. Senior staff are
satisfied with the transfer policy.

50
6. How happy and satisfied are you with the organization?

Employees response
0
10%
20%

highly satisfied

satisfied

neutral

dissatisfied

highly dissatisfied

70%

INTERPRETATION:

According to the diagram above, it is clear that the satisfaction of the employees
from the organization from the respondents namely, 10% of employees are very
satisfied, 70% of employees are satisfied and 20% of employees were declared
neutral. Therefore, a large number of respondents are satisfied with their
organization. This suggests that at RBKMUL employees are satisfied with their
organization.

51
7. How your work impacts in the business?

Employees response

30%
highly satisfied
satisfied
neutral
dissatisfied
higly dissatisfied

70%

INTERPRETATION:

From the above table, it is clear that the work impacts the business in the
organization from the respondents i.e., 70% of employees are satisfied and 30% of
employees expressed as neutral. Hence, maximum number of employees are
satisfied with the work which impacts their work in the organization.

52
8. Are you satisfied with the current compensation and benefits offered by the
organization?

Employees response

20% 20%

highly satisfied
satisfied
neutral
dissatisfied
highly dissatisfied

60%

INTERPRETATION:

According to the diagram above, it is clear that the compensation and benefits
provided by the company to respondents, namely, 20% of employees are very
satisfied, 60% of employees are satisfied and 20% of employees are portrayed as
neutral. Some employees are very satisfied and some are satisfied with the current
compensation and benefits provided by the organization. Therefore, it clearly shows
that RBKMUL employees are satisfied with the benefits provided by the
organization.

53
9. Do you have a good working relationship with employees in the organization?

Employees response

20%

30%
highly satisfied

satisfied

neutral

dissatisfied

highly dissatisfied

50%

INTERPRETATION:

From the above diagram, it is clear that the good working relationship between
employees from the respondents i.e., 30% of employees are highly satisfied, 50%
of employees are satisfied and 20% of employees are expressed as neutral. Hence,
Some employees are highly satisfied and some are satisfied with their colleagues in
organization. So, it clearly shows that in RBKMUL all employees are having no
issues in-between each other.

54
10. Do you people have satisfied bonus schemes of the organization?

Employees response

30%

40% highly satisfied

satisfied

neutral

dissatisfied

highly dissatisfied

30%

INTERPRETATION:

The bonus offer will provide more incentive for employees to make better use of
their skills. From the table above, it is clear that 40% of those are satisfied, 30% of
employees are declared neutral and 30% of employees are dissatisfied with the
current bonus centers at RBKMUL.

55
11. Does the Employees satisfy by the safety measures in your organization?

Employees response

0
10% 10%

highly satisfied

20% satisfied

neutral

dissatisfied

highly
dissatisfied

60%

INTERPRETATION:

Satisfaction with safety measures gives employees a sense of security. According

to the table above, it is clear that 10% of employees are very satisfied, 60% of
employees are satisfied, 20% of employees are neutral, and 10% of employees are
satisfied with the security measures in place within the organization. Therefore, a
large number of employees are satisfied with the safety measures taken by the
organization.

56
12. Have you people satisfied physical working condition in your organization?

Employees response

0
10% 10%

highly satisfied

satisfied

neutral

dissatisfied

highly dissatisfied

80%

INTERPRETATION:

From the above table, obviously the actual working conditions winning in the
organization from the respondents i.e., 10% of the respondents are profoundly
fulfilled, 80% of representatives are fulfilled and 10% of representatives are
communicated as nonpartisan. Subsequently, greatest number of representatives are
happy with actual working conditions. This proposes that greatest quantities of
representatives in the association are alright with their actual working condition.

57
13. Do you people face any unreasonable stress in your organization?

Employees response

0
10%
20%

10% highly satisfied

satisfied

neutral

dissatisfied

hifghly dissatisfied

60%

INTERPRETATION:

According to the table above, it is clear that the unreasonable pressure on the
company from the respondents namely, 10% of respondents are satisfied, 10% of
employees are declared neutral, 60% of employees are dissatisfied and 20% of
employees are declared very dissatisfied. Therefore, a large number of employees
are dissatisfied with the unreasonable stress on the company.

58
14. Do you have any opportunities to express your feelings in your organization?

Employees response

0
10%
20%

highly satisfied

satisfied

neutral

dissatisfied

highly dissatisfied

70%

INTERPRETATION:

From the above table, it is clear that opportunities expressing the feelings in the
company from the respondents i.e., 20% of the respondents are highly satisfied 70%
of employees are satisfied and 15% of respondents are expressed as neutral. Hence,
maximum number of respondents are satisfied with having the opportunities to
express their feelings in the company.

59
15. Do you people have opportunities to recommend new ideas and solutions?

Empoyees response

0
10%
20%

10%

highly satisfied
satisfied
neutral
dissatisfied
highly dissatisfied

60%

INTERPRETATION:

According to the table above, it is clear that opportunities to recommend new ideas
and solutions to the organization from respondents namely, 20% of employees are
very satisfied, 60% of employees are satisfied, 10% of employees are shown to be
neutral 10% of employees are satisfied. Therefore, the high number of RBKMUL
staff is satisfied when the organization incorporates new work ideas and solutions
provided.

60
16. Are you happy with your career path and promotion plans?

Employees response

0
10% 10%

20% highly satisfied

satisfied
neutral
dissatisfied
highly dissatisfied

60%

INTERPRETATION:

From the above table, it is clear that the career path and promotion plans in the
organization from the respondents i.e., 10% of employees are highly satisfied, 60%
of employees are satisfied, 20% of employees are expressed as neutral and 10% of
employees are dissatisfied by the promotion plan. Hence, maximum number of
employees of RBKMUL are satisfied with the career path and promotion plan.

61
17. Have you satisfied with the opportunities that made to grow within the
organization?

Employees response

0
10% 10%

highly satisfied
satisfied
neutral
30%
dissatisfied
highly dissatisfied

50%

INTERPRETATION:

According to the table above, it is clear that the opportunities for staff growth in the
organization from the response are, 10% of employees are very satisfied, 50% of
employees are satisfied, 30% of employees are declared neutral and 10% of
employees are satisfied. Therefore, a large number of employees are satisfied with
the opportunities that have enabled them to grow within the organization.

62
18. Would you like to be more involved in decision making that affects your work?

Employees response

0
10%

highly satisfied
40%
satisfied
30% neutral
dissatisfied
highly dissatisfied

20%

INTERPRETATION:

From the above table, it is clear that the involving in decision making that affects
the employees work in the organization i.e., 40% of employees are satisfied, 20%
of employees are expressed as neutral, 30% employees are dissatisfied and 10% of
employees are highly dissatisfied. Hence, Some of employees express their
response as satisfied and same as dissatisfied and some as highly dissatisfied with
the employees more involving in decision making that affects their work.

63
19. At your job, are you able to use your skills and abilities in the organization?

Employees response

5% 0
15%
10%

70%
highly satisfied satisfied neutral dissatisfied highly dissatisfied

INTERPRETATION:

It is clear that the skills and abilities of employees were use to their job in the
organization i.e., 15% of are highly satisfied, 70% of employees are satisfied and
10% of employees are expressed as neutral and 5% of employees as dissatisfied.
Hence, maximum number of employees are satisfied with the employees can use
their skills and abilities in their work in the organization.

64
 20. Do you satisfy with your canteen facilities?

Employees response

10% 10%

10%
highly satisfied

satisfied

neutral
40%
dissatisfied
30%
highly dissatisfied

INTERPRETATION:

From the table above, it is clear that the canteen institutions in the organization from the
respondents namely, 10% of employees are very satisfied, 40% of employees are satisfied, 30%
of employees are presented as neutral and 10% of employees are dissatisfied and 10 employees
% are not at all satisfied. Therefore, a large number of employees are satisfied with the canteen
facilities offered by the organization.

65
 CHAPTER 5

SUMMARY OF FINDINGS

FINDINGS:

➢ Majority of representatives are happy with their current work.

➢ Majority of representatives are happy with what their work means for their
work.
➢ Employees are happy with their present pay and advantages offered by
Nandini as the key of rousing to tackle job proficiency.
➢ Employees have a Good energy between work bunch i.e., between various
classes of work assignment.
➢ Majority of representatives are happy with the extra plans which is given by
the organization.
➢ Majority of representatives are happy with the wellbeing estimates which is
given by the organization.
➢ Employees are happy with actual working condition at RBKMUL.
➢ Employees assessment that they have no outlandish measure of pressure in
their position at RBKMUL.
➢ Employees have more freedoms to communicate them self in the
organization.
➢ Employees have more freedoms to suggest novel thoughts and arrangements
at RBKMUL.
➢ Majority of workers are happy with the chances that made them to develop
within the organization.
➢ Employees are fulfilled that they can utilize the abilities and capacities in
their work at RBKMUL.
➢ Maximum workers are happy with existing container offices. Which
giving great food varieties quality to workers.

66
 SUGGESTIONS:

➢ Overtime stipends are once in a while creative elements for Organizational worth
and its climb factors.
➢ 7s outline work is most anticipated recurrence for a proficient association.
➢ Provision of sensible wages assumes a significant part in improving the way of
life. This single factor is significant for a specialist than some other. In this way,
the organization should give satisfactory wages to the specialists.
➢ If organization may give the house recompense it serves to workers to come to
office on schedule. it assists with improving the work condition.
➢ The organization needs to place the arrangements into rehearses so the
representatives ought not feel any burden.
➢ Systematic arranging decreases obstacles at working environment and it
guarantees smooth progression of work strategies. Thus, the current strategy for
arranging the work would be kept up as before to achieve the objectives
adequately.

CONCLUSION:

Raichur, Bellary and Koppal milk union ltd. Is a large-scale industry situated in Bellary
functioning from 1989. It manufactures different milk products and engaged in selling
of the great quality milk and its milk items to the customers.

Disclosures and thought rely upon the examination coordinated and these centers are to
be researched and steps are to be taken in such way for higher turn of events. From the
assessment I surmise that the work allows to the delegates to rehearse his/her capacities
at work place. Number of the delegates recognized that once in a while there is a critical
flexibility in arranging with work and they are content with the current bury singular
correspondence. In RBKMUL Bellary they follow the precise organizing and review
cooperation to survey the show of laborers.

At long last, I might want to reason that the representatives of RBKMUL Bellary are
happy with their work and association.

67
BIBLOGRAPHY:

Books:

➢ Company handlbooks

➢ Company documents

Websites:

➢ www.kmfnandini.com

68
 ANNEXURE

Questionnaire:

I Vedavathi E 4th semester MBA student of PDIT Hospet doing my project on the topic
Employees Job Satisfaction towards Nandini milk.

So, I request you to give me your valuable feedback on questionnaire. The information
will be kept confidential and used for the academic purpose only.

THANKING YOU,

VEDAVATHI.E

1. Employees response towards Job Satisfaction at work?

a) Highly satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly dissatisfied

2. Employees response towards salary offered by Nandini?

a) Highly satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly dissatisfied

69
3. Employees response towards Good Pay in the organization?

a) Highly satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly dissatisfied

4. Employees response to promotion policy in the organization?

a) Highly satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly dissatisfied

5. Are you satisfied with the transfer policy?

a) Highly satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly dissatisfied

6. How happy and satisfied are you with the organization?

a) Highly satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly dissatisfied

70
7. How your work impacts on the business?

a) Highly satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly dissatisfied

8. Are you satisfied with the current compensation and benefits offered by the
company?

a) Highly satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly dissatisfied

9. Do you have Good working relationship with employees?

a) Highly satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly dissatisfied

10. Do you people have satisfied bonus schemes of your organization?

a) Highly satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly dissatisfied

71
11. Do the employees satisfy by the safety measures in your organization?

a) Highly satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly dissatisfied

12. Have you people satisfied physical working conditions in your organization?

a) Highly satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly dissatisfied

13. Do you people face any unreasonable stress in your organization?

a) Highly satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly dissatisfied

14. Do you have any opportunities to express your feelings in your organization?

a) Highly satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly dissatisfied

72
15. Do you have opportunities to recommend new ideas and solutions?

a) Highly satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly dissatisfied

16. Are you happy with your career path and promotion plan?

a) Highly satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly dissatisfied

17. Have you satisfied with the opportunities that made to grow with in the company?

a) Highly satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly dissatisfied

18. Would you like to be more involved in decision making that affects your work?

a) Highly satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly dissatisfied

73
19. At your job, are you able to use your skills and abilities?

a) Highly satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly dissatisfied

20. Are you satisfied with your canteen facilities in your organization?

a) Highly satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly dissatisfied

74
75
76