1. HR POLICY OF AMUL (a middle level sector)

2. INTRODUCTION
Amul (Anand Milk Union Limited), formed in 1946, is a dairy cooperative movement in India.
It is managed by Gujarat Co-operative Milk Marketing Federation Ltd. (GCMMF).
AMUL is based in Anand, Gujarat and has been a sterling example of a co-operative organization's success in the long term. The Amul Pattern has established itself as a uniquely appropriate model for rural development.
Amul has spurred the White Revolution of India. It is also the world's biggest vegetarian cheese brand. The brand name Amul means “AMULYA”. This word derived from the Sanskrit word “AMULYA” which means “PRICELESS”. A quality control expert in Anand had suggested the brand name “AMUL”.
Key people:
MD - R.S Sodhi
CFO – Rakesh Shukla
Headquarters at Gujrat in Anand
Total employees-1175

3. BUSINESS MODEL of AMUL
The distribution network Amul products are available in over 800,000 retail outlets across India through its network of over 5,000 distributors. There are 65 depots with dry and cold warehouses to buffer inventory of the entire range of products. GCMMF transacts on an advance demand draft basis from its wholesale dealers instead of the cheque system adopted by other major FMCG companies. This practice is consistent with GCMMF's philosophy of maintaining cash transactions throughout the supply chain and it also minimizes dumping.

4. The Ultimate Strategy
The moppet who put Amul on India's breakfast table
50 years after it was first launched, Amul's sale figures have jumped from 1000 tonnes a year in 1966 to over 25,000 tonnes a year in No other brand comes even close to It. All because a thumb-sized girl climbed on to the hoardings and put a spell on the masses.
The Amul girl was the brainchild of SylvesterdaCunha, the managing director of the advertising agency AS. The ads were designed as a series of hoardings with designs relating to day-to-day issues. The brand recall for the Amul girl is phenomenal across India today. And the biggest reason for this is the topical nature of the ads.The Amul ads have witty one-liners which capture relevant events that have caught the fancy of the nation.

5. HR POLICIES FOLLOWED BY AMUL
RECRUTMENT POLICY
Entry level qualification:
Below officers cadres-S.S.C / H.S.C Attendant Operator – Dairy (AOD) – G Gr.Worker.Taken as apprentice under trade apprentice Act /3 yrs Apprenticeship, then based on their appraisal report, selected as temporary worker. After total 5yrs of work, may be selected as G-Grade Worker.
Professional Qualification E/F Grade Worker (Boiler Attendant).
BA / B.COM / M.COM / M.A (general) MSW / MRM /MRS M.E_Biz of Gujarat vidyapeeth and C Grade Worker similar Non – University Institutions.
B.Sc / M.Sc / Diploma Engineers B Grade workers. Apprenticeship Lab assistant for 1yr 3 months for B.SC & M.SC; 1yr for Diploma Engg. Then 2/3 yrs as trainee technician, than based on appraisal Appointed as Technician B Grade.

6. BBA Management Trainee for 1yrs Jr. Assistant.
1 yr as a trainee then appointed as senior officer. a) M.SC ( Agriculture ) /MRS /MRM /MSW /MLW/MBA/ B.Tech (DT ) / MCA / M.E –Biz. ( From recognized University
b) Inter CA /Inter ICWA / BE
1 yr as training period, then appointed as Dy. Sup. Deputy Superintendent
(c) CA/ICWA Superintendent
NO training period, direct appointment. However, in case of fresh recruitment of candidates with exceptional qualification form reputed Institutions such as IIM/IIT/IRMA Central Institution, consideration for appointment to Higher Grade be given due weight age, not withstanding the above minimal requirements.
In AMUL probation period is different for different type of employees.
Probation period for officers is 12 months, 6 months for clerical employees and 3month for workers.

7. TRAINING AND DEVELOPMENT PROGRAMMES
VMS Workshops: This programme aims at to create a document on Vision, Mission and Strategy for Village Dairy Co-operative Societies. This process has helped to involve and develop dairy farmers for their future planning and review of the growth thereby improve their income and quality of life.
Milk Day Celebration: This programme aims at bringing together all members, including Chairman, Management Committee Members and respective producer members of Dairy Co-operative Societies to identify and solve their problems.
Village Group Discussion: It aims at encouraging discussion among dairy farmers on scientific animal husbandry practices and its application. The discussions are facilitated by the Internal Consultant of District Union.
Self Managing Leadership Programme: Amul undertakes Self Managing Leadership Programme for women resource persons through Brahmakumari Iswariya Vishwa Vidyalaya at Mt. Abu to bring a value based approach in development process.    
Amul Patrika: It is an in-house Newsletter distributed monthly to producer members to strengthen their knowledge on scientific animal husbandry practices, quality of milk and sharing success stories.

8. PERFORMANCE APPRAISAL
The AMUL adopts the following appraisal system Final confirmation with the recommendation by the divisional heads comes from the MD on annual basis. His work is evaluated by Check list Method of Performance Appraisal. These are a various method used to appraise the performance of an employee.
Outstanding.
Good.
Satisfactory.
Poor.
The overall assessment is done through above rating and also the comment of reviewing officer is included. This is provided by and under knowledge of under Managing Director Generally in Amul on base of performance appraisal employee of managerial level gets specials allowance. While for workers they get promotions.