Chapter VII

Findings, Suggestions and Conclusion

Findings of the present research work :

Total 150 respondents were selected (using simple random sampling) from five
dairies of Gujarat. The distribution of respondents from various dairies is given
below:

Dairy wise break-out :

Dairy No. of respondents

Amul Dairy 30
Baroda Dairy 30
Dudhsagar Dairy 30
Mother Dairy 30
SUMUL Dairy 30
Total 150

The target population of the study was employees in various dairies in Gujarat. A
census of five dairies of Gujarat was taken. Researcher got filled same questionnaire
from management of the dairy. Both primary and secondary type data were collected
for the study. The researcher has used primary data for gathering details related to the
study. The use of secondary data from the published sources like annual reports and
websites of the dairy has been used for gathering the general information of the
selected sample dairy units. Below is given gross findings of the present study.

(A) For Employee :

Training & Development :

 All dairy had training policy.

 All dairys’ employees require assessment for the training; majority of the
respondents were from SUMUL and Mother dairy. There is association
between dairy and need of assessment for the training.

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 Almost all respondents from Amul and Baroda dairy said that there was an
evaluation system after the training and hence they doesn’t require other
assessment for the training; whereas majority respondents from other dairy
said that there was no evaluation system after the training and hence they
require it.
 From selected respondents, about 80% respondents from Amul and Baroda
dairy received training after joining the unit whereas this percentage is very
low (50%) in other dairy. i.e. in other selected dairies, half of the respondents
were not received training after joining the unit.
 Among respondents who had taken training, majority of them had received
training in the unit as well outside unit. Training in the unit was given by
manager or Dy. Managers and senior employees whereas outside unit training
was given by experts or consultants. Span of these training was 1-7 days.
Some expert trainings were of 15 or more days.
 Coaching & counseling and project assignment were training and development
methods adopted for the employees in SUMUL, Mother and Dudhsagar
dairies. In Amul and Baroda dairies, only Coaching & counseling method was
used for on the job training. For off the job training, most common method
was conference & seminars. Some respondents also told that they were given
case study for the training.
 Majority of the respondents from Amul and Baroda dairy satisfied with the
training programme whereas about 50% respondents from SUMUL and
Dudhsagar dairy were not satisfied with the training programme. As per
respondents from SUMUL dairy, training programme were not well equipped
in the organization.
 As majority of the training programme were organized in the unit / city, the
respondents did not get stipend during training period. Some employees who
had taken training / attending conference – workshop outside city, got stipend
during the specified period.

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 Almost all respondents who were class – I or II (executives), had received the
executive development training (like O.B., HR, etc.). Only two / three
respondents who were just joined the organization, had not received this
training.
 Amul and Baroda dairy had some tie up with organizations like IRMA, IIP,
CLRMA, Multiple and AMA, for personal development. Respondents from
SUMUL, Dudhsagar and Mother dairy were not aware about outside support
for personal development.
 About 70% respondents from Amul & Baroda dairy and about 50% from other
dairies, agreed that their organization encourage employees in their career
growth. Various measures adopted by organizations to encourage the
employees in their career growth were “performance”, “job security” , “further
education”, “sincerity”, “promotion”, etc.
 Overall 50% respondents from each dairy said that their organization didn’t
provide an opportunity to shift their career life if their interest lies in some
other existing area.
 Respondents from Amul and Baroda dairy were more satisfied with
development programme of their organizations as compared to other selected
dairies.
 There was mixed response regarding well-equipped / preplanned development
programme. Some suggestions (like specific target, length of training
programme, content covered, etc.) were given by respondents for development
programme.
 In SUMUL and Mother dairy as per only 50% respondents, there was a system
to evaluate the post training performance whereas in Amul, more than 70%
respondents said that they have system of evaluation.
 Overall Amul and Baroda dairy had better Training and Development system
as compared to other selected dairy units.

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Performance Appraisal :

 All dairy had performance appraisal system for employees. The duration of
appraisal was either 6 months or yearly base. Common methods used for
performance appraisal were “Confidential report”, “Grading”, “Check lists”
and “Management by objective”.
 Respondents had given their views regarding problems faced by them in
performance appraisal, are listed below :
- Judgment bias
- Personal prejudice
- Criteria problem
- Influence of man’s job
- Social differentiation
- Miscellaneous biases
- Central tendency problem
 The highest satisfaction in Performance Appraisal was in employees of Amul
dairy followed by Baroda dairy, Dudhsagar, SUMUL and Mother dairy.

Compensations :

 Majority of the respondents from selected dairy units said that they were
offered compensation in terms of “Awards & rewards”. Very few respondents
said that they had offered compensation in terms of cash.
 When the respondents were asked about their satisfaction regarding various
compensations given by their organizations, majority of respondents were
satisfied with salaries, incentives, fringe benefits and welfare measures, but
they were not satisfied with promotion policy, performance based bonus and
profit sharing.
 Medical, life and accident insurance, LTC were common benefits given to
every employee of all selected dairy units. Few dairies (Amul & Mother) also
provide Loan to their employees.

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  Amul dairy provides all facilities to their executives (full furnished home,
watchman, gardener / sweeper, etc). All dairy units provided canteen facility
and training for each employee.
 Decision about wages / salary was taken as per industry wage / salary policy
for permanent employees. Temporary / contract based employees got salary /
wages as per collective bargaining and adjudication in majority of the dairies.
 Majority of the employees got wage / salary regularly in all selected dairy
units.
 All dairy given provident fund, gratuity to their employees. There was some
difference in dairies regarding pension benefits.
 Overall respondents from Amul and Baroda dairy were more satisfied with
compensation practice of dairy units as compared to respondents from
SUMUL, Mother and Dudhsagar dairy.

(B) For Employers :

Training & Development :

 About 80% of employers said that training was not mandatory for all level of
employees. It depends on the designation / position as well seniority.
 Employers analyzed the need of training on the basis of performance of
employees and need of the organization.
 As per employers, training was provided to their employees in their
organization to enhance their technical skills, as well as soft skills. To enhance
employees’ soft skills different type of behavioral training programmes
offered to employees like communication skills, assertiveness and culture
sensitivity, etc. The frequency of such behavioral training programmes was
made once / twice in a month.
 Various methods adopted by the employers to train the employees were on –
the - job training and class room training.
 Effectiveness of training program in their organizations were normally
evaluated by observing the post training performance of employees, reaction /
feedback of the trainings and determining ROI.

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Performance Appraisal :

 The Performance Appraisal methods followed in the organizations were

balanced scorecard method and MBO method. In some organization /
department Rating scale method was also followed for Performance Appraisal.
 An individual employee was evaluated on the basis of his / her adaptability in
the organization, behavior and technical skills.
 Majority of the employers were using 180 degree feedback to evaluate
employees.
 The appraisal feedback was communicated to the respective employee.
 All employees were satisfied with the prevailing appraisal system.
 All dairy units had mentor system intended to help employees in their career
progression.

Compensations :

 Management offered compensation in the form of award and reward.

 Various benefits like medical, life & accident insurance, LTC, etc were given
to the employees by the employers. Housing, traveling and other allowances
were also provided to the employees with their salary.
 In all dairy units, different kind of perks like training, canteen, filtered water,
etc were available.
 All managements give bonus to their employees in cash. The decision about
wages / salary was taken as per industrial policy.
 All employers provide retirement benefits to their employees in the form of
provident fund, gratuity and pension.
 Medical insurance and child education benefits were also offered to
employee’s family by the employers.

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Results of Hypothesis testing :

 Null Hypothesis : There is no significant difference in satisfaction level of

respondents with Promotion policy is rejected and concluded that there is
significant difference in satisfaction level of respondents about promotion
policy.
 Null Hypothesis : There is no significant difference in satisfaction level of
respondents with Welfare measures & Fringe benefits is rejected and
concluded that there is significant difference in satisfaction level of
respondents about welfare measures and fringe benefits.
 Null Hypothesis : There is no significant difference in satisfaction level of
employees with organization’s existing compensation policy is accepted and
concluded that there is no significant difference in satisfaction level of
employees with organization’s existing compensation policy.
 Null Hypothesis : There is no significant difference in knowledge of
employees about revision of compensation plan is accepted and concluded that
there is no significant difference in knowledge of employees about revision of
compensation plan.
 Null Hypothesis : There is no significant difference in Performance Appraisal
between selected dairy units is rejected and concluded that there is significant
difference in Performance Appraisal between selected dairy units.
 Null Hypothesis : There is no significant difference in Compensation practice
between selected dairy units is rejected and concluded that there is significant
difference in Compensation practice between selected dairy units.
 Null Hypothesis : There is no significant difference in mean score of
Performance Appraisal between selected five dairy units is rejected and
concluded that there is significant difference in mean score of Performance
Appraisal between selected five dairy units. It can be seen that Amul and
Baroda dairies were doing better practice in Performance Appraisal as
compared to other dairies.

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  Null Hypothesis : There is no significant difference in mean score of
Compensation practice between selected five dairy units is rejected and
concluded that there is significant difference in mean score of Compensation
practice between selected five dairy units. It can be seen that Amul and Baroda
dairies were doing better practice in Compensation as compared to other
dairies.

Suggestions :

(A) To the employees :

 All employees should give support to the management regarding satisfactorily

organize training program. Employees should show willingness to attend such
a training program sincerely.
 Employees should accept the decision taken by management regarding
training program, workshop or conferences.
 Employees should understand that training is provided to them in their
organization to enhance their technical skills, as well as soft skills and hence
they must be serious regarding attending training.
 After getting training or attending workshop / conference, employee should be
implement the knowledge /skill upgraded, in their work.
 Employees should have positive attitude towards attending training and
implementing the knowledge into their job.
 To enhance employees’ soft skills different type of behavioral training
programmes offered to employees like communication skills, assertiveness
and culture sensitivity, etc. The frequency of such behavioral training
programmes is made once / twice in a month. Employees should have active
participation in these programs.
 The result of post training evaluation should be positively taken by employees
and should enhance their skills / knowledge appropriately.
 Employees should respect seniors and their decisions. Except a major problem
in Performance Appraisal, employees should take the decision positively. If
they have any problem regarding Performance Appraisal, they should give
feedback to their authorities.

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(B) To the employers :

 There should be an assessment (pre – post or only post training) for each
training given to the employees so that management can understood the
effectiveness of the training on employees and on the basis of which further
steps / planning will be made for future training programs.
 In few dairies training programs were not followed by evaluation system. Rest
of the dairies had such a system but not in proper manner. So the
managements of dairy units should immediately start evaluation system after
each training program and maintain the level as well confidentiality of the
same.
 The training should be given to each employee without discrimination, like
seniority & type of employment. Employee should get appropriate training
regarding his / her work allotment in due time.
 Training should be taken in proper manner with appropriate instruments /
materials. The training should cover technical as well non – technical aspects
as per the need.
 Training programs should be well equipped and organized. The quality of the
training program should be maintained in form of environment, material,
visual aids and most important trainers. The program should have proper time
period and more contents should be covered as per the need.
 Various methods like Coaching & counseling, project assignment, group
discussion, etc. should be incorporated in the training programs.
 Management allow employees to attend workshop / conference / training
program organized by other agencies outside the campus. Employees who
attend such workshop / conference should get stipend / remuneration as per the
management rule.
 Organizations should encourage employees in their career growth. For
encouraging employees in their career growth, organizations should adopt
Various measures like : “Performance”, “Job Security” , “Further Education”,
“Sincerity”, “Promotion”, etc.
 Organization should provide an opportunity to their employees to shift their
career life if their interest lies in some other existing area.

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 The Performance Appraisal system should be transparent and unbiased.
Methods should be used for performance appraisal are “Confidential report”,
“Grading”, “Check lists” and “Management by objective”. Management
should avoid a method which is influence by personal bias.
 Employers should overcome difficulties experienced by employees regarding
Performance Appraisal like : Judgment bias, Personal prejudice, Criteria
problem, Influence of man’s job, Social differentiation, Miscellaneous biases,
Central tendency problem, etc.
 The Performance Appraisal methods followed in the organizations should be
balanced scorecard method and MBO method. But in some organization /
department Rating scale method was also followed for Performance Appraisal.
This type of method should be avoided.
 An individual employee should evaluate on the basis of his / her adaptability
in the organization, behavior and technical skills.
 Employers should adopt 180 degree feedback to evaluate employees.
Employers should also make environment so that employees can give their
feedback to them without any hesitation.
 Employers should provide good salaries, incentives, fringe benefits and
welfare measures along with satisfied promotion policy, performance based
bonus and profit sharing to their employees.
 With the benefits of life / accident insurance of the employee, employer
should also provide life coverage to their family members along with free
medical facilities. Employer should also give loan to the employee for their
children education and home.
 There should be good canteen facilities in each organization providing
hygienic food to the employees. Employees should also get benefit of
residential quarters with basic facilities like garden, electricity, water supply
and security.
 There should not be any discrepancy regarding wages / salary for any
employee. The salary should be given regularly. Employees should also get all
fridge benefits from the organization.
 The appraisal feedback should communicate to the respective employee.
 All employers should had mentor system intended to help employees in their
career progression.

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Conclusion :

On the basis of above stated findings of the present research work, the researcher
concluded that there is significant difference in training & development practice in
selected dairy units. Amul and Baroda dairy had better training & development
practice as compared to SUMUL, Mother and Dudhsagar dairies.

As far as performance appraisal is concern, Amul dairy had best setup of performance
appraisal followed by Baroda, Dudhsagar, SUMUL and Mother dairy. Except some
benefits, the compensation given to employees is almost same in all dairy units.

Overall Amul and Baroda dairy had better HRD, PA and Compensation practices as
compared to SUMUL, Dudhsagar and Mother dairy.

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