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A STUDY ON HUMAN RESOURCE DEVELOPMENT IN AN ORGANIZATION

(WITH SPECIAL REFERENCE TO KERA FED TRIVANDRUM, KERALA)

Submitted by

VARADARAJA.S
(REG NO-92710631057 )

A PROJECT REPORT Submitted to the FACULTY OF MANAGEMENT STUDIES

In partial fulfillment of the requirements For the award of the degree OF MASTER OF BUSINEES ADMINISTRATION IN HUMAN RESOURCE MANAGEMENT & FINANCE ANNA UNIVERSTY Tirunelveli-627007 July

CERTIFICATE

BONAFIDE CERTIFICATE

This is to certify that this project report entitled A STUDY ON HUMAN RESOURCE DEVELOPMENT OF ORGANISATION with special reference to KERAFED, Trivandrun, Kerala. Submitted in partial fulfillment of the requirement of the degree of Masters Of Business Administration to Anna University, is a bonafide record carried out by VARADARAJA S ( Reg No:92710631057 ) Under my supervision and guidance and I certify that the work done is original.

Place: Date:

Signature of guide

Forwarded by HOD

Internal Examiner

External Examiner

Declaration

DEClARATION

I,VARADARAJA HUMAN

AN

ANALYTICAL

STUDY

ON OF

THE AN

RESOURCE

DEVELOPMENT

ORGANISATION( WITH THE SPECIAL REFERENCE TO KERAFED,TRIVANDRUM,KERALA, submitted to ANNA

UNIVERSITY in partial fulfillment of the requirements for the award of the degree of Master of Business Administration is a record of original research work done by me under the supervision and guidance of Mr. S.G.Starlin Mano, Head of

the department, Department of Management Studies, Maria College of Engineering and Technologies,

Attoor,Marthandom,Tamil Nadu.

Signature of the Guide

Signature of the Candidate

Acknowledgement

ACKNOWLEDGEMENT

First of all, I thank Lord Almighty for his abundant blessings Bestowed upon me for the successful completion of my project report. I would like to express my deep gratitude to our Principal permitting me to undertake this project work. `Dr. Y.SUJAR for

I take this opportunity to express my sincere gratitude to the Head of our Department Mr. S.G Starlin Mano , MBA for his guidance for his valuable advice and timely Cooperation towards the accomplishment of the study.

I extend my sincere thanks to Mr. Prathaban and the administration officer of kerafed for their moral support. I am thankful to all the faculty members of HLL for allowing me to do this project in their reputed concern; I thank everyone for their constant guidance in every aspect of this project. I express my sincere gratitude to my project guide, Mr.S.G.Starlin Mano for his kind co-operation and guidance for preparing this project. I also extend my sincere thanks to all other faculty members of department of management studies and my friends for their support and encouragement.

ORGANISATION NAME

ORGANISATION NAME

KERALA KERAKARSHAKA SAHAKARNA FEDERATION LTD.

KERA TOWER, Water Works Compound, Vellayambalam, Vikas Bhavan (P.O), Thiruvananthapuram (Dist), Kerala State, India. Pin Code- 695 033. Tel:00- 91- (0)471- 2321660, 2326153, 2326209, 2326736 Fax:00-91-(0)471- 2326298

ABSTRACT

10

ABSTRACT

KERAFED is one of the largest coconut oil producers in India.

Its coconut oil complex at Karunagapally in Kollam district houses state-of the art facilities for extraction is one of the largest coconut oil mill in the sub continent with an installed capacity of 200 TPD. KERAFED is the Apex Co-operative Federation of coconut farmers in Kerala. It is the single largest procurer of coconut/copra, produced in Kerala. It increases the income of 29 lakh farmers' families and creates employment opportunities is the industrial sector.

The Human Resource Development (HRD) undertaken as a part of the curriculum was done at The Kerala Kerakarshaka Sahakarna Federation Ltd, (KERAFED) Thiruvananthapuram. This study provides an

opportunity to expose the students to an industry / organization and its operational conditions. This study also aims at having a better understanding of Human Resource Development and its

Functioning.This report consists of a detailed study of the Employees of the company, product profile, organizational hierarchy, various

departments and their functioning etc.

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Contents

12

CONTENTS
Chapter No Title Pages No

Chapter 1

1.1 Introduction 1.2 Scope of the study 1.3 Objective of the study 1.4 Methodology 1.5 Limitation of the study

19 20 21 22 25 27 29 41 49

Chapter 2 Chapter 3

Review of Literature 3.1 Industry profile 3.2 Company profile 3.3 Training and development of Human Resource

3.4 Groth and Performance of workers

53

Chapter 4 Chapter 5

Analysis and Interpretation 5.1 Findings 5.2 Suggestions 5.3 Conclusion Bibliography

57 74 75 76 77

13

List of tables

14

LIST OF TABLES

Table No 4.2 4.3 4.4 4.5 4.6

Contents

Page No

Age wise classification Gender wise classification Experience of employees Satisfaction of the present training programs Table showing the present training programs

61 63 65 67 69

4.7

Necessary for trainings

71

15

List of Exhibits

16

LIST OF EXHIBITS
Exhibit No. 4.2.1 Contents Age wise classification Page No. 62

4.3.1

Gender wise classification

64

4.4.1

Experience of employees

66

4.5.1

Satisfaction of the present training programs

68

4.6.1

Table showing the present training programs

70

4.7.1

Necessary for trainings

72

17

Chapter 1

18

CHAPTER-1
1.1 INTRODUCTION

The organization study undertaken as a part of the curriculum was done at The Kerala Kerakarshaka Sahakarna Federation Ltd, (KERAFED) Thiruvananthapuram. This study provides an opportunity to expose the students to an industry / organization and its operational conditions. This study also aims at having a better understanding of various departments and its functioning. This report consists of a detailed study of the history of the company, product profile, organizational hierarchy, various departments and their functioning etc.

This study proved to be fruitful by familiarizing us to the organization and at the same time it also helped us to create practical awareness.

KERAFED is one of the largest coconut oil producers in India. Its coconut oil complex at Karunagapally in Kollam district houses state-of the art facilities for extraction is one of the largest coconut oil mill in the subcontinent with an installed capacity of 200 TPD. KERAFED is the Apex Co-operative Federation of coconut farmers in Kerala. It is the single largest procurer of coconut/copra, produced in Kerala. It increases the income of 29 lakh farmers' families and creates employment opportunities is the industrial sector.

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1.2 Scope of the study

The study is intended to attain a first hand experience of the overall running of an organization. A detailed analysis of each of the activities performed by the departments is included in the study. It also provides a chance to see the practical constraints faced by the managers while putting theory into practice.

Limitation of the study

1. The company records which are of confidential nature were not provided. 2. Many of their financial audits are yet to be published and this limited the collection of data. 3. Since a face to face interview was conducted, there is a chance of biasing.
4. The busy schedule of the departmental heads restricted collection of detailed information

Period of study

The study was conducted fro29 June 2011 to 29 July 2011

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1.3 OBJECTIVES OF THE STUDY

1. To study about the activities of employees in the organization.

2. To get an overall view of the company performens by the employees

3. To know about the product range of the company and requirement of manpower.

4. To develop an understanding of the management practices followed in various functional areas to develop HR .

5. To understand how the theoretical aspects are put to practice in the organization to get improvements in efficiency of employees.

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1.4 Methodology

HYPOTHESIS

The study should be successful through the collection of primary and secondary data in three phases

1. Collecting information from various manuals, reports, articles etc. 2. Interviewing departmental heads and other staffs for understanding the activities of each department, its structure and the roles played by each of them.

3. The third phase involved visiting operational sites of various departments to get the feel of the departments and the working environments.

PRIMARY DATA

Primary data is obtained through observation or through direct communication with respondents in one form or another or through personal interviews.

The primary data for this study was obtained from: Formal and informal interviews with managers, departmental heads and employees. Direct observation

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SICONDARY DATA

Secondary data are those which have already been collected by someone else and which have already been passed through statistical process.

The secondary data for this study was collected from : Company records Journals Annual reports Internet

Statistical or Hypothesis is necessary for the HRD

A hypothesis is an explanation for a phenomenon which can be tested in some way which ideally either proves or disproves the hypothesis. For the duration of testing, the hypothesis is taken to be true, and the goal of the researcher is to rigorously test the terms of the hypothesis. The concept of the hypothesis is a very important part of the scientific method, and it also holds true in other disciplines as well.

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The important Hypothesis tests are:-

Parametric Hypothesis Tests

Nonparameteric Tests

Parametric Hypothesis Tests

ANOVA

Correlation

Survival Analysis

ROC Curves

Power and Sample size

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1.5 Limitation of the study

1. The company records which are of confidential nature were not provided.

2. Many of their financial audits are yet to be published and this limited the collection of data.

3. Since a face to face interview was conducted, there is a chance of biasing.

4. The busy schedule of the departmental heads restricted collection of detailed information

Period of study

The study was conducted fro29 June 2011 to 29 July 2011

25

Chapter 2

26

CHAPTER-2
2.1 Review of Literature

The coconut palm is one of the most valuable plants to man. In Sanskrit the coconut palm is called kalpa vriksha, which roughly translated means Tree of Life. In India, it provides livelihood to about 10 million people through various activities from its cultivation to processing of its products. All the parts of the coconut tree can be put to useful purposes - the roots, the trunk, the wood, leaves, the blossom and all the parts of the nut.

Two major classes of coconut palm are typically recognized on the basis of stature: tall and dwarf. The ones most commonly planted for commercial purposes are the tall varieties, which are slow to mature and first flower six to ten years after planting. They produce medium-to-large size nuts and have a life span of sixty to seventy years. The dwarf varieties may have originated as a mutation of tall types. The dwarf variety may grow to a height of twenty five to thirty feet and begin flower after three years, when they are only about three feet tall. Their life span is only about thirty years.

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Chapter 3

28

CHAPTER-3
3.1 INDUSTRY PROFILE

The coconut economy of India is in a convenient status. India accounts for 22.34 per cent of the worlds coconut production and is one of the major players in the worlds coconut trade. Currently the crop is grown in 1.91 million hectares with an annual production of nearly 13000 million nuts.

The price of the coconut in the country is dependent on the prevailing price of coconut oil which is characterized by recurring violent

fluctuations. The fluctuation in the price of the coconut oil simultaneously reflects on the price of coconut. The volat ile price situation often ends in the negligence of the coconut gardens, leading to attack of pests and diseases and low productivity. The Coconut Development Board has been playing pivotal role in promoting viable coconut based farming system, on-farm processing and products development. The production and marketing of value added products have started attracting commercial interest and the situation brought rejuvenation in the sector. The market promotional measures undertaken in pursuit of the popularization of health benefits of coconut oil and tender coconut water have attributed a stimulating effect on the less dependency of coconut oil driven coconut economy. There has been a well defined network in the country to undertake the R&D of coconut. The State Agricultural Universities, ICAR Institutes, Agriculture/ Horticulture Departments of States/ UTs, organizations like, NAFED, KERAFED etc. and private institutions contribute to the pursuit of the research and development process of coconut in the count ry.

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The Coconut Development Board has been playing pivotal role in promoting viable coconut based farming system, on-farm processing and products development. The production and marketing of value added products have started attracting commercial interest and the situation brought rejuvenation in the sector. The market promotional measures undertaken in pursuit of the popularization of health benefits of coconut oil and tender coconut water have attributed a stimulating effect on the less dependenc y of coconut oil driven coconut economy. There has been a well defined network in the country to undertake the R&D of coconut. The State Agricultural Universities, ICAR Institutes, Agriculture/ Horticulture Departments of States/ UTs, organizations like, NAFED, KERAFED etc. and private institutions contribute to the pursuit of the research and development process of coconut in the country.

India is the third largest coconut producing country in the world. Country Indonesia Philippines India Brazil Sri Lanka Thailand Mexico Vietnam Malaysia Papua New Guinea Production (MT) 16,300,000 14,500,000 9,500,000 3,033,830 1,950,000 1,500,000 959,000 940,000 710,000 650,000

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STATISTICAL DATA OF COCONUT

All India State-wise Final Estimates of area and production of Coconut

2010-2011 States /Union Territories Andhra Pradesh Assam Goa Gujarat Karnataka Kerala Maharashtra Nagaland Orissa Tamil Nadu Tripura West Bengal A & N Islands Lakshadweep Pondicherry All India AREA ('000 Hectares) 104.0 19.1 25.3 16.4 385.4 897.8 18.0 0.9 50.8 370.6 3.3 24.9 25.5 2.7 2.1 1946.8 Production (Million nuts) 892.0 204.9 125.3 138.3 1209.8 6326.0 273.4 1.2 274.6 4867.1 7.0 323.5 87.1 53.0 27.9 14811.1 Productivity (Nuts/ha) 8577 10728 4953 8433 3139 7046 15189 1333 5406 13133 2121 12992 3416 19630 13286 7608

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Strength of Indian Coconut Industry One of the leading producers of coconuts in the world producing 13 billion nuts per annum. Coconut area distributed in 18 states and three Union Territories under different agro-climatic conditions. 3000 years' tradition in coconut cultivation. Premier coir manufacturing country in the world. Producer of best grade milling copra in the world yielding high grade coconut oil known for its aroma and flavor. Large number of farmer's co-operative societies in primary processing and marketing. Government agencies such as KERAFED, State Trading Corporation, Kerala State Marketing Federation and Karnataka State Marketing Federation in manufacturing and marketing of branded coconut oil in small packs. Hundreds of reputed and established private firms in manufacturing and marketing of various coconut products including branded coconut oil in small packs. Wide range of coconut products both edible and non-edible available for export. Technical know-how and trained manpower for the manufacture of various coconut based products. Good number of cultivars / varieties having specific nut characteristics.

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Coconut Products of India

A large number of coconut products are manufactured in the country which have both domestic and export market. Vinegar and soft drink are manufactured in the country from coconut water. Tender coconut water is another product which is manufactured and marketed successfully.

Coconut Products:

1. Tender Coconut Water 2. Copra 3. Coconut Oil 4. Raw Kernel 5. Coconut Cake 6. Coconut Toddy 7. Coconut Shell based Products 8. Coconut Wood based Products 9. Coconut Leaves 10. Coir Pith

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Coconut Oil Coconut oil makes up about 20 percent of all vegetable oils used in the world. Copra, the dried kernel is the chief commercial product from coconut, which is mainly used for oil extraction. Coconut oil is made from fully dried copra having maximum moisture content of six per cent. For the extraction of oil from copra the common method still prevailing in our country is by using rotary chucks. But the efficient system of extraction of oil is by the use of expellers. Coconut oil is an important cooking medium in Southern parts of the country especially in Kerala State. Besides, the oil has varied industrial applications. It is used in the manufacture of toilet soaps, laundry soaps, surface active agents and detergents, hair tonics, cosmetics, etc. It is used throughout the country as a hair oil as it helps growth of the hair. As a massage oil it has a cooling effect on the body. Owing to these qualities coconut oil has a potential market in the country. Since the price of coconut oil in the international market is very much lower than the domestic price, the quality and attractiveness of consumer packs are important factors to compete in the world market. While the demand for coconut oil for cooking purpose is elastic, its demand as hair oil is inelastic. Coconut oil is marketed in bulk as well as in packs ranging from sachets containing 5 ml. to 15kg tins. The branded coconut oil in small packs is mainly marketed as hair oil and body oil. There are several brands known for their superior grade oil which have export market throughout the world. India has unbeatable quality advantage in this sector. Refined coconut oil is also manufactured in the country for industrial uses. Refined coconut oil is mainly used in the manufacture of biscuits, chocolates and other confectionery items, ice cream, pharmaceutical products and costly paints. Generally, filtered coconut oil is used for cooking and toiletry purposes.

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Virgin Coconut Oil

Virgin Coconut Oil is also made in the country from the milk extracted from raw kernel. This is done on a small scale by the traditional method which is now partially mechanised or on a large scale by adopting wet processing technology. Coconut milk is fermented and then by mechanical process, water is separated from oil. No heating or application of sunlight or dryer is done for the process. The virgin coconut oil is free from trans fatty acid, high in medium chain fats (MCFA) known as lauric acid, which is identical to special group of fats found human breast milk and also rich in vitamin-E. High quality of this oil makes it an ideal massage oil for babies and also for skin and hair applications.

Applications

Cooking Coconut oil is widely used in cooking, the refined oil is the one most commonly used. Manufacturing Coconut oil is used in volume quantities for making soap and cosmetics. Hydrogenated coconut oil is often used in non-dairy creamers, and snack foods. Fractionated coconut oil is used in the manufacture of essences, massage oils and cosmetics Coconut oil is an important component of many industrial lubricants, for example in the cold rolling of steel strip. Cosmetics and skin treatments Coconut oil is excellent as a skin moisturizer and softener. Coconut oil is used for styling hair, and cooling or soothing the head.

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AS A FUEL
Traditional use : Coconut oil is used in oil lamps. In diesel engines Coconut oil has been tested for use as a feedstock for biodiesel to be used as a diesel engine fuel. In this manner it can be applied to power generators and transport using diesel engines. Raw coconut oil can be used as a fuel for generating electricity by remote communities that have an abundant supply of coconuts and milling capacity, provided diesel engines are adapted. Coconut oil is currently used as a fuel for transport in the Philippines Health effects Studies have found that coconut oil can help in weight loss and poison recovery. Antimicrobial effects Coconut oil be used in the treatment of fungal infections. Coconut Oil - Unique & Healthy Coconut oil finds extensive use in food, toiletry and industrial sectors because of its unique characteristics. The numerous qualities of coconut oil reported are: Oil of natural origin Edible in raw form Saturated and stable Pleasing flavour Light colour Pleasant aroma Biodegradable High resistance to oxidative rancidity Sharp melting behaviour Narrow temperature range of melting Skin friendly oil 36

Effective heat transfer agent in frying Better shelf life for fried product Ideal for deep frying Ideal confectionery fat Provides moisture barrier and imparts high gloss for bakery items in spray oil use Carrier and protective agent for fat soluble vitamins Low viscosity Superior baby oil Oldest and most widely used cosmetic raw material Maximum glycerin content Easily saponifiable even in cold Good emollient on skin, skull and hair Gives softness and suppleness to skin on regular massaging Spreads easily on the skin when used as massage oil Excellent base for hair oil Provides gloss to hair Germicidal and antimicrobial property Lowers evaporative loss of water from skin Protects skin from heat Ready penetration into the skin and appreciable water absorbing property Nourishes the hair roots and provides coolness to the body Imparts hardness and lathering property to soaps Illuminant and lubricant Does not leave a smoky flame if used in open lamps Blends well with other oils Potential fatty raw material in chemical industry due to its biodegradable nature Excellent fat source in the preparation of filled milk and infant food formulae Essential for the manufacture of toilet soaps, shaving cream, liquid soaps, natural shampoo and other cosmetics No harmful effects due to reheating Can be converted into diesel fuel Essential ingredient in ghee substitutes

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Nutritional / Medicinal Easy digestibility and absorbability Ideal energy source in baby foods Contains Vitamin E Composed mainly of short and medium chain fatty acids which have desirable qualities and functions Does not contain cholesterol Reduced fat accumulation in body Easily oxidized and therefore a preferred energy source Requires no transport system to absorb, digest and metabolize Very low content of Omega 6 fatty acid

Studies undertaken by the Biochemistry Department, University of Kerala showed that coconut oil: Does not elevate blood total cholesterol Increases blood HDL cholesterol Consumed along with coconut kernel lowers blood cholesterol

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Copra
Copra is the dried meat, or kernel, of the coconut. Copra making can be defined as the systematic process through which the fresh meat coconut containing 50 to 55% moisture is dried in sun or other sources of to bring down the moisture content to 5% to 6% only. Eleven to twelve month old nuts are utilized for copra making to obtain the optimum output of better quality copra. The nuts are first husked to remove the fibrous outer layer of the husk. The husked nuts are then split into halves and the water is drained off. These halves are then kept for half an hour with the open side turned down to ensure that entire water is drained off, if this is not done , some moisture will be retained which will in turn lead to deterioration of copra. The halves or cups are now ready for drying, which should invariably start with in 4 hours after breaking.

Two types of copra namely milling and edible are made in India. Milling copra is used to extract oil while edible grade of copra is consumed as a dry fruit and used for religious purposes. Milling copra is generally manufactured by adopting sun drying and artificial means. Substantial quantity of milling copra is manufactured using modern hot air driers resulting in the availability of superior quality copra which is required for the manufacture of best grade coconut oil. A good number of farmers' co-operative societies are also involved in the manufacture and marketing of milling copra. Milling copra is available in different grades. Edible copra is made in the form of balls and cups. Different grades of edible copra are available in the market according to the size, colour etc. Quality of copra is determined based on moisture content and extend of inferior type of copra.

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Inferior types of copra are generally: 1. Mould effect 2. Immature or rubbery copra made from immature nuts. 3. Insect attacked copra. 4. Discoloured copra. Good quality copra is one which contains not more than 6% moisture. Coconut oil is obtained by crushing copra most efficient method of extraction is by expeller. Various Methods Chucks Rotary Mills Expellers Yield of oil 58% - 60% 62% - 63% 63% - 65%

September 2nd , of every year has been designated as coconut day as per the decision of Asian and Pacific Coconut Community head quarters at Jakarta, Indonesia. Foundation day of APCC also falls on 2nd Sept. A major coconut growing countries including India are the members of the APCC. The celebration of the annual coconut day is aimed at creating more awareness on the importance of the coconut and focusing world attention to this crop to enhance its potential in alleviating poverty, encouraging investment in the sector and promote total development of coconut industry in the member countries. In India coconut development board is taking the lead in the annual celebration of the coconut day.

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3.2 COMPANY PROFILE

Kerala Kerakarshaka Sahakarna Federation Ltd, (KERAFED) was registered under the cooperative societies Act in 1987, with assistance of European

Economic Community, National Cooperative development Corporation and the Government of Kerala.. KERAFED is the Apex Co-operative Federation of coconut farmers in Kerala and is the largest producer of coconut oil in India. The federation started commercial production in 1993. The head office of KERAFED is located in Thiruvananthapuram. KERAFED's coconut oil complex at Karunagapally in Kollam district is one of the biggest such units in India, with a capacity of 200 Tons per day. The primary objective of Kerafed is to organize coconut growers by bringing them under the cooperative umbrella and to provide them with all supplies and services to augment their income base by increased productivity and value additions through the integrated system of production achievement, storage , processing, diversification and marketing of coconut oil and all/any products of coconut palm at a price remunerative to growers and fair to consumers. As the coconut farmers in Kerala were reeling under the strange hold of powerful p country trade cartels that consistently manipulate market conditions and dictate price trend to their advantage , Kerafed aimed at procurement of 50% to60% of the total coconut / copra produced in the state which will be processed at its own processing unit and marketed. KERAFED is the single largest procurers of coconut / copra produced in Kerala from 900 societies all over the state. KERAFED has a good distribution network consisting of stockiest , dealers and suppliers.

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The Objectives of KERAFED are: To reduce edible oil imports. To provide an impulse effect on internal production of coconut. To develop the agricultural potential of Kerala State. To strengthen the co-operative movement. To secure the marketing of coconut and its by-products, thereby assuring economic prices to the growers. To establish and manage infrastructure facilities for production and supply of inputs and processing, manufacturing and marketing products of coconut palm. To undertake research and development activities on production , processing and marketing. Thus to increase the income of 29 lakh farmers' families and create employment opportunities is the industrial sector. For effectively and efficiently carrying out the administrative and operational practices on a day to day basis, the state is divided into three region, .the southern region, the northern region and central region. The southern region consists of the revenue districts - Thiruvananthapurm, Kollam, Pathanamthitta, and Alaphuzha, the northern region consists of Malappuram, Kozhikkode, Wayanad, Kannur and Kasargode districts and the central region consists of Kottayam, Idukki, Ernakulam,Thrissur, Palaghat districts. 300 primary agricultural credit of products and by

cooperatives societies in each region are members of the federation to undertake production, procurement, marketing activities at the farmers level. For processing and product diversification, each region will have one processing plant with a capacity 200 tones of copra per day.

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FARMER FRIENDLY ORGANISATION

For over 29 lakh coconut farmers in the state, Kerafed has been a beacon although, offering them attractive support prices for coconut and copra during unfavorable market conditions, procuring copra under the price support scheme on behalf of NAFED, Government of India and rendering value added services to enhance their earnings through improved

productivity, and by assisting them in production and procurement. Apart from these, the Federation organises periodic extension activities to help farmers, like demonstration farms, training camps, exhibitions, seminars and publication and distribution of bulletins and literature on coconut farming. Also Kerafed reimburses the expenses for establishing copra driers, through the primary agricultural co-operative societies.

Sl.

Members of the Federation no

1 2 3 4 5 6

Government of Kerala Kerala state cooperative agricultural Kerala State Cooperative Agricultural Development Bank Ltd. District Cooperative Banks Ltd. Primary Cooperative Agricultural Bank Primary Agricultural Cooperative Credit Societies 935 Nos.

1 1 1 9 25 898

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Value-Addition unit at the Kerafed Oil Complex Karunagapally


It has been decided that the Kerafed should diversify its activities through a valueaddition project. The 5.4-crore project would help produce 1,000 tonnes of desiccated coconut, 2,100 tonnes of coconut cream and 3,500 tonnes of coconut milk annually. As many as 103 lakh coconuts would be required for the project each year. Fifty per cent of the products were to be sold in the domestic market and the remaining exported. Copra Procurement Process

Farmers or coconut growers

Primary agricultural cooperative society

Mobile Team of Kerafed

Processing,plant /Godown

The coconut farmers deposit their product with the respective Primary Agricultural Cooperative Society and collect the rate of copra prevailing in the market on that particular day. Primary Agricultural Cooperative Society on their part check the quality of the copra and inform the KERAFED about the procurement details. The respective mobile team officers visit the society and collect the same after checking the quality and transactional details. This copra is then transferred to the processing plants.

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Product Profile "KERA" Brand of coconut oil is produced by KERAFED from copra of the finest quality, directly procured from coconut growers in Kerala the land of coconuts. The copra thus procured is processed using the most modern technology. In the selection and processing of copra, KERAFED employs strict quality control measures to ensure product superiority and purity. A unique two stage filtering process is employed by KERAFED to retain the original aroma and flavour of coconut oil for a long period. "KERA" Brand of coconut oil is known for its quality, purity, longer shelf life and reasonable price. Its quality is conformity with the grade specifications laid down by the Bureau of Indian Standards vide IS: 542-1968. Certificate of Authorisation to grade "KERA" coconut oil under AGMARK has also been obtained. Kera, the branded oil from KERAFED, apart from being delivered in packages of 100 ml, 200 ml, 500 ml bottles, half and one litre pouches, 8 ml sachets, one litre pet bottles, 5 kg cans and 15 kg tins, is also marketed in bulk. The raw materials used for these packing are of virgin / food grade, approved by CFTRI, Mysore / other Government approved agencies. Secondary packing is done using 3/5 ply corrugated cartons, as per specifications. Apart from meeting the marketing needs in Kerala , Tamilnadu, Karnataka and Andra Pradesh etc, the programme to popularize the brand in cities like Newdelhi, Banglore, Mumbai and Kolkata is already on the roll. Kera has gone globally with export to Middle East countries. Kerafed had tie up with a leading retail chain in Dubai and Abu Dhabi for the two brands ,cooking oil `Kera' and hair oil `Kera Kesh'.There are also plans to develop more herbal oil products from coconut, as the federation has recently introduced 'Kerajam Kesamrudam' herbal oil in the state. KERA is proud to be patronized by millions as the tastiest of all cooking mediums and the most ideal hair oil. Truly the colour of gold and the smell of yore, KERA enjoys an undisputed plurality of the market share in

Kerala

-a

feat

achieved

by

ultimate

customer

satisfaction.

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A permanent place in the hearts of housewives, chefs and every food loving keralites.
Not resting on the laurels, the thought process is already at work at Kerafed. Plans are afoot to enter into the field of producing highly demanded coconut related products like desiccated coconut, coconut cream, bottled tender coconut water, coconut milk and confectionery products etc. It is hoped that the good will of KERAFED build up by high customer satisfaction by the performance of products like Kera, can be thus employed to conquer newer domains.

Kerafed at a glimpse Integrated development of coconut and coconut products Copra selection as per BIS parameters for processing Most sophisticated processing facilities Quality control laboratory with AGMARK guarantee By far the largest coconut oil mill in India Storage capacity of 2100 tones per day A predominant share of the market in Kerala is enjoyed by Kera, the year at economical rates. Safeguards the interests of over 27 lakh coconut farmers in Kerala

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The Objectives of KERAFED are: To reduce edible oil imports. To provide an impulse effect on internal production of coconut. To develop the agricultural potential of Kerala State. To strengthen the co-operative movement. To secure the marketing of coconut and its by-products, thereby assuring economic prices to the growers. To establish and manage infrastructure facilities for production and supply of inputs and processing, manufacturing and marketing products of coconut palm. To undertake research and development activities on production , processing and marketing. Thus to increase the income of 29 lakh farmers' families and create employment opportunities is the industrial sector. For effectively and efficiently carrying out the administrative and operational practices on a day to day basis, the state is divided into three region, .the southern region, the northern region and central region. The southern region consists of the revenue districts - Thiruvananthapurm, Kollam, Pathanamthitta, and Alaphuzha, the northern region consists of Malappuram, Kozhikkode, Wayanad, Kannur and Kasargode districts and the central region consists of Kottayam, Idukki, Ernakulam,Thrissur, Palaghat districts. 300 primary agricultural credit of products and by

cooperatives societies in each region are members of the federation to undertake production, procurement, marketing activities at the farmers level. For processing and product diversification, each region will have one processing plant with a capacity 200 tones of copra per day.

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FARMER FRIENDLY ORGANISATION For over 29 lakh coconut farmers in the state, Kerafed has been a beacon although, offering them attractive support prices for coconut and copra during unfavorable market conditions, procuring copra under the price support scheme on behalf of NAFED, Government of India and rendering value added services to enhance their earnings through improved

productivity, and by assisting them in production and procurement. Apart from these, the Federation organises periodic extension activities to help farmers, like demonstration farms, training camps, exhibitions, seminars and publication and distribution of bulletins and literature on coconut farming Also Kerafed reimburses the expenses for establishing copra driers, through the primary agricultural co-operative societies.

Sl.

Members of the Federation no

1 2 3 4 5 6

Government of Kerala Kerala state cooperative agricultural Kerala State Cooperative Agricultural Development Bank Ltd. District Cooperative Banks Ltd. Primary Cooperative Agricultural Bank Primary Agricultural Cooperative Credit Societies 935 Nos.

1 1 1 9 25 898

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3.3 Training and development of Human Resource

Organization structure Organization structure is the systematic arrangement of the people working for the organization to achieve predefined goals . The structure has two dimensions horizontal and vertical. The horizontal dimension indicates the departments and vertical dimension indicate hierarchy. Board of Management elected by members of the federation is headed by a Chairman. From those members an executive committee and a Chairman are elected. The federation has to get the approval from the board before implementing major decision. Managing Director appointed by the Government of Kerala is the supreme authority of the federation, normally an outside person. Director (projects) is at the top of the organization hierarchy among the employees of the organization. The departments in KERAFED are:1. Marketing Department. 2. Production Department. 3. Administrative centers. 4. Finance Department.

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ORGANIZATIONAL CHART
MANAGING DIRECTOR

ADMINISTRATIVE OFFICER

FINANCE

MARKETI NG

HR / AO

PRODUCT ION

MANAGER

DIRECTOR

HR / ADMIN. MANAGER

DIRECTOR

ASST. MANAGER

SALES MANAGER

Sr. ASSISTANT MANAGER

MANAGER

OFFICE MANAGER

ASST.MAN AGER

ASSISTANT MANAGER

ASST.MAN AGER

ACCOUNTA NT

OFFICE MANAGER

SENIOR TYPIST

JUNIOR MANAGER

ASST. TYPIST ASSISTAN T ATTANDER ATTENDE R

INSPECTO RS

EMPLOYE ES

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Optimum Utilization of Human Resources Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals.

Development of Human Resources Training and Development helps to provide an opportunity and broad structure for the development of human resources technical and behavioral skills in an organization. It also helps the employees in attaining personal growth.

Development of skills of employees Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees. Productivity Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal.

Team spirit Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees.

Organization Culture Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization.

Organization Climate Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers.

Quality Training and Development helps in improving upon the quality of work and work-life.

Healthy work environment Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal.

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Health and Safety Training and Development helps in improving the health and safety of the organization thus preventing obsolescence.

Morale Training and Development helps in improving the morale of the work force.

Image Training and Development helps in creating a better corporate image.

Profitability Training and Development leads to improved profitability and more positive attitudes towards profit orientation.

nizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organisational policies

better attitudes, and other aspects that successful workers and managers usually display. Models of Training

Training is a sub-system of the organization because the departments such as, marketing & sales, HR, production, finance, etc depends on training for its survival. Training is a transforming process that requires some input and in turn it produces output in the form of knowledge, skills, and attitudes (KSAs).

1. System Model

2. Instructional System Development Model

3. Transitional model

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3.4 Growth and Performance of workers

Employees are the most important asset for the growth of an organisation. Their performance and contribution, plays a very important role in the development of the organisation and making the company keep climbing up the ladder of successes. Like employees are important for an organisation, same ways a job is also very important for the employee to earn his living. It is the only source for the employee to live his life in a more fashioned and a happier way.

Finding the right Job is a very tough task to do, and people across the country face problems in searching the right job for themselves. When an employee comes to an organisation, he is raw for the company, an element, which needs to be polished according to the requirement and environment of the respective organisation. Therefore, the employer needs to work out, on the employee, as how he can be best utilised for adding to the profits of the organisation. Also, there are times, when the employees reach their saturation point, where they get tired of doing the same work each day. At such points, it is the duty of the employers to assess the capabilities of its
employees and see how they can be motivated for work and how their performance can add to the growth of the organisation.

Following are few of the steps, which can help the employers to produce more out of their work force

Evaluate the performance and the job responsibilities of the employee:

It is the duty of the manger or the boss to check and evaluate, whether the job responsibilities and the duties assigned to employee are according to his capabilities. It is important to check, that he is happy with the roles being assigned and have a good hand on his job and is able to do with all motivation. Timely review and feedback of the job assigned to the employee is also important, so that his willingness and views about the work culture and the responsibilities can be judged. It is again imperative to know that the work environment and the behaviour of the other employees are not creating a barrier in the growth of his performance graph.

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Plan out, what needs to be done:

Based on the above evaluation done, the employer needs to plan out what steps can be taken to improve the performance of the employee. Ways should be structured to motivate and add enthusiasm to the work of the employees, so that he is able to give his best output. As per the result of the assessment of the job responsibilities, change in work, in accordance to his interest and capabilities should be added. It is the duty of the employer or the organisation, to see that all its employees are satisfied with the work environment and it also works as a motivational factor to produce profits for the organisation.

Implement the changes required:

After a healthy and a beneficial planning, it's time to implement the changes required. The changes should be done in a way that it does not hurt the emotions of any employee and does not feel offended for the changes done. It should all be done with the positive spirit of adding value to the growth of the organization.

Thus, by following the above steps, it becomes easy for both the employee and the employer to have a positive impact in their work. If the employees are happy with their job, then they would succeed in performing more than required in their tasks, which would at the end turn out to be beneficial for the organization itself. Therefore, it is very important to keep the employees motivated and satisfied to call them as the assets for the company.

Opportunities for growth and development help employees expand their knowledge, skills and abilities, and apply the competencies they have gained to new situations. The opportunity to gain new skills and experiences can increase employee motivation and job satisfaction and help workers more effectively manage job stress. This can translate into positive gains for the organization by enhancing organizational effectiveness and improving work quality, as well as by helping the organization attract and retain topquality employees. By providing opportunities for growth and development, organizations can improve the quality of their employees work experience and realize the benefits of developing workers to their full potential.

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Opportunities for employee growth and development include:


Continuing education courses Tuition reimbursement Career development or counseling services Skills training provided in-house or through outside training centers Opportunities for promotion and internal career advancement Coaching, mentoring, and leadership development programs

Segmentation In the long run, studies show that an employee's performance depends not only on their satisfaction, but is influenced mainly by their commitment to their work and to their employer. Depending on the commitment it is also easier to predict the future employees' behaviour. HRA allows segmenting the employees into four strategically different groups.

Careerists - valuable, dedicated to their job, efficient, but uncommitted to the company.

Loyalists - loyal to the company, supportive and promoting the company, less excitement and dedication to their job tasks.

Passengers - lack dedication to their job and are not devoted to their company. These people may complain.

Leaders - involved and committed to both job and company, most valuable company asset.

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Chapter 4

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Chapter 4
4.1 Analysis and Interpretation

SWOT Analysis

Employees' attitudes findings in particular areas are important, but insufficient for managers' decision-making. HRA by the help of a statistic analysis assess a real importance of the monitored factors.

Main pillars - highly important, positively perceived by the employees. Accepted background - factors of low importance showing high degree of employee satisfaction. Acceptable deficits - rather unimportant, negatively perceived factors. Hidden dangers - highly important, negatively perceived by the employees.

Strength

1. Brand name Kera has a strong brand image. 2. Quality of products. 3. Most modern machinery for oil extraction . 4. Plants have adequate production capacity. 5. Strong network of primary co-operative societies in the state. 6. Product diversification is possible

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Weakness

1. Policy formulation and decision making are much affected by government interference and this result in delay of decision making and implementation. 2. Use of coconut oil, edible oil is much less in North India. So the market expansion on northern region restricted. 3. Many times Kerafed is forced to procure copra at a price greater than the market price, as per the direction of Nafed. 4. Not utilizing the installed capacity of production units.

Opportunity

1. A large portion of the rural population in Kerala is still using the coconut oil obtained from the country chucks (not the brand oil) so there is a huge market potential for brand coconut oil in the segment. 2. Advertisement and promotional activities the market can be expanded to other states. 3. Primary agricultural co-operative societies and co-operative marketing societies form a large network in the country. Through proper coordination of the co-operative societies the federation can enhance procurement and marketing. 4. Adequate support from Nafed, government of Kerala and other agencies.

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Threat 1. Unfiltered coconut oil obtained from country chucks are available in market at low price. 2. There are some arguments that coconut oil as edible oil cause health problems.

3. Heavy competition from private companies. 4. Liberal import policies of Government lead to cheaper substitutes for coconut oil.

Key Areas

HRA maps out a correlation between chosen key areas and commitment not only for the company as a whole but also for individual groups or units. Results enable to understand how employees perceive their company, company management, immediate superiors and their job. The interview scheme covers the following topics: Communication and information, Duties, Internal environment, Education, System of rewards, work conditions, Company management, Total satisfaction with the work.

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HRA offers:

* Overall situation and general attitude of employees within the particular organization,

* Independent view on employee attitudes and their evaluation, * Information about employees satisfaction and commitment, * Deep understanding of employees motivation,

* Detailed analysis of specific employees segments, * Ways to strengthen employees commitment, their performance and company prosperity.

HRA can be applied in a way that exactly corresponds to the company situation. All in accordance with company capabilities and preferences.

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Table No: 4.2 Age Wise Classification


Age 20-30 31-40 41-50 Above 50 Total No: of Respondents 28 10 15 7 60 Percentage 46 16 25 11 100

Interpretation: As per the Age wise classification 20 30 age groups are working in the company more than the other groups.

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Chart No: 4.21

Age Wise Classification


50 45 40 35 30 25 20 15 10 5 0 20-30 31-40 41-50 Above 50 20-30 31-40 41-50 Above 50

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Table No: 4.3

Gender wise classification

Gender

No: of respondents

Percentage

Male Female

35 25

58.3 41.6

Total

60

100

Interpretation: As per the Gender wise classification 58.3 % of employees are Male and 41.4 % are Female. It shows the Female employees strength in this company and their willingness to work and contribute their ideas for the company growth.

63

Chart No: 4.3.1

Gender Classification
70 60 50 40 Male 30 20 10 0 Male Female Female

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Table No: 4.4 Experience of Employees

Experience 1 Year 2-4 Year 4-6 Years Above 6 Years Total

No: of Respondents 14 8 28 10 60

Percentage 23 13 46 16 100

Interpretation: Most of the employees are having experience more than 4 years. It shows the quality of their work. And they are able to help others for learning methods handle different and difficult situations.

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Chart No: 4.4.1

Experience of the Employees


50 45 40 35 30 25 20 15 10 5 0 1 Year 2-4 Year 4-6 Years Above 6 Years 1 Year 2-4 Year 4-6 Years Above 6 Years

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Table No: 4.5 Satisfaction of the present Training program

Particulars

No: of respondents

Percentage

Yes No

42 18

70 30

Total

60

100

Interpretation: Current training programs are not fully satisfied every workers and only 70 % of workers are fully satisfied.

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Chart No: 4.5.1

Satisfaction of the present Training program


0 0

30%

70%

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Table No: 4.6 Table Showing the Present Training Programs

Particulars

No: of respondents

Percentage

Adequate Good

35 19

58 31

Poor

10

Very poor

Total

60

100

Interpretation: Employees are satisfied with present training programs but they expect new methods for reach the training objective to all the employees in the same manner.

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Chart No: 4.6.1

Present Training Programs


70 60 50 40 30 20 10 0 Adequate Good Poor Very poor Adequate Good Poor Very poor

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Table No: 4.7 Necessary for Training

Particulars

No: of respondents

Percentage

High necessary Necessary

18 30

30 50

Unnecessary

12

20

Total

60

100

Interpretation: 30 % of employees are expressed high necessity of the more training programs and 50 % of employees are required more training programs.

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Chart No: 4.7.1

Necessary for Training


60 50 40 High necessary 30 20 10 0 High necessary Necessary Unnecessary Necessary Unnecessary

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Chapter 5

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Chapter 5
5.1

FINDINGS

1) KERAFED gives maximum benefits to the coconut farmers and at the same time provides high quality value added products to the consumers.

2) Employees are not sufficient for the current requirements of the company.

3) Trade profit is less than the previous year. So the company is not able to more facilities or benefits for their employees.

4) Permanent and temporary staffs are self motivated so they contributing maximum inputs of their efficiency for the growth of the company.

5) Kerafed not using any camicals in their products so it is very difficult to keep and storage for a long period. So the company is not completely utilising manpower in the some fields of organisation.

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5.2

SUGGESTION

The company must strengthen its employment capacity to find new markets. The company should Recruit more employees and place at right position. The company should conduct more traing programmes for their employees to update their knowledge.

Build a foundation. Its important to build a solid foundation for the employees so they feel invested in the company. Tell them about the history of the business and vision for the future. Ask them about their expectations and career goals, as well as how can help them feel part of the team. When any new employee starts, make sure he or she receives a thorough welcome orientation.

Create a positive environment.

Promote an office atmosphere that makes all employees feel worthwhile and important. Dont play favorites with your staff. Keep office doors open and let folks know they can always approach you with questions or concerns. A happy office is a productive office.

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5.3

CONCLUSION

During the period of my study at KERAFED , I got an opportunity to understand different functions of a reputed business organization. This report covers areas that are very important in a manufacturing firm.

The Kerala Kera Karshaka Sahadarana Federation Limited No : 4 370 ,is one of the indias premier coconut oil companies , and has an all important role in the industrial as well as social scenario in Kerala. The primary objective of the federation is to provide maxinun benefits to the coconut farmers and also high quality products to the consumers. The socio-economic development of the state is greatly dependent on the prosperity of such industries. KERAFEDS oil mill at karunagapally is the largest oil mill in the state with an installed capacity of about 200 tonnes per day. Profit maximization is the prime objective or the aim of every organization. At the same time it is the fact that only with the customer satisfaction, the company is able to achieve this aim. Therefore from the organization study it is clear that t o some extend KERAFED is able to reach this goal.

I express my sincere thanks to my guide who have helped me from beginning to the end of my study in Human Resource Development. I also extend my thanks to the entire staff of KERAFED for providing me relevant information for conducting the study.

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BIBLIOGRAPHY

Journals

Annual Reports

Company records

WWW. Kerafed.com

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QUESTIONNAIRE
Name Address : :

1) Age :

a) 20 30

b) 31 40

c) 41 50

d) Above 50 years

2)

Gender :

a) Male

b) Female

3) Experience :

a) 0 - 2

b) 2 - 4

c) 4 6

d) Above 6 years

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4) Satisfaction on the present training programs ?

a) Yes

b) No

5) Level of satisfaction on the present training programs?

a) Adequate

b) Good

c) Poor

d) Very poor

6) Necessary level of training?

a) High necessary b) Necessary

c) Un necessary

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