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INTRODUCTION TO MILKFED
The Punjab state co-operative Milk Producers Federation Ltd. Popularly known as MILKFEDPunjab came into existence on 1st December 1973 with the twin objective of providing
remunerative milk market to the milk producers in the state by value addition and marketing of
produce on one hand and to provide technical inputs to the milk producers for enhancement of
milk production on the other hand.
The setup of the organization is a Two-Tier system.Milk producers Cooperatice Societies at the
village level ,eleven Milk Unions at the District Level and the Federation as an Apex Body ath
the State Level.Milkfed Punjab has continuously advanced towards its covered objectives well
defined in its byelaws.
Although the Federation was registered in 1973 but it came into its real self in the year 1979-
1980 and at that time there were 448 Milk Producers Cooperative Societies at the village level
with membership of 310000.The average Milk Procurement during that year was 70000 litre per
day.
The State was covered under Operation Flood in the year 1983 to give the Farmers a better
deal and our valued customers better products.The turn over of the Federation along with its
affiliated District Co-op.Milk Union was Rs. 523crore during the year 1999-2000.Today,the
farmers are getting better prices because of increased turn over and there by making increased
profits.
MILKFEDS PROMISE
Milk was always there in Punjab in plenty and lots to spare.So it flowed in to thousand of homes
but a price not so good for toiling farmers.Milk exchanged hands through those of middlemen
who took away a major part of the farmers profits.This was what made MILKFED to step in.
We know that farmers deserve much more and the things could always be better with little more
planning,controlling and with the aid of modern technology.
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IN THE INTEREST OF FARMERS
Milkfed with its network of 5800 village Milk Producers Cooperative Societies and over 3 lac
milk producers from the strong network which not only provides assured market to milkproducers but also carries inputs to milk production enhancement at their doorsteps.
EMPLOYMENT
Milkfed and its unit has a work force of about 5000 employees.Every morning and evening milk
is lifted from the village through private transport vehicles,which is providing a regular
employment to about 600 transporters ,most of whom are self-employed people .Similarly,
seminators and first aid workers are also finding employment and at the same time providing
input service to Milk Producers right in the villages.More than 5000 village Cooperative
societies are having 10000 workers to man there milk procurement and technical inputs etc.
INPUT SERVICES TO MILK PRODUCERS
In addition to milk procurement ,processing and marketing of milk and milk products the
federation is also providing technical input services to the specific target group(Milk Producers
Cooperative Members).In order to save milk animals form heat stress Animal cooling units have
been provided to Milk Producers ,which have given good results.Usual fall in milk productionduring summer months has been fairly checked and controlled.
TECHNICAL INPUT PROGRAM
The federation and its affiliated Milk Unions are providing technical input services like animal
health care,artificial imsemination services ,supply of balanced cattle feed,supply of quality
fodder seeds and vaccination against diseases and prophylactics to the specific target group
(Milk Producers Cooperative Members) at their doorsteps with a view to increase milk
production and milk procurement.
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BREED IMPROVEMENT PROGRAM
The federation has strengthened the Frozen Semen station with the financial assistance from the
Technology Mission on Dairy Development 986 elite buffaloes have been selected from various
milk sheds for breeding them with the semen of progeny tested buffaloes.HI-Technology
embryo transfer facilities have been produced.This facility in long run will make substantial
improvement in the breed ok milch animals,thus contributing to the enhancement of milk
production in the state.
FODDER SEED DEVELOPMENT
As a result of continuous extension of dairying,the farmer are fully convinced about the
importance of high yielding forages for increasing the milk production at low cost,thereby
getting a substantial margin for the trade.The fodder development activities initiated by milkfed
have created a good demand of improved fodder seeds in Punjab.
Milkfed established its own seed processing to grade fodder seed at production of 15-16 M.T.
per day.
TECHNOLOGY INFORMATION,FORCASTING AND ASSESSMENT
COUNCIL(TIFAC) FOR IMPROVING QUALITY OF MILK
Milked Punjab on behalf of milk union Ludhiana has started a project has started a project
sponsored by Technology Information,forcasting and assessment council,a Govt. of India body
for improvement of milk quality and yielding through better milk farm management in Punjab.A
modern dairy demonstration and training center is also being setup for practical training of the
farmers at Punjab Agriculture University at a total cost of Rs. One crore .Milkfed and its
affiliated District Cooperative Milk Union,Ludhiana has taken a bold initiative by signing an
agreement for a combined project with capital outlay of Rs.2 crore with TIFAC.The project has
very fascinating possibilities ,as the project is first of its kind in the country.It is likely to serve as
a model and direction for the entire country since we have to improve drastically,Theproductivity and quality in milk production to be globally competitive in the changed
environment.
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It is a composite project aimed at improving dairy farm practices include better housing,farm
management and feeding to enhance the productivity of the live stock as well as to provide a
clean environment for cleaner milk production.
MARKETING ACTIVITIES
Milkfed is serving the nation and the consumers through its network or regional offices and
strong distribution channels.MILKFED markets a wide variety of products which includes
liquid milk,skimmed milk powder,whole milk powder,ghee,butter,cheese,lassi,SFM,ice-cream
etc.The annual turnover of verka has crossed 600 crores.Verka is a brand leader in milk powders
particularly in north eastern sectors and the SMP marketed by competitors which includes
multinational as well as private trade and other cooperative federations.New Verka has has
survived on the sheer strength of its quality,freshness and purity and ofcourse its homemade taste
nad all this at the most affordable prices.To people today ,Verka is a part of there everyday lives.
THE EXTENSIONS OF THE BRAND
After winning faith of countless customers.Verka did not stop,as there was scope for
more,changing times brought new trends,needs,tastes and hopes.Verka dymanic as ever,tooacquired newer forms,by adding value to milk to satisfy a quality-conscious society.Milkfed is in
its continuous effort to diversify from the traditional milk products to more value added products
namely frozen dessert ,spiced cheese spread ,the flavoured fruit yogurt,processed cheddar
cheese,cheese spread and there were milk powder like dairy whitener,skimmed milk
powder.Health drinks like verka vigor,verka lassi,sweetened flavoured milk a mango frink called
raseela.Then there were verka curd,and a whole lot of different flavoured ice-creams.Milk had
never meant so much before.
EXPORT OF MILK PRODUCTS
With competition in the national market zooming ,efforts to export products have been
made.MILKFED has established its ghee market in Middle East.Verka ghee reaches all the
Emirates and is available in almost all supermarkets.The penetration is so deep that verka ghee is
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available in far off labour camps.In addition to ghee,SMP was also exported to Asian countries
like Philippines,Bangladesh and Sri Lanka.
ADOPTION OF INTERNATIONAL QUALITY
MANAGEMENT SYSTEMS
During the post liberalization period,MILKFED in order to keep a pace with all-round
development,decided to go in for certification of various Milk plants and Cattle feed plants under
International Standards.The Milk Plant Ludhiana was the first dairy plant in the country to get an
ISO-9002 certificate.Thereafter with the introduction of HACCP ,decision was taken that besides
taking certificate under ISO-9002 ans IS-15000(HACCP).It is a matter of pride that till date six
milk plants and two cattle feed plants have already obtained this certification.Rest of the
cooperative sector milk plants are also in progress to get this honour.
PAYMENT OF DIVIDEND
Since 1993-1994 MILKFED is paying dividend to its share holders including the state govt. for
the year 2007-08 with the approval of the administrator.The federation has already paid
dividend@4% to its shareholders with the approval of the general body of MILKFED.
ADOPTION OF INFORMATION TECHNOLOGY
The computerization in MILKFED was started during 1987-88 with the installation of two main
frame computer systems at Milk Unions,Jalandhar and Milkfed head office to process the data of
nearby Milk Unions.With the introduction of personal computer during 1992-93 in milkfed,The
data processing has been decentralized at milk unions level.The activities like Milk
billing,payroll,financial accounting,marketing of liquid milk,sale of products through
dealers/milk bars and different M.I.S reports to govt. and other quarters have so far been
computerized.
MILKFED is leading inn software development and providing training for handling the softwareapplication and software packages.The office automation packages on window based are being
used in MILKFED and Milk Unions.More than 300 computers have been installed at Milkfed
and Milk Union.The computer have been interlinked under local area network at Milkfed head
office and Milk union ,Ropar,jalandhar,Ludhiana,Amritsar.For the faster communication and
transfer of data,the computers at Milkfed and eight other Milk Unions have been interlinked
through Modem.
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The federation has also executed implementation of entrepreneur resources planning (ERP)
solution on worlds one of the best software package SAP in Milk Unions,Mohali and Ludhiana.
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PRODUCTS
Range of verka Milk Products:
MILK
CHEESE AND PANEER
GHEE AND BUTTER
MILK BASED DRINKS
MILK POWDER
ICE-CREAM AND SWEETS
CURD
FRUIT DRINKS
LASSI NAD WHAY DRINK
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BRIEF HISTORY OF MILKPLANT AT CHANDIGARH
Milk plant ,Chandigarh was established in the year 1962 by Punjab Govt. to provide hygienically
prepared milk and milk products to the upcoming city of Chandigarh.The activity of liquid milk
supply was shifted to milk plant,Mohali during 1979-80 .Punjab Dairy Development
Corporation(PDDC) transferred the milk plant in the month of April 1983.Since then the history
of Milk plant Chandigarh remained chequered one with the setting up of aseptic packaging
station.
In the month of march,1991 this milk plant was recommissioned and the production of icecream
was started with substantial enhanced capacity.In order to introduce the verka Icecream in the
market and to create awareness amongst the people of Chandigarh and its satellite towns,Mohali
and Panchkula,aggressive market campaign was started with the planned marketing.Now
position is that Verka icecream has become a favourite brand.
PRESENT ACTIVITIES OF PLANT
The major activities at the plant are manufacturing of icecream sweetened flavoured milk.Fruit
drinks,lassi,raseela,manufacturing of large quantity of kajupinni and milkcake and are also
sweets,marketing of products of other plants like ghee,table butter and processed cheese etc.
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CHAPTER 2
VERKA
-ITS-
NETWORK
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VERKAITS NETWORK
Verka is having an apex body at the state land known as Milkfed Punjab Chandigarh .To start
with the function in various fields of different districts and to operate with dairying and dairy
fields i.e. Operation flood- with the assistance of national dairy cooperation(NDC),delhi and later
on it is launched to operation flood -2nd
which is affiliated to Punjab Milkfed.It helps to its
affiliated district Milk cooperations .These eleven District unions are:
1.Ropar
2.Patiala
3.Ludhiana
4.Faridkot
5.Ferozpur
6.Sangrur
7.Bathinda
8.Gurdaspur
9.Hoshiarpur
10.Jalandhar
11.Amritsar
The unions are in eleven district of the state carry out smooth functioning of marketing
,procurement cattle breeding programmed through district Co-operation Unions(DOC).
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Milkfed is having two cattle-feed factories i.e.
1.Khanna
2.Ghaniyan ka Bangar,Gurdaspur
It has its one seed production and processing plant at bassi(Fatehgarh sahib).
Moreover it has got centralized exotic cattle farm and sperm stations at khanna which distribute
semen straws to its affiliated unions and adjoining states.
Under this programmed development in dairying and dairy technology i.e installation of plant
,Milk chilling centers and impartation of dairy equipments as well as know how of cattle
breeding sytems was familiarized to the common man and advanced milk producers.
So the whole development program is carried out through its own controlled factories realte to
various fields.All units are having well equipped to maintain its good quality of products as par
requirements laid down by ISI.
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CHAPTER 3
VERKA
ORGANIZATION HIERARCHY
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ORGANIZATIONAL NETWORK
For the smooth running of the plant ,various sections are managed by the management.Each and
every activity is delegated to particular section.It is impossible for top management to take
decisions on every problem,so various tasks are delegated to various sections.These sections are
interrelated to have frequent contacts with one another and its easy to share the information they
need to coordinate their jobs.These integrated task teams handle there problems that makes the
supervision easy.
The following are the sections in Verka:
a.Procurement section
b.Production section
c.Quality control section
d.Marketing section
e.Accounts section
f.Personnel section
g.Engineering section
h.Purchases section
i.Store section
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CHAPTER 4
VERKA
PRODUCT RANGE
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PRODUCT RANGE
The milk Plant Chandigarh has the following line of products :-
Product Quantity
Milk
Tonned 500 ml
Skimmed 500 ml
Premium 500 ml
Standard 500 ml
Lassi
Plain 1 ltr
Namkeen 250 ml
Spicy 250 ml
Cheese
Cekatainer 250 gms
Bricks 1 kg
Kheer
250 gms
125 gms
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Curd
200 gms
400 gms
Curd premium
400 gms
Paneer
200gms
1 kg
Ice-Cream
Kulfi
Lollies
Bricks 500gms,250gms
Gallons 5 ltr
Ghee
kg tin
1 kg tin
kg mom
1 kg mom
2kg tin
5 kg tin
15 kg tin
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Gulab Jamun
kg tin
1kg tin
3.7 kg tin
Ras Gulla
kg tin
1kg tin
3.7 kg tin
Milk fruit Drink
Mango Raseela 200ml tetra pack
Pineapple 200ml tetra pack
Lichi drink 200ml pack
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CHAPTER 5
VERKA
TRAINING AND DEVELOPMENT
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TRAINING AND DEVELOPMENT
Training is a distinct form of development .Training is a short term process utilizing a systematic
and organized procedure by which non-managerial personnel learn technical knowledge and
skills for a definite purpose.Development is a long term educational process utilizing a
systematic and organized procedure by which managerial personnel learn conceptual and
theoretical knowledge for general purpose.
Development is a future oriented training focusing on the personal
growth of the employee.
Training refers to instructions in technical and mechanical operations of a machine.It is designed
primarily for non-managers.It is for a short duration and for a specific job related
purpose.Development,on the other hand,involves philosophical and theoretical concepts and it is
designed for managers.It involves broader education and its purpose is long term development.
Training helps an individual learn how to perform his present job satisfactorily.Development
involves preparing the individual for a future job and growth of individuals in all
respects.Training is mostly the result of initiatives taken by the management.It is not the result of
some outside motivation.It is a result of internal motivation.
Development compliments training because human resources can exert there full potential only
when the learning process goes far beyond simple routine.Training is,thus a reactive process
whereas development is a proactive process.Development is future oriented training ,focusing on
the personal growth of the employee.
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OBJECTIVE OF TRAINING
The training objectives are laid down,keeping in view the companys goals and objectives.But
the general objectives of any training programme are as follows:
1.The basic objective of training is to help develop capacities and capabilities of the employees-both new and old by upgrading there skillsand knowledge so that the organization couldgainfully avail of their services better for higher grade professional,technical,sales or production
positions from within the organization.
2.Training aims to help existing employees in improving the level of performance on there
present job assignments.In case of new employees ,training has its objective to provide them
with basic knowledge and skill they need for an intelligent performance of there specific tasks.
3.The aim of training is not only providing new knowledge and job skills to the employees ,but
creating in them self consciousness and a greater awareness to recognize there responsibilities
and contribute there very best to the organization they serve.
4.Sometimes,it may not be possible for the management to fill in some important work positions
from the outside.Under such conditions ,the apprenticeship programmes aiming at improving the
skills of the present employees come to the aid of the company to tide over the position by
making available there requirements for the personnel from within the organization.
5.The main objective of training is to bring about efficiency and effectiveness in an organization
,so that the organization may remain competitive in highly competitive market situations and for
the achievement of organizational goals.
6.Training plays a significant role in dynamic companies which are more than often on the run
for there survival,to bring about technological changes like automation ,highly mechanized and
computer oriented systems ,which may in there turn create new problems ,new methods,new
procedures,new equipments,new skills and knowledge,new jobs,new products and service all
these make the functioning of training a must in an organization as otherwise,the employees will
find themselves to be helpless to handle new jobs and adapt themselves to the changes ,they may
feel frustrated and compelled to leave there jobs.
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NEED AND IMPORTANCE OF TRAINING
Training of the employees is essential because work-force is an invaluable asset to the
organization .Training is necessary for the following reasons:
1.Increased productivity : Training improves the performance of the employees.Increased skilland efficiency results in better quantity and quality of production.A trained worker will use the
materials in an economical way.
2. Higher employee morale:A training worker derives happiness and job satisfaction from his
work.He feels happy when his performance is upto the mark.This also gives him job security and
ego satisfaction.the employees will probably look after a worker who performs well.All these
factors will improve the employee morale.
3.Less supervision:The degree of supervision for a trained worker would be less .He will not be
dependent upon the supervisor for minute details and may carry on his work himself.On the other
hand ,an untrained worker will need constant watch and he will require the guidance of the
supervisor very often.
4.Less wastage:Untrained workers may waste more materials as compared to the trained workers
and may damage machineds and equipment.Accidents generally happen due to the deficiency of
the worker and not the machine .A trained worker will know the art of operating the machine
properly.He will use the machine and the material in a systematic way.
5.Easy adaptability:The technological advancements will require new approach to work.The
methods of work are constantly undergoing a change.This will necessitate the adaptability of the
workers to changing work environment.A trained worker can be more adaptable to change to anuntrained worker.The former can easily learn new work related techniques with a little bit of
guidance.
6.Reduced turnover and absenteeism:Labour turnover and absenteeism are mainly due to job
satisfaction.When a worker is properly trained he will take keen interest in his job and can derive
satisfaction from it.A satisfied person may not like to leave his job and try at a new place.
7.Employee development:Training also helps in the development of the employees.It first helps
in locating talent in them and then developing it to the maximum.The adaptability of the worker
will help him in working on new and improved job.If a worker learns fast then he would be ableto develop his talent and improve his performance.
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M.J.Tessin has explained the following benefits of training in his paper Once again why
training published in training Feb 1978.
BENEFITS OF TRAINING TO THE ORGANIZATION
1.Leads to improved profitability and more positive attitude towards profit orientation.
2.Improves the job knowledge and skills at all levels of the organization.
3.Improves the morale of the work force.
4.Helps people identify with organizational goals.
5.Helps create a better corporate image.
6.Fosters authenticity,openness and trust.
7.Improves relationship between Boss and subordinates.
8.Aids in organizational development.
9.Learns for the trainees.
10.Helps prepare guidelines for work.
11.Aids in understanding and carrying the organizational policies.
12.Provides information for future needs in all areas of the organization.
13.Organization gets more effective decision making and problem solving skills.
14.Aids in development for promotion from within.
15.Aids in developing leadership skills,motivation,loyalty,better attitudes and other aspects that
successful workers and managers usually display.
16.Aids in increasing productivity and quality of work.
17.Helps keep the cost down in many areas.
18.Develops a sense of responsibility to the organization for being competent and
knowledgeable.
19.Improves labour management relations.
20.Reduces outside consulting costs by utilizing competent internal consultation.
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BENEFITS OF TRAINING TO INDIVIDUALS
These benefits will ultimately benefit the organization:
1.Helps the individual in making better decisions and effective problem solving .
2.Through training and development ,motivational variables of
recognition,achievement,growth,responsibility and advancement are internalized and
operationalized.
3.Aids in encouraging and achieving self-development and self-confidence.
4.Provides information for improving leadership,knowledge,communication skills and attitudes.
5.Increases job satisfaction and recognition.
6.Moves a person towards personal goals while improving interactive skills.
7.Satisfies personal needs of the trainer and the trainee.
8.Provied the trainee with an avenue for growth.
9.Develops a sense of growth in learning.
10.Helps a person develop speaking and listening skills,also writing skills when exercises are
required.
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BENEFITS IN PERSONAL AND HUMAN RELATIONS,INTRA-GROUP
AND INTER-GROUPS RELATIONS AND POLICY IMPLEMENTATION
1.Improves communication between groups and individuals.
2.Aids in orientation for new employees and those taking new jobs through transfer and
promotion.
3.Provides information on equal opportunity and affirmative action.
4.Provides information on other government laws and administrative policies.
5.Improves interpersonal skills.
6.Makes organizational policies,rules,regulations viable.
7.Improves morale.
8.Builds cohesiveness in groups.
9.Provides a good climate for learning ,growth and coordination.
10.Makes the organization a better place to work.
STEPS IN SYSTEMATIC TRAINING PLAN
A training plan essentially involves seven steps:
1.Determing the training needs.
2.Establishing the training policies.
3.Setting goals and objectives of training.
4.Preparing training budget.
5.Deciding about the training.
6.Deciding about the methods and techniques to be deployed in training.
7.Determining methods of evaluating training.
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CHAPTER 6
VERKA
OPPURTUNITIES AND THREATS
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OPPURTUNITIES AND THREATS
The major activities at the plant are manufacturing of ice-cream sweetened flavoured
milk,lassi,raseela,sweets,manufacturing of large quantity of kaju pinni and milkcake and alsomarketing of products of other sister plants like ghee,table butter and processed cheese etc.
OPPURTUNITIES:
1.The milk plant is having a vast product range due to which the customers are satisfied in a very
good manner.
2.The milk produced has a goodwill due to which it can introduce various products without much
difficulty.
THREATS:
1.There is extensive competition in the market.At present the major players in the dairy market
are amul,Britannia,Milktime,Vita etc.
2.The import is being made easy budget after budget.The sale of the plant is likely to be affected
with availability of foreign products in the Indian market.
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CHAPTER 7
VERKA
PLACEMENTS
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PLACEMENTS
The selection procedure ends with the placdement of the worker to the job.Placement is the
process of assigning a specific job to a selected candidate.In simple words placement means
sending an employee to a particular department for work.It also implies assigning rank and
responsibility to an individual .Matching the requirements of the job with the qualification of the
candidate is the essence of placement.
According to Pigore and Myers Placement is the determination of the job to which an accepted
candidate is to be assigned and his assignment to the job.
PRINCIPLES OF PLACEMENT:
A few basic principles should be followed at the time of placement of
a worker on the job.Given below.
1.Man should be placed on the job according to the requirements of the job.The job should not
be adjusted according to the qualifications or requirements of the man.Job first ,man second
should be the principle.
2.The job should be offered to the man according to his qualification.The placement should not
be higher nor lower than the qualification.
3.The employee should be made conversant with the working conditions prevailing in the
industry and all things relating to the job.He should also be made aware of the penalties if he
commits any wrong.
4.While introducing the job to the new employee ,an effort should be made to develop a sense a
loyalty in the employee so that he may realize his responsibilities toward the job and the
organization.
5.The placement should be ready before the joining date of newly selected persons.
6.The placement in the initial period may be temporary as changes would be made after the
completion of the training.The employee may be later transferred to the job where he can do
better justice.
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Problems in Placement:
The main problem with placement arises when the recruiters look at
the individual but not at job.Often individual does not work independent of the others.Jobs in this
context are classified into two categories:-
1.Independent jobs: In independent jobs ,non-overlapping routes or territories are allotted to each
employee e.g. In sales field.In such situation,The activities of one employee have little bearing
on the activities of other workers.Independent jobs do not pose great problems in
placement.Each employee has to be evaluated between his capabilities and interests and those
required on the job.The objectives of placement will be:
a.To fill the job with people who have atleat the minimum required qualification.
b.People should be placed on the job that will make the best possible use of there
talents.Given available job and HR constraints.
2.Dependent jobs:Dependent jobs may be sequential or pooled .In sequential jobs the activities
of one employee are dependent on the activities of the fellow employee .assembly lines are the
best example of such jobs.
Hr specialist must use assessment classification model for placing newly hired employees.In
order to match individual with jobs,This model suggests the following steps:
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