Bangalore

Internship Report on EFFECTIVENESS OF INDUCTION PROGRAM

Biopharma (India) Pvt. Ltd Tumkur road, Yeshwanthpura, Bangalore

Prepared by: Registration No: Batch:

SOWJANYA P 11SBCM10088 JAN 2011-13

Under the Guidance of Prof. ASHA P Industry Guide: KVVYS Nararyana, Head Human Resources.

In partial fulfilment of the Course-Industry Internship Programme (IIP) in Semester II of the Management of Business Administration (Batch: Jan 2011-13)

Management of Business Administration

Industry Internship Programme (IIP)

Declaration

This is to declare that the Report titled INDUCTION PROGRAM has been made for the partial fulfilment of the Course: Industry Internship Programme (IIP) in Semester II (Batch: January 201113) by me at KEMWELL BIOPHARMA (INDIA) PVT. LTD under the guidance of Prof. Asha P.

I confirm that this Report truly represents my work undertaken as a part of my Industry Internship Programme (IIP). This work is not a replication of work done previously by any other person. I also confirm that the contents of the report and the views contained therein have been discussed and deliberated with the Faculty Guide.

Signature of the Student

Name of the Student (in Capital Letters)

SOWJANYA P

Registration No

11SBCM10088

Management of Business Administration

Certificate

This is to certify that Mr. / Ms. ___________________ Regn. No. __________ has completed the Report titled ___________________________________________ under my guidance for the partial fulfillment of the Course: Industry Internship Programme (IIP) in Semester II of the Management of Business Administration (Batch: Jan 2011 2013).

Signature of Faculty Guide:

Name of the Faculty Guide:

ACKNOWLEDGEMENT

I avail this opportunity to offer my sincere thanks and deep sense of gratitude to all those who guided me through the completion of my project- A STUDY ON EFFECTIVENESS OF INDUCTION PROGRAM AT KEMWELL

First of all, I take immense pleasure in thanking Alliance University for having permitted us to carry out this project work. I am grateful to KEMWELL BIOPHARMA(INDIA) LTD for giving me such a golden opportunity to work on this project. I would like to express my sincere gratitude to my Industry guide Mr.KVVYS Narayana, Head-Human Resources for being kind enough to find some time for me despite his busy schedule and his dynamic guidance has helped me a lot and to our Internal Guide of industry analysis, Prof. Asha Pfor her able guidance and useful suggestions, which helped me in completing the project work, in time.

I hereby express deep gratitude to all those who helped us directly or indirectly in completing this assignment.

S.NO TABLE OF CONTENTS 1 2 EXECUTIVE SUMMARY INTRODUCTION 2.1 PHARMA INDUSTRY OVERVIEW

PAGE NUMBER 06 07 10 11

2.1A) GLOBAL SCENARIO 2.1B) INDIA 12 21 38 44 47 48 64 65 66 67 68 72

2.2 COMPANY OVERVIEW 3 PROJECT PROFILE 3.1 OBJECTIVES OF THE STUDY 3.2METHODOLOGY 4 5 6 7 8 9 10 OBSERVATIONS AND ANALYSIS FINDINGS RECOMMENDATIONS CONCLUSION LEARNING OUTCOME ANNEXURE REFERENCES

EXECUTIVE SUMMARY
Kemwell is a leading provider of contract manufacturing and development services for pharmaceutical products in India and Sweden, founded in the year 1980, headquartered at Bangalore, India. It is one of the largest formulations contract manufacturers in India serving Blue-chip multinational/Indian pharmaceutical companies for over 20 years. This report represents the effectiveness of Induction Program in Kemwell and an overview on Pharmaceutical Industry. The pharmaceutical industry in India is playing a major role in the healthcare area of the nation. It has grown from a mere Rs.1,500 crores turnover in 1980 to approximately Rs.1,00,611 crores in 2009-10. The pharmaceutical industry in India ranks 3rd in the world, in terms of volume and contributes 10% to the global pharmaceutical production; in terms of market value it ranks 14th, with a global market share of 1%. One reason for the lower value share is due to the lower cost of the drugs in India, as much as 50% less as compared to other global companies. The acceptance of the patent laws and the rise in demand has enabled Indian pharmaceutical companies to experience high market growth. As part of Human Resource function, Induction Program is the first line of defense when it comesto bringing the right people into the organization. A well-planned and well-structured Induction provides employees a sense of belongingness and leads them towards the greater productivity and motivation. It improves the personality, attitude, communication and other behavioral characteristics that fit the organization. The aim of Induction is socialization of employees to the organizations procedure and culture and it becomes imperative for the company to conduct the induction program. The study was done withKemwells employees and employers who have joined the company and the research instrument used for the preparation of this project is Questionnaire. The major findings of the study are that most of the employees are satisfied with the training and procedures followed in the company. Management is always approachable to the queries of the employees and provides greater guidance to them.

2. INTRODUCTION EFFECTIVENESS OF INDUCTION PROGRAM

The induction program in an organization is to assist the employee in getting adapted and familiarized with the organizational behaviour and management and motivate in the process of "settling down" in an organization. It always gives an enormous pressure and stress to the new joinees in their new venture in coping up with the new situations and demands as well as fears of looking fragile and ignorant. It is a well-known fact that during the course of this settling-in period, a new employee is highly unlikely to be effective or fully productive and may even leave the organization if strong feelings of uneasiness creep through. Therefore, an effective induction program plays a very important role in an organization as real cost savings can be made on avoidance of accidents caused through unfamiliarity, rapid achievement of full productivity and avoidance of costs incurred in unnecessary recruitment to replace lost employees. Objectives of Induction Training: Induction training helps to minimize what might be called the reality shock that the new employees will have to face the consequences due to the wide disparity between what was expected and what the real situation turned out to be and enables a newcomer to be compatible and resilient towards the untoward and intractable situations. The idea is to extend the new employees a feeling of "at home" in the new business, social, and cultural environment. Effective induction training reduces the anxiety and apprehensive uneasiness of new employees by providing them ample information on the job environment and supervisors, introduces them to co-workers, and encourages them to be interrogative and motivated. Induction enables the new hires to become productive to the company with in a short period of time.

 Good induction training will create a favorable impression on the firm and its work culture, which will in turn help to form a good healthy relationship between the employee and the organization. Effectiveness of induction training also has a lasting effect on absenteeism and turnover.

Induction is a socializing procedure by which the organizational culture is introduced to the individual explaining its achievement of its objectives and the individual seeks to make an agency of the organization for the achievement of his/her personal goals.

The purpose of induction is to ensure the effective integration of staff into or across the organization for the benefit of both parties.

Effective induction programmes contain the following elements: Physical Orientation - describing where the facilities and resources are Culture Orientation - details of the organizations history, mission, values and standards Product Orientation - details of products and services provided and customers served Team Orientation - showing how the employee fits into the team/department Role Orientation - showing how the employees role impacts on the business Job Description - detailing a clear outline of job role and work requirements/responsibilities Health and Safety - provision of information as a legal requirement Explanation of terms and conditions with provision of full details such as Staff Handbook.

Methods of Orientation program: 1. FORMAL ORIENTATION Formal orientation has a structured program 2. INFORMAL ORIENTATION Informal orientation employees are directly put on job 3. INDIVIDUAL ORIENTATION Individual orientation preserves individual differences. 4. COLLECTIVE ORIENTATION Collective orientation is likely to develop homogenous views. 5. SERIAL ORIENTATION In serial orientation an experienced employee inducts a new hire 6. DISJUNCTIVE ORIENTATION In disjunctive orientation new hire do not have predecessors to guide them. 7. INVESTITURE ORIENTATION Investiture orientation seeks to ratify usefulness of characteristics that the person brings to the new job 8. DIVESTITURE ORIENTATION Seeks to make minor modifications in the characteristics of new hire. Induction plays a vital role to the newly joined employees at the time of introduction to the new recruit about the organization. Based on the Induction, the organizations reputation will go further to the public. Induction is the process by which new employees are integrated into organization so that they become productive as soon as possible.

2.1 PHARMACEUTICAL INDUSTRY OVERVIEW The pharmaceutical industry is the worlds largest industry estimated at US $773 billion. The industry is considered as a high-technology and knowledge-intensive industry. The players in the pharmaceutical industry include: branded drug manufacturers, generic drug manufacturers, firms developing biopharmaceutical products, non-prescription drug manufacturers, and firms undertaking contract research. The pharmaceutical industry is characterized by a highly risky and lengthy R&D process, intense competition for intellectual property, stringent government regulation and powerful purchaser pressures.

HISTORY The pharmaceutical industry develops, manufactures and commercializes medicines approved for use as drugs. Pharmaceutical companies can deal in generic and brand medications. They are subject to a variety of laws and regulations regarding the patenting, testing and marketing of drugs. The earliest drugstores are form the middle ages. The first known drugstore chain by Arabian pharmacists in Baghdad in 754 AD was opened, and many more soon put into operation during the medieval Islamic world, and finally to medieval Europe. Most of todays pharmaceutical companies were in the late 19th and 20th century, founded. Key discoveries of the 1920s and 1930s, such as insulin and penicillin, became mass produced and sold. Switzerland, Germany and Italy had particularly strong industries, with Britain, the USA, Belgium and the Netherlands following suit. From 1978, India took over the primary centre of pharmaceutical production without patent protection. The Indian Pharmaceutical industry is the world's third largest by volume and is likely to lead to the manufacturing sector in India. India's bio-tech industry with 17% growth clocked a turnover of Rs.137 billion ($ 3 billion) in fiscal year 2009-10 over the previous fiscal year. Bio-Pharma was the largest contributor to generate 60% growth in the industry at Rs.8, 829 crore, followed by bio-services to Rs.2, 639 crores and organic agriculture in Rs.1, 936 crore. The first pharmaceutical companies, Bengal Chemicals and Pharmaceutical Works, which still exists today as a state of five drug manufacturers, was published in Calcutta in 1930. The industry remained relatively small scale until the 1970s when it began to expand to a greater extent, legislation, which came on strong patents, cover both the process of specific product in most

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countries to enforce Pharmaceutical manufacturing became concentrated with a few large companies with a dominant position in the world and with a few companies, the drug in different countries. The pharmaceutical industry in 1980s through the economy and new regulations put pressure to convert the security and the environment, but also by new DNA chemistry and new technologies for the analysis and calculation. In 1980, drugs for heart disease and AIDS were challenges for the regulators and a faster approval process. Managed Care and Health Maintenance Organizations (HMOs) had put efforts for concentrate on new drug discovery and increase in the development of preventive and maintenance medications. In 1990, there is increase in mergers and acquisitions and also increase in the use of contract research organizations for clinical development and even for basic R & D. At the end of the 20th century, total health care became a cooperative venture among many participants like medical personnel, health care facilities, insurance providers, managed care providers, health maintenance organizations and patients play a key role in this industry. At the beginning of 21st century, the pharmaceutical industry clearly recognizes the need for enhancement of human capabilities. To maximize competitiveness, a number of major changes in the industry like joint ventures and licensing agreements between the companies. 2.1A) Global Scenario: The global pharmaceuticals market is worth US$300 billion a year and they forecast it and raise to US$400 billion within three years. The top 10 largest companies acquires one-third of the market having the sales more than US$10 billion per year and profit margin is nearly 30%. Currently the companies are spending one-third for sales and remaining part is spending on research and development. One of the main problems in the global pharmaceutical industry is that spending more on promotional spending compared to public information on health by pharmaceutical companies. Another problem is that there is neglecting the R&D in the area of diseases which are neglected. The global pharmaceutical market research has been done by many pharmaceutical companies and reports a significant growth in the FY11. The forecasting indicates pharmaceutical market growth of about 4-6% and established markets including the US, UK and Japan, together account for 30% of the global demand for pharmaceutical companies. The global pharmaceutical market sales are expected to grow at 4-7% CAGR (Compound Annual Growth Rate) through 2013. This industry growth is driven by stronger growth in the US market and is based on the macroeconomics. Global pharmaceutical market value is expected to expand to $975+ billion by 2013.
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The sales of pharmaceutical industry are growing at a fast rate in India, China, Malaysia, South Korea and Indonesia due to the rising disposable income, several health insurance schemes and there is high competition among top pharmaceutical companies in the region. The Indian pharmaceutical industry is further expected to grow by 10% in the year 2010.

2.1B) INDIAN PHARMACEUTICAL INDUSTRY

The pharmaceutical industry in India currently tops in science based industries with wide range of capabilities in drug manufacturing and technology. We have almost every type of medicines available in India, ranging from antibiotics to complex cardiac compounds. In India, the pharmaceutical sector has more than 20000 registered units. It meets about 70% of countrys demand for bulk drugs, drug intermediates, pharmaceutical formulations, chemicals, tablets, capsules, orals and injectables. Approximately, we have about 250 large units and 8000 small scale units. Indias Pharmaceutical industry is now the 3rd largest in terms of volume, 14th in terms of value in the world and 17th in terms of pharmaceutical export value. The Indian Pharmaceutical industry has been performing exceptionally well with turnover rising from about Rs.10 crores in 1948 to Rs.1,17,000 crores in 2010. Pharma exports are booming at Rs.62,500 crores. There are over 10500 manufacturing units in India across 3000 Pharma companies which make competitive market. The industry provides employment to over 42 lakh persons directly and indirectly. Table 1 shows the number of Formulation units and Active Pharmaceutical Industry Units in India Active Pharmaceutical Formulation Units API Units

Industry units Rajasthan Gujarat West Bengal Andhra Pradesh Tamil Nadu 1928 1129 694 472 472 1211 397 62 98 98

Even other states also having units. Above mentioned are top five. Source: www.idma-assn.org/Speech.pdf

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contribution taken by Gujarat consists of 1129 formulation units and 397 Active Pharmaceutical Industry units. Sequentially other states like West Bengal, Andhra Pradesh, and Tamil Nadu are in the top five in having these units. There is also a contribution of other states of these units (FU, API) Over 60000 formulations and 400 bulk drugs are there in India which covers every therapy segment at comparatively low prices with quality products. There are around 1200 in-house R & D centres. About a third of total R & D investment by the global Pharmaceutical industry, estimated at US$ 4050 billion, could be made in India over the next 10 years. Contract research in India is growing at an annual rate between 20 to 25%. Clinical trials represent 65% of this market and new drug discovery makes up the remaining 35%. India having many comparative advantages over its neighbours, including an educated workforce, the worlds largest democracy and second largest population, the worlds tenth largest economy, a sophisticated IT sector and a young, entrepreneurial class to take advantage of the country on-going economic liberalization. The middle class of India is 350 million which is larger than the US population. By 2020, 47% of Indians will be between the ages of 15 and 59, compared with 35% in 2010. And there is another estimate that by 2023, India will have over 500 million employable populations, simultaneously the working age of US and China are projected to shrink. Such that we can conclude that India destined to have the worlds largest space for workers and consumers. India's Other Advantages for off shoring Low-cost skill base Current Good Manufacturing Practice (cGMP) and U.S. FDA compliance levels High visibility in generics High-quality, compliant manufacturing Strong financial position with ability to scale up Manufacturing capacity Access to new technologies Cost efficiency and track record Industry position Recognition of product patents Lower prices have been a significant factor in the rapid uptake of generics. For example, in Europe though generic products contribute to 50% of market sales by volume, they contribute only 20% to overall value sales, suggesting the huge cost benefits brought about by generics. At present, India produces some of the lowest prices and extremely affordable drugs in the world, especially because labour costs are 50% to 55% cheaper than in the west. Industry experts indicate that infrastructure

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costs are 40% lower and fixed costs are estimated to be 12 to 20% less compared to US and Europe. This is because due to high competitive market in India. India is already recognized as the global supplier of quality affordable generics drugs. With the world most eager to benefit from Indias Performance and Potential to deliver world class quality affordable and services in pharmaceutical industry, in Clinical Trials, in R&D, in IT, in Services etc. Indias objective will be fulfilled as the Outsourcing Capital of the World Patent The Indian Patents Act, 1970 provides patent protection in India. The same is in accordance with the provisions of the TRIPS agreement. The recent conferment of product patent along with the process patent is an example of such compatibility. Further, the provisions of international patent application and compulsory licenses are also confirm with the TRIPS Agreement. Thus, the interest at large has also been taken care by Indian Patents Act, 1970 such that there is no need to frighten from product patent of medicines. Interesting parts in this Act was opposition proceedings, compulsory licensing, parallel imports. In 2005, The Patent (Amendment) Act is introduced, conforming to Indias commitment to WTO, reintroduced product patents for pharmaceutical products. To ensure that patents are not granted for mere discovery of a new form of a known substance this doesnt result in the enhancement of the substance, also safeguards the continued availability of Indian generic drugs and their early approvals. IDMA has consistently recommended a Dual Pricing system wherein only Patented Products which are likely to create a monopoly are kept under price control and prices of all other drugs are monitored allowing markets and competition to decide the affordable prices. Government Intervention We can emphasis that IDMA has been working with the Government of India, and to develop the industry and increase the growth of our pharmaceutical industry to its full potential. Such that, government will come up with a new pharmaceutical policy which will take the Indian Pharmaceutical industry to become first position in Pharmaceutical Industry of the world. Research and development is the key to the future of Pharmaceutical industry. The pharmaceutical sector which improves in life expectancy and healthy all over the world are the result of a constantly increasing investment in research. These relate to availability of excellent scientific talents who can develop combinatorial chemistry, new synthetic molecules and plant derived candidate drugs. The growth in this industry in India is high because of domestic demand like growing population, increase in income, demand for quality healthcare service, and change in lifestyle. Scope and Importance
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Over the years, pharmacy has grown in the form of pharmaceuticals sciences through research and development process. It is related to product as well as services. The various drugs discovered and developed are its products and the healthcare (in terms of services). This sector involves all the stages that are associated with the drugs like discovery, development, action, safety, storage, marketing, packaging etc. In India, this sector is among the future economy drivers. It is committed to deliver high quality drugs and formulations at an affordable price. So, the pharmaceutical industry is booming. The transformation of the sector from conventional pharmacy to drug experts, which is both desirable and necessary to reach the global standards which shows the admirable progress. After LPG (Liberalisation, Privatization and Globalization) have helped the Indian pharmaceutical industry to achieve international recognition which is approved by USFDA and are listed in NASDAG. Indias Pharma manufacturing skills are recognised by various countries and Indian companies are welcomed to market their products there. It is borne by the following Facts: As on Mar. 2011, India has filed 2489 type-II Active DMFs for a total of 632 molecules with US FDA The largest number of US FDA approved facilities outside US are in India USP has also set up excellent facilities in Hyderabad 1/3rd of all DMFs & 30% of all approved ANDAs during 2008 & 2009 in US are from India, ranking next only to USA. 153 EDQM (European Directorate of Quality Medicine) Bulk drug facilities have been approved The country has 153 EDQM approved facilities for 195 molecules out of the total 693 molecules approved by EDQM. India also has over 1,200 WHO GMP Certified Plants

Classification of Indian Pharmaceutical Industry The Indian pharmaceutical industry can be classified into organized and unorganized sectors. And again organized sector divided or classified into MNCs and Indian companies. On the basis of the product manufactured, this industry is classified into two types.

1) Bulk drugs: Just they are the raw materials for preparing or manufacturing drugs.

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2) Formulation: This is nothing but, combination of bulk drugs in a particular measure for preparing or manufacture of formulations.

Formulations constitute 81% of the total industry and remaining contributes for Formulations in the Indian pharmaceutical industry. In India, the pharmaceutical industry has about 2400 licensed manufacturers and more than 1Lakh drugs. On the basis of formulations, the pharmaceutical industry can further classified into: Prescription Medicines: the formulations are prescribed by the qualified medical practitioner (also known as ethical formulations) Over-the-Counter medicines: They can be dispensed even in the absence of prescription like Crocin, Saridon, and Dolo Cold.

On the basis of formulation patent, pharmaceutical industry can be classified as Branded formulations: These formulations run by a single pharmaceutical company and they are ethical formulations prepared using a bulk drug under product patent. Generics: These formulations do not contain any patented bulk drug and these formulations can be manufacture by more than one company.

Major players in Indian Pharmaceutical Industry The major players in the Indian Pharmaceutical Industry are shown below. These companies are arranged based on the sales. 1. Cipla 2. Ranbaxy Laboratories 3. Dr.Reddys Laboratories 4. Sun Pharma 5. Lupin Ltd 6. Aurobindo Pharma 7. Glaxo SmithKline

Cipla: Cipla was founded by Khwaja Abdul Hammed in 1935 and was known as The Chemical, Industrial and Pharmaceutical Laboratories. Cipla was registered in 1935 as a public limited enterprise and it
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began with an authorized capital of Rs.6lakh. In 1937, the Cipla began manufacturing and marketing its pharmaceutical products. At present, the company is operating across India such as Mumbai, Goa, Patalganga, Jurjumbh, Bangalore and Vikhroli. Apart from its strong presence in the Indian market, Cipla also has an wide spread of export market and regularly exports to more than 150 countries in regions such as North America, South America, Asia. Europe, Middle East, Australia and Africa Ranbaxy Laboratories: Ranbaxy is among the predominant pharmaceutical companies in India and was founded I 1961. Ranbaxy is a research based pharma giant and become a public limited company in 1973. It was recently ranked among the top 10 international pharmaceutical companies in the world have across 49 countries. It is also reputed for its 11 state-of-the-art manufacturing facilities in countries like China, India, Brazil, South Africa and Nigeria. The company has also won several awards and recognition for its pioneering initiatives in the developing markets of the world. In the present scenario, Ranbaxy commands more than 5% share of the Indian Pharmaceutical market. Ranbaxys product portfolio is diverse and includes drugs that cater to nutrition, infectious diseases, pain management, cardiovascular ailments, dermatology, and central nervous system related diseases. Ranbaxys operations in India are designed under as many as 9 SBUs which take care of the various categories of medicines and drugs and the company is well-known for having the highest research and development budget among Pharma companies in the world which is as high as US$ 100 million. Dr. Reddys Laboratories: Dr. Reddys Laboratories is one of the popular pharmaceutical companies with base in more than 100 countries. The medicines of Dr. Reddys Laboratories Limited are easily available all across the globe. This company is very much customer friendly. It commercialized various treatments so as to provide high tech treatment to the masses. It tries to meet the medical needs of the people. Headquarters is in India and the subsidiaries of this company are found at various countries like US, Germany, UK, Russia and Brazil. Throughout the world, Dr. Reddys Laboratories have representative offices in 16 countries and third party distribution in 21 countries. Sun Pharmaceuticals: Sun Pharmaceuticals was set up in 1983 and the company started off with only 5 products to cure psychiatric illness. Sun Pharma is known worldwide as the manufacture of speciality Active Pharmaceuticals Ingredients and formulations. The company is concerned with chronic treatments such as cardiology, psychiatry, Ingredients (API) include peptides, steroids, hormones and anti-cancer drugs and their quality is international approved. The international offices of Sun Pharmaceuticals

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Industries Ltd. are located in British Virgin Islands, Russia and Bangladesh. In India, the offices are in vapi,Silvassa, Panoli, Ahmednagar and Chennai. There are 3 major group companies of Sun Pharmaceuticals Industries are: Caraco Pharmaceuticals Laboratories (based in Detroit, Michigan) Sun Pharmaceuticals Industries Inc. (Michigan) Sun Pharmaceuticals (Bangladesh)

Aurobindo Pharma: Aurobindo Pharma, an India-based private pharmaceutical company having presence around the world. Aurbindo Pharma was set up in the year 1986 and started its operations in 1988-89 in Pondicherry, India. Now, the company is headquartered at Hyderabad, India. It is one of the most respected generic pharmaceuticals and active pharmaceutical ingredients (API) manufacturing company of the world. It operated in over 100 countries across the world. Further, the pharmaceutical covers the major markets over 180 APIs and 250 formulations throughout these destinations. Aurobindo Pharma products cover segments like Antibiotics, Anti-Retro Viral, CVS, CNS, Gastroenterological, and Anti-Allergies. Glaxo SmithKline (GSK) Established in 1924 in India Glaxo SmithKline Pharmaceuticals Ltd is a US $45 billion company globally. The GSK India product portfolio includes prescription medicines and vaccines. Prescription medicines range across therapeutic areas such as anti-infective, dermatology, gynaecology, diabetes, oncology, cardiovascular disease and respiratory diseases. GSK's vaccines division is ranked first in a fast-growing vaccines market.

Growth prospects According to a McKinsey study, the Indian pharmaceutical industry has grown up to US $ 25 billion in 2010 whereas the domestic market is likely to more than triple to US$ 20 billion by 2015 from the current US$ 6 billion to become one of the leading pharmaceutical markets in the next decade. In 2011-12, Indian domestic pharmaceutical market is expected to grow at a CAGR of nearly 16%. The clinical trial market in India reached $1 billion in 2010. Over the last 5 years the Contract research and manufacturing services (CRAMS) industry has been contributing close to 8% of the total Indian pharmaceutical business. Developed countries are expected to further propel the CRAMS industry to grow at a CAGR of nearly 32% from 2006 to 2013 as India offers global pharma companies both quality and cost advantage. Already, India has the largest number of US Food and
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Drug Administration (US FDA)-approved plants outside the US, with over 100 facilities and the contract manufacturing market to reached $ 900 million in 2010. Patented drugs, which had no share in the pharmaceutical market, are expected to have a 10% market share in 2012. Driven by factors such as rising rural incomes and a strong distribution network, Indias rural pharmaceutical market is experiencing a strong growth. The product patent regime will encourage the Indian companies to invest more in Research and Development. STATE WISE: Concentration of Pharmaceutical Manufacturing Units in India 36.4%: Others 29.7%: Maharashtra 14.4%: Gujarat 7.2%: West Bengal 6.9%: Andhra Pradesh 5.4%: Tamil Nadu Table 2 shows the Concentration of Pharmaceutical Manufacturing Units in India (Source: nppaindia.nic.in/directory-nppa.pdf)

Concentration percentage of Units in India

7% 7% 14% 5% 37% Others Maharashtra Gujarat West Bengal Andhra Pradesh 30% Tamil Nadu

Key Statistics of Indian Pharmaceutical Market Annual Turnover Rs. 226 b Growth rate 5.2% Exports Rs. 141 b Future projections Rs. 1200 b (by McKinsey)
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Share of World Pharma market 1.0% in value 8% in volume terms Global ranking 13th in value terms 4th in volume terms Number of Generic Brands over 60,000 in 60 therapeutic categories Number of units - 10,000 out of which approximately 300 in organized sector OTC market Rs. 35 b growth 18-20% Alternative medicine - Herbal / Ayurveda market Rs. 38 b Per capita drug expenditure Rs. 220 per annum

(Source: http://www.pharmaceutical-drug-manufacturers.com/pharma-industry-statistics/ )

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2.2 COMPANY OVERVIEW KEMWELL BIOPHARMA (INDIA) PVT. LTD. (Source: Company Manual) Key Facts about the company: Corporate Headquarter Year Founded Facilities Employees Customers Countries Services Regulatory Approvals Bangalore, India 1980 4 in India, 1 in Sweden over 1000 worldwide Include 5 of the top 10 pharma companies Supply to over 80 countries worldwide Pre-formulation development to commercial manufacturing USFDA, EU, NDA and Japanese Regulations

About Kemwell Kemwell is a leading provider of contract manufacturing and development services for pharmaceutical products in India and Sweden and is one of the largest formulations contract manufacturers in India serving blue-chip multinational/Indian pharmaceutical companies for over 20 years. Mission Statement: To be the leading global partner to pharmaceuticals and biotechnology industries offering services ranging from Formulation Development to cGMP complaint commercial manufacturing. Vision Statement: Kemwell would like to be a knowledge based organization that continuously achieves economic value for stakeholders by optimizing resources through operational excellence, enable by technology and driven by continuous innovation meet employee customer satisfaction.
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Value Statement: Built on integrity, respect and responsibility Kemwell commits to: Manufacturing and developing high-quality products in a cGMP-conforming plant meeting applicable regulatory requirements. Assuring security of supply by efficient supply chain management. Providing superior customer service and support Performing services in a transparent, efficient, and cost-effective manner. Hiring, training, and retaining the most capable talent in the industry to provide the customers with the highest level of expertise possible and long-term continuity of personnel. Being highly flexible in all the services to serve customers needs to the fullest extent. Maintaining integrity and honesty in dealings with each other and with clients, suppliers, Government officials and others. Continuously innovating to provide solutions to the customers manufacturing and development problems through our staffs extensive experience. Respecting the requirement of secrecy regarding IP and building foolproof internal systems and policy controls to safeguard confidentiality Contributing 10% of total pretax earnings annually to support the community

Board of Directors: Chairman and Managing Director: Mr. AnuragBagaria Chief operating officer: Mr. S.K. Raman Finance Director: Mr. S.K. Chandak Former MD GlaxoSmithKline, India: Mr. HumayanDhanrajgir Based in Sweden with 30 years of experience at AstraZeneca and Pharmacia: Mr. Peter Oldentoft

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Organization Structure of the company

Managing Director Finance Director

COO

Vice President

Chief Finance Manager

ENGG. Manager

GM

SCM/Vice President

Project VP

SSU-OC OSU LDU-AGM-QC

AGM

OCU Head

EHS Sr. Manager Manager ER-OC

DGM Accounts SSU/QA HR. Sr. Manager LDU Manager Dy. Manager SSU/OSU Asst. Manager R.SSU/QC SSU/P

Biologies Sr. Manager SCM Manager Project Asst. Manager

HR Asst. Manager

SSU

Asst. Manager (production)

LDU QC

LDU Dy. Manager

Kemwell is a 100% customer oriented company with deep expertise in contract development and manufacturing services for pharmaceutical products. Headquartered in Bangalore, India Kemwell has four facilities in India and one in Sweden catering to 5 of the top 10 pharma companies in the world. Throughout the journey, company has maintained its pure-play status as a 100% contract services provider without foraying into any branded products of

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their own. This has strengthened the core values and work culture that the Customer comes first always. Today Kemwell services companies such as Allergan, Bayer, GSK, J&J, Pfizer and Novartismanufacturing 4 of the top 10 brands sold in India and employing over 1000 people worldwide. This is how Kemwell provides the services:

Services provided by Kemwell

The Kemwell Commitment: Keeping You Competitive Kemwell has the experience, expertise and infra-structure in place to meet Customers every need. The following development and manufacturing solutions can keep Customers competitive: Quality: Speed:
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Guarantee highest standards of quality and compliance Benefit from high customer service levels

Value: -

Reduce time between drug development and commercialization Shorten lead times for an efficient supply chain

Do more with less in R&D and manufacturing Innovate to streamline manufacturing

Kemwell is the best partner for pre-formulation studies, formulation development, stability studies, analytical support, clinical batch production and commercial-scale manufacturing or packaging. Through Collaboration and Innovation, Kemwell meets every challenge successfully, refusing to rest until the customer is satisfied. Development Services: New formulation development Analytical method development and validation Transfer of analytical methods Stability studies (as per ICH guidelines) Microbiology services (MLT, PET, Sterility testing) Process development/Scale up Raw material and packaging component testing and release Clinical supplies Dossier preparation QP release

Pharmaceutical Industry: The pharmaceutical industry is one which develops, produces and markets medicinal drugs. They are subject to a variety of laws and regulations regarding the patenting, testing and marketing of drugs. The pharma industry has two distinct functions: Research and Development (R&D) Manufacturing Drug Development:
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East and West combined to find you the perfect solution Kemwells pharmaceutical development labs in India and Sweden are led by a management team with the necessary experience, scientific knowledge, vision and steadfast commitment to meet the customer needs. The management team guides Kemwells scientific workforce composed of highly experienced and well-qualified professionals who spearhead resources from India and Sweden to find the best solution. Kemwells experienced scientist has developed formulations and analytical methods for conventional and specialized dosage forms. Analytical testing methods are designed to meet your exact specifications, while supporting rapid development timelines. Kemwell offers a wide range of services: formulation and process development, development and validation of analytical method, clinical supply, scale up, process validation and stability studies in accordance with the relevant guidelines (such as ICH). Kemwell also support outsourcing needs from discovery to clinical supplies to regulatory filing, guaranteeing quality, speed and value. Oral Care R&D: A successful collaboration In 2008, Kemwell set up a new R&D facility in Bangalore, India in partnership with one of the worlds leading pharmaceutical companies, GlaxoSmithKline (GSK). This R&D centre has been set to cater to GSKs global oral health care development projects, with the facility and staffing put in place by Kemwell in six months. Kemwell was selected by GSK owing to senior management commitment to diversification and innovation, its ability to deliver a new GMP facility and skilled manpower and commitment to planning, delivery and quality. Manufacturing services: Tablets Capsules Suppositories Liquid Orals Semi-Solids

Packing Services:
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Blisters: ALU-PVC, ALU-PVC/PVDC, ALU-Aclar, ALU-ALU, ALU/PE-ALU/PE, ALTrilex (COC/PVC/PVDC) Containers: Glass bottles, Plastic bottles, Aluminum and Plastic Tubes. Sachets/pouches Drums

Manufacturing & Packaging: Kemwell says Our Experience and Expertise, at Your Service Contract manufacturing is an excellent way to bring the product to market quickly and efficiently. Whetherpeople are looking for modifying existing products, add a new product to portfolio, or increase current manufacturing capacity. The Kemwell team is prepared with critical resources including people, facilities and equipment and the company have expert solutions in product development, sourcing, manufacturing and distribution from facilities that are certified by USFDA, EU, NDA and Japanese regulatory authorities. By providing high levels of customer service and quality, accurate documentation and delivery on time, Kemwell can guarantee a reliable commercial supply. Kemwell also offers a range of packing solutions to address the challenges faced by the pharmaceutical industry. Itfulfils specific requirements by providing high and low throughput packing lines. Quality is the foundation of success: Kemwell meets current good manufacturing practices (cGMP) as per international quality guidelines and continues to visit in people, process and equipment to ensure that Kemwell remains a quality leader of or business. Quality system is the foundation system of companys operations and through SOPs training and a range of process controls and ensure that all products meet the highest quality standards. The company is dedicated to strict cGMP compliance and the methods, facilities and controls used for manufacturing, packaging and holding of all finished pharmaceuticals produced at Kemwell are in accordance with global cGMP regulations. Employee training programmes, equipment and process validation and self inspection programmes are part of Kemwells commitment to quality assurance. The entire company is committed to an on-going quality improvement process. Special emphasis is placed on thorough documentation and review of the entire manufacturing and control process.

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Documents are received and updated as necessary to fulfil customer requirements and to maintain highest compliance standards. Oral Solids Facility Uncoated, Sugar-coated, film-coated (solvent and bi-layer tablets) Hard gelatin capsules filled with powder, granules, pellets or tablets Batch sizes from 500gm to 1000kg Clinical trial material supply Solvent and aqueous granulation Blister packing including child-resistant packs Bottle packing in various sizes with CRC, Press-fit and screw capping capability Controlled ad psychotropic drug substances can be handled

Kemwells Facilities From modern facilities, teams of highly trained and qualified staff provide a wealth of experience to ensure high quality service is provided throughout the manufacturing process. Oral solids facility in India has been approved by the EMEA and is ready for USFDA certification. In Sweden the facility has been inspected by USFDA, EMEA and Japanese regulatory authorities.

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Indian Facilities New Oral Solids Facility:Kemwells new oral solids facility is a state-of-the-art facility built in Bangalore to manufacture up to five billion tablets and capsules for global supply. The facility received the EU GMP certificate from the Swedish health authority in November 2008 and has successfully shipped products to the European Union. Covering over 15,000 sq.mt. The facilityhas been designed to marry flexibility with stringent measures for contamination control. Liquids Facility:Kemwells liquids facility has been supplying to customers since 1995 and has benefited from continuous investments in process improvements and in process improvements and expansions. Kemwell is now investing in building a new liquids facility to increase the manufacturing capacity to 240 million bottles of liquid orals every year. Semi-Solid Facility:Kemwells semi-solids facility has been operational since 2001. They manufacture gels, ointments, creams and solutions for various topical and ophthalmic applications.

Swedish Facility In 2006, Kemwell acquired a facility in Uppsala, Sweden, from Pfizer, retaining all manufacturing contracts and people on site. This facility has over 50 years of experience in supplying pharmaceutical products to countries like the US, Europe and Japan. The site consists of four separate units, one for making the active pharmaceutical ingredient (API), second for producing and packaging tablets, capsules and suppositories, third for quality control and the fourth for warehousing activities. Kemwell has been inspected by USFDA, EU and Japanese regulatory authorities and supply to over 80 markets worldwide. Their core process technologies include wet and dry granulation, compaction, blending and high shear mixing, fluid bed drying, tablet pressing, capsule filling, semi-solid moulding,coating and vision inspection. It also provide QP release services for Europe for products manufactured at site or outside the EU, thereby covering the full chain of QA responsibility for API and finished products. Spread over 14,000sq.mt.The Swedish facility is capable of expanding and adapting quickly to meet the demands of the customer. Teams of highly trained and qualified staff provide a wealth of
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experience to ensure high quality service that is provided throughout the development and manufacturing process.Marrying European and Asian strengths, It can provide with the best solution from both worlds, for any stage of your products lifecycle. Products Manufactured at Kemwell: 1. GSK CH: Crocin suspension 120mg/240mg 2. ANGLO FRENCH DRUG CO: Beplex Elixir Codylex Linctus Beplex forte Elixir 3. PFIZER: Erythrosine Suspension Corex cough Syrup Becosules Syrup Broncorex Expectorant Benylin-T-Expectorant Corex DX-cough Syrup 4. MICRO LABS: Meconery Syrup Allercet Syrup Dolokoff Dolo Suspension Dolopar Suspension 125mg Dolopar Suspension 250 mg Ventryl Expectorant Silybon Suspension 5. GSK SYRUP: ActifiedDM Cough Syrup
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 Dilo-BM Expectorant Dilsosyn Expectorant Pirition Expectorant Zuper Suspension Cobadex Syrup CalpolSuspention 120mg Cetzine Syrup Venrolin Expectorant Biopharmaceutical Services: Process development Upstream fermentation for microbial and mammalian cell culture Downstream purification Aseptic filling in vials or pre-filled syringes Lyophilisation

Biopharmaceuticals Kemwell is building a 15,000 sq.mt. Biopharmaceutical facility in Bangalore, India, in collaboration with Boehringer Ingelheim, Germany. Kemwell biopharma will offer services ranging from fullservice process development, manufacture, formulation and fill & finish at the cGMP manufacturing facility in Bangalore as a one-stop-shop through access to Boehringer Ingelheims cell line development with the BI HEX technology platform, followed by a preferred access to the large-scale commercial production of Boehringer Ingelheim at its facilities in Europe. With this cooperation, Kemwell Biopharma and Boehringer Ingelheim will provide the customer with state-of-the-art technology from Europe along with the benefit of low cost manufacturing from India. Process technology will originate from Boehringer Ingelheim and equipments in upstream and downstream in the new facility will comply with Boehringer Ingelheims manufacturing technology. This will ensure seamless and quick technology transfer and scale-up between Kemwells small scale and Boehringer Ingelheims large scale manufacturing facility to reduce time to market for the customers.

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The new Kemwell Biopharma facility will be designed for process development, production, purification and formulation of biologics for early-phase preclinical and clinical studies. The site will consist of a c GMP drug substance manufacturing facility and a sterile fill and finish facility with a floor for process development laboratories to support production of protein therapeutics from mammalian-cell culture or microbial fermentation. Brief about Boehringer Ingelheim (www.boehringer-ingelheim.com) The Boehringer Ingelheim group is one of the worlds 20leading pharmaceutical companies. Headquartered in Ingelheim, Germany, it operates globally with 138 affiliates in 47 countries and 41,300 employees. Since it was founded in 1985, the independent, family-owned company has been committed to researching, developing, manufacturing and marketing novel products of high therapeutic value for human and veterinary medicine. Boehringer Ingelheim is one of the leading companies for industrial customers manufacturing of biopharmaceuticals by offering the entire production technology chain development and production at its biopharmaceutical facilities in Biberach (Germany) and in Vienna (Austria).The large scale manufacturing sites deliver biopharmaceutical products like therapeutic proteins, fusion proteins, protein scaffolds, monoclonal antibodies, antibody fragments and plasmid DNA. The Biberach site is specialized in highly efficient mammalian cell culture systems with yields well above industry standard in animal component free media. The Austria site offers high-expression in bacteria and yeast with exceptionally high productivities using proprietary systems. In the plasmid DNA manufacturing arena, Boehringer Ingelheim in Austria has set the standard and supplies early to latestage clinical trials with gene-therapeutics and DNA vaccines for its international clients. SWOT Analysis OF KEMWELL Strengths High Technology oriented company Large exporter of pharmaceutical products Latest global management practices in contract manufacturing with 100% commitment Trusted partner for pharmaceutical development and manufacturing services Leader in Contract manufacturers in India Customized ERP Systems Seamless integration with customer systems Latest manufactures of nasal drops, tablets, liquid orals and creams in india
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 Accreditation with GMP standards Includes WHO manufactures of top 5 brands out of 10 in India Weakness Kemwell has no branded products The thought competition from global companies like GLAXO and others The problems in patenting the products Opportunities The global growth of diseases The increase in opportunities in contract manufacturing of pharmaceutical products The expansion of market leading to global market Threats Heavy competition from the global companies
Decreasing profit margin on pharmaceutical products HUMAN RESOURCE DEPARTMENT AT KEMWELL

Human Resource at Kemwell is concerned with facilitating effectiveness of all Individuals, the main function of HRD is to design systems and instruments that develop all the organizational units and create, sustain the culture. Human resources provide a friendly environment for the working employees and following strict compliance with legal laws. They treat employees as part and parcel of their organization and provide equal opportunity with great diversity. Table 3 shows the diversity at Kemwell.

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Diversity
Series1 641.00

384.00 254.00

3.00 Instate Employee Other State Employees NRI Total Employees

Organogram of Human Resource:

GM Human Resource

Head Human Resources

HR Executive

HR Executive

HR Executive

Major Responsibilities: Industrial Relations Employee Relations Admin House keeping Canteen Security

Major Responsibilities: Statutory Compliance Talent Acquisition Training and Development Major Responsibilities: Compensation and Benefits

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The above diagram shows the procedure for recruitment. SWOT ANALYSIS OF HR DEPARTMENT Strengths Adoption to amendments in regard to compliance with practices of law Mutual support and cooperation among the staff Effective appraisal system Employee satisfaction Good fit between person and culture Retention levels are high Good Internal recruitment policy like referral system Very competitive in compensation and benefits policy Approachable to all stakeholders Excellent team work Excellent employee recognition and rewards

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Has a good reputation among other departments Good rapport with other departments Availability of HRIS is easy to access.

Weakness Interview Techniques and selection procedures On job Training should be even more effective No proper utilization of resources or HR tools No standard format for personal files Cannot adopt to technological improvements No proper guidance for ambitious talented employees No sense of personal responsibility towards work No Hierarchical departmental chart i.e., as per designations, sr, jr etc. No monthly meeting to discuss about targets to be achieved or general awareness or trends in HRD No high competent employees Lack excellence in communication skills No technical Competence with in the HR department No balance score card to review the process

Opportunity Threat Easy Access of Information to other departments like Accounts and IT
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Understanding the job role and contribution for overall business performance Can train employee and set the goals As the employee productivity increases, can expand the services Securing new talent via merge with other companies More productivity as employees are satisfied with work environment Employee/Owner development Heading towards acquiring skills of generalist Positive attitude of employees bring positive work environment Staff interest in training and development

Dependence on other departments for reports Critical skill shortages Inter-departmental conflicts Not flexible to changing demands Seeking no challenging work Budgetary constraints Weak communication of goals and strategies Recession is hitting the country Competent employees are leaving.

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3. PROJECT PROFILE

EFFECTIVENESS OF INDUCTION PROGRAM: Definition: Orientation or Induction is a process of receiving and welcoming employees when they first join the company and giving them the basic information they need to settle down quickly and happily and start work By Michael Armstrong

Induction is a socializing procedure by which the organization seeks to make an individual its achievement of its objective and the individual seeks to make an agency of theorganization for the achievement of his/her personal goals.

The purpose of induction is to ensure the effective integration of staff into or across the organization for the benefit of both parties.Research has shown that tailor-made programmes increase staff retention.

Apart from the project which is been done at Kemwell, I would like to include Culture Audit by The great Place to work. In the present days, Induction and Culture are the two most important things which are been neglected in the company. The companies who are most concerned with Induction and culture audit will have employees trust on them and more advantage at higher employee retention. I was assigned to work on the culture audit and apply for the rewards of the company in The Great Place to Work. The below 9 factors describe the Human Resources Practices at Kemwell in regard to employees.

CULTURE AUDIT
1. HIRING AND WELCOMING The best is what Kemwell require to excel and hence they take care to hire those who strive for excellence. They hire candidates who have the required job skill and apart from this we look at candidates who have characteristics such as team work, motivation, urge to learn etc. Hiring of employees is through two types: a. Internal: Employee Referral Data Base

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b. External Consultants Campus Recruitment. Employee referrals are also given importance but the selection of the candidate referred is purely based on his/her skills. The new joinees are escorted to the HR department by the security and the joining formalities such as filling of joining report, nomination forms etc. are assisted by the HR personnel. The HR team members also make the new employees comfortable by taking them to the canteen for coffee, tea or even lunch if need be. Candidates from other states are also hired hence they need to fit into the present culture and for this purpose the HR team makes arrangements such as providing house on rent or lease, school admissions for the children of the employee and such other facilities are also provided. For the candidates who are selected from different places relocation arrangements are also provided and the charges are borne by the company. Induction programme is arranged for the new entrants where in they need to visit all the departments of the organization and learn how they work. This will not only make them familiar to the system but also help them in the long run as all the departments are interlinked for work to go on smoothly. Inorder to let the other employees of the organization know that there is newjoinees an e-mail is sent to all employees with details such as name of the employee, which department he/she will join and to whom he/she will report to.

2. INSPIRING FOR DISTINCTION Bagaria Educational Trust provides financial funds for Heart, Kidney and cancer operations. KEMWELL has constructed a building for Dalai Lama to set up an Ayurveda clinic. They contribute a certain amount for cancer research to St. Johns Research centre. Yearly they contribute Rs 80,000/- as educational expenses of 3 children of Swami Vivekananda Yoga Anusandhana Samsthana, Bangalore. An ICU unit has been constructed by Bagaria Educational Trust for Narayana Hrudalaya.

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 Bagaria Cancer Hospital in memory of Gauri Shankar and Savithri Devi Agarwal has been contributed by KEMWELL Group. KEMWELL Group also contributes towards eye camp conducted by Swami Vivekananda Integrated Rural Health Centre, Pavada. 10% of total pretax earnings are used for community purposes annually. Activities range from educational scholarships (over 300,000 students), medical subsidies (over 200,000 patients), and the setup of various medical institutes such as Paediatric Care Units in Narayana Hrudalaya Hospital.

3. SPEAKING THE TRUTH TRANSPARENCY is what is followed in organization and Management do not hesitate in communicating to employees aspects through which they can benefit and improve. Employees on every level know what is expected from them and all the necessary information whether good or bad is conveyed to the employees through structured channels. During the recession our Director Mr. Subhash Bagaria gave our employees a relief with the announcement that the jobs will be safe but cost cutting will be done and costs of all sorts need to be maintained. Employees have the opportunity to come forward with their suggestions, plans, grievances etc through open houses which are conducted once in every 3 months. In this procedure the superiors to whom the employees report will not be present, instead the HODs of the respective departments have a one on one talk with the employees in which they can talk about their the positives as well as the negatives relating to their work and what they expect from the management as solutions for their issues. KEMWELL has come up with another medium through which the employees can communicate with the management HRIS wherein they can send an e-mail and put forth their issues. These issues will be resolved by the HR department even if the problem persists it is escalated to the HOD of the concerned department. 4. LISTENING Employees have the opportunity to come forward with their suggestions, plans, grievances etc through open houses which are conducted once in every 3 months. In this procedure the superiors
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to whom the employees report will not be present, instead the HODs of the respective departments have a one on one talk with the employees in which they can talk about their the positives as well as the negatives relating to their work and what they expect from the management as solutions for their issues. KEMWELL has come up with another medium through which the employees can communicate with the management HRIS wherein they can send an e-mail and put forth their issues. These issues will be resolved by the HR department even if the problem persists it is escalated to the HOD of the concerned department. 5. THANKING A job well done requires a Thank You to keep employee going and to excel each time. All the workers received watches form the management as a token of appreciation for achieving the highest production for the year 2009 and also lunch was arranged by the management for all the employees to celebrate this success. Womens Day was celebrated for the first time at KEMWELL on March 11, 2009. All the women employees received gifts from the management and also snacks was arranged to appreciate and thank the women for their contribution towards the organization. 6.DEVELOPING /NURTURING Talent is what every individual is bestowed with inorder to nurture and develop it, Kemwell provides its employees with necessary mediums to achieve it. Employees are given opportunity to pursue their education further. 3 of their employees have got admissions at IIMB. English classes are arranged for those employees who have been identified by the management. Mr. Natesh Sankrit professor for over 20 years was invited by the company on 12th July, 2009 to deliver a talk on motivation. This session was conducted mainly to motivate employees so that they deliver the best results. While working in a department every individual needs to be actively involved with each other and they conduct team building sessions so that every employee co- ordinates with each other and maintain a healthy work environment.
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7.CARING Special people receive special care and all the employees of KEMWELL are special and thus all of them are cared for. KEMWELL is associated with Employee State Insurance Corporation and Mediassist to provide medical benefits to the employees. The employees who come under the ESI generally do not get medical assistance of huge amounts hence to lessen the medical burden of the employees the management pays on behalf of the employees for their medical needs and on a later stage this amount is recovered from the employees in 3 equal installments. 8.CELEBRATING: Deepavali is an occasion which is celebrated with lots of pomp and glory and to celebrate this occasion with employees the company arranges for a lucky draw wherein all the employees receive gifts. All the employees are special and when they retire they show care and arrange for a farewell party for the retiring person and drop the employee till his door step assisted by the General Manger and HR Manager. Kannada Rajyotsava is another occasion which is celebrated very grandly in the organization and during this time each year a blood donation camp is organized in which most of the employees participate and each one of them receive certificates as a token of appreciation. Before the celebrations of Kannada Rajyotsava, they also organize sports for the employees such as Cricket, Volley Ball, Throw Ball etc and activities such as Rangoli competition, Musical chair etc. the winners of these events get rewarded during Kannada Rajyotsava. Each year the company arrange picnics for employees along with their families and also the employees who are no more a part of the organization are also invited to share the fun time with them. This year the efforts made by the HR department in arranging the picnic at Film City are commendable. A Blood donation camp was held on the 20th of December 2009 at T. Begur Village in association with M/s Social Banking Cell of Rotary Club, in which many of the employees have participated voluntarily. On the occasion of the anniversary of the inauguration of the Oral Care unit, OCU celebrated OCU Day on 19th November 2009. The function was inaugurated by Greg Gashoff,
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Director Global Resourcing, GSK, UK. On this day, an educative session on the importance of oral care was held for all the employees of Kemwell, providing the details about the genesis of oral care problems and the solutions available. 9.SHARING Transportation facility is provided for the employees of Nelmangala unit and no deductions are made from their salary. For the employees who are localitiesof Nelmangala auto arrangements are made along with this the employees are also paid shift allowances as they work in night shifts as well. For the candidates who are selected from different places relocation arrangements are also provided and the charges are borne by the company. Arrangements such as finding a house for rent or lease is done, school admissions for the children of the employee are arranged by the HR department.

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3.1 OBJECTIVE OF STUDY

The Main Objective of the Study is to understand and analyse the Effectiveness of Induction Program at Kemwell Biopharma Pvt. Ltd. To study the Effectiveness of Induction Program at Kemwell To suggest means for improvement of training To know the perception of employee regarding the training To identify how training assists the employee in understanding the procedures and other norms of the company To illustrate Advantages and Disadvantages of Induction Program To understand its effect in reducing the turnover rates amongst newly joined employee To know the effects of poor induction program

One of the most dangerous workplace situations is when new employee tries to carry out work for which they have little or no experience or training. There is a chance that they can be affected with the bad practices which are once learned and it becomes difficult to correct which can be leaded to high risk situations. To overcome this, it is very important that every employee when joining in a company must undergo the induction training, they must be provided with the basic knowledge to perform their task better and also the knowledge on safety and health. An effective Induction program includes the following which is been followed at Kemwell as well: Physical Orientation - describing where the facilities and resources Culture Orientation - details of the organizations history, mission, values and standards Product Orientation - details of products and services provided and customers served Team Orientation - showing how the employee fits into the team/department Role Orientation - showing how the employees role impacts on the business Job Description - detailing a clear outline of job role and work requirements/responsibilities Health and Safety - provision of information as a legal requirement Explanation of terms and conditions with provision of full details such as Staff Handbook.

Companies spend a vast amount on recruitment just to place right candidates into the job. The Induction program starts with welcoming new individuals into the organization and introduce them to the companys culture and ethical standards, to, indeed help them feel that they have made a right choice make them to start their new job, committed, engaged and productive.

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Advantages of Induction Training: Helps in knowing the companys culture and ethical standards which are been followed. Familiarization of employee to the company and its practices Increases the organizations reputation further more into public Helps employees to understand the mission and vision, organization goals etc Creates a sense of belongingness and make them strive towards the goal Makes employee aware of HR practices like compensation and benefits, Health and safety etc The employee become more quick at work and very productive Improves the retention of employees and reduces the turnovers Results in integration of new employees Disadvantages: It is expensive May take time if employee contribution fails Getting appointment of speakers is bit difficult Lowers the morale in employees, if the trainer is not efficient Poor Induction programme disadvantages: Integration of employees in a team is poor Creates low morale among new joined employees Reduces the productivity Failure to work under high pressures May result in additional recruitment which is a loss Misleads employees to bad practices. Difference between effective and no effective Induction Programs: Effective induction decreases the chances of attrition v/s bad induction increase the attrition. It makes employees more energetic whereas non effective induction demoralizes the new entrant. It makes positive impact v/s it possesses negative impact. It reduces cost v/s it increase the cost. It increases team work ability v/s it reduces team work ability. Induction program must include all the aspects of the organization and present for the awareness of the new employee. Like emergency procedures, facilities, safety issues, rights of the employee, what to be paid, no harassment, equal opportunity, grievance procedures, employee responsibilities, times,
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conduct standards, job function, dress requirements, organizational structure, what it does, how they fit in, who is their Manager, the functions of different departments, how the employee will be managed, what the performance management process will involve, and his/her role in that process, are the few concern areas during Induction. Therefore, we can say that Induction training is very essential for any customer because it helps an individual to grow within a company and it inculcates more confidence in the employee. During the induction new appointees should get to know about the organizations, employment philosophy, work culture and values along with key business process. This makes a new entrant fit into the culture of organization very well.

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3.2 METHODOLOGY:
Sources of Data: Both Primary and Secondary Sources is been used Primary Data: Primary data was collected with the help of managers of all departments and individual discussion with the workers in other departments, Personal Interviews, Company Manuals, Questionnaire Secondary Data: The data was collected from the company website, annual reports and Manuals and through the internet, text books, and magazines. Data Collection method: Personal Interview Research Instrument: Questionnaire Scaling method: Likert Scale Responses were collected on 5 point, 4 point and 2 point scale rate basis (Excellent, Very Good, Good, Average, Poor, Strongly agree, Agree, Not sure, Neither Agree nor disagree, Disagree, Yes and No) Sample size: 18 Sampling technique: Convenient Sampling Tool used: Percentages and Frequencies generated using SPSS software. Limitations of the Study: 1. Some of employees were not interested to fill up the questionnaire 2. Time constraint was one of the limitations 3. Number of people attended the training was only 24, so couldnt get more responses 4. Unavailability of employees for the response on questionnaire. 5. Another branch was too far, from the head office, where it was difficult to get the samples.

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4. OBSERVATION AND ANALYSIS

After the data was collected, qualitative analyses was used in compiling and interpreting the data. The responses were categorized and weightage was assigned to the responses. The comparison of responses of different sample is taken into consideration and based on which the graphs and charts are prepared. The Total employees working in Kemwell are 641 as the below graph indicates the same. Table 4 shows No of employees as per levels
SeniorManagement, 12

Staff, 479 Total, 641

Worker, 150

The below table.5 represent no. of employees in each unit.

600 500 400 300 200 100 0 2 43 0 6 134 76 109 0 20 0 1 16 2 2 2 1 40 0 0 117 150 70 12 479

Senior Management

Staff

Worker

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Kemwell conducts induction training once in every three months and each department head will be conducting the induction for their respective departments. For the recently conducted induction training, the batch was very small in number i.e., 24. Out of 24 questionnaires distributed, 18 were returned. i.e., a sample size of 18 is collected representing 75% response rate. Most of them expressed their personal opinion that the training was excellent when it is compared to the other companys practices. Apart from the training, corporate people visit and conduct the training for different department. For example: Recently for HR department, Dr. Pallab bandyopadhyay has taken a session on Managing growth by managing self, Which is very encouraging and appreciate the management for their contribution towards employee development. Based on Responses, the data is represented in charts and tables along with the personal opinion of the employees. As per my study, it is found that employees between age group 25 to 45 years are around 78% and 22% are less than 25years the below table no. 5 represent the same.

Age

less than 25 22% between 25 to 45 78%

The below table and pie chart no. 6 represent the departments participated in the providing their opinions.
Frequency Analytical development 2 QC QA Admin 8 4 1 11.1 44.4 22.2 5.6 Percent

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Projects Production

1 1

5.6 5.6 5.6

HR

Departments participated
Analytical development 6% 6% 5% 6% 11% QC QA Admin Projects 22% 44% Production HR

The Below Chart no. 7 represents the rating on Structure of Induction training, 55.6% people say the training was structured well, 27.8% say as average and 16.7% people feel that it is poor. Few employees feel that there is currently lack in the structure provided to new employees. There was no formal need analysis undertaken with new employee without which they are exposed to work. While inducting the individuals, they should have included more information about other departments which would help in familiarization of products generated in other departments which would be helpful to them.
Valid good average poor Total Frequency 10 5 3 18 Percent 55.6 27.8 16.7 100.0 Valid Percent 55.6 27.8 16.7 100.0 Cumulative Percent 55.6 83.3 100.0

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120 100 100 80 60 40 20 0 good average Frequency poor Percent Total 10 5 55.6 27.8 16.7 3 18

The below chart no. 8 represent the rating on duration of the training in understanding the procedures of the company. Here, only 16.7% from analytical department rated that they were able to understand the procedure and rest others 83.3% rated as neitheragree nor disagree. Some of the employees expressed that the trainer was not very elaborative in regard to the procedures and had consumed less time in providing the training. More over they are not provided with the employee handbook which would have helped them for reference.
Frequency Valid strongly agree neither agree nor disagree Total 3 15 18 Percent 16.7 83.3 100.0 Valid Percent 16.7 83.3 100.0 Cumulative Percent 16.7 100.0

120 100 100 80 60 40 20 0 strongly agree neither agree nor disagree Frequency Percent Total 16.7 3 15 18 83.3

The below chart and table no. 9 indicates the rating on training. 44.4% was rated good and average as well, 11.1% rated as poor. Almost 16% employees said that the training was beneficial, rest said that they would have included the services of other departments and its facilities and recently faced issued by the management. Training has briefly highlighted with the pharma Industry and their respective departments. Most said that the trainer was very efficient in teaching the subject and among the employees there are few who wish to attend the training once again.
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Frequency Valid good average poor Total 8 8 2 18

Percent 44.4 44.4 11.1 100.0

Valid Percent 44.4 44.4 11.1 100.0

Cumulative Percent 44.4 88.9 100.0

120 100 100 80 60 40 20 0 good average Frequency poor Percent Total 8 8 11.1 2 18 44.4 44.4

The table no. 10, 11, 12 and 13 below is divided into four parts like understanding of company values, ethical standards, job description and strengths & policies of the company. We can say that there are few departments where the information about company standards is not informed. In particular if we say, projects and production department gave poor rating compared to other departments. Each department must inform about their strengths along with the policies which would help them in dealing with the customer better. Ethical standards plays a vital role in the company, it is mandate that every employee behaves ethical in the organization. Department should make its best efforts to impart their ethical, cultural values to its employee.
Understanding of company values (Table no. 10) Frequency Valid very good good average poor Total 4 9 4 1 18 Percent 22.2 50.0 22.2 5.6 100.0 Valid Percent 22.2 50.0 22.2 5.6 100.0 Cumulative Percent 22.2 72.2 94.4 100.0

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120 100 100 80 60 40 22.2 20 0 very good good average Frequency Percent poor Total 4 9 4 22.2 1 5.6 18 50

Understanding the Job description (Table No.11) Frequency Valid very good good poor Total 1 16 1 18 Percent 5.6 88.9 5.6 100.0 Valid Percent 5.6 88.9 5.6 100.0 Cumulative Percent 5.6 94.4 100.0

120 100 100 80 60 40 20 1 0 very good 16 5.6 Frequency good 1 5.6 Total 18 88.9

Percent poor

Ethical Standards(Table no. 12) Frequency Valid good average poor Total 12 5 1 18 Percent 66.7 27.8 5.6 100.0 Valid Percent 66.7 27.8 5.6 100.0 Cumulative Percent 66.7 94.4 100.0

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120 100 100 80 60 40 20 0 good average Frequency poor Percent Total 12 5 27.8 18 1 5.6 66.7

Understanding of Strengths and Policies (Table no. 13) Frequency Valid good average poor Total 12 5 1 18 Percent 66.7 27.8 5.6 100.0 Valid Percent 66.7 27.8 5.6 100.0 Cumulative Percent 66.7 94.4 100.0

120 100 100 80 60 40 20 0 good average Frequency poor Percent Total 12 5 27.8 18 1 5.6 66.7

The below chart and table no. 14 represent the Trainer efficiency in teaching the subject, most of the respondents found that the trainer is good among them 14 respondents said that they found his instructions helpful and was very clear with the concepts and followed a step by step process for easy understanding, 2 people said that he was not much detailed and they found it hard to follow him and few were suggesting that there should be atleast one session that should be conducted by the managing director so that employee will get motivated.

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Valid

very good good average poor

Frequency 1 11 4 2

Percent 5.6 61.1 22.2 11.1

Valid Percent 5.6 61.1 22.2 11.1

Cumulative Percent 5.6 66.7 88.9 100.0

120 100 100 80 61.1 60 40 22.2 20 1 0 very good good average Frequency
Total 18

5.6

11

11.1 2 poor

18

Total

Percent
100.0 100.0

The below chart no. 15 shows the rating on whether the trainer was clear in providing instruction with all relevant information. A no. of new appointees felt overwhelmed with the information given at induction time. It was suggested that if the management could provide an employee handbook, it would help them even better in understanding and absorbing the information.
Frequency Valid neither agree nor disagree disagree Total 17 1 18 Percent 94.4 5.6 100.0 Valid Percent 94.4 5.6 100.0 Cumulative Percent 94.4 100.0

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120 100 80 60 40 20 0 neither agree nor disagree disagree Frequency Percent Total 17 1 5.6 18 94.4 100

The below table no. 16 represents rating are responses to the question whether the training has helped them to be initiative at your workplace. Most of the respondents have become more confident at work and they have come to know where to direct people for relevant information. The training had taken away fear for approaching any other departments and can discuss the issues faced by the team. Employees are now able to bring good coordination at work. Few employees are not satisfied with the training, there were not provided with the proper guidance and information on procedures of the department. Few employees even suggested that, information about the services or products of other department should have helpful to them.
Frequency Valid not sure neither agree nor disagree disagree Total 1 15 2 18 Percent 5.6 83.3 11.1 100.0 Valid Percent 5.6 83.3 11.1 100.0 Cumulative Percent 5.6 88.9 100.0

120 100 100 80 60 40 20 1 0 not sure neither agree nor disagree Frequency disagree Percent Total 15 5.6 2 11.1 18 83.3

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The below table and chart no. 17represent employee opinions and views are encouraged during the training. Employees said that they got an opportunity to ask question and have appropriate answer from the management. As the training period was short and people were not so comfortable to ask questions and more over there was no feedback evaluation sheet to know the opinion on the training.
Frequency Valid neither agree nor disagree disagree Total 17 1 18 Percent 94.4 5.6 100.0 Valid Percent 94.4 5.6 100.0 Cumulative Percent 94.4 100.0

120 100 80 60 40 20 0 neither agree nor disagree disagree Frequency Percent Total 17 1 5.6 18 94.4 100

The below graph no. 18 represent the improvement in speed at work after the training. The employees are provided with brief explanation on what is expected out of them and informed them clearly about their job descriptions, which made them confident to deal with the customers. They dont make any assumptions at work and feel more comfortable. Few suggested that, they are unaware about the products dealt by the other units, if the same would have been included that would help them in better understanding in regard to any issues.
Frequency 1 1 12 4 18 Percent 5.6 5.6 66.7 22.2 100.0 Valid Percent 5.6 5.6 66.7 22.2 100.0 Cumulative Percent 5.6 11.1 77.8 100.0

Valid

strongly agree not sure neither agree nor disagree disagree Total

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120 100 100 80 60 40 22.2 20 1 0 strongly agree not sure neither agree nor disagree Percent disagree Total 5.6 1 5.6 12 4 18 66.7

Frequency

The below table and chart no. 19 represent supportiveness of tools used in the training. Few people were satisfied with the presentation of the program, as the information provided to them as sufficient enough for their routine job. Some were suggesting that trainer would have used a collar microphone and there should be one person other than the speaker provided with remote to turn the slides as it makes session more interactive and avoid unnecessary disturbances. It is also suggested that usage of graphs, videos would make the session interesting.
Frequency Valid agree neither agree nor disagree Total 3 15 18 Percent 16.7 83.3 100.0 Valid Percent 16.7 83.3 100.0 Cumulative Percent 16.7 100.0

120 100 100 80 60 40 20 0 agree neither agree nor disagree Frequency Percent Total 16.7 3 15 18 83.3

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The below table and chart no. 20 represent the successfulness of communication between the staff and speaker. It is observed that there was no formal evaluation or review by the employees who are attending the session which will give the insight about the effectiveness of the training. Some speakers gave ill presentation; so there was no effective transfer of information. Some department are satisfied with the session especially Analytical, QA and QC, the speaker was efficient enough to make the interaction more effective.
Frequency Valid neither agree nor disagree disagree Total 13 5 18 Percent 72.2 27.8 100.0 Valid Percent 72.2 27.8 100.0 Cumulative Percent 72.2 100.0

120 100 100 80 60 40 20 0 neither agree nor disagree disagree Frequency Percent Total 13 5 27.8 18 72.2

The below chart no. 21represent how helpful was induction program in knowing the organization culture well. Some departments have failed to impart the work culture to their respective employees, some were successful at this. Culture plays a vital role in any organization, the company should create a fit between employee and organization which help them to perform their jobs better and makes an employee satisfied with his/her present job which was lacking a bit in the training. This is how we find some of the employees leaving the organization and moving for other jobs. Projects, QA, QC and production departments has to take care of their employees and motivate them for better results and create a friendly work environment.
Frequency 1 13 4 18 Percent 5.6 72.2 22.2 100.0 Valid Percent 5.6 72.2 22.2 100.0 Cumulative Percent 5.6 77.8 100.0

Valid

strongly agree neither agree nor disagree disagree Total

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120 100 100 80 60 40 22.2 20 1 0 strongly agree neither agree nor disagree Frequency disagree Percent Total 5.6 13 4 18 72.2

The below table and chart no. 22 represent the opinion of attending the training once again. Some departments were not satisfied with the training and requested for training once again, they have suggested that, more information about other departments and their products, companys procedure would help them better to perform their task.
Frequency Valid yes no Total 5 13 18 Percent 27.8 72.2 100.0 Valid Percent 27.8 72.2 100.0 Cumulative Percent 27.8 100.0

120 100 100 80 60 40 20 0 yes Frequency no Percent Total 5 27.8 13 18 72.2

The below table and chart no. 23 represent the time period of the training is too long. It can be observed by the table that, about 11.1% of employees feel the training period of too prolonged and trainer was too much detailed. Among all, one employee suggested that the training period would have been extended as it was too short to absorbing the information. Other than this, people of other departments were made to wait outside the conference room and made the area little rushy.

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Frequency Valid agree not sure neither agree nor disagree disagree Total 2 2 3 11 18

Percent 11.1 11.1 16.7 61.1 100.0

Valid Percent 11.1 11.1 16.7 61.1 100.0

Cumulative Percent 11.1 22.2 38.9 100.0

120 100 100 80 61.1 60 40 20 2 0 agree not sure neither agree nor disagree Percent disagree Total 11.1 2 11.1 16.7 3 11 18

Frequency

The below table and chart no. 24 represent the ergonomics at training. It is observed that, the training was conducted in a small conference room, where a proper seating arrangement for all employees was not possible. Some of the employees were unable to take down the notes as the seating was no so proper and filled with chaos and interaction was less due to unnecessary disturbances and uncomfortable feeling.
Frequency Valid yes no Total 13 5 18 Percent 72.2 27.8 100.0 Valid Percent 72.2 27.8 100.0 Cumulative Percent 72.2 100.0

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120 100 100 80 60 40 20 0 yes Frequency no Percent Total 13 5 27.8 18 72.2

The below table and chart no. 25 represent whether the material provided at training was sufficient enough for employees, for some departments the presentation was enough to understand their role. Others were not very satisfied. It is also observed that they have not provided employee hand book which would explain them the policies and their role in the company. Employee handbook is a integral part of the training which was lacking at Kemwell.
Frequency Valid strongly agree agree neither agree nor disagree Total 1 3 14 18 Percent 5.6 16.7 77.8 100.0 Valid Percent 5.6 16.7 77.8 100.0 Cumulative Percent 5.6 22.2 100.0

120 100 100 80 60 40 20 1 0 strongly agree agree Frequency neither agree nor disagree Percent Total 16.7 5.6 3 14 18 77.8

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The below chart and table no. 26 represent the impact on work culture. Most of the employee responses were neither agree nor disagree; there was not much effect on the work culture after the training. Some people said that, it has impacted to know the departments well became more confident in dealing with the customer and also lost the fear to approach other departments for any quires and take their respective suggestions.
Frequency Valid not sure neither agree nor disagree disagree Total 1 16 1 18 Percent 5.6 88.9 5.6 100.0 Valid Percent 5.6 88.9 5.6 100.0 Cumulative Percent 5.6 94.4 100.0

120 100 100 80 60 40 20 1 0 not sure neither agree nor disagree Frequency disagree Percent Total 16 5.6 1 5.6 18 88.9

All these observations were based using SPSS software using percentages and frequencies and charts.Kemwell is a growing company, where in opportunities are more, employee are satisfied with their job and their salaries. The below graph is an example for the growth in their salaries taken from the balance sheet of Company for the year 2008, 2009 and 2010, the below chart no. 27 represents same.
160000000 140000000 120000000 100000000 80000000 60000000 40000000 20000000 0 Salaries, Wages and Other Contribution to Provident Benefits to Employee and Other Funds 2010 2009 Workmen and Staff Welfare Expenses 2008 Total
9125273 7092856 5695965 106909177097572 5573659 72780350 128902558 118241859 104051431 84049974 148718748

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5. FINDINGS
The Induction program carried out at Kemwell Biopharma is for once in every three months for one day to all new joinees. Each department head conducts training for its own department. The below are the findings which are based on my observations: It is observed that the training was conducted in a conference room where in there was no proper seating arrangement as it becomes difficult for the employee to concentrate on what speaker is presenting and moreover, they were unable to take the notes. Training style was very formal, the presentation was without graphs and charts and others which indicate the growth of the company or other factors The involvement of Managing director was not there, which would have motivated the employee if at least one session was taken. It is observed that only department wise training was conducted, which formed a rush in the area and people where in waiting for their turn. During the training, all employees were not provided with the introduction of all other departments and its products It is found that there is no evaluation or feedback form after the training is conducted. Most of the employees were not aware of other departments and suggested for atleast videos of them. The training session was too short which makes session not very interactive Some of the departments were not aware of company values and culture Employee hand book were not provided for their reference and understanding of procedures Departments like production and project were not much satisfied by the trainer efficiency to teach the subject and also with the structure of training. For QC department, training was not well structured however, they were happy with the training and understanding of procedures.

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6. RECOMMENDATIONS
Induction training should be conducted timely particularly soon after an individual employee assumes duty During the Induction program, speaker should use the collar microphone in the training room as some of the speakers voice is not audible due to which some sessions are not interactive. Most of the employees felt that the training period was too short and can be prolonged with additional details of the company. During the training an operator should be assigned for operating the system while the speaker is presenting. I also recommend that at least one session should be addressed by the Managing Director of the company to motivate the trainees. During the program, I suggest that speaker should conduct some fun activity in between to get refresh which make session interactive. It is observed that employees were not very comfortable sitting in the conference room with no proper seating arrangement and it will be even difficult to take down the notes while the speaker is presenting. Departments like projects and production were not so satisfied with the training, I would recommend to conduct the training for those batches again or else, the training should be well structured and impart the companys culture and values. They must provide Employee Handbook, which will save time and cost. Speaker must inform the audience of what the company expects out of them which makes easy for employee to work and be prepared. Distribution of Evaluation or feedback from will help speaker to be more effective and present better.

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7. CONCLUSION
Human resource is the most crucial asset of an organization. Taking a closer perspective, it is the very quality of this asset that sets an organization apart from the others, the very element that brings the organizations vision into fruition. Kemwell Biopharma Pvt Ltd being the leading contract manufacturers in pharma industry in India, they have a great focus on quality, service and safety. Every employee is treated as part and parcel of the organization, they make employees to know about their Vision, Mission and organizations goals and make them a part of it. In any organization, the Induction Training is a very important part of Human Resource Management System. Yet there are some companies who has not yet realised the importance of it. Induction training is important because it plays a vital role to the newly joined employees at the time of introduction to the new recruit about the organization with which they are integrated into organization and be more productive. The study on effectiveness of induction helped me to gain insight to the HR practices and know the factors that have an effect on the induction training. Through my research I understood that effective training will improve the performance and reduce the attrition rate, it also creates a fit between person and organization culture and motivates employee development. Most of the companys fail to face their challenges as there are not aware of their goals, mission and vision of the organization and through induction training we impart our culture to the employees and make them productive and face the challenges to achieve the targets. A suitable and decent induction training stimulates the involvement of the workforce and therefore likely to improve their performance. The induction at Kemwell as per the research analysis values, the participated employee overall feedback is positive conclusion performing its role up to the mark. The training imparted meets the objectives like Effectiveness of the training and its resultant in the performance of the employee and helps to motivate employees and helps in avoiding mistakes. To improve the effectiveness of the program, I have provided suggestions about the possible outcomes which will have greater effect on induction program that will give better results and be more efficient. Internship at Kemwell gave me an opportunity to learn new things related to HR and gave me practical knowledge about the work in regard to the aspects of management and administration.
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8. LEARNING OUTCOME
The industry internship program at Kemwell Biopharma gave an opportunity to face the real corporate world, where quality, dedication towards the company and work, achieving results with perfection and satisfaction of the customer, is the main concern. I was equally happy with the department for my contributions towards the company. In Kemwell I was concerned with Learning and development department, where in we are been exposed to different departments, HR policies and bring changes into the HR structures. I had a great opportunity to work about The Great Place To Work about the Culture Audit and also we have attended a session Managing Growth by Managing self conducted by Dr. Pallab Bandyopadhyay, HR Manager - Citrix. He is one among the highest paid HR in India with wide knowledge of Human Resources. Studying the Effectiveness of Induction program in the organization was a great learning experience. It helped me in understanding intricacies of HR role in the organization and I understood the factors that have an effect on induction training and how important and Induction is in any organization. The below are my learnings: Understanding the procedure of how to conduct Induction training with important factors included. Gained insights into Selection and recruitment and evaluation forms Gained insight into HR Policies followed at Kemwell Impact of training and development in performing the day-to-day job activities Understanding the standard orders of the company. Understanding the HR practices in a manufacturing industry Knowledge of various HR functions at Kemwell Understanding the competencies and job descriptions of each designation in HR department. Experience of working in an environment where there great scope for practical learning An exposure to the organizational culture and climate An opportunity to work with most of the top management professionals at Kemwell

Finally I would like to conclude hoping Kemwell Biopharma pvt.Ltd. to be successful in the years to come and be the leader in its boundary.I would like to express my gratitude to our Faculty guide Prof. Asha P and the Head Human resources, Mr. KVVYS Narayana and Ms.Chaya Devi (HR Executive) for guidance and I wish the same support continues ahead.

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9. ANNEXURE
QUESTIONNAIRE

How Effective is the induction Programme: Employee Name: . Age: .. < 25 Company: Department: . Designation: ... . 26 to 45 .. >45

1) Do you think the Induction Training was well-structured? Excellent Very Good Good Average Poor

2) Was the duration of training is ample to understand the procedures? Strongly agree Agree Not sure Disagree

Neither agree nor disagree 3) How do you rate the training program? Excellent Very good

Good

Average

Poor

4) Have you attended an induction program in your previous company? Yes No

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5) How do you rate the training when you compare Kemwell with your previous company for the below options? > Introduction about company and its values Excellent Good Average Poor

> Able to understand the job description Excellent Good Average Poor

> Ethical standards of the company Excellent > Strengths & policies Excellent Good Average Poor Good Average Poor

6) Was the trainer efficient in teaching the subjects? Excellent Very Good Good Average Poor

7) Do you think the trainer was clear in providing instruction with all relevant information? Strongly agree Agree Not sure Disagree

Neither agree nor disagree

8) Do you think the training has helped you to be initiative at your workplace? Strongly agree Agree Not sure Disagree

Neither agree nor disagree

9) Do you think there should be any changes in structure? If yes provide your answer in the below mentioned box? Yes No

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10) As a trainee were you able to express your personal experiences and views in the session? Strongly agree Agree Not sure Disagree

Neither agree nor disagree

11) Did the training improve your speed and productivity at job? Strongly agree Agree Not sure Disagree

Neither agree nor disagree

12) Do you think the tools used in the training were supportive? Strongly agree Agree Not sure Disagree

Neither agree nor disagree

13) Do you think the Communication between trainer and trainee was successful? Strongly agree Agree Not sure Disagree

Neither agree nor disagree

14) Induction program has helped me in knowing the organization culture well? Strongly agree Agree Not sure Disagree

Neither agree nor disagree

15) Do you think you need to attend the training once again? Yes No

16) Do you feel that the training period was too long? Strongly agree Agree Not sure Disagree

Neither agree nor disagree

17) Do you think the ergonomics in the venue was proper? Yes No

18) The material provided in training was sufficient in understanding the procedures?
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Strongly agree

Agree

Not sure Disagree

Neither agree nor disagree

19) I agree that the training has impacted my work culture? Strongly agree Agree Not sure Disagree

Neither agree nor disagree

20) Any suggestions you would like to mention about the training methods?

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10. REFERENCES
Source: http://wilsonlearning.com/images/uploads/pdf/pharmaceutical_en.pdf Source: http://www.britannica.com/bps/5b50a880-f11e-4ef8-9718-3b3edc7eca95 source: http://www.who.int/trade/glossary/story073/en/index.html www.cci.in/pdf/surveys_reports/indian-pharmaceuticals-industry.pdf www.idma-assn.org/Speech.pdf source: www.cci.in/pdf/surveys_reports/indian-pharmaceuticals-industry.pdf source: http://www.pharmaceutical-drug-manufacturers.com/pharma-industry-statistics/ Comapny Manuals www.Kemwellindia.com www.Kemwellbiopharma.com www.indiapharma.com www.thegreatplacetowork.com Whats the Use of Induction Courses?A Case Study of Three South African Universities Articles: Induction training purpose and its effectiveness, employee performance in an organization Staff induction training guide How to have a successful new employee orientation program Induction produces not upto scratch by larachamberbin Effective staff induction leads to broader benefits by Nadia Williams. Internet Search: http://EzineArticles.com www.eztrain.com/solution/business-solution/employee-induction www.biz-development.com/humanresource/3.3employeeinduction.htm www.ksttraining-co.uk/staff-inductiontraning How to create effective induction program ( www.newemployee.com ) Magazine: The great Place to work HRD Updates

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