Cadila Healthcare Ltd.

A REPORT ON

“Critical analysis of Training and Development of Zydus Cadila Healthcare Ltd”

Submitted To
Ms Riddhi Agrawal In partial Fulfillment of the requirements for the practical studies course in the “BACHELOR OF BUSINESS ADMINISTRATION” Programme By Patel Palak N.
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Cadila Healthcare Ltd.

Roll No: - 75 T.Y.BBA

Preface
The management has winder scope. The importance of management expands day to day because, there is large number of companies in small and big comes in to existence. The management includes various subjects like production management, marketing management, personal management, finance management etc… As a student of B.B.A. we have studied only theoretical portion in the classroom. But North Gujarat University has made the wonderful idea of undertaking training and to prepare project report on any company, which is compulsory for each and every student. After taking report work, I have experienced and understood functioning of the company. Today the world becomes so competitive. So man has to struggle for his lively hood. To get good job & better success, knowledge is required. Experience is highest qualification. Therefore, according to university rule being a T.Y.B.B.A student, I have visited ZYDUS CADILA HEALTHCARE LTD from 12 Oct to 14 Nov 2009 during my vacational training. I get necessary information about H.R. department, and put all this information in a best possible manner in this report. The experience of visiting the ZYDUS CADILA was valuable and it was given a lot of knowledge. ZYDUS CADILA training for me was an excellent experience and which helped me a lot for the development of my practical knowledge. Lastly, I am very thankful to those persons and my friends who guide and co-operate me in this report.

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Cadila Healthcare Ltd.

PALAK N. PATEL

Acknowledgment
I have successfully completed project study and for that I am highly obliged to all those, who gave me such wonderful opportunity to do work in the company. It was such a great experience as well as experience of getting practical knowledge of the company. I express my first thanks to Zydus Cadila, where I have done training programme. My special thanks to Ms Shreya Mem who gave me the permission to prepare report on Zydus Cadila. I am grateful to officer of Zydus Cadila for providing all the information about different departments and spent their valuable time for my training. I also express my gratitude to Hemchandracharya North Gujarat University, Patan. As well as our lecturer MS Riddhi Agrawal and all the faculty members of my college for giving their valuable time for guiding me and helping me in the preparation of this project report. I am very thankful to our H.O.D of B.B.A. Department Dr. Ashwin Modi who gives me the necessary information about project reports. I am very thankful to our project guider Ms Riddhi Agrawal and Ms Kavita Thakkar who gives me valuable information about industrial training. She advice me how gets information and how to communicate with executive person of the company. Above all I would like top appreciate the staff of Zydus Cadila healthcare ltd for helping us in one way of other for completing my project. Last, but not least I would like to acknowledgement all those who are directly or indirectly involved in this project.
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programmer. The main objectives for conducting the Industrial Visit can be considered as under.  Develop an ability to generate a report based on the field visit. The main objective of the industrial visit is to develop the student ability. Mitul Deliya Executive Summary As a part of the curriculum of Sem.B. Thanking you.  To know how the work has gone in the industry.A.  Correlating the theoretical concepts with the practical world of the industrial unit.-II of M. managerial staff and the most significant workers without them the work cannot done and the unit cannot achieve their goals. It is the opportunity for the student to show their skill and efficiency. Human Resource and Accounting in the industry. Finance. each student has to under go a thirty days industrial visit with special focus to human resources area to an organization. Production. Student will able to develop their internal strength by the industrial visit.Cadila Healthcare Ltd.  To know contribution of the owner. We can see the various types of the policies of the company related to the employees as a part of the 4 .  With the help of this practical study.  To get practical knowledge of all the fields of the Management such as Marketing.

 By the visit of Zydus Cadila almost all the objectives as mentioned above can be fulfilled. 5 . It makes me able to correlate my theories with the practical. HRM. various processes of the Production Department etc.Cadila Healthcare Ltd. different strategies for the Marketing.

Cadila Healthcare Ltd. 6 .

(ORG – December 1991. After completing his studies in pharmaceutical sciences. Healthcare at this time was the sole domain of a few pharmaceutical giants. Mr. iron. With the entire nation gearing up to make India self reliant. Isopar was also a new product launched for the first time in the market. Livirubra was a combination of intrinsic factor lipotropic factor. Patel was completing his graduation at the Baroda Science College. Cadila was ranked the third largest pharmaceutical company in India. College of Pharmacy. Ramanbhai B. Ramanbhai B. Mr. Cadila was founded in 1952. Cadila in the early years came out with a wide range of innovative products. 1993). He thus set a trend for innovative healthcare solutions. The decade also marked the beginning of a new economic framework and a shift in government policies. Neuroxin-12 was also a unique first-of-its-kind derivative where incompatible neurotropics B1.Cadila Healthcare Ltd. it became 7 . Coupled to this was the enormous task fighting the myth and malady by cutting across the barriers of communication so as to reach out to people and to ensure the most effective cure in the shortest possible time? Under such circumstances. a need arose for the country to be self-sufficient in all spheres. 1992. he went on to join L. folic acid and vitamin B12 used for treatment of Pernicious anemia. History of Zydus cadila The Beginning The dawn of 50’s ushered in an era of awakening. B6 and B12 were made compatible in a vial.M. determined to contribute his share by setting up a pharmaceutical company. one of the oldest pharmacy colleges in India as a Lecturer. with tenacity of purpose and unfailing zeal to achieve perfection in quality. Having broken free from the bondage of dormant history. Patel turned an entrepreneur. Emerging as a modest pharmaceutical company. To thrive in this evolving environment. At the time of India’s independence in 1947 our Late Founder. It was derivative of INH used in the treatment of tuberculosis. By the early 1990s.

Zydus Cadila delivers wide ranging healthcare solutions and value to its customers. Spearheading the combined activities of the group as a whole new identity. active pharmaceutical ingredients and animal healthcare products to cosmeceuticals. Zydus Cadila is an innovative global pharmaceutical company that discovers. the concept of total healthcare now forms the commercial heart of the group’s operations and activities. The group’s operations range from API to formulations. manufactures and markets a broad range of healthcare products. a world-class research and development centre dedicated to discovery research and eight stateof-the-art manufacturing plants. Zydus like Zeus also symbolizes the people and to society at large. Moving beyond pharmaceutical. Europe. Zydus Cadila is a fully integrated. South Africa and 25 other emerging markets.Cadila Healthcare Ltd. Brazil. In its mission to create healthier communities globally. the group is dedicated to improving people’s lives. the group has global operations in four continents spread across USA. Cadila Laboratories emerged as Cadila Healthcare under the aegis of the Zydus Group. Thus in 1995. 8 . ‘Zydus’. with strengths all along the pharmaceutical value chain. develops. imperative for Cadila to restructure and streamline its business operations. With a core competence in the field of healthcare. Japan. global healthcare Provider. the name combines the ethos of the Greco-roman God Zeus and the dawn of a new era. A phonetically powerful word.000 employees worldwide. animal health products and cosmeceuticals. Headquartered in the city of Ahmedabad in India. Zydus Cadila Provides total healthcare solutions ranging form formulation. With over 10.

research-based quality medicines. a premier institute in Ahmedabad. Mr. Patel Late. he had set out to prove that an indigenous company could provide innovative. This short stint in academics formed a lasting imprint on his mind and the resolve to contribute to the cause of research and education grew stronger over the years. Mr. College of Pharmacy. Mr. Zydus Cadila today enjoys the coveted distinction of being one of the leading pharma groups in the country and a global healthcare provider. History of Late Mr. he laid a strong foundation for Cadila and contributed to the growth of the Indian Pharmaceutical Industry. Mr. at a time when the newly independent nation was heavily dependent on imports of drugs and pharmaceutical. Ramanbhai Patel turned a pharma entrepreneur.M. he began his career as an academician at the L. Ramanbhai B. Ramanbhai Patel A first-generation entrepreneur. Ramanbhai Patel was one of the stalwarts of the Indian Pharmaceutical Industry. Armed with sound business acumen.Cadila Healthcare Ltd. Ramanbhai Patel had published several outstanding research papers and had taken a keen interest in research activities of the 9 . Born at Kathor in South Gujarat on the 19th of August 1925. In 1952.

Mr. Grahak Suraksha Award in 1992. The Zydus School for Excellence which was a dream nurtured by Mr. as an academician. he was conferred the Gujarat Businessman of Year Award in the year 2000. Acharya Prafulla Chandra Ray Memorial Gold Medal in 1993 and The Eminent Pharmacist Award in 1994. Today. Ramanbhai B. Ramanbhai Patel had been bestowed with several prestigious awards: President of India’s Import Substitution Award in 1973. He was also honored by Express Pharma Pulse with the ‘Lifetime Contribution Award’ for his contribution to the Indian pharma industry. Zydus Cadila is amongst the top investor in research. Mr. making professional courses more accessible to students in smaller townships. group. Prof. More importantly. In recognition of his services. Ramanbhai B. 10 . The Glory of India Award in 1991 at Washington. The Ramanbhai Foundation is committed to a number of special initiatives in the field of education. Shroff Memorial National Award in1987. he dedicated his life to the quest for knowledge. On the occasion of Gujarat’s Pharma Centenary Celebration in January 2008. education and healthcare – areas close to the Late Founder Chairman’s heart.Cadila Healthcare Ltd. With a firm belief that new avenues would surely emerge. M. if one has the will to discover it.L. Mr. The Ramanbhai foundation today continues to spearhead programme in the field of pharmaceutical research. Ramanbhai was instrumental in taking pharmaceutical education to the rural heartland of Gujarat. Gujarat which earlier had only one pharmacy college now has several reputed pharmacy college. entrepreneur and a research. Ramanbhai Patel’s contributions in the field of pharmaceutical education were equally noteworthy. In a fitting tribute to his outstanding contributions to the growth of the pharma industry in India. Patel has been set up to provide a rich academic environment where children can seek creative expressions for their endeavors. Patel was posthumously awarded a special plaque in recognition for his efforts in laying a firm foundation for Gujarat’s pharmaceutical industry in the Post Independence era.

tracing the development of new molecules form the laboratory to the market. knowledge sharing forms and by studying successful models of education and creating a platform for sharing these experiences. The Ramanbhai Foundation along with the Indian Pharmaceutical Association has set up the IPA-Shri Ramanbhai B. The IRF also awards merit scholarships to deserving students in the field of Pharmaceutical Sciences. Patel Foundation (IRF) to recognized and honored lifetime achievements of senior pharmacists who have contributed to the growth of the profession of pharmacy in India. The Ramanbhai Patel – AMA centre for Excellence in Education has been set up to raise the bars of excellence in the field of education through progressive learning programme for academicians. Through the symposia the foundation aims to bridge the research endeavors taking place across the world and create a Platform for knowledge sharing. 11 . The Ramanbhai Patel International Symposium held every two years is devoted to the discussion on the current trends and developments in Pharmaceutical Sciences.Cadila Healthcare Ltd.

Process Research. Novel Process Research. Introduction “Zydus Cadila Healthcare is an Indian pharmaceutical company headquartered at Ahmedabad in Gujarat state of western India. the company signed an agreement to acquire 100 percent stake in Brazil Quimica e Pharmaceutical Nikkho do Brazil Ltd a (Nikkho) for around 26 million dollars. offering healthier dietary options to the consumers. The company is the fifth largest pharmaceutical company in India. In 2001 the company acquired another Indian pharmaceutical company called German Remedies.Cadila Healthcare Ltd. several of them have already been granted US patents. On June 25. It is a significant manufacturer of generic drugs. Novel Drug Delivery and Biological. Sugar Free Dlite – a low calorie healthy drink and Nutralite – a premium cholesterol-free 12 . Its stock code on the Bombay exchange is 532321. The product range comprises Sugar Free Gold – India’s No. [1] With US$290m in turnover in 2004.1 sweetener with a market share of over 70% Sugar Free Natura – a zero calorie escaroles based sugar substitute. since its inception. Patents ZRC has filled over 108 patents in various therapeutic area of NME research. The company is pioneer. Cadila Healthcare did its IPO on the Bombay Stock Exchange in 2000. 2007.

Baddi and Sikkim  Two API plants at Ankleshwar and Dabhasa.Cadila Healthcare Ltd. suppositories and vaccine Formulation development for ANDA candidates at a dedicated Pharmaceutical Technology Center  Development of specialized dosage forms It has [1] Active pharmaceutical ingredient plants: 13 . hard and soft gel capsules) Injectibles (Sterile liquids and lyophilized) Inhalers. face washes. which occupy a unique distinction of being a ‘skincare brand from a healthcare company’ Enriched with the power of natural ingre4ients. scrubs etc. EverYuth has a strong presence in advanced skincare segments like soap-free. fine chemicals Advanced intermediates High and bulk actives Investigational bulk actives Formulation Oral dosage forms ( Tablets. transferals. table spread. Goa. Nutralite has emerged as the second largest brand in the category of butter and butter substitutes. Manufacturing • Eight state-of-the art plants  Four formulation plants – one each at Moraiya in Ahmedabad. The company also caters to the skincare segment with its EverYuth and Dermacare brands. face mask.  An Agiolax plant in Goa  An API plant in Mumbai to Manufacture key intermediates of Pantoprazole •     •     Intermediates and APIs Specialty chemicals.

Cadila Healthcare Ltd.Zydus Cadila's plant at Vatwa. This plant operates to WHO GMP standards. Patalganga plant . capsules. an industrial suburb of Ahmedabad. The plant was acquired Remedies. Changador plant . and acquired by Zydus Cadila in 2002.Zydus Cadila acquired an API plant at Patalganga in Maharashtra state. Zydus is current constructing a facility at Changodar to make vaccines for hepatitis B and rabies. in Vadodara District’s Padra Taluka in Gujarat. makes nutraceuticals. Vadodara plant – Zydus Cadila’s plant at Dabhasa.Zydus Cadila's plant at Changodar. in the 2001 German Remedies deal.   [2] Formulation plants The company operates formulation plants at six locations:  Moraiya plant . The company makes active pharmaceutical ingredient at three sites in India:  Ankleshwar plants – Zydus Cadila’s plant complex at Ankleshwar in Bharuch District of Gujarat has been producing drug material since 1972. Total plant capacity at Ankleshwar is around 180 million stones.Zydus Cadila's formulation plant at Moraiya in Sanand Taluka on the outskirts of Ahmedabad is the largest formulation plant in India. There are around 10 plants in the complex. Zydus Cadila also runs a large R&D operation at Moraiya. It plant became Food and Drug Administration (FDA)-approved in 2004/2005. The plant has a 90 million tone capacity.   14 . Vatwa plant . It is an FDA-approved facility that is also approved to WHO GMP guidelines. 70 km from Mumbai. The plant makes tablets. and soft gel capsules as well as injectable drugs in both sterile liquid and lyophilized form. manufactures fine chemicals. which is ISO 9002 and ISO 14001 certified as well as FDA Approved. was commissioned in 1997 by a company called Banyan Chemicals. 20 kilometers from Ahmedabad on the city's outskirts.

Plant at Mumbai where tablets are made from hands of labours. the manufacturers tablets & capsule for markets like US. Corporate control Mr. The Baddi plant makes solid oral pharmaceuticals.Cadila Healthcare Ltd. is a 50/50 joint venture with Germany's Altana Pharma AG.This operation. at Navi Mumbai in Maharashtra. It also manufacturers a small range of Tablets. Baddi plant . France & Rest of the world. meters with state-of-the-art-manufacture facilities. makes intermediates of the drug Pantoprazole. Pankaj Patel Chairman 15 .In 2004 Zydus commissioned at formulation plant at Baddi. in Himachal Pradesh state of northern India.000 sq. Capsules.the Company’s plants at Ponda in the southern Indian state of Goa do formulation work as well as manufacture oncology drugs and an herbal laxative branded Agiolax based on Psyllium seeds. About Moraiya formulation plant The formulation plant at Moraiya is spread over 40 acres with a built up area of 53. Hormone facility drugs & female health care products for domestic market.    Navi Mumbai plant . Goa plants .

None of the members except Pankaj Patel are on Board of Directors.). there is a team of 9 senior level executives . 16 . o “Zydus” like symbolizes there group’s aspirations to contribute for the welfare of the people and society at a large. Forbes estimated Patel's net worth at US$510m. o The alphabet “E” replaced “Y” and “D” as mentioned above stands for dawn. Zydus Cadila's major shareholder remains the Patel family. who are heads of different operations look after the overall management processes. Origin of the Name Zydus One of India’s leading integrated pharma company MORAIYA PLANT AND PHARMACEUTICAL TECHNOLOGY CENTER The origin of the name “Zydus” o The name combines the ethos of the Greek God “Zeus” and dawn of the new Era. making him India's 26th richest person.Cadila Healthcare Ltd. Recently. In 2004 Pankaj Patel was included by Forbes magazine in its annual List of India's richest people. son of the founder. However in 2005 Patel dropped off the Forbes list due to a fall in the stock price of Cadila Healthcare. is CEO. in September 2007 Cadila in a joint venture opened a pharmaceutical plant in Ethiopia.Known as The Executive Committee. Moreover. Pankaj Patel (1951 .

RANK 1 2 3 4 5 6 7 COMPANY Cipla Ranbaxy GlaxoSmithKlim Zydus Cadila Alkem Laboratories Sun Pharma Nicholas Piramal 17 .Cadila Healthcare Ltd. Given below…. India’s Top Seven Pharma Companies These are India’s top seven pharma companies.

. globally. Our world is shaped by a passion for innovation.Cadila Healthcare Ltd. . In its entire dimension. We shall achieve sales of over $ 3 billion by 2015 and be a research based pharmaceutical company by 2020. Vision Zydus shall be a leading global healthcare provider with a robust product pipeline and sales of over $ 1 billion by 2010. commitment to partners and concern for people in effort to create healthier 18 communities. Mission We are dedicated to life…….

Empower. In licensing and out licensing Contract manufacturing Innovation – research driven (NCE & NDDS) global Parma company 19 .Cadila Healthcare Ltd. H R Philosophy “We build people to build our business” Care for Growth Blue print Value Capitalize on existing strengths to drive growth I C .Respect Human Value Regulated generic markets – APIs formulation in E .Adopt to New Environment market R . Enrich.Competence Building domestic A . Excel Europe and USA Expand business in regulated generic markets.

individually & collectively. manufacture & distribute products that met the highest standard of quality at both National & International levels. Quality Policy Zydus cadila is committed to develop. 20 . Zydus Cadila shall continuously endeavor to improve upon the quality thereby adding value to the products & enhancing customer satisfaction.Cadila Healthcare Ltd. Zydus Cadila believes that Quality is achieved through conscious team efforts of all the personnel. Zydus Cadila complies with Current Good Manufacturing Practices (CGMP) in all its products & services.

We have set the following objectives with respect to environment. This shall be our top most priority & concern. health & safety (EHS) • Prevent injuries & occupational illness at 3 workplace. our company – Zydus Cadila is committed to maintain the environment. Zydus Cadila is “Dedicated to life” & Quality is a way of life at Zydus Cadila. In line with this mission. 21 .Cadila Healthcare Ltd. Environment Health & Safety policy We are dedicated to life in all its dimensions. health & safety in whatever activities we carry our.

Maintain &continually upgrade EHS management system to world class standards. The company spearheaded by Mr. occupational health & safety risks through continuous improvement in process & practices. • • • • • Enhance EHS awareness amongst effective communication & training. Chairmen and 22 . Pankaj R. Ramanbhai B. In 1995. Prevent/minimize pollution. Patel.Cadila Healthcare Ltd.. The company was founded by Late Mr. Respond sensitively to the environment concerns of the community. our employees through Comply with all the statutory laws & regulations pertaining to EHS. the group restructured its operations and now operates as Cadila Healthcare Ltd. under the aegis of the Zydus group. Key Facts Zydus Cadila is a global healthcare provider and one of the top pharma companies in India. Patel in 1952 and went on to become the second largest pharma company in the early 1990’s. Commit resources & enhance visibility of top management in EHS matters.

. Slimona (Rimonabant) and Novolizer in India. injectibles. metered does inhalers. Zydus Medica. Fludara. Strong presence in the respiratory. Providac Techsules. Pantodac (Pantoprazole). Europe and Latin America. suppositories and oncology formulations. Zydus Neurosciences. 23 . Proven expertise in manufacturing and marketing different dosage forms such as solid dosage forms. Zydus Alidac. gastrointestinal and women’s healthcare segments. The group has been listed as one of the ‘Best under a Billion’ company from amongst 200 companies in Asia by Forbes. Evona. Betaferon. transdermal patches. specialists. Mifegest (Mifepristone). the group was the first to launch Nucoxia (Etoricoxib). A dedicated field force of 3300 reaches out to super specialists. Penegra (Sildenafil citrate). surgeons. The group has several brands that feature amongst the top 300 pharmaceutical brands in India. Respicare. The group is a leader in cardiovascular. The divisions are spearheaded by some of the stalwarts in the field of pharma marketing. Wide therapy coverage through three multi-therapy divisions and eleven specialists divisions – Zydus Cadila. Zydus Synovia and Liva Healthcare Limited.S. CNS. Zydus Biogen. physicians and the rural markets. Managing director posted a turnover of over Rs. Nupatch (Diclofenac patch). neurosciences. The group has a globally compliant manufacturing infrastructure comprising eight state-of-the-art facilities which support product launches not just in India but also in the regulated markets of U. dry powder inhalers.Cadila Healthcare Ltd. Alidac Fortiza. Leading the way through new product introductions. Zydus Nutriva. dermatology and nephrology segments. Zydus CND. 2300 crores in 2007-08. oncology. pain management. anti-infectives. German Remedies. Alidac Corza.

Domestic formulation marketing 1) Zydus Alidac: . 24 . Schering AG. It plans to achieve sales of over $3 billion by 2015 and be a global research driven company by 2020. The group has five INDs are in preclinical evaluation. Bio Sidus of Argentina. to name a few. Zydus Cadila is a partner of choice for several global pharma majors such as Boehringer Ingelheim. One of the most reputed pharma companies globally. Zambon of Italy.Cadila Healthcare Ltd. Madaus AG. Over 230 scientists are working on new molecular entity research at the Zydus Research centre.Has two divisions Corza & Fortiza which focuses on gastrointestinal. and API plants at Ankleshwar and Dabhasa near Vadodara are approved by the USFDA. Organization structure BU-1:. Mallinckrodt of USA. It plans to achieve sales of over $1 billion by 2010. Nycomed. Zydus Cadila aims to be a leading global healthcare provider with a robust product pipeline and sales of over $ 1 billion by 2010. Hospira. More than 500 professionals spearhead the group’s research programme. gynecologist & critical core markets. Three of the group’s facilities including the formulation manufacturing plant at Moraiya.

Focuses on dermaceutical & cosmeceutical market.Direct repartees to (MD) 1) New Product Development (NPD) 2) Global Demand & Supply Organization (GDSO) 3) Pharmaceutical Technological Centre (PTC) 25 .It focuses on antidiabetic & cardiovascular markets.Global business – business department. 3) Zydus Cnd: . 4) Gr Pharma: .The female healthcare division of Zydus cadila for contraception.General pharmacy segment. acne.API Business – ZYFINE API manufacturing – Dabhasa API manufacturing – Ankleshwar BU-4: . PSOs (Hyper androgenic disorders) 2) Respicare: .German Remedies is among the leading players in respiratory. 3) Diagnostic: .Cadila Healthcare Ltd. BU-2:.Deals with diagnostic product segment. 2) Zydus Medica: . BU-3: . 4) Liva Healthcare: . Generic Business BU-6: . hairloss. CPD (consumer product division) Joint Ventures 1) Zydus Hospira 2) Zydus BSV (Bharat Serum Vaccine) 3) Strategic marketing call (SMC) 4) Zydus Nycomed BU-5: .Domestic formulation marketing 1) Evona: . women’s healthcare & oncological segment.Generic patent.Specially division of Zydus cadila which focuses on cardiovascular segments.

Manufacturing Formulation plant 1) Moraiya 2) Baddi 26 . calcium supplements to mention a few 7) Zydus Synovia: . 4) Global Control Manufacturing cell (GCM cell) 5) Clinical Research Organization (CRO) 6) Legal 7) Dial For Health (DFH) 8) CORP. 5) Zydus Neurosciences: . multivitamins.It deals with nutraceuticals such as vitamins.It deals with Nephrology (Dialysis & transplant) 3) Zydus Urosciences: .Domestic formulation marketing 1) Zydus Cadila: . iron.It deals with urology & rental care 4) Zydus Oncosciences: .It’s Rheumatology task force division SSU-1:. 2) Zydus Nephrosciences: .It deals with oncology.It’s dedicated to the cause of Neurology & psychiatry & reintegrating the lives of mentally ill 6) Zydus Nutriva: .Flagship division with product portfolio of active brands that includes brand leaders in multispeciality & antibiotic range. Quality Assurance 9) Liaison office 10) Environmental Management 11) Project Management office (PMO) BU-7: .Cadila Healthcare Ltd.

Cadila Healthcare Ltd.R.Group H. & Corporate Communication ZRC – Zydus Research Centre 27 .Corporate Finance SSU-3:. 3) Goa 4) Sikkim SSU-2:.

Cadila Healthcare Ltd. Various Departments at Moraiya Plant  Analytical development laboratory formulation and development  International regulation areas  Intellectual property rights  Ndds  Consumer product division  Pharmacokinetics  Packing Department  Tds  Quality Assurance  Quality Control  Vaccine – r  Vaccine – t hormone parental  Tablet Manufacturing  Services housekeeping  Engineering  Transport  Security  Finance  Human Resource  Purchase  Information Technology  Office & Administration 28 .

Patel Deputy Managing Director Humayun Dhanrajgir Director Apurva S. Diwanji Director 29 . Patel Director Pranlal Bhogilal Director Sharvil P. Patel Chairman & Managing Director Mukesh M.Cadila Healthcare Ltd. Board of Directors Pankaj R.

Devesh Patel. management Mr. Shreya shah Officer 30 .R Mr. Mr.Joshi President Mr. Ms.R. Dy. Rishikesh Raval. Preethi Nair Senior executive of H.R. Vice president. General Manager of H. Human Resources Structure Mr.Cadila Healthcare Ltd.R.R. H. P. Manager. Atul Chaudhari. Amit Sharma H. Officer Ms.

Cadila Healthcare Ltd. Management grades Grade 1 2 2a 4 5 6 7 8 9 10 22 34 Manufacturing designation Senior vice president Vice president Senior general manager Deputy general manager Senior manager Manager Deputy manager Senior executive Executive Officer Senior technical supervisors Trainee 31 .

2nd shift – 15:30 hours to 24:00 hours 3rd shift 23:45 hours to 07:35 hours Lunchtime – 11:30 to 02:00 (30 minutes staggered time department wise)  Availing leave .Weekly off Every Sunday . HR Policies  Working Hours 1st shift – 07:30 hours to 10:00 hours General shift Monday to Saturday 08:30 a.Cadila Healthcare Ltd. to 17:05 p.Paid holidays 2 days National Holidays 1 day Uttarayan 32 .m.m.

 Medical leave/sick leave All confirmed executives/staff will be eligible for maximum of 7 days of medical leave in a financial year.Cadila Healthcare Ltd. a minimum of 240 days of presence in the previous financial year is must leave calculation will be done on pro rata based on the date of joining.  Emergency leave (Causal leave) All confirmed executives /staff will be eligible for maximum of 7 days of emergency leave in a financial year.Trainees are not entitled for any leave. No more than 3 days of emergency leave is available at a time. 33 . Trainees: . 1 Parana (Janmastmi) 3 days Diwali  Privilege leave All confirmed executive’s staff will be eligible for maximum 30 days privilege leave in a financial year.  Maternity leave All female staff members/executives are eligible 4 the maternity leaves of 12 weeks with full pay. For being eligible for PL.

Post: Baddi 34 . Satellite Cross Roads.H. Various offices of Zydus Group . No 8A Moraiya Taluka – Sanand.Cadila Healthcare Ltd. Dist – Ahmedabad Ph: 02717 – 250331 (Baddi) Swaraj Majra Juddi Kalan.Formulation plant (Moraiya) Sarkhej – Bavla N. Ahmedabad – 15 Ph: 079 – 26868100 .Corporate office Cadila healthcare Ltd Zydus Tower.

Taluka: Nalagarh District: Solan. Siliguri .Gangtok High-way No 31 Rangpo. Thane (west) – 400604 Ph: 022-25838270 Zyfine Opp. Taluka: Sanand. 21 Opp. East Sikkim – 737132 . District: Ahmedabad.Cadila Healthcare Ltd. No 8A Moraiya. Laxminarayan Petrol Pump. Central Excise Office Wagle Industrial Estate. 35 .Pharmaceutical Technology Centre (PTC) (Moraiya) Sarkhej – Bavla N. Ph – 02717-250331 (Mumbai) Plot A 106-107 Road No.Himachal Pradesh Ph: 01795 – 246841 (Goa) Plot No 203-213 Kundaim Industrial Estate Post: Kundaim Goa – 403115 Ph: 0832 2395017 to 19 (Sikkim) Zydus Healthcare Ltd Near IOCL Bottling Plant Majhitar.H.

API plants (Ankleshwar) 291. Sarkhej – Bavla N. GIDC Estate. Taluka: Sanand.H. No 8A Moraiya Taluka – Sanand.H. Sarkhej – Bavla N.H. District: Ahmedabad Zydus Distributors Behind ZRS. Taluka – Sanand. No 8A Moraiya.Cadila Healthcare Ltd. No 8A Moraiya. District: Ahmedabad Ph: 02717-250801 . Ahmedabad Ph: 02646-220719 (Dabhasa) Cadila Healthcare Ltd Plot No 31 Dabhasa – Umaraya Road Village – Dabhasa – 391 440 District: Vadodara Ph: 02662-223412 36 . District: Ahmedabad Ph: 079-2375033 Zydus Research Centre Sarkhej – Bavla N.

Sugar Free Natura: 37 . Products Some Important products of Zydus Cadila healthcare Limited:1.Cadila Healthcare Ltd.

launched by Sugar Free – a player in the substitute category – is a zero – calorie sucralose . Zydus Cadila’s Sugar Free Natura has attracted a huge market with its ability to enable one to bake and cook mouthwatering delights without any loss in sweetness. Nupatch: Zydus Cadila has launched NuPatch – India’s first indigenously manufactured Diligence transdermal patch for pain relief.based sweetener derived from sugar under its array of sugar substitutes. 3. according to a release. 2. NuPatch is manufactured at the group’s transdermal facility at Moraiya in Ahmedabad.Cadila Healthcare Ltd. EverYuth: 38 . NuPatch not just ushers in a new technology but its New Drug Delivery System brings in several advantages for the patient too. The product.

Nudoxa heralds a new approach in cancer therapy. Zydus Cadila has introduced Light & Clear face wash active Mili capsules at an introductory price Rs. Nudoxa: Cadila Healthcare Ltd – Zydus Cadila – has introduced an NDDS product ‘Nudoxa’ for the treatment of various cancers. 5. Hydroxychloroquine Sulphate Tabs: 39 . It reportedly contains natural colic acid and saffron as well as Fruit PHAs (polyhydroxy acids) for hydrating and moisturizing. 50.Cadila Healthcare Ltd. One of the critical drugs used in chemotherapy. 4.

Margarines are fat derived from either animal products or vegetable oils. The veggie margarines are used as a healthy alternative for butter. The medicine falls under the DMARD (disease modifying anti-rheumatic drug) selection. 40 .Cadila Healthcare Ltd. Nututralite: Zydus Cadila is a bold marketer. Nutralite is table margarine. 6. and is used in caring rheumatoid arthritis.Sugarfree Natura and now it’s fighting with butter by relaunching the brand Nutralite. World over margarine are used as a substitute for butter. Cadila Healthcare ltd has received USFDA approval for Hydroxychloroquine Sulphate tabs in the strength of 200mg. First it fought with the sugar by launching the sugar alternative .

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It is now termed as Human Resource Management (HRM). Every organization needs to have well. Broadly speaking. abilities and attitudes needed by that organization. a relatively new term. This unit throws light on various facets of training Training refer to the teaching / learning activities carried on for the primary purpose of helping members of an organization to acquire and apply the knowledge. such as Personnel Administration or Personnel Management. skills. However. Employee training is the most important sub-system of human resources development. For Job redesigning or technological changes require some type of training and development efforts. Introduction Organization and individual should develop and progress simultaneously for their survival and attainment of mutual goals. that it is should adapt itself to a changing environment. Organizational growth needs to be meshed with the individual’s growth. every modern management has to develop the organization through human resources development. Human Resource Management 42 . But now. Human Resource Management (HRM). The concern is for the organization’s variability. Training of personnel is not important to meet the requirement of the job but it is necessary to raise the skill levels and increase the existing level of knowledge. the trend is changing. As the jobs become more complex. or to prepare him/ her for higher position with increased responsibilities.trained and experienced personnel to perform the activities that have to be done. skills and abilities of employees of the company to perform specific jobs are increased. versatilities and adaptability of employees so that the employee is better equipped to do his/her present job. The term ‘Training’ indicates any process by which the aptitudes. training is the act of increasing the knowledge and skill of an employee for doing a particular job. Training is a specialized function and is one of the fundamental operative functions for human resources management. the importance of employee development also increases. So. that emerged during the 1930s.Cadila Healthcare Ltd. Many people used to refer it before by its traditional titles. individual growth is not an end in itself.

programs. It ensures that randomness is reduced and learning or behavioral change takes place in structured format. Human Resource Management is defined as the set of activities. They were holding the traditional view that managers are born and not made. come under the horizon of HRM. The modern approach of training and development is that Indian Organizations have realized the importance of corporate training.Cadila Healthcare Ltd. and functions that are designed to maximize both organizational as well as employee effectiveness Scope of HRM without a doubt is vast. But now the scenario seems to be changing. Retention. Industrial Relation. one such important division is training and development. Training is now considered as more of retention tool than a cost. train and develops. TRAINING AND DEVELOPMENT is a subsystem of an organization. It comprises of the functions and principles that are applied to retaining. Performance Management. training. It is also applicable to non-business organizations. HUMAN RESOURCE MANAGEMENT Resource Management is Human defined as the people who staff and manage organization. There were also some views that training is a very costly affair and not worth. is a management function that helps an organization select. Traditional and Modern Approach of Training and Development Traditional Approach – Most of the organizations before never used to believe in training. such as education. etc. Payroll. Training and Development. developing. The 43 . from the time of his entry into an organization until he leaves. The divisions included in HRM are Recruitment. All the activities of employee. healthcare etc. Out of all these divisions. recruit. Organizations used to believe more in executive pinching. and compensating the employees in organization.

Training refers to the teaching and learning activities carried on for the primary purpose of helping members of an organization to acquire and apply the knowledge. or changing of attitudes and behaviors to enhance the performance of employees.Cadila Healthcare Ltd. sharpening of skills. It is a learning process that involves the acquisition of knowledge. behavior and aptitude towards the requirements of the job and the organization. concepts. 44 . training system in Indian Industry has been changed to create a smarter workforce and yield the best results Meaning After an employee is selected. and where you will be after some point of time. Thus. Training is about the acquisition of knowledge. Training is about knowing where you stand (no matter how good or bad the current situation looks) at present. skill. placed and introduced in an organization he/she must be provided with training facilities in order to adjust him to the job. training improves changes and moulds the employee’s knowledge. Training is the act of increasing the knowledge and skill of an employee for doing a particular job.” In other words. skills. Dale S. training bridges the differences between job requirements and employee’s present specification. skill. and abilities (KSA) through professional development. abilities and attitudes needed by a particular job and organization. Beach defines the training as “… the organized procedure by which people learn knowledge and/or skill for a definite purpose. rules. Training is activity leading to skilled behavior. Training is a shortterm educational process and utilizing a systematic and organized procedure by which employees learn technical knowledge and skills for a definite purpose.

It ensures that randomness is reduced and learning or behavioral change takes place in structured format. technical and allied areas. Area Content Purpose Duration For whom: Training Technical skills knowledge Specific job-related Development and Managerial and behavioral skills and knowledge Conceptual and general knowledge Short-term Long-term Mostly technical and non. organization and allied areas. the latter refers to developing an employee in the areas of principals and techniques of management.Mostly for managerial managerial personnel personnel 45 .Cadila Healthcare Ltd. administration. Training and development Employee training is distinct from management development or executive development. While the former refers to training given to employees in the areas of the operations. Training And Development is a subsystem of an organization.

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Importance of the Training
The importance of human resources management to a large extent depends on human resources development and training is its most important technique. As stated earlier, no organization can get a candidate who exactly matches with the job and the organizational requirements. Hence, training is important to develop the employee and make him suitable to the job. Training works towards value addition to the company through HRD. The main top companies in terms of value-multiples advocate that they could multiply the value addition due to their concern and recognize of the importance of training in HRD and in value addition. Job and organizational requirements are not static, they are changed from time to time in view of technological advancement and change in the awareness of the Total Quality and Productivity Management (TQPM). Trained employees would be a valuable asset to an organization. Organizational efficiency, productivity, progress and development to a greater extent depend on training. If the required training is not provided, it leads to performance failure of the employee. Organizational objective like viability, stability and growth can also be achieved through training. Training is important as it constitutes a significant part of management control. Training enhances 4Cs viz. competence, commitment, creativity and contribution for the organization.

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Benefits of Training
How Training benefits the organisation • Leads to improve profitability and/or more positive attitudes toward profits orientation • Improve the job knowledge and skills at all levels of the organisation • Improves the morale of the workforce • Helps people identify with organizational goals • Helps creates the better corporate image • Fosters authenticity, openness and trust • Improve the relationship between boss and subordinates • Aids in organizational development • Learns from the trainee • Helps prepare guidelines for the work • Aids in understanding and carrying out organizational policies • Provides information for the future needs in all areas of the organisation • Organisation gets more effective in decision making and problem solving • Aids in development for promotion from within • Aids in developing leadership skill, motivation, loyalty, better attitudes and other aspects that successful workers and managers usually display • Aids in increasing productivity and/or quality of work • Helps keep cost down in many areas, e.g., production personnel, administration etc. • Develops the sense of responsibility to the organisation for being competent and knowledgeable • Improves labour management relations • Reduces outside consulting costs by utilizing competent internal consulting • Aids in improving organizational communication • Helps employee adjust to change

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Objectives of the Training
The chief aim of training is • To increase his / her ability to learn from experience. • To increase his /her ability to help his/ her subordinates from experiences. According to Douglas McGregor, there are three main purpose of learning. i) Acquiring Intellectual Knowledge: An electrical engineer may need more knowledge than he now possesses about circuit design. A new employee may require knowledge about company policies. A foreman may require information about the new provisions in the labor agreement. The acquisition of knowledge is a fairly straight- forward process provided the individual wants the new knowledge. It can be made available t him in several ways. However, if he does not want the knowledge, there is considerable difficulty getting him to learn it. In industry, attempts should be made to create a ‘felt need’ for new knowledge. ii) Acquiring Manual skills: The acquisition of a manual skill requires practice or experience accompanied by feedback pure trail and error learning can be speeded up by guidance but the individual cannot learn unless he performs and receives clues, which tell him about the success of his efforts. The necessary effort will be expanded only if there is a felt- need on the part of the learner. iii)Acquiring Problem – Solving Skills: Much of a manager’s work is solving problems. These include organizing his/her own and his/her subordinate’s activities, planning and a wide range of other decision-making activities. These are skills involved in diagnosing, problems, interpreting relevant data, assessing alternative solutions and getting feedback concerning the effectiveness 48

As with any skill. Societal Objectives – ensure that an organization is ethically and socially responsible to the needs and challenges of the society. Organizational Objectives – assist the organization with its primary objective by bringing individual effectiveness. In addition to that. and Societal. Functional Objectives – maintain the department’s contribution at a level suitable to the organization’s needs. Theses skills can be improved and classroom education is one method utilized for this purpose. 49 . Functional. enhances the individual contribution to an organization. Organizational. The most widely used classroom method for improving the problemsolving skills is the case method. it can be highly effective. of the solution.Cadila Healthcare Ltd. The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. practice and feedback are essential for learning. In the hands of a skilful teacher. Individual Objectives – help employees in achieving their personal goals. there are four other objectives: Individual. which in turn.

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and functional programme etc which provide a platform for transforming our people into an integral part of our performing organization. 2. We focus our special attention on training needs. To keep with the changing business situation. If a comparable in – house programmer is not organized employees shall be nominated for external Programme. HR department designs a training calendar in the beginning of each financial year after having detailed discussion with the Business Unit (BU) Heads. high morale. 2. employees from all levels are nominated to updates and enrich their knowledge in their relevant field nominations for external courses come to the HRD department with the approval of divisional/ department head. As we believe that people are our important resource it is our constant endeavor them the a sense of pride.is the driving force in training.Cadila Healthcare Ltd. esteem and inculcate in them the environment of faith & trust enable them to work with a sense of purpose. strategic management. self work. seminars in various areas like skill building competence building. 1. Internal / In –House Training Programme. In fulfillment of our objective “TO BUILD OUR PEOPLE”. Type of the training We build people to build our business. Zydus Cadila also believes training to be an important component of an individual’s overall growth & development. We undertake a mammoth task to identify & conduct series of workshops. Internal Programme: / In – House Training To enable our manger to face the challenges of the present business scenario and to complete successfully in the liberalized environment. Training has been categorized into mainly two types of Programme. 1. Besides the above. 51 . total dedication commitment. External / Out –Side Training Programme: The criteria for delegation people for outside training are based on need felt for such new area for which expertise is not available within the company. External / Out –Side Training Programme.

Head. To create awareness of GMP and specific job related technical skills in the employees Scope: This SOP is applicable to all employees.5 Reference: In – house Attachments: Attachments – I Attachments. SOP Training and GMP training must be given to all employee tp ensure that employees are familiar with current GMP requirements and have the knowledge & skills necessary to programme shall be conducted 2. Q. SOP TRAINING Objective: 1.II Attachments. Three types of training programme shall be conducted.R. . Responsibility: Training Coordinator: To Co. To trainee all the employees working in the area associated directly or indirectly with manufacturing 2.Cadila Healthcare Ltd.ordinate training programme Section Head : To maintain the file Accountability: H. Induction / Orientation Training 52 .III Attachments-IV Attachments-V Attachments-VI : : : : : : SOP training Record (FM/HR/001) Training Evaluation Sheet Employee Training Record (FM/HR/006) On the Job Training Certificate (FM/HR/040) Training Attendance sheet (FM/HR/041) Training Calendar Format (FM/HR/042) Procedure: 1. Head 1.A. A.

department head should explain the SOP and re-train the employee • Department Head must sign the training Record and file in the SOP training record of the individual Training Record which shall be maintained in the respective department 53 . GMP/ General Training / Classroom training Note: For Class room training Attendance sheet shall be filled in with relevant details and duty signed by all participants Induction / orientation training Every new employee must be given induction training with a view to facilitate entry into the organization and to acquaint with the systems and procedure applicable to him /her. SOP training 1. Company’s History b. 1. Personnel 2. Company’s Policy c. Health & Safety 2. B. GMP awareness 3. GMP Training: Designated QA personnel shall impart GMP training to all new joiners within one-month period time after their joining 3. SOP Training / On the Job training for employees working on the machines / Instruments C. SOP Training to the new Employee: Every new employee must be asked to read and understand all SOPs applicable to him • Department Head must evaluate the employee by asking oral questions and if found satisfactory department Head must sign and date SOP training Record (FM/HR/001) • If not found satisfactory.Cadila Healthcare Ltd. Induction Training will be three types. Personnel: Every new employee must be introduced to follow staff member & made aware of the a.

GMP Training is to be given to all employee to create GMP awareness B. Revisions in the SOP or Introduction of any new SOP b. Department Head must sign the Training Record and file in the SOP training record which shall be maintained in the respective department 5. GMP training must be imparted by means of classroom Training based on the training calendar 54 . SOP Training: SOP training is imparted at following stages i. After satisfactory performance of the employee on the job training certificate shall be prepared duly signed by the trainee and department Head i. Departmental Head must evaluate the employee by providing questionnaires or asking oral question and if found satisfactory department Head must sign & date SOP training Record d. After successful demonstration employee shall be asked to perform the activity under supervisor of experienced employee or the area supervisor h. GMP training: A. department head should explain the SIOP and Re-train the Employee. If not found satisfactory. concerned to his job.Cadila Healthcare Ltd. The Employee shall read all the SOPs. a. function. on the Job Training: f. e. On the Job training certificate shall be filled in Individual training Record that shall be maintained in the respective Department 6. Supervisor shall give demonstration of operation / cleaning of the machine/ equipment/ Instrument to the employee at the working place g. c. 4. before work is assigned to him/her by which he can come to know about the various procedures related to his functional skills. On Inter departmental transfer ii.

After completion of Training.Cadila Healthcare Ltd. External faculty is also invited for conducting programme for better subject awareness of the employee K. Unsuccessful Candidates must be retrained immediately I. seminar etc. Employees are also sent for attending outside training programme. Refresher training on GMP shall be provided to all employees on yearly basis 55 . Trainee must be evaluated by providing a questionnaires or by asking oral question F. % of mark obtained > 90% 81-90% < 80% Remarks Excellent Very Good Poor & retraining H. Employees are also invited for conducting training programme for better subject awareness of the employees L. Training Calendar shall be prepared by the training coordinator and shall be approved by the Quality assurance Head D. Criteria for evaluation for GMP & SOP training will be as follows. Record for the same shall be filed in individual training file M. C. Department Head must maintained Employee Training Record for the individual employee J. Training calendar shall be prepared which shall include the proposed date pf training topic. Trainer evaluates the trainee after awarding the marks G. Faculty & target audience and shall be reviewed at the end of any quarter E.

Once apprentice is absorbed and confirmed as a regular employee.: GMP : Standard Operating Procedure Human Resource Quality Assurance Change Control Number Good Manufacturing Practice 56 . Only after satisfactory training on (GMP and SOPs) Apprentice shall be allowed to sign the GMP documents E.0 onwards Abbreviations SOP : HR : QA : CC No. which are pertaining to his job function C. Department Head must evaluate the employee by providing questionnaires only assign oral questions and if found satisfactory department Head must sign and date SOP training record D. 3. Apprentice shall undergo SOP training. All apprentice shall undergo (GMP Training within one month from date of his /her Joining) B.Cadila Healthcare Ltd. procedure shall be followed as mentioned from Point No. Training of Apprentice A.

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These methods are associated with changes in knowledge and attitude by stimulating learning. These methods are best used for skill development.Cadila Healthcare Ltd. Cognitive methods are more of giving theoretical training to the trainees. also its impact on trainees keeping their background and skills in mind before giving training. Methods of Training There are various methods of training. The various methods under Cognitive approach provide the rules for how to do something. The various methods that come under Behavioral approach are:  GAMES AND SIMULATIONS o BEHAVIOR-MODELING 58 . The various methods that come under Cognitive approach are:     Lectures demonstrations discussions computer based training (cbt) o o o intelligent tutorial system(its) programmed instruction (pi) virtual reality Behavioral methods are more of giving practical training to the trainees. The various methods under Behavioral approach allow the trainee to behavior in a real fashion. which can be divided in to cognitive and behavioral methods. demonstrate relationships among concepts. Trainers need to understand the pros and cons of each method. etc. written or verbal information.

The four techniques for on the job development are: • • • • Coaching mentoring job rotation job instruction technique (jit) 59 .Cadila Healthcare Ltd. o o o o o BUSINESS GAMES CASE STUDIES EQUIPMENT STIMULATORS IN-BASKET TECHNIQUE ROLE PLAYS Both the methods can be used effectively to change attitudes. but through different means. To become a better performer by education implies that management development activities attempt to instill sound reasoning processes. Management development method is further divided into two parts: ON THE JOB TRAINING The development of a manager's abilities can take place on the job. Another Method is MANAGEMENT DEVELOPMENT METHOD – MANAGEMENT DEVELOPMENT – The more future oriented method and more concerned with education of the employees.

Cadila Healthcare Ltd. OFF THE JOB TRAINING There are many management development techniques that an employee can take in off the job. The few popular methods are:     Sensitivity training transactional analysis straight lectures/ lectures simulation exercises 60 .

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team spirit. It helps to expand the horizons of human intellect and an overall personality of the employees. • Quality – Training and Development helps in improving upon the quality of work and work-life. • Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness.Cadila Healthcare Ltd. Importance of Training and Development Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. • Productivity – Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. The employees get these feelings from leaders. • Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization. and inter-team collaborations. • Organization Climate – Training and Development helps building the positive perception and feeling about the organization. • 62 . It helps in creating the learning culture within the organization. It helps in inculcating the zeal to learn within the employees. • Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level. • Team spirit – Training and Development helps in inculcating the sense of team work. It also helps the employees in attaining personal growth. and peers. subordinates.

• Image – Training and Development helps in creating a better corporate image.Cadila Healthcare Ltd. • Morale – Training and Development helps in improving the morale of the work force. and other aspects that successful workers and managers usually display. relationship so that individual goals aligns with organizational goal. Training and Development aids in organizational development i. It helps to build good employee.e. • Profitability – Training and Development leads to improved profitability and more positive attitudes towards profit orientation. loyalty. Organization gets more effective decision making and problem solving. • 63 . better attitudes. • Health and Safety – Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. Healthy work environment – Training and Development helps in creating the healthy working environment. motivation. It helps in understanding and carrying out organizational policies • Training and Development helps in developing leadership skills.

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the talk-cum-discussion method is used to orient the participants about concept of a particular module during the training session. Motivation etc. skill teaching. The old days’ training methods like lecture are now being replaced with different multi dimensional training methods. Distt. R K Mission. Inforamtion Technology and other topics like leadership development. The opportunity is provided to the participants to discuss their field experiences and problems related to the particular module. Since the adult/senior people do not relish too much listening to others. Senders (1965) commented that to make a training effective it should be based on the fundamentals that people learn by seeing with their own eyes. hearing with their own ears. 65 . This method is used for the modules on extension talk. Training Methodology In the recent past. the Institute has also incorporated latest training techniques and extension teaching methods by linkage with other institution like MANAGE. saying with their mouths and doing with their own hands. & Sub Divisional level Extension Officers from State Govts.Cadila Healthcare Ltd. (ii) Planning Session In all the courses conducted by the Institute. Considering the above factors and all the modernization in the field of training methodology. and SRI. the extension training has received numerous improvements. Extension Training Programs have witnessed multivarious changes in the training methodology. With the introduction of modern communication techniques. the participants are provided with an opportunity to plan the particular topic in each module under the guidance of faculty members. before practice or presentation on any module.Group Discussion / Group Exercise The participants of the training courses conducted by this Institute usually are Master Trainers/Scientists of State Agricultural Universities and State. XISS. A brief discussion of the training approach/methodology presently being followed by the Institute is given hereunder:(i) Lecture-cum.

Cadila Healthcare Ltd. The extension talks delivered by the participants would invariably be supported by some kinds of visual aids which they would prepare by themselves in consultation with the faculty members. In the process of appraisal. (iv)Video Films: (v) Field Visits: (vi) Practice Session After planning the topic and demonstration. A sharing of experiences session included for better understand of problems and prospects of case studies for proper implementation of project at grass root level. after proper planning & practice/rehearsal. The appraisal of the visual aids is part of the appraisal of extension talks. (vii) Presentation. The presentation of extension talks and the skill teaching plans by the participants forms one of the important techniques adopted in all the courses. The practice on letter writing and drawing techniques are given to the participants in order to develop skill in preparation of visual aids in computer. Similarly participants practice for extension talk session as well as skill session before the actual presentation.V.aids in the field situation. the participants are provided with an opportunity to practice it. These presentations may either be an individual or a group activity. This helps in developing confidence among the participants in use of various extension methods and A. (iii) Sharing of Experiences: In a many a cases. the strong points are highlighted and points for improvement are given in the form of suggestions for further improvement. The participants are asked to recall the important/major 66 . The participants are requested to present their talk plans and skill plans. (viii) Appraisal The appraisal of the presentations of extension talks & skill teaching plans is done by the faculty members and participants on certain norms. (xi) Recall Session The recall is done with the specific objectives to strengthen the remembrance of the participants on the major learning daily/weekly.

67 . is used. (x) Back at work Plan At the end of the course the participants are requested to indicate about the major learning during the course and their application in their back home situation. However. learning's on individual/group basis. which are visualized on chart(s) and kept displayed in the class room till concluding session.Cadila Healthcare Ltd. in some courses like Extension Management. This provides 100 % involvement of the participants. Monitoring & Evaluation Project Management & PRA Techniques and Management of Training Programme “COVERDALE” Training Methodology. (x) Inductive Learning Generally in most of the courses the above mentioned training methodology is adopted. (xi) Evaluation The training programmes conducted by the Institute are being evaluated which help in monitoring the training progress and also provide opportunity to the faculty to incorporate the topic(s)/revise methodology as per the need of the trainees while planning for future course. in which participants are divided in sub groups and task is given. The group members are requested to assemble in general session for presentation/appraisal/inputs.

Role of HRD Professionals in Training This is the era of cut-throat competition and with this changing scenario of business. etc depends on training for its survival. senior management team is now increasing the role of training. Training actually provides the opportunity to raise the profile development activities in the organization. marketing & sales. waste of time. the role of HR professionals in training has been widened. anytime. Training is now the important tool of Human Resource Management to control the attrition rate because it helps in motivating employees. Such concepts of HRM require careful planning as well as greater emphasis on employee development and long term education. The training and development activities are now equally important with that of other HR functions. then it is difficult to accept that such a company has effectively carried out HRM.Cadila Healthcare Ltd. If training is not considered as a priority or not seen as a vital part in the organization. etc. Active involvement in employee education 2. achieving their professional and personal goals. HR. increasing the level of job satisfaction. anywhere training 68 . and money. HR role now is: 1. training is an investment because the departments such as. finance. the relationship between the training function and other management activity is also changing. resources. To increase the commitment level of employees and growth in quality movement (concepts of HRM). Gone are the days. Training and Human Resource Management The HR functioning is changing with time and with this change. when training was considered to be futile. Rewards for improvement in performance 3.e. As a result training is given on a variety of skill development and covers a multitude of courses. production. Rewards to be associated with self esteem and self worth 4. Now a day. Providing pre-employment market oriented skill development education and post employment support for advanced education and training 5. Flexible access i.

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1 Sr. 70 . Table No. No 1 2 Dose your Company providing training? Opinion Yes No Response 100 0 Percentage 100% 0% Chart No 1 120% 100% 80% 60% 40% 20% 0% Yes No Series1 Interpretation: From the above graph it is inferred that 100% employees take the training in organization. 1.Cadila Healthcare Ltd. Data Analysis and Interpretation It includes the analysis and interpretation of the data with the help of some statistical tool like bar graph on the finding which gives brief idea about the research the data collected with the help of the questionnaire and interview are analyzed.

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2. No 1 2 3 Opinion On the Job Training Off the Job Training Both Response 85 7 8 Percentage 85% 7% 8% Chart No 2 100% 80% 60% 40% 20% 0% On the Job Training 85% Off the Job Training 7% Both 8% Series1 Interpretation: From the above graph it is inferred that 85% employees take on the job training in the organization & 7% employees take off the job & 8% employees take both the training in the organization. Which type of training is provided in the organization? Table No.Cadila Healthcare Ltd. 72 .2 Sr.

1. Training? Table no 3 Sr. No. 73% employees take EHS training & 79% employees take Technical Training. 18% employees take Behaviour Training.Cadila Healthcare Ltd. 2. 73 . 2 3 4 Which type of training you take in On the Job Opinion Induction Training Behaviour Training EHS Training Technical Training Response 89 18 73 79 Percentage 89% 18% 73% 79% Chart No 3 100% 80% 60% 40% 20% 0% Induction Training Behaviour Training EHS Training Technical Training Series1 Interpretation: From the above graph it is inferred that 89% employees take Induction Training.

12% employees says that some what true. No. 10% employees says that true to great extent and 29% employees says that very true induction training is given adequate importance in organization. Is Induction organization? Table No 4 Sr. 74 . 14% employees says that a little true.Cadila Healthcare Ltd. 4. 1 2 3 4 5 Training given adequate important in your Opinion Not at all true A little true Some what true True to great extent Very True Response 35 14 12 10 29 Percentage 35% 14% 12% 10% 29% 29% 35% Not at all true A little true Some what true True to great extent 10% 12% 14% Very True Interpretation: From the above graph it is inferred that 35% employees says that it not all true.

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Cadila Healthcare Ltd. 76 . No 1 2 Opinion Yes No Response 94 6 Percentage 94% 6% Chart No 5 100% 80% 60% 40% 20% 0% Yes No Series1 Interpretation: From the above graph 94% employees says that induction training is well planned and 6% employees says that induction training is not well planned organisation. Dose Induction training well planned? Table No.5 Sr. 5.

Is Induction training of sufficient duration? Table No.6 Sr. 77 . 6. No 1 2 Opinion Yes No Response 100 0 Percentage 100% 0% Chart No 6 120% 100% 80% 60% 40% 20% 0% Yes No Series1 Interpretation: From the above graph it is inferred that 100% employees says that induction training of sufficient duration.Cadila Healthcare Ltd.

Table No. Methods of on the job training. 93% of employee used Job instruction & 7% employees used Internship Methods for on the Job training. 78 . No 1 2 3 4 Opinion Job rotation Coaching Job instruction Internship Response 20 13 93 7 Percentage 20% 13% 93% 7% Chart No 7 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Job rotation Coaching Job instruction Internship Series2 Interpretation: From the above graph it is inferred that 20% of employees used Job rotation. 7 Sr.Cadila Healthcare Ltd. 7. 13% of employee used for Coaching.

8 Sr. 8. 6% employee used for conference and 27% of employee used Programmed instruction for off the Job training. 79 . 60% of employee used for Lecture Method.Cadila Healthcare Ltd. 1 2 3 4 Opinion Role Playing Lecture Method Conference Programmed Instruction Response 7 60 6 27 Percentage 7% 60% 6% 27% Chart No 8 Programmed Instruction Conference Series1 Lecture Method Role Playing 0% 10% 20% 30% 40% 50% 60% 70% Interpretation: From the above graph it is inferred that 7% of employees used Role playing. What are the methods of off the job training? Table No. No.

80 . What is the duration of the training? Table No. 9 Sr. No 1 2 Opinion Short Term Long Term Response 100 0 Percentage 100% 0% Chart No 9 120% 100% 80% 60% 40% 20% 0% Short Term Long Term Series1 Interpretation: From the above graph it is inferred that 100% employees says that short term duration of the training.Cadila Healthcare Ltd. 9.

27% employees think that is conceptual. No Opinion 1 Specified Job related 2 Conceptual 3 General Knowledge Response 60 27 13 Percentage 60% 27% 13% Chart No 10 60% 50% 40% 30% 20% 10% 0% Specified Job related Conceptual General Knowledge Series1 Interpretation: From the above graph it is inferred that 60% of employees think that purpose of training for Specific purpose of job related. 81 . What is the purpose of Training? Table No. 10. & 13% think that it is basically related to general knowledge.Cadila Healthcare Ltd. 10 Sr.

11 Sr.Cadila Healthcare Ltd. No Opinion 1 Increased the productivity 2 Heightened Morale 3 Reduced Supervision 4 Reduced Accident 5 Increased organization Stability Response 67 53 0 60 7 Percentage 67% 53% 0% 60% 7% Chart No 11 Increased the productivity 1 9 10 Reduced Supervision 0 Reduced Accident 8 Increased organization Stability Heightened Morale Interpretation: From the above graph it is inferred that 67% of employees think that advantage of training for increased the productivity. 11. What are the advantages of training? Table No. 53% employees 82 .

83 . think that is Heightened Morale 60% employees think that Reduced Accident & 7% think that it is basically related to increased organization stability.Cadila Healthcare Ltd.

No 1 2 3 4 5 Opinion Reaction Job Behaviour Learning Organization Feedback Form Response 7 7 53 13 47 Percentage 7% 7% 53% 13% 47% Chart No 12 Feedback Form Organization Learning Job Behaviour Reaction 0% 10% 20% 30% 40% 50% 60% Series1 Interpretation: From the above graph it is inferred that 7% of employees evaluated the training like reaction.Cadila Healthcare Ltd. 13% employees evaluated the training like organization & 47% evaluated the training like Feedback form. How do you evaluate the training programmed? Table no 12. Sr. 12. 7% employees evaluated the training like Job Behaviour. 84 . 53% employees evaluated the training like Learning.

Cadila Healthcare Ltd. 7% opinion is 70% . How much senior manager takes Interest & Spent time in the training? Table No. No 1 2 3 4 5 Opinion 90% .80% 80% .90% 70% . 40% opinion is 80 – 90%.80% 50% . 13 Sr.< 0% 10% 20% 30% 40% 50% Series1 Interpretation: From the above graph it is inferred that 47% opinion is 90% & more than.> 50% .70% senior manger takes interest in training.70% 50% .80% & 7% opinion is 50% . 13.90% 90% .70% 70% . 85 .> Response 47 40 7 7 0 Percentage 47% 40% 7% 7% 0% Chart No 13 50% .< 80% .

designed.14 Sr. Training policy is well.Cadila Healthcare Ltd.designed a widely share in the company? Table No. No 1 2 Opinion Yes No Response 100 0 Percentage 100% 0% Chart No 14 100% 80% 60% 40% 20% 0% Series1 Yes 100% No 0% Interpretation: From the above graph it is inferred that 100% employees says that Training policy is well. 14. 86 .

15. No 1 2 3 4 Opinion Excellent Good Satisfactory Not Satisfactory Response 64 26 6 4 Percentage 64% 26% 6% 4% Chart No 15 6% 26% 4% Excellent Good Satisfactory 64% Not Satisfactory Interpretation: From the above graph it is inferred that 64% employees says that quality of Training is excellent. 6% employees says that quality of training is satisfactory and 4% employees says that quality of training is not satisfactory. What are the qualities of training in your company? Table no 15 Sr. 87 . 26% employees says that quality of training is good.Cadila Healthcare Ltd.

you get satisfaction? Table No.Cadila Healthcare Ltd. 88 . 16 Sr. 16. If you take training. No 1 2 Opinion Yes No Response 92 8 Percentage 92% 8% Chart No 16 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Yes No Series1 Interpretation: From the above graph it is inferred that 92% employees says they satisfied with training and remaining 8% employees they are not satisfied.

80% 80% . 13% employees opinion is 70% – 80%.Cadila Healthcare Ltd. If yes How much? Table No. No 1 2 3 4 5 Opinion 90% .< 0% 10% 20% 30% 40% 50% Series1 Interpretation: From the above graph it is inferred that 46% employees opinion is 90% & less than.> 50% .90% 70% . 17 Sr. 5% employees opinion is 50% - 89 .80% 50% .> Response 46 22 13 5 6 Percentage 46% 22% 13% 5% 6% Chart No 17 50% . 22% employees opinion is 80% – 90%.70% 50% .90% 90% .< 80% .70% 70% .

Findings 1. 7. There would be lack of culture of innovation. It is well known that pharmaceutical industry is recession free industry. 70% and 6% employees opinion is 50% or more than they get satisfaction in training. 4. 3. There are so many competitors are arising day by day. In this competitive world. Lack of co-ordination of industry and research institution. It becomes an advantage for an industry.Cadila Healthcare Ltd. 2. 5. it is not easy to sustain in market. It becomes an MNC after spreading its branches in all over the world. 90 . Zydus Cadila is one of the fastest growing and well established industries having a large network of laboratories and R & D infrastructure. Cost of the production is one of the lowest in world. 6.

Training is useful for there development. The areas are following. It’s useful. it helps them to better understand the organisation of the company and they do a work properly way to way. Attempts should be made by the HR department to take a training in stipulated time without making any comprise with the talent or skills required for particular employee. Recommendation From the study on “Analysis of Training and Development” of Zydus Cadila Health Care Limited. So. There is a need for a well planned and properly scheduled induction. But there are some areas where improvement can be done to make the whole thing a perfect one. 91 .Cadila Healthcare Ltd. organisation and feedback form. In your company training programme are evaluates mostly by learning. SOP and GMP training for the employee. it is conducted that overall the whole things find appropriate as per the requirement of the organisation . It involves huge investment. measure should be taken to avoid wrong way training. Also use the reactions and job behavior for evaluates training programme. they know all thing properly if u gives to them training in right time and right duration. To gives training to in sufficient duration.

Suggestions As in a competitive world. Do not delay the compensation of employee and regularly check that workers are satisfied with there job or not. This company should be a potential for developing India as a centre for International clinical. Zydus Cadila is a niche player in global pharmaceutical R&D. maintain a proper communication between all levels of management. 92 . So that. There should be a proper communication and coordination between industry and research institution. Management is an important part of the organisation. Find out the main reason behind the high attrition rate and solve them instantly.Cadila Healthcare Ltd. to retain positive in the competitive world. industry would come up with new strategy and new innovations in the market.

93 . their training & get maximum output in lesser number people we also learn to skilled right people for the right work & to get maximums of production. In conclusion it may be said that in the modern business management model or in a present business scenario. It is prior responsibility of the HR department. from “Zydus Cadila healthcare limited” is how to manage Human resources. It has benefited me very much as a student since I gained more knowledge about the management and moral value. Conclusion It was my life time opportunity to do a project in Zydus Cadila Healthcare Limited. it is the obligated that the community as a whole as well as individual are under an obligation to protect the well being of workers and to secure to them their due shares in the gains of economic development.Cadila Healthcare Ltd. Overall what we have learnt during our training period. We met their skilled and unskilled the worker to find out their problem and their expertise which we will able to use in our future planning of human Resources.

Cadila Healthcare Ltd.

Bibliography
      www.zyduscadila.com http://traininganddevelopment.naukrihub.com www.yahoo.com www.scribd.com www.wikipedia.com www.HRM Guide.com

Reference 1. 2. 3. 4. 5. 6. 7. 8. Management Process and Organizational Behaviour Human Resource Management (B. Subba Rao) Management (Stephen P. Robbins) K. Ashwathappa C. B. Memoriya Franchise Charunilam S.S. Khanka S. Chand

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Annexure
Questionnaire Name: Department: Designation: 1. Does your company providing training? Yes On the job training Both 3. Which type of training you take in on the job Training? Induction training Behaviour training EHS training Technical training No off the job training 2. Which type of training is provided in your organization?

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4. Is

induction

training

given

adequate

important

in

your

organization? Not a all true A little true Some what true 5. Does Induction training well planed? Yes Yes Job rotation Coaching Role playing Lecture Method 9. What is the duration of training? Short Term 10. Specified Job Related General Knowledge 11. What are the advantages of training? Increased the productivity Heightened Morale stability Reduced Supervision 12. How do you evaluate the training programme? Reaction Job Behaviour Reduce Accident Increased organizational Long term conceptual What is the purpose of training? No No Job instruction Internship Conference Programmed Instruction 6. Is induction training of sufficient duration? 7. What are the methods of on the job training? True to great extent Very true

8. What are the methods of off the job training?

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70% 50% .< 80% . Yes If yes How much? 90% .80% If you take training.< 80% .> company? 15. Organization How much Senior Manager take interest and spent time in 90% . Learning Feedback form 13.80% 50% . you get satisfaction? Thank You 97 .Cadila Healthcare Ltd. What are the qualities of training in your company? Excellent Good 16.90% 70% .70% 50% . Training policy is a well-designed a widely share in the Yes No satisfactory Not satisfactory No 50% .90% 70% .> the training? 14.

Cadila Healthcare Ltd. 98 .