Critical Analysis of Training and Development of Zydus Cadila Healthcare LTD

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.
1
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.
2
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.
3
Thanking you,
Mitul Deliya
Executive Summary
As a part of the curriculum of Sem.-II of M.B.A. programmer, each student

has to under go a thirty days industrial visit with special focus to human
resources area to an organization.
The main objective of the industrial visit is to develop the student ability. It
is the opportunity for the student to show their skill and efficiency. Student
will able to develop their internal strength by the industrial visit.
The main objectives for conducting the Industrial Visit can be considered as
under.
 To get practical knowledge of all the fields of the Management such

as Marketing, Production, Finance, Human Resource and Accounting
in the industry.
 To know how the work has gone in the industry.
 To know contribution of the owner, managerial staff and the most

significant workers without them the work cannot done and the unit
cannot achieve their goals.
 Correlating the theoretical concepts with the practical world of the

industrial unit.
 Develop an ability to generate a report based on the field visit.
 With the help of this practical study. We can see the various types of
the policies of the company related to the employees as a part of the
4
HRM, different strategies for the Marketing, various processes of the

Production Department etc.
 By the visit of Zydus Cadila almost all the objectives as mentioned

above can be fulfilled. It makes me able to correlate my theories with
the practical.
5
6
History of Zydus cadila

The Beginning
The dawn of 50’s ushered in an era of awakening. Having broken free

from the bondage of dormant history, a need arose for the country to
be self-sufficient in all spheres.
Healthcare at this time was the sole domain of a few pharmaceutical

giants. 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, with tenacity of purpose
and unfailing zeal to achieve perfection in quality, Cadila was founded
in 1952.
At the time of India’s independence in 1947 our Late Founder, Mr.

Ramanbhai B. Patel was completing his graduation at the Baroda
Science College. After completing his studies in pharmaceutical
sciences, he went on to join L.M. College of Pharmacy, one of the
oldest pharmacy colleges in India as a Lecturer. With the entire nation
gearing up to make India self reliant, Mr. Ramanbhai B. Patel turned
an entrepreneur, determined to contribute his share by setting up a
pharmaceutical company.
Emerging as a modest pharmaceutical company, Cadila in the early

years came out with a wide range of innovative products.
Livirubra was a combination of intrinsic factor lipotropic factor, iron,

folic acid and vitamin B12 used for treatment of Pernicious anemia.
Neuroxin-12 was also a unique first-of-its-kind derivative where
incompatible neurotropics B1, B6 and B12 were made compatible in a
vial. Isopar was also a new product launched for the first time in the
market. It was derivative of INH used in the treatment of tuberculosis.
He thus set a trend for innovative healthcare solutions.
By the early 1990s, Cadila was ranked the third largest pharmaceutical
company in India. (ORG – December 1991, 1992, 1993). The decade
also marked the beginning of a new economic framework and a shift in
government policies. To thrive in this evolving environment, it became
7
imperative for Cadila to restructure and streamline its business

operations. Thus in 1995, Cadila Laboratories emerged as Cadila
Healthcare under the aegis of the Zydus Group.
Moving beyond pharmaceutical, the concept of total healthcare now

forms the commercial heart of the group’s operations and activities.
Spearheading the combined activities of the group as a whole new

identity, ‘Zydus’. A phonetically powerful word, the name combines the
ethos of the Greco-roman God Zeus and the dawn of a new era. Zydus
like Zeus also symbolizes the people and to society at large.
Zydus Cadila is a fully integrated, global healthcare Provider, with

strengths all along the pharmaceutical value chain. With a core
competence in the field of healthcare, Zydus Cadila Provides total
healthcare solutions ranging form formulation, active pharmaceutical
ingredients and animal healthcare products to cosmeceuticals.
Zydus Cadila is an innovative global pharmaceutical company that

discovers, develops, manufactures and markets a broad range of
healthcare products. The group’s operations range from API to
formulations, animal health products and cosmeceuticals.
Headquartered in the city of Ahmedabad in India, the group has global
operations in four continents spread across USA, Europe, Japan, Brazil,
South Africa and 25 other emerging markets.
In its mission to create healthier communities globally, Zydus Cadila

delivers wide ranging healthcare solutions and value to its customers.
With over 10,000 employees worldwide, a world-class research and
development centre dedicated to discovery research and eight state-
of-the-art manufacturing plants, the group is dedicated to improving
people’s lives.
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History of Late Mr. Ramanbhai B.

Patel
Late. Mr. Ramanbhai Patel
A first-generation entrepreneur, Mr. Ramanbhai Patel was one of the

stalwarts of the Indian Pharmaceutical Industry, at a time when the
newly independent nation was heavily dependent on imports of drugs
and pharmaceutical, he had set out to prove that an indigenous
company could provide innovative, research-based quality medicines.
Born at Kathor in South Gujarat on the 19th of August 1925, he began

his career as an academician at the L.M. College of Pharmacy, a
premier institute in Ahmedabad. 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.
In 1952, Mr. Ramanbhai Patel turned a pharma entrepreneur. Armed

with sound business acumen, he laid a strong foundation for Cadila
and contributed to the growth of the Indian Pharmaceutical Industry.
Zydus Cadila today enjoys the coveted distinction of being one of the
leading pharma groups in the country and a global healthcare
provider.
Mr. Ramanbhai Patel had published several outstanding research

papers and had taken a keen interest in research activities of the
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group. Today, Zydus Cadila is amongst the top investor in research.

Mr. Ramanbhai Patel’s contributions in the field of pharmaceutical
education were equally noteworthy. Gujarat which earlier had only one
pharmacy college now has several reputed pharmacy college. More
importantly, Ramanbhai was instrumental in taking pharmaceutical
education to the rural heartland of Gujarat, making professional
courses more accessible to students in smaller townships.
In recognition of his services, Mr. Ramanbhai Patel had been bestowed

with several prestigious awards: President of India’s Import
Substitution Award in 1973, Prof. M.L. Shroff Memorial National Award
in1987, The Glory of India Award in 1991 at Washington, Grahak
Suraksha Award in 1992, Acharya Prafulla Chandra Ray Memorial Gold
Medal in 1993 and The Eminent Pharmacist Award in 1994.
In a fitting tribute to his outstanding contributions to the growth of the

pharma industry in India, he was conferred the Gujarat Businessman
of Year Award in the year 2000. He was also honored by Express
Pharma Pulse with the ‘Lifetime Contribution Award’ for his
contribution to the Indian pharma industry.
On the occasion of Gujarat’s Pharma Centenary Celebration in January

2008. Mr. Ramanbhai B. 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.
With a firm belief that new avenues would surely emerge, if one has
the will to discover it, he dedicated his life to the quest for knowledge,
as an academician, entrepreneur and a research.
The Ramanbhai foundation today continues to spearhead programme

in the field of pharmaceutical research, education and healthcare –
areas close to the Late Founder Chairman’s heart.
The Ramanbhai Foundation is committed to a number of special

initiatives in the field of education. The Zydus School for Excellence
which was a dream nurtured by Mr. Ramanbhai B. Patel has been set
up to provide a rich academic environment where children can seek
creative expressions for their endeavors.
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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, 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. 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 IRF also awards merit scholarships to
deserving students in the field of Pharmaceutical Sciences.
The Ramanbhai Patel International Symposium held every two years is

devoted to the discussion on the current trends and developments in
Pharmaceutical Sciences. Through the symposia the foundation aims
to bridge the research endeavors taking place across the world and
create a
Platform for knowledge sharing, tracing the development of new

molecules form the laboratory to the market.
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Introduction
“Zydus Cadila Healthcare is an Indian pharmaceutical company
headquartered at Ahmedabad in Gujarat state of western India. The
company is the fifth largest pharmaceutical company in India. [1] With
US$290m in turnover in 2004. It is a significant manufacturer of
generic drugs.
Cadila Healthcare did its IPO on the Bombay Stock Exchange in 2000.
Its stock code on the Bombay exchange is 532321.
In 2001 the company acquired another Indian pharmaceutical

company called German Remedies. On June 25, 2007, 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.
Patents
ZRC has filled over 108 patents in various therapeutic area of NME
research, Process Research, Novel Process Research, Novel Drug
Delivery and Biological, since its inception, several of them have
already been granted US patents.
The company is pioneer, offering healthier dietary options to the

consumers. The product range comprises Sugar Free Gold – India’s
No.1 sweetener with a market share of over 70% Sugar Free Natura –
a zero calorie escaroles based sugar substitute, Sugar Free Dlite – a
low calorie healthy drink and Nutralite – a premium cholesterol-free
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table spread. Nutralite has emerged as the second largest brand in the
category of butter and butter substitutes.
The company also caters to the skincare segment with its EverYuth
and Dermacare brands, which occupy a unique distinction of being a
‘skincare brand from a healthcare company’ Enriched with the power
of natural ingre4ients, EverYuth has a strong presence in advanced
skincare segments like soap-free, face washes, face mask, scrubs etc.
Manufacturing
• Eight state-of-the art plants
 Four formulation plants – one each at Moraiya in Ahmedabad,
Goa, Baddi and Sikkim
 Two API plants at Ankleshwar and Dabhasa.
 An Agiolax plant in Goa
 An API plant in Mumbai to Manufacture key intermediates of
Pantoprazole
• Intermediates and APIs

 Specialty chemicals, fine chemicals
 Advanced intermediates
 High and bulk actives
 Investigational bulk actives
• Formulation
 Oral dosage forms ( Tablets, hard and soft gel capsules)
 Injectibles (Sterile liquids and lyophilized)
 Inhalers, transferals, 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:
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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. There are around 10 plants in the
complex, which is ISO 9002 and ISO 14001 certified as well as
FDA Approved. Total plant capacity at Ankleshwar is around 180
million stones.
 Vadodara plant – Zydus Cadila’s plant at Dabhasa, in Vadodara
District’s Padra Taluka in Gujarat, was commissioned in 1997 by
a company called Banyan Chemicals, and acquired by Zydus
Cadila in 2002. The plant has a 90 million tone capacity. It is an
FDA-approved facility that is also approved to WHO GMP
guidelines.
 Patalganga plant - Zydus Cadila acquired an API plant at
Patalganga in Maharashtra state, 70 km from Mumbai, in the
2001 German Remedies deal. This plant operates to WHO GMP
standards.
[2] Formulation plants
The company operates formulation plants at six locations:
 Moraiya plant - Zydus Cadila's formulation plant at Moraiya in

Sanand Taluka on the outskirts of Ahmedabad is the largest
formulation plant in India. It plant became Food and Drug
Administration (FDA)-approved in 2004/2005. The plant makes
tablets, capsules, and soft gel capsules as well as injectable
drugs in both sterile liquid and lyophilized form. Zydus Cadila
also runs a large R&D operation at Moraiya;
 Vatwa plant - Zydus Cadila's plant at Vatwa, an industrial
suburb of Ahmedabad, makes nutraceuticals. The plant was
acquired Remedies;
 Changador plant - Zydus Cadila's plant at Changodar, 20
kilometers from Ahmedabad on the city's outskirts,
manufactures fine chemicals. Zydus is current constructing a
facility at Changodar to make vaccines for hepatitis B and rabies.
14
 Navi Mumbai plant - This operation, at Navi Mumbai in

Maharashtra, is a 50/50 joint venture with Germany's Altana
Pharma AG, makes intermediates of the drug Pantoprazole.
 Goa plants - 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.
 Baddi plant - In 2004 Zydus commissioned at formulation plant
at Baddi, in Himachal Pradesh state of northern India. The Baddi
plant makes solid oral pharmaceuticals. Plant at Mumbai where
tablets are made from hands of labours.
About Moraiya formulation plant

The formulation plant at Moraiya is spread over 40 acres with a built
up area of 53,000 sq. meters with state-of-the-art-manufacture
facilities, the manufacturers tablets & capsule for markets like US,
France & Rest of the world. It also manufacturers a small range of
Tablets, Capsules, Hormone facility drugs & female health care
products for domestic market.
Corporate control
Mr. Pankaj Patel
Chairman
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Zydus Cadila's major shareholder remains the Patel family. Pankaj

Patel (1951 - ), son of the founder, is CEO. In 2004 Pankaj Patel was
included by Forbes magazine in its annual List of India's richest people.
Forbes estimated Patel's net worth at US$510m, making him India's
26th richest person. However in 2005 Patel dropped off the Forbes list
due to a fall in the stock price of Cadila Healthcare. Moreover, there is
a team of 9 senior level executives - Known as The Executive
Committee, who are heads of different operations look after the overall
management processes. None of the members except Pankaj Patel are
on Board of Directors. Recently, in September 2007 Cadila in a joint
venture opened a pharmaceutical plant in Ethiopia.
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.
o The alphabet “E” replaced “Y” and “D” as mentioned above
stands for dawn.
o “Zydus” like symbolizes there group’s aspirations to contribute
for the welfare of the people and society at a large.
16
India’s Top Seven Pharma

Companies
These are India’s top seven pharma companies. Given below….
RANK COMPANY
1 Cipla
2 Ranbaxy
3 GlaxoSmithKlim
4 Zydus Cadila
5 Alkem Laboratories
6 Sun Pharma
7 Nicholas Piramal
17
Vision
Zydus shall be a leading global healthcare
provider with a robust product pipeline and sales
of over $ 1 billion by 2010;
We shall achieve sales of over $ 3 billion by 2015

and be a research based pharmaceutical company
by 2020.
Mission
We are dedicated to life……..
In its entire dimension. Our world is shaped by a

passion for innovation, commitment to partners
and concern for people in
18 effort to create healthier
communities, globally.
H R Philosophy
“We build people to build our business”
Care Value
Blue print for Growth
Capitalize onC existing strengths
- Competence to drive growth I
Building
domestic A - Adopt to New Environment
market
R - Respect Human Value
Regulated generic markets
E - Empower, – APIs
Enrich, formulation in
Excel
Europe and USA
Expand business in regulated generic markets.
In licensing and out licensing
Contract manufacturing
Innovation – research driven (NCE & NDDS)
global Parma company 19
Quality Policy
Zydus cadila is committed to develop, manufacture & distribute
products that met the highest standard of quality at both National &
International levels.
Zydus Cadila complies with Current Good Manufacturing Practices

(CGMP) in all its products & services.
Zydus Cadila shall continuously endeavor to improve upon the quality

thereby adding value to the products & enhancing customer
satisfaction.
Zydus Cadila believes that Quality is achieved through conscious team

efforts of all the personnel, individually & collectively.
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Zydus Cadila is “Dedicated to life” & Quality is a way of life at Zydus

Cadila.
Environment Health & Safety

policy
We are dedicated to life in all its dimensions. In line with this mission,
our company – Zydus Cadila is committed to maintain the
environment, health & safety in whatever activities we carry our. This
shall be our top most priority & concern.
We have set the following objectives with respect to environment,

health & safety (EHS)
• Prevent injuries & occupational illness at 3 workplace.
21
• Enhance EHS awareness amongst our employees through

effective communication & training.
• Comply with all the statutory laws & regulations pertaining to

EHS.
• Maintain &continually upgrade EHS management system to

world class standards.
• Prevent/minimize pollution, occupational health & safety risks

through continuous improvement in process & practices.
• Respond sensitively to the environment concerns of the

community. Commit resources & enhance visibility of top
management in EHS matters.
Key Facts
Zydus Cadila is a global healthcare provider and one of the top
pharma companies in India. The company was founded by Late Mr.
Ramanbhai B. Patel in 1952 and went on to become the second
largest pharma company in the early 1990’s.
In 1995, the group restructured its operations and now operates as

Cadila Healthcare Ltd., under the aegis of the Zydus group. The
company spearheaded by Mr. Pankaj R. Patel, Chairmen and
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Managing director posted a turnover of over Rs. 2300 crores in

2007-08.
The group has been listed as one of the ‘Best under a Billion’
company from amongst 200 companies in Asia by Forbes.
Proven expertise in manufacturing and marketing different dosage

forms such as solid dosage forms, injectibles, metered does
inhalers, dry powder inhalers, transdermal patches, suppositories
and oncology formulations.
Wide therapy coverage through three multi-therapy divisions and

eleven specialists divisions – Zydus Cadila, Zydus Alidac, German
Remedies, Zydus Medica, Zydus CND, Zydus Biogen, Zydus
Neurosciences, Evona, Respicare, Alidac Corza, Alidac Fortiza,
Zydus Nutriva, Zydus Synovia and Liva Healthcare Limited. The
divisions are spearheaded by some of the stalwarts in the field of
pharma marketing.
A dedicated field force of 3300 reaches out to super specialists,

specialists, surgeons, physicians and the rural markets.
The group is a leader in cardiovascular, gastrointestinal and

women’s healthcare segments. Strong presence in the respiratory,
pain management, CNS, anti-infectives, oncology, neurosciences,
dermatology and nephrology segments.
Leading the way through new product introductions, the group was
the first to launch Nucoxia (Etoricoxib), Nupatch (Diclofenac patch),
Pantodac (Pantoprazole), Mifegest (Mifepristone), Penegra
(Sildenafil citrate), Providac Techsules, Betaferon, Fludara, Slimona
(Rimonabant) and Novolizer in India.
The group has several brands that feature amongst the top 300
pharmaceutical brands in India.
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.S.,
Europe and Latin America.
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Three of the group’s facilities including the formulation

manufacturing plant at Moraiya, and API plants at Ankleshwar and
Dabhasa near Vadodara are approved by the USFDA.
More than 500 professionals spearhead the group’s research

programme.
Over 230 scientists are working on new molecular entity research at

the Zydus Research centre. The group has five INDs are in pre-
clinical evaluation.
Zydus Cadila is a partner of choice for several global pharma

majors such as Boehringer Ingelheim, Schering AG, Madaus AG,
Nycomed, Hospira, Zambon of Italy, Bio Sidus of Argentina,
Mallinckrodt of USA, to name a few.
One of the most reputed pharma companies globally, Zydus Cadila

aims to be a leading global healthcare provider with a robust
product pipeline and sales of over $ 1 billion by 2010. It plans to
achieve sales of over $1 billion by 2010. It plans to achieve sales of
over $3 billion by 2015 and be a global research driven company by
2020.
Organization structure
BU-1:- Domestic formulation marketing
1) Zydus Alidac: - Has two divisions Corza & Fortiza which focuses
on gastrointestinal, gynecologist & critical core markets.
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2) Zydus Medica: - Specially division of Zydus cadila which

focuses on cardiovascular segments.
3) Zydus Cnd: - It focuses on antidiabetic & cardiovascular
markets.
4) Liva Healthcare: - Focuses on dermaceutical & cosmeceutical
market.
BU-2:- Domestic formulation marketing
1) Evona: - The female healthcare division of Zydus cadila for

contraception, hairloss, acne, PSOs (Hyper androgenic disorders)
2) Respicare: - German Remedies is among the leading players in
respiratory, women’s healthcare & oncological segment.
3) Diagnostic: - Deals with diagnostic product segment.
4) Gr Pharma: - General pharmacy segment.
BU-3: - API Business – ZYFINE

API manufacturing – Dabhasa
API manufacturing – Ankleshwar
BU-4: - Global business – business department, 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: - Generic patent, Generic Business
BU-6: - Direct repartees to (MD)
1) New Product Development (NPD)

2) Global Demand & Supply Organization (GDSO)
3) Pharmaceutical Technological Centre (PTC)
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4) Global Control Manufacturing cell (GCM cell)

5) Clinical Research Organization (CRO)
6) Legal
7) Dial For Health (DFH)
8) CORP. Quality Assurance
9) Liaison office
10) Environmental Management
11) Project Management office (PMO)
BU-7: - Domestic formulation marketing
1) Zydus Cadila: - Flagship division with product portfolio of active

brands that includes brand leaders in multispeciality & antibiotic
range.
2) Zydus Nephrosciences: - It deals with Nephrology (Dialysis &
transplant)
3) Zydus Urosciences: - It deals with urology & rental care
4) Zydus Oncosciences: - It deals with oncology.
5) Zydus Neurosciences: - It’s dedicated to the cause of
Neurology & psychiatry & reintegrating the lives of mentally ill
6) Zydus Nutriva: - It deals with nutraceuticals such as vitamins,
multivitamins, iron, calcium supplements to mention a few
7) Zydus Synovia: - It’s Rheumatology task force division
SSU-1:- Manufacturing Formulation plant

1) Moraiya
2) Baddi
26
3) Goa
4) Sikkim
SSU-2:- Corporate Finance
SSU-3:- Group H.R. & Corporate Communication
ZRC – Zydus Research Centre
27
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
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Board of Directors
Pankaj R. Patel
Chairman & Managing Director
Mukesh M. Patel
Director
Pranlal Bhogilal
Director
Sharvil P. Patel
Deputy Managing Director
Humayun Dhanrajgir
Director
Apurva S. Diwanji
Director
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Human Resources Structure
Mr. P.R.Joshi
President
Mr. Rishikesh Raval,

Vice president, H.R, management
Mr. Atul Chaudhari,

Dy. General Manager of H.R
Mr. Amit Sharma

H.R. Manager.
Ms. Preethi Nair Mr. Devesh Patel.

Senior executive of H.R. Officer
Ms. Shreya shah

Officer
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Management grades
Grade Manufacturing designation
1 Senior vice president
2 Vice president
2a Senior general manager
4 Deputy general manager
5 Senior manager
6 Manager
7 Deputy manager
8 Senior executive
9 Executive
10 Officer
22 Senior technical supervisors
34 Trainee
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HR Policies
 Working Hours
1st shift – 07:30 hours to 10:00 hours

General shift Monday to Saturday 08:30 a.m. to 17:05 p.m.
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
- Paid holidays
2 days National Holidays
1 day Uttarayan
32
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. For being eligible for PL, 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.
 Medical leave/sick leave
All confirmed executives/staff will be eligible for maximum of 7 days of

medical leave in a financial year.
 Emergency leave (Causal leave)
All confirmed executives /staff will be eligible for maximum of 7 days

of emergency leave in a financial year. No more than 3 days of
emergency leave is available at a time.
Trainees: - Trainees are not entitled for any leave.
 Maternity leave
All female staff members/executives are eligible 4 the maternity leaves

of 12 weeks with full pay.
33
Various offices of Zydus Group

- Corporate office
Cadila healthcare Ltd
Zydus Tower, Satellite
Cross Roads, Ahmedabad – 15
Ph: 079 – 26868100
- Formulation plant
(Moraiya)
Sarkhej – Bavla N.H. No 8A Moraiya
Taluka – Sanand, Dist – Ahmedabad
Ph: 02717 – 250331
(Baddi)
Swaraj Majra
Juddi Kalan, Post: Baddi
34
Taluka: Nalagarh
District: Solan- 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, Siliguri - Gangtok High-way No 31
Rangpo, East Sikkim – 737132
- Pharmaceutical Technology Centre (PTC)

(Moraiya)
Sarkhej – Bavla N.H. No 8A Moraiya,
Taluka: Sanand,
District: Ahmedabad.
Ph – 02717-250331
(Mumbai)
Plot A 106-107
Road No. 21
Opp. Central Excise Office
Wagle Industrial Estate, Thane (west) – 400604
Ph: 022-25838270
Zyfine
Opp. Laxminarayan Petrol Pump,
35
Sarkhej – Bavla N.H. No 8A Moraiya,

Taluka: Sanand,
District: Ahmedabad
Zydus Distributors
Behind ZRS, Sarkhej – Bavla
N.H. No 8A Moraiya,
Taluka – Sanand,
District: Ahmedabad
Ph: 079-2375033
Zydus Research Centre

Sarkhej – Bavla N.H. No 8A Moraiya
Taluka – Sanand,
District: Ahmedabad
Ph: 02717-250801
- API plants
(Ankleshwar)
291, GIDC Estate,
Ahmedabad
Ph: 02646-220719
(Dabhasa)
Cadila Healthcare Ltd
Plot No 31
Dabhasa – Umaraya Road
Village – Dabhasa – 391 440
District: Vadodara
Ph: 02662-223412
36
Products
Some Important products of Zydus Cadila healthcare Limited:-
1. Sugar Free Natura:
37
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. The product, launched by Sugar Free – a player
in the substitute category – is a zero – calorie sucralose - based
sweetener derived from sugar under its array of sugar substitutes.
2. Nupatch:
Zydus Cadila has launched NuPatch – India’s first indigenously

manufactured Diligence transdermal patch for pain relief. NuPatch not
just ushers in a new technology but its New Drug Delivery System
brings in several advantages for the patient too. NuPatch is
manufactured at the group’s transdermal facility at Moraiya in
Ahmedabad, according to a release.
3. EverYuth:
38
Zydus Cadila has introduced Light & Clear face wash active Mili
capsules at an introductory price Rs. 50. It reportedly contains natural
colic acid and saffron as well as Fruit PHAs (polyhydroxy acids) for
hydrating and moisturizing.
4. Nudoxa:
Cadila Healthcare Ltd – Zydus Cadila – has introduced an NDDS

product ‘Nudoxa’ for the treatment of various cancers. One of the
critical drugs used in chemotherapy, Nudoxa heralds a new approach
in cancer therapy.
5. Hydroxychloroquine Sulphate Tabs:
39
Cadila Healthcare ltd has received USFDA approval for

Hydroxychloroquine Sulphate tabs in the strength of 200mg. The
medicine falls under the DMARD (disease modifying anti-rheumatic
drug) selection, and is used in caring rheumatoid arthritis.
6. Nututralite:
Zydus Cadila is a bold marketer. First it fought with the sugar by

launching the sugar alternative - Sugarfree Natura and now it’s
fighting with butter by relaunching the brand Nutralite.
Nutralite is table margarine. World over margarine are used as a

substitute for butter. Margarines are fat derived from either animal
products or vegetable oils. The veggie margarines are used as a
healthy alternative for butter.
40
41
Introduction
Organization and individual should develop and progress
simultaneously for their survival and attainment of mutual goals. So,
every modern management has to develop the organization through
human resources development. Employee training is the most
important sub-system of human resources development. Training is a
specialized function and is one of the fundamental operative functions
for human resources management.
The term ‘Training’ indicates any process by which the aptitudes, skills
and abilities of employees of the company to perform specific jobs are
increased. Every organization needs to have well- trained and
experienced personnel to perform the activities that have to be done.
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, versatilities and adaptability of employees so that
the employee is better equipped to do his/her present job, or to
prepare him/ her for higher position with increased responsibilities.
However, individual growth is not an end in itself. Organizational
growth needs to be meshed with the individual’s growth. The concern
is for the organization’s variability, that it is should adapt itself to a
changing environment. For Job redesigning or technological changes
require some type of training and development efforts. As the jobs
become more complex, the importance of employee development also
increases. 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, skills, abilities and attitudes needed by that
organization. Broadly speaking, training is the act of increasing the
knowledge and skill of an employee for doing a particular job.
Human Resource Management (HRM), a relatively new term, that

emerged during the 1930s. Many people used to refer it before by its
traditional titles, such as Personnel Administration or Personnel
Management. But now, the trend is changing. It is now termed as
Human Resource Management (HRM). Human Resource Management
42
is a management function that helps an organization select, recruit,

train and develops.
HUMAN RESOURCE MANAGEMENT Resource Management is Human

defined as the people who staff and manage organization. It comprises
of the functions and principles that are applied to retaining, training,
developing, and compensating the employees in organization. It is
also applicable to non-business organizations, such as education,

healthcare etc. Human Resource Management is defined as the set
of activities, programs, and functions that are designed to maximize
both organizational as well as employee effectiveness
Scope of HRM without a doubt is vast. All the activities of employee,

from the time of his entry into an organization until he leaves, come
under the horizon of HRM.
The divisions included in HRM are Recruitment, Payroll, Performance

Management, Training and Development, Retention, Industrial
Relation, etc. Out of all these divisions, one such important division is
training and development.
TRAINING AND DEVELOPMENT is a subsystem of an organization.

It ensures that randomness is reduced and learning or behavioral
change takes place in structured format.
Traditional and Modern Approach of Training and

Development
Traditional Approach – Most of the organizations before never used

to believe in training. They were holding the traditional view that
managers are born and not made. There were also some views that
training is a very costly affair and not worth. Organizations used to
believe more in executive pinching. But now the scenario seems to be
changing.
The modern approach of training and development is that Indian

Organizations have realized the importance of corporate training.
Training is now considered as more of retention tool than a cost. The
43
training system in Indian Industry has been changed to create a

smarter workforce and yield the best results
Meaning
After an employee is selected, placed and introduced in an
organization he/she must be provided with training facilities in order to
adjust him to the job. Training is the act of increasing the knowledge
and skill of an employee for doing a particular job. Training is a short-
term educational process and utilizing a systematic and organized
procedure by which employees learn technical knowledge and skills for
a definite purpose. Dale S. Beach defines the training as “… the
organized procedure by which people learn knowledge and/or skill for
a definite purpose.”
In other words, training improves changes and moulds the employee’s

knowledge, skill, behavior and aptitude towards the requirements of
the job and the 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, skill,
abilities and attitudes needed by a particular job and organization.
Thus, training bridges the differences between job requirements and

employee’s present specification.
It is a learning process that involves the acquisition of knowledge,

sharpening of skills, concepts, rules, or changing of attitudes and behaviors
to enhance the performance of employees.
Training is activity leading to skilled behavior.
Training is about knowing where you stand (no matter how good or bad the
current situation looks) at present, and where you will be after some point of
time.
Training is about the acquisition of knowledge, skills, and abilities (KSA)
through professional development.
44
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, technical and allied areas,
the latter refers to developing an employee in the areas of principals
and techniques of management, administration, organization and allied
areas.
Training And Development is a subsystem of an organization. It

ensures that randomness is reduced and learning or behavioral change
takes place in structured format.
Area Training Development

Content Technical skills and Managerial and behavioral
knowledge skills and knowledge
Purpose Specific job-related Conceptual and general
knowledge
Duration Short-term Long-term
For whom: Mostly technical and non- Mostly for managerial
managerial personnel personnel
45
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.
46
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
47
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
of the solution. Theses skills can be improved and classroom education

is one method utilized for this purpose.
As with any skill, practice and feedback are essential for learning. The
most widely used classroom method for improving the problem-
solving skills is the case method. In the hands of a skilful teacher, it
can be highly effective.
The principal objective of training and development division is to make

sure the availability of a skilled and willing workforce to an
organization. In addition to that, there are four other objectives:
Individual, Organizational, Functional, and Societal.
Individual Objectives – help employees in achieving their personal

goals, which in turn, enhances the individual contribution to an
organization.
Organizational Objectives – assist the organization with its primary

objective by bringing individual effectiveness.
Functional Objectives – maintain the department’s contribution at a

level suitable to the organization’s needs.
Societal Objectives – ensure that an organization is ethically and

socially responsible to the needs and challenges of the society.
49
50
Type of the training

We build people to build our business- is the driving force in training.
Training has been categorized into mainly two types of Programme.
1. Internal / In –House Training Programme.
2. External / Out –Side Training Programme.
1. 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.
We focus our special attention on training needs. Besides the above,
Zydus Cadila also believes training to be an important component of
an individual’s overall growth & development. As we believe that
people are our important resource it is our constant endeavor them
the a sense of pride, high morale, self work, esteem and inculcate in
them the environment of faith & trust enable them to work with a
sense of purpose, total dedication commitment. In fulfillment of our
objective “TO BUILD OUR PEOPLE”. We undertake a mammoth task to
identify & conduct series of workshops, seminars in various areas like
skill building competence building, strategic management, and
functional programme etc which provide a platform for transforming
our people into an integral part of our performing organization.
HR department designs a training calendar in the beginning of each

financial year after having detailed discussion with the Business Unit
(BU) Heads.
2. 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. To keep with the changing business situation, 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. If a
comparable in – house programmer is not organized employees shall
be nominated for external Programme.
51
SOP TRAINING
Objective:
1. To trainee all the employees working in the area
associated directly or indirectly with manufacturing
2. To create awareness of GMP and specific job related
technical skills in the employees
Scope:
This SOP is applicable to all employees.
Responsibility:
Training Coordinator: To Co- ordinate training programme
Section Head : To maintain the file
Accountability:
H.R. Head. , Q.A. Head
1.5 Reference:
In – house
Attachments:
Attachments – I : SOP training Record (FM/HR/001)
Attachments- II : Training Evaluation Sheet
Attachments- III : Employee Training Record (FM/HR/006)
Attachments-IV : On the Job Training Certificate (FM/HR/040)
Attachments-V : Training Attendance sheet (FM/HR/041)
Attachments-VI : Training Calendar Format (FM/HR/042)
Procedure:
1. 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. Three types of training programme shall be conducted.

A. Induction / Orientation Training
52
B. SOP Training / On the Job training for employees

working on the machines / Instruments
C. 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, Induction Training will be three
types.
1. Personnel
2. GMP awareness
3. SOP training
1. Personnel:
Every new employee must be introduced to follow staff member &
made aware of the
a. Company’s History
b. Company’s Policy
c. Health & Safety
2. GMP Training:
Designated QA personnel shall impart GMP training to all new joiners
within one-month period time after their joining
3. 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, 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
4. SOP Training:
a. SOP training is imparted at following stages
i. On Inter departmental transfer
ii. Revisions in the SOP or Introduction of any new
SOP
b. The Employee shall read all the SOPs, concerned to his
job, function, before work is assigned to him/her by which he
can come to know about the various procedures related to his
functional skills.
c. 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. If not found satisfactory, department head should
explain the SIOP and Re-train the Employee.
e. Department Head must sign the Training Record and file
in the SOP training record which shall be maintained in the
respective department
5. on the Job Training:

f. Supervisor shall give demonstration of operation /
cleaning of the machine/ equipment/ Instrument to the
employee at the working place
g. After successful demonstration employee shall be asked
to perform the activity under supervisor of experienced
employee or the area supervisor
h. After satisfactory performance of the employee on the
job training certificate shall be prepared duly signed by the
trainee and department Head
i. On the Job training certificate shall be filled in Individual
training Record that shall be maintained in the respective
Department
6. GMP training:
A. GMP Training is to be given to all employee to create GMP
awareness
B. GMP training must be imparted by means of classroom
Training based on the training calendar
54
C. Training Calendar shall be prepared by the training co-

ordinator and shall be approved by the Quality assurance
Head
D. Training calendar shall be prepared which shall include the
proposed date pf training topic, Faculty & target audience and
shall be reviewed at the end of any quarter
E. After completion of Training, Trainee must be evaluated by
providing a questionnaires or by asking oral question
F. Trainer evaluates the trainee after awarding the marks
G. Criteria for evaluation for GMP & SOP training will be as
follows;
% of mark obtained Remarks

> 90% Excellent
81-90% Very Good
< 80% Poor & retraining
H. Unsuccessful Candidates must be retrained immediately

I. Department Head must maintained Employee Training
Record for the individual employee
J. External faculty is also invited for conducting programme
for better subject awareness of the employee
K. Employees are also invited for conducting training
programme for better subject awareness of the employees
L. Employees are also sent for attending outside training
programme, seminar etc. Record for the same shall be
filed in individual training file
M. Refresher training on GMP shall be provided to all
employees on yearly basis
55
Training of Apprentice
A. All apprentice shall undergo (GMP Training within one month
from date of his /her Joining)
B. Apprentice shall undergo SOP training, 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. Only after satisfactory training on (GMP and SOPs) Apprentice
shall be allowed to sign the GMP documents
E. Once apprentice is absorbed and confirmed as a regular
employee, procedure shall be followed as mentioned from Point No.
3.0 onwards
Abbreviations
SOP : Standard Operating Procedure

HR : Human Resource
QA : Quality Assurance
CC No.: Change Control Number
GMP : Good Manufacturing Practice
56
57
Methods of Training
There are various methods of training, which can be divided in to
cognitive and behavioral methods. Trainers need to understand the
pros and cons of each method, also its impact on trainees keeping
their background and skills in mind before giving training.
Cognitive methods are more of giving theoretical training to the

trainees. The various methods under Cognitive approach provide the
rules for how to do something, written or verbal information,
demonstrate relationships among concepts, etc. These methods are
associated with changes in knowledge and attitude by stimulating
learning.
The various methods that come under Cognitive approach are:
 Lectures
 demonstrations
 discussions
 computer based training (cbt)
o intelligent tutorial system(its)
o programmed instruction (pi)
o 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. These methods are best used for
skill development.
The various methods that come under Behavioral approach are:
 GAMES AND SIMULATIONS
o BEHAVIOR-MODELING
58
o BUSINESS GAMES
o CASE STUDIES
o EQUIPMENT STIMULATORS
o IN-BASKET TECHNIQUE
o ROLE PLAYS
Both the methods can be used effectively to change attitudes, but

through different means.
Another Method is MANAGEMENT DEVELOPMENT METHOD –
MANAGEMENT DEVELOPMENT –
The more future oriented method and more concerned with education
of the employees. 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.

The four techniques for on the job development are:
• Coaching
• mentoring
• job rotation
• job instruction technique (jit)
59
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
61
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.
• Development of Human Resources – Training and

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

Development helps in increasing the job knowledge and skills of
employees at each level. It helps to expand the horizons of human
intellect and an overall personality of the employees.
• Productivity – Training and Development helps in increasing

the productivity of the employees that helps the organization
further to achieve its long-term goal.
• Team spirit – Training and Development helps in inculcating

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

develop and improve the organizational health culture and
effectiveness. It helps in creating the learning culture within the
organization.
• Organization Climate – Training and Development helps

building the positive perception and feeling about the organization.
The employees get these feelings from leaders, subordinates, and
peers.
• Quality – Training and Development helps in improving upon

the quality of work and work-life.
62
• Healthy work environment – Training and Development helps

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

improving the health and safety of the organization thus preventing
obsolescence.
• Morale – Training and Development helps in improving the

morale of the work force.
• Image – Training and Development helps in creating a better

corporate image.
• Profitability – Training and Development leads to improved

profitability and more positive attitudes towards profit orientation.
Training and Development aids in organizational development i.e.
Organization gets more effective decision making and problem
solving. It helps in understanding and carrying out organizational
policies
• Training and Development helps in developing leadership skills,

motivation, loyalty, better attitudes, and other aspects that
successful workers and managers usually display.
63
64
Training Methodology
In the recent past, Extension Training Programs have witnessed multi-
various changes in the training methodology. The old days’ training
methods like lecture are now being replaced with different multi
dimensional training methods. With the introduction of modern
communication techniques, the extension training has received
numerous improvements. 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,
saying with their mouths and doing with their own hands. Considering
the above factors and all the modernization in the field of training
methodology, the Institute has also incorporated latest training
techniques and extension teaching methods by linkage with other
institution like MANAGE, XISS, R K Mission, and SRI.
A brief discussion of the training approach/methodology presently
being followed by the Institute is given hereunder:-
(i) Lecture-cum- 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, Distt. & Sub Divisional level Extension Officers from
State Govts. Since the adult/senior people do not relish too much
listening to others, the talk-cum-discussion method is used to orient
the participants about concept of a particular module during the
training session. The opportunity is provided to the participants to
discuss their field experiences and problems related to the particular
module. This method is used for the modules on extension talk, skill
teaching, Inforamtion Technology and other topics like leadership
development, Motivation etc.
(ii) Planning Session
In all the courses conducted by the Institute, before practice or
presentation on any module, the participants are provided with an
opportunity to plan the particular topic in each module under the
guidance of faculty members.
65
(iii) Sharing of Experiences:

In a many a cases, 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.
(iv)Video Films:
(v) Field Visits:
(vi) Practice Session
After planning the topic and demonstration, the participants are
provided with an opportunity to practice it. 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. This helps in developing confidence
among the participants in use of various extension methods and
A.V.aids in the field situation.
(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. These presentations may either be an individual or a group
activity. 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. The
participants are requested to present their talk plans and skill plans,
after proper planning & practice/rehearsal.
(viii) Appraisal
The appraisal of the presentations of extension talks & skill teaching
plans is done by the faculty members and participants on certain
norms. The appraisal of the visual aids is part of the appraisal of
extension talks. In the process of appraisal, the strong points are
highlighted and points for improvement are given in the form of
suggestions for further improvement.
(xi) Recall Session
The recall is done with the specific objectives to strengthen the
remembrance of the participants on the major learning
daily/weekly. The participants are asked to recall the important/major
66
learning's on individual/group basis, which are visualized on chart(s)

and kept displayed in the class room till concluding session.
(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.
(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.
(x) Inductive Learning
Generally in most of the courses the above mentioned training
methodology is adopted. However, in some courses like Extension
Management, Monitoring & Evaluation Project Management & PRA
Techniques and Management of Training Programme “COVERDALE”
Training Methodology, in which participants are divided in sub groups
and task is given, is used. The group members are requested to
assemble in general session for presentation/appraisal/inputs. This
provides 100 % involvement of the participants.
67
Training and Human Resource

Management
The HR functioning is changing with time and with this change, the
relationship between the training function and other management
activity is also changing. The training and development activities are
now equally important with that of other HR functions. Gone are the
days, when training was considered to be futile, waste of time,
resources, and money. Now a day, training is an investment because
the departments such as, marketing & sales, HR, production, finance,
etc depends on training for its survival. If training is not considered as
a priority or not seen as a vital part in the organization, then it is
difficult to accept that such a company has effectively carried out HRM.
Training actually provides the opportunity to raise the profile
development activities in the organization.
To increase the commitment level of employees and growth in quality

movement (concepts of HRM), senior management team is now
increasing the role of training. Such concepts of HRM require careful
planning as well as greater emphasis on employee development and
long term education. Training is now the important tool of Human
Resource Management to control the attrition rate because it helps in
motivating employees, achieving their professional and personal goals,
increasing the level of job satisfaction, etc. As a result training is given
on a variety of skill development and covers a multitude of courses.
Role of HRD Professionals in Training
This is the era of cut-throat competition and with this changing

scenario of business; the role of HR professionals in training has been
widened. HR role now is:
1. Active involvement in employee education
2. Rewards for improvement in performance
3. Rewards to be associated with self esteem and self worth
4. Providing pre-employment market oriented skill development
education and post employment support for advanced education and
training
5. Flexible access i.e. anytime, anywhere training
68
69
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.
1. Dose your Company providing training?
Table No.1
Sr. No Opinion Response Percentage
1 Yes 100 100%
2 No 0 0%
Chart No 1
120%
100%
80%
60% Series1
40%
20%
0%
Yes No
Interpretation:
From the above graph it is inferred that 100% employees take the
training in organization.
70
71
2. Which type of training is provided in the organization?
Table No.2
1 On the Job Training 85 85%

2 Off the Job Training 7 7%
3 Both 8 8%
Chart No 2
100%
80%
60%
40%
20%
0%
On the Job Off the Job
Both
Training Training
Series1 85% 7% 8%
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.
72
2. Which type of training you take in On the Job

Training?
Table no 3
Sr. No. Opinion Response Percentage
1. Induction Training 89 89%
2 Behaviour Training 18 18%
3 EHS Training 73 73%
4 Technical Training 79 79%
Chart No 3
100%
80%
60%
40% Series1
20%
0%
Induction Behaviour EHS Technical
Training Training Training Training
Interpretation:
From the above graph it is inferred that 89% employees take

Induction Training, 18% employees take Behaviour Training, 73%
employees take EHS training & 79% employees take Technical
Training.
73
4. Is Induction Training given adequate important in your

organization?
Table No 4
1 Not at all true 35 35%
2 A little true 14 14%
3 Some what true 12 12%
4 True to great extent 10 10%
5 Very True 29 29%
29% Not at all true

35%
A little true
Some what true
True to great extent
10% Very True
12% 14%
Interpretation:
From the above graph it is inferred that 35% employees says that it
not all true, 14% employees says that a little true, 12% employees
says that some what true, 10% employees says that true to great
extent and 29% employees says that very true induction training is
given adequate importance in organization.
74
75
5. Dose Induction training well planned?
Table No.5
1 Yes 94 94%
2 No 6 6%
Chart No 5
100%
80%
60% Series1
40%
20%
0%
Yes No
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.
76
6. Is Induction training of sufficient duration?
Table No.6
1 Yes 100 100%
2 No 0 0%
Chart No 6
120%
100%
80%
60% Series1
40%
20%
0%
Yes No
Interpretation:
From the above graph it is inferred that 100% employees says that
induction training of sufficient duration.
77
7. Methods of on the job training.
Table No. 7
1 Job rotation 20 20%
2 Coaching 13 13%
3 Job instruction 93 93%
4 Internship 7 7%
Chart No 7
100%
90%
80%
70%
60%
50% Series2
40%
30%
20%
10%
0%
Job rotation Coaching Job Internship
instruction
Interpretation:
From the above graph it is inferred that 20% of employees used Job
rotation, 13% of employee used for Coaching, 93% of employee used
Job instruction & 7% employees used Internship Methods for on the
Job training.
78
8. What are the methods of off the job training?
Table No. 8
1 Role Playing 7 7%
2 Lecture Method 60 60%
3 Conference 6 6%
4 Programmed 27 27%
Instruction
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, 60% of employee used for Lecture Method, 6% employee
used for conference and 27% of employee used Programmed
instruction for off the Job training.
79
9. What is the duration of the training?
Table No. 9
1 Short Term 100 100%
2 Long Term 0 0%
Chart No 9
120%
100%
80%
60% Series1
40%
20%
0%
Short Term Long Term
Interpretation:
short term duration of the training.
80
10. What is the purpose of Training?
Table No. 10
1 Specified Job related 60 60%
2 Conceptual 27 27%
3 General Knowledge 13 13%
Chart No 10
60%
50%
40%
30%
Series1
20%
10%
0%
Specified Job Conceptual General
related Knowledge
Interpretation:
From the above graph it is inferred that 60% of employees think that
purpose of training for Specific purpose of job related, 27% employees
think that is conceptual, & 13% think that it is basically related to
general knowledge.
81
11. What are the advantages of training?
Table No. 11
1 Increased the productivity 67 67%
2 Heightened Morale 53 53%
3 Reduced Supervision 0 0%
4 Reduced Accident 60 60%
5 Increased organization 7 7%
Stability
Chart No 11
Increased the
productivity
1 Heightened Morale
9 10
Reduced Supervision
Reduced Accident
0
8
Increased organization
Stability
Interpretation:
From the above graph it is inferred that 67% of employees think that
advantage of training for increased the productivity, 53% employees
82
think that is Heightened Morale 60% employees think that Reduced

Accident & 7% think that it is basically related to increased
organization stability.
83
12. How do you evaluate the training programmed?
Table no 12.
1 Reaction 7 7%
2 Job Behaviour 7 7%
3 Learning 53 53%
4 Organization 13 13%
5 Feedback Form 47 47%
Chart No 12
Feedback Form
Organization
Learning Series1
Job Behaviour
Reaction
0% 10% 20% 30% 40% 50% 60%
Interpretation:
From the above graph it is inferred that 7% of employees evaluated

the training like reaction, 7% employees evaluated the training like
Job Behaviour, 53% employees evaluated the training like Learning,
13% employees evaluated the training like organization & 47%
evaluated the training like Feedback form.
84
13. How much senior manager takes Interest & Spent time in the
training?
Table No. 13
1 90% - < 47 47%
2 80% - 90% 40 40%
3 70% - 80% 7 7%
4 50% - 70% 7 7%
5 50% - > 0 0%
Chart No 13
50% - >
50% - 70%
70% - 80%
Series1
80% - 90%
90% - <
0% 10% 20% 30% 40% 50%
Interpretation:
From the above graph it is inferred that 47% opinion is 90% & more
than, 40% opinion is 80 – 90%, 7% opinion is 70% - 80% & 7%
opinion is 50% - 70% senior manger takes interest in training.
85
14. Training policy is well- designed a widely share in the company?
Table No.14
1 Yes 100 100%
2 No 0 0%
Chart No 14
100%
80%
60%
40%
20%
0%
Yes No
Series1 100% 0%
Interpretation:
Training policy is well- designed.
86
15. What are the qualities of training in your company?
Table no 15
1 Excellent 64 64%
2 Good 26 26%
3 Satisfactory 6 6%
4 Not Satisfactory 4 4%
Chart No 15
6% 4%
Excellent
26%
Good
Satisfactory
64% Not Satisfactory
Interpretation:
quality of Training is excellent, 26% employees says that quality of
training is good, 6% employees says that quality of training is
satisfactory and 4% employees says that quality of training is not
satisfactory.
87
16. If you take training, you get satisfaction?
Table No. 16
1 Yes 92 92%
2 No 8 8%
Chart No 16
100%
90%
80%
70%
60%
50% Series1
40%
30%
20%
10%
0%
Yes No
Interpretation:
From the above graph it is inferred that 92% employees says they
satisfied with training and remaining 8% employees they are not
satisfied.
88
If yes How much?
Table No. 17
1 90% - < 46 46%
2 80% - 90% 22 22%
3 70% - 80% 13 13%
4 50% - 70% 5 5%
5 50% - > 6 6%
Chart No 17
50% - >
50% - 70%
70% - 80%
Series1
80% - 90%
90% - <
0% 10% 20% 30% 40% 50%
Interpretation:
From the above graph it is inferred that 46% employees opinion is

90% & less than, 22% employees opinion is 80% – 90%, 13%
employees opinion is 70% – 80%, 5% employees opinion is 50% -
89
70% and 6% employees opinion is 50% or more than they get

satisfaction in training.
Findings
1. Zydus Cadila is one of the fastest growing and well
established industries having a large network of laboratories and R
& D infrastructure.
2. It becomes an MNC after spreading its branches in all over

the world.
3. It is well known that pharmaceutical industry is recession

free industry. It becomes an advantage for an industry.
4. In this competitive world, it is not easy to sustain in

market. There are so many competitors are arising day by day.
5. There would be lack of culture of innovation.
6. Cost of the production is one of the lowest in world.
7. Lack of co-ordination of industry and research institution.
90
Recommendation
From the study on “Analysis of Training and Development” of Zydus
Cadila Health Care Limited, it is conducted that overall the whole
things find appropriate as per the requirement of the organisation ,
But there are some areas where improvement can be done to make
the whole thing a perfect one. The areas are following;
There is a need for a well planned and properly scheduled induction,

SOP and GMP training for the employee, it helps them to better
understand the organisation of the company and they do a work
properly way to way.
In your company training programme are evaluates mostly by

learning, organisation and feedback form. Also use the reactions and
job behavior for evaluates training programme. It’s useful.
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. It involves huge investment. So,
measure should be taken to avoid wrong way training.
To gives training to in sufficient duration. Training is useful for there

development, they know all thing properly if u gives to them training
in right time and right duration.
91
Suggestions
As in a competitive world, industry would come up with new strategy
and new innovations in the market.
Find out the main reason behind the high attrition rate and solve them
instantly, to retain positive in the competitive world.
Zydus Cadila is a niche player in global pharmaceutical R&D. There

should be a proper communication and coordination between industry
and research institution.
This company should be a potential for developing India as a centre for

International clinical.
Do not delay the compensation of employee and regularly check that

workers are satisfied with there job or not.
Management is an important part of the organisation. So that,

maintain a proper communication between all levels of management.
92
Conclusion
It was my life time opportunity to do a project in Zydus Cadila
Healthcare Limited. It has benefited me very much as a student since I
gained more knowledge about the management and moral value.
In conclusion it may be said that in the modern business management

model or in a present business scenario, 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. It is prior responsibility
of the HR department.
Overall what we have learnt during our training period, from “Zydus
Cadila healthcare limited” is how to manage Human resources, 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. 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.
93
Bibliography
 www.zyduscadila.com
 http://traininganddevelopment.naukrihub.com
 www.yahoo.com
 www.scribd.com
 www.wikipedia.com
 www.HRM Guide.com
Reference
1. Management Process and Organizational Behaviour

2. Human Resource Management (B. Subba Rao)
3. Management (Stephen P. Robbins)
4. K. Ashwathappa
5. C. B. Memoriya
6. Franchise Charunilam
7. S.S. Khanka
8. S. Chand
94
Annexure
Questionnaire
Name:
Department:
Designation:
1. Does your company providing training?

Yes No
2. Which type of training is provided in your organization?
On the job training off the job training
Both
3. Which type of training you take in on the job Training?
Induction training EHS training
Behaviour training Technical training
95
4. Is induction training given adequate important in your

organization?
Not a all true True to great extent
A little true Very true
Some what true
5. Does Induction training well planed?
Yes No
6. Is induction training of sufficient duration?
Yes No
7. What are the methods of on the job training?
Job rotation Job instruction
Coaching Internship
8. What are the methods of off the job training?
Role playing Conference
Lecture Method Programmed Instruction
9. What is the duration of training?
Short Term Long term
10. What is the purpose of training?
Specified Job Related conceptual
General Knowledge
11. What are the advantages of training?
Increased the productivity Reduce Accident
Heightened Morale Increased organizational
stability
Reduced Supervision
12. How do you evaluate the training programme?
Reaction Job Behaviour
96
Learning Organization
Feedback form
13. How much Senior Manager take interest and spent time in
the training?
90% - < 50% - 70%
80% - 90% 50% - >
70% - 80%
14. Training policy is a well-designed a widely share in the

company?
Yes No
15. What are the qualities of training in your company?
Excellent satisfactory
Good Not satisfactory
16. If you take training, you get satisfaction?
Yes No
If yes How much?
90% - < 50% - 70%
80% - 90% 50% - >
70% - 80%
Thank You
97
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Cadila Healthcare Ltd.

“Critical analysis of Training and

In partial Fulfillment of the requirements

As a student of B.B.A. we have studied only theoretical portion in the

Therefore, according to university rule being a T.Y.B.B.A student, I have

ZYDUS CADILA training for me was an excellent experience and which

I express my first thanks to Zydus Cadila, where I have done training

I am grateful to officer of Zydus Cadila for providing all the information

I also express my gratitude to Hemchandracharya North Gujarat University,

I am very thankful to our H.O.D of B.B.A. Department Dr. Ashwin Modi

As a part of the curriculum of Sem.-II of M.B.A. programmer, each student

 To get practical knowledge of all the fields of the Management such

 To know how the work has gone in the industry.

 To know contribution of the owner, managerial staff and the most

 Correlating the theoretical concepts with the practical world of the

 Develop an ability to generate a report based on the field visit.

HRM, different strategies for the Marketing, various processes of the

 By the visit of Zydus Cadila almost all the objectives as mentioned

History of Zydus cadila

The dawn of 50’s ushered in an era of awakening. Having broken free

Healthcare at this time was the sole domain of a few pharmaceutical

At the time of India’s independence in 1947 our Late Founder, Mr.

Emerging as a modest pharmaceutical company, Cadila in the early

Livirubra was a combination of intrinsic factor lipotropic factor, iron,

imperative for Cadila to restructure and streamline its business

Moving beyond pharmaceutical, the concept of total healthcare now

Spearheading the combined activities of the group as a whole new

Zydus Cadila is a fully integrated, global healthcare Provider, with

Zydus Cadila is an innovative global pharmaceutical company that

In its mission to create healthier communities globally, Zydus Cadila

History of Late Mr. Ramanbhai B.

Late. Mr. Ramanbhai Patel

A first-generation entrepreneur, Mr. Ramanbhai Patel was one of the

Born at Kathor in South Gujarat on the 19th of August 1925, he began

In 1952, Mr. Ramanbhai Patel turned a pharma entrepreneur. Armed

Mr. Ramanbhai Patel had published several outstanding research

group. Today, Zydus Cadila is amongst the top investor in research.

In recognition of his services, Mr. Ramanbhai Patel had been bestowed

In a fitting tribute to his outstanding contributions to the growth of the

On the occasion of Gujarat’s Pharma Centenary Celebration in January

The Ramanbhai foundation today continues to spearhead programme

The Ramanbhai Foundation is committed to a number of special

The Ramanbhai Patel – AMA centre for Excellence in Education has

The Ramanbhai Foundation along with the Indian Pharmaceutical

The Ramanbhai Patel International Symposium held every two years is

Platform for knowledge sharing, tracing the development of new

In 2001 the company acquired another Indian pharmaceutical

The company is pioneer, offering healthier dietary options to the

• Intermediates and APIs

The company makes active pharmaceutical ingredient at three sites in

 Ankleshwar plants – Zydus Cadila’s plant complex at

[2] Formulation plants

The company operates formulation plants at six locations:

 Moraiya plant - Zydus Cadila's formulation plant at Moraiya in

 Navi Mumbai plant - This operation, at Navi Mumbai in

About Moraiya formulation plant

Mr. Pankaj Patel

Zydus Cadila's major shareholder remains the Patel family. Pankaj

Origin of the Name Zydus

The origin of the name “Zydus”

India’s Top Seven Pharma

We shall achieve sales of over $ 3 billion by 2015

In its entire dimension. Our world is shaped by a