Professional Documents
Culture Documents
ON
“INVENTORY MANAGEMENT OF LUPIN LTD,
GORAKHPUR”
Submitted by
<ANAND KUMAR>
<2005170700015>
Under guidance of
<Dr. Anshuman Mishra>
1
KIPM COLLEGE OF MANAGEMENT, GIDA
GORAKHPUR
CERTIFICATE
<NAME>
<DIRECTOR>
2
KIPM COLLEGE OF MANAGEMENT, GIDA
GORAKHPUR
CERTIFICATE
<NAME OF GUIDE>
<DESIGNATION>
3
INTERN CERTIFICATE
4
5
DECLARATION
6
Acknowledgement
. First of all I would like to thank to Mr Pawan Agrawal (Head) for allowing me to do training
in C&FA of Lupin Limited. I would also like to thank to Mr Arvind Bhargava (DGM), & Mr
Satendra Gupta (Sr. Executive) spending their precious time during the session.
I also would like to thank to Mr. Jay prakash (Godown Incharge) & Sonu Kannojiya
(Executive).
I would like to thank to our college Principal Er. R. D. Singh & HOD of MBA, Mr. Jaibeer
Pratap Singh for giving me such opportunity to complete my training in such organization. I
also would like to thank to Mr. Anshuman Mishra.
And finally, I would like to thank to each and every member of Lupin Limited for their kind
support.
7
INDEX
1 General Information 1
2 Production Department 14
3 HR Department 37
4 Finance Department 52
6 Quality Assurance 69
8
8 Mini Project 79
List of Tables
List of Graph
List of Charts
10
Chapter-
1
GENERAL
INFORMATION
11
12
The Meaning of LUPIN:-
L= Learning organization.
I= Involvement
13
Lupin’s Value:-
Integrity
Customer
Orientation
Working
together
Enterprenue-
Values
-r ship
Respect for
Superior people
Performance
14
1.1 Background of Lupin
Lupin Limited was established in 1968 by Dr. Desh Bandhu Gupta with 600
Employees .It is the manufacturer of Active Pharmaceutical Ingredients,
Pharmaceutical Raw Material, Drugs and Pharmaceutical products.
Headquartered in Mumbai, India. Lupin Limited today is an innovation led
transnational pharmaceutical company producing a wide range of quality, affordable
generic and branded formulations and APIs for the developed and developing markets
of the world.
Lupin first gained recognition when it became one of the world’s largest manufacturers
of Tuberculosis drugs.
Lupin’s world class manufacturing facilities, spread across India and Japan, have
played a critical role in enabling the companies realize its global aspirations.
Benchmarked to International standards, these facilities are approved by international
regulatory agencies like US FDA ( US Food and Drug Administration), UK MHRA ( UK
Medicines and Healthcare Product Regulatory Agency) , Japan’s MHLW (Ministry of
Health Labour and Welfare), TGA (Therapeutic Goods Administration) Australia, WHO
(World Health Organization), and the MCC (Medicines Control Council) South Africa.
The Company's US revenues grew by 54% to 36,830 million during FY 2013, up from
23,930 million in FY 2012. The Brands business contributed 21% of total US sales
whereas the Generics business contributed during FY 2013. The Company aims to
strengthen its branded portfolio with the launch of additional products
Lupin’s Drugs and products reach over 70 countries in the world. Today, Lupin has
emerged as the 5th largest and the fastest growing Top 5 company in the U.S, the
only Asian company to achieve that distinction. The company is also the fastest
growing, top 5 pharmaceutical players in India and the fastest growing top 10 Generic
players in Japan and South Africa.
15
1.2 Objectives
√ Enable you to make a smooth & harmonious beginning with organisation & the work
environment.
16
1.4 Milestones:-
Year Milestones
Lupin Acquires Laboratories Grin, Mexico; Specialty Ophthalmic Company; Enters the
2014
Latin American Market.
2013 Inauguration of new plant at Nagpur.
2007
Lupin acquired Kyowa Pharmaceutical Industry Company Limited, a leading Generic
Company in Japan.
US FDA and MHRA (UK) approvals were received for Goa.
2005
New Lovastatin plant at Tarapur was approved by the US FDA.
2004 WHO approval was received for Plants at Goa and Aurangabad.
Lupin had successfully implemented SAP ERP across the Company to unify
2003
all business functions and processes.
2002 New Anti-TB facility was commissioned at Aurangabad.
Lupin became the only Asian Pharmaceutical company to receive US FDA approvals
for its sterile cephalosporin facility.
2001
Won FICCI's (Federation of Indian Chambers of Commerce and Industry) award for
1992
contribution towards rural development.
Lupin Chemicals (Thailand) Ltd was established.
Two Plants Ankleshwar and Mandideep received US FDA approvals for maintaining
1989
stringent quality standards.
1988 Cephalexin Plant at Mandideep and 7 ADCA plant at Ankleshwar went on stream.
17
1980 Lupin commissioned a formulations plant and an R&D center at Aurangabad.
1.5 Awards:-
Year Awards
2014 Ms Vinita Gupta - Forbes Asia Businesswomen - Power 50.
2013 Dr Kamal Sharma bags the Business Today Best CEO Awards 2013.
Dr Desh Bandhu Gupta (Founder and Chairman) won the Frost &
Sullivan - Lifetime Achievement Award.
Ms Vinita Gupta, CEO, Lupin Pharmaceuticals, bagged the Ernst &
Young US 2012 'Family Business Award'.
2012 Lupin bags "Niryat Shree" Gold Trophy for 'outstanding export
performance' in the category of chemicals, drugs, pharma and allied
products, during the year 2009-2010, by FIEO (Federation of Indian
Export Organisations).
Dr Desh Bandhu Gupta (Founder & Chairman) has won the 'Ernst &
Young Entrepreneur of the Year 2011' Award in the Life sciences and
Healthcare sector.
Lupin ranked 1st amongst India's "Best Companies to Work for" in the
Biotechnology and Pharmaceutical Sector.
2011 IMM (Institute of Marketing and Management) Award for Excellence
as Top Organisation.
Lupin has won the NDTV Business Leadership Awards, 2011: Indian
Pharmaceutical Company of the Year.
Lupin ranked 2nd amongst India's "Best Companies to Work for" in
the Biotechnology and Pharmaceutical Sector.
Board of Directors
20
Management Team:-
21
1.7 Performance Graph over Last Three Year:-
11400 11356.32
11300
11200
10800
2000
1800 1743.98
1600
1400
1153.18 1217.01
1200
1000 2018-19
800 2019-20
600
2020-21
400
200
0
22
1.8 Locations in India-
Aurangabad
Gorakhpur
Varanasi
Ankleshwar
Mandideep
Tarapur
Goa
Jammu
Vadodara (Navodigm)
Indore
Nagpur
23
Bellwether Pharma Pty Ltd. Australia 27th September, 2010
24
1.11 Present Product Mix:-
Ethambutol Hydrochloride
L-Mandelic Acid
D-Mandelic Acid
D2-Aminobutanol
7-Amino Ester
7-APCA
Celpoxime Acid
T2954.
L2-Aminobutanol
25
Chapter-
2
Production Department
26
2.1 Departmental Structure:-
General Manager
Sr Executive
Officer (4)
Superior
Assistant Operator
Helper
27
2.2 Activities:-
Preparing, reviewing, approving and distributing the instruction for the production of
intermediate or API as per SOP.
Reviewing of all production batch records and ensuring that these are completed and
signed.
Making sure that all production activities are reported, evaluated and critical deviations
are investigated with the help of Q.A department and the conclusions are recorded.
Ensuring that all the necessary calibrations are performed and its records are
maintained.
Evaluating proposed changes in product, process or equipment.
28
2.3 Types of product and their specifications:-
Tartaric Acid
2. Cooling Water =
3. Steam =
29
5. Chilled Brine =
5.1. Brine MEG (mono ethylene glycol)
5.2. Temp. of Brine -20˚ C
5.3. Pressure 3 kg/cm2
5.4. Use for chilling of water up to 5 C
5.5. Flow rate 400 lits/day
6. Compressed Air=
6.1. Pressure 3-5 kg/cm2
Decomposition
Filtration
Evaporation
Crystallization
Filtration
Drying
30
2.6 Batch preparation of Tartaric Acid:-
In the batch preparation process, calcium Tartaric that has come from the E.T.B plant is
dissolved in washing ML & spent acid in a decomposition reactor.
i. Decomposition:-
Procedure:-
After charging the material the batch is mix for about 2 hours
Reaction (mixing) is carried out at 75 ˚C. This temperature gains through the
exothermic reaction.
In the case the temperature not reaches 70˚C.
Mixing is done at 30-40rpm.
31
ii. Filtration:-
Filtration is the process in which solid and liquid materials are separated out. Filtration is
done in the centrifuge filter, in which material feed into it, at a high rpm (1500 rpm) solid is
separated & liquid is filtered. This filtration process is performed by using Polypropylene cloth
as a separation medium.
Procedure:-
32
iii. Evaporation:-
Objective:-
Procedure:-
Charging the Mother Liqur in MSRL evaporator, evaporation done in the presence of
steam.
Usually low pressure is kept about 0.5 to 3.5 kg.
Heat transfer takes place in the boiler steam pass through the shell side of the boiler &
liquid pass through the tube side.
In the eliminator ML& water vapor are separated.
When specific gravity of Molecules 1.47, stop the evaporator.
Transfer the liquor to the crystallizer.
33
iv. Crystallization:-
Crystallization is the process of solidification of the liquid with the help of cooling. The liquid
ML at the low temperature converts into the crystals.
Objective:-
Procedure:-
In this process the hot liquid is converted into solid crystals by means of cooling.
The evaporated ML is passed into the crystallizer i.e. “Jacketted 55 reactor” through
pipelines at a maintained flow rate.
Cooling coils are mounted around the crystallizer in which cold water is passed, which
helps in cooling.
Water is supplied from bottom end of the crystallizer to the top end.
Cold water cools down the temperature & mass from 85 ˚C to 40˚C.
The agitator runs at 20 to 40 rpm which help in the cooling equally.
Crystallization is done in about 3 hours.
After crystallization process the ML is passed to the centrifuge.
In this process the hot liquid is converted into solid crystals by means of cooling.
34
v. Filtration:-
Procedure:-
35
vi. Drying:-
In this process moisture is removed from the product. Tartaric acid that is collected from the
centrifuge contains about 3 to 5 % moisture, which is removed by the drying process and
after drying the dry tartaric acid is collect in the bag and passes to the Ethambutol plant.
36
2.7 Types of material handling equipment used:-
Trolley
Lift
Micro-Motion Study
37
2.8 Co-ordination between:-
Store department stores raw material, spare part of machinery & chemical whenever
Production department need, store department issue the raw material & spare part.
Purchase department purchase raw material, spare part & safety equipment for employees.
Whenever Production department need any kind of materials it communicates with the
purchase department.
Production department sent the finished product to the Dispatch department and Dispatch
department sent the finished at their respective places.
38
Chapter-
3
Human Resource
Department
39
3.1 Departmental structure:-
President HR
Vice President HR
Sr. Manager
Manager HR
Sr.Executive HR
Officer HR
Jr.Officer
40
3.2 HR Policy
1 Medical Policy-:
1.1 All employees are covered by the mediclaim policy subject to the terms and
limits prescribed under the scheme.
1.2 This policy covers self, spouse and two children up to the age 21.
2.1 This insurance covers all the employees against accident resulting in death
or permanent disablement
2.2 This policy does not cover death, injury or disablement resulting from
intentional self-injury, suicide or attempted suicide insanity or the influence of drugs or
drink.
3 Uniform Policy-:
3.1 All the categories of employees are given 3 set of uniforms ones in a year.
Rainy Wear
Manpower Planning
Recruitment of Manpower
Joining and Induction
Compensation & Benefits
Performance Appraisals
Welfare Facilities
Employee Relation
Reward System
Self-Development Scheme
Exist Interview
Learning & Development Programme
Industrial Relation
Conflict Resolving
42
3.4 Function of Time Office:-
Attendance Marking:-
Individual employees are issued punch cards through which he/she should record his/her
attendance on all the occasions of entering the premises or going out of premise in case
forgot to personal department through the HOD otherwise employee will be marked absent.
Shift change:-
An employee will be eligible for shift change on two occasions for his colleague in a month
through prescribed form. This is strictly at the discretion of the management and depending
on work exigencies
Shift Time
1st Shift 7 am to 3 pm
2nd Shift 3 pm to 11pm
3rd Shift 11 pm to 7 am
General Shift 9:15 am to 5:45 pm
Late coming:-
43
3.5 Salary Procedure:-
As a policy salary payments are made through bank transfer for whom an employee has to
open an account in HDFC Bank/Axis Bank / ICICI Bank/Kotak Bank.
Paid Holidays:-
Company gives weekly off on Sunday & additional weekly off is on 2 nd Saturday of every
month.
44
3.6 Leave Policy—
Annual Leave:-
Holidays- All permanent employees can enjoy annual leave of 30 days per annum. Leave will
be credited @ of 2.5 days per month.
Application for sick leave should be submitted as soon as possible & within 2 days submitted
a medical certificate from a registered medical practitioner. The certificate should be
submitted immediately on resuming duty along with fitness certificate.
All permanent female employees who are not covered under ESI (Employee State Insurance)
scheme shall be entitled to maternity leave of 84 days (12 week) twice in their service.
Only those female employees who have put in 80 working days in a period of 12
months immediately preceding the commencement of leave prior to delivery shall be
entitled to maternity leave.
Lupin gives Paternity leave to permanent employees to support his wife & family after the
birth of child. Paternity leave would be allowed for maximum 5 working days. Such leaves
can be availed maximum twice in service tenure.
Leave for Adoption: - Employees will be entitled to leave for adoption of child aged
below 12 years. This leave will of 6 weeks for female employee and for male employee it will
as per the paternity leave.
Sabbatical Leave: - All employees who have put in minimum 3 years of services in
organisation can take ‘Break in service’, normally allowed once in a career in order to
manage any personal situation. Such break in service not exceed 1 year.
45
3.7 Details in employees personal file.
When the employee leaves the service, the resignation letter & company’s acceptance letter
is filled at the end of which his service file is closed. Employee’s file remains with the
company for a period of at least 5 years.
46
3.8 Human Resource Planning
47
3.9 Recruitment & Selection Procedure:-
It is conducted at the plant to fill up the vacancies in both management & non-management
level. The first step is to analyse the need of the manpower. The various sources are adopted
for the management as well as non-management staff.
i. Recruitment
ii. Induction
iii. Training & Development
iv. Payroll
v. Employee engagement
vi. Welfare
vii. Separation
a. Recruitment
a) Gap Identification (Budget-Actual)
b) Personal Requisition
c) Sources
d) Scrutinization
e) Shortlisting
f) Interview call
g) Interview day
h) Medical check-up
i) Document + offer
j) Joining
b. Payroll
a) Bank a/c
b) Attendance
c) Salary process
d) Bonus Mediclaim
c. Induction
a) Udbhav- Induction at Lonawala
b) One week inplant induction
c) Department allotment
48
d. Training & Development
a) Behavioural
b) Language
c) Technical training
d) Utkarsh
e) Leader plus
f) First time manager
g) Apni to Pathsala
h) SETU
e. Employee engagement
a) Buddy Programme
f. Welfare
a) Unifrom
b) Canteen
c) Transportation
d) Marriage Gift
e) Employee Credit Policy
f) Surbhi Kala Kendra
g. Separation
49
3.10 Performance Appraisals System :-
Bell curve performance appraisal method is normally based on the process of Target setting
& to achieve it.
1 2 3 4 5
Every year targets are evaluated in month of April. And on the base of the result employee
gets transfer, promotion, increment, new targets, allowances, awards etc.
50
3.11 Training and Development activities:-
After completion of training, trainer take written test from the employee and get the feedback .
Types of training
3. Safety training
As per the performance appraisals training includes, the name of the employees who
required the training & the subject of training.
After this, the arrangement for training is done. The training can takes place at both
the inside & outside the factory premises. For internal training the external faculties
called or otherwise the internal identified trainers may conduct the training.
An Individual intimation form is send to the concern employee regarding the type of
training which he needs to undergo with date & venue after intimation to the HODS.
After the completion the trainee the employee fill the training feedback form submit the
same to the HR department.
Company also takes the written test of the trainee after the completion of training.
The feedback form is then analysed & checked to know the effectiveness of training.
Then the comparison of his earlier performance& the current performance takes
places.
51
3.12 Promotion and Transfer Policy:-
Promotion:-
The company gives more than 100 promotion in year & this promotion is purely on the basis
of performance of employee. The promotional need is identified after the performance
appraisal of employee takes place and also on bases of organizations requirement & while
giving promotion the following points are taking in to consideration.
Employee’s performance
Attitude of employee
Quality of work
Attendance of employee
Employee capabilities
Awareness of work
Transfer:-
Transfer is not viewed as a punishment in Lupin limited. Transfer takes places for the
betterment of organisation as well as for employee or due to the employee’s requests.
Transfer can take place within department at same location or within the group company. But
here whenever transfer is given to an employee as per policy. The salary also revised with
transfer company also provide paid holidays, joining time, transportation costs, transport
allowance etc.
Transportation
Safety and Security
Gardening
Cleaning and Housekeeping Activity
52
Welfare activities:-
Canteen
Uniform & Safety shoes
Rainy wear & gumboot & winter wear
Mediclaim
Washing allowance
Leave travel allowance
Sport competition
Education allowance
Loans
Birthday wishes & anniversary wishes card
Long term service award:
Gold Coin
Silver Award
Marriage Gift
53
3.15 Industrial Relations environment:-
The overall industrial environment is conductive. Till the date strikes of any type are not
occurred in Lupin, Ankleshwar, so we can say that employees are happy with the
organization. If in case there is any problem related to the employee, the employee has
discussed with the worker committee and there are at some conclusion. The worker welfare
committee has seven members in total.
54
Chapter
–4
Finance Department
55
56
4.1 Departmental Structure:-
Finance HOD
DGM
Manager Costing
Manager Account
Officer
57
4.2 Function of all departmental employees
58
4.3 Budgetary Control System / Process:
Budget Manual:
Budget Period:
April to March.
Marketing Requirement.
Profitability.
Budget Centres:
Production.
Utilities.
Other Overheads.
Accounting Methods/System:
Raw Material
Packaging of Material
Utilities
Spares
Overheads
Depreciation
59
4.4 Long-term & Short-term Finance:
Long Term:
Short Term:
Inventories.
Sundry Debtors.
Cash & Bank Balances.
Loans & Advances.
4.5 Taxes:-
60
4.6 Movement of prices during one month:
MIS contain the estimated product costing & production of each and every product as well as
deviation from actual cost and production cost which is prepare monthly basis.
61
Chapter-
5
Purchase &
Store
62
63
5.1 Departmental Structure:-
Unit Head
G.M. Engineering
Purchase Manager
64
5.2 Activities:-
Purchase handling
Local & Imported purchase
Raw material Job work
Capital Goods
Keep eye on Market for new technology & vendor
Develop healthy relation with vendor
Standardisation
Co-ordination with other location
Co-ordination with departments
65
5.3 Vision:-
Right Quality
Right Price
Right Time
Right Source
Right Quantity
66
5.4 Process of Purchase:-
Enquiry
67
5.5 Stores Procedure:-
Unloading of Materials
Verification of material
De-dusting of containers
Packaging Damage
69
5.5.2 Issue of Raw Materials:-
Load in Tempo
70
5.6 Material Coding System:-
At Lupin Limited, all stored material is coded with six digit number for which starting number of all
are fixed which are as follow.
1- Raw Material
2-Packing Material
3-Finished Goods
For Raw material & Packing material company used to verify stock once in a month while
engineering & consumable stock verification is done once in a year.
71
Chapter-
6
Quality Assurance
Department
72
73
6.1 Departmental Structure
74
6.2 What is Quality Assurance?
“Right &1stofficer
Executive time” (Mistake should be eliminated)
Executive & officer
75
6.3 Activities
76
6.4 Different between Q.A & Q.C Department
The main work of Quality Assurance department is to check that either the finished
product is as per the set of standard or not. Q.A department is also known as the Father of the
Quality Control department. The reason is that Quality control department is keep check the quality
of each and every batch of the products either it is in the form of raw material, semi-finished goods
or finish goods while Quality Assurance department is assure that the material which is passed by
the Q.C is correct or not.
Quality of the products is checked in their all stages by their respective sections. At the end of the
production process Q.C department is check the quality of finished item & then they send the
results to Q.A department to assure the quality of the product that it is as per the standard norms
or not.
If Quality Assurance department found OOS, OOT or Deviation in the quality of the product then
they inform the Q.C department and start the further formalities.
77
6.5 Types of Instruments-:
78
6.6 Calibration
Definition:-
Calibration refers to the process of setting the magnitude of the output of a measuring
instrument to the magnitude of the input property within specified accuracy and precision.
For example a weighing machine could be calibrated so that it showed the Weight at the
correct point.
Calibration
External Internal
(Done by External Agency or (Done by Plant Personal)
Instrument)
79
Chapter-
7
80
Dispatch & Logistic
81
7.1 Activities:-
Lupin Ltd is sending some part of goods to Head office Mumbai & some part directly to customers.
For transporting goods at Head Office Mumbai, company is sending it by road & for exporting
company is using air and sea.
Form 45
Delivery challan cum excise invoice
Packing List
Certificate of analysis lorry receipt
82
For Export:-
ARE 1
Form 45
Lorry receipt
83
Chapter-
8
Mini Project
Introduction-
The term job satisfaction reveals and focuses on the likes and dislikes of the employees. In this
particular study the I try to identify the causes for satisfaction and dissatisfaction among the
employees. Employees’ attitude towards job satisfaction may be either positive or negative. It
84
isn't always easy to measure job satisfaction as the definition of satisfaction can be different for
different people.
Job satisfaction is the level of contentment a person feels regarding his or her job.
Job satisfaction refers to a person’s feeling of satisfaction on the job, which acts as a
motivation to work. It is not the self-satisfaction, happiness or self-contentment but the
satisfaction on the job.
Objective of Study
To know how employees feel at their work place.
To analyze the motivation level of employees.
To know the level of support of management towards the employee.
To know the attitude of the employees towards their job & company.
To evaluate the working environment in Lupin.
To examine satisfaction regarding the salary and other benefits of its employees.
To suggest suitable measures to improve the overall satisfaction of the employees in the
Organization.
To find the factors that can give more satisfaction to the employee.
85
Research Methodology
– Source of data :- Collected through questionnaires.
– Data collection Method:-
1. I prepared questionnaires so that I can easily get the information
from the respondents.
2. The questionnaires was designed in 5 levels
a. Poor Satisfaction
b. Need to improve
c. Seldom satisfaction
d. Great Satisfaction
e. Extremely Delighted
– Field work & Experience:- The field of work in survey are not in any particular
department but, I complete my survey by contacting the different employees
from different departments.
– Sample Size- 50
86
Data Analysis & Interpretations
Poor Satisfaction
Need to Improve
Seldom Satisfaction
Great Satisfaction
Extremely Delighted
Total
87
1) Satisfaction level regarding working life’s in an organization
Frequency of Percentage
18%
8% 16%
Poor Satisfaction
Need to Improve
Seldom Satisfaction
Great Satisfaction
Extremely Delighted
18%
40%
Figure 1
Interpretation:
88
Above table & chart is showing the level of satisfaction of employees regarding working life in
the organization. 8% of employees are poor satisfied,16% of employees believe that it needs to
improve,18% of the employees are seldom satisfied, while 40% of the employees are Greatly
satisfied and 18% of the employees are extremely satisfied.
89
2) Ability to balance work with their personal life
Frequency of Percentage
16% 16%
4%
Poor Satisfaction
Need to Improve
Seldom Satisfaction
Great Satisfaction
Extremely Delighted
32%
32%
Figure 2
Interpretation:
Above table & chart is showing the level of satisfaction of employees regarding the balance in
their personal & professional life. 4% of employees are poor satisfied, 16% of employees
believe that it needs to improve, 32% of the employees are seldom satisfied, while 32% of the
employees are Greatly satisfied and 16 % of the employees are extremely satisfied.
90
3) Level of understanding of rules, responsibility & authority in organisation.
Frequency of Percentage
18% 16%
8%
Poor Satisfaction
Need to Improve
Seldom Satisfaction
Great Satisfaction
Extremely Delighted
20%
38%
Figure 3
Interpretation:
91
Above table & chart is showing the level of satisfaction of employees regarding the
understanding of role, responsibility & authority in the organisation. 16% of employees are poor
satisfied, 8%of employees believe that it needs to improve,20 % of the employees are seldom
satisfied, while 38% of the employees are Greatly satisfied and 18% of the employees are
extremely satisfied.
92
4) Level of understanding of HR and welfare policy
Frequency of Percentage
20%
10%
22%
Poor Satisfaction
Need to Improve
Seldom Satisfaction
Great Satisfaction
Extremely Delighted
32%
16%
Figure 4
Interpretation:
Above table & chart is showing the level of satisfaction of employees regarding understanding
of HR & Welfare policy. 10% of employees are poor satisfied, 22% of employees believe that it
needs to improve, 16% of the employees are seldom satisfied, while 32% of the employees are
Greatly satisfied and 20% of the employees are extremely satisfied.
93
5) Level of understanding of vision statement
Frequency of Percentage
12% 16%
Poor Satisfaction
Need to Improve
Seldom Satisfaction
18% Great Satisfaction
32% Extremely Delighted
22%
Figure 5
Interpretation:
Above table & chart is showing the level of satisfaction of employees regarding the level of
understanding of Vision statement of the company. 16% of employees are poor satisfied, 18%
of employees believe that it needs to improve, 22% of the employees are seldom satisfied,
while 32% of the employees are Greatly satisfied and 12% of the employees are extremely
satisfied.
94
6) Level of satisfaction regarding the physical condition of workplace & space.
Frequency of Percentage
28% 8%
20%
Poor Satisfaction
Need to Improve
Seldom Satisfaction
Great Satisfaction
Extremely Delighted
24% 20%
Figure 6
Interpretation:
Above table & chart is showing the level of satisfaction of employees regarding the Physical
condition of workplace. 8% of employees are poor satisfied, 20% of employees believe that it
needs to improve, 20% of the employees are seldom satisfied, while 24% of the employees are
Greatly satisfied and 28% of the employees are extremely satisfied.
95
7) Satisfaction level regarding co-operation between different department
Frequency of Percentage
16% 14%
4%
Poor Satisfaction
Need to Improve
Seldom Satisfaction
18% Great Satisfaction
Extremely Delighted
48%
Figure 7
Interpretation:
Above table & chart is showing the level of satisfaction of employees regarding the co-operation
between departments. 4% of employees are poor satisfied,14% of employees believe that it
needs to improve,18% of the employees are seldom satisfied, while 48% of the employees are
Greatly satisfied and 16% of the employees are extremely satisfied.
96
8) Satisfaction level regarding interpersonal relationship with peers, superiors & subordinate
Frequency of Percentage
20% 24%
Poor Satisfaction
Need to Improve
Seldom Satisfaction
Great Satisfaction
Extremely Delighted
20%
36%
Figure 8
Interpretation:
Above table & chart is showing the level of satisfaction of employees regarding the inter-
personal relationship with peers & subordinates. 24% of employees believe that it needs to
improve, 20% of the employees are seldom satisfied, while 36% of the employees are Greatly
satisfied and 20% of the employees are extremely satisfied.
97
9) The career path that respondent are able to see in the orgnisation
Frequency of Percentage
22%
32%
Poor Satisfaction
Need to Improve
Seldom Satisfaction
Great Satisfaction
Extremely Delighted
20%
26%
Figure 9
Interpretation:
Above table & chart is showing the level of satisfaction of employees regarding the career path
that they’re able to see at Lupin. 22% of employees believe that it needs to improve,20% of the
employees are seldom satisfied, while 26% of the employees are Greatly satisfied and 32% of
the employees are extremely satisfied.
98
10) Plan to work with Lupin in future.
Frequency of Percentage
2% 16%
34%
<1 Year
1-3 Year
7-10 Year
>=11 Year
Till 4%
Retirement
16% 12%
Depend upon Personnel Growth
Figure 10
Interpretation:
Above table & chart is showing the percentage of employees who wants to work with Lupin for
different time period. 2% of employees wants to work with Lupin for less than 1 year, 16% of
employees wants to work for 1-3 years with Lupin, other 16% employees wants to work for 4-6
years with Lupin while only 4% of the employees wants to work for 7-10 years, 12% of the
99
employees wants to work for more than 11 years with Lupin, 16% employees liked to work with
Lupin till their retirement while 34% employees’ decision is depends upon their growth.
100
11) Level of which company makes good use of employees skills.
Frequency of Percentage
24% 10%
20%
Poor Satisfaction
Need to Improve
Seldom Satisfaction
Great Satisfaction
Extremely Delighted
46%
Figure 11
Interpretation:
Above table & chart is showing the level of satisfaction of employees regarding the use of
employees’ skill & ability by the Lupin. 10% of employees believe that it needs to improve, 20%
of the employees are seldom satisfied, while 46% of the employees are Greatly satisfied and
24% of the employees are extremely satisfied.
101
12) The freedom to try employee’s own method to do a job in better way.
Frequency of Percentage
24% 2% 16%
Poor Satisfaction
Need to Improve
Seldom Satisfaction
Great Satisfaction
Extremely Delighted
24%
34%
Figure 12
Interpretation:
Above table & chart is showing the level of satisfaction of employees regarding giving the
freedom to the employees to do work in their own method. 2% of employees are poor satisfied,
16% of employees believe that it needs to improve, 24% of the employees are seldom satisfied,
while 34% of the employees are Greatly satisfied and 24% of the employees are extremely
satisfied.
102
13) Quality of Training given by the Lupin.
Frequency of Percentage
28% 18%
4%
Poor Satisfaction
Need to Improve
Seldom Satisfaction
Great Satisfaction
Extremely Delighted
18%
32%
Figure 13
Interpretation:
Above table & chart is showing the level of satisfaction of employees regarding the Quality of
training. 4% of employees are poor satisfied, the percentage of the employees who feel it need
to improve & feel seldom satisfaction are same i.e 18%, while 32% of the employees are
Greatly satisfied and 28% of the employees are extremely satisfied.
103
14) The chances to learning something new.
Frequency of Percentage
10%
4%
34%
Poor Satisfaction
18%
Need to Improve
Seldom Satisfaction
Great Satisfaction
Extremely Delighted
34%
Figure 14
Interpretation:
Above table & chart is showing the level of satisfaction of employees regarding the chances of
learn something new.4% of employees are poor satisfied, 10% of employees believe that it
needs to improve, 18% of the employees are seldom satisfied, while 34% of the employees are
Greatly satisfied and 34% of the employees are extremely satisfied.
104
15) The way superior gets respondent’s view & take it when making the key decision.
Frequency of Percentage
22%
10%
20%
Poor Satisfaction
Need to Improve
Seldom Satisfaction
Great Satisfaction
Extremely Delighted
32% 16%
Figure 15
Interpretation:
Above table & chart is showing the level of satisfaction of employees regarding the way superior
use the employees’ suggestion in the decision making. 10% of employees are poor satisfied,
20% of employees believe that it needs to improve, 16% of the employees are seldom satisfied,
while 32% of the employees are Greatly satisfied and 22% of the employees are extremely
satisfied.
105
16) The level of stress laid by the superior or the management.
Frequency of Percentage
18% 14%
6%
Poor Satisfaction
Need to Improve
Seldom Satisfaction
Great Satisfaction
Extremely Delighted
32% 30%
Figure 16
Interpretation:
Above table & chart is showing the level of satisfaction of employees regarding the level of
stress laid by the superior. 6% of employees are poor satisfied, 14% of employees believe that
it needs to improve, 30% of the employees are seldom satisfied, while 32% of the employees
are Greatly satisfied and 18% of the employees are extremely satisfied.
106
17) The way by which management solve the problem of employees.
Frequency of Percentage
22% 18%
4%
Poor Satisfaction
Need to Improve
Seldom Satisfaction
Great Satisfaction
Extremely Delighted
14%
42%
Figure 17
Interpretation:
Above table & chart is showing the level of satisfaction of employees regarding the way by
which management solve the employee’s problem. 4% of employees are poor satisfied, 18% of
employees believe that it needs to improve, 14% of the employees are seldom satisfied, while
42% of the employees are Greatly satisfied and 22% of the employees are extremely satisfied.
107
18) Satisfaction regarding safety provided by the company.
Frequency of Percentage
2% 14%
34%
Poor Satisfaction
Need to Improve
Seldom Satisfaction
20%
Great Satisfaction
Extremely Delighted
30%
Figure 18
Interpretation:
Above table & chart is showing the level of satisfaction of employees regarding the safety
provided by the company. 2% of employees are poor satisfied, 14% of employees believe that it
needs to improve, 20% of the employees are seldom satisfied, while 30% of the employees are
Greatly satisfied and 34% of the employees are extremely satisfied.
108
19) The way employee’s skills match with job.
Frequency of Percentage
24% 10%
20%
Poor Satisfaction
Need to Improve
Seldom Satisfaction
Great Satisfaction
Extremely Delighted
46%
Figure 19
Interpretation:
Above table & chart is showing the level of satisfaction of employees regarding employees’
skills match with the Job. 10% of employees believe that it needs to improve, 20% of the
employees are seldom satisfied, while 46% of the employees are Greatly satisfied and 24% of
the employees are extremely satisfied.
109
20) Facility by which you (employees) feel more satisfied.
Frequency of Percentage
20%
10%
Man
Food
Picnic
Mobile
20%
50%
Figure 20
Interpretation:
Above table & chart is showing the facilities that can satisfy the employees more if they provide
by the Lupin, Ankleshwar. 10% of the employees feel that if company provide them vehicle for
movement within the plant, 50% of the employees wants the Good Quality of the food, 10%
wants that company should arranged a yearly picnic for the employees while other 20%
employees will feel more satisfaction if management allow the mobile inside the company to the
employees.
110
Findings
From the Survey of the 50 employees of the Lupin I found that,
1. Out of the 50 employees , 9 employees are extremely delighted with their working life in
Lupin, 20 employees are grate satisfied, 9 employees feel seldom satisfaction while 8
employees are think that it need to improve and 4 employees are poor satisfied with their
working life in the organization.
2. Out of the 50 employees , 8 employees are extremely delighted that they are able to
balance their personnel life with working life, 16 employees are grate satisfied, 16
employees feel seldom satisfaction while 8 employees are think that it need to improve
and 2 employees are poor satisfied.
4. Out of the 50 employees , 10 employees are extremely delighted that they are able to
understand the HR & welfare policy , 16 employees are grate satisfied, 8 employees feel
seldom satisfaction while 11 employees are think that it need to improve and 5 employees
are poor satisfied. I found that many employees are not able to understand the HR &
welfare policy.
5. Out of the 50 employees , 6 employees are extremely delighted with understanding of the
Vision statement of the company , 16 employees are grate satisfied, 11 employees feel
seldom satisfaction while 9 employees are think that it need to improve and 8 employees
are poor satisfied.
111
7. Out of the 50 employees , 8 employees are extremely delighted with co-operation
between the departments, 24 employees are grate satisfied, 9 employees feel seldom
satisfaction while 7 employees are think that it need to improve and 2 employees are poor
satisfied. Here, I found that most of the employees are satisfied with the co-ordination
between departments.
8. Out of the 50 employees , 10 employees are extremely delighted with their interpersonal
relationship with their peers & superior, 18 employees are grate satisfied, 10 employees
feel seld-om satisfaction while 12 employees are think that it need to improve and none of
the employees are poor satisfied. I found that interpersonal relationship between
employees are very piece full
9. Out of the 50 employees , 16 employees are extremely delighted that they are able to
see their career path in Lupin, 13 employees are grate satisfied, 10 employees feel seldom
satisfaction while 11 employees are think that it need to improve and none of the
employee are poor satisfied. I found that most of the employees are able to see their
career path at Lupin.
10. Out of the 50 employees , 17 employees think that their plan to work with Lupin is
depends upon their personal growth, 8 employees wants to work with Lupin till their
retirement, 6 employees wants to work for 11 years or more than it, out of 50, 2 employees
like to work for 7-10 years with Lupin, 8 employees for 4-6 years, 8 employees for 1-3
years while only one employees wants to work with Lupin for less than a year.
11. Out of the 50 employees , 12 employees are extremely delighted that company makes
good use of employees skill, 23 employees are grate satisfied, 10 employees feel seldom
satisfaction while 5 employees are think that it need to improve.
12. Out of the 50 employees , 12 employees are extremely delighted with freedom to do job in
their own method, 17 employees are grate satisfied, 12 employees feel seldom satisfaction
while 8 employees are think that it need to improve and 1 employees are poor satisfied. I
found that most of the employees are satisfied with the freedom to do job in their own way
to do job in better way.
13. Out of the 50 employees , 14 employees are extremely delighted with the quality of
Training given by the Lupin, 16 employees are grate satisfied, 9 employees feel seldom
satisfaction while 9 employees are think that it need to improve and 2 employees are poor
satisfied.
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14. Out of the 50 employees , 17 employees are extremely delighted with the chance to learn
something new, 17 employees are grate satisfied, 9 employees feel seldom satisfaction
while 5 employees are think that it need to improve and 2 employees are poor satisfied.
15. Out of the 50 employees , 11 employees are extremely delighted with the way superior
gets their view and use in key decision, 16 employees are grate satisfied, 8 employees
feel seldom satisfaction while 10 employees are think that it need to improve and 5
employees are poor satisfied.
16.Out of the 50 employees , 9 employees are extremely delighted with the level of stress laid
by the superior or management, 16 employees are grate satisfied, 15 employees feel
seldom satisfaction while 7 employees are think that it need to improve and 3 employees
are poor satisfied.
17.Out of the 50 employees , 11 employees are extremely delighted with the way by which
management solve the problem of employees, 21 employees are grate satisfied, 7
employees feel seldom satisfaction while 9 employees are think that it need to improve
and 2 employees are poor satisfied. I found that most of the employees are satisfied with
the way by which management solve the employees problem.
18.Out of the 50 employees , 17 employees are extremely delighted with the safety provided
by the company, 15 employees are grate satisfied, 10 employees feel seldom satisfaction
while 7 employees are think that it need to improve and 1 employees are poor satisfied
with the safety provided by the company.
19.Out of the 50 employees , 12 employees are extremely delighted with the way employees’
skills match with job, 23 employees are grate satisfied, 10 employees feel seldom
satisfaction while 5 employees are think that it need to improve and 5 employees are poor
satisfied.
20. Out of the 50 employees, 10 employees think that they feel more satisfaction if company
allow mobile phone inside the plant, other 10 employees said that company should
arrange yearly picnic, 25 employees said that company should provide the variety & high
quality of food while 5 employees feel more satisfaction if company provide vehicle for
interior movement.
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Findings from Interpretation
1. Major factors which lead to satisfaction among the employees of Lupin ltd
o Welfare activity
o Safety measures
2. Major factors which lead to dissatisfaction among the employees of Lupin ltd.
o Inadequate manpower
114
Limitation
At the Lupin Gorakhpur plant there are so many restriction & protocols due to security &
privacy reason I did not get the permission to visit every area of the company so I was not
able to take the opinion of some department’s employee.
Many employees did not respond for the survey due to fear of HR department.
Some employees refuse to give answers by giving the reason that they have not the
authority.
Due to work load of employees they take so much time to feel the survey form.
We find that employees have the fear of HR so I could not mentioned their age & name in
the survey form.
115
Recommendations
Company should give the guidance regarding employees role, responsibility & authority.
Company should modify their HR & welfare policy that all employee can understand easily.
Organization should implement the Job rotation after giving proper guidance & arrangement
regarding job.
The freedom for taking the decisions should be increased in the case of management level
of employees because some time quick decisions are necessary for handling the situation.
The quality of the food of the Lupin Gorakhpur is not so good so company should modify
their canteen facility because during the survey I found that most of the employees are
dissatisfy with the canteen food quality.
116
Conclusions
This report is prepared during the summer training undertaken at Lupin Ltd. at
Gorakhpur on partial fulfilment of MBA Course. It has been a very great experience
to get training under such a reputed pharmaceutical company.
After preparing report on job satisfaction among the employees, I learn lots of things
about it and how it is important to the organization. It helps me to increase my
knowledge & level of understanding the people. In Lupin Ltd. there are easy &
systematic system for all activities related to work & their human relations are very
good in nature & organization culture is very much inspirational. All employees are
very supportive & enthusiastic about the organization growth.
117
Annexure
118
Questionnaire
On
Employee Satisfaction
119
b. Allowing Mobile phone in co.
c. Variety & high quality food should be provided by company.
d. Yearly Picnic for employees.
120
Balance sheet 2020-21
Reference
121
122