A STUDY ON

Training and development

WITH REFERENCE TO
Aurobindo Pharma Ltd ( Miyapur,Hyderabad)

A Project Report submitted to the ADIKAVI NANNAYA UNIVERSITY,

Rajamahendravaram, in partial fulfillment of the requirements for the award of
the Degree of

MASTER OF BUSINESS ADMINISTRATION

By
B. Ashok Surya Krishna
2088010002

Under the Esteemed Guidance of

Mr. J.Krishnam Raju B.Tech., M.B.A., UGC-NET, AP-SET, (Ph.D.)
Asst. Professor

Department of Commerce and Management Studies

Adikavi Nannaya University, Tadepalligudem Campus,
Airfield Road, Tadepalligudem -534101
West Godavari District. A.P.
(2020-2022)
 AUROBINDO

24th June 2022

TO WHOMSOEVER IT MAY CONCERNN

This is to certify that Mr. Bandaru Ashok Surya Krishna
pursuing with Roll No. 2088010002
MBA(HR) from Adikavi Nannaya University Campus,
Andhra Pradesh. has
Tadepalligudem, West Godavari (DT)
successfully completed the project report in our organization on the
topic titled, "Tralning and Development" from 10th May 2022 to 23" June 2022. During him
project tenure in the organization/company, we found him hard working and sincere.

We wish him all the best for him

future.

With Best Wishes,

For Aurobindo Pharma Ltd

uP
Authorfzed SignbtoryY
HR Department

CH

AUROBINDO PHARMA LTD

Unit Xil: Survey No.314, Bachupally, Bachupally (Mandal), Medchal Malkajgiri. Telangana State, INDLA. Pn: 500 090. Tel: g1 40 2304 5148149 Fax: 9140 2304 488

Corp eff.: The Water Mark Bulding, Plat Ne.11, Survey No.9, Hi tech City, Kondapur, Hyderabad -

500 084 T.S. IND1IA Tel : +g1 40 6572 5000 1 1200 Fan: 91 40 6707
4059
PAN No. AABCA7366H
www.a urobin do.com
Department of Commerce and Management Studies
Adikavi Nannaya University, Tadepalligudem Campus,
Airfield Road, Tadepalligudem -534101
West Godavari District. A.P.

Certificate
This is to certify that the project work entitled “Training and

development” submitted by B. Ashok Surya Krishna Reg.No: 2088010002 is a

bonafide student of ADIKAVI NANNAYA UNIVERSITY,

TADEPALLIGUDEM CAMPUS, West Godavari Dist., Andhra Pradesh. He/She

has done and submitted his/her report under the guidance and supervision of

Mr. J.Krishnam Raju in partial fulfillment for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION.

Place : Tadepalligudem
Date : 05-09-2022

Mr. J.Krishnam Raju Mr. M N N APPAJI

Project guide Course Co-ordinator
DCMS, Tadepalligudem

Internal Examiner External Examiner

Department of Commerce and Management Studies
Adikavi Nannaya University, Tadepalligudem Campus,
Airfield Road, Tadepalligudem -534101
West Godavari District. A.P.

Declaration
I, B. Ashok Surya Krishna hereby declare that this project report

entitled “Training and development” with reference to Aurobindo

Pharma Ltd ( Miyapur, Hyderabad) has been prepared by me during the

academic year 2021 – 22 in the months of from 5/10/2022 to 6/25/2022 (45

Days) in partial fulfillment of the requirement for the award of degree

of “Master Of Business Administration” in Adikavi Nannaya

University, Rajahmundry.

I also declare that this project report is of my own effort and it has

not been submitted to any other university for the award of any degree

or diploma.

Place : Tadepalligudem
Date : 05-09-2022
B. Ashok Surya Krishna
Reg. No.2088010002
 ACKNOWLEDGEMENT
I feel it is my duty and honour to acknowledge all those who have

extended guidance and warm support in completing my project

Firstly, it is my great honour to thanks to Prof. M. Jagannadha

Rao, Vice-Chancellor, Adikavi Nannaya University, Rajahmundry,

Former Professor and Head of the Department, Dept. of Geology.

It my special thanks to Prof. K Sree Ramesh, Principal, Adikavi

Nannaya University Tadepalligudem Campus for supporting &

encouraging me to do my project.

Take this opportunity to express my profound gratitude and deep

regards to Mr. M.N.N Appaji, Asst. Professor and Course Coordinator

for his exemplary guidance made me a throughout and complete of my

project.

My sincere thanks to my project guide Mr. J.Krishnam Raju Asst

Professor, for his invaluable co-operation and suggestions at every stage

of this project without whom this would not have been completed.

I owe my special thanks for providing all the facilities and guiding

me where-ever necessary. I thank them for their co-operation given to

me.

Finally, I thank all the teaching and non-teaching staff members

and my parents who extended their cordial valuables.

B. Ashok Surya Krishna

2088010002
CHAPTER-1
 INTRODUCTION

Businesses rely on effective Human Resource Management (HRM) to ensure that, they
hire and keep good employees and that they are able to respond to conflicts between
workers and management. HRM specialists initially determine the number and type of
employees that a business will need over its first few years of operation. They are then
responsible for recruiting new employees to replace those who leave and for filling
newly created positions. A business’s HRM division also trains or arranges for the
training of its staff to encourage worker productivity, efficiency, and satisfaction, and
to promote the overall success of the business. Finally, Human Resource Managers
create workers’ compensation plans and benefit packages for employees.
Successful candidates positioned at the roles want schooling to carry out their
obligations effectively. Workers have to be trained to govern machines, reduce scrap
and keep away from accidents. it's not best people who want education. Supervisors,
managers and executives also need to be developed with the intention to permit them
to develop and acquire maturity of notion and action. Training constitutes ongoing
process in any organization.

According to Leon C. Megginson, the term human resources can be thought of as,
“The total knowledge, skills, creative abilities, talents and aptitudes of an
organization’s work force, as well as the value, attitudes and beliefs of the individuals
involved. The term human resources can also be explained in the sense that it is a
resource like any other natural resources. It does mean that the management can get
and use the skills, knowledge, ability etc., through the development of skills, tapping
and utilizing them again and again.

According to PulapaSubba Rao, Human Resource Management (HRM) is managing

(planning, organizing, directing, directing and controlling) the functions of employing,
developing and compensating human resources resulting in creating and developing
human relations and utilization of human resources with a view to contribute
proportionately (due to them) to the organizational, individual and social goals.

1
INTRODUCTION ON TRAINING AND DEVELOPMENT

Training plays a key role in human resource development in the organisation.

Training is basically done after recruitment and selection and is very useful for all
workers and employees. Training helps in building confidence in the minds of
employees and workers. It is for improving skills among workers. Training is essential
because of changes in technology rapidly taking place within the industrial field.
Expenditure on training is a profitable investment to the employer. Training is, now,
commonplace in all business organisations. It is an inner factor of personality
improvement. Every agency dezires to have highly trained and skilled people to carry
out the activities that have to be done. If the current or capability activity worker can
meet this requirement, schooling is not important. But while this isn't the case, it is
essential to elevate the skill stages and increase the versatility and flexibility of
employees. As the jobs grow to be greater complex, the significance of employee
schooling also increases. In a hastily changing environment, employee schooling is not
handiest an activity that is desirable however also an activity that an enterprise ought
to commit assets to if; it's far to preserve a viable and knowledgeable paintings force.
Human resources are important subsystem inside the procedure of management.

The time period human aid is quite famous in India with the organization of
ministry of human resource development inside the union cabinet. Organization and
individual have to expand and progress simultaneously for his or her survival and
attainment of mutual goals. So, every modern management has to expand the
corporation via human useful resource improvement. There are different sorts of
training on the subject of different styles and types. Such as behavioural or technical
schooling, at the task of the task training, etc.
The significance of training and improvement programmers are equally applicable
to AUROBINDO. It requires humans who have specialized skills in technical,
mechanical and administrative fields. The industry has to provide specialized training
and development programmers to stand inside the competitive world. It is within the
arms of the control of AUROBINDO to provide training to offer schooling and
improvement programmers for its gift and future development in the speedy moving
aggressive world

2
NEED OF THE PROJECT

➢ To understand the importance attached to the training activity.

➢ To find out the effectiveness of training program in the organization.

➢ To analyse the various training methods adopted by the organization.

➢ To study whether the training is given according to the trainees need.

3
SCOPE OF THE STUDY

➢ This project provides a value insight to student regarding the topic.

➢ This project helps to get the practical knowledge about employee training in the
organization.
➢ This project will equip me for my future in managing HR.

4
OBJECTIVES OF THE STUDY

➢ To examine the training systems that are implemented in an organization.

➢ To examine the benefits obtained by the organization as well as the individual

employee because of training.
➢ To study the satisfaction level of employees regarding the training programs
conducted in AUROBINDO
➢ To study and analyse the training gaps.

➢ To offer suitable suggestion in the light of the above.

5
 RESEARCH METHODOLOGY

Research methodology may be a systematic procedure of collecting information so as to

research and verify a Phenomenon. Following steps were taken to the study as a strategy
to conduct this research.

Primary data:

The first source detail s collected through a fresh and for the time and this happened to be
original in character. The first source for my study includes information given by
employees and also through the knowledge collected through questionnaires.

Secondary Data:

Secondary source data is collected from already existed or through various records
maintained by personnel office and manual of the organizations, annual reports. journals,
magazines, policy guidelines, customer database, internet.

Sample Size:

Sample size is 100.

Sample Techniques:

Simple random sampling technique.

6
 LIMITATIONS OF THE STUDY

➢ The scope of study was limited to AUROBINDO only.

➢ Confidentiality of information is also limiting factor for analysis of data.

➢ Survey is conducted randomly with the help of sample, which could not get
appropriate or accurate results from the comprehensive data.
➢ As the period of study is limited, the data is collected very limited.

7
CHAPTER-2
 COMPANY PROFILE

HISTORY OF THE COMPANY

Aurobindo Pharma was born of a vision. Founded in 1986 by Mr. P.V.Ramaprasad Reddy,
Mr. K.Nityananda Reddy and a small, highly committed set of professionals, the company
became a public venture in 1992. It commenced operations in 1988-89 with a single unit
manufacturing semi synthetic penicillins (SSPs) at Pondicherry.

Aurobindo Pharma had gone public in 1995 by listing its shares in various stock exchanges
in the country. The company is the market leader in semi-synthetic penicillin drugs. It has a
presence in key therapeutic segments like SSPs, cephalosporins, antivirals, CNS, cardio-
vascular, gastroenterology, etc. Over the years, the Aurobindo Pharma has evolved into a
knowledge driven company. It is R&D focused, has a multi-product portfolio with multi-
country manufacturing facilities, and is becoming a marketing conglomerate across the
world.

Aurobindo Pharma created a name for itself in the manufacture of bulk actives, its area of
core competence. After ensuring a firm foundation of cost-effective production capabilities
and a clutch of loyal customers, the company has entered the high margin speciality generic
formulations segment, with a global marketing network.

The formulation business is systematically organised with a divisional structure, and has a
focused team for each key international market. Aurobindo believes in gaining volume and
market share in every business/segment it enters.

Aurobindo has invested significant resources in building a mega infrastructure for APIs and
formulations to emerge as a vertically integrated pharmaceutical company.
Aurobindo’s five units for APIs and four units for formulations are designed for the regulated
markets.

8
OUTLOOK OF THE COMPANY
This is the right time for a research led company such as Aurobindo Pharma with
quality products, regulatory approvals and a competitive approach to gain significant
market share in the process creating a name for itself. The Company recognizes this
opportunity and has positioned itself to make its presence felt in the regulated
pharmaceutical markets. The Company has initiated and completed quality and capacity
upgrades and is ready to make the shift.

Aurobindo Pharma is a fasttrack integrated pharmaceutical company

headquartered in Hyderabad, India, developing, manufacturing and marketing active
pharmaceutical ingredients (APIs also referred as bulk actives), intermediates and
generic formulations. The Company ranks among the top five pharmaceutical companies
in India and is a multi-product, multi technology, and transnational company. Today the
Company's products are serving consumers in India and over 100 other countries,
including the premium markets of US & Europe.

Aurobindo today is a manufacturer of anti-infective, intermediates and active

ingredients for anti-infective with leadership positions in India and a significant presence
in emerging global markets. These markets are growing fast and offer steady profitability.

The Company has an established reputation as a supplier in domestic as well as

other emerging markets. This position shall be maintained and expanded upon. The
Company plans to leverage this strength to open new markets for its products.In the past
two years, concerted efforts have been made successfully, to gain a toe-hold in the
developed markets such as US & Europe. Aurobindo will pursue to gain a significant
presence in such generic markets.

The Company values its contribution to its customers and the perspective.
Aurobindo Pharma proactively responds to the changing requirements of the medical
profession and enables its core customers to meet their market needs while taking care to
remain a quality conscious cost-efficient producer.

Aurobindo's goal is to build a globally successful pharmaceutical company and its

mission is to make quality pharmaceutical products affordable to all. The Company seeks
to establish a strong presence for its generic formulation products in the regulated
markets.
9
 VISION, MISSION AND OBJECTIVE OF THE COMPANY

Vision
"To become Asia's leading and one among the top 15 generic Pharma companies in the
world, by 2015"

Mission

Aurobindo's mission is to become the most valued Pharma partner for the World Pharma
fraternity by continuously researching, developing and manufacturing a wide range of
pharmaceutical products complying to the highest regulatory standards.

Objective

Aurobindo’s objective is to be one of the leading global pharmaceutical company and to

create lasting value and quality

COMPETITORS INFORMATION

The major competitors of Aurobindo Pharma Limited are Cipla, Ranbaxy, Lupin,
Nicholas Piramal and Sun Pharma. These companies are producing similar type of the
products and their yearly sale is equal or more then the Aurobindo Pharma Limited.

INFRASTRUCTURE FACILITIES

The company has received approvals for several of its manufacturing facilities
from leading regulatory agencies like US FDA, UK MHRA, WHO, Health Canada, MCC
South Africa. A large infrastructure supports the operations.

PRODUCT PROFILE

The Company's robust product portfolio is spread over six major

therapeutic/product areas (antibiotics, anti-retrovirals, CVS, CNS, gastroenterologicals,
and anti-allergics) encompassing 65 APIs in the non-antibiotics and 55 APIs in the
antibiotic segment. These segments have an addressable worldwide market size of US$
229 billion, including US$ 118 billion in US and US$ 51 billion in Europe.

10
The company is one of the largest Active Pharmaceutical Ingredients (API or Bulk
Actives) manufacturer in Asia, Aurobindo Pharma has commercialised over 100 APIs.
Mammoth capabilities and uncompromising product quality underline the core
competence of the company.
Total Quality Management is the very essence of Aurobindo Pharma. Every detail
is subjected to scrutiny – be it cGMP compliance, validation, stability studies,
documentation, safety, health or environmental issues. This steadfast adherence to TQM
has been highly rewarding and ensures that all products are truly world class.

Aurobindo pharma derives its volume in API from the following segments:

CARDIO VASCULAR SYSTEM

Anti-Arrhymthic

Anti-Hyperlipoproteinemics

Anti-Thrombotic

Beta-Blockers

Cerebrovascular Disorder

Anti-Hypertensives

Diuretic

CENTRAL NERVOUS SYSTEM

Attention Deficit Hyperacitivity Disorder

Anti-Alzheimer

Anti-convulsants

Anti-depressants

Anti-Parkinson

Anti-Psychotics

Anti-Sschizophrenia

11
Anti-Eplieptics
Anti-Migranie

GASTROENTEROLOGICALS

Anti-Emetics

Anti-Spasmodic

Anti-Ulcerants

ANTI-RETOVIRALS

Anti-retrovirals

OTHERS

Anti-Osteoporosis

Anti-Diabetics

Anti-Asthmatics

Erectile dysfunction

Anti-Inflammatory

Anti-Histamines

Anti- Cholinergic

Bph Treatment

Formulations

The Company’s formulations come under anti-infectives, anti-retrovirals, cardio

vascular, central nervous system, gastroenterologicals and others.

ANTI-INFECTIVES

Anti-Bacterial

Anti-Biotics

Anti-Fungal
12
Anti-Virals

Cephalosporins

Fluro-Quinolones

ANTI-RETROVIRALS

Anti-retrovirals

CARDIO VASCULAR SYSTEM

Anti-Hyperlipoproteinimcs

Anti-Hypertensive

Anti-Thrombotic

Beta-Blocker

CENTRAL NERVOUS SYSTEM

Anti-Alzheimer

Anti-Covulsants

Anti-Depressants

Anti-Emetic

Anti-Epileptics

Anti-Migrane

Anti-Parkinsonc

Anti-Psycholeptics

Anti-Psychotics

Anti-Schizophrenia

GASTROENTEROLOGICALS

Anti-Ulceran

OTHERS

Anti-Diabetic

Anti-Histamines
13
Anti-Inflammatory

Anti-Osteoprosis

Anti-Spasmodics

Decongestant

COPORATE GOVERNANCE

The Board has a good mix of pharmaceutical experience and professional

managers. Almost all directors are hands on directors. Decision-making is decentralized,
with accountability and freedom to operate. Under the leadership and supervision of the
Board of Directors assisted by a qualified and experienced team of professionals in the
fields of production, research and development, marketing, finance, purchase and
administration, Aurobindo Pharma has successfully integrated its operations. All projects
have been implemented with no cost or time overruns. All major decisions are taken after
adequate consultation with experienced professionals in their specific areas of activity.
Decisions and execution are targeted to derive value addition in all that the company does
s Operations are conducted with utmost financial discipline. The management
follows up to ensure that trust in employees is reciprocated with fairness in all dealings.
All decisions are taken in the interest of shareowners. The Board and management are
aware and conscious of minority shareowner interest, and everything is done to enhance
shareowner value in totality. The company has been keen to share the gains with a decent
dividend record. The company has also been issuing bonus shares from time to time.
Value creation for shareowners is a cornerstone and is being consistentlyfollowed.

The Board is, however, conscious that it has to formally put in place a few more
improvements. The Board is being strengthened with larger number of independent
directors. Higher level of professionalism is being targeted. Committees of directors are
to be appointed to focus on specific areas that matter. Aurobindo Pharma is going through
a process of transformation, in a professional environment. The Board of Directors meet
several times as often as business demands, and all meetings were well attended.

14
Subsidiaries / Joint Ventures

Today, Aurobindo Pharma is an acknowledged leader in APIs particularly in anti-infective,

anti-viral and select life style disease drugs and has a significant presence in large parts of
the world.

In order to further strengthen operations and penetrate the API and dosage formulations
segments both in regulated and other global markets, Aurobindo Pharma has established a
number of wholly owned subsidiaries, joint ventures, and representative offices at strategic
locations.

Today, Aurobindo Pharma is an acknowledged leader in APIs particularly in anti-infective,

antiviral and select life style disease drugs and has a significant presence in large parts of the
world. In order to further strengthen operations and penetrate the API and dosage
formulations segments both in regulated and other global markets, Aurobindo Pharma has
established a number of wholly owned subsidiaries, joint ventures, and representative offices
at strategic locations.

AB Farmo Industria Farmaceutica Aurobindo Pharma Japan KK

Ltda, Brazil 32-2, Mominokidai,

AV. Macuco, 726-80 ANDAR Aoba -Ku, Yokohama-shi,

Comj – 1509/1510/1501/1502 Japan

Moema, SAP PAULO.SP,

Brazil – CEP – 04523

Aurobindo (Datong) Bio-Pharma Co. Aurobindo Pharma USA Inc.

Ltd. 2400 Route 130 North
Economic & Technology Development
Dayton, NJ 08810 USA
Zone

Datong, Shanxi Province,

P R China –037300

Aurobindo Pharma (Pty) Ltd Helix Healthcare B.V.

Thebe House Prins Bernhardplein 200

15
166 Jan Smuts Avenue 1097 JB Amsterdam P.O. Box 990,

Unit No.4, Rosebank The Netherlands

Johannesburg, SOUTH AFRICA

Agile Pharma B.V. Pharmacin B.V.

Prins Bernhardplein 200 Molenvliet 103,

1097 JB Amsterdam P.O. Box 990, 3335 LH Zwinjdrecht

The Netherlands The Netherlands

Aurex Generics Limited Aurobindo Pharma Hungary

Ares, Odyssey Business Park Limited

West End Road, South Ruislip Budapest, Vaci UT 22 – 24

Middlesex HA4 6QD 1132, Mgyarorsgaz, Hungar

United Kingdom

Aurobindo Switzerland A.G Auro Pharma Inc.

Alpenstrasse 15, Ch – 6300 Zug. 1170 Sheppard Avenue,

Switzerland Unit # 16, Toronto

ON – M3K 2A3 Canada.

Aurobindo Pharma (Aus) Pty Ltd Auro Healthcare (Nigeria) Limited

43, Softwood Avenue Wing 'C' Plot # 4,

Kellyville, NSW 2155 Oyetuba Street, Off Obafemi Awaloowo Way,

Australia Ikeja, Lagos, NIGERIA

Milpharm Limited APL Pharma Thai Ltd

Ares, Odyssey Business Park 438, Phattanakaran, 30 Road Suanluang,

West End Road, South Ruislip Bangkok –10250

Middlesex HA4 6QD Thailan

United Kingdom

16
FUTURE PROSPECTUS

Aurobindo is climbing the value chain. The goal is to build a vertically integrated global
pharmaceutical company that is strong in its therapeutic segments across the premium markets.

Considerable work has been done, and the Company has reached the cross roads. Mapping has
been done in all macro and micro areas, and the direction has been set.

The Company has powerful core competencies. Adding to this is a strong balance sheet, cost
effectiveness and a widening knowledge base.

The Company has proven ability to confront challenges and turn them into strengths. People
skills, R&D initiatives, manufacturing facilities and systems, marketing infrastructure and
strategically positioned organizational presence in key markets would be unlocking value for all
stakeholders.

Competent human resources and intelligent management have built this organization into a
potential pharmaceutical powerhouse.

Aurobindo has been on a process of metamorphosis, and now has gained the confidence to take
a leap and participate in the emerging opportunities of premium markets. Indeed, the Company
is fast tracking towards its goals.

R&D will continue to provide the head wind, with the Company entering in a big way the
business of contract research. Not only the present strengths would get fully utilized, but the
Company would be able to draw on downstream gains when the projects turn commercially
viable. This is an attempt to meets the needs of the global industry with significant potential for
Aurobindo to improve its business stream.

The strategies and action plans are in place and the final equation reveals that Aurobindo is
poised for sustainable and profitable long-term growth. The Company has set itself targets which
include becoming a billion dollar company by 2009-10 with bottom line to grow at a faster clip.

17
To capitalize on opportunities to expand into new market segments, the company has
developed specific action plans for each of the key areas of business.
These strategies are as follows:

 Expand the generic business by increasing exports to developed markets

 Enhance established base in API
 Build strong customer relationships through value added products and
services
 Achieve manufacturing excellence

18
CHAPTER-3
 INDUSTRY PROFILE
Indian drugs and pharmaceutical industry has advanced perceptibly and is getting
ready for the new patent regime and to withstand global competition, which is expected to be
unleashed by new winds of liberalisation - a new era of liberalisation - much different from
what was ushered in since the conclusion of the Uruguay Round and the establishment of the
World Trade Organisation.

The industry has been expanding at annual rates ranging between 8 to

10% (against global growth rate of 6%). According to a study by McKinsey, Vision 2010,
the domestic pharmaceutical industry could attain a size of $25 billion (Rs 1200 billion) by
2010 by focusing on two areas: first, innovationled research, development and new drug
discoveries; and second, information technology-led remote sales and marketing. The market
for bulk drugs and formulations had increased from about Rs 103 billion in 1990-91 to an
estimated Rs 435 billion at the end of 2003-04. The prices of Indian essential drugs are
among the lowest in the world. Apart from strides made by the industry in the last half-a-
century, lower production cost due to reverse engineering and low R&D outlays has been a
major factor in keeping the prices under check.

The global pharmaceutical industry is estimated at $ 300 billion, not all representing
cross-border trade. India's measly share of $ 1.5 billion in global trade represents an untapped
potential. Under the regime of economic liberalisation underway since early 1990s, the drugs
and pharmaceutical sector witnessed initiatives at fresh investment in the sector. Nearly 1735
investment proposals of the order of around Rs 166 billion were initiated. The foreign
collaboration proposals approved numbered around 425 with a foreign direct investment
(FDI) component of over Rs 25 billion. The pharmaceuticals have figured high on the export
front. In 2001-02, the sector was estimated to have registered a growth of 17.6% at around
Rs 20.3 billion.

In the wake of economic liberalisation, many a overseas players returned or

contemplated returning to India. These include Ivox Corp (USA), Taro Pharmaceuticals
(Israel) and Merck (USA). These are out either to set shop or looking for acquisitions in India.
Hexal AG of Germany has established a liaison office in India. MILLIONCs like Rocha,
Bayer, Aventis and Chiron are making India a regional hub for bulk drugs.

19
 The Export Import Bank of India (Exim Bank) had doubled its corpus for the
pharmaceutical industry to Rs 2 billion as a result of increased activity in the industry,
especially in the external sector. The fund is used for the development and
commercialisation of the new products and applications, significant improvement in the
existing design of products, setting up and expansion of pilot plants, research studies for
obtaining regulatory approvals, cost of filing and managing international patent and R&D
Centres.

It needs, however, to be recognised that the presence of small scale manufacturers

has resulted, on the one hand, in a highly fragmented industry, and on the other, it has
made it possible to supply a near 100,000 drugs including vitamins, antibiotics,
antibacterial, cardio-vascular and other essential drugs. These account for nearly 37% of
the market. While each of about 80% of the manufacturers has annual sales below a
billion rupees, top ten companies are known to control over 30% of the market. At present
there are more than 20,000 players in the country.

The major players are: Alembic Chem, Aurobindo Pharma, Cipla, Dr. Reddy's,
FDC, IPCA Labs, Jagsonpal Pharma, J.B. Chemicals, Kopran Lupin
Labs, Lyka Labs, Morepan Labs, Nicholas Piramal, Ranbaxy Labs, Sun
Pharma, Themis Medicare, GlaxoSmithkline, Astrazeneca, Aventis, E-Merck, Torrent
Pharma, TTK Healthcare, Unichem Labs, Wockhardt and Zandu Pharma. Until recently,
only a few of the Indian companies had gone into any serious R&D activity. Much of the
effort was directed to affordable analogue research. The R&D level in the country is low
with even well-placed pharma companies spending less than 2% of turnover on R&D.
MILLIONCs are known to contribute as much as 10% or more of their turnover to R&D.
While India is very strong in process chemistry, biology and applied bio-chemistry,
initiatives at all levels - government, academia, private sector - involving heavy financial
outlays.

Ayurveda continues to remain a preferred system of medicine for a vast segment of

population in the country. The country has over 400,000 registered practitioners of the
Indian system of medicine. Around 170 institutes properly affiliated to various
universities impart under- or post-graduate courses each year. These institutes churn
out some 5,500 fresh practitioners. The practitioners are supported by 12,000
20
 dispensaries and 2,100 beds available for ayurveda treatment countrywide. The
emerging biotechnology sector has already taken by storm and is offering sops to states
to make these as the thriving ground for the highly potential segment in Medicare.

Pharmaceutical Processing Industry

Drug manufacturing companies work under strict laws and regulations. Their
processes need to comply with relevant drugs act in their respective countries.

Therefore, if you are planning to invest in pharmaceutical processing, a good

project report will be necessary. Besides the prominent aspects of a project report, you
should pay close attention to the following issues in a pharmaceutical processing report.

1. Marketing

This industry is very competitive. I need not stress the value of detailed market
analysis. You need to understand the status of market competition and the demand for
pharmaceutical products. A proper market analysis will additionally help you prepare an
excellent pharmaceutical business plan. Given your market analysis report, you will
develop a marketing plan.

2. Government Approval

In almost all countries, there are laws and regulations for the manufacture,
distribution, and administration of drugs. Consider giving a status report on these
requirements when making the final project status report.

3. Manufacturing Process

It would help if you had a picture of the process you will employ in making your
drugs. Outline the quality checks and balances in the process. State the required
pharmaceutical intermediates and their corresponding active pharmaceutical ingredients.

21
 4. Machines and Equipment

You need to identify the equipment you will need, such as homogenizers,
spectrophotometer, tabulating machines, etc. to ensure the machines meet quality
specifications. You may also need to put down a plan to train workers on their operations.

Drug Manufacturing Process Work

If you are an aspiring drug manufacturer, you should know how the bulk drug
manufacturing process works. This is a complicated process and requires professional
skills in molecular biology, medical microbiology, and pharmacy.

The process involves four steps, namely:

• Milling
• Granulation
• Coating
• Tabulation

Milling is important because it makes the drug powder uniform. It ensures uniform
distribution of the active pharmaceutical ingredients. Additionally, milling makes it easier
to formulate the drug into a syrup or emulsion.

After milling, you can use wet or dry granulation to form granules. You then coat them
and compress the drugs using a tabulating machine.
Alternatively, you can fill the granules into capsules.
For any chemical industry business ideas, prioritize the security of your staff. Ensure
workers have sufficient PPEs. Have plans to protect them from chemical poisoning. Install
eyewashes and emergency showers in both production units and laboratories.

22
Pharmaceutical Intermediates Market Medication

The pharmaceutical industry relies on pharmaceutical intermediates. We use these

chemicals to produce active pharmaceutical ingredients (API).

To grow the pharmaceutical intermediates market, therefore, we should focus on the drug
manufacturing industry. Here are some tips on how we can grow this industry.

1. Investment in Research and Development

We should encourage governments and established drug manufacturers to invest in

research and development of new medicines. New drug development will increase the
need for pharmaceutical intermediates.

Consequently, this will cause the growth of the

industry.

2. Boost Generic Drug Manufacturing

Feasibility study reports for project ideas in pharmaceuticals show a growing demand for
generics. This demand is particularly high in developing countries. More investment in
generic drugs will result in increased demand for pharmaceutical intermediates.

3. Collaborations

It is quite expensive to run a pharmaceutical intermediate processing company. If you

look at a project summary example for the local industry and you will notice the huge
investment. One way of cushioning the industry is to encourage collaborations, mergers,
and acquisitions. Working together gives small-scale companies a competitive
advantage. It lowers their operation costs and improves revenue.

23
Top Pharmaceutical Companies of India

• Sun Pharmaceutical Industries

• Divi's Laboratories

• Dr. Reddy's Laboratories

• Cipla Limited

• Emcure Pharmaceuticals

• Biocon Limited

• Torrent Pharma

• Lupin Limited

• Cadila Healthcare Limited

Aurobindo Pharma Limited

The pharmaceutical industry discovers, develops, produces, and markets drugs or

pharmaceutical drugs for use as to be administered to patients (or self-administered),
with the aim to cure them, vaccinate them, or alleviate symptoms Pharmaceutical
companies may deal in generic or brand medications and medical devices. They are
subject to a variety of laws and regulations that govern the patenting, testing, safety,
efficacy using drug testing and marketing of drugs. The global pharmaceuticals market
produced treatments worth $1,228.45 billion in 2020 and showed a compound annual
growth rate (CAGR) of 1.8%.

24
CHAPTER-4
 THEORETICAL FRAMEWORK

One of the main functions of Human Resource Department is to train and develop the
employees to the current standards of manufacturing systems. As a part of this it organizes
seminars and lectures both from internal and external sources to educate the employees. It
has specific modules for various activities like individual development program,
competency development program etc. From time to time it also organizes inter
departmental activities to rejuvenate employees from day to day job. Other functions
include support during orientation and training of GETs.

The main functions of Human Resource Department are –

1- Recruitment & Selection

2- Training & Development

3- Employee Involvement (i.e., Suggestions, Q.C, C.F.T)

4- Customer Culture (i.e., Coordination/Facilitation)

5- Enhancing Company Brand Value

6- Employee Satisfaction Survey

7- Talent Management

8- SMART (i.e., Specific Measurable Achievable Relevant Time frequent)

25
HRM TABLE

Nature of HRM

HRP

Job Analysis

Recruitment

Selection

Placement

Training & Development

Compensation

Motivation
Competent
Participative Management & Organizati
Environment
Willing onal Goals
Communication Work
force
Safety & health

Welfare

Promotions, etc.

Industrial Relations

Trade Unionism

Disputes & their Settlement

Future of HRM

Ethical issues in HRM

International HRM

26
TRAINING

4.1.1 INTRODUCTION:

Every member hired by the enterprise requires training in order to perform their day-to-day
activities. The workers mainly need training in order to handle machines, and reduce accidents
and minimize waste. Not only workers but managers and employees also require training in
order to maximize their skills and actions. Every organization strives to improve its manpower
this can only be achieved through training.

Training is not only a one time but ongoing process in the enterprise, it provides improvement
in production and also impart necessary knowledge in the mind of fresher’s appointed in the
enterprise. Training is also necessary in the long run because the requirement of the business
world constantly change, in order to keep up with the changes and face the stiff competition
from other enterprises.

Every enterprise needs well knowledge and experienced people for the success of the
organization and every employee and worker skills must meet his requirements. Training helps
the employees and workers to perform their daily jobs in a smart, efficient, and effective way
that reduces time, cost, and waste in the production and managerial processes. So every
enterprise that operates in the business world conduct training programs to their employees to
enhance their expertise.

There are many benefits obtained from training like:

INCREASED PERFORMANCE

employee who received the training will perform better than those who didn’t go through
training. the training will build new set of skills and provides a better understanding of their
roles and responsibilities, it also helps the employees to build confidence in employees that
help them to face all the challenges that a thrown towards them.

27
IMPROVED EMPLOYEE MORALE

Training can be considered as a benefit that the company provides to its employees. These
training activities or the programs conducted by the organization provide a very valuable
insight to the employees which is not otherwise possible. These programs help to encourage
the employees to be moral and cultivate organizational culture and values and moreover the
employees satisfied and challenged to tackle new opportunities when they are provided
training.

REDUCE TURN OVER

Turnover often happens due to employee dissatisfaction with the company. the reasons
may be many, but the important one to focus on to is that the employees are unable to
perform their duties due to their lack of confidence and skills in their particular job area.
This often happen due to the lack of training provided to him or the insufficient training
either way he feels pressure in in job and ultimately decides to quit. So the company should
focus on providing better training to every employee according to their job needs.

REDUCE THE WEAKNESSES

Every employee working in the enterprise have one or the other weakness whether it is in
managerial skills, or operational skills, or technical skills. Every individual cannot be strong
in all activities, and it is also known that the dynamic business world requires new set of
skills to face the challenges so the training enables the employees to develop in those areas
where they are weak and meet their business requirements.

INCREASE THE INNOVATION

Training beings out and enhances the creative side in employees. Training enables them to
think in a wide perspective and also encourage them to be innovative as they are loaded with
all the important information they tend to think out of the box to do something that is not done
before and also do it in an effective way so that both the time and the cost are reduced and
when all the employees in the organization tend to think creatively the organization standout
among its competitors.

28
 ENHANSES COMPANY REPUTATION

When a company provides best learning opportunities to its employees in the form of
training, every individual feel valued in the company and will also be proud to be
associated with the enterprise. And people who are newly graduated and are in job
searching will give their top priority to work with the companies that provide them best
training opportunities as they are freshers and they mainly require skills and knowledge
to cope with the business world and to grab all the opportunities they could so their the
can be successful in their career.

4.1.2 NEED ASSESSMENT:

1. To develop the employee skills to fit organization requirements.

2. Transforming the business into success.

3. Advancement in technical skills

4. Reducing the complex work culture

5. Effectively managing the changes in the job requirements

6. Enhancing human workforce and promote relations.

4.1.3 OBJECTIVE OF TRAINING:

Enhancing Updating Avoiding Preparing Motivating Gaining

Employee Employee Managerial for and Organisational
Performance Skills Obsolescence Promotion Preventing Excellence
and empolyee
Attrition
Managerial
Succession

29
 • The training enables the employees to acquire new set of skill that enhance their
performance in the organization.
• When the employee job requires new skills, training, helps in updating their job
related abilities in alignment to their need.
• Managers difficulty to deal with the technical advancement is a hurdle for the
company so training helps to overcome and adopt new changes.
• Training is a tool adopted to face new challenges. Every person in the
organization desires to grow in his career these training methods enable them to take
up higher positions in the organization in the form of promotions much faster.
• Providing training to the employees motivates them to work hard and create a
sense of commitment to the work as he is fully satisfied.
• Knowledge, skill, and motivation are the dominant determinants of human
performance. A trainee person needs less time and attention from the supervisors as
training makes him/her self-propelled.

Because training seldom is an unlimited bugger item and there are multiple training
needs in an organization, it is necessary to prioritize needs. Ideally, training needs are ranked
in importance on the basis of organizational objectives. The training most needed to improve
the health of the organization is done first in order to produce visible results more quickly.

30
 4.1.4 PROCESS OF TRAINING:

Assessment offorecasting of Establishing

OrganisationalTraining Training Goals
requirements
Objectives and
Strategies
Designing Implementing examine of
Training Training Results
And Programme
Development
Programme

training process
The following are the steps that are involved in the process of implementing
training and development programs.
• Needs assessment diagnoses present problem and future challenges to be met
through training and development.
• The goals and the results must be measurable, there is no point of the formulated
training and development programs if the results cannot be measured.
• Selecting the appropriate location that qualifies for all training needs.
• Deciding the period of training program.

• Implementation of the program

• Checking and controlling the training activities.

• The final step includes the measurement of results, the company spends huge
amount of money for conducting these training and development programs so it
is very important for them to check whether there are any gaps between the
formulated and the actual actions. If there are any necessary steps for control must
be taken.

31
 There is little generalization about training that can help the practitioner. Training
should be seen as a long-term investment in human resources using the equation

Performance = Ability * Motivation

Training can have an impact on both these factors. It can heighten the skills and
abilities of the employee and their motivation by increasing their sense of commitment
and encourage them to develop and use new skills. It is a powerful tool that can have
major impact on both employee productivity and morale if properly used.

4.1.5 IMPORTANCE OF TRAINING:

• Production costs will be reduced

• Reduced number of accidents
• Enables consistency in the enterprise
• Quality and quantity of the production improved
• Very useful to managers
• Enhances the thinking capability

LIMITATIONS OF TRAINING:
• Takes time
• Involves additional responsibilities
• High cost investments
• The effective skills of the employee can be ignored
• Can become complex at times

4.1.7 Three others factors which could necessitate training activity: o

TECHNOLOGICAL ADVANCES:
There has been tremendous development in industrial technology. To keep pace with
advanced industrialization, the average organization is likely to be increasingly
mechanized or automated.
Mechanization and automation of the plant is necessary for the organization’s survival,
hence, it has to train its employees for more skilled positions.
New skills are required to operate new machinery, or familiarity with new processes
and production techniques has to be introduced.

32
ORGANIZATIONAL COMPLEXITY:
with increasing mechanism and automation development in technology, many
organizations have merged as complex organizations that produce a wide range of
products. Even medium sized organizations have expanded their business. Expansion
has led to a growth in the number of employees, and layers of hierarchical levels, and
variety of complex organizations structure and control mechanisms.

HUMAN RELATIONS:
Training in human relations was found necessary for tackling human problems. The
growing complexity of organizations has led to various human problems, like alienation
inter-group problems.
4.1.8 TRAINING INPUTS:

There are three basic types of inputs those are:-

ETHICS AND MORALE

PROBLEM SOLVING SKILLS
ATTITUDES

ETHICS AND MORALE:

ethics and morale are highly ignored by the personnel management, which leads to
unethical practices in the production, marketing, and financial departments of the
organization so it the duty of the top management to enable these ethical values and
practice in the work force through various training and development programs.
PROBLEM SOLVING SKILLS

Enhancing problem solving skills enables the employee to work more confidently
and also helps him to work with the ongoing pressures of the organization. When the
employee knows how to solve a problem on his own it saves a great time to the managers
and also the knowledge and the skills of the employee are improved.

ATTITUDES:

The feelings, values, beliefs and behavior of a person come into attitude, while
working in an organization it is very important to have a positive attitude towards the
co-workers and job so that they can maintain good relations inside of the company. It is
very important to establish good relations in the enterprise because the lot of work is to
be done in groups and also the employees must always be positive towards the changes
that take place in their jobs and should be committed.
33
 4.1.9 TRAINING AREAS:

• Policy and procedure of company training

• Skill and knowledge training

• employee relations training

• decision making and problem-solving training

• Managerial and supervisory training

• training in apprentice.

4.1.10 TRAINING POLICY:

A company’s training policy represents the commitment of its top management to
training. And is expressed in the rules and procedures which govern or influence the
standard and scope of training in the organizational. Training policies are necessary for
the following reasons.
To highlight the firm’s approach to the training function, provide guidance for design
and execution and to provide information regarding programmers to all employees. A
training policy document helps to communicate the firm’s intent regarding an
employee’s career development, and also gives the employee the opportunity to better
his prospects through training.

4.1.11 BENEFITS OF TRAINING FOR THE ORGANISATION:

 transforms the attitude of the employees into positive and make the organization
profitable.

 Inculcate work ethics in employees.

 Enhances the job skills and knowledge in the workforce

 Assists in achieving organizational goals and objectives

 Creates a brand value for the company

34
 Encourages fairness and integrity in the organization

 Creates a healthy relation between the top and lower management

 Ensures organizational development

 Provide learning opportunity

 Provides proper guidelines and rules in work place

 Helps in better understanding of policies and procedures of the work place

 Information is generated and provided to the future uses

 Helps in making effective decisions and problem solving

 Ensures development of employees by inculcating motivation, honesty, dedication,

openness, integrity in every aspect that helps in managerial activities
 Improves the production and quality of the manufacturing department

 Reduce the cost in various departments like finance, production, marketing

 Increases the overall knowledge and increases the competency of the firm

 Improve the worker-management relations

 Control the consultation costs by providing internal training services on health and
safety and also on reducing the accidents inside the enterprise
 Creates ethical behavior in workers

 Educate on environmental changes and pollution.

 Improves the overall communication of the

 organization Assists employees to handle changes in the organization
 Assists in conflict management

 Helps in handling stress in the organization

 Helps the individual in making better decisions and effective problem

solving.

 With training and development programs one can achieve a greater success
as it increases the motivation and operational values in the organization
 Inculcate self-confidence and self-development in employees

 Assists to reduce the frustration, stress and conflicts in the enterprise

35
  Encourages good communication inside the work place

 Boosts the satisfaction and recognition of the organization

 Aligns the individual goals with personal goals

 Provides the needs that are necessary to the trainee

 Helps in career growth and development

 Encourages the learning activity in the organization

 Improved reading, writing and learning activities in the human work force
 Reduces the weakness in employees

 Assists in overcoming the fear to attempt new job role

 Improves the internal communication

 Provides fresher with new skills and knowledge to take the new job role

 Encourage fair treatment and equality on the management practices

 Improves inter-personnel skills

 Makes organizational policies, rules & regulations viable

 Improves morale

 Builds cohesiveness in groups

 Provides a good climate for learning, growth and coordination Makes the
organization a better place to work and live

ASSESSMENT OF TRAINING NEEDS:

Training needs are identified on the basis of organizational analysis. Training program,
training methods and course content are to be planned on the basis of training needs.
Training needs are those aspects necessary to perform the job in an organization in which
employee is lacking attitude aptitude, knowledge and skill

TRAINING NEEDS =

JOB AND ORGANIZATIONAL REQUIREMENTS - EMPLOYEE SPECIFICATION

36
4.1.12 CLASSIFICATION OF TRAINING:

The training methods can be classified into the following methods:

Behavioural training
Technical training
On The Job Training
Off The Job Training

Behavioural training this method of training is mainly adopted to change the thought
process of the
individual like his attitude, behaviour and develop his personality.

Technical training:

This method is mainly adopted to improve or inculcate skills and knowledge that are
useful to carry day to day operations in the enterprise.

37
 ON-THE-JOB METHODS:

This is mainly adopted by the organization in order to save time. this kind of training is
basically given to the employee while he is still doing his job. But the scheduling of the
work hours and the training hours must be carefully done so that the employee doesn’t
feel stressed and frustrated by the overload of the schedule.

Important On-The-Job training methods are as follows:-

Job Instruction Training

Apprenticeship

Job rotation

Coaching

Understudy

Mentoring

• Job Instruction Training

In this method the employees are provided with line to line instructions so that they can
understand and follow the steps. Or they can also follow the senior manager or the head or
supervisor who is in charge of the training and gives instructions that are to be followed
by the subordinates. This method is mainly adopted in order to train the new employees
and provide them with step by step instructions by either orally or manually.
• Apprenticeship

In this method the employee will be trained and will be employed at the same time. In this
method the employee is appointed under a manager or head of the department under whom
38
he works and takes instructions while being completely monitored by him. This provides a
great help to the senior management as well as the new interns are provided will valuable
insight and information. This method is mainly useful for learning production activities and
marketing skills.
• Job rotation

When an employee goes through various jobs inside the company it is called job rotation.
This is mainly practiced on an employee to inculcate various skills that are involved in
various jobs, that helps him have knowledge over series of job roles. When an employee is
being trained for a manager or supervisor role it is very important that he have a knowledge
over the subordinate activities in the job.

• Coaching

A senior manager under whom the employee is being trained is referred as coach. In this
method the senior manager has an active role, he gives and instructs the employee to work
and coaches him the techniques and procedure of work, it is very important to have a good
relation between the coach and employee as they have to closely work with each other

• Understudy

It is similar to coaching but n this the employee is chosen by the supervisor from his
department to fill up a place of the employee who is soon to be transferred or promoted.
The employee chosen will perform the duties and job in which he is currently employed or
for which he will be permanently transferred in future.

▪ Mentoring

This method is basically imparting skills and knowledge in the employees by the senior
management by teaching them and making them learn the necessary job roles that are very
essential to perform in the new job role. This method involves teaching, monitoring, and
correcting the human work force.

▪ OFF-THE-JOB METHODS:

Under off-the-job training method, the principles of learning by acquiring knowledge rather than
by doing is adopted and the employees are trained away from the actual performance so that they
may be free from the job pressure and job demand during training period. Location of off-the-job
methods may be a company classroom, an outside place owned by the organization, an education
institution or association, which is not a part of the company.

39
The importance of off job training methods are as follows:

Lectures

Case Study

Role -Playing

Conferences

Seminar

Group Discussion

Simulations

Sensitivity Training

Brainstorming

Vestibule Training

Syndicates

Programmed Instruction

40
• Lectures

It is a very simple method that is very similar to class room teaching. Where the teacher
explain and clarifies all the doubts of the student and give notes in a similar way the
lecturer trainees the employees by providing them with necessary guide lines and
information by providing them with visual aids and presentations.

• Case Study

In this method the employee is provided with case study which he has to study and
analyze and interpret and provide a solution. Case study consists of a problem that are
faced by any company in various fields and the employee is expected to provide solution
to the problem by carefully evaluating the alternatives, this method is mainly practiced
cause it helps the employees to know how to deal with problems that may arise in the
company, it also encourages the employees creative and innovative side in dealing and
solving problems. it provide the employee to explore the situation and what are the pros
and cons of the situation and what necessary steps can be taken so that the situation is
cooled down

. Role-Playing

The employees are provided with a script and which they have act in various roles given
that are either narrated by the trainer or the supervisor orally or written. The situations
and the roles that are given resembles the workplace and the employees are expected to
enact in them. This method imparts the real situations that take place in the firm and
better understanding of roles of each and everyone.

• Conferences

A company employs hundreds of people who often work in the same department and
have similar job roles. The company cannot train each and every individual separately so
the people who require the same kinds of training are divided into large groups and are
trained in conference method which saves both time and costs for the company.

• Seminar

Seminar is a method used to educate and train large crowd at once. The seminar method
helps in motivating and improving the skills of the employees. These seminars are
conducted by the companies monthly or annually by inviting specialists as chief guests
who are expert in the department that can provide valuable information to the employees.

Group Discussion

It involves group of 10 to 15 people who are given a topic or situation on which they are
expected to share their views and experiences. The conversations are spontaneous and are
not pre planned, it allows the employees to share knowledge, views, opinions that helps
41
them to learn and grow and it helps the organization to take feedbacks and it can also be
used as a problem solving mechanism where the group of employees are given a
problem and are asked to provide solutions.

• Simulations

This training method believes that the realistic learning is the best learning. So the
trainees are provided with problems that require solutions in order to test the decision
making ability of the trainee the whole process takes place under the supervision of the
manager. This method provides the real world experience to the employees and is cost
effective, mainly used in managerial and marketing field.

• Sensitivity Training

Sensitivity Training is also known as T-group training and laboratory training although
T-group training is carried-out as a group activity, is is aimed at the individual rather than
the group. A Tgroup consists of interdependent individuals who are committed to a share
examination of the behavior and inter-relationships of themselves and others. The focus
of attention I not on abstractions, but on real,

Brainstorming

This is a modern method being use in recent times. in this method the employees are
gathered for a formal sitting and are provided with a problem that requires solution. Each
and every member must come up with a solution and all the ideas are pooled together and
are analyzed by the managers and the best and creative idea is selected. this method
encourages the trainees to be creative and innovative solutions to the problems.

• Vestibule Training

This training method attempts to duplicate on-the-job situation in a company classroom.

It is a classroom training that is often imported with help of the equipment and machines,
which are identical with those used in the place of work. This type of training is often
used to train bank tellers, inspectors, machine operators, typists etc.

• Syndicates

Syndicates is a group of individuals or organizations combined or making a joint effort to

undertake some specific duty or carry-out specific transactions or negotiations. It is not
actually one group that constitutes the components of syndicate method. This method was
experimented, found useful and was widely used in teaching-learning situations,
especially in top-level management training.

42
• Programmed Instruction

It is a computer based training method that contains all the information stored in the
memory in the form of graphics, multimedia, visual instructions. It provides a computer
based manual or guide that enlists all the programs step by step the employee has to
follow. It is a most effective and efficient method to follow as it does not involve any
managers which saves time both for the higher and lower staff and helps in getting the
work done faster.

• TRAINING BUDGETS:

aining is a process that incurs lot of costs to the company from choosing the training
location, material, food, wages of the trainers and the company should also strategically
prepare a budget as it is a main function of the company the estimation of the budget
must be done properly. While preparing the budget the company must also consider the
remuneration of the guest lecturer and also the wage of the current employee of the
company who leaves the work temporarily to train the new employee and also the wage
for the new employee who fills his position in the work place. The company should make
sure that all the finances doesn’t become burden to the company costs.

• EVALUATION OF TRAINING: -
Evaluation of any activity is important since in evaluating one try to judge the value or
worth of the activity, using the information available.
The trainee views and opinions must be taken into consideration to evaluate the training
program strengths and weakness. Even though how effectively the training program may
be planned it may fail if it is not properly implemented or it failed to fulfill the
requirements of the trainee.
So thes training method adopted must fulfill the objectives of the company it is the duty
of the top management to formulate training methods that are in alignment with the
objectives of the organization and also individuals.
This may result in improved overall organizational efficiency. Evaluation of objectives
helps to bridge the gaps between needs and objectives.
Evaluation has its problems. There are bound to be errors evaluating, sometimes through
a lack of objectivity and through the common problem of improper interpretation of
findings and in appropriative use of results.
Unless relevant data are collected and scientifically tabulated and used, it is difficult to
find out if a particular training procedure has contributed in any way to change that seems
apparent. Often the changes could be due to the influence of other factors. A significant

43
problem lies in trying to achieve desired results and modifying training procedures to suit
individual needs.

Even if training program as beneficial results it may not be in areas, which are significant
in promoting organizational goals. Any training program, to be effective must have
specific objects also those evaluating program must do so professionally suing all their
knowledge and skills to identify significant weakness and draw conclusions on which
recommendations for improvement can be based.
Only they can an evaluation serve any real purpose.

THE EVALUATION PROCESS: -

Kirkpatrick

In setting up systems and methods to answer the questions for just one group, it
is quite possible that answering these key questions for the other two groups
becomes difficult at best. These are all valid questions for each audience, perhaps
the most famous early attempt to address these issues was made by Donald
Kirkpatrick in the late 1950s with his now-famous 4 levels*:

44
ROI:

Arguably Kirkpatrick’s Level 4 doesn’t readily address the question of whether it was
worth it. In 1991 Jack Phillips added a 5th level to the Kirkpatrick approach, called ROI
or Return On Investment. One can tie training needs to business results by isolating
critical knowledge and skills areas that impact results directly, thus establishment linkage
between training efforts and results.
• Calculate ROI;

ROI(in percent)= Programme Benefits / Programme Cost * 100

45
4.1 DEVELOPMENT
Today’s business is characterized by constant change and dynamism in every sphere.
Organizations have become more human resources oriented and it is the human resources
capital that play’s a dominant role in helping the organizational to stand apart in the
crowd. Management development is a long term process utilizing a systematic and
organized procedure by which managerial personal get conceptual and theretical
knowledge.The purpose of human resources development is to improve the intellectual
and emotional abilities needed to handle greater responsibilities though formal or
informal means.

4.2.1 IDENTIFICATION OF DEVELOPMENT NEEDS:

An effective management and career developmental program must meet the needs of
organization thus it is essential for the management to determine it needs and convert
them into objectives in order to guide the formulation of a program.

4.2.2 Process of Management development

Assessing the Evaluating the Evolving

Company Skills and Strategies for Development
Strategic Competencies
Needs of manager

On the job techniques Of the job techniques

coaching Case study

Rotation Incident method

Understudy Role playing

46
Mentoring Business games

Committee assignments Sensitivity training

Planned progression Simulation

Creation of assistant to positions Grid Training

Temporary positions Conferences

47
ON-THE-JOB TECHNIQUES:

Follow the technique of management development are as follows: -

 Coaching:
The employee is appointed under a senior manager to work and learn at the
same time. The senior manager is referred as coach who guides and instructs the
employee.

 Job Rotation:
In this method the employee is rotated through various jobs so that he can
acquire the knowledge of various roles and responsibilities involved in different
jobs.

 Understudy:
It is a method where the subordinate who has equal capabilities of the superior is
chosen due to the retirement, illness and death of the superior.

 Mentoring:
This method is basically imparting skills and knowledge in the employees by
the senior management by teaching them and making them learn the necessary
job roles that are very essential to perform in the new job role. This method
involves teaching, monitoring, and correcting the human work force.

 Committee Assignments:
In this method the junior employees are provided with assignments which
should be analyzed by them. They should also come up with solutions to the
provided problems in the assignment to top management and must submit
their recommendations.

48
 Planned Progression:
It is a development program that guides the employees their current performance and
what are their strengths and weakness so that they can overcome their flaws and
increase their performance. This help the employees to concentrate on those grey areas
of their performance and improve.

 Creation of “Assistant-to” Positions:

This methods provides the trainees working in the coordination or in close with the
manager which help the to learn from the top manager experience and allows them to
work under their guidance which improve the employee skills.

 Temporary Promotion:
The employee is provided with a temporary promotion when the superior or the
manager falls sick, retires, or dead to fill in his position temporarily an employee is
chosen which will increase his skills and knowledge in the department. He can be the
acting manager and can take the duties and responsibilities of the manager in decision
making.

OFF THE JOB TRAINING

 Case study:
In this method the employee is provided with cases that resembles the real life
situations of the organization that develop their knowledge and skills.

 Incident Method:

This method combines intellectual ability, practical judgment, and social awareness of
the managers.Under this method trainee are developed in a group process.

 Role-Playing:

It involves the employees to act in a scripted play that resembles the work place
situations to improve their managerial skills.

49
 In-Basket Method:

In this method the employee is provided with various situations under the monitoring
of the manager and all the reactions and feelings of the employee are monitored and
recorded. This is mainly done to know the behavior of the employee when he comes in
contact with extreme situations. It mainly focuses on improving his managerial
abilities.

 Business games:

This method is used to improve the thinking ability, spontaneity and thinking ability of
the employees in the enterprise. .

 Sensitivity Training:

The main objective of sensitivity training is to provide manager with increased

awareness of their own behavior and how others perceive them, greater sensitivity to
behaviours of other, and increased understanding of group processes.

 Simulation:
This method believes that the realistic learning is the best learning. So the trainees are
provided with problems that require solutions in order to test the decision making
ability of the trainee the whole process takes place under the supervision of the
manager. This method provides the real world experience to the employees and is cost
effective, mainly used in managerial and marketing field.

 Grid Training:

Grid training involves the six phases. To develop leadership qualities in executives over
long period of time this technique is adopted.

 Conferences:

The most difficult thing for any one is to change his attitude. This technique develops
the ability in the executives to modify their attitudes, when needed in the internet of the
organization.

50
 Lectures:
It is a very simple method that is very similar to class room teaching. Where the teacher
explain and clarifies all the doubts of the student and give notes in a similar way the
lecturer trainees the employees by providing them with necessary guide lines and
information by providing them with visual aids and presentations. This method helps
in educating large number of audience at once and it is also cost effective
 Special Project:
In this method the junior employees are provided with assignments which should be
analyzed by them. They should also come up with solutions to the provided problems
in the assignment to top management and must submit their recommendations. The
employee is given a period of time to submit his project and targets within which the
employee has to complete the project.

 Organization Development:

Organization Development is a Development method which aimed at changing the

attitudes, values, and beliefs of employees so that employees can improve the
Organization. It is an educational strategy which focuses on the whole culture of the
Organization in order to bring about planned change.

51
4.2.4 ROLE OF HUMAN RESOURCES DEVELOPMENT:

The human resource development plays a vital role in estimating the training and
development needs of the employees. The HRD department requires a active
participation of all the employees in all the developmental programs that are
conducted. Not only training activities but also development is also very essential
in the enterprise because even the trained and skilled people need to update their
skills regularly so that their skills match the changing requirements of the
organization.

4.2.5 FORMULATING THE EMPLOYEE DEVELOPMENT PLAN:

In the first step the objectives and priorities of the company are established and the
required resources are allocated.

And then the actual plan is formulated on how all the activities are carried and the duties
and roles of each individual involved in the plan.

 ‘Who’ is trained?

 Types of programs

 Period of program

 Responsibilities of individuals

Resources required

52
4.2.6 THE EMPLOYEE DEVELOPMENT PROCESS:

The employee development requires lot of steps in the process.

As a first step it requires the determination of the objectives and allocation of resources
that are required. It also requires to decide who is going to be involved in the program,
when and where. So that the planning process is clear without any complications.

The next step includes preparation of the planning and alignment of all the activities
with the objectives determined, and when the program is implemented and evaluated
the results are taken into consideration to conduct future programs.

4.2.7 PROBLEMS IN DEVELOPMENT:

The following are some problems that can occur during development process.

a) Wrong estimation of needs

b) Wrong training method

c) Encapsulate development the encapsulate development leads to development of

new skills by the employee but does no change his attitude or behavior or approach to
the work. So even if the employee id developed skill wise he fails to implement them
in his day to day work due to his attitude or behavior or in ability, hence there will be
no change in the work place.

53
TRAINING AND DEVELOPMENT SYSTEM AT AUROBINDO

Training was judicially used as a tool in various stages of development and growth of
AUROBINDO from the inception to the present state of a high profile group of
companies. The main focus was on developing a team of professionals drawn from
diverse sectors like government, public sector and private sector and uniting and
initiating them into a culture of “family” concept. Today, every employee of the
AUROBINDO group takes pride to be a member of AUROBINDO family.

4.3 Training process at AUROBINDO:

Training
Identification
T&D
Clender
T&D
Implimention
Team
Target

Feedback

54
4.3.1 IMPACT OF TRAINING POLICY:

AUROBINDO attaches great importance to HRD and the training programmers are
therefore designed to expose technical personnel to classroom session on latest
technology and process in the spare parts industry. Arrangements are being made to
give practical training to technical personnel in modern technology.

 Developing the company human resource.

 Act as a guide to implement various development programs.

 Providing information.

 Discover and suggest the areas where training is necessary.

 Providing development opportunities to the employees.

4.3.2 Objectives of Training:

o To impart basis knowledge and skills among the employees.

o To assist trainees to function more effectively in their position.
o To make the employees aware of the latest concepts and technology.
o To build trainees as competent technicians and help them in their career
development
o To provide opportunities for developing skills.
o Concepts and technology.
o To build trainees as competent technicians and help them in their career
development.
o To provide opportunities for developing skills.

55
4.3.3 TRAINING SYSTEM FOR FRESHERS
 On joining, Trainees are briefed about the organization, their role in the
organization and “Quality

Policy” & “Environmental Policy”.

 Their names are entered in the register. Each trainee, on the first day of joining,
is provided with

“QUALITY POLICY& “Environmental Policy’ Card.

Orientation schedule to acquaint the trainee with organization is chalked out on

the standard format specifying duration of orientation training for different
category of trainees which is as under.

 Orientation period is 12 days.

On Placement For On The Job Training:

• On completion of orientation training departments for their on the job training.,

trainees are placed in specified
• Each trainee is attached to a trainer; an officer nominated by the Management
Role of the trainer is to provide guidance to the trainee & to ensure his
performance to carry out the present & future tasks assigned to him.
• Following training programmes which have already been identified keeping in
view the organizational requirements are considered for trainees before the
completion of Training period TPM, Safety, First Aid, Fire Prevention,
Environment-Mgt. & Cost Awareness.
• Apart form the above training programmes, trainees are exposed to other training
programmes based on identification of Training needs (On going), which is done
annually.

56
 Training for:

• Graduates
• Technician
• Trade apprentices
Above the trainee follow the training programs are conducted:

• Induction Training

• Weekly class room Training

• On the Job Training
Following the organization Class:

o TQM

o Induction

o Safety

o Discipline

o TPM

57
 Daily dairy

Issue daily diaries with instruction sheets to every Apprentice and ensure
maintenance, putting up before the trainer and DGM (HRD) on alternate months.
Determine the training requirements for employees keeping in view the
Organizational / Departmental Goals, assigned tasks and knowledge, skill and
attitude required to perform the tasks effectively.

While determining training requirements, training programs the employee(s)

have already been exposed to, is to be taken into consideration. Do the employees
need refresher / repeat course on the same topic already exposed or any other
training programs to be exposed to.

 Categories Of Trainees

AUROBINDO generally employees the following six categories of trainees:

a) Management Trainee (M T)

b) Graduate Engineer Trainee (G E T)

c) Executive Trainee (E T)
d) Staff Apprentice (S A)

e) Trade Apprentice (T A)

f) Craftsman Trainee (C T) / Workman Trainee (W T)

58
Training Period:

M T, G E T, E T is for a period of ‘1’ year.

S A, & C T/W T is for a period of ‘2’ years.

Training Stipend:

Apprentice

Paid

SIP

Un Paid

 Training stipend is fixed as per the TRAINING Scheme and different categories of
trainees have different stipend rates. The stipend rates are revised by the
management from time to time. During the interview itself the trainees are
informed by the Personnel department about their stipends and the salary and
designation they will get on successful completion of training.
 Accommodation:
o M.T, G.E.T and E.T. are accommodated in the Bachelors’ Hostel and Staff
Apprentices are accommodating in the Staff Apprentice Hostel.

o Messing facilities are available in both the Hostels.

Categories of Employees

The 3 categories of employees working in the AUROBINDO are as follows;

59
 Workman (Operatives)

 Contractors

Apart from permanent employees, for casual and extra jobs there is a pool of casual
mazdoors. Various jobs like loading and unloading and civil construction works are
done through contract labour. To have a trained, developed and educated manpower for
future needs and requirements, there are various categories of Trainees like
Management Trainees, Executive Trainees, Staff Apprentices, Trade Apprentices and
Craftsman Trainees.

60
CHAPTER-5
 DATA ANALYSIS AND INTERPRETATION

The following data is obtained by the questionnaire with the help of various
departments like accounts, welfare, time, etc in AUROBINDO industries. The size
of the sample take is 100.

To study the training effectiveness of various development programs organized

by training and development center, a questionnaire containing 100 aspects was
prepared and administered to 100 beneficiaries randomly. The data thus obtained
by the survey for 100 aspects of evaluation is presented in a graphical form

61
 1. Training programs are necessary for the new joiners.
a.Yes b. No
c. no idea

GROUP RESPONDENTS PERCENTAGE(%)

Yes 100 100%
No 0 0%
No Idea 0 0%
TOTAL 100 100%

Graph:1

Respondents
120

100

80

60

40

20

0
yes NO NO Idea

Respondents

INTERPRETATION:

The above graph shows that all the 70 employees agree that training is
necessary for the new joiners.

62
 2. Training programs are well executed and planned.

A. Strongly agree c. Disagree

c. Agree d. Strongly disagree

e. neutral

GROUP RESPONDENTS PERCENTAGE%

strongly agree 20 20%
agree 60 60%
Neutral 20 20%
disagree 0 0%
strongly disagree 0 0%
total 100 100%

Graph:2

Respondents
70
60
50
40
30
20
10
0
strongly agree agree netural disagree strongly disagree

Respondents

INTERPRETATION:

From the above only 20 number of employees strongly agree that the company
has well planned training system and the rest 56 employees only agree.

63
3. The training period/duration is sufficient.

a. Strongly agree c. neutral

b. Agree d. disagree
e. strongly disagree

GROUP RESPONDENTS PERCENTAGE (%)

Strongly agree 20 20%

Agree 50 50%

Disagree 10 10%

Neutral 20 20%

Strongly disagree 0 0%

TOTAL 100 100%

Graph:3

Respondents
60

50

40

30

20

10

0
Strongly agree Agree Disagree Neutral Strongly disagree

Respondents

INTERPRETATION:

From the above graph 85.72% of the employees agree that the training time
period is sufficient for them whereas 10% disagree to the statement.

64
4. Training programs are useful In long run.

a.Strongly agree c. Disagree

b.Agree d. Strongly disagree

e. neutral

GROUP RESPONDENTS PERCENTAGE(%)

Strongly agree 20 20%
Agree 50 50%
Neutral 20 20%
Disagree 10 10%
Strongly disagree 0 0%
TOTAL 100 100%
Graph.4

Respondents
60

50

40

30

20

10

0
Strongly agree Agree Neutral Disagree Strongly disagree

Respondents

INTERPRETATION:
From the above graph 24.28% of employees, strongly agree that the training
program is helpful in long run where 75.72% of employees agree to the above
statement.
65
 5.Training assists in personal growth.

a. Yes b.no idea c. No

GROUP RESPONDENTS PERCENTAGE(%)

Yes 100 100%

No idea 0 0%

No 0 0%

TOTAL 100 100%

Graph:5

Respondents
120

100

80

60

40

20

0
YES NO IDEA NO

Respondents

INTERPRETATION:

The above graph shows that the training program is helpful for the personal
growth of employees in AUROBINDO industries.

66
6. Your opinion about present training system.
a. Excellent b. good

c. average d. below average

e. poor

GROUP RESPONDENTS PERCENTAGE(%)

Excellent 10 10%
good 60 60%
Average 10 10%
Below average 0 0%
Poor 20 20%
TOTAL 100 100%
Graph:6

Respondents
70

60

50

40

30

20

10

0
Excellent good Average Below average Poor

Respondents

INTERPRETATION:

From the above graph, we can understand that 75.71% of employees are
satisfied with the training system where 10% employees are highly satisfied and
other 14.29% are not satisfied.

67
 7. The superior/trainer responds to doubts.

a. Strongly agree c. Neutral

b. Agree d. Strongly disagree

e. Disagree

GROUP RESPONDENTS PERCENTAGE(%)

Strongly agree 20 20%
agree 60 60%
Neutral 20 20%
Strongly disagree 0 0%
disagree 0 0%
total 100 100%

Graph:7

Respondents
70

60

50

40

30

20

10

0
Strongly agree agree Neutral Strongly disagree disagree

Respondents

INTERPRETATION:

From the above graph 25.71% of employees, strongly agree that the instructor
responds to the doubts of the trainees
68
8.Training method focus on developing

a. Yes b. No c. No idea

GROUP RESPONDENTS PERCENTAGE(%)

yes 100 100%
No 0 0%
No idea 0 0%
total 100 100%

Graph:8

Respondents
1200

1000

800

600

400

200

0
yes no no idea

Respondents

INTERPRETATION:

The graph shows that company focus on the teamwork in

the training process.

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9.The training methods provided by AUROBINDO.

a. On the job training c. Lectures

b. Off the job training d. All of the above

GROUP RESPONDENTS PERCENTAGE(%)

On the job training 20 20%
Off the job training 0 0%
lectures 10 10%
All the above 70 70%
total 100 100%
Graph:9

Respondents
80

70

60

50

40

30

20

10

0
On the job training Off the job training lectures All the above

Respondents

INTERPRETATION:

In AUROBINDO industries 80% employees have told that they will be trained
in three different methods i.e., all of the above those are on the job training, off the job
training and lectures.

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10. Training helps to improve employee – employer relationship.

a. Yes b. No

c. No Idea

GROUP RESPONDENTS PERCENTAGE(%)

yes 100 100%
no 0 0%
No Idea 0 0%
total 100 100%

Graph:10

Respondents
120

100

80

60

40

20

0
yes no no idea

Respondents

INTERPRETATION:

According to AUROBINDO industries employees, they have built a good

Employee Employer relation that enables them to share their ideas easily

71
11. Training programs are often conducted in AUROBINDO for.

a. Every month c. Half yearly

b. Every quarter d. Once in a year

GROUP RESPONDENTS PERCENTAGE(%)

every month 20 30%
Every Quarter 50 50%
Half Yearly 30 20%
Once in a year 0 0%
total 100 100%
Graph:11

Respondents
60

50

40

30

20

10

0
every month Every Quarter HalfYearly Once in a year

Respondents

INTERPRETATION:

the training program in AUROBINDO industries is conducted in maximum in

every quarter which is followed by half yearly and then by every month.

72
12. Training improves employee productivity.

a. Yes b. No

GROUP RESPONDENTS PERCENTAGE(%)

yes 100 100%
no 0 0%
total 100 100%

Graph:12

Rrspondents
120

100

80

60

40

20

0
yes no

Rrspondents

INTERPRETATION:

The training in the AUROBINDO industries is more effective as the employees

feel that the productivity is increased after the training.

73
13. Training motivates the employees.

a. Yes b. No

b. c. No idea

GROUP RESPONDENTS PERCENTAGE(%)

yes 100 100%
no 0 0%
No Idea 0 0%
total 100 100%

Graph:13

Respondents
120

100

80

60

40

20

0
tes no

Respondents

INTERPRETATION:

All the employees feel that the training given in AUROBINDO industries
increases the motivation level.

74
14. You like to attend the training programs.

a. Yes b. N o

c. No idea

GROUP RESPONDENTS PERCENTAGE(%)

yes 100 100%
no 0 0%
No idea 0 0%
total 100 100%

Graph:14

Respondents
120

100

80

60

40

20

0
yes no no idea

Respondents

INTERPRETATION:

All employees in AUROBINDO industries like to attend the training

program.

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15. The most suitable method for training is.
a. Step by step instruction c. coaching/lecture

b. Conference/discussion d. programmed instructions

GROUP RESPONDENTS PERCENTAGE (%)

step by step instruction 20 20%

Conference/discussion 40 40%

Coaching/lecture 20 20%

Programmed instructions 20 20%

total 100 100%

Graph:15

Respondents
45
40
35
30
25
20
15
10
5
0
step by step instruction
Conference/discussion Coaching/lectureProgrammed instructions

Respondents

INTERPRETATION:

Many employees feel that conference/discussion method is most suitable for

training and later by the method of programmed instructions.

76
CHAPTER – 6
 FINDINGS:

➢ Only some employees are aware of the well-planned training system.

➢ Employees are not completely satisfied with the training duration.

➢ Here the training is very helpful in long run.

➢ The personal growth of employees increases because of training program.

➢ Only some employees are satisfied of training program.

➢ The employees have a good relation with employers.

➢ They practice all type of training system based on the department.

➢ The training program in AUROBINDO industries is continuously done based

on the department.

➢ 10 employees of the company are not satisfied with the training system
followed.

77
 SUGGESTIONS

➢ Conference/discussion method is being suggested for the training program

as per the analysis.

➢ The 10 employees who are not satisfied by the current training method must
be consulted and the management must try to fill the gap between their
needs and the training program
➢ The trainee’s doubts are to be clarified as to give clarity about their
learnings.

➢ The company should give the schedule of the training before-hand so that
the employees will be aware of the well-planned training.

➢ The training period is to be increased as per the employee’s department.

78
 CONCLUSION

The employees of AUROBINDO industries are very satisfied with

the training system of their organization. Employees of all the level think
that training system of these organizations is well planned. So we can also
conclude that AUROBINDO industries has a well-managed training
system and employees of this organization are very satisfied with their
working environment and work effectively.

By way of conclusion I wish to state that the training activity in

AUROBINDO industries is one of the best in the public sector and both
the organization and employees are beneficial from the training efforts.

79
 SUMMARY

Every organization needs to have well trained and experienced people to perform the
activities that have to be done.
If current or potential job occupants can meet this requirement, training is not important
When this not the case, it is necessary to raise the skill levels and increase the versatility
and adaptability of employees. It is being increasing common for individual to change
careers several times during their working lives. The probability of any young person
learning a job today and having those skills go basically unchanged during the forty or
so years if his career is extremely unlikely, may be even impossible. In a rapid changing
society employee training is not only an activity that is desirable but also an activity
that an organization must commit resources to if it is to maintain a viable and
knowledgeable work force.
The entire project talks about the training and development in theoretical as well as new
concepts, which are in trend now. Here we have discussed what would be the input of
training if we ever go for and how can it be good to any organization in reaping the
benefits from the money invested in terms like (ROI) i.e. return on investment. What
are the ways we can identify the training need of any employee and how to know what
kind of training he can go for?
Training being covered in different aspect likes integrating it with organizational
culture. The best and latest available trends in training method, the benefits which we
can derive out of it.
How the evaluation should be done and how effective is the training all together. Some
of the companies practicing training in unique manner a lesson for other to follow as to
how to train and retain the best resource in the world to reap the best out of it.

80
ANNEXURE
 QUESTIONNAIRE:

This questionnaire is being distributed / circulates to learn about the

T&D at AUROBINDO INDUSTRIES. It is purely for study basis to
submit for the project work to the institution. Your opinion is highly
appreciated.

Name of the Employee (Optional) –

Department –

Q1. Do you think training program is necessary for the new joiners?

a. Yes b. No c. No Idea

Q2. Are the training programs well executed and planned?

a. Strongly agree c. Disagree

b. Agree d. Neutral

e. Strongly disagree

Q3. Do you agree that the training period is sufficient?

a. Strongly agree c. Disagree

b. Agree d. Neutral

e. Strongly disagree

Q4. Do you think that the training programs are useful in long run?

a. Strongly agree c. Neutral

b. Agree d. disagree

e. Strongly disagree

81
Q5. Do you agree that training assists in personal growth?

a. Yes b. No Idea

c. No

Q6. What is your opinion about present training system?

a. Excellent c. Average

b. Good d. Below average

e. Poor

Q7. Does the superior/trainer respond to doubts?

a. Strongly agree c. Neutral

b. Agree d. disagree

e. strongly disagree

Q8. Does the training method focus on developing teamwork?

a. Yes b. No

c. No Idea

Q9. What are the training methods provided by AUROBINDO?

a. On the job training c. Lectures

b. Off the job training d. All of the above

82
Q10. Does training helps to improve employee – employer relationship?

a. Yes b. No

c. No Idea
Q11. How often are the training programs conducted in AUROBINDO
INDUSTRIES?

a. Every month c. Half yearly

b. Every quarter d. Once in a year

Q12. Do you think training improves the employee productivity?

a. Yes b. No

Q13. Do you agree that training motivate the employees?

a.Yes b. No

c. No Idea

Q14. Do you like to attend the training program?

a.Yes b. No

c. No Idea

Q15. What do you think is the most suitable method for training?

a.Step by step instruction c. coaching/lecture

b.Conference/discussion d. programmed instructions

83
BIBILOGRAPHY

BOOKS AUTHOR PUBLICATION YEAR EDITION

HUMAN GARY PEARSON 2017 4th
RESOURCE DESSLER

MANAGEMENT
HRM JYOTHI OXFORD 2012 2nd

UNIVERSITY

PRESS

WEBSITES:

https://www.aurobindo.com/

https://projectmanagementparadise.com/latest-episodes/

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