- Sector
PHARMACEUTICALS
INDIAN PHARMACEUTICALS
 India is the 3rd largest pharmaceuticals industry in the
world by volume
 The total market size of the Indian Pharma Industry is
expected to reach $130 Bn by 2030
 India holds 12% of all global manufacturing sites catering
to US market
 India’s online pharmacy market is estimated to swell to
$2.7 bn by 2023 from about $360 mn in 2019
INDUSTRY SCENARIO
 The industry is expected to reach $65 bn by 2024 and to
$120 bn by 2030
 The pharmaceutical industry is currently valued at $41.7
bn.
 Generic drugs, with 71% market share, form the largest
segment of the Pharmaceutical industry in India.
Investindia.gov.in
 - Company
Owner Kallam Anji Reddy
Established 1984 DR. REDDY'S LABORATORIES
Headquarters Hyderabad, Telangana, India
Ceo Erez Israeli (1 Aug -2019 to Now)
Revenue 17,460 crores INR (US$2.4 billion, 2020)
Subsidiaries Dr. Reddy’s Laboratories (U.K.) Limited,
More

-1984
Scientist and entrepreneur Dr. K Anji Reddy established Dr. Reddy’s Laboratories with the vision to make medicines accessible
to everyone.

-1995
To make affordable medicines accessible not just in India but across the world, we began to build an international presence
and started our globalization journey.

-2020
Right through the COVID–19 pandemic, our priorities have remained the continued supply of critical medicines to our patients
and the safety of our colleagues. We partnered with Japan’s Fujifilm and Global Response Aid to produce and distribute Avigan
(Favipiravir), and acquired licensing rights for Redyx (Remdesivir) in 127 countries.
 PRODUCT & SERVICE

Quality
Therapeutic Focus

Business Porfolio

Generics Over-the-counter APIs Biologics Differentiated

Formulations
 HR FUNCTIONS

Recruitment Performance Learning and Compensatio Succession

and selection. management. development. n & Benefits planning.
 HR PRACTICES

Providing
Self-Managed
Security to
Teams
employee
Mentoring &
Knowledge
Sharing

Technical
Training
Centre
 HR POLICIES
HR Philosophy
Empowering Work Culture
Key Enablers

HR design our policies to provide their employees pleasant and productive work experiences.

Fair Remuneration  “Role” forms the cornerstone for market benchmarking. While we maintain an
 “Role” forms
overall the cornerstone
median positioning, for
for market benchmarking.
critical roles While
or niche skills, wepositioning
the maintain an
would
overall median
be higher. positioning, for critical roles or niche skills, the positioning would
be
 We higher.
offer a unique employee value proposition including culture, values, early
Retention polices  Wedevelopment
offer a unique employee value proposition including culture,
exposures and growth opportunities which go farvalues,
beyondearly
development
compensation. exposures and growth opportunities which go far beyond
compensation.
We believe that employees are key players in the success and achievements of
Rewards & recognition  WeDr.believe that employees are key players in the success and achievements of
Reddy’s.
Dr.We
Reddy’s.
track complaints under three categories 1- Child labor/Forced
 Welabor/Involuntary
track complaintslabor,
under2-three categories
Sexual harassment1- Child
and labor/Forced
3- Discriminatory employment
Complaints & grievance labor/Involuntary labor, 2- Sexual harassment and 3- Discriminatory employment
JD & JS – SOFTWARE ENGINEER
In Excel
 RECRUITMENT AND SELECTION
PROCESS 

Selection Process based on Interviews

Aptitude written test online
Technical and HR interviews
à Recruitment process is a collaborative effort of the Talent Acquisition Team (TAT), line managers, functional experts and
Human Resources (HR). We have institutionalized a scientific method of hiring through the 'Competency Based
Interviewing Technique' (CBIT) which helps us evaluate a candidate thoroughly.

This framework guides interviewers to -

Direct their questions accurately and get material information

Eliminate misunderstandings about the applicant's past experiences

Prevent personal impressions from affecting evaluation
Prevent performance in a single competency from overly influencing the hiring decision
Identify fraud and fake information
 TRAINING
METHODS

With numerous pharmaceutical companies producing similar product lines, the key differentiating
factor is our workforce. To keep our employees in line with fluid markets and make our
organization more globally aligned and agile, we strive to train our employees in a well-rounded
manner.

The training programs cover wide levels of employees and are designed meticulously to factor-in feedback from various
channels. Our feedback channels measure the effectiveness of training programs in the following ways-

L1 of training evaluation We measure through feedback from trainees

L2 of training evaluation In each program through an assessment we evaluate the
learning of trainees
L3 of training evaluation The changes in behavior of participants at the workplace
post training is observed and measured by line managers
in dashboards.
 CALENDAR
DESIGN

Training calendar is a used for planning of training

is and it defines the training courses that will be
developed and delivered, training calendar present
a summary of key training materials and their
intended uses.

Data From Sustainability Report

 CAREER
GRAPH
The image above shows an example of career path an employee can take in an
pharmaceutical company . After Senior Software developer role/position in his career, an
employee can chose to be either a computer architect or an engineering manager. The
career path he/she takes now would determine the roles in future. In the example below
Principal Computer Architect or Senior Manager are the two positions based on the
positions chosen last.

Senior Software
Engineer
 Engineering Manager
• Senior Engineering
Manger
Computer Technician
• Principal of technician

Software
Engineer
  Assess the company’s policies and processes in key areas of
corporate governance other than those explicitly assigned to
KRA, KPI AND GOAL SHEET
other board committees to ensure that the company is at the
forefront of good corporate governance.
 Establish annual key result areas (KRAs) for the executive directors
and oversee the status of their achievement.
 Review, discuss and provide guidance to the management, on the
KRAs for members of the MC, KMP and their remuneration.
- KRA

KPI Target 2020

Affordable and innovative medicines
Implementation and stabilization to achieve end-to-end integration To be more self-independent,
of supply chain and operations management to make the process major KSM are manufactured
from “market demand to availability of medicines at Point Of Sale by SBPs
(POS)” smoother and faster.

Sustainable Sourcing Productivity and Continuous Improvement

De-risking of single source suppliers Single-source reduction for
KSM: >30 APIs: >10 Excipients:>20

KSM - Key Starting Material

KSMAPI- Key Starting
- Active Material Ingredient
Pharmaceutical
APISBP
- Active Pharmaceutical
- Strategic Ingredient
business partner
SBPKMP
- Strategic business partner
- Key Managerial Personnel
KMP - Key Managerial Personnel Annual Report 2020
 PERFORMANCE APPRAISAL
SYSTEM

The parameter for performance management is both backward and forward looking as it helps managers see who has
had a positive trajectory and take intelligent decisions accordingly. All our employees are evaluated through the
annual performance reviews.

Managers get Helps managers

Helps identify
constructive, take informed
360-Degree
360-Degree blind spots
wholesome and decisions after
Feedback Model (1.5% of
all-round assessing past
employees) Periodic
feedback strategies
monitoring of
Smart targets performance
set around and progress
Agreed development
measurable & business
targets for the focus areas
Goals and
rest (98.5% of
Objectives
employees)
Model
CTC STRUCTURE DESIGN
In Excel