A SUMMER TRAINING PROJECT REPORT ON “TRAINING AND DEVELOPMENT PROCESS ” AT ALEMBIC PHARMA FOR THE PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE AWARD OF THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION BATCH – 2010-2012 SUBMITTED TO :- SUBMITTED BY:- MAHAMAYA TECHNICAL RASHI AGGARWAL UNIVERSITY () MBA – 3 RD SEM NOIDA ROLL NO:- 1006870035 1
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A
SUMMER TRAINING PROJECT REPORT
ON
“TRAINING AND DEVELOPMENT PROCESS ”
AT
ALEMBIC PHARMA
FOR THE PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE AWARD OF THE DEGREE OF
MASTER OF BUSINESS ADMINISTRATIONBATCH – 2010-2012
SUBMITTED TO :- SUBMITTED BY:-MAHAMAYA TECHNICAL RASHI AGGARWALUNIVERSITY () MBA – 3RD SEMNOIDA ROLL NO:-1006870035
1
DECLARATION
I Rashi Aggarwal hereby declare that the research work presented in this project report entitled
“Working Capital Management” for the fulfillment of degree of Master in Business
Administration from Gautam Buddh Technical University, Lucknow is based on my work during the
summer training in the “Central Electronics limited ,Sahibabad ” . The project embodies the
result of work and studies carried out by me and the content of the project do not form the basis for
the award of any other degree to me or to anybody else.
RAM KUMAR
ROLL NO.:
ii
2
CERTIFICATE FROM THE COMPANY
3
ACKNOWLEDGEMENT
The project on “ WORKING CAPITAL MANAGEMENT’’ would not have
seen the light of the day without the priceless support and cooperation of Mr Anil Babu sharma
(Chief manager Of Finance and Accounts Department in Central Electronics Limited) and Mr.
Anil Ghai (Project Guide, CENTRAL Electronics Limited, SAHIBABAD) . Hence I extend my
gratitude towards them.
I would like to thank CENTRAL ELECTRONICS LIMITED for giving me an opportunity of
learning and contributing through this project.
As a student of MIET, Meerut I would also like to express my gratitude to the mentor of my
project Mr Sandeep Kapoor who helped in the successful completion of the project.
EXECUTIVE SUMMARY
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Absenteeism is a serious workplace problem and an expensive occurrence for both
employers and employees seemingly unpredictable in nature. Human resource is an
important part of any business and managing them is an important task. Following are the
issue which we discuss In this project work
– To discuss the issue of Employee Absenteeism “work exhaustion or burnout”.
– To explore the impact of burnout on employee absenteeism and turnover.
– To identify possible practical solutions to these problems.
It is often easier for the organizations to make arrangement to cover staffs, which are
going to be off for long periods. However, employees taking odd days off here and
there are more problematic, can have an immediate impact.
If remain unchecked, this type of absence can send out the wrong signals to colleagues who,
in some jobs, are likely to have to cover for those absent. If employers fail to take action, a
‘buggins turn’ mentality may emerge. Frequent absence may have serious repercussions
where staff are employed in customer-facing roles or employed on production lines. The
impact of absence may be most directly felt and the need to arrange cover at short notice
Alembic Limited, with an established presence in the Indian pharma industry has a proud, historical
track record going back one hundred years. With a turnover in excess of Rs1000 crores today,
Alembic Limited is one of India’s leading integrated pharmaceutical companies. We continue to enjoy
leadership positions in antibiotics, anti-infective, anti-cough and also have significant worldwide
presence in specialty therapeutic areas such as cardiology, neurology, diabetology, etc. We have also
plans for expansion in Ophthalmic etc.Alembic’s manufacturing facilities are at Vadodara, Panelav in
Gujarat, and Baddi in Himachal Pradesh. The facilities are approved by the US FDA, EDQM, TGA,
MHRA, and MCC.Alembic Research Center (ARC) a world-class research organization provides a
comprehensive range of services in the areas of synthetic chemistry, formulations, NDDS, as also
preclinical pharmacology, bioequivalence / bioanalytical studies, etc. ARC, designed to state-of-the-
art GLP standards, is spread over an area of 120,000 sq ft, manned by over 300 scientists working on
latest technology and systems. Our current employee strength is in excess of 4500 across the country.
A continuously expanding organization, we invite dynamic, result-oriented professionals to join us
across various functions
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Designation Marketing Executive
Job Description Face of the company for customers. Implement Company strategy. Implement of product promotion strategy. Generate prescriptions in line with the business strategy. Maintain and develop relations with existing and new customers through appropriate propositions and sales methods. Optimize quality of service, business growth, and customer satisfaction.
Generics At present we have 90 brands with extension in various forms covering the therapeutic segments of Antibiotic, Cough & cold, NSAID, B-complex, C.V.Drugs etc.
We are always looking for collaborative business opportunities in the areas of Marketing, Distribution,Co-development, Research, Contract Manufacturing & Joint Ventures. If you are interested in exploring possibilities in any of these areas please click on appropriate partner areas to send us your query.
Name *
Designation *
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Company *
Mailing Address *
City *
Zip/Postal Code *
Country *
Telephone *
Fax
E-mail address *
Website
What kind of Business Partnership are you looking for? (Please check the appropriate box)
Marketing DistributionCo-development
Research
Contract Manufacturing
Joint Venture Other enquiries
WELCOME TO ARCNews & Events
<<Country>>
15
ARC is a rapidly growing contract research services organization providing a wide range of services to global research based pharmaceutical and biotech companies.
The services provided are in the domains of Chemistry, Formulations, Pre-clinical Bioequivalence / Bioanalytical studies.
ARC has a multidisciplinary team based approach to the various challenges posed by the drug discovery industry.
We trust in integrity, confidentiality and quality of our research solutions and can be a valued partner to your Research team and drug discovery process.
ARC PROFILE
16
Based at Vadodara, India (250 miles north of Mumbai) ARC is the research and development division of Alembic Limited, one of India's reputed and well-established integrated-pharma company.
Objective:
ARC
Offers value-added solutions to increase the efficiency of global pharmaceutical and biotech companies’ R&D efforts.
Through partnering complements the intense R&D efforts of these companies’ to discover, develop & manufacture quality products with greater speed, at reduced costs and total
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confidentiality.
Since its inception in the year 2003, ARC has gained a reputation of a well-known contract research
organization providing good-quality and wide range of services.
Today, we can boast of a number of reputed global companies on our list of clients collaborating with
us in the various domains of services we offer..
With a state-of-the-art research infrastructure spread over an area of 120,000 square feet, ARC’s
facilities have been designed according to GLP standards.
It houses all the major analytical instruments to complement the research work of its scientists. ARC
has a rich-pool of scientists that bring together over 750 man-years of rich and varied experience
spanning across all domains of services.
ARC CAREERS
We share collaborative & symbiotic relationships with preferred business partners, our employees, all
of whom reflect our business ethics, trust & transparency and quality standards.
Our focus on developing human values and potential through various learning and developmental
activities has groomed and retained talent internally by offering promising career opportunities.
Culture, Beliefs & Values
Relations at ARC, be it hierarchical or lateral are essentially formally informal, they are collaborative
rather than being competitive. The basis of our relationship is trust.
The environment at ARC can be defined as positive, informal and not protocol oriented, built on
mutual strengths, where every achievement, big or small is appreciated.
We, at ARC believe in being simple, humble, and honest. We believe in and value human dignity. We
value openness and teamwork in our interpersonal dealings. We respect and reflect a mindset that is
Pro Change. That is the basis of our historical existence and sustained progress.In our quest to be a
global research services provider, ARC is keen to associate with talented, high performing people.
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ARC prides itself for a rich talent base that can successfully propel the company to even greater
heights in an increasingly competitive global R & D environment.
ARC IN NEWS
Alembic Starts Construction of new R&D center
(Date: 2'nd June'03The civil work of the new R&D Centre at Vadodara, Gujarat has commenced on
the 2nd of june 2003. The new Research Centre would offer state-of-the-art research infrastructure
having a carpet area of 80,000 square feet. The facility would consist of Chemistry, Analytical and
Biological Laboratories. An Animal House facility for the pharmacological and toxicological studies
in rodents is also being created.The R&D Center would house an Information center subscribing to
latest books, international and national journals with in-house access to Sci-finder and ST
The civil work of the new R&D Centre at Vadodara, Gujarat has commenced on the 2nd of june
2003. The new Research Centre would offer state-of-the-art research infrastructure having a carpet
area of 80,000 square feet. The facility would consist of Chemistry, Analytical and Biological
Laboratories. An Animal House facility for
Alembic, a Baroda-based pharma company, has scripted a major thrust on contract research as part of
its strategy to increase its presence in the segment.
Alembic has entered a contract research agreement with Chiron Corporation, a research-based
pharmaceuticals company headquartered at Emeryville, California. The agreement, which has been
signed between these two companies, will seek to use the expertise offered by Alembic in the field of
heterocyclic chemistry. Based on Alembic's research, Chiron will develop new drugs for different
therapeutic segments.
"Besides Chiron Corporation, we are also talking to a couple of foreign companies for contract
research," HT Patel, senior VP, Alembic, told ET. The company seeks to boost its revenues by
focusing on contract research and by utilising its R&D base, Mr Patel said.
It may be pointed out that like multinational IT companies, many foreign companies have started
using the R&D base of Indian pharmaceutical companies to develop new drugs. As foreign
companies have started outsourcing molecules from Indian companies, the market size of contract
19
research is growing at a rate of 100%, a pharma analyst said. At present, market size of contract
research in the country is around Rs 100 crore and as many 18 companies are engaged in contract
research.
Alembic, which has core concentration on bulk drugs and formation for human health and veterinary
segments, is also restructuring its business to focus on three strategic areas - nutraceuticals,
antidiabetics and antibiotics - which will be the key drivers for growth in the coming years. The
company has recently set up a new division for cardiovascular and diabetic drugs as well.
The company is planning to launch its new drugs in these segments and is targeting the highly
regulative markets like US and Europe for its new drugs.
Alembic enters into contract research agreement with Chiron Corp - California
Source: Economic Times (Date: 5'th Nov' 02)
Alembic Ltd has informed BSE that the company has entered into contract research agreement with
Chiron Corporation, a Research based pharmaceutical company headquartered in Emeryville,
California.
Chiron applies its advanced understanding of the biology of cancer and infectious disease to develop
products from its flatforms in proteins, small molecules and vaccines. The multi year agreement will
seek to utilize the expertise offered by company in the field of Heterocyclic chemistry.
20
Alembic and Chiron enter into a research pact
Source: EconomicTimes (Date: 4'th Nov'02)
Mumbai : Alembic has tied up with Chiron Corporation of the US for contract research. The multi-
year deal seek to use expertise offered by the US firm in the field of heterocyclic chemistry. Chiron
Corporation, applies its advanced understanding of the biology of cancer and other infectious diseases
to develop products from its flatforms in proteins, small molecules and vaccines.
Alembic`s research and development team mainly targets on microbial research, reverse engineering,
process improvement, new chemical entities and development of new formulations. The company has
been spending around 2-3 per cent of its turnover on research and development efforts. Alembic spent
around Rs 14.41 crore, or 2.31 per cent of its turnover, on R&D.
The company develops non-infringing patentable routes of manufacturing drugs, whose existing
patents are set to expire in the near future. Alembic also plans to do substantial research work in the
area of new chemical entities to find potent macrolides. Similar project has already been initiated in
association with the National Chemicals Laboratory
The civil work of the new R&D Centre at Vadodara, Gujarat has commenced on the 2nd of june
2003. The new Research Centre would offer state-of-the-art research infrastructure having a carpet
area of 80,000 square feet.
The facility would consist of Chemistry, Analytical and Biological Laboratories. An Animal House
facility for the pharmacological and toxicological studies in rodents is also being created.
The R&D Center would house an Information center subscribing to latest books, international and
national journals with in-house access to Sci-finder and STN.
ALEMBIC BETS BIG ON CONTRACT RESEARCH
21
Source: Economic Times (Date:30'th April' 03)
Alembic, a Baroda-based pharma company, has scripted a major thrust on contract research as part of
its strategy to increase its presence in the segment.
Alembic has entered a contract research agreement with Chiron Corporation, a research-based
pharmaceuticals company headquartered at Emeryville, California. The agreement, which has been
signed between these two companies, will seek to use the expertise offered by Alembic in the field of
heterocyclic chemistry. Based on Alembic's research, Chiron will develop new drugs for different
therapeutic segments.
"Besides Chiron Corporation, we are also talking to a couple of foreign companies for contract
research," HT Patel, senior VP, Alembic, told ET. The company seeks to boost its revenues by
focusing on contract research and by utilising its R&D base, Mr Patel said.
It may be pointed out that like multinational IT companies, many foreign companies have started
using the R&D base of Indian pharmaceutical companies to develop new drugs. As foreign
companies have started outsourcing molecules from Indian companies, the market size of contract
research is growing at a rate of 100%, a pharma analyst said. At present, market size of contract
research in the country is around Rs 100 crore and as many 18 companies are engaged in contract
research.
Alembic, which has core concentration on bulk drugs and formation for human health and veterinary
segments, is also restructuring its business to focus on three strategic areas - nutraceuticals,
antidiabetics and antibiotics - which will be the key drivers for growth in the coming years. The
company has recently set up a new division for cardiovascular and diabetic drugs as well.
The company is planning to launch its new drugs in these segments and is targeting the highly
regulative markets like US and Europe for its new drugs.
22
Alembic enters into contract research agreement with Chiron Corp - California Source: Economic Times (Date: 5'th Nov' 02)
Alembic Ltd has informed BSE that the company has entered into contract research agreement with Chiron Corporation, a Research based pharmaceutical company headquartered in Emeryville, California.
Chiron applies its advanced understanding of the biology of cancer and infectious disease to develop products from its flatforms in proteins, small molecules and vaccines. The multi year agreement will seek to utilize the expertise offered by company in the field of Heterocyclic chemistry.
Alembic and Chiron enter into a research pact Source: EconomicTimes (Date: 4'th Nov'02)
Mumbai : Alembic has tied up with Chiron Corporation of the US for contract research. The multi-
year deal seek to use expertise offered by the US firm in the field of heterocyclic chemistry. Chiron
Corporation, applies its advanced understanding of the biology of cancer and other infectious diseases
to develop products from its flatforms in proteins, small molecules and vaccines.
Alembic`s research and development team mainly targets on microbial research, reverse engineering,
process improvement, new chemical entities and development of new formulations. The company has
been spending around 2-3 per cent of its turnover on research and development efforts. Alembic spent
around Rs 14.41 crore, or 2.31 per cent of its turnover, on R&D.
The company develops non-infringing patentable routes of manufacturing drugs, whose existing
23
patents are set to expire in the near future. Alembic also plans to do substantial research work in the
area of new chemical entities to find potent macrolides. Similar project has already been initiated in
association with the National Chemicals Laboratory
The 101-year-old Alembic, India's oldest pharmaceutical company, has chalked out an aggressive
expansion plan to double its turnover within 2 to 3 years by foraying into the regulated markets of the
US and Europe as well as contract manufacturing.
The Rs 1,027-crore company has filed 13 abbreviated new drug applications (ANDAs) and 22 drug
master files (DMFs) with the US Food and Drug Administration (FDA) and regulatory agencies in
Europe for supply of formulations and active pharmaceutical ingredients (APIs).
Some of the ANDAs challenge innovator patents and the company's strategy will be to partner with
established companies in the US and Europe for marketing formulations, said Pranav Amin, director,
Alembic.
"I feel we are about ten years late to enter the regulated markets, but will file about 10-12 ANDAs
every year to tap potential in the generic markets of the US and Europe. We will also tap Latin
America and Africa," he said.
Alembic's plan is to follow the low-risk and less-expensive model of roping in strategic alliances with
major companies with presence in the US and Europe for supplying drugs, similar to the business
model of drug major Cipla, instead of creating own front-ends through greenfield projects and
expensive acquisitions in various geographies.
24
Currently, exports to non-regulated markets contribute only 20 per cent of the turnover and plans are
afoot to improve this to a ratio of 50:50 in coming years. Alembic was talking to several multinational
and domestic companies to rope in alliances, he said.
"Now large retail chains in the US are looking at second-level Indian companies with quality
manufacturing facilities for direct drug supplies and we will try to capitalise that opportunity. Contract
manufacturing for the big pharma is also another major focus area," said Pranav Amin, the eldest son
of Chirayu Amin, the chairman and managing director of Alembic.
Alembic has already signed a three-year contract manufacturing agreement with a multinational
company to supply APIs, which will fetch it $25-30 million annually.
It also licensed a novel drug delivery system for the extended release version of Keppra
(levetiracetam), Belgian drug major UCB's leading epilepsy drug.
Alembic will benefit with milestone payments of $11 million and low to medium single-digit royalties
on worldwide sales of the new Keppra product, which will soon enter the market.
Commenting on the domestic market, Pranav Amin said the company has restructured the domestic
business, with eight marketing divisions, instead of the earlier five divisions, to focus on acute,
chronic and other speciality products.
The domestic marketing team has shifted to Mumbai from Vadodara, the home of Alembic. The
company recruited 600 medical representatives alone during the last quarter to have a field force of
2,800.
He said focus in the domestic market will be on creating more brands, especially in acute and
speciality segments, to maintain an average growth rate of over 15 per cent every year.
25
Alembic, the market leader in anti-infective segment (macrolides), has brands such as Azithral (Rs
60-crore sales) Althrocin (Rs 72.5 crore) and Roxid (Rs 62 crore), which help control about 38 per
cent of the domestic market for anti-infectives.
The acquisition of Dabur's non-oncology business during the last year has helped add about 23
products to the basket, he said.
Alembic seeks allies in US to double sales
The 101-year-old Alembic, India's oldest pharmaceutical company, has chalked out an aggressive
expansion plan to double its turnover within 2 to 3 years by foraying into the regulated markets of the
US and Europe as well as contract manufacturing.
The Rs 1,027-crore company has filed 13 abbreviated new drug applications (ANDAs) and 22 drug
master files (DMFs) with the US Food and Drug Administration (FDA) and regulatory agencies in
Europe for supply of formulations and active pharmaceutical ingredients (APIs).
Some of the ANDAs challenge innovator patents and the company's strategy will be to partner with
established companies in the US and Europe for marketing formulations, said Pranav Amin, director,
Alembic.
"I feel we are about ten years late to enter the regulated markets, but will file about 10-12 ANDAs
every year to tap potential in the generic markets of the US and Europe. We will also tap Latin
America and Africa," he said.
Alembic's plan is to follow the low-risk and less-expensive model of roping in strategic alliances with
major companies with presence in the US and Europe for supplying drugs, similar to the business
model of drug major Cipla, instead of creating own front-ends through greenfield projects and
expensive acquisitions in various geographies.
26
Currently, exports to non-regulated markets contribute only 20 per cent of the turnover and plans are
afoot to improve this to a ratio of 50:50 in coming years. Alembic was talking to several multinational
and domestic companies to rope in alliances, he said.
"Now large retail chains in the US are looking at second-level Indian companies with quality
manufacturing facilities for direct drug supplies and we will try to capitalise that opportunity. Contract
manufacturing for the big pharma is also another major focus area," said Pranav Amin, the eldest son
of Chirayu Amin, the chairman and managing director of Alembic.
Alembic has already signed a three-year contract manufacturing agreement with a multinational
company to supply APIs, which will fetch it $25-30 million annually.
It also licensed a novel drug delivery system for the extended release version of Keppra
(levetiracetam), Belgian drug major UCB's leading epilepsy drug.
Alembic will benefit with milestone payments of $11 million and low to medium single-digit royalties
on worldwide sales of the new Keppra product, which will soon enter the market.
Commenting on the domestic market, Pranav Amin said the company has restructured the domestic
business, with eight marketing divisions, instead of the earlier five divisions, to focus on acute,
chronic and other speciality products.
The domestic marketing team has shifted to Mumbai from Vadodara, the home of Alembic. The
company recruited 600 medical representatives alone during the last quarter to have a field force of
2,800.
He said focus in the domestic market will be on creating more brands, especially in acute and
speciality segments, to maintain an average growth rate of over 15 per cent every year.
27
Alembic, the market leader in anti-infective segment (macrolides), has brands such as Azithral (Rs
60-crore sales) Althrocin (Rs 72.5 crore) and Roxid (Rs 62 crore), which help control about 38 per
cent of the domestic market for anti-infectives.
Alembic launching 7 new products
Vadodara April 13 The Vadodara-based pharma company Alembic Ltd is set to launch
several new products and expects to enter the $200-million formulations spectrum as a future
growth strategy in the overseas market in the next couple of years.
The century-old Alembic with a basket of 200 products is now actively eyeing the $200-
million spectrum in branded formulations business or API. It is also set to launch seven new
products apart from the 24 it recently acquired from Dabur.
Plans are afoot to celebrate Alembic's centenary this year, Chairman and Managing Director,
Mr Chirayu Amin, told Business Line here.
Besides, it is putting in place a new marketing strategy of its popular cough syrup Glycodin
whose sales have shown a downward trend in the recent past.
Announcing completion of acquisition of the entire non-oncology formulation business of
Dabur Pharma Ltd with 24 brands for a consideration of Rs 159 crore, Mr Amin, said that the
company may try to reallocate its assets for financing the recent take-over. Alembic Ltd and
Alembic Glass own about 130 acres each in Vadodara. "We created debt to finance Rs 159
crore and borrowed money. We have good accruals and we may unlock our assets in a couple
of years," he told reporters.
The acquired product mix had a turnover of Rs 75 crore in the last fiscal, which Alembic
expects to increase to Rs 100 crore this year and double in the next three to four years.
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Alembic, whose turnover was nearly Rs 700 crore also expects to increase it to Rs 1,000
crore next year. "We expect our bottomline from the acquisition to be more than 25 per cent
and operating margin Rs 200 crore."
In the next four years, the company expected to equalise its revenue from domestic and
foreign sales from the current 75 per cent and 25 per cent, respectively.
Mr Amin pointed out that most brands Alembic acquired from Dabur are in the high growth
lifestyle therapeutic segments of cardiology, diabetology and gynaecology. Alembic has
created a new marketing arm, named "Summit," to cater to the needs of these speciality
segments. It is already the largest player in the Macrolides (anti-infective) segment of drugs
and is now set to increase market share in the lifestyle segment as well.
Article: Alembic plans to set up its own SEZ.
Alembic plans to set up its own SEZ
Vadodara, Mar 27 (PTI) Alembic, the oldest pharmaceutical company in the country, has decided to
set up its own Special Economic Zone (SEZ) dedicated to the pharma sector, its Chairman and
Managing Director Chirayu Amin said today.
The land for the proposed SEZ is located at Kavi and Nahar village on the Mahisagar Tidal sanctuary,
about 60 kms from here, Amin told PTI.
This will be a single sector SEZ focussing on meeting the requirments of the pharmaceutical industry
for the entire spectrum of naturally Derived/Biologically-developed/
Semi-Synthetically-developed/Synthetically-developed drugs and their ...
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Alembic sets sights on regulated markets
Mr Atul Barman, Vice-President, Alembic Ltd, at a press conference in Mumbai on Wednesday.
ALEMBIC Ltd, the Baroda-based pharma company has set its eyes on the international markets,
particularly the regulated ones such as the US Europe. The company currently has a small presence in
these lucrative markets.
Says Mr Atul Barman, Vice-President, Alembic Ltd, "We are in the preparatory stage as far as the
international markets are concerned. The company has identified two plants in Panela, near Baroda
primarily for exporting to these markets."
The company has started upgradation and expansion process in these two manufacturing facilities. "We are
hoping to get a USFDA (United States Food and Drug Administration) approval by the end of this year,"
Mr Barman said.
Alembic is also scouting for potential partners in the US and Europe for marketing and distribution of its
products. "We are looking at tying up with other companies for marketing and distribution in the generic
category," he said.
The company had late last year announced a restructuring exercise in line with recommendations by global
consultants, Accenture, to increase operational efficiency, productivity, cost rationalisation and supply-
chain management. Subsequently, Alembic formed five business units, the latest one being SynX.
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SynX (or Syndrome X) unit will cater to metabolic disorders comprising central obesity, glucose
intolerance, hyperlipidemia and high blood pressure. According to Mr Barman, the target for the first 18
months would be around Rs 25 crore.
"Initially we will be having about nine products in this segment with a team of about 150 people. We will
also be setting up a call centre for doctors in case they need any samples of the products," he said.
The company also plans to achieve a turnover of Rs 1,800 crore in the next five years and expects to reach
a turnover figure of Rs 1,000 crore in two years.
For the year ended March 2002, the company registered net sales of Rs 560 crore and a net profit of Rs
23.5 crore.
Alembic rises on value buying
Alembic has been rising steadily in the recent past on value buying following a slew of new
developments in the company.
From a recent low of Rs 137 touched on 31 March, the Alembic stock has risen 32.51 per cent to Rs
181.55 on 9 May -- touching a 52-week high of Rs 194 . While the BSE Healthcare Index has risen
1.69 per cent in the same period, the 30-share BSE Sensitive Index (Sensex) has lost 3.23 per cent.
The average daily volumes on the Alembic counter have risen to around 5,000 shares from 2,500
shares during this period.
In a most recent development, Alembic entered into a contract research pact with Chiron Corporation,
a research-based pharmaceutical company based in Emeryville, California, USA.
Chiron applies its advanced understanding of the biology of cancer and infectious disease to develop
products from its platforms in proteins, small molecules and vaccines.
Earlier, Alembic said it was targeting a turnover of Rs 25 crore from its recently set up strategic
business unit SynX for the 18-month period. SynX comprises Alembic's cardio and diabetic division,
which currently accounts for Rs 6.5 crore (Rs 65 million) of the company's turnover. Alembic also
31
said that plans are afoot for launching seven new products under SynX in the next few months. SynX
already has a portfolio of nine products.
SynX caters to patients suffering from a condition called Syndrome X. Syndrome X is a term
indicating the association of glucose intolerance, dyslipidemia, hypertension and insulin resistance.
These metabolic abnormalities are often associated with insulin resistance.
Alembic has already dedicated a 100-member team for the division. Products that have been brought
under this division include nateglinide (Natelide), pioglitazone (Piolem), gliclazide (GLZ, GLZ Plus),
glipiside (Glipy), metformin (Forminal, Forminal SR), alprazolam (Zocam) and vitamins and minerals
(Zivinal CD).
Recently, Alembic has launched a fourth generation injectable cephalosporin, Cefepime, under the
brand name of Cepime. Cepime is the only US FDA approved fourth generation cephalosporin, and
its spectrum of activity is far superior to the existing third generation cephalosporin injections like
Ceftazidime, Ceftriaxone and Cefotaxime.
Earlier, Alembic announced that it was launching a massive nationwide campaign to garner a wider
reach in the rural market for its brand Althrocin, the largest antibiotic brand in India [ Images ].
The campaign, which has been branded 'Hot Wheels', is focussing on doctors in interior areas. The
company wants to penetrate into the rural market. Alembic will put up around 250 shows in different
parts of the country, covering some 4,000 doctors. Besides northern states, the campaign will cover
3. HOW MUCH TRAINING IS NEEDED: half day, 2-3 days, 6 months, continual.
SECOND PHASE – PROGRAMS DESIGNING
1. WHO SHOULD IMPART THE TRAINING: Line personal, Staff - trainers, Outside specialist.
↓
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2. WHEN SHOULD TRAINING TAKE PLACE: After field experience, Push them of the dock (delayed) continual .
↓3. WHERE SHOULD TRAINING BE DONE: centralized, decentralized field sales office, senior sales people, on the job training, local sales school, local sales seminar or clinic.
↓
4. CONTENT OF TRAINING: attitude towards selling, company knowledge, and application, knowledge of competitive products, knowledge of customers.
↓5. TEACHING METHOD USED IN TRAINING PROGRAMS: lectures, discussions, demonstration, role playing, audio cassette, and video enhance training.
THIRD PHASE - EVALUATION
1. WHAT OUTCOMES WOULD BE EVALUATED: reaction, learning, behaviour, result.
↓2. WHAT MEASURES WOULD BE USED OR EVALUATION: quesstionnarie, observational, performance appraisal reports, ranking.
71
Lectures, Discussion, Demonstration, Role playing, Audio cassette, Video enhance training, On- The –Job training, Company assistance training, Business TV.
72
3.4 LIMITATIONS
Alembic Pharma is making strenuous effort in imparting training and development to
their personnel. There are several problems are related to it which act as a tumbling blocks
hampering the effectiveness of their employees. These problems can be summarized as
follows:
Employees do not enjoy the training because same old patterns of training are used
every time and they don’t find it interesting.
There is a problem in identifying the needs of the employees.
Evaluation is an intrinsic part of the training and development process. No evaluation
has been made to find out the magnitude of the improvement in an employee’s
capabilities after the completion of the course. Without proper evaluation system, we
cannot measure the worth of the training programs for an organization and its
personnel.
73
4. ANALYSIS & INTERPRETATION
MACROANALYSIS
MICRO ANALYSIS
74
MACRO ANALYSIS
INTERPRETATION OF SKILL MATRIX OF HALL NO.1
LINE-1
In the Hall No. 1 on line-1, there are 13 workers and total number of machines is 12. With the
help of skill matrix of workers, prepared on the basis of the star level parameters we can
interpret the skill level of workers of line-1as follows:-
There are 45.51% workers on the star 1 level
There are 19.87% workers on the star 2 level
There are 13.46% workers on the star 3 level
There are 00.00% workers on the star 4 level
There are 07.05% workers on the star 5 level
Rests of the 14.11% workers are those who are not rotated on all of the machines.
75
Star- 146%
Star- 220%
Star- 313%
Star- 57%
Not Rotated14%
HALL 1Line - 1
76
LINE-2
In the Hall No. 1 on line-2, there are 20 workers and total number of machines is 11. With the
help of skill matrix of workers, prepared on the basis of the star level parameters we can
interpret the skill level of workers of line-2 as follows:-
There are 52.27% workers on the star 1 level onLine-2
There are 18.18% workers on the star 2 level onLine-2
There are 13.18% workers on the star 3 level onLine-2
There are 03.18% workers on the star 4 level onLine-2
There are 08.18% workers on the star 5 level onLine-2
Rests of the 05.01% workers are those who are not rotated on all of the machines.
77
Star- 152%
Star- 218%
Star- 313%
Star- 43%
Star- 58%
Not Rotated5%
HALL 1Line - 2
78
LINE-3
In the Hall No. 1 on line-3, there are 14 workers and total number of machines is 11. With the
help of skill matrix of workers, prepared on the basis of the star level parameters we can
interpret the skill level of workers of line-3 as follows:-
There are 51.94% workers on the star 1 level on Line-3
There are 13.63% workers on the star 2 level onLine-3
There are 12.33% workers on the star 3 level onLine-3
There are 05.84% workers on the star 4 level onLine-3
There are 01.94% workers on the star 5 level onLine-3
Rests of the 14.32% workers are those who are not rotated on all of the machines.
79
Star- 152%
Star- 214%
Star- 312%
Star- 46%
Star- 52%
Not Rotated14%
HALL 1Line - 3
80
LINE-4
In the Hall No. 1 on line-4, there are 17 workers and total number of machines is 12. With the
help of skill matrix of workers, prepared on the basis of the star level parameters we can
interpret the skill level of workers of line-4 as follows:-
There are 30.88% workers on the star 1 level
There are 22.05% workers on the star 2 level
There are 15.68% workers on the star 3 level
There are 06.86% workers on the star 4 level
There are 02.94% workers on the star 5 level
Rests of the 21.59% workers are those who are not rotated on all of the machines.
81
Star- 131%
Star- 222%
Star- 316%
Star- 47%
Star- 53%
Not Rotated22%
HALL 1Line - 4
82
LINE-9
In the Hall No. 2 on line-9, there are 23workers and total number of machines is 18. With the
help of skill matrix of workers, prepared on the basis of the star level parameters we can
interpret the skill level of workers of line-9 as follows:-
There are 00.48% workers on the star 1 level
There are 02.17% workers on the star 2 level
There are 10.86% workers on the star 3 level
There are 33.57% workers on the star 4 level
There are 04.10% workers on the star 5 level
Rests of the 48.82% workers are those who are not rotated on all of the machines.
83
Star- 10%
Star- 22%
Star- 311%
Star- 434%
Star- 54%
Not Rotated49%
HALL 2Line - 9
84
LINE-10
In the Hall No. 2 on line-10, there are 21workers and total number of machines is 20. With
the help of skill matrix of workers, prepared on the basis of the star level parameters we can
interpret the skill level of workers of line-10 as follows:-
There are 00.47% workers on the star 1 level
There are 03.09% workers on the star 2 level
There are 13.57% workers on the star 3 level
There are 07.38% workers on the star 4 level
There are 05.23% workers on the star 5 level
Rests of the 70.26% workers are those who are not rotated on all of the machines.
85
Star- 10%
Star- 23%
Star- 314%
Star- 47%
Star- 55%
Not Rotated70%
HALL 2Line - 10
86
LINE-11
In the Hall No. 2 on line-11, there are 18workers and total number of machines is 17. With
the help of skill matrix of workers, prepared on the basis of the star level parameters we can
interpret the skill level of workers of line-11 as follows:-
There are 00.00% workers on the star 1 level
There are 03.92% workers on the star 2 level
There are 10.78% workers on the star 3 level
There are 07.51% workers on the star 4 level
There are 01.30% workers on the star 5 level
Rests of the 76.49% workers are those who are not rotated on all of the machines.
87
Star- 24%
Star- 311% Star- 4
8%Star- 5
1%
Not Rotated76%
HALL 2Line - 11
88
LINE-12
In the Hall No. 2 on line-12, there are 19workers and total number of machines is 19. With
the help of skill matrix of workers, prepared on the basis of the star level parameters we can
interpret the skill level of workers of line-12 as follows:-
There are 00.00% workers on the star 1 level
There are 00.00% workers on the star 2 level
There are 16.34% workers on the star 3 level
There are 00.00% workers on the star 4 level
There are 00.50% workers on the star 5 level
Rests of the 83.16% workers are those who are not rotated on all of the machines.
89
Star- 316% Star- 5
1%
Not Rotated83%
HALL 2Line - 12
90
INTERPRETATION OF SKILL MATRIX OF HEAT TREATMENT
In the Heat treatment section there is not any line system for machines, there are 24 workers
and total number of machines is 19. With the help of skill matrix of workers we can interpret
the skill level of workers of Heat Treatment on the basis of star level parameters as follows:-
There are 00.75% workers on the star 1 level
There are 00.93% workers on the star 2 level
There are 04.32% workers on the star 3 level
There are 06.95% workers on the star 4 level
There are 11.27% workers on the star 5 level
Rests of the 75.28% workers are those who are not rotated on all of the machines.
91
Star- 11%
Star- 21%
Star- 34% Star- 4
7%Star- 511%
Not Rotated76%
HEAT TERATMENT
92
INTERPRETATION OF SKILL MATRIX OF TOOL ROOM
TURNING & MILLING SECTION:-
In the Turning & Milling section there is not any line system for machines, there are 15
workers and typeof machines is 7. With the help of skill matrix of workers we can interpret
the skill level of workers of Heat Treatment on the basis of star level parameters as follows:-
There are 00.00% workers on the star 1 level
There are 09.52% workers on the star 2 level
There are 27.61% workers on the star 3 level
There are 01.90% workers on the star 4 level
There are 01.90% workers on the star 5 level
Rests of the 59.07% workers are those who are not rotated on all of the machines.
93
Star- 210%
Star- 328%
Star- 42%
Star- 52%
Not Rotated59%
TURNING & MILLINGSECTION
94
GRINDING, FITTING & WELDING SECTION:-
In the Grinding, Fitting & Welding section there is not any line system for machines, there
are 12 workers and typeof machines is 8. With the help of skill matrix of workers we can
interpret the skill level of workers of Heat Treatment on the basis of star level parameters as
follows:-
There are 02.08% workers on the star 1 level
There are 04.16% workers on the star 2 level
There are 15.62% workers on the star 3 level
There are 05.20% workers on the star 4 level
There are 02.08% workers on the star 5 level
Rests of the 70.86% workers are those who are not rotated on all of the machines.
95
Star- 12%
Star- 24%
Star- 316%
Star- 45%
Star- 52%
Not Rotated71%
GRINDING, MILLING & WELDINGSECTION
96
RESHARPNING & INSPECTION SECTION:-
In the resharpning& inspection section there is not any line system for machines, there are 5
workers and typeof machines is 5. With the help of skill matrix of workers we can interpret
the skill level of workers of Heat Treatment on the basis of star level parameters as follows:-
There are 08.00% workers on the star 1 level
There are 04.00% workers on the star 2 level
There are 28.00% workers on the star 3 level
There are 28.00% workers on the star 4 level
There are 08.00% workers on the star 5 level
Rests of the 24.00% workers are those who are not rotated on all of the machines.
97
Star- 18% Star- 2
4%
Star- 328%
Star- 428%
Star- 58%
Not Rotated24%
RESHARPNING & INSPECTIONSECTION
98
INTERPRETATION OF SKILL MATRIX OF QUALITY ASSURANCE
In the Quality Assurance department there are 22 workers who provide services to the plant.
With the help of skill matrix of workers, prepared on the basis of the star level parameters we
can interpret the skill level of workers of Central Services as follows:-
There are 00.00% workers on the star 1 level
There are 00.00% workers on the star 2 level
There are 25.00% workers on the star 3 level
There are 50.00% workers on the star 4 level
There are 25.00% workers on the star 5 level
99
Star- 325%
Star- 450%
Star- 525%
QUALITY ASSURANCE
100
INTERPRETATION OF SKILL MATRIX OF CENTRAL SERVICES
In the Central Service department there are 22 workers who provide services to the plant.
With the help of skill matrix of workers, prepared on the basis of the star level parameters we
can interpret the skill level of workers of Central Services as follows:-
There are 09.09% workers on the star 1 level
There are 13.63% workers on the star 2 level
There are 50.00% workers on the star3 level
There are 27.27% workers on the star4 level
There are 00.00% workers on the star 5 level
101
Star- 19%
Star- 214%
Star- 350%
Star- 427%
CENTRAL SERVICES
102
MICRO ANALYSIS
ANALYSIS AND INTERPRETATION OF QUESTIONNAIRE-
Questionnaire was prepared in a view to study the changes in the performance skills and
abilities of the employees of Alembic Pharmaafter the training programme was imparted to
them. For this I have taken a sample size of 20 employees and made an analysis.
Few questions are of general types consisting of employee name and their designation, age
sex etc.
1. Do you receive any kind of Training?
A. YES B. NO
100%
Do you receive any kind of Training?
Yes No
All 20 workers taken as sample size said they all have attended many training
programmes. The ratio for Yes is 100% and 0% for No.
103
2. Which type of training do you received?
A. Technical B. Behavioral C. Managerial
Technical 28% Behavioral 72% Managerial 0%0
10
20
30
40
50
60
70
80
Which type of training do you received?
%
Out of 20 workers 28% workers said they have attended mostly technical training
programmes, 72% said they have attended mostly behavioral training programmes and no
one attended managerial training programme.
3 Are you aware of training policies?
a. YES b. No
1%
99%
Are you aware of training policies?
Yes No
104
Out of 20 workers 99% workers are not aware about the training policies of theorganization.
Only 1% workers aware to the policies.
4. Are you able to understand clearly whatever is covered during the training?
a. YES b. NO
100%
Are you able to understand clearly whatever is covered during the training?
Yes No
All the 20 workers said they understand clearly the topic covered in the training programme.
5. Do you feel that the training received by you is relevant to your work?
a. YES b. NO
105
Yes 91% N0 9%0
102030405060708090
100
Do you feel that the training received by you is relevant to your work?
%
Out of sample size 9% workers think that the training received by them is not relevant to
their work. Rests 91% think the training is relevant.
6. Do you feel any kind of difficulty during the training?
a. YES b. NO
100%
Do you feel any kind of difficulty during the training?
Yes No
All the 20 workers said that they don’t feel any difficulty during the training programmes they
have attended till now.
7. Is there a system of taking your feedback of the training that you receive?
106
a. YES b. NO
100%
Is there a system of taking your feedback of the training that you receive?
Yes No
All the 20 workers said “yes” there is a system of taking feedback of the training
programmes.
8. Do you apply to your work situation whatever you learn during the training?
a. YES b. NO
Yes 75% No 25%0
1020304050607080
Do you apply to your work situation whatever you learn during the training?
%
107
Out of sample size 75% workers are capable to apply whatever they learn during the training
programme and rests of 25% are those who are not capable to apply the knowledge, they got
during the training session.
9. Are you satisfied with the existing training & development system?
a. YES b. NO
b.
Yes 63%
No 37%
0 10 20 30 40 50 60 70
Are you satisfied with the existing training & development system?
%
Out of sample size of 20 workers 63% are satisfied with the existing system of training &
development in organization. Rests of 37% workers are not on a satisfactory position
10. Does your company maintain the training records?
a. YES b. NO c. Don’t know
108
Yes 24% No 7% Don't know 69%0
10
20
30
40
50
60
70
Does your company maintain the training records?
%
Out of the sample size mostly workers don’t know that the company maintains their training
record or not. About training record maintained or not by company 63% workers said they
don’t know 24% said yes and 7% said no
11. Does your company identify Need for training?
a. YES b. NO
Yes10%
No90%
Does your company identify Need for training?
Out of sample size mostly workers think that there is not training need is not identified by the
company. The ratio for the above question is 90% for no and 10% for yes.
109
12. Does your company identify Need for training for freshers as well as for present
employers?
a. YES b. NO c. Can’t say
50%
6%
44%
Does your company identify Need for training for freshers as well as for present employers?
Yes No Can't say
Mostly workers said yes. Out of sample size 50% workers said yes, 44% nothing and 6% no.
13. Does your company use Job Rotation methods to train employees?
a. YES b. NO c. Can’t say
110
Yes 98% No 2% Can't say 0%0
10
20
30
40
50
60
70
80
90
100
Does your company use Job Rotation methods to train employees?
%
Out of sample size about the above question everyone told, 98% workers said yes, 2% said
no.
14. Do you think evaluation is done properly?
a. YES b. NO
Yes 40% No 60%0
10
20
30
40
50
60
Do you think evaluation is done properly?
%
Out of sample size about the above question 60% said no, and 40% said yes.
15. Do you think training policies are followed adequately?
111
a. YES b. NO c. Can’t say
29%
1%
70%
Do you think training policies are followed adequately?
Yes No Can't say
Out of the sample size about the above question 29% employees said yes, 1% no, and 70%
said can’t say.
112
5. FINDINGS & SUGGESTIONS:
FINDINGS….
The top management rewards superiors for carrying out effective training.
The top management plans and budgets systematically made for training
Behavioral objectives are precise.
Trainers provide limited counseling and consulting services to the rest of the
organization.
The benefits of training and development are clear to the top management
113
SUGGESTIONS…..
In the era of the globalization the organization has to face new challenges in the present
context and achieve its objectives. It must be dynamic, desalinated efficient especially in the
training, development placement and promotion of its personnel. The huge investment in the
industrial sectors demand better operational efficiency, better management of capital and
above all, better management & development of human resources.
For enhancing the effectiveness of training & development programme there are few useful
suggestion which is implemented earnestly & sincerely may hopefully add to the luster &
improve the planning execution and follow-up of the training and development programme
in particular.
On the basis of my research I would like to suggest the following points for the organization:-
The appropriate person should be selected for the training.
Some changes to be made in feedback system so that unbiased feedback can
be achieved.
Most of the workers don’t know that company is maintaining their training
records.
Training program should be in a scheduled way so that gap doesn’t be occur
114
As the training is given to the workers the training programmes should be of
both types behavioral as well as technical.
Workers are not aware about the training policies of the company there should
be awareness programmes for their awareness.
Mostly workers think that training is given only to the workers who have less
workload.
Training and development programme should be based on specific needs of
the organization and its employees.
Selection of participants should be made on the basis of the needs of the
employees & objectives of the programme.
New technology and methods of training should be used to make it interesting
for the employees.
The programme should be frequently revised so as to be in tune with the ever
changing business and economic environment.
Both in company & external agencies programmes should be evaluated
properly for measuring their effectiveness.
115
6. CONCLUSION
Private sector occupies a pivotal position in the Indian economy. It is considered as a
pacesetter for the rest of the economy. It has expanded enormously and contributed a lot
towards the economic growth of country by adding a major share in the net national product
generating gainful employment & growth of every organization depends on the quality of the
manpower,& its people improvement & utilization in suitable challenging jobs. Training and
development is an important aspect of proffessionalisation of our executive cadre. There is no
doubt that training and development can do lot for development of its personnel. Training and
Development can do lot for its personnel. Training and Development is an integral part of the
Human Resource Development HRD. It is an important tool for the organization. To sharpen
executive knowledge with the object of strengthening & profit maximization of the
organization.
116
In ALEMBIC PHARMA also training is very helpful towards organization and
employees. The employee attended training program of the company the were also benefited
by it in terms that their performance increased, also almost 70% of the employees also found
changes in terms of productivity i.e. they gained more professional knowledge also almost all
of them can discuss their needs with their superiors. We can therefore say, that training
programs discuss their needs with their superiors. We can therefore say, that training
programs are not only beneficial for the company but also beneficial for the employees
working and personal life.
Therefore training programs should be implemented in every organization for the survival in
the world and achievement of the objectives.
117
7. BIBLOGRAPHY
Books referred
C.R Kothari - Research Methodology
Beri – Marketing Research (Tata McGraw Hill) , 1993 , 2nd Edition
K Aswathappa , Human Resource and management, (Tata McGraw - Hill)