Nehal Project

8/4/2019 Nehal Project

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A

SUMMER INTERNSHIP REPORT

ON

EMPLOYEE SATISFACTION SURVEY IN CONTEXT OF CADILA

PHARMACEUTICAL LTD. (BRANDED FIELD FORCE) AHMEDABAD.

Dissertation Submitted to

L.J. Institute of Management Study

In requirement of partial fulfillment of

Masters of Business Administration (MBA)

2 year full time Program of Gujarat Technological University

By

Nehal Patel

Enrolment number: 107960592034

Submitted on:

14 th July 2011

Batch No.: 2010- 2012


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Acknowledgement

I humbly owe the completion of this dissertation work to the almighty whose love and

blessing will be with me every moment of my life.

Turning of aspiration in to realities when quality people are supportive of once effort.

It is delightful moment for me, to put into word all my gratitude to my esteemed guide

Prof. Dhara Shah, professor L. J. Institute of management study, Ahmedabad. And my co-guide

Mrs. Divya Bajpai, Assistant Manager, Strategic HR Cadila pharmaceutical Limited, Ahmedabad,

for their valuable guidance, keen interest, perennial inspiration and everlasting encouragement. I

shall forever remain indebted to her for having included in me a quest for excellence, a spirit of

diligence, perseverance and without her this work would not have seen the light of the day.

I am very specially thanks to Mr.Chirag Jain, Deputy Manager, Strategic HR, Cadila

Pharmaceutical Ltd., for the given me a guidance, support, encouragement for my work.I express my thanks to Mrs. Mugdha Mishra, Assistant Manager, Training & Development,

Strategic HR, Cadila Pharmaceutical Ltd. For their cooperation and useful discussion during the

course of this study.

I am very specially thanks to Ms. Arpita Vyas, Executive, Recruitment shell, Cadila

Pharmaceutical Ltd., for the given me a support & encouragement for my work.

Words are not sufficient to express my deepest love and appreciation to my affectionate,

beloved my parents and whole family.

Finally I consider this as an opportunity to express my gratitude to all the dignitaries who

have been involved directly or indirectly with the successful completion of this dissertation.


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Table of Content

Sr. No. Title Page No.

1 Introduction 02

2 Literature review 06

3 Industry & Company Profile 19

4 Objective of Study 29

5 Research methodology 30

6 Data analysis & Interpretation 32

7 Finding , Suggestion & Conclusion 46

8 Limitation of study 49

9 References & Notes 50

10 Annexure 51


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Employee Satisfaction Survey..

EXECUTIVE SUMMARY

This report provides an analysis and evaluation of the current situation of employees

satisfaction level in Cadila Pharmaceutical Ltd. Ahmedabad. Methods of analysis include

sampling technique and percentage method. In particular, the attrition rate of field force isvery high. Employees are not totally satisfied with their job.

The report finds the prospects of the company in its current position are not positive. The

major areas of weakness require further investigation and remedial action by management.

Recommendations discussed include:

Employees are not satisfied with current salary structure.

There is lack of Training & Development programme.

Activity are very less and sales pressure is very high

Employees dont get support from marketing and PMT department

The report also investigates the fact that the analysis conducted has limitations. Some of the

limitations includes: forecasting figures are not provided nature and type of company is not

known nor the current economic conditions data limitations as not enough information is

provided or enough detail i.e. monthly details not known results are based on past performances

not present

.....Summer Internship Report LJMBA - 1 -


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1. INTRODUCTION

The present project study is on Employee Satisfaction Survey in Cadila Pharmaceuticals

Limited at Ahmedabad . This study highlights the concept of employees satisfaction. The

significance of this study also identifies the prevailing measures adopted by Cadila pharma.com

to retain an Employee. This study also helps the company to analyze its strength and weakness

and to take proper corrective measures.

Cadila Pharmaceuticals Ltd. is a private company dedicated to human health culture since 1951.

It is one among the largest healthcare manufacturing groups in india i, headquartered at

Ahmedabad, in the state of Gujarat with Over the last five decades of equity in providing

affordable healthcare. Its operations spanning over 90 countries across the globe in USA,

JAPAN, EUROPE, SOUTH EASTASIA, AFRICA, MIDDLE EAST. Five manufacturing

locations in India confirming to cGMP standards and an overseas joint ventures in Ethiopia.



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1.1 EMPLOYEE SATISFACTION

What does the term Satisfaction imply to an employee? It implies nothing else than the

feeling of either being contended or non-contended on using a product.

Employee Satisfaction is a prerequisite for the customer satisfaction.

Enhanced employee satisfaction leads to higher level of employee retention.A stable and committed workforce ensures successful knowledge transfer, sharing, and creation

--- a key to continuous improvement, innovation, and knowledge-based total customer

satisfaction.

When companies are committed with providing high quality products and services; when

companies set high work standards for their employees; and when employees are empowered

through training and development, provided with knowledge and information, permitted to make

mistakes without punishment, and trusted; they will experience an increase in their level of

satisfaction at work.

This level of satisfaction can be enhanced further if teamwork and visionary leadership are

introduced.

Continuous improvement comes from the efforts of the empowered employees motivated

by visionary leadership. This is supported by the findings that empowerment and visionary

leadership both have significant correlation with employee satisfaction. Teamwork is also

supported by the findings. In addition, the study found significant correlation between employee

satisfaction and employees intention to leave.The success of a corporation depends very much on customer satisfaction. A high level of

customer service leads to customer retention, thus offering growth and profit opportunities to the

organization. There is a strong relationship between customer satisfaction and employee

satisfaction. Satisfied employees are more likely to stay with company and become committed

and have more likely to be motivated to provide high level of customer service, by doing so will

also further enhance the employees satisfaction through feeling of achievement. Enhanced

employee satisfaction leads to improved employee retention; and employee stability ensures the

successful implementation of continuous improvement and customer satisfaction. Customer

satisfaction will no doubt lead to corporate success and greater job security. These will further

enhance employee satisfaction. Therefore, employee satisfaction is a prerequisite for customer

satisfaction.



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1.2. FACTOR FOR EMPLOYEE SATISFACTION

1.2.1 Organization development

Shared mission or vision: In many organizations, employee doesnt know what is mission,

vision, objects. Building a corporate culture that requires employees to be an integral part of the

organization can be an effective way of getting the most from the talents or competencies

brought to the organization by each employee.

Feedback programs: These programs will help organization what is opinions of their

employees.

1.2.2 Work itself

You can increase job satisfaction by

Job rotation

Job enlargement: knowledge enlargement, task enlargement.

Job enrichment

1.2.3 Compensation and benefits

Policies of compensation and benefits are most important part of organization. But you should

build your policies at suitability not the best.

1.2.4 Appraisal program

You should build the proper evaluation and fair and encourage employees perform work.

1.2.5 Relationship with supervisors

Relationship with management is the key factor often happen dissatisfaction of employees. The

company should have policies to:

Management must be fair treated with staff.

Ready to help them.



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Full training for staff

Ready to listen and respond to employee.

1.2.6 Promotions and career development

Develop programs to promote all titles in the organization.

Develop training programs for employees

Build programs for career development of each title.

1.2.7 Build corporate culture

Build channel of communication in organization

Relationship with coworkers

Build sharing culture.

1.2.8 Working condition and environment

Build occupational health and safety program.

1.2.9 Improvement programs of employee satisfaction

HR department must have the monitoring methods for improvement programs of employeesatisfaction. Many organizations just do appraisal of employee satisfaction but not pay attention

to role of monitoring.

Build solutions to improve satisfaction

Training all level of management about the importance of satisfaction and methods to increase

satisfaction.

1.2.10 Employees by them self

Hiring the right employees:

Clearly defined and communicated employee expectations.



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2. REVIEW OF LITERATURE

2.1. Definition of employee satisfaction

Employee satisfaction is the individual employees general attitude towards the job. It is also an

employees cognitive and affective evaluation of his or her job.

2.2 Employee satisfaction five element model

Factors of employee satisfaction can follow five-element model

Compensation and benefit

promotions, training

work tasks

coworkers

supervisors

Or model includes factors as follows:

Interesting work

Appreciation of work

Job security

Good wages

Promotion/growth

Good working conditions

Personal loyalty

Tactful discipline

Sympathetic help with problems Preferred incentives

Flexi-timing

Telecommuting

Company paid vacations

Accident and health insurance benefits

Retired benefits.....Summer Internship Report LJMBA - 6 -


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Asset building loans

Company transport etc

2.3Factors influences to employee satisfaction

It can include factors as following:

2.3.1 Organization development factors

Brand of organization in business field and comparison with leading competitor.

Missions and Vision of organization.

Potential development of organization.

2.3.2 Policies of compensation and benefits factors

Wage and salary

Benefits

Rewards and penalties

2.3.3 Promotions and career development factors

Opportunities for promotion. Training program participated or will do.

Capacity of career development

2.3.4 Work task factors

Quantity of task

Difficult level of task

2.3.5 Relationship with supervisor factors

Level of coaching

Level of assignment for employee

Treatment to employee etc



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2.3.6 Working conditions and environment factors

Tools and equipment

working methods

Working environment

2.3.7 Corporate culture factors

Relationship with coworkers

Level of sharing etc

2.3.8 Competencies, Personalities and Expectations of employee factors

Competencies and personalities of employee are suitable for job? Expectations of employee are suitable for policies of organization?

2.4 Importance of employee satisfaction

Purpose / benefits of employee satisfaction include as follows:

2.4.1. Importance of employee satisfaction for organization

Enhance employee retention.

Increase productivity.

Increase customer satisfaction

Reduce turnover, recruiting, and training costs.

Enhance customer satisfaction and loyalty.

More energetic employees. Improve teamwork.

Higher quality products and/or services due to more competent, energized employees.



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2.4.2 Importance of employee satisfaction for employee

Employ will believe that the organization will be satisfying in the long run

They will care about the quality of their work.

They will create and deliver superior value to the customer.

They are more committed to the organization.

Their works are more productive.

2.5 Steps of implementing employee satisfaction:

2.5.1 Employee satisfaction study / research.

Each quarter, HR Manager reviews the information needed to determine the satisfaction of

employees based on the following basis.

Information and results of the survey times before.

Comments by company directors.

Proposal by HR staff and Department managers.

Other contents in the purpose of this process.

2.5.2 Develop evaluation plan:

Pursuant to the need to evaluate, HR Manager create a draft of content assessed in the form and

attached this procedure.

HR manager also discuss with other manager about content, method assessed. Then the draft

must be sent to director for approval.

Methods of appraisal also indicate clearly. You also use employee satisfaction survey software

for appraisal.

2.5.3 Transfer form to employees:

Pursuant to the plan was approved by Director, HR manager deployed to HR staff do the

following:



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Photo sufficient number of survey.

Preparing small envelope enough based on number of survey.

Preparing large envelope by department.

Deployment to Manager / Supervisors about survey plan.

Move the survey to department heads. Each employee will be received 01 form attached with

an envelope.

When employees complete the assessment, they must be closed envelope by pasting on it, send

to the department head.

Head of department is responsible for collecting envelope and then send to HR department.

2.5.4 Gather and analyze data:

Next time 3-5 days from the date of distributing survey, HR department is responsible for collecting survey and send it to director..

Based on the opinions of staff, Director of the company will assign people to enter and analyze

data.

Analysts are responsible to analyze survey data and preparation of reports.

Presentation of results to directors, department managers.

Communication of the results to employees through employees meeting, Company newsletters,

memoranda and feedback meetings conducted by trained leaders to clarify and identify issues.

Development of plans by department managers to respond to issues identified in feedback

sessions.

2.5.5 Implement improvement.

HR department is responsible for implementing improvement solutions, supervising result and

reporting result to director.

2.5.6 Deployment of procedure:

This document was distributed to Board of Directors, all departments.

Head of personnel is responsible for guiding the staff of this document (requires employees to

sign).



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The guidelines for staff to be in the minutes of instructions and procedures and training on

latest 1 week from the date of receiving the document.

2.6 How to maintain employee satisfaction?

You should remember that achieving results were difficult but keeping the results are more

difficult

To maintain employee satisfaction, you can use 2 solutions as follows:

2.6.1. Determining suitable frequency of appraisal

Appraisal frequency should be at least 3 or 6 months / time. This helps you regularly review

satisfaction trends of employees.

For some department, you should increase appraisal frequency for them because of lack of

management skills or unsuitable personalities.

Many organizations only perform appraisal satisfaction of employees 1 time per year, simply by

applying the standard management rather than the needs of the organization. This is a very long

time because the dissatisfaction of employees can occur at any time.

2.6.2. Implementation of feedback program regularly

You can not assess satisfaction of employees every month because it is very time-consuming. So

how you know the opinions of employees? You can implement the program on the response of

employees monthly or suddenly when a problem happened.

The feedbacks of the staff are their comments, attitudes about problems that will occur or has

occurred.

The feedback can conduct independent or attached to the assessment of the work monthly.



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2.7 How to improve employee satisfaction?

Employee attitudes typically reflect the moral of the company. In areas of customer service and

sales, happy employees are extremely important because they represent the company to the

public. Satisfaction, however, is not linked solely to compensation. Sure, a raise or benefits will probably improve employee contentment, at least temporarily, but small, inexpensive changes

can have a long-term impact.

Zappos.com CEO Tony Hsieh's book Delivering Happiness suggests that employers should

follow the science of happiness. The book stresses the importance of happy employees. Since the

publication of this New York Times Best Seller, Hsieh has expanded his message from to a bus

tour to an entire movement.

On her happiness project blog, Gretchen Rubin, author of The Happiness Project, identifies

seven areas to improve happiness in the workplace. While employees can tweak their habits to

improve happiness, employers can also make small changes to the seven categories. A little bit

of effort can lead to happy, efficient, and loyal employees.



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Seven Ways to Improve Employee Satisfaction:

2.7.1 Give Employees More Control

"Happiness is affected by [employee's] sense of control over their lives," says Rubin.Employers should look for ways to give employees more control over their schedules,

environment, and/or work habits. For instance, employers could offer alternative work schedules

such as flextime or telecommuting. Today's employees have demanding schedules outside of

work, and many workers appreciate a boss who considers work-life balance. Because every

person's obligations outside of work are different, customized schedules are a great way to

improve employee satisfaction.

Employers should also encourage employees to customize their workstations. This could include

dcor and/or equipment. This not only gives employees control over their work environments,

but it can ease personal barriers such as back pain or eyestrain. In addition, studies show that

certain colors or dcor can improve happiness. Employees will be able to create a place they

enjoy working in rather than being stuck in a bland office cubicle.

Another way to give employees a sense of control is to create employee-driven competitions

such as sales competitions. These activities put employees in control of their success. Each

employee can set personal goals, and they will feel a sense of accomplishment rather than

obligation.

Dig Deeper: How To Implement a Four-Day Workweek

2.7.2 Ease Commuting Stress

According to the U.S. Census Bureau, 86.5% of workers over the age of 16 drive towork, whether carpooling or driving alone.

"Bad commutes are a major source of unhappiness. People feel frustrated, powerless,

and stressed," states Rubin.



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Employers should consider ways to decrease commuting stress. For instance, employers could

stagger work times to avoid heavy traffic. Review beginning and ending times and determine if

the specific times or the amount of people arriving at each time can be adjusted. In addition,

review late arrival policies. If employees are severely reprimanded for arriving late, they will be

much more stressed during a bad commute and will arrive at the office miserable.

Another possibility is to offer telecommuting options. This eliminates the necessity of

commuting and allows employees to work where they are most comfortable. Telecommuting

also has a variety of benefits for the employer such as reduced costs.

Dig Deeper: Telecommuting By Numbers

2.7.3 Stop Wasting Time

Tight deadlines are other major sources of stress for many employees. Employers can

ease this stress by freeing up more time. For instance, employers can make meetings shorter and

more efficient. Consider tricks that sound silly but are actually effective such as having a

meeting with no chairs. People will be more likely to stick to the necessary agenda when they

have to stand the entire meeting.

Whenever possible, substitute conference calls for meetings. To reduce unnecessarychitchat, make calls before lunchtime or at the end of the day. People will want to cut to the

chase, so they can go to lunch or get home.

Another idea is to create organizational systems that improve efficiency. Clutter and

confusion are major time zappers. Organized offices and systems ease stress, save time, and

increase productivity.

Dig Deeper: Time Management Tips

2.7.4 Encourage Social Connections

Socialization is a key component of happiness. "Interacting with others gives people a

boost in mood surprisingly, this is true even for introverts," writes Rubin.

Employers should find ways to encourage social relations. Consider an office



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arrangement that fosters communication. Arrange workstations so employees can see each other

and talk.

Employers can also encourage office celebrations for holidays and birthdays. These

celebrations do not need to be expensive. It can be as simple as asking everyone to bring in a

covered dish. Even when there is no reason to celebrate, encourage employees to eat lunch

together. Provide a comfortable eating area.

Socialization is not limited to office hours. Encourage out of office socialization such

as volunteer programs. This gives employees a change to develop relationships outside of the

office while promoting the company in a positive way. Community service is a great way to

build a positive reputation, and it is a happiness booster for employees.

"Those who work to further causes they value tend to be happier and healthier,

experience fewer aches and pains, and even live longer," says Rubin.

Dig Deeper: How to Start a Volunteer Program

2.7.5 Promote Good Health

Poor health is not only damaging to employees, it is detrimental to businesses.

"Corporations pay a heavy cost for stress-related illnesses, such as hypertension, gastrointestinal problems, and substance abuse," says Rubin.

"Up to 90% of all doctor visits in the United States are for stress-related illnesses,"

according to Dr. Mehet Oz of the Dr. Oz Show.

Chronic stress has a variety of negative side effects such as weight gain, lower immune

system, increased risk of disease, and fatigue. Employers should encourage employees to reduce

stress levels and improve their overall health.

The first step is to educate employees on health topics. Provide reading materials or

offer seminars. People can't make positive changes if they don't know what to change.

Once employees know about health topics such as stress, exercising, and healthy

eating, start a health related competition such as the Biggest Loser. This offers employees.....Summer Internship Report LJMBA - 15 -


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Rubin.

Employers should look for small ways to surprise employees. For instance, you can

occasionally bring in a special treat such as coffee or baked goods. Small gestures show

employees that you appreciate their time.

Another idea is to host an office party for a quirky holiday. Employers could even

allow employees to create a holiday. Again, this does not need to be expensive. The keys are

breaking up the routine of the workweek, promoting socialization, and demonstrating your

appreciation.

Also consider an office give-away. You can hold a raffle or competition to motivate

employees. The prize can be as simple as a gift card or as extravagant as a vacation.

If you don't think you need to improve employee satisfaction, read all the commentsfrom dissatisfied employees on message boards such as Yahoo.

One user states, "I believe companies want good employees that work hard and are loyal

but they will never get this because of the way they treat their employees."

Prove these disgruntled employees wrong. Be the best boss you can be and strive to

improve happiness in the workplace. Your extra effort may just lead to a better a business.

Dig Deeper: Letting Employees Battle It Out

2.8 Methods of employee satisfaction

There are five method of employee satisfaction

2.8.1. Job Descriptive Index (JDI)

Job Descriptive Index is a scale used to measure five major factors associated with job

satisfaction: Work itself, Supervision, Pay, Promotion, Co-workers. The JDI was first introduced

in 1969 and since then has been used by over 1,000 organizations in many sectors.



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2.8.2. Job in General Scale (JIG)

Job In General Scale is a method of employee satisfaction and developed as a global measure of

job satisfaction.

JIG is similar to JDI, it introduced 1969 by Smith, Kendall, & Hulin, was modified in 1985 by

the JDI Research Group.

2.8.3. Minnesota Satisfaction Questionnaire (MSQ)

The Minnesota Satisfaction Questionnaire (MSQ) is designed to measure an employees

satisfaction with their particular job.

Method includes 100 items measuring 20 facets of job satisfaction.

There are three version are available: two long forms (1977 version and 1967 version) and a

short form.

2.8.4. Satisfied / dissatisfied method

In this method, you just send question forms that include:

What is good thing in our company?

What is not good one in our company?

This method is suitable for emergency events and you need result in a short time.

2.8.5. Interview method

This method is used for:

Review all data collected from other method..

Review key person.

Author: Davi Ngo, hrvinet.com



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3. INDUSRY & COMPANY PROFILE

THE INDIAN PHARMA SUTICAL WORLD

The Indian pharmaceutical industry today is in the front rank of Indias science based

industry with the wide ranging capabilities in the complex field of drugs manufacture and

technology. A highly organized sector. The Indian pharma industry is estimated to be worth $ 4.5

billion, growing at about 8 to 9 percent annually. It ranks very high in the world, in terms of

technology, quality and medicines manufactured. Form simple headache pills to sophisticated

antibiotics and complex cardiac compound, almost every type of medicine is now made

indigenously.

Playing a key role in promoting and sustaining development in the vital field of

medicines, Indian Pharma industry boasts of quality producer and many unit approve by

regulatory authorities in USA and UK. International companies associated with this sector have

stimulated, assisted and spearheaded this dynamic development in the past 53 years and helped

to put India on the pharmaceutical map of the world.

The Indian pharmaceutical sector is highly fragmented with more than 20000 registered

units. It has expanded drastically in the last two decades. The leading 250 pharmaceutical

companies control 70% Markey with market leader holding nearly 7% of the market share. It is

an extremely fragmented market with sever price competition government price control.

The pharmaceutical industry in India meets around 70% of the countrys demand for bulk

drugs, drugs intermediate s, pharmaceutical formulations, chemicals, tablets, capsules, orals and

indictable. There are about 250 large unit and about 8000 small scale units, which from the core

of the pharmaceutical industry in India (including 5 public sector units). These unit produce the

complete range of pharmaceutical formulation i.e. medicines ready for consumption by patients.....Summer Internship Report LJMBA - 19 -


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and about 350 bulk drugs, i.e. chemicals heaving therapeutic value and used for production of

pharmaceutical formulations.

Following the de- licensing of pharmaceutical industry, industrial licensing for most of

the drugs and pharmaceutical products has been done away with. Manufacturers are free to

produce any drug dually approved by the Drug control authority. Technologically strong and

totally self reliant, the pharmaceutical in India have law cost of production, law R & D costs,

innovative scientific manpower, strength of national laboratories and an increasing balance of

trade. The pharmaceutical industry, supported by intellectual property protection regime is well

set to take on the international market.



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COMPANY PROFILE

Name: Cadila pharmaceuticals Ltd.

Cadila pharmaceutical Ltd. Is one of the Largest privately held pharmaceutical company in India;

headquarter at Ahemedabad, in the state of Gujarat. Over the last five decades, It has been

developing and manufacturing pharmaceutical products and selling and distributing these in over 50 countries around the world.

An integrated healthcare solutions provider with pharmaceutical product basket, it caters to over

50 therapeutic areas that include:

Cardiovascular

Gastrointestinal

Analgesics

Haematinics

Anti-infectives and antibiotics

Respiratory agents

Antidiabetics and immunological

The company focuses on providing high quality, appropriately priced products to its customers

and supporters. All these with dedicated customer service. Cadila pharmaceuticals has a

multicultural workforce of more than four thousand employees including over two hundred

people outside India in forty-nine countries of Africa, CIS, Japan and USA.



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FOUNDER DIRECTOR

Mr. Indravadan A. Modi, B.sc (Tech) is a founder director of the erstwhile Indian pharmaceutical

major Cadila, restructured as Cadila pharmaceuticals Limited since June 1995.

Presently he is a chairman of Cadila pharmaceutical Ltd., chairman of casil health products Ltd.,chairman of karnavati Engineering Ltd., and chairman of Indian research Manifestation

Laboratories (P) Ltd., (IRM Labs), Director Green Channel Travel services, Director IRM

investments Pvt. Ltd. And trustee of IRM Trust.



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VISION OF CADILA

Vision is to be a leading pharmaceutical company in India and to become a significant global

player by providing high quality, affordable and innovative solutions in medicine and treatment.

MISSION OF CADILA

Mission is to discover, develop and successfully market pharmaceutical product to prevent,

diagnose, alleviate and cure diseases.

Provide total customer satisfaction and achieve leadership in chosen markets, products and

service across the globe, through excellence in technology, based on world class research and

development.

Responsible to the society. To be good corporate citizens and will be driven by high ethical

standard in practices.

Research & Development

Spread over more than 1, 05,000 sq. ft. area, Cadila Pharmaceuticals R & D facilities,

recognized by the Department of Science & Technology, Government of India, are manned by a150-strong scientists pool.

A centralized Quality Control & Analytical Research Laboratory has been set up to meet

the domestic and international quality standards. The Company has expanded operations by

building further on already existing set-up by investing in new premises, to include modern,

state-of-the-art amenities.

One of the few companies in the country carrying out collaborative research, Cadila

Pharmaceuticals taps the best scientific talent in the country and has collaborations with more

than 30 leading Research and Development centers in India.

At Cadila pharmaceuticals, Research and Development forms the core of all the

initiatives in the realm of Biotechnology, APIs, Formulations, Plant tissue culture,



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photochemistry, etc. This strong R & D forms the backbone of state-of-the-art manufacturing

facilities at:

Dholka

Ankleshwar

Kadi

Hirapur

Samba in Jammu & Kashmir

And Addis Ababa in Ethiopia.

TO THE WORLD FROM CADILA PHARMACUTICAL

Worlds first Sparfloxacin Eye drops (scat Eye Drops)

Worlds first parenteral formulation of Rabeprazole (Rabeloc I.V.)

Worlds first probiotic combined with anti-infective agent (Symbiotic)

Worlds first manufacturer of a unique immunomodulator (IMMUVAC)

Worlds first whole blood, rapid HIV detection kit (NEVA HIV)

MILESTONES

Today, Cadila is proud of its achievements

State of the art formulations manufacturing facility, built to the exacting specifications of USFDATGA, MCA & MCC.

One of the best R & D setup in the country, manned by a 150 strong scientists pool.

Strong formulation development base.



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A host of biotech products launched including many first in India.

Worlds first manufacturer of immuvac a unique immunomodulator .

USFDA approvals for fluoxetine & Ethambutol manufacturing facilities.

ISO 9002 approved bulk actives (APIs) manufacturing facility, offering facilities for contract research.

Asias only manufacturer of SULFOLANE (Tetramethylene sulfolane).

Significant global presence.

Leadership in domestic Marketing and distribution Management.

Leader in Indian generics market.

DIVERCIFICATIONS

Hospitals disposable including fiberglass Casting tape for the first time in India.

Diagnostics

Laboratory chemical

Pharmaceutical Machinery manufacturing.

Animal health formulation & feed supplements

Agro business : plant tissue Cutler and Bio-fertilizers

Travel business

Strategic business Alliances with world leaders



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MARKETING DIVISION

Following is an Introduction to different division under branded strategic business unit:

Magna

Magna is a multi-specialty division. It maps general practitioners, consulting physicians,

surgeons, cardiologists, gastroenterologists, gynaecologists, paediatricians and nephrologists.

Magna's portfolio primarily covers gastroenterology, cardiology, gynaecology and others.

Magna's major brands are 'Aciloc', 'Rabeloc', 'Cadilose', 'Envas', 'Losium', 'Caditor', 'Calcirol',

'Haemup', 'LMX', 'LMX forte', Levocide, and 'Fludac'.

Maxima

Maxima is a multispecialty division. Its portfolio covers respiratory inclusive of ENT, chest (anti

tuberculosis), dentistry, anti-infectives and orthopaedic therapies. Maxima targets ENT

specialists, chest physicians, dentists, paediatricians, orthopaedicians and surgeons. Major brands

of this division are 'Lorfast', 'Vasograin', 'Symbiotik', 'Mycobutol', 'P-Zide', 'Amdepin', 'Emvit

Plus', 'Cuga', and 'Immuvac'. 'Immuvac' is a unique immuno-modulator that has various

applications including reducing duration of therapy for treatment of multi drug resistant

tuberculosis, and multibacillary leprosy. The division also has certain superspecialty brands like'Halonix' for orthopaedics.

A special task force for ophthalmology 'OTF' operates as a sub-unit of this division focusing on

opthalmologists with brands like 'Scat', 'Loptame', 'Gatt', and 'Visial' among others.

Volta

Volta is a super-specialty division. Its portfolio covers cardiology, diabetology, endocrinology,

gastroenterology, nephrology, and critical care. The division adopts three therapeutic approaches,

viz., cardiac therapy, diabetic therapy, and critical therapy. Major brands of this division are

'Nodon', 'STPase', 'Teli', 'Envas IV', 'Glyloc', 'Glista', 'Caditor', 'Humstard'.



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Oncocare

Oncocare division markets products that manage and treat cancer and tumours. Oncocare is

expanding in haematology segment to emerge as a complete division providing medicines for

treatment of solid tumour and haematological malignancies. Oncocare's major brands are

'Cadigran', 'Caditrex', 'Karplat', 'Paclicad', 'Posid', 'Kinaplat', 'Cadria L', 'Docecad', 'Filcad',

'Platin' and 'Recovarin'.

Magna XL

Magna XL division's objective is to increase reach and penetration in rural market. Magna XL

aims to make available quality medicines at affordable prices to people living in interior towns

and villages. Magna XL's portfolio covers general practitioners, consulting physicians,

pediatricians, and gynaecologists. Magna XL's thrust brands are 'Nuflam', 'Haem up', 'Tummy

Ease', 'Happytizer', 'Lactoceff', 'Anstisept', 'Hepasave', 'LMX', 'Wormin A', and 'Fleximuv'.

Generic

Generic is a wing of pharma business. The wing covers almost all therapeutic segments. Generic

directly deals with stockists primarily, and retailers and dispensing doctors secondarily through

super distributors. A major chunk of business and promotion focuses mainly on stockists.Generic has three sub divisions, namely, 'Generic', 'Genvista' and 'Genstar'. Generic's major

brands are 'Ciprodac', 'DPhesic', 'Dexasone', 'Famonext', 'Demisone', 'Campicillin', 'Oritaxim

Inj.', 'Mokcan' and 'Cotrimoxazole DS'.

Vetnova

Vetnova is animal healthcare division. It is one of the earliest and most reputed concerns in

animal healthcare. At present Vetnova happens to be one of the fastest growing enterpises

harnessing the opportunities across the market. A team of more than 100 people takes a wide

range of our brands pertaining to cattle, poultry and canine into the remotest corners of India.

While some of Vetnova's brands like 'Cal D Plus DS', 'Onfeed' and 'Cal D Min' are household

names, other brands like 'Nolapse' (for prelapse) and 'Endotrin (Embolic)' are innovative



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offerings of Vetnova. The division is on the path to growth and intends to take its brands beyond

the borders

CHAMPION BRANDS

ENVAS

Cadila Pharmaceuticals makes India's No.1 ACE inhibitor, Envas, which has been listed among

the country's top 50 Pharma Brands, across all categories.

Other CPL brands in top 300 brands of Indian Pharmaceutical Industry are Aciloc and

Haem-Up.

ACILOC

A Ranitidine preparation, Aciloc is one of India's best selling brands in this category.

LMX, SYMBIOTIK, CLAX

Antibiotics with live Lactobacilli combination, LMX, SYMBIOTIK, CLAX are the first brands

of its kind in India, for which Cadila Pharmaceuticals has applied for a worldwide patent. This

unique innovation has already been granted Indian, UK and US, Eurasian & Sri Lankan patents.

RABELOC, ACILOC RD, ZASO, MIXULIN, MONTELAST AND NODON

are some of the best selling brands in their categories.

CPL is the first company in India to introduce RABEPRAZOLE and FOSINOPRIL

formulations.



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4. Objectives of the study

The study is conducted with the following objectives:

1. To discover the various expectations that determine the satisfaction level of

employee

2. Identify job satisfaction levels

3. Measure employee perceptions of the work environment

4. To rank the factors according to the importance

5. To measure the level of satisfaction of employees with respect to the company.

6. Identify areas of strength and opportunities for improvement



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5. RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the research problems. It is the scientific

steps that are generally adopted by the research in studying his problem along with the logic

behind them. The advanced learners dictionary of current English lays down the meaning of research as a careful investigation or inquiry especially through search for new facts in any

branch of knowledge.

Research Design Data Collection Sampling Techniques Tools for Analysis

5.1 RESEARCH DESIGN

Research design contains:- A clear statement of research problem. Procedure and techniques to be used for gathering information. Population to be studied and Methods to be used in processing and analyzing data.

5.2 SAMPLING DESIGN

A sample design is a finite plan in obtaining a sample from a given population. It refers

the techniques or procedure the researcher would adopt in selecting items for the sample. The

probability sampling design offers every item of the population equal chance of inclusion in the

sample

5.2.1 POPULATION

Population gives the total number of employees present in the organization. The total

population under study is around 408 employees.



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5.2.2 SAMPLING TECHNIQUE

The method of selecting a portion of the universe for the study with a view to draw a

conclusion about the universe/population is known as sampling.

5.2.3 SAMPLING DESIGN (Simple random sampling)In the simple random sampling, more commonly known as simple random sampling,

every element in the population has a known and equal chance of being selected as a sample. The

respondent has different type of characteristics and spread across various groups. Standard form

of appraisal is being used irrespective of the class of the employees, so everyone knows about

the system. Each and every employee has something to contribute towards the study. The

employees have been selected from the list randomly.

5.2.4 SAMPLE SIZE

In this study also convenience sampling is applied. The sample size of the study is 228

employees.

5.2.5 AREA OF THE STUDY

The area of study is field force at Cadila pharmaceutical Ltd. Ahmedabad.

5.3 DATA COLLECTION

The data collected by the researcher were purely based in the primary data and was less

dependent on secondary data.

5.3.1 PRIMARY DATA

The primary data was collected through a structured questionnaire.

5.3.2 SECONDARY DATA

The secondary data was collected from personal department files and records, company

broachers, magazines and journals.



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6. DATA ANALYSIS

Data analysis was done using percentage analysis and statistical tools .

6.1 RESPONSE ANALYSIS

Questionnaire Administered on126 Field Force Employees

Response Received From: 74 (58.7%)

Survey Response Status

Division Total Received Percentage

Volta 24 22 91.7Maxima 28 22 78.6

Vetnova 12 6 50.0

Generic 17 7 41.2

Oncocare 26 12 46.2

Magna 5 4 80.0

Derma 14 1 7.1

Total 126 74 58.7



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6.2 Responses Received

Que /Ans1

(StronglyAgree)

2(Agree)

3(Partially

Agree)

4(Partially

Dis-Agree)

5(Strongly

Dis-Agree)

Q1 43 25 0 0 0

Q2 11 39 15 1 2

Q3 27 33 7 1 0

Q4 11 27 14 5 11

Q5 24 31 7 2 4

Q6 16 32 13 5 2

Q7 15 28 17 3 2

Q8 33 27 3 1 2

Q9 23 33 9 0 1

Q10 13 39 10 3 1

Q11 15 30 11 4 6

Q12 21 32 6 1 4

Total 252 376 112 26 35



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6.3 GRAPHICAL QUESTIONNAIRE ANALYSIS

Q1) I know what is expected of me at work

S. NO PARTICULARS

NO. OF

RESPONDENTS

AVG OF

RESPONDENTS1 Strongly Agree 43 63.2%2 Agree 25 36.8%3 Partially Agree 0 00.0%4 Partially Disagree 0 00.0%5 Strongly Disagree 0 00.0%

TOTAL 68 100%

63.20%

36.80%

0.00% 0.00% 0.00%0%

10%

20%

30%

40%

50%

60%

70%

R e s p o n d e n t s

StronglyAgree

Agree PartiallyAgree

PartiallyDisagree

StronglyDisagree

Perticulars

INTERPRETATION

From the above table it can be inferred that 63.2% of the respondents are strongly agree

that they know their work. 36.8% respondents agree that they know their work.0.0% of

respondents are partially agree, 0.0% respondents are partially disagree and 0.0% of respondents

are strongly disagree with the statement.



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Q2) I have the materials and equipment I need to do my work right

S. NO PARTICULARS

NO. OF

RESPONDENTS

AVG OF

RESPONDENTS

1 Strongly Agree 11 16.2%2 Agree 39 57.3%3 Partially Agree 15 22.1%4 Partially Disagree 1 1.5%5 Strongly Disagree 2 2.9%

TOTAL 68 100%

16.20%

57.30%

22.10%

1.50% 2.90%0%

10%

20%

30%

40%

50%

60%


Strongly

Agree

Agree Partially

Agree

Partially

Disagree

Strongly

DisagreePerticulars

INTERPRETATION

From the above table 16.20% respondents strongly agree that they have the material and

equipment they need to do their work while 57.3% of respondents are agree that they have

enough material for work.22.10% of respondents are Partially agree, 1.5% of respondents are

Partially disagree and 2.9% of respondents are strongly disagree that they have no material and

equipment they need to do their work.



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Q3) At work, I have the opportunity to do what I do best every day

S. NO PARTICULARS

NO. OF

RESPONDENTS

AVG OF

RESPONDENTS


TOTAL 68 100%

39.70%

48.50%

10.30%

1.50% 0.00%0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%


Strongly

Agree

Agree Partially

Agree

Partially

Disagree

Strongly

DisagreePerticulars

INTERPRETATION

From the above table 39.7% of the respondents are strongly agreed that they have the

opportunity to do what they do best everyday while 48.50% of the respondents are agreed.

10.30%are partially agree, 1.50% are partially disagree. While no one can disagree with the

statement.



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Q4) In the last seven days, I have received recognition or praise for doing good

work

S. NO PARTICULARS

NO. OF

RESPONDENTS

AVG OF


TOTAL 68 100%

16.20%

39.70%

20.60%

7.30%

16.20%

0%

5%

10%

15%

20%

25%

30%

35%

40%


StronglyAgree


PartiallyDisagree

StronglyDisagree

Perticulars

INTERPRETATION

From above graph show that 16.20% of the respondents are strongly agree that in last seven

days they received recognition or praise for doing good work and 39.70% are agree while

20.60% of respondents are partially agree, 7.30% are partially disagree and 16.20% of

respondents are strongly disagree.



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Q5) My superior, or someone at work, seems to care about me as a person

S. NO PARTICULARS

NO. OF

RESPONDENTS

AVG OF


TOTAL 68 100%

35.30%

45.60%

10.30%

2.90%5.90%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%


StronglyAgree


PartiallyDisagree

StronglyDisagree

Perticulars

INTERPRETATION

The above graph shows that 35.30% of respondents are strongly agree that their superior

or someone at work seems to care about them as a person and 45.60% are agree. While 10.30%

are partially agree, 2.90% are partially disagree and5.90% of the respondents are strongly

disagree with the above question.



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Q6) There is someone at work who encourages my development

S. NO PARTICULARS

NO. OF

RESPONDENTS

AVG OF


TOTAL 68 100%

23.50%

47.10%

19.10%

7.40%

2.90%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%


StronglyAgree Agree PartiallyAgree PartiallyDisagree StronglyDisagree

Perticulars

INTERPRETATION

The above table and graph show that 23.50% of the respondents are strongly agree that

there is someone at work who encourages their development in company and 47.1% are agree

with the statement while 19.10% of respondents are partially agree, 7.40% are partially disagree

and 2.90% of respondents are strongly disagree.



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Q7) At work, my opinions do seem to count

S. NO PARTICULARS

NO. OF

RESPONDENTS

AVG OF

RESPONDENTS


TOTAL 65 100%

23.10%

43.10%

26.10%

4.60%3.10%

0%

5%

10%

15%

20%

25%

30%

35%

40%45%


Strongly

Agree

Agree Partially

Agree

Partially

Disagree

Strongly

Disagree

Perticulars

INTERPRETATION

From above table the result is 23.10% of the respondents are strongly agreed that their opinion

seem to count at work and 43.10% are agree with statement. 26.10% of respondents are partially

agreed, 4.60% are partially disagree and 3.10% of the respondents are strongly disagree.



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Q8) The mission/purpose of my company makes me feel my job is important

S. NO PARTICULARS

NO. OF

RESPONDENTS

AVG OF

RESPONDENTS


TOTAL 66 100%

50.00%

41.00%

4.50%1.50% 3.00%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%


Strongly

Agree

Agree Partially

Agree

Partially

Disagree

Strongly

DisagreePerticulars

INTERPRETATION

The above graph shows that 50.0% of the respondents are strongly agree that the

mission/purpose of the company make them feel their job is important and 41.0% are agree.

4.50% of the respondents are partially agreed, 1.50% are partially disagree and 3.00% of the




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Q9) My associates (fellow employees) are committed to doing quality work

S. NO PARTICULARS

NO. OF

RESPONDENTS

AVG OF


TOTAL 66 100%

34.90%

50.00%

13.60%

0.00% 1.50%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%


StronglyAgree


PartiallyDisagree

StronglyDisagree

Perticulars

INTERPRETATION

From above table and graph result is that 34.90% of the respondents are strongly agree

that their associates are committed to doing quality work in the organisation and at same thing

50.0% of respondents are agree. While 13.60% of respondents are partially agreed, 0% is partially disagree and 1.50% of respondents are strongly disagree.



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Q11) in the last six months, someone at work has talked to me about my

progress

S. NO PARTICULARSNO. OFRESPONDENTS

AVG OFRESPONDENTS


TOTAL 66 100%

22.70%

45.40%

16.70%

6.10%9.10%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%


StronglyAgree


PartiallyDisagree

StronglyDisagree

Perticulars

INTERPRETATION

The above data give the output that 22.70% of the total respondents are strongly agree

that In last six month , someone at work has talk to them about their progress and 45.40% are

agree with that. 16.70% of respondents are partially agree, 6.10% are partially disagree and

9.10% are strongly disagree.



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Q12) In the last year, I had opportunities at work to learn and grow

S. NO PARTICULARS

NO. OF

RESPONDENTS

AVG OF


TOTAL 64 100%

32.80%

50.00%

9.40%

1.60%6.20%

0%

5%

10%

15%

20%

25%

30%

35%40%

45%

50%


StronglyAgree


PartiallyDisagree

StronglyDisagree

Perticulars

INTERPRETATION

The above graph show that 32.80% of the respondents are strongly agree that in the last

year, they had opportunities at work to learn and grow and 50.0% are agree with the same. While

9.40% of respondents are partially agree, 1.60% are partially disagree and 6.20% of the




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7. FINDINGS, SUGESION & CONCLUSION

7.1 FINDINGS

The analysis and interpretation of the collected information gave the following findings. Employees are not satisfied with current salary structure.

There is lack of Training & Development programme.

Activity are very less and sales pressure is very high

Employees dont get support from marketing and PMT department

Employees are required more and more scientific activities like conferences, Workshop

and input to enhance their competency.

High requirement of daily allowances and transport allowances from Employees. Employees not get any Recognition or Praise For Good Work

Superiors are not giving their support to employees.

There is no Availability of Material and Equipment for work.



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7.2 SUGESTION Refresher training courses to be organized, Frequency of such refresher courses to be

deliberated

Develop Career growth Model for employees.

Celebration of Success Immediate Superior to initiate, Involvement of Family incelebration of Success

Review of all Policies once in two years

Give good salary and performance rewards on the basis of employees performance

Performance appraisal system should be developing with clear direction to the field.

Involve employees in strategy planning.

Conduct cultural programs to the field staffs(once in a year)

To improve Strategies at HO level and maintains commutation channel also. Give open environment to employee.

Try to know motivating and demotivating factors of employees



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7.3 CONCLUSION

The employees of any organization are its life blood, without doubt. With the dawn of

this realization upon the present day business organizations, there appears to be a major shift

towards human resource management. In fact, the employees of today are encouraged to participate in the major decisions and thus play a vital role in the management of the firm. The

performance of the organization depends on the efficiency that its employees exhibit. Hence it is

of crucial importance that employees satisfaction with their job.

Research shows that satisfied, motivated employees will create higher customer

satisfaction and in turn positively influence organizational performance. Convenient work

location, working with young people, opportunities for promotion and career prospects, fair

salary, good policies, job security and dynamic working environment are few attributes which

are critically important from the view point of most of the employees.

Employees have an overall satisfaction is 77% which indicates that the employees are

relatively satisfied with the various services being catered by the company as against their

important.



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8. LIMITATION OF STUDY It cannot be generalized to any other organization.

There may be personal bias in the information provided, as some employees like to

underestimate or appreciate their organization. The results and findings are confined to a limited area.

Employees have to answer the questionnaires amidst their hectic schedule of work.

Employees did not reveal accurate information so there is a problem of availability of

data.

There is a chance of bias in the information provided by the respondents and lack of

cooperation from the part of employees

Respondents were found hesitant in revealing opinion about supervisors andmanagement.

Confidentiality of the management is the strongest hindrance to the collection of data and

scientific analysis of the study.



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9. REFERENCES & NOTES

BOOKS Human Resource Management. By S. Seetharaman & B. Venkateswara Prasad, Scitech

Publication, 2007.

Kothari, C.R., Research Methodology - Methods & Techniques , New Delhi, New Age

international (P) Ltd., Publishers, Second Edition,2004.

Statistical Methods for Management, By P.N. Arora & S.Arora New Delhi, Sultan

Chand & Sons Publishers, 2005.

Organization Structure & Behavior By Luthans.

WEBSITE

http://www.wikepedia.in

http://justarticles.com

http://www.cadilapharma.com

http://www.wikepedia.in/http://justarticles.com/http://www.cadilapharma.com/http://www.wikepedia.in/http://justarticles.com/http://www.cadilapharma.com/


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10. ANNEXURE

EMPLOYEE SATISFACTION SURVEY QUESTIONAIRRE

Survey of Employee satisfaction conducted in Cadila Pharmaceutical Ltd. Ahmedabad.

Name:

Dept:

Evaluation criteria (please select the relevant answer according to following scale):

1. Strongly agree

2. Agree

3. Neutral4. Disagree

5. Strongly disagree

Q1) I know what is expected of me at work

Strongly Agree Agree Partially Agree

Partially Disagree Strongly Disagree

Q2) I have the materials and equipment I need to do my work right



Q3) At work, I have the opportunity to do what I do best every day





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Q4) In the last seven days, I have received recognition or praise for doing good work



Q5) My superior, or someone at work, seems to care about me as a person



Q6) There is someone at work who encourages my development



Q7) At work, my opinions do seem to count



Q8) The mission/purpose of my company makes me feel my job is important



Q9) My associates (fellow employees) are committed to doing quality work





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Q10) I have a best friend at work



Q11) In the last six months, someone at work has talked to me about my progress



Q12) In the last year, I had opportunities at work to learn and grow



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