Training and Development

PROJECT REPORT ON TRAINING AND DEVELOPMENT FROM TPL, BADDI

Not just healthcare….lifecare

A

PROJECT REPORT ON TRAINING & DEVELOPMENT

Submitted to Himachal Pradesh UniversityIn Partial Fulfilment Of Requirement

For The Degree OfMaster Of Business Administration

INSTITUTE OF ENGINEERING AND EMERGING TECHNOLOGIES

BADDI, DISTT. SOLAN (H.P.)



Contents

Serial No. Particulars Page No.1) Preface III2) Acknowledgement IV3) Introduction of the project 54) Company profile 6-235) Introduction to training and development 24-456) Training and development in torrent 46-597) Objectives of the study 608) Research methodology 61-639) Limitation of the study 6410) Analysis and interpretation 65-7911) Findings and evaluation 8012) Recommendations 8113) Conclusion 8214) Summary 8315) Annexure 84-8616) Bibliography 87

INSTITUTE OF ENGINEERING AND EMERGING TECHNOLOGIES 2


PREFACE

Training and development is an integral part of a managerial work. It is his

subjective judgment of an individual’s ability to do something. Training takes

place in many forms. Nevertheless it remains as any other basic human activity.

And like these basic human activities it is very difficult to comprehensively

comprehend the training activity. It is more difficult to regularize it in the form of

an operational system.

The prime objective in converting a basic human activity into a regular system is

that a system has the virtue of “further use”. The system can be put to use in

making further development decisions.

Management courses without practical training are incomplete. Theoretical

studies in the classrooms are not sufficient to understand various activities,

problems, and happenings in any industry.It is very necessary to have knowledge

and awareness of the rules and procedures of the organization.

The objective being to recommended improvement in environment & technique

used. Finally the methodology, sample, tools, used & data collection method

adopted for the accomplishment of the objective was to assess the existing

system & comparable the reference to standard text.

I am highly indebted to the

(Mr. Agosh Gopalan,AGM,H.R )

(Mr. Raman Angra, A. Manager H.R)

(Mr. Ajeet Chaubey, Executive H.R)

& staff in the Torrent Pharmaceutical limited, Baddi (H.P) for their kind & extended corporation.

3



ACKNOWLEDGEMENT

I take this opportunity to express my deep gratitude to all those who helped me in

the completion of this study. This work is the result of direct and indirect

cooperation of various persons to whom, I wish to express my appreciation and

gratitude.

The HR Department is the team of qualified work force which takes care of every

operation of the company. They are very cooperative and link as a healthy link

with the company’s other departments. The other departments also help me to

accomplish my project.

It is my proud prerogative to place on record my sincere thanks to Mr. Agosh

Gopalan (Asst. General Manager HR), Mr. Raman Angra (Asst. Manager HR),

Mr. Ajeet Chaubey (HR Executive) and Department who helped me in my

project. I would like to thank them for their guidance. My special thanks to the

employees and staff members of Torrent Pharmaceuticals Limited who gave

me full cooperation in completing my project.

I would like to extend my sincere thanks to Dr O.N. Kapoor (HOD, IEET) Baddi

distt. Solan for their support in my project work.

Last but not the least I would like to thank GOD for bestowing me with enough

courage and determination to complete this project.



INTRODUCTION OF THE PROJECT

This project has been undertaken by me to judge the Training and Development

programs taking place at Torrent Pharmaceuticals Limited. I have been assigned the

project on various training and development programs provided to the workers &

employees of Torrent Pharmaceuticals Limited. Training and Development programs are

an important facet of industrial relations, the extra dimension, giving satisfaction to the

workers and thereby increasing skills of the workers.

Training may be defined as a planned programme designed to

improve performance and bring about measurable changes in knowledge, skills,

attitude and social behavior of employee. Thus we can say that Employee training

is a short term process utilizing a systematic and organized procedure by which

non-managerial personnel learn knowledge and skill for a definite purpose.



COMPANY PROFILE

TORRENT PHARMACUETICALS LTD. ORGANISATION PROFILE

The history of Torrent is the story of the struggle and success of its founder

against great odds in giving shape to his cherished goal of establishing a

pharmaceutical company of global repute.

In 1959, Trinity Laboratory commenced its functioning in a small way. The turning

point was the commencement of manufacturing of psychotropic drugs, in the

1970's, with which Torrent got recognition world over, and its name was changed

to Torrent Laboratories. In 1989, its sales growth propelled a new modern, state-

of-the-art facility at Indrad.

It all began with the toil of one enterprising individual, Shri. U.N. Mehta, when he

ventured on his own to create history in the Indian pharmaceutical industry by

implementing successfully the concept of niche marketing. His journey,

characterized by ups and downs, reached a milestone in 1970, with the launch of

Trinicalm Plus, an effective tranquilizer in the niche segment, central nervous

system (CNS).



The foundations for Torrent were laid when 'Trinity Laboratories' began

operations under the able guidance of Shri Mehta whose efforts are worthy of

emulation.

'Trinity' was renamed 'Torrent' and with this not only did the company get a new

name, it also focused on establishing its own manufacturing facilities in the early

80’s. Torrent augmented its efforts with the expansion of its manufacturing

capacity, emphasizing on marketing and creating business opportunities through

focus on exports. Torrent Pharmaceuticals Limited recorded a quantum leap in

the year 1994.

In recognition of the consistent performance Torrent Pharmaceuticals Limited

has been receiving accolades from various quarters, such as the President's

award for highest pharmaceuticals exports of Rs. 1570 million in 1991-92. The

Company that had a humble beginning has now grown to become one of the

leading players in pharmaceuticals.

It has ambitious plans for the years ahead. The emphasis is on Post-2005

opportunities with greater focus on the international market, in particular the

North- American market.

SOP

The SOP is a mandatory act in the pharmaceutical company. Standard

Operating Practices (SOP) is an internal document of any organization. SOP can

be defined as “the detailed stepwise written procedure of a process. Every

department is having there separate standard operation procedures on which

the department are undertaken their operations in a very systematic manner.



WE COMMIT OURSELVES TO TOTAL CUSTOMER CARE BY DELIVERING WORLD-CLASS PRODUCTS AND SERVICES

ss

TO BE THE LEADER IN PHARMACUETICAL INDUSTRY



VALUES

A set of core values continue to guide us through the process of transforming the

conglomerate into a high-performing and caring organisation for our customers,

employees, shareholders and society.

1 Customers

2 Employees

3 Shareholders

4 Society

• Improving quality of life of our customers, as we believe quality is a way of life.

• Creating value for our shareholders, for the trust bestowed on us.

Building an empowered and ethical Torrent family, as the foundation for a

bright future.

Responsibility towards the society and environment, as we owe our

existence to them.

Being innovative in solutions, for being different, counts.

Striving for excellence in whatever we do, to follow the exclusive path to

leadership.

Flexibility and speed shall be our oars for navigating the turbulent seas.

Like the name it suggests, “TORRENT – A fast stream”, has got zeal to flow

ahead in the Pharmaceutical as well as in Power sector






TORRENT GROUPTORRENT GROUP

Pharma sectorPharma sector Power sectorPower sector

Torrent Pharmaceuticals ltd

Torrent Pharmaceuticals ltd

Torrent Gujarat Biotech ltdTorrent Gujarat Biotech ltd

Ahmdabad electricity company ltdAhmdabad electricity company ltd

Surat electrical companySurat electrical company

Torrent cablesTorrent cables

11


THE FOUNDATION

Shri U.N.Mehta14th January 1924 – 31st March 1998

The founder and chairman of the Rs. 3500 crore Torrent Group, the road to

success of Shri U.N.Mehta was marked by frequent struggles. Born in

Mehmadpur village in Palanpur District on 14 January 1924, he completed his

basic education in the village school. He gained a degree in Chemistry from

Wilson Collage, Bombay.

The young U.N.Mehta took up his first assignment as a part time clerk with the

Government. His initiative paid off and the multinational drug giant, Sandoz

offered him the job of a Medical Representative. And thus began a journey that

was to change the face of the Indian Pharmaceutical Industry. This journey

brought him to Ahmedabad where he was based with the additional responsibility

of calling on doctors in North Gujarat, Kutch and Rajasthan.

In 1958, the Sandoz management transferred him to Assam. But with his weak

health and the responsibility of three children, U.N.Mehta preferred to quit and

set out on his own.

Shri U.N.Mehta was fond of recalling those early days thus, “I started a

pharmaceutical business with the Rs. 25,000 that I received as severance pay.



As I had 13 years of experience in the industry, I decided to put my expertise to

work. I began to market anti-rheumatic medicines which I got manufactured from

a third party."

Shri Mehta made a breakthrough in the early 1970s when he started

manufacturing tranquilizers for psychiatric disorders. Explaining his strategy, he

often used to say, “In those days, not enough attention was paid to the

psychiatric segment and there was an unfulfilled demand for an effective

tranquilizer. We came out with Trinicalm Plus, a niche product that met with

instant success. This molecule paved the way for future successes and even

today the Torrent Group has a leadership position in this segment alongwith

cardiovascular and anti infectives."

In recognition of Shri Mehta's achievements, the Government of India honored

Torrent with the President's Award for Highest Pharmaceuticals Export of

Rs. 1570 million in 1991-92. This is in addition to numerous other awards

received from professional institutions and organizations.

Shri U.N. Mehta was presented the "Businessman of the Year Award 1996-

97" by the Union finance Minister Shri P Chidambaram. Instituted by the Gujarat

Chamber of Commerce and Industry, the award is a reflection of Shri, Mehta's

contributions to Indian industry.

Woven through these seemingly diverse businesses is Shri Mehta's dream to

help build "The Great Indian Tomorrow". In memory of the Founder and

Chairman we, at the Torrent Parivar will continue to work on providing the three

essentials of progress, prosperity and development.



QUALITY POLICY OF TPL

TORRENT PHARMACEUTICALS LIMITED – BADDI

First Manufacturing facility of TORRENT PHARMACEUTICALS LTD. (TPL) was

set up in Indrad, Gujarat in 1989. TPL has collaborations with NOVO NORDISK


“We the employees of TPL are committed to achieve excellence in quality standard and always supply the products as per the global requirements.”

“We shall create an environment where each employee contributes to all aspects

of our business processes.”

“We shall strive for the continuous improvement to meet with customer

satisfaction”


and DENMARK. Products manufactured by TPL are exported to over 60

countries. The second plant is now being set up at Baddi (Himachal Pradesh),

which is situated 40 kms from Chandigarh.

Total Land Area: 87206 Sq. Meters.

Constructed Area: Plant– 27000 Sq. Meters Others- 60206 Sq. Meters

The plant plays a vital role by aiding the company to become the market leader in

niche therapeutic segment of cardiovascular and new Psychiatric diseases and

have helped in having a significant presence in Gastro-intestinal and anti-

infective segments. Not to forget, the company follows strict Quality Management

System. It encompasses Quality Assurance, Good Manufacturing Practices and

Good Laboratory practices in Quality Control.

All manufacturing activities ensure adequate safety, quality and efficacy of all the

products. Torrent Pharmaceuticals has the most integrated operations

encompassing basic Pharma substances, intermediates, API and dosage forms.



MANUFACTURING CAPACITIES AT BADDI

Torrent Pharmaceuticals has the most integrated operations encompassing basic

Pharma substances for various solid dosage forms. To complement its global

trust, manufacturing facilities of Torrent have been upgraded and modernized to

international standards at a cost of US$ 27 million. New facility with an initial

investment of Rs. 122 crore is coming up in Baddi (approximately, 47 Kms from

Chandigarh) situated in the foothills of the Shivalik Mountains.

FACILITIES

The Torrent culture is a combination of esprit de corps and high standards of

professionalism that lead to higher employee contentment and efficiency.

Keeping in mind the needs of our employees we have consistently provided them

with the best of facilities.

The sprawling high tech facilities with a sterilized, newly renovated canteen that

provides employees with reasonable yet best quality refreshments are an added

advantage.

The Torrent Research center has facilities for our scientists, which are at par with

any international research organisation.



THE GLOBAL REACH

After ascertaining its credentials in the pharmaceutical industry of the country,

Torrent Pharmaceuticals Limited began spreading its wings beyond India with

thrust on becoming a global player in the international market. Torrent was one of

the few Indian pharma enterprises to make a foray into exports successfully,

amply recognized in the "export Excellence Awards" bestowed by the

Government of India. It established beachheads in many countries, particularly

Russia, its major export destination.

Over time Torrent established beachheads in many countries, of prime mention

being Russia, the major export location of Torrent. With over 691 product

registrations worldwide, in more than 23 countries, Torrent continued its thrust on

exports.

To enable the company reach this aim, there are continuous improvements and

up gradations at the plant, the most recent being the development of an API plant

with US FDA standards. Apart from the present registrations and GMP norms

certifications, there is going to be an EU inspection of the manufacturing facilities

in the last quarter of the year 2003.

MARKETS

Europe, Brazil, Russia, CIS, Africa, S.E. Asia, Sri Lanka, Middle East, Poland,

Romania, Hungary, etc…..



CAREER AT TORRENT

Torrent believe in the power of talent and the value it brings with it to

further the growth of the organization. Torrent is always on the lookout for

people who possess the dynamism and the willingness to make a

difference. It tap every possible lead and source to add to its human

capital.

Placement Agencies Advertisement Employee Reference Other Position


http://www.torrentpharma.com/careers1.php?axn=otp

http://www.torrentpharma.com/careers1.php?axn=otp

http://www.torrentpharma.com/careers1.php?axn=ref

http://www.torrentpharma.com/careers1.php?axn=ref

http://www.torrentpharma.com/selectpress.php

http://www.torrentpharma.com/selectpress.php

http://www.torrentpharma.com/placementlogin.php

http://www.torrentpharma.com/placementlogin.php


EVENTS AT TORRENT

The tradition of awarding employees with exemplary performance has been

carried on through ages. The 'Torrentian' award is conferred to employees, for

excellence in performance, in the categories of senior management, middle

management, junior management and staff respectively. The enthusiasm with

which Torrentians wait for the announcement of these awards exhibits their

significance to each one at Torrent. Hence the year begins by setting in motion

the motto to excel and achieve higher goals in performances of our teams.

Apart from this, each year Torrentians celebrate Founder's day, to pay tribute to our

Founder Chairman, Shri U.N. Mehta. Each year, the theme for this event is based on his

philosophy with emphasis on his concern for society. Transgressing from the work

environment, we focus on our efforts towards society. We continue to organize events

based on this theme for the employees through the year. Such activities include various

competitions for employees' children, employees' seminars and other informal events like

get togethers as well. The themes for the past three years where, 'Development of Body

and Soul' (2001), 'Year of the Child' (2002) and 'Year for Parents' (2003). Another

occasion which people wait for with bated breath is the mid term meet, an annually

held workshop for the senior management of the entire group.


http://www.torrentpharma.com/mid%20term.php

http://www.torrentpharma.com/torentian%20award.php


HUMAN RESOURCE DEPARTMENT, BADDI

“We consider our employees as partners in progress

and constantly endeavor for their all-round

development and happiness”

The human resource management department has the most vital role in the

smooth functioning of the plant for obtaining a high degree of productivity. They

are responsible to maintain cordial Industrial Relations with the employees and

workers. Also have the best technical talent in the industry to ensure

comprehensive knowledge and maintain conducive work environment for the

workers

The HR department of Torrent Pharmaceutical is performing their operations in

a very systematic manner. The operations are very affectively diversified among

the different HR managers. As per the organogram status there are three

Managers, Manager (Salary\ Grievances), Manager (Learning and

Development), Manager (Recruitment). All the managers are accountable to

the Asstt. General Manager about their operations. Each manager has one

assistant manager and one management trainee. The trainee executive become

permanent after the period of one year although their operations are not

differentiated with that of the permanent but it reflects the designation status. The

diversifications in the operations make the higher efficiency among the

managers. The managers are very cooperative with all the other departments. All

the other departments have a good mood of satisfaction about the operation

arrangement of the HR Department. The salary distribution status is very

appreciable. The HR department has started a new type for motivating their

employees by celebrating their birthdays with full grid party arrangements and

gifts. It will definitely motivate the employees. The employees are feeling their

values in the organization. The department has introduced managers motivating



a scheme which is “Get Your Buddy Scheme” it’s an employee reference

scheme. Only the Managers and HODs are eligible for this scheme. According

to this the asst. manager will get Rs. 7500 per candidate and the managers will

get Rs.10000 per candidate. Many stress programs have organized to

enhancing the knowledge of the employees like “scratch your head: dimaag ki

batti jalao” {a quiz program}. The HR Team has been organizing monthly quiz

contest, medulla- ‘mind over matter’. The quiz show encompassed question on

sports, environment, literature, and famous personalities the main objective of

this quiz program is to traverse the journey of exploration which would reveal all

that we know and all that we thought we knew but in reality did not know about. It

is called The Brain Game.

HR OBJECTIVE

To achieve organizational objective by integrating Human Resources

Planning, Executing HR Policies, Program, Practices and Philosophy.

Creating conducive work environment.

Maintain cordial and harmonious Industrial Relations.

To provide allied services including welfare facilities to motivate work

force

HR PHILOSOPHY

Political Philosophy believes that the success of a democracy depends on the

quality of the people at make the democracy. So also true for the success of

any company.

At Torrent, we recognize and appreciate this fact by investing heavily in our

Human Resources, be it training or recognizing outstanding performance

through the “The Torrentian” award.

Our work culture, norms & endeavors to create a work conducive atmosphere

that leads to higher productivity and efficiency.



QUALITY ASSURANCE DEPARTMENT AT BADDI

QUALITY POLICY

“We the employees of Torrent Pharmaceuticals Limited are committed to

achieve excellence in quality standards and always supply the products as per

the Global requirements.”

“We shall create an environment where each employee contributes to all aspects

of our business processes. We shall strive for continuous improvement to meet

with customer satisfaction.”

The Quality Assurance Department ensures the implementation of the

Quality System by ensuring the following:

1. Documentation and Control

2. Qualification, Validation and Calibration

3. Technology Transfer

4. Manufacturing Compliance

5. Batch Release

6. Annual Product Review

7. Change Control

8. Deviations, Incidents & OOS

9. Vendor Approval

10. Self Inspection

11. Market Complaints

12. Product Recall



CODE OF ETHICS

Do not carry any written, verbal information outside the premises

related to our business, unless authorized.

Do not carry any personal belongings to work place.

Do not copy or carry outside, hard copies / floppies of the information

material without authorization.

Do not copy / Xerox any information which is unauthorized.

Do not allow any outside visitors / relatives inside work place unless

prior approval is granted through administration & Departmental Head

Do not communicate about your work to any internal, external

personnel involved directly, indirectly in the project unless & until it is

invited for.

TORRENT PROVIDES OPPORTUNITY FOR

GROWTH THROUGH WORKING AND INTERACTING

BUT A BREACH OF WORK ETHICS WOULD BE DEALT WITH SEVERITY



INTRODUCTION TO TRAINING AND DEVELOPMENT

INTRODUCTION TO TRAINING

DEFINING TRAINING

A process of increasing the knowledge and skill for doing a particular job.

Organized procedure by which people learn knowledge and skill for a

definite purpose.

Organized procedure for bridging the job requirement and the present

complacence of the employees

Training is defined as any process by which aptitude, skill and abilities of

employee to perform a specific job are increased.

Employee training is a short term process utilizing a systematic and

organized procedure by which non-managerial personnel learn knowledge and

skill for a definite purpose.

Training may be defined as a planned programme designed to improve

performance and bring about measurable changes in knowledge ,skills, attitude

and social behavior of employee .

FEATURES OF TRAINING

Increases knowledge and skill for doing a particular job.

Bridges the gap between job requirements and employee skills, knowledge &

behavior.

Job oriented process vocational in nature.



Short time activity designed essentially for operatives.

IMPORTANCE OF TRAINING

HIGHER PRODUCTIVITY:

Training helps to improve the level of performance. Trained employees perform

better by using better methods of work.

BETTER QUALITY OF WORK:

Uniformity of work methods and procedure helps to improve the quality of

product and services. Trained employees are less likely to make operational

mistakes.

COST REDUCTION:

Trained employees make more essential use of materials and machinery.

Reduction in wastage and spoilage together with in productivity helps to minimize

the cost of operation per unit. Maintenance cost also reduces due to power

machine breakdowns and better handling of equipments .

REDUCED SUPERVISION:

Well trained employees tend to be self- reliant and motivated. They need less

guidance and control.

LOW ACCIDENT RATE:

Trained persons adopt the right work method and make use of prescribed safety

devices. Therefore the frequency of accidents is reduced.

HIGH MORALE:



Proper training can develop the positive attitude among employees .Job

satisfaction and moral are improved due to rise in the earning and job security of

the employees.

PERSONAL GROWTH:

Training enhance knowledge and skill of the participants . Training prevents

obsolescence of knowledge and skill. Training helps to develop people for

promotion to higher posts and to develop future manager.

ORGANISATIONAL CLIMATE :

A sound training programme helps to improve industrial relation and discipline.

Resistance to change is reduced. Organizational stability is enhanced because

training helps to reduce improper turnover and absenteeism. Training is an

investment in people and therefore, systematic training is a sound business

investment.

NEED FOR TRAINING

Training is mainly job oriented, it aims at maintaining and improving current job

performance Training is needed to achieve the following purposes.

1) Newly recruited employee need training so as to perform their tasks

effectively . Instruction guidance help them to handle job completely

without any wastage.



2) Training is necessary to prepare existing employees for higher level jobs

(promotion).

3) Existing employee requires refresher training so as to keep abreast of the

latest developments in job operations.

4) Training is necessary when a person moves from one job to another.

5) Training is necessary to make employees mobile and versatile. They can

be placed on various jobs depending upon organizational needs.

6) Training is needed to bridge the gap between what the employee has and

what the job Demands.

7) Training is necessary to make employees more productive and useful in

the long run.

OBJECTIVES OF TRAINING

1) To impart basic knowledge and skill to the new entrants and enable them

to perform their jobs well.

2) To equip the employees to meet the changing requirements of the job

and the organization.

3) To teach the employees the new techniques and ways of performing the

job or operations.

4) To prepare the employees for higher level tasks and built up a second line . of component managers.



Why training is required

The company has conducted the internal survey on its employee & in the survey

it is found that the employees in the company are new & their average age is

around 22 years & they don’t have any professional knowledge about the

working environment, rights, privileges etc. need for training was long felt by the

company to polish its employees. The company has the infrastructure to provide

training to its employees but most of the employees hired by the company are of

Himachali background & each one of them belongs to different regions of the

state & they speak different languages. The language with which they all are

acquainted with is Hindi. In order to overcome this multi lingual barrier the

company has decided to get its employee participated in training activity through

Hindi presentation.

THE PHILOSOPHY OF TRAINING

To get maximum benefit from training, a manager must understand the principles

behind training process. Training process must invariably follow certain learning

oriented guidelines.

MODELLING:

It is simply copying someone else’s behavior. If we want to change people it

would be a good idea to have videotapes of people showing the desired

behavior. A great deal of human behavior is learned by modelling others.

MOTIVATION:

For learning to take place, intention to learn is important. When the employee is

motivated he pays attention to what is being said, done and presented.



Motivation to learn is influenced by question answer such as: How important is

my job to me? How important the information is? etc.

REINFORCEMENT:

If a behavior is rewarded, it probably be repeated. Positive reinforcement

consists of rewarding desired behaviors. People avoid certain behavior that invite

criticism and punishment. The reinforcement principle is based on the promise

that punishment is less effective in learning than reward.

FEEDBACK:

People learn soon if reinforcement is given as soon as possible after

learning .Every employee want to know what is expected of him and how well he

is doing .Positive feedback (showing the training, the right way of doing things) is

to be preferred over negative feedback (telling the trainee that he is not correct)

when we want to change behavior.

SPACED PRACTICE:

Learning takes place easily when practice sessions are shared over a period of

time . New employees learn better if the orientation programme is spread over

two or three days period instead of covering it all in one day. This incremental

approach to skill acquisition minimizes the physical fatigue that deters learning.

WHOLE LEARNING:

The concept of whole learning suggests that employees learn better if the job

information is explained as an entire logical process, so that they can see how

the various actions fit together in to the ‘big picture’ .

ACTIVE PRACTICE:



‘Practice makes a man perfect’ so said Bacon. Learning is enhanced when

trainee are provided ample opportunities to repeat the task. For maximum benefit

training session should be distributed over time.

APPLICABILITY OF TRAINING:

Training should be as real as possible so that trainees can successfully transfer

their knowledge to their jobs. The training situation should be set up so that

trainees can picture the type of situation that can come across their jobs.

ENVIRONMENT:

Finally environment plays an important role in training. It is natural that workers

who are exposed to training in comfortable environment with adequate, well

spaced rest periods are more likely to learn better than whose training condition

are less than ideal.

AREAS OF TRAINING

The areas in which training is offered can be classified into following categories:

KNOWLEDGE Employee is taught about a set of rules and regulations about the job

and products and services offered by the company.

TECHNICAL SKILL Employee is taught a specific skill (e.g. operating a machine) so that

he can acquire that skill and contribute meaningfully.

SOCIAL SKILL Employee is made to learn himself and other, develop a right mental

attitude towards the job, colleagues and the company.

TECHNIQUES This involves application of knowledge and skill to various on the job

situations.



In addition to the above areas, training aims at moulding employee attitudes.

When administered properly, a training programme will go a long way in

obtaining employee loyalty, support and commitment to company activities.

TYPES OF TRAINING

A. ORIENTATION TRAINING:

It seeks to adjust newly appointed employees to work environment. Every new

employee to be fully familiar with his job, his superiors and subordinates and with

the rules and regulations of the organization needs orientation training. It creates

self-confidence in the employees. It is also called pre-job training.

B. JOB TRAINING:

The training provided with a view to increase the knowledge and skill of the

employees to improve the performance on the job, such training helps to reduce

accidents, wastes and losses thereby increasing the efficiency in the

performance of the job.

C. SAFETY TRAINING:

Training provided to minimize accidents and damages to machinery is known as

safety training. It involves instruction in the use of safety devices and safety

consciousness.

D. PROMOTIONAL TRAINING:

It involves training of existing employees to enable them to perform higher level

jobs.



E. REFRESHER TRAINING:

When existing techniques becomes obsolete due to the development of better

techniques, employees have to be trained in the use of new methods and

techniques. Refresher training is designed to refresh revise the knowledge and to

update the skills of the existing employees.

F. REMEDIAL TRAINING:

Such training is arranged to overcome the shortcoming in the behavior and

performance of the old employees. Employees are taught new appropriate style

of working. Remedial training should be conducted by psychological methods.

TRAINING METHODS

ON THE JOB TRAINING OFF THE JOB

TRAINING

Job institute training Vestibule training

Coaching and mentoring Role playing

Job rotation Lecture method

Apprenticeship training Conference discuss

approach

Committee Assignment Programmed Instruction



A. ON THE JOB TRAINING

1. JOB INSTITUTE TRAINING:

The JIT method (devolved during world war II ) is a four step instrumental

programme involving preparation, presentation, performance try out and follow

up.

The steps are as follows:

1) The trainee revives an over view of the job, its purpose and its desired

outcomes with a clear focus on the relevance of the training.

2) The trainer demonstrate the job to give the employee a model to copy.

The trainer show the right way to handle the job.

3) Next the employee is permitted to copy trainer’s way. Demonstration by

the trainer and practice by the trainee are repeated until the trainee

masters the right way to handle the job.

4) Finally the employee does the job without supervision.

2. COACHING AND MENTORING:

Coaching is one-on-one relationship between trainee and supervisor which offers

workers continued guidance and feedback on how well they are handling their

tasks. Mentoring is a is a particular form of coaching used by experienced

executives to groom junior employees



3. JOB ROTATION:

This kind of training involves movement of trainee from one job to another. This

helps him to understand how organization function. He is able to build a rapport

with various individuals around. This trained person offers a great deal of

flexibility for organization when transfers, promotion or replacements becomes

inevitable.

4. APPRENTICESHIP TRAINING:

Apprentices are trainees who spend a prescribed amount with an experienced

guide coach or trainer. In this method theoretical instruction and practical

learning are provided to trainee in training institutes.

5. COMMITTEE ASSIGNMENT:

In this method trainees are asked to solve an actual organizational problem. The

trainees have to work together and offer solution to the problem. This method of

training helps them to develop team spirit and work unitedly towards common

goals.

B.OFF THE JOB TRAINING

Under this method of training, the trainee is separated from job situation and the

attention is focused on the material related to his future job performance . There

is an opportunity for freedom of expression for the trainee off the job training

method is as follows.

1. VESTIBLUE TRAINING:

In this method actual work condition are simulated in a class room. Material files

and equipments those are used in actual job performance are also used in

training. It is commonly used for personnel for electrical and semi-skilled job.



2. ROLE PLAYING:

It is defined as method of human interaction that involves realistic behavior in

imaginary situation. This method of training involves action, doing and practice.

The participants play the role of certain character, such as the production

manager, mechanical engineer, superintendents, maintenance engineer,

foreman, worker and the like. This method is mostly used for developing

interpersonal interaction and relation.

3. LECTURE METHOD:

The lecture is traditional and direct method of instruction. To be effective the

lecture must motivate and create interest among the trainees. The advantage of

lecture method is that it is direct and can be used for a large group of trainees.

4. CONFRENCE / DISCUSSION APPROACH:

In this method trainer delivers a lecture and involves the trainee in a discussion

so that his doubts about the job gets clarified .Conference is a group centered

approach, where there is a classification of ideas communication of procedure

and standards to the trainees .

5. PROGRAMMED INSTRUCTION:

The subject to be learned is presented in a series of carefully planned sequential

units. These units are arranged from simple to more complex level of instruction.

The trainee goes through these units by answering questions or filling the blanks.



Behaviourally Experienced Training

Some training programmes focus on emotional and behavioural learning. Here

employees can learn about behaviour by role-playing in which the role players

attempt to act their part in respect of a case, as they would behave in a real-life

situation. Business games, cases, incidents, group discussions and short

assignments are also used in behaviourally-experienced learning methods.

Sensitivity training or laboratory training is an example of a method used for

emotional learning. The focus of experiential methods is on achieving, through

group processes, a better understanding of oneself and others. These are

discussed elaborately in the section covering Executive Development

Programmes.

Evaluation of a Training Programme

The specification of values forms a basis for evaluation. The basis of evaluation

and the mode of collection of information necessary for evaluation should be

determined at the planning stage.

The process of training evaluation has been defined as any attempt to obtain

information on the effects of training performance and to assess the value of

training in the light of that information. Evaluation helps in controlling and



correcting the training programme. Hamblin suggested five levels at which

evaluation of training can take place, viz., reactions, learning, job behaviour,

organisation and ultimate value.

1. Reactions: Trainee's reactions to the overall usefulness of the training

including the coverage of the topics, the method of presentation, the

techniques used to clarify things, often throw light on the effectiveness of the

programme. Potential questions to trainees might include: (i) What were your

learning goals for the programme? (ii) Did you achieve them? (iii) Did you like

this programme? (iv) Would you recommend it to others who have similar

learning goals? ( v) what suggestions do you have for improving the

programme? (vi) Should the organisation continue to offer it?

2.Learning: Training programme, trainer's ability and trainee's ability

are evaluated on the basis of quantity of content learned and time in which it

is learned and learner's ability to use or apply the content learned.

3. Job behaviour: This evaluation includes the manner and extent to which

the trainee has applied his learning to his job.

4. Organisation: This evaluation measures the use of training, learning and

change in the job behaviour of the department/organisation in the form of

increased productivity, quality, morale, sales turnover and the like.



Methods of Evaluation

Various methods can be used to collect data on the outcomes of training. Some

of these are:

Questionnaires: Comprehensive questionnaires could be used to obtain

opinions, reactions, views of trainees.

Tests: Standard tests could be used to find out whether trainees have

learnt anything during and after the training.

Interviews: Interviews could be conducted to find the usefulness of

training offered to operatives.

Studies: Comprehensive studies could be carried out eliciting the

opinions and judgements of trainers, superiors and peer groups about the

training.

Human resource factors: Training can also be evaluated on the basis

of employee satisfaction, which in turn can be examined on the basis of decrease

in employee turnover, absenteeism, accidents, grievances, discharges,

dismissals, etc.

Cost benefit analysis: The costs of training (cost of hiring trainers, tools

to learn, training centre, wastage, production stoppage, opportunity cost of

trainers and trainees) could be compared with its value (in terms of reduced

learning time, improved learning, superior performance) in order to evaluate a

training programme



FeedbackThe training evaluator should follow it up sincerely so as to

ensure effective implementation of the feedback report at every stage.

INTRODUCTION TO DEVELOPMENT

DEFINING DEVELOPMENTDevelopment is a long- term educational process utilizing a systematic and

organized procedure by which managerial personnel learn conceptual and

theoretical knowledge for general purpose.

It involves philosophical and theoretical educational concepts and it is designed

for managers. It involves broader education and its purpose is long- term

development.

HOW TRAINING & DEVELOPMENT DIFFER

In words of Compbell,” training courses are typically designed for a short-

term, stated set purpose, such as the operation of some piece of machinery

while development involves a broader education for long- term purposes”.

Training involves helping an individual learm how to perform his present job

satisfactorily. Development involves preparing the individual for a future job

and growth of the individual in all respects. Development complements

training because human resources can exert their full potential only when the

learning process goes far beyond simple routine.

EXECUTIVE/MANAGEMENT DEVELOPMENT

Executives are the most valuable assets of any organization. The manager is the

dynamic life- giving element in an organization. The success and growth of the

organization depends largely upon the caliber and the performance of its

executives. Therefore every organization should improve the quality of its



managers. It is essential to train and develop executives who can succeed

themanagers of today.

CHARACTERISTICS OF EXECUTIVE DEVELOPMENT

Executive development is a planned and organised process of learning rather

than a haphazard or trial an error approach.

It is an ongoing or never ending exercise rather that a “oneshot” affair. It

continues throughout an executive’s entire professional career because there

is no end to learning.

Executive development is a long term process as managerial skills cannot be

developed overnight.

Executive development is guided self- development.

Executive development aims at preparing managers for better performance

and helping them to realize their full potential.

OBJECTIVES OF EXECUTIVE DEVELOPMENT

To improve the performance of managers at all levels in their present jobs.

To sustain good performance of managers throughout their careers by

exploiting their full potential i.e. to prepare managers for higher jobs in future.

To ensure availability of required numbers of managers with the needed skills

so as to meet the present and anticipated future need of the organization.

To prevent obsolescence of executives by exposing them to the latest

concepts and techniques in their respective areas of specialization.

To provide opportunities to executives to fulfill their career aspirations.



To ensure that the managerial resources of the organization are utilized

optimally.

IMPORTANCE OF EXECUTIVE DEVELOPMENT

The size and complexity of organizations, both business and non- business

are increasing. Managers need to be developed to handle the problems of

giant and complex organizations in the face of increasing competition.

The rapid rate of technological and social change in society requires training

of managers so that they are able to cope with these changes. Automation,

cut throat competition, growth of new markets, enlarged labour participations

in management, growing public and government interest in business activities

are the major problems that have to be handled.

Business and industrial leaders are increasingly recognizing their social and

public responsibilities. They require a much broader outlook to discharge

these new responsibilities. Executive development is required to broaden the

outlook of managers.

Labour management relations are becoming increasingly complex.

Executives require new and better skills in union negotiations, collective

bargaining, grievance redressal etc. Workers are better educated and more

aware. More competent managers are needed to manage the modern

workforce.

Executives need education and training to understand and adjust to changes

in socio- economic forces.



PROCESS OF TRAINING & DEVELOPMENT



Comparison between TRAINING & DEVELOPMENT:

S.No. Point of distinction

Training Development

1. Contents Technical & mechanical operations

Conceptual & philosophical concepts

2. Participants Non-managerial personnel

Managerial personnel

3. Time period Short-term one shot affair

Long-term continuous process

4. Purpose Specific, job related skills

Total personality

5. Initiative From management-external motivation

From individual himself-internal motivation

6. Nature of the process

Reactive process-to meet current needs

Proactive process-to meet future needs



PERFORMANCE APPRAISAL

Performance Appraisal is a process of evaluating an employee’s performance of

a job in terms of its requirements. The performance appraisal is done to see how

an employee performs his work. This process is also termed as Merit Rating. It is

a technique of accessing the worth of an employee with reference to job

requirements. Performance Appraisal has been beautifully described as:

“Performance Appraisal is the evaluation of the relative worth to the

company of a man’s services on his job.”

So the contribution of the employees on jobs and their usefulness to the

company is assessed under performance appraisal. This evaluation is normally

done by the immediate superior in the organization which is reviewed in turn by

his superior. Not only the quality, but deficiencies are also evaluated to improve

the performance of employees.

IMPORTANCE OF PERFORMANCE APPRAISAL:

I. To assess the work of employees in relation to job requirements.

II. To consider employees for promotions, transfers, layoffs etc.

III. To assess the good and bad points in working of employees and then

making suggestions for improvement.

IV. To help in wage and salary administration.

V. To evaluate the skill and training capabilities of employees.

To help management in fixing employees according to their capacity,

interest, aptitude and qualifications



Importance & uses of performance appraisal:

Performance appraisal is a significant element of information & control system in

organization. The main importance of performance appraisal is given below:

Performance appraisal provides valuable information for personnel

decisions such as pay increase, promotions, demotions, transfers &

terminations. So performance appraisal serves as the basis of suitable

personnel policies.

Performance appraisal helps to judge the effectiveness of requirement,

selection, placement & induction system of the organization.

Performance appraisal is very useful in analyzing the training &

development needs. These needs can be assessed because

performance appraisal reveals people who require further training to

remove their weaknesses.

Performance appraisal can be used to improve performance through

appropriate feedback, working & counseling to employees.

A competitive spirit is created & employees are motivated to improve

their performance. It also enables a manager to understand his

strengths & weaknesses.

Performance appraisal helps to develop confidence among the

employees.

Performance appraisal facilitates human resource planning, career

planning & succession planning.

Introduction To Training And Development In Torrent Baddi



TRAINING IN TORRENT

The main objective of training program is to develop a SMART trainee i.e.

Specific, Measurable, Action-oriented, Realistic & Time- related to

minimize of risk of errors.

Types of training:

Following types of training is given in TPL:

INTERNAL TRAINING:- It is the training, imparted by the competent in house trainer is known as internal training which includes SOP training, on the job training.

INDUCTION TRAINING:- The objective of this training is to get new joiner to be introduced with the other departmental activities & employee of the organization & organizational overview. This is imparted by Human Resource Department.

ON THE JOB TRAINING: This is conducted by the respective department head before assigning the jobs. After completion of it, the trainee is evaluated through questionnaires.

cGMP TRAINING: This training is conducted by QA department. The basic principle of GMP like Quality Management, Sanitation & Hygiene, Cleaning, Complaint & Recall, Validation, Self inspection, Personnel, Premises, Equipment, & Documentation etc. are covered during this course.

EXTERNAL TRAINING: When an eternal faculty imparts training to employee of the organization.



LEVELS OF TRAINING

Level -1

Trainee Executive

Executives

Assistant Managers

Managers

Assistant General Manager

General manager and above

Level-2

Technician

Machine operators

Level-3


LEVELS OF TRAINING

LEVEL-1 LEVEL-2 LEVEL-3

47


Contract workmen

House Keeping

Types of training:

Orientation training:- Induction & orientation training seeks to

adjust newly appointed employees to the work environment. Every

new employee needs to be made fully familiar with the job, his

superiors & subordinates & with the rules & regulations of the

organization. This training creates self-confidence among the

employees. It is also known as pre-job training.

Job training:- It refers to the training provided with a view to

increase the knowledge & skills of an employee for improving

performance on the job. Employee may be taught the correct method

of handling equipments & machines used in a job. Such training

helps to reduce accidents, waste & inefficiency in the performance of

the job.

Safety training:- Training provided to minimize accidents & damage

to machinery is known as safety training. It involves instruction in the

use of safety device & in safety consciousness.

Promotional training:- It involves training of existing employee to

enable them to perform higher level jobs. Employee with potential

are selected & they are given training before their promotion, so that



they do not find it difficult to shoulder the higher responsibilities of

the new positions to which they are promoted.

Refresher training:- When existing technique become obsolete due

to the development of better techniques, employees have to be

trained in the use of new methods & techniques.

Remedial training:- Such training is arranged to overcome the

shortcomings in the behavior & performance of old employees. Some

of the experienced employees might have picked up appropriate

methods & styles of working. Such employees are identified &

correct work methods & procedures are taught to them. Remedial

training should be conducted by psychological experts.



TRAINING PROCESS: A OVERVIEW


DETERMINE THE

TRAINING NEEDS

IMPLEMENTION OF TRAINIG PROGRAM

APPLY TO THE JOB

TRAINING SCHEDULE

IDENTIFY THE

TRAINING SOURCE

JOB PERFORMANCE ASSESMENT


Training is most effective when it is planned, implemented and evaluated in a

systematic way. Unplanned, uncoordinated and haphazard training efforts greatly

reduce the learning that can be expected. Hence systematic approach is followed

at TORRENT, so as to reap maximum benefit out of a training programme.

A. Assessment B. Implementation C. Evaluation

1.Determine training

needs

2.Identify training

objectives

1.Select training methods

2.Conduct training

1.Compare training

outcomes against

criterion.

The table below shows the three major components of the systemstic approach

to training at TORRENT:

A). TRAINING NEEDS ASSESSMENT:

1. Detemining Training Needs

Training must aim at:

Meeting the requirements of the organization (long term).

Meeting the requirements of the individual employees (short term).

Identifying training needs involves questions such as :

When and where the training is needed?

Which training is needed?

At TORRENT the main tool for identifying training needs is performance

appraisals. Through the performance appraisals, the management is able to

identify the strengths and weaknesses of its employees .The management



analyses the appraisals further to get familiar with the positive attitudes as well

as the negative qualities of its employees. Various areas in which training is

needed are identified. The training needs are identified at three different levels.

1. Management level

2. Staff level

3. Workers level

1) MANAGEMENT LEVEL: It includes the unit head and head of all the

departments viz. Personnel department, R&D department, Production

department, Quality control department, Maintenance department etc.

2) STAFF LEVEL: It includes supervisor at various stages of production and

the middle staff which support the work of the various departments.

3) WORKERS LEVEL: The lowest level of employees forms the workers level.

For workers the recommendations for training are made by the supervisor from

time to time.

2. Training objectives

Once training needs are identified, objectives should be set to begin meeting

these needs. The training objectives can be of three types:

Innovative

Problem solving

Regular



The main objectives of training are:-

The personal development of the employees. Much emphasis is laid on the

over all personality development of the employees.

Enhancing Effective Working: This is done through teaching them various job

related techniques which helps them to do their work with more efficiency and

accuracy.

Upgrading the knowledge, skills and attitudes of the employees: This is

done by imparting technical training, managerial training and personality

development workshops.Motivating the workforce: The most important of all

objectives is to raise the motivation level of the employees. Training programme

at regular intervals refresh them and fill in them a new confidence and zeal.

B). IMPLEMENTATION:

1. TRAINING METHODS:

The company provides two types of training to its employees.

A. On the job training B. Off the job training

1. Computer training 1. Seminars

2. Mentorship training 2. Conferences

3. Group Discussions

4. Lecture method



A . ON THE JOB TRAINING :

1. Computer training: Computer learning program are generally designed for

the employees at worker’s level. They aim at

Upgrading the skills of the workers.

For the personality development of the workers.

2. Mentoring Training: Mentoring is a particular form of training in which

experienced executives groom junior employees. A senior manager act as a

friend, philosopher and guide to new recruits and juniors. The senior assigns the

junior with various assignments and supervises him well. He teaches him and

tones his juniors skills in a specific areas.

B. OFF THE JOB TRAINING:

a) Seminars and conferences: The company management organizes seminars

and conferences from time to time on various topics. The seminars are

conducted by outside faculty which is hired by the company. These are

conducted mostly for higher level employees.

b) Group discussions: A paper is presented by one or more trainees on the

selected topic. This is followed by a critical discussion. The leader of the group

summarizes the contents of the paper. This type of discussion enables the

executives to learn from the experience of each other.

c) Lecture method: The training is mainly provided to the employees and the

workers through lectures. “Lecture is a verbal presentation of information by an

instructor to a large audience. The lecture is presumed to possess a

considerable depth of knowledge of subject at hand and a virtue of this method is

that it can be used for very large groups and hence the cost par trainee is low”.



2. CONDUCTING TRAINING:

Training programs are conducted at three levels.

Managerial

Supervisor/Middle staff

Workers

TRAINING METHODOLOGY:

During my summer training session in Torrent Pharmaceuticals Limited at

Baddi, I have found that training is mainly provided to the employees and the

workers through lectures.

“Lecture is a verbal presentation of information by an instructor to a large

audience. The lecture is presumed to possess a considerable depth of

knowledge of subject at hand and a virtue of this method is that it can be used

for very large groups and hence the cost par trainee is low”.

Even if the advantage of this method is much but also there are some

disadvantage which is associated it e.g.

1). It constitutes a one way communication.

2). There is no feedback.

3). Lectures are likely to bore the audience.

To overcome these disadvantages certain programmes are now introduced

i.e. audio visuals overheads etc. and to relate with the one way

communication drawback or lack of feedback I have prepared questionnaire

which was handed over to the trainees after the completion of the training

programme & they are supposed to fill this questionnaire & on the basis of it

overall training programme has been evaluated by us.



C). EVALUATION:

The process of training evaluation has been defined as “Any attempt to obtain

information on the effects of training programs and assess the value of training in

the light of that information. Evaluation helps in controlling and correcting the

training program.

METHODS OF EVALUTION

At Torrent Pharmaceuticals Limited various methods are used to collect data on

the outcomes of training. Some of them are:

.1. QUESTIONAIRES: Comprehensive questionnaires are used to obtain

options, reactions and various views of trainees. A training evaluation form is

formed and circulated among all the trainees. The trainees fill in their responses

asked in the form. The responses are then analyzed and an evaluation of the

training programme is done.

2. TESTS: Standard tests are used to find out whether trainee has learnt

anything during and after training or not.

3. INTERVIEWS: Personal interviews of the employees are conducted in order to

find usefulness of the training offered to operatives.

4. STUDIES: Comprehensive studies are carried out eluting the opinions and

guidelines of the trainer’s superiors and peer groups about the training.

5. COST BENEFIT ANALYSIS: The cost of training (cost of hiring trainers, tools

to learn, training centres, production stoppage opportunity cost of trainers and

trainees) are compared with its value (in terms of reduced learning time,

improved learning, superior performance) in order to evaluate a training program.

6. FEEDBACK: A feedback report is prepared by evaluation at every stage of

training.



DEVELOPMENT IN TORRENT, BADDI

The development programmes in Torrent, Baddi usually takes place outside i.e.

external development programmes are organized. The development programme

is carried out to improve the performance of managers at all levels in their

present jobs. Development is a long- term educational process utilizing a

systematic and organized procedure by which managerial personnel learn

conceptual and theoretical knowledge for general purpose.

Thus the executive/ managers who get trained outside, further provides for the

development of the other executives and managers in the organization.

Therefore as we know that manager is the dynamic life- giving element in an

organization.. the success and growth of the organization depends largely upon

the caliber and the performance of its executives. Therefore every organization

should improve the quality of its managers.

TRANSPORTATION

The company provides transport facility to all employees by way of company paid

buses which ply from the following locations:

1. Panchkula 2. Kalka 3.Pinjore 4.Nalagarh

For any other official purpose, if an employee requires an additional vehicle, a

Vehicle Requisition Form, duly filled needs to be submitted in the Administration

Department.



LEAVE POLICY

The leave benefits available to employees are intended to meet their physical

and psychological needs. The expression “LEAVE” means leave of absence i.e.

it is the permission obtained by an employee from his superior for relieving him

temporarily from the duty with or without pay. Leave cannot be claimed as a

matter of right. Every leave requires to be recommended by concerned

immediate and subsequently authorized by departmental head. It is expected

that leave should be planned in advance as to avoid crisis in the department.

LeavesNo. of

Leaves

Maximum Accumulation Of

Leaves

Maximum

availment of leaves

Casual Leave

7 - 3 days

Privilege Leave

21 63 days -

Sick Leave 7 - -

LEAVE PROCEDURE

Every employee is issued a Leave Card in prescribed Format. Employee has to

fill up the said card in all respect and should have forwarded to immediate

superior and subsequently shall have to get approve from concerned

departmental head.

The departmental head at his earliest convenience will communicate the

acceptance/approval or refusal of the leave to the concerned employee before

his proceeding on leave. The department head, then, will send the leave

application duly approved/rejected to personnel department immediately.

The relevant records and registers will be maintained in personnel department.

Maternity Leave will be allowed as per applicability and governed by Maternity

Benefit Act.



SPECIAL LEAVE

Organization may sanction special/extra-ordinary leave with or without wages to

an employee. The sanctioning of such leave is at the sole discretion of the

organization and the employee has to take prior permission in writing for such

leave.

RECALL FROM LEAVE

The organization at its discretion may recall an employee to rejoin duty before

the expiry of his leave only in case of Privilege Leave, Special Leave or Casual

Leave if the exigencies of the organizations work so requires.

ATTENDANCE RECORDING SYSTEM/SALARY DISBURSEMENT

There is computerized Attendance Recording System in the Company and

various Finger - Punching Machines are installed at the following locations:

Sr.No

Location

01. Utility

02.Gent’s Change Room

03. QA

04. QC

05. RM Stores

06. Zirakpur

On the basis of incoming punches and outgoing punches, the presence will be

marked. Employees not punching the card will be considered as absent.

EXIT DURING DUTY HOURS

Employees may go out of the Factory Gate for Official/Personal Work after

obtaining the permission of the concerned head in the prescribed Exit Gate Pass

available with the H.R. Department. While going out the said gate pass shall be

rendered at the security gate.



OBJECTIVE OF THE STUDIES

1. To know the effectiveness of the training programme conducted by

the company.

2. To know whether employees are aware about their responsibilities

and authorities or not.

3. To improve Organizational Climate and increase the morale of

employees.

4. To know whether training programme is conducted successfully or

not.

5. To know about the work culture of the organization.



RESEARCH METHODOLOGY

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

may be understood as a science of studing how research is done scientifically. In

it we study the various steps, the research process that are generally adopted to

study the research problem and basic logic behind them. The basic steps in this

research are shown in the chart below.

The Research Process

Define the research problem and its objectives

↓Review concept and theories

↓Research design including sample design

↓Collection of data survey

↓Analysis of data

↓Interpretation and report writing



Research Methodology refers to the logic behind the methods used in context of

our research study and explains why we are using particular method or

technique. Following are the various parameters, which had been employed to

prepare this project report.

1. Research Design Descriptive Design

2. Data Collection Primary as well as secondary data

3. Sampling Method Non-Probability

Sampling(convenience)

4. Nature Of Universe Studied Workers as well as HR Department

5. Sampling Area Training & development provided

to the workers & employees

6. Sampling Unit Workers, Executives and

Assistant managers

7. Size Of Sample 50



Sources of data

The primary data was collected through questionnaires containing 15 questions.

And the secondary data was collected through the various websites, manuals,

magazines.

Size of sample

I have taken the Sample size = 50

Sampling unit

In which I have taken 5 assistant managers, 10 executives managers and 35

workers of different departments of the organizations.



LIMITATIONS OF THE STUDY

1.) The primary data used for present study is very time consuming.

2.) The primary data obtained consists of personal biases of the respondents &

even the non- response factor was observed.

3.) To obtain the secondary data which is sufficiently accurate & which exactly

fits the need of the study is difficult to find.

The data collected by using a questionnaires, involves uncertainity about the

response given by the respondent & hence the accuracy of the answers given is

difficult to presume.



ANALYSIS AND INTERPRETATION

1.) Does the company conduct any training programmes for you?

OPTIONS NO.OF RESPONDENTS %

YES 40 80%

NO 10 20%

80%

20%

Yes

No

INTERPRETATION:

80% of the workers says that the training programmes are provided to them

whereas 20% of the workers says that the training programmes are not

provided to them.



2.) How often these training programs are conducted?

OPTIONS NO. OF RESPONDENTS %

USUALLY 25 50%

ANNUALLY 5 10%

SOMETIME 15 30%

NONE 5 10%

.

INTERPRETATION:

There appears to be no regular schedule for training programs. These need to be

conducted in an organized manner.



3.) Have you attend any training program in the last six month?


YES 50 100%

NO 0 0%

INTERPRETATION:

100% of the workers have attend the training programmes which are provided to

them..



4.) Do you like the overall training programs?


YES 35 70%

NO 15 30%

%07

%03

INTERPRETATION:

Almost 70% of the workers feel that the training provided is beneficial for them

whereas some are not satisfied. .

5.) What is the quality of those training programmes?




Excellent 22 44%

Very good 17 34%

Good 11 22%

Insufficient 0 0%

INTERPRETATION:

44% of the workers feel that the training programmes are excellent 34% workers

say that the training programmes are very good and 22% of the workers feel that

the training programmes are good. .

6.) How do you rate the training facilities at TPL?




SATISFIED 25 50%

PARTIALLY

SATISFIED 10 20%

DISSATISFIED 15 30%

50%

20%

30%

Satisfied

Partialy satisfied

Dissatisfied

INTERPRETATION:

Almost 50% of employees are not satisfied with training facilities which is a

serious matter and the company needs to do something about it.

7.) What type of training method is being used by the company to train you?




Job instruction 25 50%

Lectures 10 20%

Role playing 5 10%

Conferences 10 20%

INTERPRETATION:

50% of employees says that job instruction training method is being used to

trained them while 20% says that lectures and conferences training method is

being used to trained them while 5% says that role playing training method is

being used to trained them.



8.) Do you find improvement in your skills after the training program attended by you?


YES 50 100%

NO 0 0%

INTERPRETATION:

100% of the employees feel that there is improvement in their skills after the training program they attended


100%

0%

Yes

No


9 (.Does the quality of training material provided to you at TPL is good?


GOOD 25 50%

SATISFACTORY 13 26%

UNSATISFACTORY 12 24%

INTERPRETATION:

Almost 25% of the employees are not satisfied with the quality of training

materials provided to them. The company should look into this aspect.



10.) Do you like the external training programs?


YES 35 70%

NO 10 20%

CAN'T SAY 5 10%

INTERPRETATION:

1/5th of workers feel that the external training provided to them is not beneficial

The company should look into this aspect.

.



11.) Does the technique used by the trainer in conducting the training programs good?


YES 40 80%

NO 10 20%

INTERPRETATION:

80% employees were satisfied with technique used by the trainer in the training

programs, whereas 20% were dissatisfied.



12.) Do you find the trainer good:?


YES 35 70%

NO 15 30%

INTERPRETATION:

30% of employees have not been satisfied with the trainer.



13.) Are regular feedback and suggestions taken from you after each training program?


YES 40 80%

NO 10 20%

INTERPRETATION:

80% employees were get the regular feedback and suggestions from the

management whereas 20% were not get the regular feedback and suggestions

from the management .


80%

20%

Yes

No


14.) Is their any Improvement in the your personality after the training program?


YES 35 70%

NO 15 30%

INTERPRETATION:

30% of the workers feel that there is no improvement in their personality whereas

70% of the employees feel improvement in their personality.


70%

30%

Yes

No


15(. How do you rate the managers/ supervisors in the arrangement of the training programs?


GOOD 25 50%

SATISFACTORY 13 26%

UNSATISFACTORY 12 24%

INTERPRETATION:

Almost 25% of the employees are not satisfied with the arrangements of the

training programs. The company should look into this aspect.



Findings And Evaluations

FINDINGS:

The findings of the study done on quality of work life can be summarized as

follows:

Employees in the organization are well satisfied with the Training

opportunities.

More initiative needs to be taken on the part of the trainer.

Personal attention should be given to the trainees.

Evaluation

For the evaluation I took the sample size of 50.

From the graphs I found that most of the answers are in favor of training

programme.

So the training programmes are effective for the growth of any organizations

or any business firm.



RECOMMENDATIONS

The organization should adopt different methods of training for staff &

workers.

The company should employ more of role playing training programme.

The company should adopt more of case studies, brain teasers to

enhance the skills of its employees.

The company should form teams to deal with artificial situation to enhance

their communication skills.

The company should frequently send one or the other person from the

staff advance learning.

The company should take frequent feed backs of the training imparted to

the concerned employees .

The HOD’s of various departments too be involved in training.

The HOD of the concerned department must take part in the training

session along with his employees. This will not only increase the

confidence in the employees but at the same time it helps to sort out the

purpose of training.

The company should conduct periodical survey to know the attitude of

employees towards quality of work life.



Providing attractive compensation package and proper holidays can

decrease the stress level.

High quality programs should be designed for employees.

Flexible work schedules to be introduced

CONCLUSIONS

Each employee in the organization is self contained and inseparable unit and his

work is also separate. There are different aspects of work in the organization and

each and every individual has individual preference for various aspects.

Some employees have favourable attitude towards Training because they want

to enhance their skills, opportunities to use and develop human capacities,

career growth, social relevance of work, while some have unfavorable attitude as

they do not want to take any initiatives. After observations it was found that

employees are highly satisfied with the work environment existing in the

organization.

All the employees of the company are quite satisfied with the policies and

practices of the company and in turn company is also satisfied with the services

of its employees which is clear from the previous year’s and this year’s progress

figures. This is the reason that Torrent is the fastest growing Pharmaceutical

company registering growth over growth.

One of the best feature of this organization which I noticed is that it use to

celeberate each and every occasion very nicely which helps the employees to

reduce their burden and stress level. It also entertains them and energises them.



SUMMARY

A program of training & development is important as it lends stability and

flexibility to an organisation, besides contributing to its capacity to grow

accidents, scrap and damage to machinery and equipment can be avoided or

minimized, thanks to the program. Further more the, future needs of the

employees will be taken care by training and development. And the training

programmes which are prepared are beneficial to achieve the organization

objectives. It indeed motivated the employees to achieve their dreams. The

training schedule has once again rejuvenated the energy & thought in the

employees that nothing is impossible. They can dare to dream and achieve it

through their hard work.



ANNEXURE

I am MBA student of Institute of Engineering and Emerging

Technologies, Baddi. I am working on project “Training and

development” and for this purpose I request you to confer your

valuable time toward my questionnaire.

Q1. Does the company conduct any training programmes for you?

a) Yes b) No

Q2. How often these training programs are conducted?

a) Usually b) Annually c) some time d) None

Q3. Have you attend any training program in the last six month?

a) Yes b) No

Q4. Do you like the overall training programs?

a) Yes b) No

Q5. What is the quality of those training programmes?

a) Excellent b) Very good c) Good d) Insufficient



Q6. How do you rate the training facilities at TPL?

a)Satisfied b) Partially satisfied c) Dissatisfied

Q7. What type of training method is being used by the company to train you? a) Job instructions b) Lectures c) Role playing d) Conferences

Q8. Do you find improvement in your skills after the training program attended by you?

a) Yes b) No

Q9. Does the quality of training material provided to you at TPL is good?

a) Good b) Satisfactory c) Unsatisfactory

Q10. Do you like the external training programs?

a) Yes b) No c) Can,t say

Q11. Does the technique used by the trainer in conducting the training programs good?

a) Yes b) No

Q12. Do you find the trainer good:?

a) Yes b) No

Q13. Are regular feedback and suggestions taken from you after each training program?

a) Yes b) No



Q14. Is their any Improvement in the your personality after the training

program?

a) Yes b) No

Q15. How do you rate the managers/ supervisors in the arrangement of the training programs?

a) Good b) Satisfactory c) Unsatisfactory

Name:

Department:

Designation:

Signature of

participant:



BIBLIOGRAPHY

BIBLIOGRAPHY

Prasad, L.M. Principles and Practice of Management, Reprint 2005

(Sultan Chand & Sons, 2005).

Gupta K. Shashi, Joshi Rosy Human Resource Management, Reprint

2004 (Kalyani Publishers, 2004).

www.torrentpharma.com

Pal Rajendra, Korlahalli J.S. Essentials of Business Communication,

Reprint 2004 (Sultan Chand & Sons, 2004).

Kothari C.R. Research Methodology, Reprint 2000 (Wishwa Prakashan,

2000)


http://www.jcttextiles.com/



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