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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: 14th July 2011
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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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 is very 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
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.
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.
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.
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.
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
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
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
motivation and a support system. If the entire office is involved, employees will be more likely to accomplish their goals. To help employees make positive lifestyle changes, have a kitchen equipped with a refrigerator and microwave to prepare healthy meals. Research shows that preparing food is healthier than eating out. Also, encourage breaks throughout the day. Even small amounts of exercise throughout the day are beneficial. According to Dr. Oz, "Exercise releases serotonin and dopamine, the feel-good hormones that become blocked during stress. Walking stairs is a great workout. One study showed that walking stairs 7 minutes a day reduces the risk of heart disease by two-thirds." If possible, offer a company discount on gym memberships. This will encourage employees to make positive choices outside of the office and to exercise regularly. Dig Deeper: 10 Ways CEOs can Reduce Office Stress
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 comments from 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
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 -
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.
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.
..... Summer Internship Report LJMBA - 21 -
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.
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.
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.
MILESTONES
Today, Cadila is proud of its achievements State of the art formulations manufacturing facility, built to the exacting specifications of USFDA, TGA, MCA & MCC. One of the best R & D setup in the country, manned by a 150 strong scientists pool. Strong formulation development base.
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
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'.
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
offerings of Vetnova. The division is on the path to growth and intends to take its brands beyond the borders
ACILOC
A Ranitidine preparation, Aciloc is one of India's best selling brands in this category.
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
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.
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.
5.2.1 POPULATION
Population gives the total number of employees present in the organization. The total population under study is around 408 employees.
..... Summer Internship Report LJMBA - 30 -
6. DATA ANALYSIS
Data analysis was done using percentage analysis and statistical tools.
Survey Response Status Division Volta Maxima Vetnova Generic Oncocare Magna Derma Total Total 24 28 12 17 26 5 14 126 Received 22 22 6 7 12 4 1 74 Percentage 91.7 78.6 50.0 41.2 46.2 80.0 7.1 58.7
2 (Agree) 25 39 33 27 31 32 28 27 33 39 30 32 376
63.20%
36.80%
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.
NO. OF S. NO 1 2 3 4 5 PARTICULARS Strongly Agree Agree Partially Agree Partially Disagree Strongly Disagree TOTAL
AVG OF
57.30%
22.10% 20% 10% 1.50% 0% Strongly Agree Agree Partially Agree Partially Disagree Strongly Disagree 2.90% 16.20%
Perticulars
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.
NO. OF S. NO 1 2 3 4 5 PARTICULARS Strongly Agree Agree Partially Agree Partially Disagree Strongly Disagree TOTAL
AVG OF
50% 45% 40% Respondents 35% 30% 25% 20% 15% 10% 5% 0% Strongly Agree 39.70%
48.50%
10.30% 1.50% Agree Partially Agree Partially Disagree 0.00% Strongly Disagree
Perticulars
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.
Q4) In the last seven days, I have received recognition or praise for doing good work
NO. OF S. NO 1 2 3 4 5 PARTICULARS Strongly Agree Agree Partially Agree Partially Disagree Strongly Disagree TOTAL
AVG OF
40% 35% 30% Respondents 25% 20% 15% 10% 5% 0% Strongly Agree 16.20%
39.70%
Agree
Partially Agree
Partially Disagree
Strongly Disagree
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.
50% 45% 40% Respondents 35% 30% 25% 20% 15% 10% 5% 0% Strongly Agree 35.30%
45.60%
Strongly Disagree
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.
NO. OF S. NO 1 2 3 4 5 PARTICULARS Strongly Agree Agree Partially Agree Partially Disagree Strongly Disagree TOTAL
AVG OF
50% 45% 40% Respondents 35% 30% 25% 20% 15% 10% 5% 0% Strongly Agree 23.50%
47.10%
19.10%
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.
45% 40% 35% Respondents 30% 25% 20% 15% 10% 5% 0% Strongly Agree 23.10%
43.10%
26.10%
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.
NO. OF S. NO 1 2 3 4 5 PARTICULARS Strongly Agree Agree Partially Agree Partially Disagree Strongly Disagree TOTAL
AVG OF
50% 45% 40% Respondents 35% 30% 25% 20% 15% 10% 5% 0%
50.00% 41.00%
Perticulars
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 respondents are strongly disagree.
50% 45% 40% Respondents 35% 30% 25% 20% 15% 10% 5% 0% Strongly Agree 34.90%
50.00%
13.60%
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.
60% 50% Respondents 40% 30% 20% 10% 0% Strongly Agree 19.70%
59.10%
Perticulars
INTERPRETATION The above graph shows that 19.70% of the respondents are strongly agree that they have a best friend at their work and 59.10% are agree with the same. 15.20% of the respondents are partially agree4.50% are partially disagree and 1.50% of the respondents are strongly disagree with the statement.
Q11) in the last six months, someone at work has talked to me about my progress
NO. OF S. NO 1 2 3 4 5 PARTICULARS Strongly Agree Agree Partially Agree Partially Disagree Strongly Disagree TOTAL AVG OF
50% 45% 40% Respondents 35% 30% 25% 20% 15% 10% 5% 0% Strongly Agree 22.70%
45.40%
Agree
Partially Agree
Partially Disagree
Strongly Disagree
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.
Q12) In the last year, I had opportunities at work to learn and grow
NO. OF S. NO 1 2 3 4 5 PARTICULARS Strongly Agree Agree Partially Agree Partially Disagree Strongly Disagree TOTAL AVG OF
50% 45% 40% Respondents 35% 30% 25% 20% 15% 10% 5% 0% Strongly Agree 32.80%
50.00%
6.20%
Strongly Disagree
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 respondents are strongly disagree.
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 in celebration 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
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.
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 and management. Confidentiality of the management is the strongest hindrance to the collection of data and scientific analysis of the study.
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.
WEBSITE
http://www.wikepedia.in http://justarticles.com http://www.cadilapharma.com
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. Neutral 4. Disagree 5. Strongly disagree Q1) I know what is expected of me at work Strongly Agree Partially Disagree Agree Strongly Disagree Partially Agree
Q2) I have the materials and equipment I need to do my work right Strongly Agree Partially Disagree Agree Strongly Disagree Partially Agree
Q3) At work, I have the opportunity to do what I do best every day Strongly Agree Partially Disagree Agree Strongly Disagree Partially Agree
Q4) In the last seven days, I have received recognition or praise for doing good work Strongly Agree Partially Disagree Agree Strongly Disagree Partially Agree
Q5) My superior, or someone at work, seems to care about me as a person Strongly Agree Partially Disagree Agree Strongly Disagree Partially Agree
Q6) There is someone at work who encourages my development Strongly Agree Partially Disagree Agree Strongly Disagree Partially Agree
Q7) At work, my opinions do seem to count Strongly Agree Partially Disagree Agree Strongly Disagree Partially Agree
Q8) The mission/purpose of my company makes me feel my job is important Strongly Agree Partially Disagree Agree Strongly Disagree Partially Agree
Q9) My associates (fellow employees) are committed to doing quality work Strongly Agree Partially Disagree Agree Strongly Disagree Partially Agree
Q10) I have a best friend at work Strongly Agree Partially Disagree Agree Strongly Disagree Partially Agree
Q11) In the last six months, someone at work has talked to me about my progress Strongly Agree Partially Disagree Agree Strongly Disagree Partially Agree
Q12) In the last year, I had opportunities at work to learn and grow Strongly Agree Partially Disagree Agree Strongly Disagree Partially Agree