GROUP MEMBERS

1. VISHWAJEET KHOBRAGADE
2. SHREEPAD GAWADE
3. ASHISH NAMDEV
4. JEETENDRA CHAURASIA
5. YOGESH DHUMAL
6. ANKUSH WATKAR
7. FURKAN MOHAMMAD
8. HEMANT KSHIRSAGAR
INTRODUCTION
(AN OVERVEIW)

NICOLAS PIRAMAL INDIA LTD.(NPIL) IS ONE OF

LARGEST GROWING PHARMACUETICALS
COMPANY HAVING BUSINESS IN ALL OVER THE
WORLD.
NICOLAS IS A AMERICAN BASED COMPANY
WHICH IS HAVING A JOINT VENTURE WITH
PIRAMAL HEALTHCARE OF INDIA.
NPIL IS INDIA’S #4 PHARMACEUTICAL INDUSRTY.
 About
NPIL…
This manufacturing unit is located in
Balkum, Thane, on Mumbai-Agra Road,
about 40 km from Mumbai, the capital of
Maharashtra State. It’s head office is
located at Lower Parel, Mumbai. The total
plant area of this manufacturing unit is 32
ACRES; land so far utilised is 15 ACRES,
while built-up area is 3.2 ACRES.
The plant has 38 years of experience in
manufacturing Vitamin A and fine
chemicals.
NIPL Business…..

Human Nutrition Animal Nutrition Perfumery &

& Health & Health Cosmetic

THE LARGEST VITAMIN A MANUFACTURING

COMPANY IN INDIA
BY ADHERING TO THE VISION & VALUES OF
NPIL,
WE ASPIRE TO BECOME THE EMPLOYER OF
CHOICE,
BY CREATING AN EXCITING WORKPLACE,
WHICH NURTURES TALENT
&
INSPIRES SUPERIOR PERFORMANCE.
 TRAINING FOR EMPLOYEES
IT INVOLVES A STUDY OF ENTIRE ORGANIZATION IN
TERMS OF IT OBJECTIVE, ITS RESOURCES, THE
UTILIZATION OF THE RESOURCES, IN ORDER TO ACHIEVE
STATED OBJECTIVES.

THE TRAINING PROCESS CONTAINS…..

PRODUCT AWARENESS
MARKETING SKILLS
COMMUNICATION SKILLS
REPORTING
TIME MANAGEMENT
MARKETING ETIQUETTES
 DEVELOPMENT
PROCESS
ORGANIZATION DEVELOPMENT IS A PLANNED
PROCESS OF DEVELOPENING AN ORGANIZATION TO
BE MORE EFFECTIVE IN ACCOMPLISHING ITS
DESIRED GOAL

RESUTS ARE AS FOLLOWS…

 EFFECTIVE STRATERGIC AN OPERATIONAL PLANS

 TEAM DEVELOPMENT AND EFFECTIVENESS
 LEADERSHIP DEVELOPMENT
 ADDED VALUE, QUALITY, COMPETITIVE PRODUCTS OR
SERVICES
 APPRAISALS AND
REWARDS
 Meaning
 The focus of annual appraisal
 The focus of half yearly appraisal
 Outcome of annual performance
 Role of the Employee (Appraisee)
 Role of the immediate Superior
(Appraiser)
 Role of the Moderator
 Reward system
 Appraisals and
Rewards
In order to provide growth opportunities to employees,
the company has implemented a Performance Appraisal System
that facilitates communication between the superior and the
subordinate and agreement on goals/results to be achieved
during the performance period.
As a policy, each employee’s performance will be appraised
twice a financial year. In line with the company’s financial year,
the appraisals will be conducted in October and April. The
October appraisal will be called the half-yearly appraisal and the
April appraisal will be called the annual appraisal.
Outcome of annual performance appraisal will be
- Recommendations for annual increments
- Establishment of Performance Pay for the completed year
- Identification of training needs
- Identification of growth opportunities in the company / group.
 PERFORMANCE PAY
Performance Pay shall be applicable if specifically
mentioned in the appointment letter or promotion or
increment letter. Performance Pay will be dependent
on employee performance as well as the Company’s
Performance and shall be paid at the end of the year
in accordance with the scheme applicable for that
year. As a policy, Performance Pay shall be paid to
only those people who are on the rolls of the
company as of close of working hours on 31st March
of the respective financial year.
Performance pay policy for each fiscal year will be
announced at the beginning of the year.
 REWARD SYSTEM
 To tangibly demonstrate its commitment to a high performance
culture, the company devises reward mechanisms that strongly
reinforce performance.
 The moderator along with his immediate subordinates will
finalise each employee’s ratings and the reward distribution in
line with the company’s policy for that year.
 It is quite possible that the appraiser’s recommendations (as
discussed with the employee) may be normalised before the final
rating for reward distribution is decided. In such an event, it will
be the responsibility of the appraiser to communicate effectively
to the employee the rationale behind the change in rating. If the
superior/appraiser is unable to do the same, he must request the
moderator to assist him to do the same. The responsibility for
effective communication will however rest with the appraiser.
 MOTIVATIONAL FACTORS
APPRAISALS AND REWRDS
PERFORMANCE PAY (INCENTIVES)
HOLIDAY / PAID HOLIDAY WORKING
COMPENSATION
LEAVE POLICY
MEDICAL SUPPORT
RETIREMENT BENEFITS
P.F. AND EMPLOYEE PENSION SCHEME (EPS)
HOLIDAYS
TRANSFERS
 HOLIDAYS
This Factory have a five-day week. Weekly
off for our factory will be Saturday and
Sunday (unless finalised otherwise).

Paid Holidays (festival holidays) for all

manufacturing establishments of the
Company shall be 10. Local HR
departments shall finalize the list for
holidays before end of December each year
for the next year.
 Holiday / Paid Holiday Working
Compensation
1) The existing practice of claiming Rs. 300/- for Weekly holiday / paid holiday
working for six hours will continue.
2) In addition to this, compensation for working for Eight hours or more than
Eight hours on Weekly Holidays / Paid Holidays and Beyond normal working
hours on Working days is Rs.500/- Lumpsum per day. (This compensation is
strictly for all Production Personnel and the management staff called on
holiday working in production area.)
3) Compensation for working for more than 2.30 Hrs and upto six hours on
Weekly Holidays / Paid Holidays and beyond normal working hours on
Working days :Auto / Taxi fare from Factory to Thane Railway Station (If
Company Transport is not available) and further from nearest Railway Station
to Residence.
4) Compensation for attending duty in case of emergency : To and From Auto /
Taxi fare from Residence to nearest Railway Station and further from Thane
Railway Station to Factory. (If Company Transport is not available)
5) The Departmental Head should ensure that prior approval is granted for
working on Weekly Holidays / Paid Holidays.
6) With this arrangement all the existing practices / benefits in this respect
stand withdrawn.
 LEAVE POLICY
Leave extended to an employee is
classified under 4 different heads and as
such the rules for availing of the same are
different. They can be classified as under.

1. Need based leave (Casual Leave or Sick

Leave)
2. Privilege Leave / Earned Leave (PL)
3. Maternity Leave
4. Special Sick Leave
 TRANSFERS
Service conditions of every employee includes a condition
stating that, based on company’s requirement, he/she can be
transferred to any of the company’s existing or new
departments, plants, group companies, offices, branches etc
located anywhere in India.

REIMBURSEMENTS

To effect the transfer, he/she will be reimbursed as follows:

1. All expenses incurred on the transportation of personal
goods
2. Travel expenses as per the travel policy for self and
immediate family Reimbursement of any other expense will be
at the discretion of the Divisional Head and Head of Corporate
HR, subject to prior approval.
 Compensation
Structure
As a policy, any employee’s compensation
will be structured as follows:
 FIXED PAY
Fixed Pay shall include Salary (Basic Salary),
House Rent Allowance, Education Allowance,
Transport Allowance, Driver’s salary, Leave
Travel Allowance, Medical Allowance, Special
Allowance and retirement benefits as applicable
for the grade from time to time. The Fixed Pay
shall consist of the following components. This is
a structure that is extremely tax-friendly and
maximizes take-home pay for the employees.
 MEDICAL SUPPORT
The Company is concerned with all employees’
health as well as the health of their immediate
families. The medical support provided to an
employee is categorised as under:
a. Domiciliary Medical Allowance
b. Hospitalisation Policy
c. Executive Medical Check-Up
d. Employee State Insurance Scheme
Membership
e. Accident Insurance
 To claim the LTA

 The employee must proceed on privilege leave for at lease 5

working days.
 While applying for privilege leave, he/she is expected to
indicate if he/she desires to claim LTA. The employee will be
granted an advance before proceeding on privilege leave of
an amount at the most equivalent to his/her LTA entitlement
 The employee must submit the claim on return from Privilege
Leave. The claim will be sent to Payroll department and the
LTA amount will be paid along with the next salary. The
advance given to the employee (before proceeding on leave)
will be adjusted fully against the LTA payable to the employee
 An employee is permitted to claim Leave Travel Allowance
from the company on completion of one year’s service with
the organization.
 In event of separation within less than a year, the employee
will be paid LTA on a prorata basis (length of service in the
organization) along with his/her settlement.
 RETIREMENT BENEFITS
In order to ensure that employees
have set aside some money for their
retired life, the company has the
following retirement benefits

EMPLOYEES PENSION SCHEME

(EPS)
PROVIDENT FUND
VOLUNTARY PROVIDENT FUND (VPF)
SUPERANNUATION FUND
GRATUITY
 P.F. and Employee Pension
Scheme (EPS)
Eligibility
The above pension scheme is eligible to
the members who were the members of
Family Pension Scheme 1971 till 15.11.95.
 P.F. and Employee Pension
Scheme (EPS)
Benefits
On Retirement
The member of Employees Pension
Scheme (EPS) is eligible to get monthly
pension on retirement attaining the age
of 58 years from the Regional Provident
Fund Commissioner for his whole life.
Thanks