Project Manan

PROJECT ON MASS RECRUITMENT, Sadhana Center For Management And Leadership Development.
The live Project Report on Recruitment & Selection for Lupin Limited
Project Report Submitted to Sadhana Centre for Management & Leadership Development of Pune In Partial Fulfillment of Requirement for the Award of Certificate of Post Graduate Program for Executive Leadership
By Mr. Manan Hathi
Sadhana
Centre for Management & Leadership Development 2010-11
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The live Project Report on Recruitment & Selection for Lupin Limited
Project Report Submitted to Sadhana Centre for Management & Leadership Development of Pune In Partial Fulfillment of Requirement for the Award of Certificate of Post Graduate Program for Executive Leadership
By Mr. Manan Hathi Under the guidance of Mr. Mayur Mamidwar MBA(HR.), B.PHARMA
Sadhana
Centre for Management & Leadership Development 2010-2011
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DECLARATION
I, the undersigned, hereby declare that the Project Report entitled The Live Project Report on Recruitment and Selection For Lupin Limited written and submitted by me to the Sadhana Centre For Management & Leadership Development of Pune, in partial fulfillment of the requirement for the award of Certificate of Advance Programe of Executive Leadership & Development under the guidance of (Dr.GaneshNikkam) is my original work and the conclusions drawn therein are based on the material collected by myself.
Place:Pune
Date: 30th July 2011
Signature of Student:
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GUIDES CERTIFICATE
This is to certify that the Project Report entitled The Live Project Report On Recruitment & Selection which is being submitted herewith for the award of the Certification of Advance Programe for Executive & Leadership Development(APEL) of Sadhana College, is the result of the original research work completed by ( Mr.MananHathi ) under my supervision and guidance. To the best of my knowledge and belief the work embodied in this Project Report has not formed earlier the basis for the award of any degree or similar title of this or any other University or examining body.
Place: Pune Date:30thjuly2011 Signature of Project Guide
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ACKNOWLEDGEMENT
The completion of the project involves the valuable co-operation and advice of many people, without whose support the completion of this project was not possible. I sincerely give my thanks to Dr.Ganesh, Director of Medulla Recruitments &Mr.Mayur, Team Leader of this live project for graciously giving me the opportunity of the project. I am grateful to him for the support I received during tenure of this project. I am thankful to Mr.Gaurav Mehta, H.R.Head of Lupin India for wilfully sharing their knowledge and time with me. Encouragement and valuable suggestions given by them have enhanced the value of this project. I extend my thanks to all the participants, students and my colleagues (Mr.Guntas Singh, Mr Shawn Kurian, & Mr Irfan Khan).
Signature of Students
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EXECUTIVE SUMMARY
This project pertains the work of recruitment procedure activities for Lupin Limited. The basic objective of undertaking this project was to understand and analyze recruitment procedure by actual involvement into recruitment Drive of Lupin Limited in Belgaum &Karwar District of Karnataka and Kolhapur and Sholapur district in Maharashtra. Recruitment and Selection, are differentiated functions, in that recruitment deals with the forming a pool of applicants, whereas Selection deals with picking out the best one. However, in practice no clear distinction is seen between the two; it is considered as an integrated process. Recruitment must start with a thorough assessment of immediate staffs requirements. The vacant job should be analysed, and a job description and employee specification written out to show what the job involves and the type of person who is needed to do it. Attention must also be given to future staff requirements, with any prospective employee able enough to be transferred or promoted to other jobs as they arise.
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CONTENTS
CHAPTER NO. I.
TITLE
PAGENO.
Introduction
11
II.
Profile Of Organization
15
III.
Conceptual Background
21
IV.
Research Design & Methodology
34
V.
Data Presentation , Analysis and Interpretation
40
VI.
FINDINGS , SUGGESTIONS AND CONCLUSION
47
VII
BIBLIOGRAPHY
50
VIII IX
ANNEXURE PROJECT CHECKLIST
55 61
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INTRODUCTION
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Chapter I INTRODUCTION
Lupin Limited is the third largest pharmaceutical company of India, it is headquartered in Mumbai.it is an innovation led transnational pharmaceutical company producing a wide range of quality, affordable generic and branded formulations and APIs for the developed and developing markets of the world. The Company today has significant market share in key markets in the Cardiovascular (prils and statins), Diabetology, Asthma, Pediatrics, CNS, GI, Anti-Infectives and NSAIDs therapy segments.it also has global leadership positions in the Anti-TB and Cephalosporins. Lupin has nine manufacturing plant in India and seven manufacturing plant outside India. In India manufacturing plant are located Ankleshwar and Baroda in Gujarat , Tarapur and Aurangabad in Maharashtra ,Indore and Mandideep in Madhyapradesh ,Goa and Jhammu. Companys products reach over 70 countries in the world. Today, Lupin has the unique distinction of being the fastest growing top 10 Generics Company in the two largest pharmaceutical markets of the world-The U.S. and Japan. For the Financial Year 2009-10,Lupins Consolidated Revenues were around Rs. 4767 Crores(USD 1.1 Billion). In FY 2011, net sales grew by 20% to INR 57,068 million up from INR 47,736 million the previous year. EBITDA margins increased to 20% and net profits grew at 27% to INR 8,626 million compared to INR 6,816 million in FY 2010. Standing on the shoulders of our past performance record, these results deliver some of the best growth numbers in the industry - 27% CAGR in Gross Sales; 32% CAGR in EBITDA and 38% CAGR in PAT, for the last 6 years. Lupins world class manufacturing facilities, spread across India and Japan, have played a critical role in enabling the Company realize its global aspirations. Benchmarked to International standards, these facilities are approved by international regulatory agencies like US FDA, UK MHRA, Japans MHLW, TGA Australia, WHO, and MCC South Africa
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STATEMENT OF PROBLEM: To face the higher attrition rate, Lupin want to prepare its future work force & also want to generate the employment for young & bright students from rural & unprivileged areas of India. AIM OF THE PROJECT To Recruitment of those students, who secured a minimum of 50% marks in the Higher Secondary Certificate Examination (12th class-science) or any equivalent examination. To maintain the pool of work force in Lupin Limited and reduce the effect of higher attrition rate. To generate employment opportunities in rural and undeveloped areas of India and also to reach out to those people who are the most desirable candidates for the job. It is part of the Corporate Social Responsibilities (CSR) of Lupin Limited. To understand the various problems arising during recruitment and selection. And also to study problems during mass recruitment. To convert the recruitment target of 150 students, from Karwar and Belgaum district of Karnataka, and Sholapur and Kolhapur of Maharashtra. SCOPE IN THE PROJECT To reach out to as many schools and Jr.colleges having students of science. In Belgaum and Karwar (Karnataka) there were in total 15 Talukas having science colleges and high school. There were approx. 50 schools and colleges having science in these two districts. out of this 50 schools there were approx. 25 school and colleges which fulfill the requirement of the project .i.e. students who have got
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above 50% in science and those who are looking for this type of opportunities. The result of S.S.C Board was quite satisfactory in Maharashtra with more than 70% students passed out successfully. In two districts Kolhapur and Sholapur (Maharashtra) there were 20 Talukas having science school and colleges. There were approx. 80 schools and colleges in these districts having science school and colleges. Out of which 40% were fulfilling the requirement of the project. So from all these four districts we had the database of around ten thousand students, out of which valid data was around two Thousand of which contact number and addresses were available. LIMITATIONS IN THE PROJECTS The S.S.C result of KARNATAKA was not satisfactory .Nearly 40% students passed the exam successfully. Valid data base decreased due to unsatisfactory result in Belgaum and Karwar in Karnataka. Language problem was the great barrier in the project as the people was comfortable speaking only Kannad and Marathi. As going deep inside the Talukas and Villages the language problem increased more. Support from schools and colleges were very less. Principal and staff in some schools were not ready to share students database i.e. their contact numbers and address. Many schools didnt keep their students record, so it become very difficult to approach to those students.
Also the students were waiting for their results of other competitive exam (CET) which was again a great barrier as the student were not able to take decision.
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PROFILE OF THE ORGANIZATION
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CHAPTER II PROFILE OF ORGANIZATION
MISSION STATEMENT: Our aspiration is to become a multi-billion dollar transnational company and be counted amongst the top generic pharmaceutical companies in the world. Going forward, we have to consistently set ourselves standards and benchmarks that will be world-class but uniquely Lupin. Lupin is at a very interesting point of its evolution, well on course on its intended journey to emerge as a global generics powerhouse - a point in time where I find not only a new level of energy and excitement brewing within Lupin's rank and file, but most importantly, a keen sense of pointed urgency to achieve and excel. VISION STATEMENT : AN INNOVATION LED TRANSNATIONAL PHARMACEUTICAL COMPANY . CURRENT STATUS OF LUPIN LIMITED Today Lupin is Indias 3rd largest pharmaceutical company having turnover of approx. 5000 crores .It is having nine manufacturing plant in India and seven outside India.it is having business in around 70 countries across the world . In FY 2011, net sales grew by 20% to INR 57,068 million up from INR 47,736 million the previous year. EBITDA margins increased to 20% and net profits grew at 27% to INR 8,626million compared to INR 6,816 million in FY 2010. Standing on the shoulders of our past performance record, these results deliver some of the best growth numbers in the industry - 27% CAGR in Gross Sales; 32% CAGR in EBITDA and 38% CAGR in PAT, for the last 6 years
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COMPETITORS OF LUPIN PHARMA : Some of the competitors of Lupin Pharma are as follows : Ranbaxy CIPLA Dr. Reddys Lab Pfizer Wokhardt Mankind Glaxo smith Kline Becheme ASTRO ZENEKA / CADILLA ABBOTT Albert David LAB
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PRODUCTS MANUFACTURED BY THE COMPANY

Anti-allergy Anti-asthma Anti-bacterial/fungal creams Anti-diabetic Anti-oxidants An xiolytic Anti-malarial Anti-TB Anti-viral Cardiovascular Cephalosporin Gastro-intestinal Herbal Iron preparations Laxatives Multi-vitamins NSAID OA/RA Quinolones
HISTORY AND ACHIEVEMENT Top Indian Pharma company under the Pharmaceuticals sector for the Dun & Bradstreet Rolta Corporate Awards 2010 Lupin ranked amongst India's Top 3 'Best Companies to Work For' in Healthcare and Pharma Sector Lupin ranked 2nd amongst India's "Best Companies to Work for" in the Biotechnology and Pharmaceutical Sector Indian Pharmaceutical Company of the Year 2010" by Frost & Sullivan India Excellence in Healthcare Awards 2010.
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Best Drug Development Company, Asia' by The New Economy Pharmaceutical & Healthcare Awards 2010 International Excellence Award by Institute of Economic Studies IN 2009 IN 2008'Wal-Mart Supplier Award of Excellence' for overall commitment, performance, partnership IN 2007 Cardinal Health conferred two awards the Trade Representative of the Year and the Quality Supplier Award to Lupin Pharmaceuticals Inc. Amerisource Bergen, one of the largest and leading wholesalers in the US conferred the Best New Manufacturer of the Year, Generics Rx to Lupin Pharmaceuticals on-time shipping, innovative programs and overall
ABOUT THE ORGANIZATION BIOJOBZ Biojobz was established in the year 2007 with a focus on providing human resource consulting & staffing solution exclusively to the Biotech & Pharmaceutical industry Within a short time span of 3 year Biojobz has come out as most preferred human resource staffing agency for their global clients, which can be gauged by the repeat orders and the increase in volume of work Biojobz is the first Headhunting and staffing agency from India to specialize in the Biopharma and life-science industries. Within a year the company have delivered on some of the most challenging recruitment assignments - applying a focused, committed and creative approach designed to exceed client expectations. Biojobz reputation is built on its recognised ability to assess objectively both competency and cultural fits, whilst having access to high-calibre, rare talent as a result of unrivalled global/local networks. The company invest heavily in
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equipping our staff with the specialist skills necessary to perform to the highest standards, while developing their careers.
VISION OF THE COMPANY To serve competencies globally while creating avenues for learning & career. MISSION OF THE COMPANY To be the no.1 recruiting and staffing company of biopharma in India. Values company offer 1 Transparency: We are very open to all our customer and stake holders i.e. Client Company, Candidates and Employees. We share regular feedback of our candidates with company and at the same time share company views and short comings with candidates. 2 Speed: Speed is an essential component of our delivery mechanism not enforced by competition but our values and beliefs. Following 2 processes are examples to showcase our value to ensure highest professional standards: Resume sending time of less than 2 days post requirement. We reach every prospective and reactive candidates by e-mail, sms, and Phone. 3 Excellence: We believe in doing best of our ability. We make sure that we have excellent system to back-up our delivery e.g. Giving snap shot summary ensures a less time spend on short listing candidate by company. This can also be seen from our communications be it oral, electronic or referral. We work with only those companies who have best HR culture and clarity in terms of career progression for the candidates recruited through us. In short companies and professionals who walk the talk and that makes Biojobz Indias leading specialist and executive search catalyst for Life Science Industry.
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CONCEPTUAL BACKGROUND
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CHAPTER III.
CONCEPTUAL BACKGROUND
The Indian pharmaceutical industry is the world's second-largest by volume and is likely to lead the manufacturing sector of India India's bio-tech industry clocked a 17 percent growth with revenues of Rs.137 billion ($3 billion) in the 2009-10 financial year over the previous fiscal. Bio-pharma was the biggest contributor generating 60 percent of the industry's growth at Rs.8,829 crore, followed by bioservices at Rs.2,639 crore and bio-agri at Rs.1,936 crore The first pharmaceutical company are Bengal Chemicals and Pharmaceutical Works, which still exists today as one of 5 government-owned drug manufacturers, appeared in Calcutta in 1930. For the next 60 years, most of the drugs in India were imported by multinationals either in fully formulated or bulk form. The government started to encourage the growth of drug manufacturing by Indian companies in the early 1960s, and with the Patents Act in 1970, enabled the industry to become what it is today. This patent act removed composition patents from food and drugs, and though it kept process patents, these were shortened to a period of five to seven years. The lack of patent protection made the Indian market undesirable to the multinational companies that had dominated the market, and while they streamed out, Indian companies started to take their places. They carved a niche in both the Indian and world markets with their expertise in reverse-engineering new processes for manufacturing drugs at low costs. Although some of the larger companies have taken baby steps towards drug innovation, the industry as a whole has been following this business model until the present.
In 2002, over 20,000 registered drug manufacturers in India sold $9 billion worth of formulations and bulk drugs. 85% of these formulations were sold in India while over 60% of the bulk drugs were exported, mostly to the United States and Russia. Most of the players in the market are small-to-medium enterprises; 250 of the largest companies control 70% of the Indian market. Thanks to the 1970 Patent Act, multinationals represent only 35% of the market, down from 70% thirty years ago.
Most pharma companies operating in India, even the multinationals, employ Indians almost exclusively from the lowest ranks to high level management. Mirroring the social structure, firms are very hierarchical. Homegrown pharmaceuticals, like many other businesses in India, are often a mix of public and private enterprise. Although many of these companies are publicly owned,
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leadership passes from father to son and the founding family holds a majority share. In terms of the global market, India currently holds a modest 1-2% share, but it has been growing at approximately 10% per year. India gained its foothold on the global scene with its innovatively engineered generic drugs and active pharmaceutical ingredients (API), and it is now seeking to become a major player in outsourced clinical research as well as contract manufacturing and research. There are 74 U.S. FDA-approved manufacturing facilities in India, more than in any other country except US. MAJOR COMPANIES IN THE PHARMACEUTICAL INDUSTRY
Rank 1 2 Company Johnson & Johnson Pfizer Country United States United States Total Revenues
(USD millions)
Net income/ (loss)

(USD millions)
Employees 118,700 81,800
63,747.0 48,296.0
12,949.0 8,104.0
3
4 5 6 7 8 9 10 11 12
GlaxoSmithKline
Roche Sanofi-Aventis Novartis
United Kingdom
44,654.0
44,267.5 42,179.0 41,459.0 31,601.0 29,527.6 23,850.3 22,833.9 21,366.0 20,378.0
8,438.6
8,288.1 5,636.7 8,195.0 6,101.0 4,880.7 7,808.4 4,417.8 5,247.0 2,071.9
99,003
80,080 98,213 96,717 65,000 68,838 55,200 47,426 35,000 40,500
Switzerland France Switzerland United AstraZeneca Kingdom United Abbott Laboratories States United Merck States United Wyeth States Bristol-Myers United Squibb States United Eli Lilly States
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RECRUITMENT Recruitment refers to the process of attracting, screening, and selecting qualified people for a job. For some components of the recruitment process, mid- and largesize organizations often retain professional recruiters or outsource some of the process to recruitment agencies. The recruitment industry has four main types of agencies: employment agencies, recruitment websites and job search engines, "headhunters" for executive and professional recruitment, and niche agencies which specialize in a particular area of staffing. Some organizations use employer branding strategy and in-house recruitment instead of agencies. Recruitment-related functions are generally carried out by an organization's human resources staff. The stages in recruitment include sourcing candidates by advertising or other methods, screening potential candidates using tests and/or interviews, selecting candidates based on the results of the tests and/or interviews, and on-boarding to ensure the candidate is able to fulfill their new role effectively SOURCES OF RECRUITMENT Sources of recruitment in clued mainly two types 1. External sources 2. Internal sources EXTERNAL SOURCES: Sources of recruitment from outside the company are called external sources. It is of following types 1. Press and Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage it has that it has wide reach.
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2. Educational Institutes: Various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment. 3. Placement Agencies: Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing) 4. Employment Exchanges: Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates. 5. Labor Contractors: Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. This source is used to recruit labor for construction jobs. 6. Unsolicited Applicants: Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organization. 7. Employee Referrals / Recommendations: Many organizations have structured system where the current employees of the organization can refer their friends and relatives for some position in their organization. Also, the office bearers of trade unions are often aware of the suitability of candidates. Management can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union. INTERNAL SOURCES : The source of recruitment inside the company is called internal sources. 1. Transfers: The employees are transferred from one department to another according to their efficiency and experience. 2. Promotions :The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience 3. Upgrading And Demotion of present employees according to their
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performance.
4. Retired and Retrenched Employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment such people save time and costs of the organizations as the people are already aware of the organizational culture and the policies and procedures.
5. The dependents and relatives of Deceased Employees And Disabled Employees are also done by many companies so that the members of the family do not become dependent on the mercy of others.
RECRUITMENT PROCEDURE 1 Head Hunting Head hunter is a choice for all its clients. It has closed over 20 positions through head hunting at Sr. Management level over last 6 months. This includes scientifically intensive position like director API R&D, Director Formulation R&D, Director Biological Regulatory Affairs & Director Process Engineering to functional intensive positions like Divisional controller Finance, Head Human Resource, Director Medical Affairs & Head Clinical Data Management. These are the result of extensive scientific know how & deep functional understanding across the bands. 2. Recruitment & Staffing Companies successfully recruits many candidates which includes
Diverse scientific expertise like group leader (Analytical chemistry) Group Leader (Molecular Biology), Sr. Scientific Manager(Oncology),Sr.Medical Advisor
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Functional and General management intensive positions like Sr. Manager (Eng.), Finance Controller, Manager(SCM)& Executive positions for secretarial Human resource &Warehouses administration companies have successfully recruited a entire Clinical Data Management team as a turnkey assignment for world leading European MNC to help its shift of operations from Singapore to India. 3 Customized Salary Surveys Companies conducts small surveys to help their clients to do compensation bench marking & understand salaries paid for functional scientific expertise. Recently we conducted survey of top 3 clinical research organizations to understand salary band for levels like CRA, Associate Manager, Project Manager, Clinical Operation Manager, and Director Clinical Research etc. This survey enables our clients to be confident that they have competitive pay packages in place to attract the right professionals, while helping them to achieve employee cost optimization. In our project we have done MASS RECRUITMENT. For LUPIN PHARMACEUTICALS. Lupin pharmaceuticals needed candidates for its two manufacturing plants .i.e. Goa and Tarapur. Requirement in Goa manufacturing plant was around 150 whereas in Tarapur manufacturing plant it was 20. So for Goa manufacturing plant we conducted the drive in three different district such as Belgaum, Karwar and Sholapur and
Kolhapur drive was conducted for the tarapur manufacturing plant. So as per mass recruitment it is specialist recruitment experts work for a broad nationwide base of clients who regularly return to us for our help with the recruitment of the right assistant project managers for their project
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management teams. We source permanent assistant project managers, as well as contract staff for both short and long-term roles. Typical key responsibilities for the assistant project managers we supply have included: producing regular project management reports taking detailed briefs from clients and end users and preparing outline project budgets for client approval. As you are the prospective employer and our client, at Mass Recruitment we always put your specific requirements first. So for the purpose of mass recruitment we visited different talukas and villages of the mentioned cities and contacted different students and explain them about our program .after all this process we did venue finalisation the place where the entrance test and interview that had to be conducted .on the decided date and place the student were called and the test was conducted .
EXPERIENCE DURING THE PROJECT
The name of our drive was EARN AND LEARN IN LUPIN PHARMA. This drive was for Goa manufacturing plant of lupin and also for the Tarapur plant of the lupin. Earlier it was only for Goa manufacturing plant but on see the requirement in Tarapur plant it was also included in the programme Our drive started on 7th of May 2011.We headed to Karnataka on 7th night and boarded at Belgaum on 8th may. Two of the four of us went to Karwar for conducting drive and two of us remain in Belgaum after finding a suitable accommodation we started our job of going to different schools and colleges of Belgaum .We first went to education office from where we got the list of schools and colleges having 12th science . On the first day we went to the top college of Belgaum i.e. Jyoti college where we met the principal and staff of the college including the lecturer of science dept .the liked the program which we offered them but there were no student to whom we could approach .so we collected data from the college and decided to personally call the students and explain them the program .after that we visited other colleges like Rls, Sheikh Group Of Institution, Maratha Mandal Jr College etc. We also went to different cyber caf where student came to take results
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After going to different colleges of Belguam .I moved towards the Talukas of Belgaum And went to first Taluka Chikudi it was around 40 kms away from Belgaum there I visited three colleges KLE college RD college and Magudam college ,from all these colleges I got the mixed response KLE COLLEGE didnt share the data in RD college staff were not available and in Magudam they were not having the contact number of the students. I got few contact numbers from the two colleges .meanwhile we had started getting data from the city colleges like RLS, Gogte college and Uslamia college . Then after that I went to second Taluka Khanapur which was around 25 kms from Belgaum, where there were only two colleges KLE and Maratha Mandal jr. College. K.L.E. didnt had any staff and principal available so no availability of data was there .in Maratha Mandal, I got the data of 20 odd students to which I contacted and explained the program. After that I went to other Taluka called Gokak it was around 50km away from Belgaum it was more in deep Karnataka side where the people spoke only Kannad there I find three college to be suitable i.e. JSS COLLEGE, LET COLLEGE and GOVT COLLEGE ,where I could get data from LET College of around 100 students . Meanwhile we had a lot of data and started calling the students personally, there we came across a lot of problem such as language problem less interest of student in the program, students were confused where to go, as the result was not satisfactory only 40% student managed to pass the 12th exam it was difficult for us to communicate to more and more students. So we started sending them detail in post, so that more and more students get to know about our program .after calling to the data, I realised still we had less required data. So I again started to visit another Talukas. So then I went yet another Taluka called Hukkeri it was around 40 km away from the Belgaum and was a small Taluka were there were only three colleges SV COLLEGE, GOVT COLLEGE etc. Where only from Government college I got the appropriate data. Next day I went to small Taluka called SANKESHWAR where there was a college called S.K.V.S college from where i got the data of around 105 students now we had sufficient data and less time to contact to all we than started
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calling and reminding students about the Entrance test, Entrance date and Venue .We approached new students and calling already coming students. After doing all the hard work and running, then came the day of the entrance test of Belgaum .But yet there was another external factor that was weather it rained heavily the last night and in the morning that result in the less footfall then that expected we again got back to calling there we got another shock the students who were confirmed the last night for attending the interview they back out and left us with less choice .One after the other students started back out .And we were left out with nothing .Belgaum drive didnt got that success which we anticipated when we started the drive, .out 100 student expected only 30 turnout and only 19 got the offer letter. The Belgaum drive failed in all prospects neither there were student nor there were much offer to be given target remained un achieved. All what we expected at that day nothing happened everything remained out of favour for us. GREATEST LEARNING WE GOT FROM THIS DRIVE WAS THAT DONT GO ON ASSUMPTION ONLY RELY ON THE INFORMATION WHICH IS CORRECT. AND ALSO WE LEARNED TO CHANGE THE APPROACH AND STRATEGY IN THE NEXT DRIVE TO STOP THE REOCCURANCE OF THE DEBACLE AGAIN.
Belgaum drive ended with lot to think while going to another drive that was Kolhapur as we just tasted the failure it was important for us to go back to basics and restart again with fresh new place and state .problem we faced in Belgaum were still in our mind and it was just the time not to repeat the mistake we did earlier. What happened in last drive were still in our memories and would help us to take the next step cautiously. Kolhapur was bigger district then Belgaum both area wise and economically so main target was to approach to as many student as we could. We started our drive with employment exchange we went there talk to the concerned person explain the program to him also asked for the help he can offer to us, he liked the programme also promised to support us .and also helped us in giving the advertisement in newspaper. From there we went in search of college having science with the information we got from the sources . We started our journey from the colleges like Main Rajaram
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, Vidyapeeth ,Maharashtra high school , New college , Gokhle college, Vivekanand and Mahaveer College . We got a relevant data from few of them .After having some data and a good response from advertisement now it was tome to visit different talukas of Kolhapur. I started my journey with place called Hathkanangal which was a taluka 25 kms from the Kolhapur .In Hathkanagal, I went to a city called Ichalkururnji there I found the colleges which were required in the project. After visiting different colleges and also having a good responses from the Principal of the college there arose an opportunity for me to get the student and I decided to visit the place again and try to take out maximum out of it . Result of the S.S.C board were out and the result were satisfactory and on 6th June and the mark sheets were out in different a school and colleges so students come to collect their result in the respective school colleges, so it was good opportunity for us to interact with the student face to face and thats what I did , I interacted with many students explain them the programme and discuss with them and if interested I would fill their details in form. This was an application form which included details of the students and also the detail about their parents which was important for us. Our programme was for the students who had capability but they were not able to study as they had no money so those students are the target people of our company, and those candidates we were getting in the programme. So in search of the student i went to different Talukas of Kolhapur such as Ichalkurunji , Jaisinghpur, Gadhingluj,Shirol Kagal,Nippani and Panhala and their respective different villages . I use to talk to students take their details and went to colleges collect the data of the students, personally talk to students explain them the programme and try to convince him to be part of t programme. I also use to interact students who use to come to employment exchange and clear their doubts which they had for the project so day by day we use to approach to more and more students and visiting different place so that more and more people became the part of our programme and get the benefit out of it. So we all started collecting the data of the students and calling them giving information about exam, venue, date and procedure. So we had a data of 2000- 3000 student data out of which only 500600 was the valid data. The biggest advantage for us in Kolhapur was that unlike Belgaum we were getting a good response from the school and colleges and the language barrier
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which was incorrigible problem in Belgaum was not an issue here. So we were able to make a good platform here and also the people understood what we were trying to deliver. We were getting the response from other districts also so our database started growing .So what mistake we had done in earlier drive we were trying to avoid in this drive as we were going more towards the public which we were not able to do so in Belgaum. With this drive we also entered in the other parts of programme which we were not in Belgaum that is venue selection, preparing master excel, preparing different list of students their roll number. We went to different colleges asked them to give their building for one day to conduct a programme earlier three was no good response but finally we were able to convince two or three colleges for our drive . And we choose one of them which were the most suitable venue for that day to conduct the drive. So 25th June was the biggest day for all of us as it was also the deciding day for us and the end of the drive. As expected we got a great crowd of students at the venue. Approx 150 students come to appear in the entrance test and as the requirement of the candidate was less in the company it was quite difficult for us to manage the crowd but we were able to do it .as the requirement was less screening was very high and many students went back disappointed that was a biggest disheartening aspect of the drive to see students going back empty handed. That day we were able to manage everything right from the beginning we distributed work and every person did his work well. And there was no empty space for anybody. Whole day we were busy and above all weather was also fine as compared to last drive where we face nightmare of bad weather. So on that day we gave 20 offer letters for Tarapur plant and 15 students were selected for the Goa plant. So our drive finished on high. And most importantly we were able to get the students and also could stand up to the expectation of the company and also we were able earn some name and self-respect for our self. The learning I got from this drive was that every activity performed is an experience and every commitment given is the commitment for the life .sincere efforts doesnt go in vain, different approach and strategies at different time and place has the different value altogether. Planning is essential in doing each and every work with systematic approach.
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8) OVERVIEW OF ALL MY RECRUITMENT DRIVES: Serial no. 1. 2. 3. Date of exam 21/5/2011 28/5/2011 25/6/2011 State Karnataka Karnataka Maharashtra District Karwar Belgaum Kolhapur Total candidates 60 100 230 Candidates reported 44 31 151 Candidates selected 33 19 12
So the selection ratios in the districts were as follows Karwar = 75% Belgaum = 62% Kolhapur = 8%
Conclusions from the above displayed table: 1. Percentage of candidates reported from the total candidates in different drives us: Karwar = 75% Belgaum = 31% Kolhapur = 65.36% Hence the highest number if the reliable candidates who actually reported on the date of interview are of the district Karwar in Karnataka whereas the least reliable candidates who actually reported on the date of interview out of the total candidates is of district Belgaum in Karnataka. 2. Maximum number of candidates got selected from the district and the least number of got candidates got selected from the city of Kolhapur. 3. In number maximum students reported from the city of Kolhapur but the fact was that the least number of candidates got selected from this city. Hence these are the major conclusions that can be withdrawn from the above displayed table.
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RESEARCH DESIGN & METHODOLOGY
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CHAPTER IV. RESEARCH METHODOLOGY
STATISTICAL ANALYSIS: I will divide my statistical analysis into the three parts: 1) PROBLEM: My problem in this case is to test whether the desire of the people to do the job in the areas (i.e. Belgaum and the Kolhapur), where I conducted my recruitment drives, is same or not. 2) APPROACH TO SOLVE THIS PROBLEM: as a part of my approach to solve this problem I will use The Independent sample proportionate test. Because in this in order to test my problem I will use the sample collected from the completely independent populations. As in the first case the population is from the city of Belgaum and in the other case the population was from the city of Kolhapur. Out of the total students that were called only those people have a desire to do the job, who actually reports for an examination. 3) FACTS FOR SOLVING THIS PROBLEM: the facts about the two cities for solving this problem is being explained as follows: BELGAUM: In this city were having the total data of approximately 1000 students. Out of the total data about 200 -250 people do not understand the Hindi properly and hence we cannot understand that whether the people have the desire for the job or not. Out of the remaining 700 data only 90 were people were interested in joining the Lupin Pharmaceuticals. KOLHAPUR: in this city we were having the total of approximately 3250 students and out of those 250 students cannot understand Hindi. Out of the balance 3000 students nearly 170 students were really ready to join Lupin Pharmaceuticals.
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4) FRAMING OF THE REAL PROBLEM: In Belgaum out of the700 people available 31 people want to go for our program. Where as in case of Kolhapur out of the total 3000 people nearly 170 people were really ready to do the job in our company, so I just want to analysis that whether the people in both the cities have the equal desire for joining Lupin Pharmaceuticals or not. In this case the level of significance that I am assuming is 5 percent. 5) SOLUTION FOR THE PROBLEM: As in this case samples are being taken from the completely two different populations hence to find out that whether the desire to do the jobs in the completely two cities that is Belgaum and the Kolhapur we will use an INDEPENDENT SAMPLE PROROTION TEST. In this case the hypothesis that I am framing is that the desire of the people to do the job in Lupin Pharmaceuticals is same in case of both the cities that are the Belgaum and Kolhapur are same. The alternate hypothesis that I am assuming while working on this problem is that the desire of the people to do the job in Lupin Pharmaceuticals is not same. In case of Belgaum I have the total number of 700 people out which only 31 people for the examination organized by my company Out of the total number of 3000 people in Kolhapur only170 people came for giving the examination of my company. Hence I am testing this hypothesis by using an Independent sample Proportion test which is being explained in detail as follows: Ho: People in Belgaum and Kolhapur have an equal desire of doing the job in Lupin Pharmaceuticals. H1: People in Belgaum and Kolhapur do not have an equal desire of doing the job in Lupin Pharmaceuticals. So on performing the two population proportion test.
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State the Hypotheses Every hypothesis test requires the analyst to state a null hypothesis and an alternative hypothesis. The table below shows three sets of hypotheses. Each makes a statement about the difference d between two population proportions, P1 and P2. (In the table, the symbol means " not equal to ".) The first set of hypotheses is an example of a two-tailed test, since an extreme value on either side of the sampling distribution would cause a researcher to reject the null hypothesis. The other two sets of hypotheses are one-tailed tests, since an extreme value on only one side of the sampling distribution would cause a researcher to reject the null hypothesis. When the null hypothesis states that there is no difference between the two population proportions (i.e., d = 0), the null and alternative hypothesis for a twotailed test are often stated in the following form. H0 : P 1 = P 2 H1 : P 1 P 2
Analyze Sample Data

Using sample data, complete the following computations to find the test statistic and its associated P-Value.
Pooled sample proportion. Since the null hypothesis states that P1=P2, we use a pooled sample proportion (p) to compute the standard error of the sampling distribution. p = (p1 * n1 + p2 * n2) / (n1 + n2)
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Where p1 is the sample proportion from population 1, p2 is the sample proportion from population 2, n1 is the size of sample 1, and n2 is the size of sample 2.
Standard error. Compute the standard error (SE) of the sampling distribution difference between two proportions. SE = sqrt{ p * ( 1 - p ) * [ (1/n1) + (1/n2) ] } Where p is the pooled sample proportion, n1 is the size of sample 1, and n2 is the size of sample 2.
Test statistic. The test statistic is a z-score (z) defined by the following equation. z = (p1 - p2) / SE Where p1 is the proportion from sample 1, p2 is the proportion from sample 2, and SE is the standard error of the sampling distribution.
P-value. The P-value is the probability of observing a sample statistic as extreme as the test statistic. Since the test statistic is a z-score, use the Normal Distribution Calculator to assess the probability associated with the z-score. After applying the above test that I got the Z value that is .0093 which is less than my critical value that is 1.96 in this case.
10) INTERPRETATION:
As in this the z value that is.0093 is less than the critical value that is 1.96. Therefore the null hypothesis that is desire of the people of Belgaum is equal to the desire of the people of Kolhapur to do a job in Lupin Pharmaceuticals has come out to be true. On the other hand side if the z value would have been more than the critical value than in that I would have come to the conclusion that the desire of the people is
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not equal to the desire of the people of Kolhapur to do the in Lupin Pharmaceuticals.
11). RESULT OF DRIVES: Out of the four recruitment drives, in two drives we are able to meet the recruitment targets. These two drives were the Karwar and the Kolhapur drives. On the other hand we were not able meet the recruitment drive conducted in Belgaum and hence my recruitment drive in Belgaum got failed.
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DATA INTREPRETATION AND ANALYSIS
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Chapter v DATA INTREPRETATION AND ANALYSIS

Data interpretation can be done on the basis of the following tables Table .1
Sr. No. 1 2 Date of Interview 3/6/2011 5/21/2011 Telephonic Calling Confirmed 20 51
Drive Name
Direct Application
Total Turnout
Solapur Drive Karwar Drive Belgaum Drive Solapur Drive Kolhapur Drive
220 9
240 44
3 4 5
5/28/2011 6/18/2011 6/25/2011
4 200 200
96 50 30
31 230 151
Graph .1 From the above figure it can be stated that in Solapur and Kolhapur direct application was more effective as compared to telephonic calling .
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From the above figure it can be stated that in Belguam and Karwar telephonic calling was the approach and was more effective than direct application. Also it can be stated that in both Solapur and Kolhapur when direct application were given the student turnout was also more as compared to that in Belgaum and Karwar. Table .2
Drive Name
Direct Application 220 9 4 200 200
Total Turnout
Turnout/Application Ratio(%) 109 489 775 115 76
240 44 31 230 151
Graph .2
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So according to this figure Solapur and Kolhapur drive have less application/ turnout ratio states the effectiveness of the application According to this figure it can be stated that the application turnout ratio is more in Belgaum and Karwar can be concluded that the footfall was less as compared to Kolhapur and Solapur. More the ratios less is the availability of the students.
Table.3
Drive Name
Telephonic Calling Confirmed 20 51 96 50 30
Total Turnout
Total Candidates Joined 70 22 10
Turnout Ratio/Telephonic confirmation(%) 1200 86 32 460 503
240 44 31 230 151
Graph 3
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From the figure it is concluded that more the ratio less the impact of telephonic calling. Solapur and Kolhapur drive has high ratio this mean less response from telephonic calling. In Belgaum and Karwar less ratio implies more impact of telephonic calling as compared to direct application.
Table.4
Drive Name
Total Turnout
Total No. of Candidates Offered 103 33 19 115 12
Offered/Turnout Ratio(%) 43 75 61 50 8
240 44 31 230 151
Graph 4
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Ratio of offered to turnout is more in Karwar due to more offered being given and the turnout was less. And in both Solapur drives the turnout was very much so offered had to be less as offers cant be increased with the turnout so the ratios is less. In Kolhapur turnout was very high and the requirement was very less so less offer were out as a result ratio is least in it. In Belgaum turnout and offer both were less so ratio is high.
Table.5
Total No. of Candidates Offered 103 33 19 115 12
Total Candidates Joined 70 22 10
Offered/Turnout Ratio(%) 43 75 61 50 8
Offer/Joining Ratio(%) 68 67 53
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Graph.5
Table.6
Total No. of Candidates Offered
Total Candidates Joined
Targeted Plant
Conclusion
103 33 19 115 12
70 22 10
Tarapur Plant Goa Plant Goa Plant Goa Plant Tarapur Plant
Successful & Target Achieved Successful & Target Achieved Failure & Target not Achieved Successful & Target Achieved Successful & Target Achieved
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FINDING SUGGESTION AND CONCLUSION
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Chapter VI
FINDINGS AND CONCLUSION FROM THE ABOVE DATA INTREPRETATION

Offered to Joining ratios is between 65-70%. Turnout ratios have improved in Maharashtra as there were approx 10% referral Candidates. Kolhapur had lowest offer ratio to turnout at 8%. Karwar had highest offer/turnout ratio as the candidates were 100 km from Goa And the English skills were exceptional. For Tarapur Plant the Target of 70 achieved and 12 candidates offered in Kolhapur 16 on holding in case there is a drop out , So the expected target achieved 100%. For Goa Plant target was 110 which include Karnataka 40, Maharashtra 50 and Goa 20 was achieved . Maharashtra expected joining at 70% is 80 , Goa Target dropped after consultation With Goa HR as there was no response from locals. From the above figure it can be concluded that Solapur ,Kolhapur and Karwar were success because in that target was achieved but in Belgaum it didnt had a good turnout so less offers were given by the company.
RECOMMENDATIONS :
Company should choose different plan of action for Goa manufacturing plant what company can do is if they want the candidates from Karnataka and other southern areas they should choose representatives from that side only .i.e. if they have to choose candidate for Belgaum try to give responsibility of the drive person who is familiar with the place and language so that he will able to communicate in much better way. This will solve the language problem which was a great barrier in Belgaum an Karwar.
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Also company should try to explore new places to conduct drive like suppose the drive was unsuccessful in Belgaum so now they should try in other districts like Hubley can also look for more districts in Maharashtra only, as the Kolhapur and solapur drive were successful Company is doing C.S.R but not showing it i.e. they are not writing it in promotional advertisement this will directly give their target segment and if person doesnt suit will not apply. Time to launch the programme was not proper and company should promote the programme 2-3 month before .i.e. in the month of March or April when students are still there in the school.
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BIBLIOGRAPHY
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CHAPTER VII
BIBLIOGRAPHY 1) 2) 3) 4)
5) 6) 7) 8)
Pharmaceuticals.aspx. Wikipedia Actual experience of the project. J K sharma , Hand Book of Statistics www.lupinworld .com www.pharmaworld.com www.hrfield.com www.citehr.com
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MY PROJECT WORK
TITLE OF MY PROJECT.
STUDENTS WRITING EXAM DURING RECRUITMENT PROCESS.
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REGISTRATION OF STUDENTS COMING FOR INTERVIEW.
STUDENTS GIVING THE INTERVIEW.
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STUDENTS WAITING TO GET THEIR OFFER LETTERS.
BRIEFING ABOUT THE COMPANY GIVEN TO THE STUDENTS.
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ANNEXURE
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FINAL CHECKLIST
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FINAL CHEKCLIST
1. LEGAL COMPLIANCES OF THE ACTS:
A. FACTORIES ACT 1948: The factories ac provides for the health, safety and the other aspects of the workers in the factories. After the amendment of the act in the year 1976, there has been a substantial modernization an innovation in the industrial field. Several chemical factories have come up with the new ways to deal with the hazardous and the toxic substances. This has brought in its train problems of industrial safety and computational health efforts. General duties of manufacturers as regards the articles and substances for use in the factories: 1. The article to be used in should the factory should be so designed that it should be used in the factory without causing any kind to damage or the health problem to the workers. 2. The various uses of the articles should be made properly aware to the workers. The people used all are trained in using the different articles that are being introduced in the company. 3. When someone wants to introduce the new article in the factory proper research should be conducted upon it to ensure that the article does not cause any damage to the health of the workers. 4. Any kind of duty imposed on the person shall be binding on the person only up to the time that the worker is working in the factory. INSPECTOR The various officers such as the chief inspector, additional chief inspector, and joint inspector are being appointed by the state govt. to look into the various acts of the companies and take into account the violation of the rules by the companies. Powers of the inspector: 1. The person can enter into the factory at any time when he thinks fit and without any ones permission. 2. He can also do the thorough examination plants, premises and buildings. 3. He can also inquire into any accident that has taken place in the company.
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4. He can also seize of any documents or the books of the company which he thinks to be beneficial for the company. 5. He can also take the necessary photographs in the factory which thinks is necessary as a part of his examination. 6. If the inspector is able to find any article in the factory which he thinks to be harmful to the people in some sense, he can order that article to be dismantled. SURGEONS The special surgeons are also being appointed by the state govt. for the companies. The surgeons are specially appointed to look after the health of the people working in the companies. While the important point that I want to mention in this concept is that no person whether it is a surgeon is allowed to work as the surgeon for the workers in the company. The various duties for the people working as a surgeon in the company are explained as follows: 1. The examination and the correction of the young persons under this act. 2. The detailed examination of the worker involved in the hazardous places in the factories. 3. He is also required to sort out: That whether any illness to the workers has been caused due to the default in the processes of the factories or it is due to any other reason. He is also required to see that whether the illness has been caused due to the introduction of the new product or due to t) he changes in the manufacturing processes of the company. Hence these are some of the important responsibilities of the factory inspector.
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CLEANLINESS: 1) Floor of all the workrooms should be cleaned once in week using any kind of disinfectants. 2) In case the floor becomes wet necessary steps should be taken by the company to organize the necessary drainage systems. 3) All the ceilings and the buildings of the company should be properly painted to avoid any problems. DISPOSAL OF WASTES AND AFFLUENTS The wastes and the affluent should be disposed in such a manner that it should not do any harm to the society. VENTILATION AND TEMPERATURE: It should be taken into account that the proper air filtering and the temperature of the factory should be such it should not exceed the desired level. WASHING FACILITIES: Washing facilities should be taken into account so that the sufficient water could be available to each and every person in the factory. FIRST AID: First aid appliances should be properly put in the company for the proper health safety of the people in the company. SHELTERS AND REST ROOMS: Shelters and the rest rooms should also be properly organized in the factories so that workers are able to take the rest and save them from the heat when it is required. CRETCHES: Proper crutches should also be organized for the women in case where the numbers of women working in the companies are thirty in number. Crches are the facilities provided for the children of the women working in the companies.
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B. CONTRACT LABOR (REGULATION AND ABOLITION) ACT, 1970. Contract labor: contract labor is the labor supplied by the contractors for the factories. There are a lot of regulations for the contractors. The most important point that I want to state in this case is that the owner of the contract labor should have a license from the government. The various facilities such as the: First aid rooms Canteen facilities Rest rooms If any of the above provisions are not being properly complied with then the strict actions can be taken against these people by the government. If any of the facilities for the welfare of the workers are not been organized by the contractor then such facilities are required to be organized by the principal employer for the welfare of the contract labor and later on that money can be recovered from the contractor. C. PAYMENT OF WAGES: Another important point that I want to explain in this case is that if the contractor is no ready to pay the wages to the contract labor then at that point it is the responsibility of the principal employer to pay the money to the labor. Later on the principal employer can recover the required amount from the contractor. INSPECTION: Special people have also been employed by the central government who have the power to inspect the factories at any moments of time and can find that if the people are being properly treated in the factory or not and it is also seen that whether the names of the people have been properly recorded in the registers of the company or not. For this once or twice the warnings are given by the factory inspectors and then the serious actions are taken against the management for the misappropriations
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D. EMPLOYEES STATE INSURANCE ACT (E.S.I.) 1948: An act to provide certain provisions to the employees in terms of sickness, maternity, employment injury and to make provision for certain other matters in relation the employees have been stated as follows: Medical benefits: Special medical benefits are being provided to all the workers registered under the E.S.I. act. Like in this case special doctors are being arranged for the welfare of the workers registered under this act. Normally one doctor is being assigned the 2500 workers under this act. Moreover under this act mobile dispensaries are also being arranged if the worker is in such a bad condition that he is even not in a condition to go to the doctor .the biggest and the most important fact about these medical facilities is that if the doctor are been reserved under the E.S.I. act then they are not even allowed to continue their private duties. Sickness benefit: Sickness benefit is also received by the worker for the period of eight months when he is ill. While the point that is important to mention here is that the benefit of sickness will not be received by the person in a case when the worker has no properly contributed to this fund. Maternity benefit: This is the benefit allowed to the women when the women is pregnant now with the help of this scheme the women now no longer has to worry that her job might be lost because of her pregnancy. The benefit will only be received by the women provided she contributed to this fund the period of the past 36 to 40 months of period. The other important point that I want to state in this case is that this benefit cannot be attained for a period of more than 12weeks. Disablement benefit: when the person gets disabled from doing his work, the disablement benefit is provided to that person. The fact that I want to state in this case is that this benefit can last only for a period of maximum of 7days. While in case of the permanent disablement this benefit can be availed by the person for his entire life. The rate of this benefit in case of the
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permanent disablement is little over half of the average daily wage of the person. Defendants benefit: in a case of the death of the spouse, the pension of the person is given to widow of that person for her entire lifetime and even the separate fund is given to the children of that person. Daughter of that person is paid the money until that person gets married or up to 18 years of age if that girl is studying. It is the compulsory duty of the principal employer to register all his employees under the E.S.I. act. If the new employees have appointed then those people are to be registered under the E.S.I. act as fast as possible. Only the employee in the areas where the benefit provisions of the act have come into force will be required to make this contribution. Those in the other areas will not have to pay anything in the form of the contribution. From the rate of the employees contribution it is clear that it is the large benefit from the small contribution. D. MINIMUM WAGES ACT (1948): International labor organization has passed the conventions asking the member countries to fix minimum wage level and as an effect India passed the minimum wages act in year 1948. The basis of passing this act is the care of the spouse and his two children below the ages of the 14 years. We have to take into account the requirement of the family consisting of the three adult consumption units. Food requirement of the one adult consumption unit is 2700 calories per day. Clothing requirements per person is the 18yards per year. Housing facility includes the facility provided by the rate that the government provides to the sixth class employee in the government owned company. Fuel and the other expenses are provided at the rate of 20% of the expenses on the food, clothing and the housing that the government spends on the workers in the company.
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It provides the fixation of the wages of the workers in the scheduled employments. Various kinds of scheduled employments include the engineering workers and the rubber workers. Overall it is the responsibility of the government to fix the minimum wages in the company. Procedure for fixing the Minimum Wages: There are two ways of deciding the minimum wages of the employees in the company. 1.) Government calculates out the minimum wages of the employees in the company with the help of formulating the committee in the organization. The committee consists of the members from the various parties which are stated below: Employer representative Union representative Independent member of the organization. In this system recommendation of the minimum of the workers are given by the government only and any suggestions for the modifications are freely invited by the government from the people. Government will do the modification by publishing the matter in the official budget of the company In this case it is the responsibility of the employer to pay the minimum wages to the workers of the company. Employer that do not have the money to pay the people will have to close down their establishments and go away rather than making the people suffer because of them. The minimum wages is also called as the saturation wages in the company.
2) Notification method In case of the notification method government passes the level of the minimum wages by publishing them in the official budget. But the biggest fact is that in this case the government gives the 60 days time for the objections from the people who are being invited by the passing of the level
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of the minimum wages in the company. If suggestions come from the people government thinks over that point and pass the necessary adjustments in the official budget if the governments things that the suggestion given by the people are good. If the sixty days got lapsed and n suggestions are coming from the people affected by the system of the minimum wages passed by the central government. Then in that case the level of minimum wages has been accepted by the people and no one has any problem related to the level of the minimum wages fixed by the government. Components of the Minimum wages: The various components of the minimum wages are explained as follows: Basic wages: the basic wages of the company are not normally altered from time to time but they are constantly being revised over a period of 5 years. Special allowance is also being awarded by the companies to the people I order to help the people resist the changes in the cost of living indexes of the companies. The cost of living indexes is being changed over the period of every six months in the company. When the minimum wages gets increased up to the certain level the special allowance provided by the company again gets started from the level of zero again. The benefit of this method is that if the employer is not paying the exact amount of money to the employees then the employees are entitled to receive the compensation of up to 10 times of the amount of the salary not paid by the employer to the worker. Hence this system was designed by keeping into account the welfare of the people working in the company by introducing the system of the minimum wages.
E. PAYMENT OF BONUS:
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Bonus has to be paid in the company from an account called as the allocable surplus: From the Gross profit we have to subtract the charges called as the prior charges to calculate out the Available surplus, and finally the allocable surplus is 20% of the available surplus. Bonus is paid from the allocable surplus of the companies only. Out of the balance 20% of the amount is transferred to the set on account which s maintained for the payment of money in the future in case of the contingencies. Set on account can be maintained for a period of a maximum of four years including the current year. In the four year the amount put in the first year in the set on account get automatically transferred to the capital account. On the other hand side if the sufficient amount is not available for the payment of the bonus then the required amount is being withdrawn from the capital account. The account that is maintained when the amount is being withdrawn from the capital account is called as the set off account and that deficiency of the capital account that is called as the set off account is being reimbursed from time to time. Cultural Activities: Cultural activities are being encouraged in the companies to encourage goodwill in the mind of the people about the companies. Sometimes in the companies the family of the people are also invited so that they are also become emotionally attached to the companies. Hence it is the good of making the people emotionally attached to the companies. Moreover strengthens the thread of team work in the workers of the companies. It also acts as the good source of refreshments for the people working in the companies. Usually cultural events are organized on the days like on the festival of the Denali. It also acts as the good source of motivation for the people working in the companies. E. INDUSTRIAL DISPUTE ACT AND TRADE UNIONS: Industrial disputes act was designed due to the reason that the lot of the conflicts started took placing between the management and the workers. In order to solve out these tensions between the management and the workers the industrial disputes act was designed. The conflicts
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were so dangerous that the daily workers used to sit on the strikes and they also started damaging the property in the companies in anger. So the formulation of the Industrial disputes act acted as the biggest and the most important solution to these types of problems in the companies. Trade unions: Trade unions were approved by the government to address their grievance if they have any of them in the company. The main purpose of designing the trade unions was to help the management in the difficult times. But the main problem that took place was that the workers started doing the wrong things in the companies by forming the unions. In the domestic inquiry also the trade unions support the individual workers when they are being harassed by the management without any reason. The person who was capable of heading the unions of the people is called as the union leaders. Every problem of the workers has to be put before the management only through find tough the help of the union leaders. Even in the severe case it is the duty of the union leader to help the worker to report the matter to the higher authorities. Steps of disciplinary action: 1. Preliminary investigation: You call the people and try to find out the exact cause of the problem in the company. 2. Show cause notice: later the show cause notice is issued to the people to find out the reason why the person has done such a wrong action in the company. It is also said to the person that if he is not going to tell that why he has done such a problem and it is also said that if the person is no going to give the proper response with in a fixed period of time then the management will thing that it is the fault of the worker that is why he is not responding with in a stated period of time. If the person is not properly replying or he is not replying with in a stipulated period of time then the further domestic inquiry is conducted to know the exact problem and if at that point of tie also the worker is not able to satisfy the management then the person can be charge sheeted.
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Charge sheet cum notice of inquiry: charge sheet cum notice of inquiry is generally issued in a case, in which it is mentioned the date, time and place of the domestic inquiry is mentioned and it is also stated that if the worker is not going to report within a stipulated period of time the inquiry will be done ex-parte that is the final judgment of the will be given without considering the worker of the worker. Charge Sheet cum Show Cause notice: In case where the existence of the worker is considered to be harmful for the discipline for the company person is directly charge sheeted with the help of the Show Cause notice. It is done in the cases when the workers seriously started abusing the officers of the company. In charge sheet we completely mention the detailed reason for which the person has been charge sheeted. F. CONTRACT LABOR REGULATION AND ABOLITION ACT: In this case the principal does not use the permanent labor in the company but it is using the labor on the contact basis. Here the principal employer enters into a contract with the contractor for the labor that it requires in the company. In this case the case the employer can make the labor do any act that it thinks is required to be done in the company. All the benefits are being offered to the people working in the company such as the provident Funds facilities are also being offered to the people laborers. More over if the contractor is having more than the 20 contract workers than it is also required to register its people under the E.S.I. Act. Another important point that is that if the required benefits are not provided to the contract labor by the contractor then it is the responsibility of the principal employer to provide all those benefits to the contract labor. We can say that if the wages are not being paid to the contract labor by the contractor then the principal employer is required to pay the wage to the contract labor. Moreover if the contract labor is not being registered under the E.S.I. Act then in this case also it is the responsibility of the principal employer to get the laborers registered under the stated act. G. MATERNITY BENEFIT ACT:
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Special maternity benefits are also being provided to the people at the time of their pregnancy or In case of their deliveries. Earlier it was the problem that no maternity benefits were being provided to people in case of their deliveries. Govt. took this issue seriously and decided to provide the special maternity benefits to the various people working in the company. Six weeks leave is being provided to the ladies in case of their pregnancy. Hence this acted as the one of the important benefits to the females working in the company. Like in case of the Goa plant already thirty female workers are working at the present moment of time. H. PROVIDENT FUNDS ACT: In this case both the employer and the employees contribute equally to the provident fund account of the employee. The rate of contribution done by both the people is at the rate of 12% of the basic wages of an employee. Provident fund gets accumulated from the time to time and that amount can be utilized by the person when it requires.
2. VISION, MISSION, PHILOSOPHY AND GOVERNING
PRINCIPLES OF THE ORGANIZATION: Vision: An innovation led transnational pharmaceutical company. Values: the various values of the Lupin Pharmaceuticals are: Integrity Work together Respect for people Superior performance Entrepreneurship Customer orientation
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Code of conduct: there is a separate code of conduct for both the Directors and the senior management: Directors: Conflict of interest: the director should never try to pursue his interests against the interests of the company. If there are any cases which disturbs its compliance with the rules and the regulations of the company he should clearly disclose or share those matters in the company so as to avoid any problems later on which later may prevent it from being director of the company. Relationship with the third parties against the interests of the company. Compensation from the non company sources. No gifts should be received illegally against the interests if the company. Personal use of company assets. Corporate opportunities: the people cannot compete with the company for the business opportunities. Bribery and corruption: no director can bribe or corrupt any other person in the company for his personal motive. Insider trading: insider trading is strictly prohibited in the company. Use and protection of assets and information: it is the responsibility of the every director in the company to take care of the assets and the secret information of the company. Confidentiality: Directors must maintain the confidentiality of information entrusted to them by the Company and any other confidential information about the Company that to them, from whatever source, in their capacity as a Director, except when disclosure is legally mandate Compliance with laws, rules and regulations, encouraging fair dealing and professionalism: a) Directors must comply, and oversee compliance by employees, officers and other Directors, with laws, rules and regulations applicable to the Company, including insider trading laws. b) Directors should take reasonable efforts to keep themselves abreast of the business affairs of the Company; its compliance status with relevant laws, rules
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and regulations and should exercise independent judgment on issues of strategy, performance, policy matters, etc. c) Directors must deal fairly, and must oversee fair dealing by employees and officers, with the Companys customers, suppliers, competitors and employees and should encourage professionalism, protect integrity and honesty. d) Directors must take all necessary steps to protect the interests of shareholders, including the minority and small shareholders. e) Directors should take reasonable steps to ensure that product quality is maintained and process quality parameters are properly adhered to by concerned officials of the Company. Encouraging Ethics and reporting of any illegal or unethical behavior: Directors should promote ethical behavior and take steps to ensure that the Company: a) Encourages employees to talk to Supervisors, managers and other appropriate personnel when in doubt about the best course of action in a particular situation. b) Encourages employees to report violations of laws, rules, regulations or the Companys Code of Conduct to appropriate personnel. c) Informs employees that the Company will not allow retaliation for reports made
3. ATTRACTION, RETENTION, MOTIVATION AND SEPARTION
PRACTICES: In case of my program also, the various activities for the attraction of the young people are like the company started providing the free graduation as well as the permanent jobs to those people who are able to score more than 50 percent marks in their secondary education and are able to clear the entrance test organized by the company. In this even the food, transportation and the accommodation are also being provide to the people at the subsidized rates. Moreover in this program stipend was also being provided to the people at the rate of rupees 7000, 8000 and 9000 in the first, second and the third year respectively. Hence in this case instead of taking the money from the people for their education stipend is being provided to the people.
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Along with the education training is also being provided to the people in manufacturing the medicines hence this program is being termed as the Learn and Earn program. Hence the above stated activity will help in the attraction, retention and motivation of the people working in the company. On the other side of such a kind of facilities are being provided to the people working in the company then separation will also get reduced and it will be very peaceful.
4. H.R.D. AND TRAINING ACTIVITIES:
Like in the above program I have only stated the type of training activities being provided by the company. The company was providing the training in manufacturing the medicines to the people along with providing the free graduation in Bachelors of Science in drugs and sciences. Hence above kind of training facility was being provided to the students who done their secondary education with more than the 50% marks.
5. PERFORMANCE MANAGEMENT SYSYTEM:
Special performance management system was also designed for the people who got recruited through the program called Learn and Earn. In the fourth year the salary of the people got the range from rupees 12500 to 15000 depending upon the performance of the person in the past three while undergoing the process of training. Hence this was an important program to manage the performance of the different people working in the company.
6. EMPLOYEE BENEFIT SCHEMES:
Various kinds of employee benefit schemes were also being designed in the company such as game clubs for the refreshment of the people, food was also being provided to the people at the subsidized rates. Employee insurance was also being provided for the people working in the company. These kinds of schemes also provided motivation to the people working in the company.
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7. QUALITY OF WORK LIFE PROGRAMS:
In this case the various kind of competitive games were being organized for the people working in the company. Moreover the weekly holiday programs were also being provided to the people working in the company. Hence these are the different kinds of activities that are being organized as a part of the Quality of work life program.
8. LEAVE RULES:
Very simple kind of the leave rules for the different people working in the company. Like it was the rule in the company to provide the total number of twenty one leave to the people working in the whole year including the all kinds of the national holidays. While the matter of fact is that the person has to apply for the leave at least 24 hours before the day of leave sin the company.
9. Various points are being explained as follows:
a) Recruitment: In this case after getting the data of the different students from the high schools and then we have to call all those students. Then we have to call all those students and ask them to fill the applications forms and appear an entrance examination of the company. b) Selection: on the day of the examination the students are required to appear for first the written examination if the students are able to clear their written examination then they have to appear for an interview. Finally the students who are able to clear both of the examinations are given the offer letters and are invited to come and join the company on the mentioned date. c) Selection tools and methods: the various selection tools and the methods used in selecting the students are: Basic aptitude exams. Face to face interviews.
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d) Leave: in case of the policy of taking the leave by the people in the company, maximum 21 leaves are allowed to any person working in the company whether it be the national holidays or any other holidays.
10. Various points are being explained in detail as follows:
a. Canteen: Canteen facilities are being provided to the people at the rate of rupees 100 per month to the people. b. Security: special security arrangements are also being provided to the people working in the company. Fire alarms and the proper security arrangements are also being provided to the people working in the company. In case the fresh students who are being employed security, arrangements are also being provided to the hostel provided to the people working in the company. c. Welfare: Special welfare schemes are also being provided to the people working in the company such as the medical insurance is also being provided to the people who have joined the company.
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PROJECT ON MASS RECRUITMENT, Sadhana Center For Management And Leadership Development.

By Mr. Manan Hathi

Centre for Management & Leadership Development 2010-11

Centre for Management & Leadership Development 2010-2011

Date: 30th July 2011

Place: Pune Date:30thjuly2011 Signature of Project Guide

Research Design & Methodology

Data Presentation , Analysis and Interpretation

FINDINGS , SUGGESTIONS AND CONCLUSION

ANNEXURE PROJECT CHECKLIST

PROFILE OF THE ORGANIZATION

CHAPTER II PROFILE OF ORGANIZATION

PRODUCTS MANUFACTURED BY THE COMPANY

Net income/ (loss)

Employees 118,700 81,800

EXPERIENCE DURING THE PROJECT

RESEARCH DESIGN & METHODOLOGY

CHAPTER IV. RESEARCH METHODOLOGY

Analyze Sample Data

DATA INTREPRETATION AND ANALYSIS

Chapter v DATA INTREPRETATION AND ANALYSIS

5/28/2011 6/18/2011 6/25/2011

Direct Application 220 9 4 200 200

Turnout/Application Ratio(%) 109 489 775 115 76

240 44 31 230 151

Telephonic Calling Confirmed 20 51 96 50 30

Total Candidates Joined 70 22 10

Turnout Ratio/Telephonic confirmation(%) 1200 86 32 460 503

240 44 31 230 151

Total No. of Candidates Offered 103 33 19 115 12

240 44 31 230 151

Total No. of Candidates Offered 103 33 19 115 12

Total Candidates Joined 70 22 10

Total No. of Candidates Offered

Total Candidates Joined

FINDING SUGGESTION AND CONCLUSION

FINDINGS AND CONCLUSION FROM THE ABOVE DATA INTREPRETATION

STUDENTS WRITING EXAM DURING RECRUITMENT PROCESS.

REGISTRATION OF STUDENTS COMING FOR INTERVIEW.

STUDENTS GIVING THE INTERVIEW.

STUDENTS WAITING TO GET THEIR OFFER LETTERS.

BRIEFING ABOUT THE COMPANY GIVEN TO THE STUDENTS.

6. EMPLOYEE BENEFIT SCHEMES:

7. QUALITY OF WORK LIFE PROGRAMS:

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