0601015 training & development

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Topic – Training and Development

Name – Dhanunjay Y.

Course - MBA

Executive Summary

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Executive Summary

This project was carried out in Dr.Reddy’s Laboratories Ltd. The project

work was done in Active Pharmaceutical Ingredients Unit-2 of the company. The area

of project was “Training and Development”.

The essential elements in any commercial enterprise are material,

equipment and manpower. Manpower, out of all resources is most important because

it is the only human resource, which can act and react. A company has to plan and it

has to develop human beings.

Training is one of the most important aspects of labor development.

It has gained significance since the 1960s and continues to be growing in importance

in all the organization.

As a society is changing rapidly, training and development is not

only an active that is desirable but also an activity. An organization must undertake to

maintain a valuable and knowledge work force. Training is an organization

procedure, which brings about a semi-permanent change in behavior for a definite

purpose. The three main area involved are skills, knowledge and attitude but always

the objective or the definite purpose of training is aimed at specific job based

objectives.

Every organization has its own policies and objective before it

starts functioning. It is needless to say that the organization objectives are to make

profits to grow and all times to meet certain social goals. The organizational

effectiveness depends upon the growth of the individual employees. Therefore, the

effectiveness of individual or his efficiency plays a major role in reaching

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organizational objectives through training. Training is necessary for all round

development of job related skills and efficiency of the employees at work.

Objective & Scope of the Project

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Objective & Scope of the Project

• Title of the Project:

The project is carried out in the Dr. Reddy’s Laboratories

Ltd at Hyderabad. And the title of the project is “Training and Development.”

• Objective of the Project:

1) Primary Objective:

The objective of the project is to study Training and

Development as an important tool in the hand of managers to develop the will and

skill of the Employees at Dr. Reddy’s Laboratories Ltd, which shall result in

• To study the existing training methods.

• Job satisfaction

• To test the effectiveness of training efforts undertaken

• To find the training needs of the employees.

2) Secondary Objective:

The secondary objectives of the project include:

• To study and analyze the training programmers undertaken in past

years.

• To make statistical study of the same to find out the star areas as

well as the Problem areas.

• To know the attitude of the workers towards training programmers

arranged for them.

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• To give suggestion to improve the procedure of training and

development.

• To provide valuable inputs to HR department for lining future

training decision.

• Area of Operation:

The Operating area for this project study is -

• To find out the relevance of any training program.

• The study covers about the changes in subordinate’s effectiveness

after attending training programme.

• Location:

The project study is carried out in the Dr. Reddys Laboratories Ltd.

at Hyderabad.

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Company Profile

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Company Profile

Dr.Anji Reddy, an entrepreneur-scientist, founded Dr. Reddy’s

Laboratories in 1984. The DNA of the company is drawn from its founder and his

vision to establish India’s first discovery led global pharmaceutical company. In fact,

it is this spirit of entrepreneurship that has shaped the company to become what it is

today.

Dr. Anji Reddy, having moved out of Standard Organics Limited, a

company he had successfully co-founded, started Dr. Reddy’s Laboratories with $

40,000 in cash and $120,000 in bank loan! Today, the company with revenues of

Rs.2, 427 crore (US $546 million), as of fiscal year 2006, is India’s second largest

pharmaceutical company and the youngest among its peer group.

The company has several distinctions to its credit. Being the first

pharmaceutical company from Asia Pacific (outside Japan) to be listed on the New

York Stock Exchange (on April 11, 2001) is only one among them. In addition, as

always, Dr. Reddy’s chose to do it in the most difficult of circumstances against

widespread skepticism. Dr. Reddy’s came up trumps not only having its stock

oversubscribed but also becoming the best performing IPO that year.

Dr. Anji Reddy is well known for his passion for research and drug

discovery. Dr.Reddy’s started its drug discovery programme in 1993 and within three

years it achieved its first breakthrough by out licensing an anti-diabetes molecule to

NovoNordisk in March 1997. With this very small but significant step, the Indian

industry went through a paradigm shift in its image from being known as just

‘copycats’ to ‘innovators’! Through its success, Dr. Reddy has pioneered drug

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discovery in India. There are several such inflection points in the company’s

evolution from a bulk drug (API) manufacturer into a vertically integrated global

pharmaceutical company today.

Today, Dr. Reddy’s continues its journey. Leveraging on its ‘Low

Cost, High Intellect’ advantage. Foraying into new markets and new businesses.

Taking on new challenges and growing stronger and more capable. Each failure and

each success renewing the sense of purpose and helping the company evolve.

With over 950 scientists working across the globe, around the clock,

the company continues its relentless march forward to discover and deliver a

breakthrough medicine to address an unmet medical need and make a difference to

people’s lives worldwide. And when it does that, it would only be the beginning and

yet it would be the most important step. As Lao Tzu wrote a long time ago, ‘Even a

1000 mile journey starts with a single step.’

Company Vision

“To become a discovery led global pharmaceutical company”.

Company Mission

“To be the first Indian pharmaceutical company that successfully takes

its products from discovery to commercial launch globally.”

Core purpose

“To help people lead healthier lives”

Values

Excellence: “We strive for excellence in everything we think, say and do”.

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Quality: We are dedicated to achieving the highest levels of quality in

everything we do to delight customers, internal & external, every

time.

Respect for the Individual: We uphold the self-esteem and dignity of each

other by creating an open culture conducive for expression of

views and ideas irrespective of hierarchy.

Innovation & Continuous Learning: We create an environment of

innovation and learning that fosters, in each one of us, a desire to excel

and willingness to experiment.

Collaboration & Teamwork: We seek opportunities to build relationships

and leverage knowledge, expertise and resources to create greater

value across functions, businesses and locations.

Harmony & Social Responsibility: We take utmost care to protect our

natural environment and serve the communities in which we live and

work.

Board of Directors

Dr. Anji Reddy – Chairman.

Dr. Anji Reddy is the founder-Chairman of Dr. Reddy's Laboratories. He is

considered a doyen in the Indian Pharmaceutical industry for his exemplary work in

bringing in affordable medicines to the masses and for ushering in drug discovery

efforts in the private sector. In addition, he is a philanthropist who founded two not-

for-profit organizations that are focused on alleviating urban poverty and providing

primary education for children from underprivileged groups.

G V Prasad - Vice Chairman & Chief Executive Officer.

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GV Prasad drives the overall strategy for the organization with particular emphasis on

innovation and growth. He has spearheaded the company's foray into the global

generics markets particularly the United States and is focused on creating new

platforms of growth that include Specialty Pharmaceuticals, Custom Pharmaceutical

Services and Aurigene.

K. Satish Reddy - Managing Director & Chief Operating Officer.

Dr. Reddy’s Laboratories was founded by Dr Anji Reddy, a entrepreneur-scientist, in

1984. The DNA of the company is drawn from its founder and his vision to establish

India’s first discovery led global pharmaceutical company. In fact, it is this spirit of

entrepreneurship that has shaped the company to become what it is today.

AWARDS AND RECOGNITION in 2007

Best Employers in India - Hewitt Associates & The Economic Times

Second Best Annual Report in South Asian Region -

South Asian Federation of Accountants

Global HR Excellence Award - Asia-Pacific HRM Congress

Best Overall Recruiting and Staffing Organization of the Year –

Asia-Pacific HRM Congress

Excellence in Human Resources Award - Employer Branding Awards

Corporate Social Responsibility

While 'Sustainability: The Triple Bottom Line' as a term may have a contemporary

ring to it, the spirit underlying it has been relevant through the ages.

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In 1987, the World Commission on Environment and Development (established by a

resolution of UN General Assembly) defined sustainability as "Development which

meets the needs of the present without compromising the ability of future generations

to meet their own needs". It also popularized the use of this term for resource

renewability, desired business plan and a progressive way of doing things.

At Dr. Reddy's, we believe that any high performance sustainable organization rests

on the three pillars of economic, social and environmental performance. To be a truly

sustainable organization, in the broadest definition of its terms, an organization must

perform well across all three dimensions.

As a company, we are fully committed to the principles of sustainability. We see our

stakeholders as shareholders, to whom we promise sustained economic performance,

the society - to whom we promise to create positive impact through our activities both

business as well as voluntary - and finally the environment, which we promise will be

well protected and enriched from our various activities.

Key Milestones

1984 Inception

1986 International exports of Active Pharmaceutical Ingredients 1992 Established Dr.Reddy’s Research Foundation

Set up subsidiary in US

1995 First Patent Filed 1996-97 Established subsidiary in Russia

Out licensed first molecule

1999-2000 First commercial launch of generics in North America Research lab in Atlanta operational zed Set up JVin China

2001 Listed on NYSE Fluoxetine ANDA approved

2002 Acquired BMS in UK

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2003-2004 Agreement with Pliv for Oncology product Set up operations in S.A,Brazil Trigenesis

2005 Formation of Perlecan Pharma Acquired 4th largest Generics company of Germany “Betaharm”

2006 Crossed USD 1 Billion in revenues Acquired Roche’s API Manufacturing facility at Mexico

Businesses

Dr. Reddy's is a vertically integrated, global pharmaceutical company

with proven research capabilities and presence across the pharmaceutical value chain.

We manufacture Active Pharmaceutical Ingredients and Finished Dosage forms and

market them globally, with a focus on United States, Europe, India and Russia. In

addition, the drug discovery arm of the company conducts basic research in the areas

of diabetes, cardiovascular, inflammation and bacterial infection.

Core areas

Our core businesses of Active Pharmaceutical Ingredients (API) and

Branded Formulations are well established with an impressive track record of growth

and profitability. Our Generics business started operations in 2001 and focuses

primarily on the North America and EU markets. We have built a robust pipeline of

generic products, which will help us drive growth in the medium and long term. In

addition, the company is investing in creating businesses of the future - the innovation

led businesses - of Specialty and Drug Discovery.

Our revenues for fiscal 2007 were U.S. $1.51 billion.

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The following charts show the break-up of our revenues, for the fiscal 2007, by

business and by geography.

Project Management

CPS executes cost effective and time bound projects for its customers,

and provides them CGMP compliant products manufactured in FDA inspected, ISO

certified facilities. A team of experienced project managers ensures smooth progress

of the projects from initiation to closure in order to avoid any cost and time overruns.

Each project team is supported by world-class software, hardware and

communication channels that help in executing the project to the customer's

satisfaction. Our trained chemists and engineers understand CGMP manufacturing

and regulatory requirements for synthesis, manufacture and formulation of an NCE

from pre-clinical stage to commercialization. The project team at CPS becomes an

effective extension of the project team at customer's end and shares increasing

responsibilities of the project manager at the customer's end.

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Discovery Chemistry

Overview

Dr.Reddy’s is a drug research and development company from India

focused on the goal of developing breakthrough treatments that will make a real

difference in

patients' lives.

We, at Dr. Reddy's, bank on the strength of our products. Not only are

they the logical results of our efforts, they are also our means of achieving our end

purpose of ‘helping people lead healthier lives’. Products are the only aspect of our

pharmaceutical value chain, which directly touch people’s lives.

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Our discovery centric philosophy, along with our internationally ratified

facilities, enables us manufacture a range of products that are known for their quality

and efficacy. Dr.Reddy’s product portfolio spans an impressive mix of Active

Pharmaceutical Ingredients, Generics and Branded Formulations as well as Biologics.

Active Pharmaceutical Ingredients

Generic, North America

Generic, European Union

Branded formulations

Biologics

“At Dr. Reddy’s we aim to foster a culture of building fair, effective, and

mutually beneficial—winning—collaborations. The importance that we place on

building winning collaborations is evidenced partly by the early and substantial

involvement of senior management. In this way, we achieve quick decision-making

and the allocation of necessary resources to achieve success.”

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THEORETICAL BACKGROUND

THEORETICAL BACKGROUND

Many a times we hear from our seniors that man always learn, he must

always be a student. This particular advice opens deep spheres of thinking in the

minds of persons really keen to learn. Perhaps what is hidden in the advice is the

incompleteness in each one of us. No human being is complete. If man wants to be

complete one, the gap has to be field in from what he is to, what he wants to be, this

is achieved through training.

What is training?

Training is process of learning a sequence of programmed behavior. It is application

of knowledge. It gives people awareness of the rules and procedures to guide there

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behavior. It improves there performance on the present job or prepare them for an

intended job. Training is set of increasing knowledge and skill of an employee for

doing a particular Job.

According to J.P.CHAMPBELL

Training refuges only to instruction in the technical and mechanical questions

specifically stated training to organization procedure by which people learn

knowledge and skill for definite purpose.

Why training needs?

A training need is the gap between the knowledge skill and attitude that the job

demands, on the knowledge, skills and attitudes already possessed by the trainee. It

exists at all levels of the organizations. It so only an employee on one or the other

aspect which changes whether one is growing a new chairman as instructing an

operator, given knowledge skill and attitudes or the chosen criteria around which all

jobs based in the assessment of training needs. It is possible to over stress the need for

overall view if the companies aim, objectives and work force needs, given the

exercise, other determines the priorities for implements training which can off course

be critical.

When does training needs occur?

There are three major area in which the staff displays such gaps as knowledge skills

and attitude that the job demands and the knowledge, skills and attitudes already

possessed.

1. To match the employee specifications with the job requirements and organization

needs: when their performance is their present position does not match up with the

required standards this could not be a fault of their own E.g.:-new job.

2. Organizational viability and the transformation process when the requirement of

job changes due to changing circumstances.

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3. When the present job Indus job holder to the change the job created which can be

field up only through training.

4. Technological advance: every organization in order to survive and to be effective

should be adopt the latest technology that mechanization, computerization &

automation.

5. Organizational complexity: with the emergency of increase mechanization,

&automation, manufacturing of multiple product and product or dealing in services

diversified lines, extension of operation to various reason of the country or in

overseas countries , organization of the most companies have become complex. This

leads to growth in number & kinds of employees and layer in organization hierarchy.

This creates the complex problem of coordination and integration of activities

adaptable for and adaptable to the expanding and diversifying situations.

6. Human relations: - The trends in approach towards personnel management has

changed from the commodity approach to partnership approach crossing the relation

approach. So, today’s management of most of the organization has maintain human

relations decide maintaining sound industrial relation all though either to the

managers are not accustomed to the deal with workers accordingly. Therefore,

training in human relation is necessary to maintain the industrial peace and deal with

human problems.

7. Change in job assignment: - Training is also necessary when the existing employee

is promoted to the higher level in the organization and when there is some a new job

or occupations due to transfer. Training is also necessary to equip the old employee

with the advance disciplines, techniques or technology.

Five steps of training and development process:

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1. Needs analysis

2. Instructional design

3. Validation

4. Implementation

5. Evaluation and follow-up.

Areas of Training

1. Company policies and procedures:

2. Specific skills:

3. Human relation:

4. Problem solving:

5. Managerial and supervisor skill:

Methods of training

1. ON THE JOB TRAINING

a) Job rotation

b) Coaching

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c) Job instruction

d) Committee assignment

e) Junior board

2. OFF-THE-JOB-TRAINING

a) Vestibule training

b) Role-playing

c) Lecture Method

d) Conference or Discussion

e) Programmed instruction

What is Training need identification and analysis?

As in many areas of training and development jargon describing

various processes in needs identification is life. Umbrella description includes

training need analysis and training need identification, or simply need analysis or

need identification. The first two words terms are excellent, provided we are sure that

we are only identifying or analyzing training the other two common terms are too

general to define the area of discussion.

We shall see later that when the needs of individuals and organizations

are being investigated, the solution are not necessary those of training and

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development in fact man are (or should be) concerned with the motivation,

commitment and practice of the people who should be carrying out the work for

which the have received training. The failure in such cases is in the commission of

training rather than its omission. Of course, the learning opportunity may not has

been sufficiently effective to give the learners the skill to practice the area of learning

back at work. Man barriers arise in the implementation of learning in addition to the

failure to the training to provide the necessary knowledge, skills and attitudes;

The negative attitude of the line manager to the introduction or implementation of

new methods or techniques.

What is development?

Development is a related process. It covers not only those activates which

improve job Performance but also those, which bring about growth of the personality,

help individuals in the progress towards maturity and actualization of their potential

capacities. So, that the become not only good employees but also better men and

women. In organizational terms, it is imperative to equip persons to earn promotion

and hold greater responsibilities and higher position. Training a person for a bigger

development includes not only imparting specific skills and knowledge but also,

imparting certain personality and interpretation of knowledge. Training and

development opportunities involve active participation by employees. This

approach is stated by following ancient proverb.

� I hear, I forget.

� I see. I remember.

� I do, I understand

Benefits of training

A well-planned and well-executed training program should result in

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� Reduction in waste and spoilage.

� Improvement in methods of work reduction in learning time.

� Reduction in supervisor’s burden.

� Reduction in machines breakage and maintenance.

� Reduction in accident rate.

� Improvement in quality of products.

� Improvement in production rate.

� Improvement of moral and reduction in grievance.

� Reduction in manpower obsolescence.

� Enlarge skill personal growth.

Prerequisites of Effective training

1. Provide successive glimpses of the job in such dimensions that the skill required

for each can be grassed, practiced separately if necessary, and then put together with

other parts when the time comes. In other words, what a program puts reward for the

attention of participants at a given time must be realistic.

2. Provide time and other resource, such as the trainer’s knowledge and experience, in

such measure that participants can convert the training event in to and experience for

themselves.

3. Protect participants and work organizations against personal harm and expensive

error arising from lack of knowledge and skill.

4. Make the learning process itself conscious for participants so that the then know

how to deal with new situations as they arise and can continue learning.

5. Expose participants to ideas and methods beyond those new available within the

work organization.

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6. Provide opportunities for experimentation end the tolerance of an operation

organization and for feedback of results.

7. Give participants the experience of belonging to group outside the origination,

especially professional and occupational groups, which can faster a continual

exchange of ideas and the development and maintenance of high professional

standards.

8. Provide opportunities to step back from day-to-day task to think about the job as

a whole, analyze priorities and division of time, and how the job fits in to the

participants patterns of life.

9. Provide opportunities for a very intensive experience for patricians through a

specialized program with highly skilled trainers.

Training and Skill Development at Dr. Reddy’s

We believe that skill renewal and development drive employee growth, In view of

this, the company fostered an environment of ongoing learning, innovation and

creativity in the pursuit of outstanding performance-supporting employees

development at a personal level and providing the necessary training in this

regard.Dr.Reddy’s training investment in 2005-06, comprising Ankur, business unit

and field training, was Rs.23.3 million. The Total number of person-days of training

was 9085 in 2005-06 with an average 1.20 person-day of Training per employee, this

figure is expected to increase to 2+3 days (managerial + technical training) in 2006-

07.

Ankur-Virtual Corporate University

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The company provided institutionalized through Ankur (means ‘sprout’ in

Sanskrit), the company’s virtual corporate university. Commissioned with the vision

to make the company a ‘learning organization’ by involving people (employees,

families, customers and other stakeholders), Ankur’s Endeavour is to build and

promote a culture of continuous learning and innovation.

Since its inception in 1998, Ankur has evolved into a strategic business partner,

bridging gaps in competence, leadership, values and culture. Over the years, it has

extended its reach to learning and development team, business unit representatives,

technical training and sales training teams.

Ankur focuses on customized skill building, with the addition of an MBA program in

collaboration with Narsee Monjee Institute of Management and Higher studies,

Mumbai, one of the top 10 business schools in India. Technical Conclaves, higher

education programs, leadership courses helped the company build niche capabilities

to de-risk and augment business-building efforts.

The Charter of Ankur

� People’s learning and development

� Cultural transformation

� Preparing for tomorrow’s needs

� Knowledge management

� Engaging families of employees and building networks

ANKUR PROGRAMS

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Ankur –Guiding Principles

� Create a learning climate, wherein each employee assumes the responsibility

for skill and knowledge development.

� Strengthen leadership skills across different management levels.

� Build strategic capabilities and widen talent pools in the area of Intellectual

Property Management and Regulatory Affairs among others.

� Facilitate a transition towards the desired culture through a shared

understanding of the core values and promoting value –based functioning.

Leadership Development Programmes Basic Leadership Programmes Advanced Leadership Program

Long-term Education Programs M.sc(Pharmaceutical Chemistry) MBA (Execcutive-Pharma Management)

Certification Courses Intellectual Property Management Project Management

Training Programs Know Your Business Managerial Effectiveness Programs Technical and functional

Organization Development Initiatives Values Week (Value deployment) 360-degree feedback Organization Climate Survey Code of Business Conduct and Ethics roll out

Family Programs Art of Living Stress Management Art and culture related sessions

Learning Resources Library E-campus

Knowledge Sharing Platform Technical Conclaves Pragnya forum in API Cutting Edge

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Offer higher education opportunities besides involving families in the development

process.

Some Ankur programs in 2005-0We hosted two Technical Conclaves to continuously

keep our scientific community abreast of cutting-edge technology and interact with

thought leaders in our interest areas of science. Over the course of the year, we

invested in 9,000 person-days of training and strength enedour capability to deliver

relevant and customized in-house programs across different functional areas.

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RESEARCH METHODOLOGY

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RESEARCH METHODOLOGY

Meaning:

In common, language research refers to a search for knowledge.

We can also define Research as a scientific and systematic search for pertinent

information on a specific topic. Thus, research is an original contribution to the

existing stock of knowledge making for its advancement. It is a purposive

investigation. The main aim of research is to find out the truth which is hidden and

which has not been discovered yet. Research process involves defining the problem,

formulating the hypothesis, organizing and evaluating the data, deriving inference and

conclusion after careful testing.

Definition:

According to berry “A careful investigation or inquiry specially

through search for new facts in any branch of knowledge”

Redman and mory defined research as “Systematized effort to gain new knowledge”

For every comprehensive research, a proper research methodology is

indispensable and it has to be properly conceived.

Collection of data

Initially the informal discussion was administered with personnel manager and then

the sample was fixed as in the second step, the questionnaire was about the subject

Training and Development and its usefulness for the organization with assistance of

personnel manager.

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Primary data

Primary data is collected through direct interaction with the Dr.

Reddy’s employees through questionnaire.

Secondary data

Through Official documents like -

1. Various files of administrator department

2. Annual training reports

3. Data from training department

4. Training manual

SAMPLING Sample is the small group taken under consideration from the total

group. Therefore, I tried to collect information from every kind of employee from Dr.

Reddy’s Lab.

Calculation of sample size is based on random sampling technique for the project. Sample Space – Dr. Reddy’s Laboratories Ltd. Samples – Employees Sampling Technique – Random Sampling Sample Size – 60 Employees DATA EVALUATION The extensive data collected through the questionnaires was

evaluated to arrive at the needs of training to the employees and the effect of training

on the improvement of their performance.

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DATA ANALYSIS

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DATA ANALYSIS

1) How long have you been working in this organization?

NO OF EMPLOYEES

10%

17%

10%63%

Below 2years

2 to 5 years

5 to 10 years

Above 10years

Analysis: Around 63% of employees are working from last 10 years.

OPTION Below 2years 2 to 5 years 5 to 10 years Above 10years

NO OF

EMPLOYEES 6 10 6 38

PERCENTAGE 10% 17% 10% 63%

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2) How your training needs identified by your organization?

OPTION

By systematic

Analysis

Individual

Assessment and

requirements

Based On

p.appraisal

Based on feed

back of you

superior

Any

other(please

specify)

NO OF

EMPLOYEES 8 16 14 18

4

PERCENTAGE 13% 27% 23% 30% 7%

13%

27%

23%

30%

7%

By systematic Analysis

Individual Assessmentand requirements

Based On p.appraisal

Based on feed of yousuperior

Any other(pleasespecify)

Analysis: Around 30% of the employee said that their training needs identified by the feed back of immediate superior.

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3) Whether the duration of the training period in DR.REDDY’S is?

47%

23%

30%

Adequate

Long

Short.

Analysis: Most of the employees are satisfied with the duration of the training

programme.

Option Adequate Long Short.

No

employees 28 14 18

Percentage 47% 23% 30%

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4) Are you satisfied by the schedule of the training program ?

70%

10%

20%

Yes

No

Can’t say.

Analysis: Most of the employees satisfied with the training schedule of Dr.Reddy’s.

However, there can be improvement in program.

Option Yes No Can’t say.

No

employees 42 6 12


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5) How many training programmers have you undergone in the last year?

27%

40%

20%

13%1 program

2-3 programs

4-6programes

more then 6programes

Analysis: Around 40% of the employees undergone the training programmes for

twice or thrice.

Options

1

program

2-3

programs

4-

6programes

more then

6programes

No of

employees 16 24 12 8

Percentage 27% 40% 20% 13%

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6) Rate the infrastructure facilities of the place where training programme is

conducted?

20%

43%

37%

0%

Excellent

Satisfactory

Good

Not satisfied

Analysis: Most of the employees satisfied with the infrastructure facilities of the

place where training program is conducted.

Options Excellent Satisfactory Good Not satisfied

No of

employees 12 26 22 0

Percentage 20% 43% 37% 0%

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7) Which type of training methods are followed in your organization?

37%

10%

53%

On-the-job

Off-the-job

Both.

Analysis: Around 53% of the employees said they followed on- the- job training as

well as off- the- job training.

Options On-the-job Off-the-job Both.

No of

employees 22 6 32


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8) In case of on-the-job training, which type of training, do you prefer?

Options

Role

playing Coaching

job

instruction

Committee

assignments Any other

No of

employees 22 16 12 6 4

Percentage 37% 26% 20% 10% 7%

36%

27%

20%

10% 7% Role playing

Coaching

job instruction

Committee assignments

Any other

Analysis: Around 36% of the employees prefer job rotation in case of on-the-job

training.

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9) In case off the job training which type does you prefer?

Options Role playing

Conference or

Discussion Vestibule training

Programmed

instructions

Any

other

No of

employees 20 18 10 12 0

Percentage 33% 30% 17% 20% 0%

33%

30%

17%

20% 0%

Role playing

Conference orDiscussion

Vestibule training

Programmedinstructions

Any other

Analysis: Around 33% of the employees prefer role-playing in case of off-the-job

training.

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10) Whether the training is evaluated after training programme?

66%

17%

17%

Yes

No

Can’t say.

Analysis: Most of the employees are satisfied with evaluation after training

completed.

Options Yes No Cannot say.

No of

employees 40 10 10


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11) Up to what extent are you satisfied with the training methods followed by your

organization?

Options Excellent Moderately satisfied Not satisfied

No of

employees 20 34 6


33%

57%

10%

Excellent

Moderately satisfied

Not satisfied

Analysis: Around 57% of the employees moderately satisfied by the training methods

followed by the Dr.Reddy’s.

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12) Whom does the training is benefit?

Options Organization Employee Both.

No of

employees 14 12 34


23%

20%57%

Organization

Employee

Both.

Analysis: Around 57% of the employees said that training is benefited to

organization as well as employees.

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13) Which option suits the best with the recently completed training program?

Options Excellent Satisfactory Not satisfied.

No of

employees 16 36 8


27%

60%

13%

Excellent

Satisfactory

Not satisfied.

Analysis: Most of the employees satisfied with recently completed program.

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14) Do you receive feedback from the trainer after the training?

67%

33%

Yes

No

Analysis: Most of the employees receiving feed back after training period.

Options Yes No

No of

employees 40 20

Percentage 67% 33%

46

15) After training you feel that you are able to enhance your performance?

60%13%

27%

Yes

No

To some extent

Analysis: Around 60% of the employees improve their performance after training.

Options Yes No To some extent

No of employees 36 8 16


47

16) Are you satisfied with the training instructions of the trainer?

60%13%

27%0%

Fully satisfied

Satisfied

Good

Not satisfied

Analysis: Most of the employees satisfied by the instructions of the trainer.

Options Fully satisfied Satisfied Good Not satisfied

No of

employees 36 8 16 0

Percentage 60% 13% 27% 0%

48

Findings

49

Findings

1) A majority of employees feel that they satisfactorily from the

training programmes offered by Dr. Reddy’s.

2) A majority of employees agreed to the fact that training improves

their skill and knowledge and supports them in career

development.

3) Most of the employees feel that they require further training in

latest methods to enhance their skills.

4) Most of the employees satisfied with the duration and schedule of

training program.

5) Most of the employees attended between 2-3 training programs in

a year.

6) All most all employees satisfied with facilities of training center.

7) Most of the employees moderately satisfied with training methods

followed by Dr.Reddy’s.

8) 60% of the employees satisfied with recently completed program.

9) Most of the employees receive the feed back after training period

completed.

10) Most of the employees satisfied with training instructions of the

trainer.

50

SUGGESTIONS

&

RECOMMENDATIONS

51

SUGGESTIONS & RECOMMENDATIONS

1. It has been observed that the training programs, especially the behavioral once

have been highly accepted by the employees. In order to maintain high moral and

ethics among the employees this program should be undertaken more frequently.

2. Training programs should be made more innovative and interesting to make

attractive to the workers.

Example: - Environment can be made informal by cracking jokes, inviting participant

to deliver speech on given topic. Training program can also be arranged in different

location to override the boredom of the employees.

3. Quality of instructors should be very high a man with proven record of

accomplishment should given training.

4. Training modules should be meticulously designed to make more objects

oriented.

5. Maximums no. of employees should be brought within the ambit for the training

program. Functional area to use ones knowledge. There was lot of learning is which

are mentioned in the report.

6. Conduct the training programs that helpful to shop floor people i.e. Technical.

7. Training with example.

8. Required more training programs enhanced trainee performance at work place.

9. It should be mutually interactive succession with more discussions.

52

10. Conduct the training programs frequently.

11. After training trainer must be available at any time for trainee to doubts

clarification.

12. Organization should increase training programs towards technical areas for more

technical people.

13. Take the feedback from the trainees and it must be implementing for next training

program.

53

CONCLUSION

54

CONCLUSION

The careful analysis of available data shows that the training practices in Dr.Reddy’s

Laboratories Ltd. are more or less same with standard training practices. In the rat

race of business, every organization tries to have a competitive advantage over its

rivals. In this regard proper training & development activities can play a very crucial

role. The training practices in Dr.Reddy’s Laboratories Ltd mainly comprises of

training need identification, preparation of training calendar, conduction of training

programs, feedback & evaluation and final evaluation by respective HOD. The

training program generally includes both on-the-job & off-the-job techniques. In the

end, the project like this requires a complete support from the organization & I

received it in a very professional manner in Dr.Reddy’s it means that due to such

support from the organization I was able to achieve the objectives set by me before

starting my project.

55

ANNEXURE

56

ANNEXURE

Questionnaire for Dr. Reddy’s Employees

1) How long have you been working in this organization?

a) Below 2 years b) 2to 5 years

c) 5 to10 years d) Above 10 years.

2) How your training needs identified by your organization?

a) By systematic analysis.

b) Individual assessment and requirements.

c) Based on performance appraisal.

d) Based on feed back of your supervisor / in charge.

e) Any other (please specify).

3) Whether the duration of the training period in DR.REDDY’S is?

a) Adequate

b) Long

c) Short.

57

4) Are you satisfied by the schedule of the training program?

a) Yes

b) No.

c) Can’t say.

5) How many training programmes have you undergone in the last year?

a) 1 programme b) 2-3 programmes

c) 4-6 programmes d) More than 6 programmes.

6) Rate the infrastructure facilities of the place where training programme is

conducted?

a) Excellent b) Satisfactory

c) Good d) Not satisfied.

7) Which type of training methods are followed in your organization?

a) On-the-job

b) Off-the-job

c) Both.

58

8) In case of on-the-job training which type of training do you prefer?

a) Job rotation b) coaching

c) Job instruction d) Committee assignments


9) In case of off-the-job training which type do you prefer?

a) Role playing b) Conference or Discussion

c) Vestibule training d) Programmed instructions.


10) Whether the training is evaluated after training programme?

a) Yes b) No. c) Can’t say.

If Yes how?

11) Up to what extent are you satisfied with the training methods followed by your

organization?

a) Excellent

b) Moderately satisfied

c) Not satisfied.

59

12) Whom does the training is benefit?

a) Organization

b) Employee

c) Both.

13) Which option suits the best with the recently completed training program?

a) Excellent

b) Satisfactory

c) Not satisfied.

14) Do you receive feedback from the trainer after the training?

a) Yes

b) No.

15) After training you feel that you are able to enhance your performance?

a) Yes

b) No

c) To some extent.

60

16) Are you satisfied by the training instructions of the trainer?

a) Fully satisfied b) Satisfied

c) Good d) Not satisfied.

17) Give your suggestions to improve the training programme?

61

BIBLIOGRAPHY

62

BIBLIOGRAPHY

Web Sites:

www.drreddys.com

www.hrguru.com

www.google.com

Books:

HRM Review – ICFAI University

Training & Development By: - S.K. Bhatia

Training Evaluation for Results By: - A.K.Saxena

Human Resource Management By: - Anjalis Ghanekar