nicholas piramal1

8/14/2019 Nicholas Piramal1

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GROUP MEMBERS

1. VISHWAJEET KHOBRAGADE

2. SHREEPAD GAWADE

3. ASHISH NAMDEV

4. JEETENDRA CHAURASIA5. YOGESH DHUMAL

6. ANKUSH WATKAR

7. FURKAN MOHAMMAD

8. HEMANT KSHIRSAGAR


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INTRODUCTION

(AN OVERVEIW)

NICOLAS PIRAMAL INDIA LTD.(NPIL) IS ONE OFLARGEST GROWING PHARMACUETICALS

COMPANY HAVING BUSINESS IN ALL OVER THEWORLD.

NICOLAS IS A AMERICAN BASED COMPANYWHICH IS HAVING A JOINT VENTURE WITHPIRAMAL HEALTHCARE OF INDIA.

NPIL IS INDIAS #4 PHARMACEUTICAL INDUSRTY.


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About

NPILThis manufacturing unit is located inThis manufacturing unit is located in

Balkum, Thane, on Mumbai-Agra Road,Balkum, Thane, on Mumbai-Agra Road,about 40 km from Mumbai, the capital ofabout 40 km from Mumbai, the capital ofMaharashtra State. Its head office isMaharashtra State. Its head office islocated at Lower Parel, Mumbai. The totallocated at Lower Parel, Mumbai. The totalplant area of this manufacturing unit is 32plant area of this manufacturing unit is 32ACRES; land so far utilised is 15 ACRES,ACRES; land so far utilised is 15 ACRES,while built-up area is 3.2 ACRES.while built-up area is 3.2 ACRES.

The plant has 38 years of experience inThe plant has 38 years of experience inmanufacturing Vitamin A and finemanufacturing Vitamin A and finechemicals.chemicals.


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Perfumery &Perfumery &

CosmeticCosmetic

Animal NutritionAnimal Nutrition

& Health& Health

Human NutritionHuman Nutrition

& Health& Health

NIPL Business..

THE LARGEST VITAMIN A MANUFACTURINGTHE LARGEST VITAMIN A MANUFACTURING

COMPANY IN INDIACOMPANY IN INDIA
http://vfcdnicholas.com/pc_home.htmhttp://vfcdnicholas.com/anh_home.htmhttp://vfcdnicholas.com/hnh_home.htm


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BY ADHERING TO THE VISION & VALUES OFBY ADHERING TO THE VISION & VALUES OF

NPIL,NPIL,WE ASPIRE TO BECOME THE EMPLOYER OFWE ASPIRE TO BECOME THE EMPLOYER OF

CHOICE,CHOICE,

BY CREATING AN EXCITING WORKPLACE,BY CREATING AN EXCITING WORKPLACE,

WHICH NURTURES TALENTWHICH NURTURES TALENT

&&

INSPIRES SUPERIOR PERFORMANCE.INSPIRES SUPERIOR PERFORMANCE.


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TRAINING FOR EMPLOYEES

IT INVOLVES A STUDY OF ENTIRE ORGANIZATION INTERMS OF IT OBJECTIVE, ITS RESOURCES, THEUTILIZATION OF THE RESOURCES, IN ORDER TO ACHIEVESTATED OBJECTIVES.

THE TRAINING PROCESS CONTAINS..

PRODUCT AWARENESS

MARKETING SKILLS

COMMUNICATION SKILLS

REPORTING

TIME MANAGEMENT

MARKETING ETIQUETTES


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DEVELOPMENT

PROCESS

ORGANIZATION DEVELOPMENT IS A PLANNEDPROCESS OF DEVELOPENING AN ORGANIZATION TOBE MORE EFFECTIVE IN ACCOMPLISHING ITS

DESIRED GOAL

RESUTS ARE AS FOLLOWS

EFFECTIVE STRATERGIC AN OPERATIONAL PLANS

TEAM DEVELOPMENT AND EFFECTIVENESS LEADERSHIP DEVELOPMENT

ADDED VALUE, QUALITY, COMPETITIVE PRODUCTS ORSERVICES


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APPRAISALS ANDAPPRAISALS AND

REWARDSREWARDS Meaning

The focus of annual appraisal

The focus of half yearly appraisal

Outcome of annual performance

Role of the Employee (Appraisee)

Role of the immediate Superior(Appraiser)

Role of the Moderator

Reward system


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Rewards

In order to provide growth opportunities to employees,the company has implemented a Performance Appraisal Systemthat facilitates communication between the superior and thesubordinate and agreement on goals/results to be achievedduring the performance period.As a policy, each employees performance will be appraisedtwice a financial year. In line with the companys financial year,the appraisals will be conducted in October and April. The

October appraisal will be called the half-yearly appraisal and theApril appraisal will be called the annual appraisal.Outcome of annual performance appraisal will be- Recommendations for annual increments- Establishment of Performance Pay for the completed year- Identification of training needs- Identification of growth opportunities in the company / group.


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PERFORMANCE PAYPerformance Pay shall be applicable if specifically

mentioned in the appointment letter or promotion orincrement letter. Performance Pay will be dependenton employee performance as well as the CompanysPerformance and shall be paid at the end of the year

in accordance with the scheme applicable for thatyear. As a policy, Performance Pay shall be paid toonly those people who are on the rolls of thecompany as of close of working hours on 31st Marchof the respective financial year.

Performance pay policy for each fiscal year will beannounced at the beginning of the year.


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REWARD SYSTEMTo tangibly demonstrate its commitment to a high performance

culture, the company devises reward mechanisms that stronglyreinforce performance.

The moderator along with his immediate subordinates willfinalise each employees ratings and the reward distribution in

line with the companys policy for that year. It is quite possible that the appraisers recommendations (as

discussed with the employee) may be normalised before the finalrating for reward distribution is decided. In such an event, it willbe the responsibility of the appraiser to communicate effectivelyto the employee the rationale behind the change in rating. If thesuperior/appraiser is unable to do the same, he must request the

moderator to assist him to do the same. The responsibility foreffective communication will however rest with the appraiser.


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MOTIVATIONAL FACTORS

APPRAISALS AND REWRDS

PERFORMANCE PAY (INCENTIVES)

HOLIDAY / PAID HOLIDAY WORKINGHOLIDAY / PAID HOLIDAY WORKING

COMPENSATIONCOMPENSATIONLEAVE POLICY

MEDICAL SUPPORT

RETIREMENT BENEFITS

P.F. AND EMPLOYEE PENSION SCHEME (EPS)P.F. AND EMPLOYEE PENSION SCHEME (EPS)HOLIDAYS

TRANSFERS


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HOLIDAYSHOLIDAYS

This Factory have a five-day week. Weeklyoff for our factory will be Saturday andSunday (unless finalised otherwise).

Paid Holidays (festival holidays) for allmanufacturing establishments of theCompany shall be 10. Local HR

departments shall finalize the list forholidays before end of December each yearfor the next year.


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1) The existing practice of claiming Rs. 300/- for Weekly holiday / paid holiday

working for six hours will continue.

2) In addition to this, compensation for working for Eight hours or more than

Eight hours on Weekly Holidays / Paid Holidays and Beyond normal working

hours on Working days is Rs.500/- Lumpsum per day. (This compensation is

strictly for all Production Personnel and the management staff called on

holiday working in production area.)

3) Compensation for working for more than 2.30 Hrs and upto six hours on

Weekly Holidays / Paid Holidays and beyond normal working hours on

Working days :Auto / Taxi fare from Factory to Thane Railway Station (If

Company Transport is not available) and further from nearest Railway Station

to Residence.4) Compensation for attending duty in case of emergency : To and From Auto /

Taxi fare from Residence to nearest Railway Station and further from Thane

Railway Station to Factory. (If Company Transport is not available)

5) The Departmental Head should ensure that prior approval is granted for

working on Weekly Holidays / Paid Holidays.

6) With this arrangement all the existing practices / benefits in this respectstand withdrawn.

Holiday / Paid Holiday WorkingHoliday / Paid Holiday Working

CompensationCompensation


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LEAVE POLICYLeave extended to an employee isclassified under 4 different heads and assuch the rules for availing of the same are

different. They can be classified as under.

1. Need based leave (Casual Leave or SickLeave)

2. Privilege Leave / Earned Leave (PL)3. Maternity Leave

4. Special Sick Leave


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TRANSFERS

Service conditions of every employee includes a conditionstating that, based on companys requirement, he/she can betransferred to any of the companys existing or newdepartments, plants, group companies, offices, branches etclocated anywhere in India.

REIMBURSEMENTS

To effect the transfer, he/she will be reimbursed as follows:1. All expenses incurred on the transportation of personalgoods2. Travel expenses as per the travel policy for self andimmediate family Reimbursement of any other expense will beat the discretion of the Divisional Head and Head of CorporateHR, subject to prior approval.


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CompensationStructure As a policy, any employees compensation

will be structured as follows:

FIXED PAY

Fixed Pay shall include Salary (Basic Salary),House Rent Allowance, Education Allowance, Transport Allowance, Drivers salary, Leave Travel Allowance, Medical Allowance, Special

Allowance and retirement benefits as applicablefor the grade from time to time. The Fixed Payshall consist of the following components. This isa structure that is extremely tax-friendly andmaximizes take-home pay for the employees.


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MEDICAL SUPPORTMEDICAL SUPPORTThe Company is concerned with all employeeshealth as well as the health of their immediatefamilies. The medical support provided to anemployee is categorised as under:

a. Domiciliary Medical Allowanceb. Hospitalisation Policyc. Executive Medical Check-Upd. Employee State Insurance Scheme

Membershipe. Accident Insurance


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To claim the LTA

The employee must proceed on privilege leave for at lease 5working days.

While applying for privilege leave, he/she is expected toindicate if he/she desires to claim LTA. The employee will be

granted an advance before proceeding on privilege leave ofan amount at the most equivalent to his/her LTA entitlementThe employee must submit the claim on return from Privilege

Leave. The claim will be sent to Payroll department and theLTA amount will be paid along with the next salary. Theadvance given to the employee (before proceeding on leave)will be adjusted fully against the LTA payable to the employee

An employee is permitted to claim Leave Travel Allowance

from the company on completion of one years service withthe organization.In event of separation within less than a year, the employee

will be paid LTA on a prorata basis (length of service in theorganization) along with his/her settlement.


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RETIREMENT BENEFITSRETIREMENT BENEFITS

In order to ensure that employeesIn order to ensure that employeeshave set aside some money for theirhave set aside some money for their

retired life, the company has theretired life, the company has the

following retirement benefitsfollowing retirement benefits

EMPLOYEES PENSION SCHEME

(EPS)

PROVIDENT FUND

VOLUNTARY PROVIDENT FUND (VPF)SUPERANNUATION FUND

GRATUITY


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P.F. and Employee PensionP.F. and Employee Pension

Scheme (EPS)Scheme (EPS)

Eligibility

The above pension scheme is eligible to

the members who were the members ofFamily Pension Scheme 1971 till 15.11.95.


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P.F. and Employee PensionP.F. and Employee Pension

Scheme (EPS)Scheme (EPS)Benefits

On Retirement

The member of Employees PensionScheme (EPS) is eligible to get monthlypension on retirement attaining the ageof 58 years from the Regional Provident

Fund Commissioner for his whole life.


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