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EMPLOYEE ENGAGEMENT ACTIVITIES IN PHARMACEUTICAL

INDUSTRY AT AJANTA PHARMA LIMITED / HEAD OFFICE


(KANDIWALI).

A Project Report
Presented to

Prof. Reena Poojara


Faculty Member

Of

Atharva Institute Of Management Studies


Mumbai

On
Date –18/09/2018

In

Partial fulfillment of the academic requirements for the


PGDM Programme

By
Ms. Anuradha Bhanudas Jadhav.
Roll No- 08 (2018)
STUDENT’S DECLARATION

This is to declare that the study presented by me to Atharva Insitute of


Management Studies, In Partial completion of the PGDM under the title
“Employee Engagement Activities in Pharmaceutical Industry” At Ajanta
Pharma Limited/ Head Office (Kandiwali) had been under the guidance of
Prof.Reena Poojara & Mrs. Sankeeta Pandenekar During May-August 2018.
CERTIFICATE

Certified that the Project title Employee Engagement Activities in


Pharmaceutical Industry At Ajanta Pharma Limited/ Head Office (kandiwali).
Presented by Ms Anuradha Jadhav (Roll No 08- 2018) represent her original
work which was carried out by her at the Atharva Institute Of Management
Studies under mu guidance and supervision during period from May 2018
to August 2018.

Name Of the Mentor Prof. Reena Poojara

Signature :

Date:
ACKNOWLEDGEMENT

I wish to express my deep sense of gratitude to Mrs. Sankeeta Pednekar for


the timely guidance, inspiration and encouragement in the conduct of my
Summer Internship Project work. I wouls also like to thank the entire team
of Ajanta Pharmaceutical for constantly supporting me throughout the
Summer Internship and other officials in the Industry for their valuable
assistance .

I take the opportunity to thank my faculty mentor Prof. Reena Poojara for
her able guidance and valuable suggestion , which helped me in completing
the project work, in time.

I take immense pleasure in thanking our Dean Mr.N S Rajan Sounder ,


Atharva Institute Of Management Studies, For permitted me to carry out
this project work.

I would thank my parents with all the gratitude and respect for their
constant and impeccable support throughout the summer internship course
. Also for having faith in me to achieve the much needed experience.

It is my pleasure to indebted to various people, who directly or indirectly


contributed in the development of this project and who influenced my
thinking, behavior and acts during the summer internship period.

-Anuradha Jadhav.
TABLE OF CONTENTS

Sr.No. Topic Pg.No.


1 Executive Summary 1
2 Introduction to Pharmaceutial Sector 2
3 Introduction Company Profile 4
4 Introduction to Department 7
5 Introduction to Project 8
7 Research Problem 11
8 Research Objectives 12
9 Research Methodlogy 13
10 Data Intrepretation and Data Analysis 14
11 Analysis of Questionnaire 33
12 Gap analysis 34
13 Findings 35
15 Conclusion 36
16 Reccomadations 38
17 Annexures 39
Bibilography 40
Executive Summary

Employee Engagement refers to a condition where the employees are fully


engrossed in their work and are emotionally attached to their organization.
Employee engagement strategies have been proven to reduce staff
turnover, improve productivity and efficiency, retain customers at a higher
rate, and make more profits. Most importantly, engaged employees are
happier, both at work and in their lives. When you’re engaged, it infuses
everything you do with purpose, energy, and enthusiasm.

Today most organization are focusing on Employee Engagement Initiatives.


Some keep their employees engaged through learning and initiatives, some
by practicing innovative HR initiatives and some others by passion. It talks
about the need of employee engagement and its importance where
Communication, Motivation , Rewards and Recognition etc.

An irresistible organization is the need to build a flexible, humane, and


inclusive workplace.

Our research suggests that we need to rethink the problem. There are three
issues to address:

Companies need to expand their thinking about what “engagement” means


today, giving managers and leaders specific practices they can adopt, and
holding line leaders accountable.

Companies need tools and methods that measure and capture employee
feedback and sentiment on a real-time, local basis so they can continuously
adjust management practices and the work environment at a local level.
These tools include employee feedback systems as well as data analytics
systems that help identify and predict factors that create low engagement
and retention problems.

Leaders in business and HR need to raise employee engagement from an HR


program to a core business strategy.

Most employees today have complicated lives. Studies show that 68


percent of women would rather have more free time than make more
money, and while 40 percent of professional men work more than 50 hours
per week, 80 percent would like to work fewer hours.33 Given the nature of
work today, if leaders want people to engage with their organizations, they
have to give them a flexible and supportive work environment.

INTRODUCTION TO PHARMACEUTICAL SECTOR


Pharma Industry ranks first among India’s science based industries with wide range
of competence in the complex field of drug and technology. The Industry is estimated to
be worth $4.5 billion, which is growing at 8-9% annually. It is one of the leading and
highly organized sectors. The sector specializes in terms of Technology, Quality and
range of medicines manufactured. The product of the Industry ranges from simple
headache pills to advanced antibiotics and also complex cardiac compounds.
India is the largest contributor of generic drugs worldwide which constitutes about
20% of global exports in terms of volume. It is expected to rise to USD 55 billion by
2020, and USD 100 billion by 2025, thereby arising as sixth largest pharmaceutical
market globally by absolute size. It is anticipated that this sector alone would generate
employment by providing 58,000 additional job opportunities by the year 2025.
Indian companies received 304 abbreviated New Drug Application (ANDA) approvals
from US Food and Drug Administration (USFDA) in 2017. The Union Cabinet has
agreed for the Revision in the existing Foreign Direct Investment (FDI) policy in the
pharmaceutical sector in order to allow FDI up to 100% under the automatic route for
manufacturing of medical devices subject to certain conditions.
The Drug Controller General of India (DCGI) revealed its plans to start a single window
system to provide consents, approvals, and other information which will be beneficial for
international trade as well. The move is aimed at giving push to Make in India Initiative.
The Government of India is planning to structure an electronic platform to regulate online
pharmacies under a new policy, in order to stop any misuse of drugs and their easy
availability. The Government of India introduced ‘PHARM VISION 2020’ which directs
at objective of making India a Global Leader in End-to-End Drug manufacture.

INTRODUCTION TO COMPANY PROFILE


Ajanta operates seven state-of-the-art manufacturing facilities. Ajanta
Pharma is at the fore-front of Pharma industry involved in process of developing,
manufacturing and retailing of quality finished dosages. Committed to ‘Serve Health
Care Needs Worldwide’, they produce a comprehensive range of specialty products
targeting different therapeutic segments for treatment of patients, customized to each
market they are present in. They focus on customers’ needs and use cutting edge
technology to present innovative solutions. Their business includes Branded Generics in
emerging markets of Asia and Africa, Generics in the developed markets of USA and
Institution sales.
Its branded Generics business is widely expanded in India and outspread in more
than 30 emerging countries across Africa, CIS, the Middle East and South-East Asia. In
India, they are well distinguished in high growth segments such as cardiology,
dermatology and pain management where they have been capable of producing
consistently innovative products, most of which have been first to the market for patient
benefit and compliance.
They provide wide range of therapeutic segments like Antibiotics, Antimalarial, Anti-
diabetic, Cardiology, Gynecology, etc. They have designed modified basket of products
in all markets and also have general health products facilities in India and Mauritius. Two
of these facilities in India have been approved by US FDA. Their R&D center has a team
of over 850 scientists working on innovative products for various markets across the
globe. They employ over 6500+ people worldwide and their products are sold in over 30
countries.

INTRODUCTION TO THE DEPARTMENT

The HR department consists of 45-46 people. There are several departments under HR
i.e. Field HR, Corporate HR, Travel Desk, Dispatch, HEAD HR. Recruitment HR Function Is
to Hire the Employees for R&D Centers.
In Corporate HR team, employees at the ground level report to Corporate HR who
themselves report to Head HR who then reports to Managing Director. The process of
their functions are mostly decentralized which are undertaken by Site HR. Only
appraisals are centralized which is approved by head HR of Mumbai.
Marketing of drugs are done globally as well as in domestic markets. In global marketing,
the drugs are marketed region wise. But in domestic, it is done on basis of segmentation
such as cardiology, ophthalmology, gynecology etc.
There are about 7-8 R&D Centers which are located nearby which consists of Analytical
Development Laboratory (ADL) and Formulation and Development (F&D). They prepare
the drugs and dosages which are in demand in appropriate markets. Scientists and
researchers focus on regulated, semi regulated markets and domestic markets by
evaluating current market analysis and they accordingly start the production of the
drugs and medicines.

REVIEW OF LITERATURE

Mone and London (2010) defined employee engagement as “when Employee feels
involved, committed, passionate and reciprocates those feelings in work behavior”. It
thus deals with commitment and involvement an employee has towards their organization
and its ethical values. The organization must strive on developing ideal environment
which would contribute to nurture engagement, which would maintain strong relationship
between employer and employee.

An engaged employee extends himself/herself to meet the organization’s requirements,


takes initiative independently and reinforce themselves to align with their organization’s
culture and values, they stay focused and are willing to push themselves beyond their
limits, and also believe that they can make a difference. (Macey, 2006)

Employees are an asset to an organization. Managing the organization’s intellectual


capital influences performance as well as gives competitive edge over several other
companies in appropriate sector. (Artu, 1994; Becker and Huslid, 2000; Buckingham and
Vosburgh; 2001).

One of the ways in which Organizations can successfully utilize their intellectual capital
is by encouraging employee engagement in their work premises. Engaged employees are
energized and passionate about the work and this in turn increases organizational
commitment, productivity as well as retention rate. (Kroth and Boverie, 2003).

Gallup (2006) studied nearly about 24,000 organizations and differentiated the top
quartile and bottom quartile financial performance in consideration to their engagement
scores. The Organizations in the lowest quartile with lesser engaged employees averaged
31-51 % more employee turnover, 51 % additional inventory shrinkage (loss) & 62 %
more employee accidents. On the other hand, organizations in the highest quartile with
the more engaged employees have achieved 12 % higher customer-focused service, 18
% higher efficiency and 12 % higher profitability.

Robinson (2006) suggests most employees are underutilized in the workplace due to lack
of involvement in the decision making process wherein employee engagement can help
such clusters of employees to be more participative which will be beneficial to both
parties. This could help employer in a way to retain productive employees as well as it
will be return on investment.

One of the main drivers of employee engagement is for employees to have the
opportunity to share their opinions and views which must reach the top management.
Currently most of the Organizations do not have such practice and therefore many
employees felt they are not involved in decision making. Thereafter surveys are a
measure of employee voice which helps in finding better ways to engage employees in
several programs.

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