BACKGROUND OF THE COMPANY

Cadila pharmaceuticals is a privately held pharmaceutical companies.

Cadila produce API (active pharmaceuticals ingredients) products.

Mr.Indravadan Modi is the founder & chairman of the company.

Mr. Rajiv Modi is the managing director of the company.

VISION

“Vision is to be a largest leading pharmaceutical company in India and to become a significant player by providing high quality, affordable and innovative solutions and treatment.”

MISION

“To discover, develop and successfully market pharmaceutical product. Provide customer satisfaction and achieve leadership in chosen market, product and service across the globe, through excellence in technology, based on world-class research and development. Responsible to society. To be good corporate citizen driven by high ethical standards in practice.”

ORGANISATION STRUCTURE

I .A. MODI(Chairman)

Dr. R.I.MODI(MD)

VP (Quality)A.K

Singh

SBU Head

SRP(Manager)

Alpha

P E Lab

EHS(Manager)

MPP-IIIETA

OmegaMPP-II

QA(Manager)

QC(Manager)

VP(HR)

HR(Manager)

VP(R & D)

PRODUCTION MANAGER

OFFICER

PRODUCTION EXECUTIVE

DGM

ASSISTANT MANAGER

WORKMAN

DEPARTMENT STRUCTURE

Activities Production process Inventory management Co-ordination

- Store & production

- Purchase & production

- Production & dispatch

- Production & engineering Quality assurance measures

TYPE OF PRODUCT

Cardiovascular (heart reactor) NAIDS Antiseptic Antihebercular Antithis tanminic Erectrile dysfunction Central nurvas system Antiilcerant Antidiabetic Antiemetic

DEPARTMENT STRUCTURE

Driver

Security guard

Senior Officer

Security Supervisor

Assistant Manager(Security)

Deputy Manager

Vise President

Assistant Manager(Recruitment)

Assistant Manager(Salary & legal

Work)

Assistant Manager(administration)

Activities Function of time office

- Card punching system

- Working hour

- Late coming

- Going out for personal/ office work

Details of employees personal file Human resources planning Recruitment system Selection

Performance appraisal system - Workers - Administrative staff Training - On job training - External training - Induction training Promotion & Transfer Welfare Activities

DEPARTMENT STRUCTURE

Asst. manager

Officer

Finance Manager

Executive

Objective Activities Costing

- Batch costing - Standard costing

Management information system (MIS) - Recording of ‘Production’ in quantity & rupees - Recording of ‘sales’ in quantity & rupees - Recording of collection from debtors - Recording of stock in quantity & in rupees - Recording of order received for sale

DEPARTMENT STRUCTURE

DGM

VICE PRESIDENT

ASSISTANT MANAGER

EXECUTIVE

SENIOR OFFICER

• Activities• Competitors - Hatero - Torrent - Teva - Dr. reddy’s lab - Cadila Zydus - Aventis pharma - Scan pharma - Ranbuxy ltd.

• Distribution channel• Target market• Consumer satisfaction• Sales revenue

0

20

40

60

80

100

120

140

2005 2006 2007 2008 2009

SALES REVENUE

DEPARTMENT STRUCTURE

GENERAL MANAGER

ASSISTANT MANAGER

DEPARTMENTAL MANAGER

TRAINEE

Activities - Index - Interdepartmental co-ordination - New vendor development - Sale of scrap - Schedule of unplanned material Purchase procedure - Vendor collection - Supplier search - Quotation collection - Quotation review - Supplier selection - Supplier approval - supplier evaluation

Activities - Receipt procedure of material - Issue procedure of material

Type of storesEngine store - Engine parts, glasswareRow material - 1. Quarantine area

2. Under test area 3. Approved area 4. Hold label area 5.Rejected label area

Packing materialFinish goods storeStorage procedure

- Receipt of material - Storage system - Issue of material

ActivitiesParameter tested in lab

- Solubility - Melting point - Boiling point - Batch size - PH - Particle size - Water contained - Impurity

Types of instrument used

- HPCL

- GC – gas chromatograph

- PH – Meter

- Glassware

- Boiling range apprathes

Mode of dispatch Sources of the mode

- For road ways

- For air ways Transport contractors

- Blue dark

- V-express transport

- Maruti freight

Topic – Talent Requisition

Importance of study

- To know the number of employee left & join.

- To know the age group & designation which have more requisition.

- To know major reasons why employee left.

- To have an atmosphere of goodwill between employee &management, thereby improve company’s image in market

• Objective of study

- to know the area of employee dissatisfaction.

- To identify particular group which have high level of dissatisfaction.

- To reduce the number of employee left.

- To built stayable workforce.• Source of data – Secondary source

• Sample size - 30

Left ‘2008’ (Age wise)

Left ‘2008’ (Designation wise)

OFFICER

JR.OFFICER

SR.OFFICEREXECUTIVE

ASST.MANAGER

MANAGER

D. MANAGER

SR.MANAGER

CHEMISTTRAINEE

GM

GM

SR.MANAGER

D. MANAGER

MANAGER

ASST.MANAGER

EXECUTIVE

SR.OFFICER

OFFICER

JR.OFFICER

CHEMIST

TRAINEE

Reasons for left

dissatisfied with benefits & salary

relocation

other position

dissatisfied for advancement

government job

other

better opportunity

better opportunity

other position

relocation

dissatisfied withbenefits & salary

dissatisfied foradvancement

government job

other

FINDINGS

The highest rate of employee left is between 26-30 years age group, and second highest between 31-35 .

Mainly officer level employee left from the organization.

The main reason for employee left is “better opportunity of advancement.”

SUGGESTIONS

The organization may increase opportunity for advancement.

The organization may increase benefit & salaries.