ABOUT THE COMPANY

Cipla Limited is an Indian multinational pharmaceutical and

biotechnology company. Cipla primarily develops medicines to
treat arthritis, diabetes, depression, weight control,
cardiovascular disease, respiratory disease, and other medical
conditions
Cipla Ltd is a public limited company founded by Khawaja
Abdul Hamied, an Indian nationalist and anti-imperialist
scientist in 1935. Its headquarters is situated in Mumbai. Cipla
Ltd is India’s oldest pharmaceutical company with over 22000
employees and a subsidiary company known as Invagen
Pharmaceuticals.
Cipla Ltd is India’s 42nd largest publicly traded company by
market values as of 2014 with a market capitalization of USD
7.2 Billion and a revenue of USD 3.5 Billion in the year 2017-
18.
Cipla sells active pharmaceutical ingredients to other
manufacturers as well as pharmaceutical and personal care
products, including anti-depressant, fluticasone propionate.
Cipla Ltd is the worlds largest manufacturer of antiretroviral
drugs.
Cipla Ltd has won numerous awards such as the
1. Chemical award for excellence for exports in 1980.
2. Dun and Bradstreet American express corporate
awards in 2006 are some of the few awards won by
Cipla Ltd.
3. Thomson Reuters India innovation award in 2012.
HR POLICIES
Human resource policy serves as guidelines and standards
on the approach on the organization intends to adopt in
managing its people.

1. Cipla’s code of business conduct-

 Employees responsibility- This is done to bring

about a sense of responsibility in the employees
about their duties and tasks. This leads to a safe
workplace environment.
 Standard of ethics- These are the principle of ethics
that promote value such as cleanliness, good
behavior, trust or a sense of responsibility. Cipla Ltd
has its standardized ethics to be structure followed
by all the employees.
 Employee confidentiality- It goes without saying
that the employees must maintain confidentiality
and not to leak any private information of the
company to outsiders.
 Employee loyalty and determination- The
employees are known as the human assets of the
company and rightfully so as the company spends a
lot of money in the employee training process.
Hence is the duty of the employees to be loyal to the
company and worth the investment.
 Representing the company- The manner in which
the employees behave tells us a lot about the
company. Therefore the employees of Cipla are to
behave in a disciplined manner.
2. Ensure our day to day business activities is consistent
with our code.
3. Focus on our one Cipla credo while we strive to achieve
our business goals.
4. Acceptance, support, and obedience towards senior
management.
5. Comply with all our policies, procedures, internal
control, and applicable laws and regulations.
6. Commitment towards conducting in business and in a
legally compliant manner. The company respects the law
at all times.
7. Zero tolerance towards non-compliance of the stated
code of conduct, policies, procedures, laws, rules, and
regulations.
8. The protection and appropriate use of our tangible and
intangible assets are of vital importance.
 RECRUITMENT PROCESS

Steps in the recruitment process-

SPECIFICATIONS OF JOB REQUIREMENT

SELECTION TESTS

INTERVEIW AND PERSONAL APPRAISAL

BACKGROUND CHECKS AND REFERENCE

MEDICAL EXAMINATION

CONTRACT OF EPLOYEMENT
 Recruitment is the process of funding and attracting
suitable applicants for employment. It is a process of
searching for and obtaining applicants for jobs so that the
right people in the right number can be selected.

1. Specifications of Job requirements- The company

specifies clearly what kind of employees they are
looking for recruitment. The requirements that the
company specifies are :

 Qualification: The company should specify the level

of education that is required for the job because
during the selection process. The company can focus
on those candidates who meet the company’s
expectation.

 Experience: Some jobs in a company require

previous experience in executing important
functions. This job requires tools of the company
allows the company to specify the level of experience
the company is particularly looking for an
experienced candidate brings more to the table than a
fresher one.

 Language: The company may require its candidate to

have fluency in a few additional languages for the
performance of duties. The reason being if the
employee is transferred to any foreign country it
would be easy for him/her to blend in.
  Job significance: The company has to specify its
candidates the purpose, importance, value, and
significance of the job that they are applying for and
also the challenges of that job.

 Pay grade: There is nothing that motivates an

employee more than a good pay grade. This is one of
the elements the company must specify in the
requirement process.

2. Selection tests: After screening all the candidates who

have applied for the job the eligible candidates have to
pass a series of selection tests. These tests are made to
discover and measure the skill and abilities of the
candidates in terms of the requirements of the job. The
series of test are –
Intelligence test, Aptitude test, Trade or
Proficiency test, and an interesting test.

3. Interview and personal appraisal: Interview is

considered as a method of personal appraisal through
face to face conversation and observations. The
interview helps the employer to evaluate the candidate
regarding the attitude, aptitude, personality, smartness,
etc of the candidate.

4. Background checks and reference: In addition to the

requisite educational qualifications, skills, and
experience. The candidates must also possess other
qualities like loyalty, honesty, kindness, balanced
 temperature, etc. Such qualities cannot be judged on the
basis of any test. Hence this information has to be
obtained and verified from the
schools/colleges/universities where the candidate has
studied or from their previous employees.

5. Medical examination: Candidates that are finally

selected for the job are asked to undergo a medical
examination to see whether the candidates are
physically fit for the job.

6. Contract of employment: If the candidate is selected

then at this stage there is an issue of appointment letter
by the company and acceptance of the job offer by the
candidate. The candidate has to report to the concerned
authority and formally join the organization by giving
his consent in writing. From the moment of signing the
contract of employment, the candidate is officially an
employee of the organization.