Training and Development

PROJECT REPORT ON TRAINING AND DEVELOPMENT FROM TPL, BADDI
Not just healthcare….

lifecare
A
PROJECT REPORT
ON
TRAINING & DEVELOPMENT
Submitted to Himachal Pradesh University
In Partial Fulfilment Of Requirement
For The Degree Of
Master Of Business Administration
INSTITUTE OF ENGINEERING AND EMERGING

TECHNOLOGIES
BADDI, DISTT. SOLAN (H.P.)
INSTITUTE OF ENGINEERING AND EMERGING TECHNOLOGIES

Contents
Serial No. Particulars Page No.

1) Preface III
2) Acknowledgement IV
3) Introduction of the project 5
4) Company profile 6-23
5) Introduction to training and development 24-45
6) Training and development in torrent 46-59
7) Objectives of the study 60
8) Research methodology 61-63
9) Limitation of the study 64
10) Analysis and interpretation 65-79
11) Findings and evaluation 80
12) Recommendations 81
13) Conclusion 82
14) Summary 83
15) Annexure 84-86
16) Bibliography 87
INSTITUTE OF ENGINEERING AND EMERGING TECHNOLOGIES 2

PREFACE
Training and development is an integral part of a managerial work. It is his
subjective judgment of an individual’s ability to do something. Training takes
place in many forms. Nevertheless it remains as any other basic human activity.
And like these basic human activities it is very difficult to comprehensively
comprehend the training activity. It is more difficult to regularize it in the form of
an operational system.
The prime objective in converting a basic human activity into a regular system is
that a system has the virtue of “further use”. The system can be put to use in
making further development decisions.
Management courses without practical training are incomplete. Theoretical

studies in the classrooms are not sufficient to understand various activities,
problems, and happenings in any industry.It is very necessary to have knowledge
and awareness of the rules and procedures of the organization.
The objective being to recommended improvement in environment & technique

used. Finally the methodology, sample, tools, used & data collection method
adopted for the accomplishment of the objective was to assess the existing
system & comparable the reference to standard text.
I am highly indebted to the
(Mr. Agosh Gopalan,AGM,H.R )
(Mr. Raman Angra, A. Manager H.R)
(Mr. Ajeet Chaubey, Executive H.R)
& staff in the Torrent Pharmaceutical limited, Baddi (H.P) for their kind &
extended corporation.
INSTITUTE OF ENGINEERING AND EMERGING TECHNOLOGIES

ACKNOWLEDGEMENT
I take this opportunity to express my deep gratitude to all those who helped me in
the completion of this study. This work is the result of direct and indirect
cooperation of various persons to whom, I wish to express my appreciation and
gratitude.
The HR Department is the team of qualified work force which takes care of every
operation of the company. They are very cooperative and link as a healthy link
with the company’s other departments. The other departments also help me to
accomplish my project.
It is my proud prerogative to place on record my sincere thanks to Mr. Agosh

Gopalan (Asst. General Manager HR), Mr. Raman Angra (Asst. Manager HR),
Mr. Ajeet Chaubey (HR Executive) and Department who helped me in my
project. I would like to thank them for their guidance. My special thanks to the
employees and staff members of Torrent Pharmaceuticals Limited who gave
me full cooperation in completing my project.
I would like to extend my sincere thanks to Dr O.N. Kapoor (HOD, IEET) Baddi
distt. Solan for their support in my project work.
Last but not the least I would like to thank GOD for bestowing me with enough
courage and determination to complete this project.

INTRODUCTION OF THE PROJECT

This project has been undertaken by me to judge the Training and Development
programs taking place at Torrent Pharmaceuticals Limited. I have been assigned the
project on various training and development programs provided to the workers &
employees of Torrent Pharmaceuticals Limited. Training and Development programs are
an important facet of industrial relations, the extra dimension, giving satisfaction to the
workers and thereby increasing skills of the workers.
Training may be defined as a planned programme designed to
improve performance and bring about measurable changes in knowledge, skills,
attitude and social behavior of employee. Thus we can say that Employee training
is a short term process utilizing a systematic and organized procedure by which
non-managerial personnel learn knowledge and skill for a definite purpose.

COMPANY PROFILE
TORRENT PHARMACUETICALS LTD.

ORGANISATION PROFILE
The history of Torrent is the story of the struggle and success of its founder
against great odds in giving shape to his cherished goal of establishing a
pharmaceutical company of global repute.
In 1959, Trinity Laboratory commenced its functioning in a small way. The turning
point was the commencement of manufacturing of psychotropic drugs, in the
1970's, with which Torrent got recognition world over, and its name was changed
to Torrent Laboratories. In 1989, its sales growth propelled a new modern, state-
of-the-art facility at Indrad.
It all began with the toil of one enterprising individual, Shri. U.N. Mehta, when he
ventured on his own to create history in the Indian pharmaceutical industry by
implementing successfully the concept of niche marketing. His journey,
characterized by ups and downs, reached a milestone in 1970, with the launch of
Trinicalm Plus, an effective tranquilizer in the niche segment, central nervous
system (CNS).

The foundations for Torrent were laid when 'Trinity Laboratories' began
operations under the able guidance of Shri Mehta whose efforts are worthy of
emulation.
'Trinity' was renamed 'Torrent' and with this not only did the company get a new
name, it also focused on establishing its own manufacturing facilities in the early
80’s. Torrent augmented its efforts with the expansion of its manufacturing
capacity, emphasizing on marketing and creating business opportunities through
focus on exports. Torrent Pharmaceuticals Limited recorded a quantum leap in
the year 1994.
In recognition of the consistent performance Torrent Pharmaceuticals Limited

has been receiving accolades from various quarters, such as the President's
award for highest pharmaceuticals exports of Rs. 1570 million in 1991-92. The
Company that had a humble beginning has now grown to become one of the
leading players in pharmaceuticals.
It has ambitious plans for the years ahead. The emphasis is on Post-2005
opportunities with greater focus on the international market, in particular the
North- American market.
SOP
The SOP is a mandatory act in the pharmaceutical company. Standard

Operating Practices (SOP) is an internal document of any organization. SOP can
be defined as “the detailed stepwise written procedure of a process. Every
department is having there separate standard operation procedures on which
the department are undertaken their operations in a very systematic manner.

WE COMMIT OURSELVES TO TOTAL CUSTOMER CARE BY

DELIVERING WORLD-CLASS PRODUCTS AND SERVICES
ss
TO BE THE LEADER IN PHARMACUETICAL INDUSTRY

VALUES
A set of core values continue to guide us through the process of transforming the
conglomerate into a high-performing and caring organisation for our customers,
employees, shareholders and society.
1 Customers
2 Employees
3 Shareholders
4 Society
• Improving quality of life of our customers, as we believe quality is a way of life.
• Creating value for our shareholders, for the trust bestowed on us.
• Building an empowered and ethical Torrent family, as the foundation for a

bright future.
• Responsibility towards the society and environment, as we owe our
existence to them.
• Being innovative in solutions, for being different, counts.
• Striving for excellence in whatever we do, to follow the exclusive path to
leadership.
• Flexibility and speed shall be our oars for navigating the turbulent seas.
Like the name it suggests, “TORRENT – A fast stream”, has got zeal to flow
ahead in the Pharmaceutical as well as in Power sector


TORRENT GROUP
Pharma sector Power sector
Torrent
Ahmdabad electricity company ltd
Pharmaceuticals ltd
Torrent Gujarat Biotech ltd Surat electrical company
Torrent cables

THE FOUNDATION
Shri U.N.Mehta
14 January 1924 – 31st March 1998
th
The founder and chairman of the Rs. 3500 crore Torrent Group, the road to
success of Shri U.N.Mehta was marked by frequent struggles. Born in
Mehmadpur village in Palanpur District on 14 January 1924, he completed his
basic education in the village school. He gained a degree in Chemistry from
Wilson Collage, Bombay.
The young U.N.Mehta took up his first assignment as a part time clerk with the
Government. His initiative paid off and the multinational drug giant, Sandoz
offered him the job of a Medical Representative. And thus began a journey that
was to change the face of the Indian Pharmaceutical Industry. This journey
brought him to Ahmedabad where he was based with the additional responsibility
of calling on doctors in North Gujarat, Kutch and Rajasthan.
In 1958, the Sandoz management transferred him to Assam. But with his weak
health and the responsibility of three children, U.N.Mehta preferred to quit and
set out on his own.
Shri U.N.Mehta was fond of recalling those early days thus, “I started a
pharmaceutical business with the Rs. 25,000 that I received as severance pay.

As I had 13 years of experience in the industry, I decided to put my expertise to

work. I began to market anti-rheumatic medicines which I got manufactured from
a third party."
Shri Mehta made a breakthrough in the early 1970s when he started

manufacturing tranquilizers for psychiatric disorders. Explaining his strategy, he
often used to say, “In those days, not enough attention was paid to the
psychiatric segment and there was an unfulfilled demand for an effective
tranquilizer. We came out with Trinicalm Plus, a niche product that met with
instant success. This molecule paved the way for future successes and even
today the Torrent Group has a leadership position in this segment alongwith
cardiovascular and anti infectives."
In recognition of Shri Mehta's achievements, the Government of India honored

Torrent with the President's Award for Highest Pharmaceuticals Export of
Rs. 1570 million in 1991-92. This is in addition to numerous other awards
received from professional institutions and organizations.
Shri U.N. Mehta was presented the "Businessman of the Year Award 1996-
97" by the Union finance Minister Shri P Chidambaram. Instituted by the Gujarat
Chamber of Commerce and Industry, the award is a reflection of Shri, Mehta's
contributions to Indian industry.
Woven through these seemingly diverse businesses is Shri Mehta's dream to

help build "The Great Indian Tomorrow". In memory of the Founder and
Chairman we, at the Torrent Parivar will continue to work on providing the three
essentials of progress, prosperity and development.

QUALITY POLICY OF TPL
“We the employees of TPL are

committed to achieve excellence in
quality standard and always supply the
products as per the global
requirements.”
“We shall create an environment where

each employee contributes to all aspects
of our business processes.”
“We shall strive for the continuous

improvement to meet with customer
satisfaction”
TORRENT PHARMACEUTICALS LIMITED – BADDI
First Manufacturing facility of TORRENT PHARMACEUTICALS LTD. (TPL) was

set up in Indrad, Gujarat in 1989. TPL has collaborations with NOVO NORDISK

and DENMARK. Products manufactured by TPL are exported to over 60

countries. The second plant is now being set up at Baddi (Himachal Pradesh),
which is situated 40 kms from Chandigarh.
Total Land Area: 87206 Sq. Meters.
Constructed Area: Plant– 27000 Sq. Meters Others- 60206 Sq. Meters
The plant plays a vital role by aiding the company to become the market leader in
niche therapeutic segment of cardiovascular and new Psychiatric diseases and
have helped in having a significant presence in Gastro-intestinal and anti-

infective segments. Not to forget, the company follows strict Quality Management
System. It encompasses Quality Assurance, Good Manufacturing Practices and
Good Laboratory practices in Quality Control.
All manufacturing activities ensure adequate safety, quality and efficacy of all the
products. Torrent Pharmaceuticals has the most integrated operations
encompassing basic Pharma substances, intermediates, API and dosage forms.

MANUFACTURING CAPACITIES AT BADDI
Torrent Pharmaceuticals has the most integrated operations encompassing basic

Pharma substances for various solid dosage forms. To complement its global
trust, manufacturing facilities of Torrent have been upgraded and modernized to
international standards at a cost of US$ 27 million. New facility with an initial
investment of Rs. 122 crore is coming up in Baddi (approximately, 47 Kms from
Chandigarh) situated in the foothills of the Shivalik Mountains.
FACILITIES
The Torrent culture is a combination of esprit de corps and high standards of

professionalism that lead to higher employee contentment and efficiency.
Keeping in mind the needs of our employees we have consistently provided them
with the best of facilities.
The sprawling high tech facilities with a sterilized, newly renovated canteen that
provides employees with reasonable yet best quality refreshments are an added
advantage.
The Torrent Research center has facilities for our scientists, which are at par with
any international research organisation.

THE GLOBAL REACH
After ascertaining its credentials in the pharmaceutical industry of the country,

Torrent Pharmaceuticals Limited began spreading its wings beyond India with
thrust on becoming a global player in the international market. Torrent was one of
the few Indian pharma enterprises to make a foray into exports successfully,
amply recognized in the "export Excellence Awards" bestowed by the
Government of India. It established beachheads in many countries, particularly
Russia, its major export destination.
Over time Torrent established beachheads in many countries, of prime mention

being Russia, the major export location of Torrent. With over 691 product
registrations worldwide, in more than 23 countries, Torrent continued its thrust on
exports.
To enable the company reach this aim, there are continuous improvements and
up gradations at the plant, the most recent being the development of an API plant
with US FDA standards. Apart from the present registrations and GMP norms
certifications, there is going to be an EU inspection of the manufacturing facilities
in the last quarter of the year 2003.
MARKETS
Europe, Brazil, Russia, CIS, Africa, S.E. Asia, Sri Lanka, Middle East, Poland,
Romania, Hungary, etc…..

CAREER AT TORRENT
Torrent believe in the power of talent and the value it brings with it to
further the growth of the organization. Torrent is always on the lookout for
people who possess the dynamism and the willingness to make a
difference. It tap every possible lead and source to add to its human
capital.
Placement Agencies Advertisement Employee Reference Other Position

EVENTS AT TORRENT
The tradition of awarding employees with exemplary performance has been

carried on through ages. The 'Torrentian' award is conferred to employees, for
excellence in performance, in the categories of senior management, middle
management, junior management and staff respectively. The enthusiasm with
which Torrentians wait for the announcement of these awards exhibits their
significance to each one at Torrent. Hence the year begins by setting in motion
the motto to excel and achieve higher goals in performances of our teams.
Apart from this, each year Torrentians celebrate Founder's day, to pay tribute to our
Founder Chairman, Shri U.N. Mehta. Each year, the theme for this event is based on his
philosophy with emphasis on his concern for society. Transgressing from the work
environment, we focus on our efforts towards society. We continue to organize events
based on this theme for the employees through the year. Such activities include various
competitions for employees' children, employees' seminars and other informal events like
get togethers as well. The themes for the past three years where, 'Development of Body
and Soul' (2001), 'Year of the Child' (2002) and 'Year for Parents' (2003). Another
occasion which people wait for with bated breath is the mid term meet, an annually
held workshop for the senior management of the entire group.

HUMAN RESOURCE DEPARTMENT, BADDI
“We consider our employees as partners in progress and

constantly endeavor for their all-round development and
happiness”
The human resource management department has the most vital role in the
smooth functioning of the plant for obtaining a high degree of productivity. They
are responsible to maintain cordial Industrial Relations with the employees and
workers. Also have the best technical talent in the industry to ensure
comprehensive knowledge and maintain conducive work environment for the
workers
The HR department of Torrent Pharmaceutical is performing their operations in

a very systematic manner. The operations are very affectively diversified among
the different HR managers. As per the organogram status there are three
Managers, Manager (Salary\ Grievances), Manager (Learning and
Development), Manager (Recruitment). All the managers are accountable to
the Asstt. General Manager about their operations. Each manager has one
assistant manager and one management trainee. The trainee executive become
permanent after the period of one year although their operations are not
differentiated with that of the permanent but it reflects the designation status. The
diversifications in the operations make the higher efficiency among the
managers. The managers are very cooperative with all the other departments. All
the other departments have a good mood of satisfaction about the operation
arrangement of the HR Department. The salary distribution status is very
appreciable. The HR department has started a new type for motivating their
employees by celebrating their birthdays with full grid party arrangements and
gifts. It will definitely motivate the employees. The employees are feeling their
values in the organization. The department has introduced managers motivating

a scheme which is “Get Your Buddy Scheme” it’s an employee reference

scheme. Only the Managers and HODs are eligible for this scheme. According
to this the asst. manager will get Rs. 7500 per candidate and the managers will
get Rs.10000 per candidate. Many stress programs have organized to
enhancing the knowledge of the employees like “scratch your head: dimaag ki
batti jalao” {a quiz program}. The HR Team has been organizing monthly quiz
contest, medulla- ‘mind over matter’. The quiz show encompassed question on
sports, environment, literature, and famous personalities the main objective of
this quiz program is to traverse the journey of exploration which would reveal all
that we know and all that we thought we knew but in reality did not know about. It
is called The Brain Game.
HR OBJECTIVE
 To achieve organizational objective by integrating Human Resources

Planning, Executing HR Policies, Program, Practices and Philosophy.
 Creating conducive work environment.
 Maintain cordial and harmonious Industrial Relations.
 To provide allied services including welfare facilities to motivate work
force
HR PHILOSOPHY
 Political Philosophy believes that the success of a democracy depends on the

quality of the people at make the democracy. So also true for the success of
any company.
 At Torrent, we recognize and appreciate this fact by investing heavily in our
Human Resources, be it training or recognizing outstanding performance
through the “The Torrentian” award.
 Our work culture, norms & endeavors to create a work conducive atmosphere
that leads to higher productivity and efficiency.

QUALITY ASSURANCE DEPARTMENT AT BADDI
QUALITY POLICY
“We the employees of Torrent Pharmaceuticals Limited are committed to

achieve excellence in quality standards and always supply the products as per
the Global requirements.”
“We shall create an environment where each employee contributes to all aspects
of our business processes. We shall strive for continuous improvement to meet
with customer satisfaction.”
The Quality Assurance Department ensures the implementation of the

Quality System by ensuring the following:
1. Documentation and Control
2. Qualification, Validation and Calibration
3. Technology Transfer
4. Manufacturing Compliance
5. Batch Release
6. Annual Product Review
7. Change Control
8. Deviations, Incidents & OOS
9. Vendor Approval
10. Self Inspection
11. Market Complaints
12. Product Recall

CODE OF ETHICS
 Do not carry any written, verbal information outside the premises
related to our business, unless authorized.
 Do not carry any personal belongings to work place.
 Do not copy or carry outside, hard copies / floppies of the information

material without authorization.
 Do not copy / Xerox any information which is unauthorized.
 Do not allow any outside visitors / relatives inside work place unless
prior approval is granted through administration & Departmental Head
 Do not communicate about your work to any internal, external

personnel involved directly, indirectly in the project unless & until it is invited
for.
TORRENT PROVIDES OPPORTUNITY FOR
GROWTH THROUGH WORKING AND INTERACTING
BUT A BREACH OF WORK ETHICS WOULD BE DEALT WITH

SEVERITY

INTRODUCTION TO TRAINING AND DEVELOPMENT
INTRODUCTION TO TRAINING
DEFINING TRAINING
• A process of increasing the knowledge and skill for doing a particular job.
• Organized procedure by which people learn knowledge and skill for a

definite purpose.
• Organized procedure for bridging the job requirement and the present
complacence of the employees
• Training is defined as any process by which aptitude, skill and abilities of

employee to perform a specific job are increased.
• Employee training is a short term process utilizing a systematic and

organized procedure by which non-managerial personnel learn knowledge and
skill for a definite purpose.
• Training may be defined as a planned programme designed to improve

performance and bring about measurable changes in knowledge ,skills, attitude
and social behavior of employee .
FEATURES OF TRAINING
• Increases knowledge and skill for doing a particular job.
• Bridges the gap between job requirements and employee skills, knowledge &
behavior.
• Job oriented process vocational in nature.

• Short time activity designed essentially for operatives.
IMPORTANCE OF TRAINING
 HIGHER PRODUCTIVITY:
Training helps to improve the level of performance. Trained employees perform

better by using better methods of work.
 BETTER QUALITY OF WORK:
Uniformity of work methods and procedure helps to improve the quality of

product and services. Trained employees are less likely to make operational
mistakes.
 COST REDUCTION:
Trained employees make more essential use of materials and machinery.

Reduction in wastage and spoilage together with in productivity helps to minimize
the cost of operation per unit. Maintenance cost also reduces due to power
machine breakdowns and better handling of equipments .
 REDUCED SUPERVISION:
Well trained employees tend to be self- reliant and motivated. They need less
guidance and control.
 LOW ACCIDENT RATE:
Trained persons adopt the right work method and make use of prescribed safety
devices. Therefore the frequency of accidents is reduced.
 HIGH MORALE:

Proper training can develop the positive attitude among employees .Job
satisfaction and moral are improved due to rise in the earning and job security of
the employees.
PERSONAL GROWTH:
Training enhance knowledge and skill of the participants . Training prevents

obsolescence of knowledge and skill. Training helps to develop people for
promotion to higher posts and to develop future manager.
 ORGANISATIONAL CLIMATE :
A sound training programme helps to improve industrial relation and discipline.

Resistance to change is reduced. Organizational stability is enhanced because
training helps to reduce improper turnover and absenteeism. Training is an
investment in people and therefore, systematic training is a sound business
investment.
NEED FOR TRAINING
Training is mainly job oriented, it aims at maintaining and improving current job
performance Training is needed to achieve the following purposes.
1) Newly recruited employee need training so as to perform their tasks

effectively . Instruction guidance help them to handle job completely
without any wastage.

2) Training is necessary to prepare existing employees for higher level jobs

(promotion).
3) Existing employee requires refresher training so as to keep abreast of the

latest developments in job operations.
4) Training is necessary when a person moves from one job to another.
5) Training is necessary to make employees mobile and versatile. They can

be placed on various jobs depending upon organizational needs.
6) Training is needed to bridge the gap between what the employee has and
what the job Demands.
7) Training is necessary to make employees more productive and useful in

the long run.
OBJECTIVES OF TRAINING
1) To impart basic knowledge and skill to the new entrants and enable them
to perform their jobs well.
2) To equip the employees to meet the changing requirements of the job

and the organization.
3) To teach the employees the new techniques and ways of performing the
job or operations.
4) To prepare the employees for higher level tasks and built up a second line
. of component managers.

Why training is required
The company has conducted the internal survey on its employee & in the survey
it is found that the employees in the company are new & their average age is
around 22 years & they don’t have any professional knowledge about the
working environment, rights, privileges etc. need for training was long felt by the
company to polish its employees. The company has the infrastructure to provide
training to its employees but most of the employees hired by the company are of
Himachali background & each one of them belongs to different regions of the
state & they speak different languages. The language with which they all are
acquainted with is Hindi. In order to overcome this multi lingual barrier the
company has decided to get its employee participated in training activity through
Hindi presentation.
THE PHILOSOPHY OF TRAINING
To get maximum benefit from training, a manager must understand the principles
behind training process. Training process must invariably follow certain learning
oriented guidelines.
MODELLING:
It is simply copying someone else’s behavior. If we want to change people it

would be a good idea to have videotapes of people showing the desired
behavior. A great deal of human behavior is learned by modelling others.
MOTIVATION:
For learning to take place, intention to learn is important. When the employee is
motivated he pays attention to what is being said, done and presented.

Motivation to learn is influenced by question answer such as: How important is

my job to me? How important the information is? etc.
REINFORCEMENT:
If a behavior is rewarded, it probably be repeated. Positive reinforcement

consists of rewarding desired behaviors. People avoid certain behavior that invite
criticism and punishment. The reinforcement principle is based on the promise
that punishment is less effective in learning than reward.
FEEDBACK:
People learn soon if reinforcement is given as soon as possible after learning

.Every employee want to know what is expected of him and how well he is
doing .Positive feedback (showing the training, the right way of doing things) is to
be preferred over negative feedback (telling the trainee that he is not correct)
when we want to change behavior.
SPACED PRACTICE:
Learning takes place easily when practice sessions are shared over a period of
time . New employees learn better if the orientation programme is spread over
two or three days period instead of covering it all in one day. This incremental
approach to skill acquisition minimizes the physical fatigue that deters learning.
WHOLE LEARNING:
The concept of whole learning suggests that employees learn better if the job
information is explained as an entire logical process, so that they can see how
the various actions fit together in to the ‘big picture’ .
ACTIVE PRACTICE:

‘Practice makes a man perfect’ so said Bacon. Learning is enhanced when

trainee are provided ample opportunities to repeat the task. For maximum benefit
training session should be distributed over time.
APPLICABILITY OF TRAINING:
Training should be as real as possible so that trainees can successfully transfer

their knowledge to their jobs. The training situation should be set up so that
trainees can picture the type of situation that can come across their jobs.
ENVIRONMENT:
Finally environment plays an important role in training. It is natural that workers

who are exposed to training in comfortable environment with adequate, well
spaced rest periods are more likely to learn better than whose training condition
are less than ideal.
AREAS OF TRAINING
The areas in which training is offered can be classified into following categories:
KNOWLEDGE Employee is taught about a set of rules and regulations about the job
and products and services offered by the company.
TECHNICAL SKILL Employee is taught a specific skill (e.g. operating a machine) so that
he can acquire that skill and contribute meaningfully.
SOCIAL SKILL Employee is made to learn himself and other, develop a right mental
attitude towards the job, colleagues and the company.
TECHNIQUES This involves application of knowledge and skill to various on the job
situations.

In addition to the above areas, training aims at moulding employee attitudes.

When administered properly, a training programme will go a long way in
obtaining employee loyalty, support and commitment to company activities.
TYPES OF TRAINING
A. ORIENTATION TRAINING:
It seeks to adjust newly appointed employees to work environment. Every new

employee to be fully familiar with his job, his superiors and subordinates and with
the rules and regulations of the organization needs orientation training. It creates
self-confidence in the employees. It is also called pre-job training.
B. JOB TRAINING:
The training provided with a view to increase the knowledge and skill of the
employees to improve the performance on the job, such training helps to reduce
accidents, wastes and losses thereby increasing the efficiency in the
performance of the job.
C. SAFETY TRAINING:
Training provided to minimize accidents and damages to machinery is known as

safety training. It involves instruction in the use of safety devices and safety
consciousness.
D. PROMOTIONAL TRAINING:
It involves training of existing employees to enable them to perform higher level

jobs.
E. REFRESHER TRAINING:

When existing techniques becomes obsolete due to the development of better

techniques, employees have to be trained in the use of new methods and
techniques. Refresher training is designed to refresh revise the knowledge and to
update the skills of the existing employees.
F. REMEDIAL TRAINING:
Such training is arranged to overcome the shortcoming in the behavior and

performance of the old employees. Employees are taught new appropriate style
of working. Remedial training should be conducted by psychological methods.
TRAINING METHODS
ON THE JOB TRAINING OFF THE JOB

TRAINING
 Job institute training Vestibule training
 Coaching and mentoring Role playing
 Job rotation Lecture method
 Apprenticeship training Conference discuss approach
 Committee Assignment Programmed Instruction

A. ON THE JOB TRAINING
1. JOB INSTITUTE TRAINING:
The JIT method (devolved during world war II ) is a four step instrumental
programme involving preparation, presentation, performance try out and follow
up.
The steps are as follows:
1) The trainee revives an over view of the job, its purpose and its desired
outcomes with a clear focus on the relevance of the training.
2) The trainer demonstrate the job to give the employee a model to copy.
The trainer show the right way to handle the job.
3) Next the employee is permitted to copy trainer’s way. Demonstration by

the trainer and practice by the trainee are repeated until the trainee
masters the right way to handle the job.
4) Finally the employee does the job without supervision.
2. COACHING AND MENTORING:
Coaching is one-on-one relationship between trainee and supervisor which offers

workers continued guidance and feedback on how well they are handling their
tasks. Mentoring is a is a particular form of coaching used by experienced
executives to groom junior employees
3. JOB ROTATION:

This kind of training involves movement of trainee from one job to another. This
helps him to understand how organization function. He is able to build a rapport
with various individuals around. This trained person offers a great deal of
flexibility for organization when transfers, promotion or replacements becomes
inevitable.
4. APPRENTICESHIP TRAINING:
Apprentices are trainees who spend a prescribed amount with an experienced

guide coach or trainer. In this method theoretical instruction and practical
learning are provided to trainee in training institutes.
5. COMMITTEE ASSIGNMENT:
In this method trainees are asked to solve an actual organizational problem. The
trainees have to work together and offer solution to the problem. This method of
training helps them to develop team spirit and work unitedly towards common
goals.
B.OFF THE JOB TRAINING
Under this method of training, the trainee is separated from job situation and the
attention is focused on the material related to his future job performance . There
is an opportunity for freedom of expression for the trainee off the job training
method is as follows.
1. VESTIBLUE TRAINING:
In this method actual work condition are simulated in a class room. Material files
and equipments those are used in actual job performance are also used in
training. It is commonly used for personnel for electrical and semi-skilled job.
2. ROLE PLAYING:

It is defined as method of human interaction that involves realistic behavior in

imaginary situation. This method of training involves action, doing and practice.
The participants play the role of certain character, such as the production
manager, mechanical engineer, superintendents, maintenance engineer,
foreman, worker and the like. This method is mostly used for developing
interpersonal interaction and relation.
3. LECTURE METHOD:
The lecture is traditional and direct method of instruction. To be effective the

lecture must motivate and create interest among the trainees. The advantage of
lecture method is that it is direct and can be used for a large group of trainees.
4. CONFRENCE / DISCUSSION APPROACH:
In this method trainer delivers a lecture and involves the trainee in a discussion
so that his doubts about the job gets clarified .Conference is a group centered
approach, where there is a classification of ideas communication of procedure
and standards to the trainees .
5. PROGRAMMED INSTRUCTION:
The subject to be learned is presented in a series of carefully planned sequential

units. These units are arranged from simple to more complex level of instruction.
The trainee goes through these units by answering questions or filling the blanks.

Behaviourally Experienced Training

Some training programmes focus on emotional and behavioural learning. Here
employees can learn about behaviour by role-playing in which the role players
attempt to act their part in respect of a case, as they would behave in a real-life
situation. Business games, cases, incidents, group discussions and short
assignments are also used in behaviourally-experienced learning methods.
Sensitivity training or laboratory training is an example of a method used for
emotional learning. The focus of experiential methods is on achieving, through
group processes, a better understanding of oneself and others. These are
discussed elaborately in the section covering Executive Development
Programmes.
Evaluation of a Training Programme

The specification of values forms a basis for evaluation. The basis of evaluation
and the mode of collection of information necessary for evaluation should be
determined at the planning stage.
The process of training evaluation has been defined as any attempt to obtain
information on the effects of training performance and to assess the value of
training in the light of that information. Evaluation helps in controlling and
correcting the training programme. Hamblin suggested five levels at which

evaluation of training can take place, viz., reactions, learning, job behaviour,
organisation and ultimate value.
1. Reactions: Trainee's reactions to the overall usefulness of the training
including the coverage of the topics, the method of presentation, the
techniques used to clarify things, often throw light on the effectiveness of the
programme. Potential questions to trainees might include: (i) What were your
learning goals for the programme? (ii) Did you achieve them? (iii) Did you like
this programme? (iv) Would you recommend it to others who have similar
learning goals? ( v) what suggestions do you have for improving the
programme? (vi) Should the organisation continue to offer it?
.
2 Learning: Training programme, trainer's ability and trainee's ability
are evaluated on the basis of quantity of content learned and time in which it
is learned and learner's ability to use or apply the content learned.
3. Job behaviour: This evaluation includes the manner and extent to which
the trainee has applied his learning to his job.
4. Organisation: This evaluation measures the use of training, learning and
change in the job behaviour of the department/organisation in the form of
increased productivity, quality, morale, sales turnover and the like.

Methods of Evaluation
Various methods can be used to collect data on the outcomes of training. Some
of these are:
 Questionnaires: Comprehensive questionnaires could be used to obtain
opinions, reactions, views of trainees.
 Tests: Standard tests could be used to find out whether trainees have
learnt anything during and after the training.
 Interviews: Interviews could be conducted to find the usefulness of
training offered to operatives.
 Studies: Comprehensive studies could be carried out eliciting the
opinions and judgements of trainers, superiors and peer groups about the
training.
 Human resource factors: Training can also be evaluated on the basis
of employee satisfaction, which in turn can be examined on the basis of decrease
in employee turnover, absenteeism, accidents, grievances, discharges,
dismissals, etc.
 Cost benefit analysis: The costs of training (cost of hiring trainers,

tools
to learn, training centre, wastage, production stoppage, opportunity cost of
trainers and trainees) could be compared with its value (in terms of reduced
learning time, improved learning, superior performance) in order to evaluate a
training programme
 FeedbackThe training evaluator should follow it up sincerely so as to

ensure effective implementation of the feedback report at every stage.
INTRODUCTION TO DEVELOPMENT
DEFINING DEVELOPMENT
Development is a long- term educational process utilizing a systematic and
organized procedure by which managerial personnel learn conceptual and
theoretical knowledge for general purpose.
It involves philosophical and theoretical educational concepts and it is designed
for managers. It involves broader education and its purpose is long- term
development.
HOW TRAINING & DEVELOPMENT DIFFER
• In words of Compbell,” training courses are typically designed for a short-

term, stated set purpose, such as the operation of some piece of machinery
while development involves a broader education for long- term purposes”.
• Training involves helping an individual learm how to perform his present job
satisfactorily. Development involves preparing the individual for a future job
and growth of the individual in all respects. Development complements
training because human resources can exert their full potential only when the
learning process goes far beyond simple routine.
EXECUTIVE/MANAGEMENT DEVELOPMENT
Executives are the most valuable assets of any organization. The manager is the
dynamic life- giving element in an organization. The success and growth of the
organization depends largely upon the caliber and the performance of its
executives. Therefore every organization should improve the quality of its
managers. It is essential to train and develop executives who can succeed
themanagers of today.

CHARACTERISTICS OF EXECUTIVE DEVELOPMENT
• Executive development is a planned and organised process of learning rather

than a haphazard or trial an error approach.
• It is an ongoing or never ending exercise rather that a “oneshot” affair. It

continues throughout an executive’s entire professional career because there
is no end to learning.
• Executive development is a long term process as managerial skills cannot be

developed overnight.
• Executive development is guided self- development.
• Executive development aims at preparing managers for better performance

and helping them to realize their full potential.
OBJECTIVES OF EXECUTIVE DEVELOPMENT
• To improve the performance of managers at all levels in their present jobs.
• To sustain good performance of managers throughout their careers by

exploiting their full potential i.e. to prepare managers for higher jobs in future.
• To ensure availability of required numbers of managers with the needed skills

so as to meet the present and anticipated future need of the organization.
• To prevent obsolescence of executives by exposing them to the latest

concepts and techniques in their respective areas of specialization.
• To provide opportunities to executives to fulfill their career aspirations.
• To ensure that the managerial resources of the organization are utilized

optimally.

IMPORTANCE OF EXECUTIVE DEVELOPMENT
• The size and complexity of organizations, both business and non- business
are increasing. Managers need to be developed to handle the problems of
giant and complex organizations in the face of increasing competition.
• The rapid rate of technological and social change in society requires training
of managers so that they are able to cope with these changes. Automation,
cut throat competition, growth of new markets, enlarged labour participations
in management, growing public and government interest in business activities
are the major problems that have to be handled.
• Business and industrial leaders are increasingly recognizing their social and
public responsibilities. They require a much broader outlook to discharge
these new responsibilities. Executive development is required to broaden the
outlook of managers.
• Labour management relations are becoming increasingly complex.

Executives require new and better skills in union negotiations, collective
bargaining, grievance redressal etc. Workers are better educated and more
aware. More competent managers are needed to manage the modern
workforce.
• Executives need education and training to understand and adjust to changes

in socio- economic forces.

PROCESS OF TRAINING & DEVELOPMENT

Comparison between TRAINING & DEVELOPMENT:
S.No. Point of Training Development

distinction
1. Contents Technical & mechanical Conceptual &
operations philosophical concepts
2. Participants Non-managerial Managerial personnel
personnel
3. Time period Short-term one shot Long-term continuous

affair process
4. Purpose Specific, job related Total personality

skills
5. Initiative From management- From individual

external motivation himself-internal
motivation
6. Nature of the Reactive process-to Proactive process-to

process meet current needs meet future needs

PERFORMANCE APPRAISAL
Performance Appraisal is a process of evaluating an employee’s performance of
a job in terms of its requirements. The performance appraisal is done to see how
an employee performs his work. This process is also termed as Merit Rating. It is
a technique of accessing the worth of an employee with reference to job
requirements. Performance Appraisal has been beautifully described as:
“Performance Appraisal is the evaluation of the relative worth to the

company of a man’s services on his job.”
So the contribution of the employees on jobs and their usefulness to the

company is assessed under performance appraisal. This evaluation is normally
done by the immediate superior in the organization which is reviewed in turn by
his superior. Not only the quality, but deficiencies are also evaluated to improve
the performance of employees.
IMPORTANCE OF PERFORMANCE APPRAISAL:
I. To assess the work of employees in relation to job requirements.
II. To consider employees for promotions, transfers, layoffs etc.
III. To assess the good and bad points in working of employees and then
making suggestions for improvement.
IV. To help in wage and salary administration.
V. To evaluate the skill and training capabilities of employees.

To help management in fixing employees according to their capacity,
interest, aptitude and qualifications
Importance & uses of performance appraisal:

Performance appraisal is a significant element of information & control system in

organization. The main importance of performance appraisal is given below:
 Performance appraisal provides valuable information for personnel
decisions such as pay increase, promotions, demotions, transfers &
terminations. So performance appraisal serves as the basis of suitable
personnel policies.
 Performance appraisal helps to judge the effectiveness of requirement,
selection, placement & induction system of the organization.
 Performance appraisal is very useful in analyzing the training &
development needs. These needs can be assessed because
performance appraisal reveals people who require further training to
remove their weaknesses.
 Performance appraisal can be used to improve performance through
appropriate feedback, working & counseling to employees.
 A competitive spirit is created & employees are motivated to improve
their performance. It also enables a manager to understand his
strengths & weaknesses.
 Performance appraisal helps to develop confidence among the
employees.
 Performance appraisal facilitates human resource planning, career
planning & succession planning.
Introduction To Training And Development In Torrent Baddi

TRAINING IN TORRENT
The main objective of training program is to develop a SMART trainee i.e.
Specific, Measurable, Action-oriented, Realistic & Time- related to
minimize of risk of errors.
Types of training:
Following types of training is given in TPL:

 INTERNAL TRAINING:- It is the training, imparted by the
competent in house trainer is known as internal training which
includes SOP training, on the job training.
 INDUCTION TRAINING:- The objective of this training is to get
new joiner to be introduced with the other departmental activities &
employee of the organization & organizational overview. This is
imparted by Human Resource Department.
 ON THE JOB TRAINING: This is conducted by the respective
department head before assigning the jobs. After completion of it, the
trainee is evaluated through questionnaires.
 cGMP TRAINING: This training is conducted by QA department.
The basic principle of GMP like Quality Management, Sanitation &
Hygiene, Cleaning, Complaint & Recall, Validation, Self inspection,
Personnel, Premises, Equipment, & Documentation etc. are covered
during this course.
 EXTERNAL TRAINING: When an eternal faculty imparts training
to employee of the organization.

LEVELS OF TRAINING
LEVELS OF TRAINING
LEVEL-1 LEVEL-2 LEVEL-3
Level -1
• Trainee Executive
• Executives
• Assistant Managers
• Managers
• Assistant General Manager
• General manager and above
Level-2
• Technician
• Machine operators
Level-3
• Contract workmen
• House Keeping

Types of training:
 Orientation training:- Induction & orientation training seeks to

adjust newly appointed employees to the work environment. Every
new employee needs to be made fully familiar with the job, his
superiors & subordinates & with the rules & regulations of the
organization. This training creates self-confidence among the
employees. It is also known as pre-job training.
 Job training:- It refers to the training provided with a view to

increase the knowledge & skills of an employee for improving
performance on the job. Employee may be taught the correct method
of handling equipments & machines used in a job. Such training
helps to reduce accidents, waste & inefficiency in the performance of
the job.
 Safety training:- Training provided to minimize accidents & damage

to machinery is known as safety training. It involves instruction in the
use of safety device & in safety consciousness.
 Promotional training:- It involves training of existing employee to

enable them to perform higher level jobs. Employee with potential
are selected & they are given training before their promotion, so that
they do not find it difficult to shoulder the higher responsibilities of
the new positions to which they are promoted.

 Refresher training:- When existing technique become obsolete due

to the development of better techniques, employees have to be
trained in the use of new methods & techniques.
 Remedial training:- Such training is arranged to overcome the

shortcomings in the behavior & performance of old employees. Some
of the experienced employees might have picked up appropriate
methods & styles of working. Such employees are identified &
correct work methods & procedures are taught to them. Remedial
training should be conducted by psychological experts.

TRAINING PROCESS: A OVERVIEW
DETERMINE
THE
TRAINING
NEEDS
IDENTIFY
JOB THE
PERFORMANC TRAINING
E ASSESMENT SOURCE
APPLY
TRAINING
TO THE JOB
SCHEDULE
IMPLEMENTION
OF TRAINIG
PROGRAM
Training is most effective when it is planned, implemented and evaluated in a

systematic way. Unplanned, uncoordinated and haphazard training efforts greatly

reduce the learning that can be expected. Hence systematic approach is followed
at TORRENT, so as to reap maximum benefit out of a training programme.
The table below shows the three major components of the systemstic approach
to training at TORRENT:
A. Assessment B. Implementation C. Evaluation
1.Determine training 1.Select training methods 1.Compare training

needs outcomes against
criterion.
2.Identify training
2.Conduct training
objectives
A). TRAINING NEEDS ASSESSMENT:
1. Detemining Training Needs
Training must aim at:
• Meeting the requirements of the organization (long term).
• Meeting the requirements of the individual employees (short term).
• Identifying training needs involves questions such as :
• When and where the training is needed?
• Which training is needed?
At TORRENT the main tool for identifying training needs is performance

appraisals. Through the performance appraisals, the management is able to
identify the strengths and weaknesses of its employees .The management
analyses the appraisals further to get familiar with the positive attitudes as well

as the negative qualities of its employees. Various areas in which training is

needed are identified. The training needs are identified at three different levels.
1. Management level
2. Staff level
3. Workers level
1) MANAGEMENT LEVEL: It includes the unit head and head of all the
departments viz. Personnel department, R&D department, Production
department, Quality control department, Maintenance department etc.
2) STAFF LEVEL: It includes supervisor at various stages of production and

the middle staff which support the work of the various departments.
3) WORKERS LEVEL: The lowest level of employees forms the workers level.
For workers the recommendations for training are made by the supervisor from
time to time.
2. Training objectives
Once training needs are identified, objectives should be set to begin meeting
these needs. The training objectives can be of three types:
• Innovative
• Problem solving
• Regular

The main objectives of training are:-
The personal development of the employees. Much emphasis is laid on the

over all personality development of the employees.
Enhancing Effective Working: This is done through teaching them various job
related techniques which helps them to do their work with more efficiency and
accuracy.
Upgrading the knowledge, skills and attitudes of the employees: This is

done by imparting technical training, managerial training and personality
development workshops.Motivating the workforce: The most important of all
objectives is to raise the motivation level of the employees. Training programme
at regular intervals refresh them and fill in them a new confidence and zeal.
B). IMPLEMENTATION:
1. TRAINING METHODS:
The company provides two types of training to its employees.
A. On the job training B. Off the job training
1. Computer training 1. Seminars
2. Mentorship training 2. Conferences
3. Group Discussions

4. Lecture method
A. ON THE JOB TRAINING:
1. Computer training: Computer learning program are generally designed for

the employees at worker’s level. They aim at
 Upgrading the skills of the workers.
 For the personality development of the workers.
2. Mentoring Training: Mentoring is a particular form of training in which

experienced executives groom junior employees. A senior manager act as a
friend, philosopher and guide to new recruits and juniors. The senior assigns the
junior with various assignments and supervises him well. He teaches him and
tones his juniors skills in a specific areas.
B. OFF THE JOB TRAINING:
a) Seminars and conferences: The company management organizes seminars

and conferences from time to time on various topics. The seminars are
conducted by outside faculty which is hired by the company. These are
conducted mostly for higher level employees.
b) Group discussions: A paper is presented by one or more trainees on the

selected topic. This is followed by a critical discussion. The leader of the group
summarizes the contents of the paper. This type of discussion enables the
executives to learn from the experience of each other.
c) Lecture method: The training is mainly provided to the employees and the
workers through lectures. “Lecture is a verbal presentation of information by an
instructor to a large audience. The lecture is presumed to possess a

considerable depth of knowledge of subject at hand and a virtue of this method is

that it can be used for very large groups and hence the cost par trainee is low”.
2. CONDUCTING TRAINING:
Training programs are conducted at three levels.
 Managerial
 Supervisor/Middle staff
 Workers
TRAINING METHODOLOGY:
During my summer training session in Torrent Pharmaceuticals Limited at

Baddi, I have found that training is mainly provided to the employees and the
workers through lectures.
“Lecture is a verbal presentation of information by an instructor to a large

audience. The lecture is presumed to possess a considerable depth of
knowledge of subject at hand and a virtue of this method is that it can be used
for very large groups and hence the cost par trainee is low”.
Even if the advantage of this method is much but also there are some
disadvantage which is associated it e.g.
1). It constitutes a one way communication.
2). There is no feedback.
3). Lectures are likely to bore the audience.
To overcome these disadvantages certain programmes are now introduced

i.e. audio visuals overheads etc. and to relate with the one way
communication drawback or lack of feedback I have prepared questionnaire

which was handed over to the trainees after the completion of the training
programme & they are supposed to fill this questionnaire & on the basis of it
overall training programme has been evaluated by us.
C). EVALUATION:
The process of training evaluation has been defined as “Any attempt to obtain
information on the effects of training programs and assess the value of training in
the light of that information. Evaluation helps in controlling and correcting the
training program.
METHODS OF EVALUTION
At Torrent Pharmaceuticals Limited various methods are used to collect data on

the outcomes of training. Some of them are:
.1. QUESTIONAIRES: Comprehensive questionnaires are used to obtain

options, reactions and various views of trainees. A training evaluation form is
formed and circulated among all the trainees. The trainees fill in their responses
asked in the form. The responses are then analyzed and an evaluation of the
training programme is done.
2. TESTS: Standard tests are used to find out whether trainee has learnt
anything during and after training or not.
3. INTERVIEWS: Personal interviews of the employees are conducted in order to

find usefulness of the training offered to operatives.
4. STUDIES: Comprehensive studies are carried out eluting the opinions and
guidelines of the trainer’s superiors and peer groups about the training.
5. COST BENEFIT ANALYSIS: The cost of training (cost of hiring trainers, tools
to learn, training centres, production stoppage opportunity cost of trainers and
trainees) are compared with its value (in terms of reduced learning time,
improved learning, superior performance) in order to evaluate a training program.

6. FEEDBACK: A feedback report is prepared by evaluation at every stage of

training.
DEVELOPMENT IN TORRENT, BADDI
The development programmes in Torrent, Baddi usually takes place outside i.e.
external development programmes are organized. The development programme
is carried out to improve the performance of managers at all levels in their
present jobs. Development is a long- term educational process utilizing a
systematic and organized procedure by which managerial personnel learn
conceptual and theoretical knowledge for general purpose.
Thus the executive/ managers who get trained outside, further provides for the
development of the other executives and managers in the organization.
Therefore as we know that manager is the dynamic life- giving element in an
organization.. the success and growth of the organization depends largely upon
the caliber and the performance of its executives. Therefore every organization
should improve the quality of its managers.
TRANSPORTATION
The company provides transport facility to all employees by way of company paid
buses which ply from the following locations:
1. Panchkula 2. Kalka 3.Pinjore 4.Nalagarh
For any other official purpose, if an employee requires an additional vehicle, a

Vehicle Requisition Form, duly filled needs to be submitted in the Administration
Department.

• LEAVE POLICY
The leave benefits available to employees are intended to meet their physical
and psychological needs. The expression “LEAVE” means leave of absence i.e.
it is the permission obtained by an employee from his superior for relieving him
temporarily from the duty with or without pay. Leave cannot be claimed as a
matter of right. Every leave requires to be recommended by concerned
immediate and subsequently authorized by departmental head. It is expected
that leave should be planned in advance as to avoid crisis in the department.
No. of Maximum
Maximum Accumulation
Leaves availment of
Leaves Of Leaves
leaves
Casual Leave 7 - 3 days

Privilege
21 63 days -
Leave
Sick Leave 7 - -
LEAVE PROCEDURE
Every employee is issued a Leave Card in prescribed Format. Employee has to

fill up the said card in all respect and should have forwarded to immediate
superior and subsequently shall have to get approve from concerned
departmental head.
The departmental head at his earliest convenience will communicate the

acceptance/approval or refusal of the leave to the concerned employee before
his proceeding on leave. The department head, then, will send the leave
application duly approved/rejected to personnel department immediately.
The relevant records and registers will be maintained in personnel department.

Maternity Leave will be allowed as per applicability and governed by Maternity

Benefit Act.
SPECIAL LEAVE
Organization may sanction special/extra-ordinary leave with or without wages to

an employee. The sanctioning of such leave is at the sole discretion of the
organization and the employee has to take prior permission in writing for such
leave.
RECALL FROM LEAVE
The organization at its discretion may recall an employee to rejoin duty before
the expiry of his leave only in case of Privilege Leave, Special Leave or Casual
Leave if the exigencies of the organizations work so requires.
ATTENDANCE RECORDING SYSTEM/SALARY DISBURSEMENT

There is computerized Attendance Recording System in the Company and
various Finger - Punching Machines are installed at the following locations:
Sr.
Location
No
01. Utility
Gent’s Change
02.
Room
03. QA
04. QC
05. RM Stores
06. Zirakpur
On the basis of incoming punches and outgoing punches, the presence will be
marked. Employees not punching the card will be considered as absent.
EXIT DURING DUTY HOURS
Employees may go out of the Factory Gate for Official/Personal Work after
obtaining the permission of the concerned head in the prescribed Exit Gate Pass

available with the H.R. Department. While going out the said gate pass shall be
rendered at the security gate.
OBJECTIVE OF THE STUDIES
1. To know the effectiveness of the training programme conducted by
the company.
2. To know whether employees are aware about their responsibilities
and authorities or not.
3. To improve Organizational Climate and increase the morale of
employees.
4. To know whether training programme is conducted successfully or
not.
5. To know about the work culture of the organization.

RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the research problem.It
may be understood as a science of studing how research is done scientifically. In
it we study the various steps, the research process that are generally adopted to
study the research problem and basic logic behind them. The basic steps in this
research are shown in the chart below.
The Research Process
Define the research problem and its objectives

↓
Review concept and theories
↓
Research design including sample design
↓
Collection of data survey
↓
Analysis of data
↓
Interpretation and report writing

Research Methodology refers to the logic behind the methods used in context of
our research study and explains why we are using particular method or
technique. Following are the various parameters, which had been employed to
prepare this project report.
1. Research Design Descriptive Design
2. Data Collection Primary as well as secondary data
3. Sampling Method Non-Probability

Sampling(convenience)
4. Nature Of Universe Studied Workers as well as HR Department
5. Sampling Area Training & development provided

to the workers & employees
6. Sampling Unit Workers, Executives and

Assistant managers
7. Size Of Sample 50

Sources of data
The primary data was collected through questionnaires containing 15 questions.
And the secondary data was collected through the various websites, manuals,
magazines.
Size of sample
I have taken the Sample size = 50
Sampling unit
In which I have taken 5 assistant managers, 10 executives managers and 35
workers of different departments of the organizations.

LIMITATIONS OF THE STUDY

1.) The primary data used for present study is very time consuming.
2.) The primary data obtained consists of personal biases of the respondents &
even the non- response factor was observed.
3.) To obtain the secondary data which is sufficiently accurate & which exactly
fits the need of the study is difficult to find.
The data collected by using a questionnaires, involves uncertainity about the
response given by the respondent & hence the accuracy of the answers given is
difficult to presume.

ANALYSIS AND INTERPRETATION
1.) Does the company conduct any training programmes for you?
OPTIONS NO.OF RESPONDENTS %

YES 40 80%
NO 10 20%
20%
Yes
No
80%
INTERPRETATION:
80% of the workers says that the training programmes are provided to them
whereas 20% of the workers says that the training programmes are not
provided to them.
2.) How often these training programs are conducted?

OPTIONS NO. OF RESPONDENTS %

USUALLY 25 50%
ANNUALLY 5 10%
SOMETIME 15 30%
NONE 5 10%
.
10%
Usually
Annually
30% 50% Some time
None
10%
INTERPRETATION:
There appears to be no regular schedule for training programs. These need to be

conducted in an organized manner.
3.) Have you attend any training program in the last six month?


YES 50 100%
NO 0 0%
0%
Yes
No
100%
INTERPRETATION:
100% of the workers have attend the training programmes which are provided to
them..
4.) Do you like the overall training programs?


YES 35 70%
NO 15 30%
30%
70%
INTERPRETATION:
Almost 70% of the workers feel that the training provided is beneficial for them
. .whereas some are not satisfied
5.) What is the quality of those training programmes?

Excellent 22 44%

Very good 17 34%

Good 11 22%
Insufficient 0 0%
0%
22%
44% Excellent
Very good
Good
Insufficient
34%
INTERPRETATION:
of the workers feel that the training programmes are excellent 34% workers 44%
say that the training programmes are very good and 22% of the workers feel that
. .the training programmes are good
6.) How do you rate the training facilities at TPL?

SATISFIED 25 50%
PARTIALLY
SATISFIED 10 20%
DISSATISFIED 15 30%

30%
Satisfied
Partialy satisfied
50% Dissatisfied
20%
INTERPRETATION:
Almost 50% of employees are not satisfied with training facilities which is a
.serious matter and the company needs to do something about it
7.) What type of training method is being used by the company to train you?

Job instruction 25 50%
Lectures 10 20%
Role playing 5 10%

Conferences 10 20%
20%
Job instruction
Lectures
Role playing
10% 50%
Conferences
20%
INTERPRETATION:
of employees says that job instruction training method is being used to 50%
trained them while 20% says that lectures and conferences training method is
being used to trained them while 5% says that role playing training method is
.being used to trained them
8.) Do you find improvement in your skills after the training program attended by
you?

YES 50 100%
NO 0 0%

INTERPRETATION:
100% of the employees feel that there is improvement in their skills after the
training program they attended
?Does the quality of training material provided to you at TPL is good (.9

GOOD 25 50%
SATISFACTORY 13 26%

UNSATISFACTORY 12 24%
24%
Good
Satisfactory
50% Unsatisfactory
26%
INTERPRETATION:
Almost 25% of the employees are not satisfied with the quality of training
.materials provided to them. The company should look into this aspect
10.) Do you like the external training programs?

YES 35 70%
NO 10 20%
CAN'T SAY 5 10%

10%
20%
Yes
No
Can't say
70%
INTERPRETATION:
1/5th of workers feel that the external training provided to them is not beneficial
.The company should look into this aspect
11.) Does the technique used by the trainer in conducting the training programs
good?

YES 40 80%
NO 10 20%

20%
Yes
No
80%
INTERPRETATION:
80% employees were satisfied with technique used by the trainer in the training
programs, whereas 20% were dissatisfied.
12.) Do you find the trainer good:?

YES 35 70%
NO 15 30%

30%
Yes
No
70%
INTERPRETATION:
30% of employees have not been satisfied with the trainer.
13.) Are regular feedback and suggestions taken from you after each training
program?

YES 40 80%
NO 10 20%

20%
INTERPRETATION:
80% employees were get the regular feedback and suggestions from the
management whereas 20% were not get the regular feedback and suggestions
from the management .
14.) Is their any Improvement in the your personality after the training program?

YES 35 70%
NO 15 30%

30%
INTERPRETATION:
of the workers feel that there is no improvement in their personality whereas 30%
.70% of the employees feel improvement in their personality
How do you rate the managers/ supervisors in the arrangement of the (.15
?training programs

GOOD 25 50%
SATISFACTORY 13 26%
UNSATISFACTORY 12 24%

24%
Good
Satisfactory
50% Unsatisfactory
26%
INTERPRETATION:
Almost 25% of the employees are not satisfied with the arrangements of the
.training programs. The company should look into this aspect
Findings And Evaluations
FINDINGS:
The findings of the study done on quality of work life can be summarized as
follows:

• Employees in the organization are well satisfied with the Training

opportunities.
• More initiative needs to be taken on the part of the trainer.
• Personal attention should be given to the trainees.
Evaluation
For the evaluation I took the sample size of 50.
From the graphs I found that most of the answers are in favor of training
programme.
So the training programmes are effective for the growth of any organizations
or any business firm.
RECOMMENDATIONS
The organization should adopt different methods of training for staff &
workers.
• The company should employ more of role playing training programme.

• The company should adopt more of case studies, brain teasers to

enhance the skills of its employees.
• The company should form teams to deal with artificial situation to enhance
their communication skills.
• The company should frequently send one or the other person from the
staff advance learning.
• The company should take frequent feed backs of the training imparted to
the concerned employees .
• The HOD’s of various departments too be involved in training.
• The HOD of the concerned department must take part in the training
session along with his employees. This will not only increase the
confidence in the employees but at the same time it helps to sort out the
purpose of training.
• The company should conduct periodical survey to know the attitude of

employees towards quality of work life.
• Providing attractive compensation package and proper holidays can

decrease the stress level.
• High quality programs should be designed for employees.

• Flexible work schedules to be introduced
CONCLUSIONS
Each employee in the organization is self contained and inseparable unit and his
work is also separate. There are different aspects of work in the organization and
each and every individual has individual preference for various aspects.

Some employees have favourable attitude towards Training because they want
to enhance their skills, opportunities to use and develop human capacities,
career growth, social relevance of work, while some have unfavorable attitude as
they do not want to take any initiatives. After observations it was found that
employees are highly satisfied with the work environment existing in the
organization.
All the employees of the company are quite satisfied with the policies and
practices of the company and in turn company is also satisfied with the services
of its employees which is clear from the previous year’s and this year’s progress
figures. This is the reason that Torrent is the fastest growing Pharmaceutical
company registering growth over growth.
One of the best feature of this organization which I noticed is that it use to
celeberate each and every occasion very nicely which helps the employees to
reduce their burden and stress level. It also entertains them and energises them.
SUMMARY
A program of training & development is important as it lends stability and
flexibility to an organisation, besides contributing to its capacity to grow

accidents, scrap and damage to machinery and equipment can be avoided or

minimized, thanks to the program. Further more the, future needs of the
employees will be taken care by training and development. And the training
programmes which are prepared are beneficial to achieve the organization
objectives. It indeed motivated the employees to achieve their dreams. The
training schedule has once again rejuvenated the energy & thought in the
employees that nothing is impossible. They can dare to dream and achieve it
through their hard work.
ANNEXURE
I am MBA student of Institute of Engineering and Emerging
Technologies, Baddi. I am working on project “Training and
development” and for this purpose I request you to confer your
valuable time toward my questionnaire.

Q1. Does the company conduct any training programmes for you?
a) Yes b) No
Q2. How often these training programs are conducted?
a) Usually b) Annually c) some time d) None
Q3. Have you attend any training program in the last six month?
a) Yes b) No
Q4. Do you like the overall training programs?
a) Yes b) No
Q5. What is the quality of those training programmes?
a) Excellent b) Very good c) Good d) Insufficient
Q6. How do you rate the training facilities at TPL?
a)Satisfied b) Partially satisfied c) Dissatisfied
Q7. What type of training method is being used by the company to train
you?
a) Job instructions b) Lectures c) Role playing d) Conferences
Q8. Do you find improvement in your skills after the training program
attended by you?

a) Yes b) No
Q9. Does the quality of training material provided to you at TPL is good?
a) Good b) Satisfactory c) Unsatisfactory
Q10. Do you like the external training programs?
a) Yes b) No c) Can,t say
Q11. Does the technique used by the trainer in conducting the training
programs good?
a) Yes b) No
Q12. Do you find the trainer good:?
a) Yes b) No
Q13. Are regular feedback and suggestions taken from you after each
training program?
a) Yes b) No
Q14. Is their any Improvement in the your personality after the training
program?
a) Yes b) No
Q15. How do you rate the managers/ supervisors in the arrangement of the
?training programs
a) Good b) Satisfactory c) Unsatisfactory

Name:
Department:
Designation:
Signature of
participant:
BIBLIOGRAPHY
BIBLIOGRAPHY

• Prasad, L.M. Principles and Practice of Management, Reprint 2005

(Sultan Chand & Sons, 2005).
• Gupta K. Shashi, Joshi Rosy Human Resource Management, Reprint

2004 (Kalyani Publishers, 2004).
• www.torrentpharma.com
• Pal Rajendra, Korlahalli J.S. Essentials of Business Communication,

Reprint 2004 (Sultan Chand & Sons, 2004).
• Kothari C.R. Research Methodology, Reprint 2000 (Wishwa Prakashan,

2000)


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What is the purpose of the project report?

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What training methods are used by the company?

What training methods are used by the company?

PROJECT REPORT ON TRAINING AND DEVELOPMENT FROM TPL, BADDI

Not just healthcare….

INSTITUTE OF ENGINEERING AND EMERGING

INSTITUTE OF ENGINEERING AND EMERGING TECHNOLOGIES

Serial No. Particulars Page No.

11) Findings and evaluation 80

15) Annexure 84-86

INSTITUTE OF ENGINEERING AND EMERGING TECHNOLOGIES 2

Management courses without practical training are incomplete. Theoretical

The objective being to recommended improvement in environment & technique

I am highly indebted to the

(Mr. Agosh Gopalan,AGM,H.R )

(Mr. Raman Angra, A. Manager H.R)

(Mr. Ajeet Chaubey, Executive H.R)

INSTITUTE OF ENGINEERING AND EMERGING TECHNOLOGIES

It is my proud prerogative to place on record my sincere thanks to Mr. Agosh

INSTITUTE OF ENGINEERING AND EMERGING TECHNOLOGIES 4

INTRODUCTION OF THE PROJECT

employees of Torrent Pharmaceuticals Limited. Training and Development programs are

workers and thereby increasing skills of the workers.

Training may be defined as a planned programme designed to

improve performance and bring about measurable changes in knowledge, skills,

is a short term process utilizing a systematic and organized procedure by which

non-managerial personnel learn knowledge and skill for a definite purpose.

INSTITUTE OF ENGINEERING AND EMERGING TECHNOLOGIES 5

TORRENT PHARMACUETICALS LTD.

INSTITUTE OF ENGINEERING AND EMERGING TECHNOLOGIES 6

In recognition of the consistent performance Torrent Pharmaceuticals Limited

The SOP is a mandatory act in the pharmaceutical company. Standard

INSTITUTE OF ENGINEERING AND EMERGING TECHNOLOGIES 7

WE COMMIT OURSELVES TO TOTAL CUSTOMER CARE BY

TO BE THE LEADER IN PHARMACUETICAL INDUSTRY

INSTITUTE OF ENGINEERING AND EMERGING TECHNOLOGIES 8

• Improving quality of life of our customers, as we believe quality is a way of life.

• Building an empowered and ethical Torrent family, as the foundation for a

INSTITUTE OF ENGINEERING AND EMERGING TECHNOLOGIES 9

INSTITUTE OF ENGINEERING AND EMERGING TECHNOLOGIES 10

Pharma sector Power sector

Torrent Gujarat Biotech ltd Surat electrical company

INSTITUTE OF ENGINEERING AND EMERGING TECHNOLOGIES 11

INSTITUTE OF ENGINEERING AND EMERGING TECHNOLOGIES 12

As I had 13 years of experience in the industry, I decided to put my expertise to

Shri Mehta made a breakthrough in the early 1970s when he started

In recognition of Shri Mehta's achievements, the Government of India honored

Woven through these seemingly diverse businesses is Shri Mehta's dream to

INSTITUTE OF ENGINEERING AND EMERGING TECHNOLOGIES 13

QUALITY POLICY OF TPL

“We the employees of TPL are

“We shall create an environment where

“We shall strive for the continuous

TORRENT PHARMACEUTICALS LIMITED – BADDI

First Manufacturing facility of TORRENT PHARMACEUTICALS LTD. (TPL) was

INSTITUTE OF ENGINEERING AND EMERGING TECHNOLOGIES 14

and DENMARK. Products manufactured by TPL are exported to over 60

Total Land Area: 87206 Sq. Meters.

have helped in having a significant presence in Gastro-intestinal and anti-