A

PROJECT REPORT

ON

“A STUDY ON EMPLOYEE DEVELOPMENT THROUGH

EFFECTIVE TRAINING”

AT

The Infinitive Pharmaceutical Industries.

BY

MS. SANIYA SHAKIL MUJAWAR

UNDER THE GUIDANCE OF

MRS MISBA KADRI

SUBMITTED TO

“SAVITRIBAI PHULE PUNE UNIVERSITY”

IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE AWARD OF

DEGREE OF MASTER OF HUMAN RESOURSE DEVELOPMENT

(MBA-HRD)

THROUGH

AKI, POONA INSTITUTE OF MANAGEMENT SCIENCE AND

ENTREPRENEURSHIP, CAMP, PUNE-

411001.

1
 ACKNOWLEDGEMENT

“Success can never be attained without proper guidance”, This work is a synergic product of
many minds. This begin as a part of project semester of my MBA program, so I would like to
thank University of Pune for providing me an opportunity to undertake the project as a subject
for practical fulfillment of MBA course. I would like to express my whole-hearted gratitude
towards our honorable in charge Director Dr. Porinita Banerjee for giving me valuable
guidance, kind cooperation & assistance in completing this project. I am Thankful to Prof.
Misba Kadri , my project guide for giving me valuable inputs &guiding me through the project.
I am grateful for the inspiration, encouragement & wisdom of many resource people who
helped me to bring this report into life. Thus, the project has been a learning experience &has
helped me to understand practical aspect of the subject. While concluding this
acknowledgement I also express my sincere thanks to my Family &Friends, well-wishers, my
colleagues, staff members of PIMSE who extended their kind cooperation to complete this
project.

2
 DECLARATION

I, the undersigned, hereby declare that the project report entitled. “A STUDY ON EMPLOYEE
DEVELOPMENT THROUGH EFFECTIVE TRAINING “is an original piece of research work
carried out by me under the guidance and Supervision of “Prof. MISBA KADRI”. The
information has been collected from genuine & authentic sources. This is original work and
the conclusions drawn there in are based on the material collected by us.

3
 Table of Content

Chapter Chapter Name Page No.

No.

1. Introduction 5

2. Industry Profile 15

3. Company Profile 23

4. Product Profile 28

5. Research Methodology 31

(i) Primary Data 35

(ii) Secondary Data 36

6. Theoretical Background of the study 37

7. Findings 50

8 Suggestions & limitations 50

9. Conclusion 51

10. Bibliography 52

Annexure 53

4
INTRODUCTION

5
INTRODUCTION:

The quality of employees and their development through training and education are
major factors in determining long-term profitability of a business. If you hire and keep
good employees, it is good policy to invest in the development of their skills, so they
can increase their productivity.

Training often is considered for new employees only. This is a mistake because
ongoing training for current employees helps them adjust to rapidly changing job
requirements.

Purpose of Training and Development

Reasons for emphasizing the growth and development of personnel include: -

Creating a pool of readily available and adequate replacements for personnel who
may leave or move up in the organization.

Enhancing the company's ability to adopt and use advances in technology because of
a sufficiently knowledgeable staff.

Building a more efficient, effective and highly motivated team, which enhances the
company's competitive position and improves employee morale.

Ensuring adequate human resources for expansion into new programs.

Research has shown specific benefits that a small business receives from training
and developing its workers, including:

Increased productivity.

Reduced employee turnover.

Increased efficiency resulting in financial gains.

Decreased need for supervision.

Employees frequently develop a greater sense of self-worth, dignity and well-

being as they become more valuable to the firm and to society. Generally, they will
receive a greater share of the material gains that result from their increased
productivity. These factors give them a sense of satisfaction through the achievement
of personal and company goals.

The Training Process

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The model below traces the steps necessary in the training process: -

Organizational Objectives

Needs Assessment

Is There a Gap?

Training Objectives

Select the Trainees

Select the Training Methods and Mode

Choose a Means of Evaluating

Administer Training

Evaluate the Training

Your business should have a clearly defined strategy and set of objectives that direct
and drive all the decisions made especially for training decisions. Firms that plan their
training process are more successful than those that do not. Most business owners
want to succeed, but do not engage in training design that promise to improve their
chances of success. Why? The five reasons most often identified are:

Time -Businesses managers find that time demands do not allow them to train
employees.

Getting started - Most business managers have not practiced training employees. The
training process is unfamiliar.

Broad expertise - Managers tend to have broad expertise rather than the specialized
skills needed for training and development activities.

Lack of trust and openness - Many managers prefer to keep information to

themselves. By doing so they keep information from subordinates and others who
could be useful in the training and development process.

Skepticism as to the value of the training - Some business owners believe the future
cannot be predicted or controlled and their efforts, therefore, are best centered on
current activities i.e., making money today.

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 A well-conceived training program can help your firm succeed. A program
structured with the company's strategy and objectives in mind has a high probability
of improving productivity and other goals that are set in the training mission.

For any business, formulating a training strategy requires addressing a

series of questions.

Who are your customers? Why do they buy from you?

Who are your competitors? How do they serve the market? What competitive
advantages do they enjoy? What parts of the market have they ignored?

What strengths does the company have? What weaknesses?

The purpose of formulating a training strategy is to answer two relatively simple but
vitally important questions: (1) What is our business? And (2) What should our
business be? Armed with the answers to these questions and a clear vision of its
mission, strategy and objectives, a company can identify its training needs.

Identifying Training Needs

Training needs can be assessed by analyzing three major human resource

areas: the organization as a whole, the job characteristics and the needs of the
individuals. This analysis will provide answers to the following questions:

Where is training needed?

What specifically must an employee learn in order to be more productive?

Who needs to be trained?

Begin by assessing the current status of the company how it does what it does best
and the abilities of your employees to do these tasks. This analysis will provide some
benchmarks against which the effectiveness of a training program can be evaluated.
Your firm should know where it wants to be in five years from its long-range strategic
plan.

Second, consider whether the organization is financially committed to supporting the

training efforts. If not, any attempt to develop a solid training program will fail.

Next, determine exactly where training is needed. It is foolish to implement a

companywide training effort without concentrating resources where they are needed
most. An internal audit will help point out areas that may benefit from training. Also,
a skills inventory can help determine the skills possessed by the employees in general.

8
This inventory will help the organization determine what skills are available now and
what skills are needed for future development.

Also, in today's market-driven economy, you would be remiss not to ask your
customers what they like about your business and what areas they think should be
improved. In summary, the analysis should focus on the total organization and should
tell you (1) where training is needed and (2) where it will work within the
organization.

Once you have determined where training is needed, concentrate on the content of the
program. Analyze the characteristics of the job based on its description, the written
narrative of what the employee actually does. Training based on job descriptions
should go into detail about how the job is performed on a task-by-task basis. Actually,
doing the job will enable you to get a better feel for what is done.

Individual employees can be evaluated by comparing their current skill levels or

performance to the organization's performance standards or anticipated needs. Any
discrepancies between actual and anticipated skill levels identify a training need.

Selection of Trainees

Once you have decided what training is necessary and where it is needed, the next
decision is who should be trained? For a small business, this question is crucial.
Training an employee is expensive, especially when he or she leaves your firm for a
better job. Therefore, it is important to carefully select who will be trained.

Training programs should be designed to consider the ability of the employee to learn
the material and to use it effectively, and to make the most efficient use of resources
possible. It is also important that employees be motivated by the training experience.
Employee failure in the program is not only damaging to the employee but a waste of
money as well. Selecting the right trainees is important to the success of the program.

Training Goals

The goals of the training program should relate directly to the needs determined by
the assessment process outlined above. Course objectives should clearly state what
behaviour or skill will be changed as a result of the training and should relate to the
mission and strategic plan of the company. Goals should include milestones to help
take the employee from where he or she is today to where the firm wants him or her in
the future. Setting goals helps to evaluate the training program and also to motivate
employees. Allowing employees to participate in setting goals increases the
probability of success.

Training Methods

9
There are two broad types of training available to the businesses: on-the-job and off-
the-job techniques. Individual circumstances and the "who," "what" and "why" of
your training program.

Determine which method to use: -

On-the-job training is delivered to employees while they perform their

regular jobs. In this way, they do not lose time while they are learning. After a plan is
developed for what should be taught, employees should be informed of the details. A
timetable should be established with periodic evaluations to inform employees about
their progress. On-the-job techniques include orientations, job instruction training,
apprenticeships, internships and assistantships, job rotation and coaching.

Off-the-job techniques include lectures, special study, films, television conferences

or discussions, case studies, role playing, simulation, programmed instruction and
laboratory training. Most of these techniques can be used by businesses although,
some may be too costly.

Orientations are for new employees. The first several days on the job are
crucial in the success of new employees. This point is illustrated by the fact that 60
percent of all employees who quit do so in the first ten days. Orientation training
should emphasize the following topics:

The company's history and mission.

The key members in the organization.

The key members in the department, and how the department helps fulfill the mission
of the company.

Personnel rules and regulations.

Some companies use verbal presentations while others have written presentations.
Many small businesses convey these topics in one-on-one orientations. No matter
what method is used, it is important that the newcomer understand his or her new
place of employment.

Lectures present training material verbally and are used when the goal is to
present a great deal of material to many people. It is more cost effective to lecture to a
group than to train people individually. Lecturing is one-way communication and as
such may not be the most effective way to train. Also, it is hard to ensure that the
entire audience understands a topic on the same level; by targeting the average

10
attendee you may under train some and lose others. Despite these drawbacks,
lecturing is the most cost-effective way of reaching large audiences.

Role playing and simulation are training techniques that attempt to bring
realistic decision-making situations to the trainee. Likely problems and alternative
solutions are presented for discussion. The adage there is no better trainer than
experience is exemplified with this type of training. Experienced employees can
describe real world experiences, and can help in and learn from developing the
solutions to these simulations. This method is cost effective and is used in marketing
and management training.

Audiovisual methods such as television, videotapes and films are the most
effective means of providing real world conditions and situations in a short time. One
advantage is that the presentation is the same no matter how many times it's played.
This is not true with lectures, which can change as the speaker is changed or can be
influenced by outside constraints. The major flaw with the audiovisual method is that
it does not allow for questions and interactions with the speaker, nor does it allow for
changes in the presentation for different audiences.

Job rotation involves moving an employee through a series of jobs so he or

she can get a good feel for the tasks that are associated with different jobs. It is
usually used in training for supervisory positions. The employee learns a little about
everything. This is a good strategy for businesses because of the many jobs an
employee may be asked to do.

Apprenticeships develop employees who can do many different tasks. They

usually involve several related groups of skills that allow the apprentice to practice a
particular trade, and they take place over a long period of time in which the apprentice
works for, and with, the senior skilled worker. Apprenticeships are especially
appropriate for jobs requiring production skills.

Internships and assistantships are usually a combination of classroom and on-

the-job training. They are often used to train prospective managers or marketing
personnel.

Programmed learning, computer-aided instruction and interactive video all

have one thing in common: they allow the trainee to learn at his or her own pace.
Also, they allow material already learned to be bypassed in favour of material with
which a trainee is having difficulty. After the introductory period, the instructor need
not be present, and the trainee can learn as his or her time allows. These methods
sound good.

Laboratory training is conducted for groups by skilled trainers. It usually is

conducted at a neutral site and is used by upper- and middle management trainees to
develop a spirit of teamwork and an increased ability to deal with management and
peers. It can be costly and usually is offered by larger businesses.

11
Trainers Who actually conducts the training depends on the type of training needed
and who will be receiving it. On-the-job training is conducted mostly by supervisors;
off-the-job training, by either in-house personnel or outside instructors.

In-house training is the daily responsibility of supervisors and employees.

Supervisors are ultimately responsible for the productivity and, therefore, the training
of their subordinates. These supervisors should be taught the techniques of good
training. They must be aware of the knowledge and skills necessary to make a
productive employee. Trainers should be taught to establish goals and objectives for
their training and to determine how these objectives can be used to influence the
productivity of their departments. They also must be aware of how adults learn and
how best to communicate with adults. Small businesses need to develop their
supervisors' training capabilities by sending them to courses on training methods. The
investment will pay off in increased productivity.

There are several ways to select training personnel for off-the-job training
programs. Many small businesses use in-house personnel to develop formal training
programs to be delivered to employees off line from their normal work activities,
during company meetings or individually at prearranged training sessions.

There are many outside training sources, including consultants, technical and
vocational schools, continuing education programs, chambers of commerce and
economic development groups. Selecting an outside source for training has
advantages and disadvantages. The biggest advantage is that these organizations are
well versed in training techniques, which is often not the case with in-house
personnel.

The disadvantage of using outside training specialists is their limited knowledge of

the company's product or service and customer needs. These trainers have a more
general knowledge of customer satisfaction and needs. In many cases, the outside
trainer can develop this knowledge quickly by immersing himself or herself in the
company prior to training the employees. Another disadvantage of using outside
trainers is the relatively high cost compared to in-house training, although the higher
cost may be offset by the increased effectiveness of the training.

Whoever is selected to conduct the training, either outside or in-house

trainers, it is important that the company's goals and values be carefully explained.

Training Administration Having planned the training program properly, you must
now administer the training to the selected employees. It is important to follow
through to make sure the goals are being met. Questions to consider before training
begins include:

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Location.

Facilities.

Accessibility.

Comfort.

Equipment.

Careful attention to these operational details will contribute to the success of the
training program.

An effective training program administrator should follow these steps:

Define the organizational objectives.

Determine the needs of the training program.

Define training goals.

Develop training methods.

Decide whom to train.

Decide who should do the training.

Administer the training.

Evaluate the training program.

Following these steps will help an administrator develop an effective training

program to ensure that the firm keeps qualified employees who are productive, happy
workers. This will contribute positively to the bottom line.

Evaluation of Training

Training should be evaluated several times during the process. Determine

these milestones when you develop the training. Employees should be evaluated by
comparing their newly acquired skills with the skills defined by the goals of the
training program. Any discrepancies should be noted and adjustments made to the
training program to enable it to meet specified goals. Many training programs fall
short of their expectations simply because the administrator failed to evaluate its
progress until it was too late. Timely evaluation will prevent the training from
straying from its goals.

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OBJECTIVES:
Primary Objective:

1. To evaluate that the training program increase the employee morale, motivation and
job satisfaction.

Secondary Objective:

2. To evaluate that the training program is useful in adopting new technology for the
development of the organisation and employees.

3. To evaluate whether the absentees are reduced because of training program.

4. To evaluate whether training program improves overall effectiveness in the quality

of production.

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 CHAPTER 1
INDUSTRY PROFILE

15
INDUSTRY PROFILE:
Introduction
India is the largest provider of generic drugs globally. Indian pharmaceutical
sector supplies over 50 per cent of global demand for various vaccines, 40 per cent of
generic demand in the US and 25 per cent of all medicine in the UK.

India enjoys an important position in the global pharmaceuticals sector. The

country also has a large pool of scientists and engineers with a potential to steer the
industry ahead to greater heights. Presently, over 80 per cent of the antiretroviral
drugs used globally to combat AIDS (Acquired Immune Deficiency Syndrome) are
supplied by Indian pharmaceutical firms.
The Indian pharmaceutical industry is one of the largest and fastest growing
industries in India. It has grown from a nascent stage at the drawn of Independence to
most vibrant and advanced stage capable of meeting almost 95 per cent of country’s
pharmaceutical needs. It ranks third in the world in terms of production volume and
13th in terms of domestic consumption value.
The industry employs millions of people and ensures that essential medicines are
available at affordable prices to millions of teeming population. The Indian bulk drug
industry in particular has provided a major thrust in making the pharmaceutical sector
more visible as a quality-driven global player.
The country's strong position in chemical synthesis and reverse engineering processes
provides scale-capabilities in producing over 425 different kinds of bulk activities.
Yet the pharmaceutical industry is regarded as one of the most highly regulated
industries in India in view of its importance.

The industry supplies essential and lifesaving medicines and Pharma products to
the population. Since a vast segment of Indian population is living below the poverty
line and also the average per capita income of the Indian population is very low as
compared to their counterparts in most developing countries, it is of paramount
important to ensure that the essential drugs and health care facilities are made
available to the public at affordable prices.
Needless to state that provision of good health care facilities to the people
enhances the quality of life of the people and consequently results in higher human
development as life expectancy at birth is one of the three indicators of human
development along with literacy and per capita income
Market Size
Indian pharmaceutical sector is expected to grow to US$ 100 billion, while
medical device market is expected to grow US$ 25 billion by 2025.
Pharmaceuticals export from India stood at US$ 20.70 billion in FY20.

Pharmaceutical export include bulk drugs, intermediates, drug formulations,

biologicals, Ayush and herbal products and surgical. India’s biotechnology industry
comprising biopharmaceuticals, bio-services, bio-agriculture, bio-industry, and
bioinformatics is expected grow at an average growth rate of around 30 per cent a y-
o-y to reach US$ 100 billion by 2025.

16
 India’s domestic pharmaceutical market turnover reached Rs 1.4 lakh crore
(US$ 20.03 billion) in 2019, up 9.8 per cent y-o-y from Rs 129,015 crore (US$ 18.12
billion) in 2018.
Investments and Recent Developments
The Union Cabinet has given its nod for the amendment of existing Foreign Direct
Investment (FDI) policy in the pharmaceutical sector in order to allow FDI up to 100
per cent under the automatic route for manufacturing of medical devices subject to
certain conditions.

The drugs and pharmaceuticals sector attracted cumulative FDI inflow worth US$
16.50 billion between April 2000 and March 2020 according to the data released by
Department for Promotion of Industry and Internal Trade (DPIIT).

Some of the recent developments/investments in the Indian pharmaceutical sector

are as follows:

● Affordable medicines under Pradhan Mantri Bhartiya Janaushadhi Pariyojana

in the month of April 2020.
● During December 2019, on moving annual total (MAT) basis, industry growth
was at 9.8 per cent, with price growth at 5.3 per cent, new product growth at
2.7 per cent, while volume growth at two per cent y-o-y.
● In October 2019, Telangana Government proposed Hyderabad Pharma.
● Healthcare sector witnessed private equity of total US$ 1.1 billion with 27
deals in H12019.
●

Government Initiatives:

Some of the initiatives taken by the Government to promote the pharmaceutical sector
in India are as follows:

● India plans to set up a nearly Rs 1 lakh crore (US$ 1.3 billion) fund to provide
boost to companies to manufacture pharmaceutical ingredients domestically
by 2023.
● In November 2019, the Cabinet approved extension/renewal of extant
Pharmaceuticals Purchase Policy (PPP) with the same terms and conditions
while adding one additional product namely, Alcoholic Hand Disinfectant
(AHD) to the existing list of 103 medicines till the final closure/strategic
disinvestment of Pharma CPSUs.
● Under Budget 2020-21, Rs 65,012 crore (US$ 9.30 billion) has been allocated
to the Ministry of Health and Family Welfare is. The Government has
allocated Rs 34,115 crore (US$ 4.88 billion) towards the National Health
Mission under which rural and urban people will get benefited.
● Rs 6,400 crore (US$ 915.72 million) has been allocated to health insurance
scheme Ayushman Bharat – Pradhan Mantri Jan Arogya Yojana (AB-
PMJAY).

17
 ● As per Economic Survey 2019-20, Government expenditure (as a percentage
of GDP) increased to 1.6 per cent in FY20 from 1.2 per cent in FY15 on
health.
● The National Health Protection Scheme is the largest Government funded
healthcare programme in the world, which is expected to benefit 100 million
poor families in the country by providing a cover of up to Rs 5 lakh (US$
7,723.2) .
● The Government of India is planning to set up an electronic platform to
regulate online pharmacies under a new policy to stop any misuse due to easy
availability.
● Government of India unveiled 'Pharma Vision 2020' to make India a global
leader in end-to-end drug manufacture. Approval time for new facilities has
been reduced to boost investment.

Road Ahead
● Medicine spending in India is projected to grow 9-12 per cent over the next
five years, leading India to become one of the top 10 countries in terms of
medicine spending.
● The Indian Government has taken many steps to reduce costs and bring down
healthcare expenses.
● Speedy introduction of generic drugs into the market has remained in focus
and is expected to benefit the Indian pharmaceutical companies.

Global Pharmaceutical Industry:

The pharmaceutical industry is responsible for the development, production

and marketing of medications. Thus, its immense importance as a global sector is
inarguable. In 2014, total pharmaceutical revenues worldwide had exceeded one
trillion U.S. dollars for the first time.

North America is responsible for the largest portion of these revenues, due to the
leading role of the U.S. pharmaceutical industry. However, as in many other
industries, the Chinese pharmaceutical sector has shown the highest growth rates over
previous years..

Branded, patented medicines by far make up the largest share of pharmaceutical

revenues. Humira, an anti-inflammatory drug, generated some 20 billion U.S. dollars
of revenue worldwide in 2018. Oncologics continue to be the leading therapeutic
class based on revenue. In 2018, cancer drugs made nearly 100 billion U.S. dollars of
revenue globally. Other major therapy classes were respiratory drugs and
antidiabetics.

The global pharmaceutical market has experienced significant growth in recent

years. As of end-2019, the total global pharmaceutical market was valued at about
1.25 trillion U.S. dollars.

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 This is a significant increase from 2001 when the market was valued at just 390
billion U.S. dollars. The pharmaceutical market plays a key role in how people get
medications and what people pay for medication. However, some markets are better
for pharmaceutical companies than others.

Revenue of the worldwide Pharmaceutical Market from 200 to 2019 in billion USD.

Year Revenue in USD

2001 390.2
2002 427.6
2003 498
2004 559.9
2005 601.2
2006 648.7
2007 726.4
2008 799
2009 830.6
2010 888.2
2011 963.2
2012 964.4
2013 993.8
2014 1063.6
2015 1073
2016 1115.7
2017 1135
2018 1204
2019 1250

PESTLE Analysis of The Pharmaceutical Industry

The pharmaceutical industry is one of the primary industries and it is also one of the
largest. It has existed for centuries but has seen major progress only in the last few
decades. This is largely due to the development of the various sciences. But at the
same time, there are also factors that hamper the growth of this industry.

This PESTLE analysis of the pharmaceutical industry will look into the current status
of the pharmaceutical industry, its different driving factors, and the effects they have
on the industry. The primary fields that will be studied are political, economic, socio-
cultural, technological, legal, and environmental. Hopefully, with the help of this
analysis you will have a better understanding of the progress and current condition of
the pharmaceutical industry.

Political Factors
The following political factors affect the pharmaceutical industry.

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Government Framework
All countries have a certain framework regarding the pharmaceutical industry. This
includes safety standards, certifications, and drug-related laws. While in many
countries these laws are not so strict, in not so developed countries they are quite
harsh and do not allow the pharmaceutical industry to progress.

Closed Market
The pharmaceutical industry consists of various large corporations. And the global
level of their distribution and marketing along with the regulatory framework makes it
difficult for newcomers to enter the market. This shows strict competition within the
market as well as provides a larger industry persona since most of the brands are
established.

Price Control
Many countries along with the United States are creating laws that place strict control
on pricing of drugs. This has caused hindrance to the growth of the industry.
However, there are also populist demands of cheaper drugs for lower classes of
society. Many pharmaceutical companies are facing major losses, and further fall in
prices may force them to quit.

Economic Factors
Please find the major economic factors affect pharmaceutical industry.

Growth in Individual Income

The general trend of household spending is definitely increasing and they spend a
large part of it towards the pharmaceutical industry. Purchase of drugs has become
more common than ever and one of the primary causes is that people can now own
drugs that were previously of a high price.

New Drugs
Since R&D is at an all-time high thanks to the tremendous growth in technology,
many new drugs are being introduced into the market. As a result of this people are
purchasing these drugs and providing further growth to the industry. We expect the
release of more such drugs in the near future.

Cost-Cutting
As the drug prices are slashed by governmental regulations, pharmaceutical
companies are having to cut down on their production cost. This is a major downtrend
for the condition of the pharmaceutical industry. However, it is expected that the
global economy will flourish in the coming decade allowing these companies to
expand and take back the market.

Social Factors
The following three social factors affect pharmaceutical industry.

Generation Health
The current population features people of older generation in a large number. This
means the number of sick people is higher than ever. This has placed a high amount
of pressure on the pharmaceutical industry leading to its growth. However, when this

20
particular generation passes away there is expected to be a downfall in the demand of
various drugs.

Global Obesity
Obesity is a larger factor than ever before. The last few decades witnessed rapid
changes in the global diet style, and this has led to obesity in a large part of the
population. In most developed countries obesity is almost an epidemic, and this will
soon be the condition in developing countries as well. The rapid growth in obesity
rates has led to the requirement for many drugs and allowed those particular sectors of
the pharmaceutical industry to grow.

Health Consciousness
Monitoring one’s own health has become a trend of the current generation. While this
may lead to lesser requirement of doctors and general physicians, people are now
consuming more drugs than ever. However, exercising and fitness trends are also
leading to lesser requirement for drugs as they lead to healthier lifestyle without the
need for drugs.

Technological Factors
Below are the two major technological factors that can affect the pharmaceutical
industry.

Growth in the Biotech Industry

Biotechnology allows the decoding of animal and plant aspects to help humanitarian
causes. It has a large part to play in the creation of drugs and the current growth in
this industry is producing many new medicines and also developing new methods to
make cheaper alternatives. There are high expectations from the biotech industry to
grow even further and constantly fuel the growth of the pharmaceutical industry.

Market Reach
Marketing has come a long way from its origins. Now pharmaceutical companies are
able to market their products directly to the consumers. This has led to consumers
purchasing more drugs and creating demand for more consumer drugs.

Legal Factors
Strong legislation and cyber security are the two main legal factors of pharma
industry.

Strong Legislation
Frauds in the healthcare and pharmaceutical sector is quite common. This is why most
governments have placed strict laws that audit the growth of these companies. As a
result, pharmaceutical companies have to be careful to meet all the governmental
requirements while operating.

Cybersecurity
Pharmaceutical companies are now largely data-based. Hence, they need to ensure
protection from cyber threats. If a company is open to cyber threats their customers
might not trust their products and services.

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Environmental Factors
Following are the environmental factors of pharma sector.

Carbon Footprint
Manufacturing drugs leave a large carbon footprint. And with the current
environmental concerns, demands for regulation of pharmaceutical waste has become
a major concern for these companies. Most of them are large businesses and are
expected to meet highly stipulated environmental regulations.

Investments
Alongside regulating their own carbon footprint these companies often take part in
donating for environmental causes. As a result, the newcomers are also expected to
take part in such activities, and this makes the market more stringent.

Conclusion
These are the primary factors affecting the current pharmaceutical industry on a
global scale. While there are various factors such as growth in purchasing power and
technological innovations are fueling its growth, factors such as strict regulations and
health-conscious lifestyles are leading to its downfall.

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 CHAPTER 3
COMPANY PROFILE

23
 INFINITIVE PHARMACEUTICAL INDUSTRIES

Type Private

Industry Pharmaceutical

Founded 2016

Founder Mr. Keshav Ghelot

Key people Mr.Navin Ghelot

Mr.Rakesh Patel

Products Cough syrup,

Tablets, API,

Handwash, sanitizer,

Mask, Personal Protection Kit

Division’s Infinitive laboratories,

Infinitive pharmaceuticals

OVERVIEW

Infinitive Pharmaceutical is an Indian company headquartered in the city of

Deesa in the state of Gujarat. Its core business includes pharmaceuticals, API,
cosmetics, cough syrups, hand wash, sanitizers, personal protection equipment, and
mask.The company has recently shifted its production from cough syrups to PPE.

Infinitive pharmaceuticals are mainly into production of cough syrups and

diuretics. It has team of qualified personnel and a research team.It has its client all
over India. Within short period of time it has managed to export its medicine beyond
the national boundaries. It exports its medicine into countries like Sri Lanka,
Myanmar, Bangladesh, Afghanistan etc.

They offer wide range of medicines for geriatric patients, for treating
depression. Preparation of quality medicine at reasonable price and making it
available to everyone is their objective.

The company is keen about the hygiene and safety of the workers. Before
launching the product into market, company makes sure that its product meets the

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required standard as specified in Pharmacopeia. The company is also exporter of API
i.e. Active Pharmaceutical Ingredient. The company within short period of time has
mastered the art of preparation of hand wash ,Sanitizer.

INTRODUCTION OF THE COMPANY;

• The company was established in the year 2016 under the guidance of Mr
Keshav Ghelot-- Managing Director of Infinitive pharmaceutical.

• Infinitive laboratories prepares the formulation and astrom pharmaceuticals

take cares of marketing and third party manufacturing and combined it is called
as INPHA.

• The both the units are responsible for production and subsequent marketing of
the prepared product.

• It is located in pollution free environment in Banaskantha district Deesa

,Gujarat.

The company within few months is one of the rapidly rising manufacturing
hub of pharma industry.

Infinitive Pharmaceutical is an Indian pharmaceutical and biotechnology Company

headquartered in Delhi ,India.

It primarily develops medicines to treat cough, fever, depression, diabetes respiratory

and cardiovascular disease and other medical conditions

The company has clients all over India and within short period of time the company
has exported its medicines beyond the national boundaries in countries like
Bangladesh, Srilanka, Myanmar, Afghanistan etc. It is one of the chief exporter of
generic medicines and API.

History:

It was founded by Mr Keshav Ghelot as"Infinitive laboratories and Astrom

Pharmaceutical" -collectively known as Inpha. Later the name of Company was
changed to Infinitive Pharmaceuticals LTD on 1st May 2016. In the year 2016 US
FDA approved the company's API manufacturing facilities. The company also
manufactures generic medicine for treating fever, cold and cough.

Current Statuesque:

Due to the outbreak of Novel coronavirus the company dwindle its production of
cardiovascular products, BP etc. And focused on completely new segment of

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manufacturing. The company on 24th March 2020 started to manufacture hand wash
sanitizer, disinfectants, mask PPE etc at a large scale. And at a reasonable price.

Vision

To become the leading Pharmaceutical player in the industry by assuring High

quality standards and cost effective products at all times.

Mission

To uphold our social responsibilities of delivering highest standard healthcare

services to all segments of society without compromising on our core values of
integrity, good ethics and commitment. To become a globally acclaimed
pharmaceutical company through development and introduction of wide portfolio of
Pharmaceutical.

Organization Structure:

The company’s organization is divided into two different departments:

1. Production & Manufacturing

2. Office
3. Marketing and sales

INPHA

The company is bifurcated into two parts:

1. Infinitive laboratory:
Mainly concerned with development and preparation of the tablets,
cough syrups, eye drops etc.

2. Astrom Pharmaceutical:
Mainly concerned with the marketing and sales.
The company has its factory located away from the residential area as per Good
Manufacturing Practices norms.The company have well qualified personnel, good
marketing, and research team.

The another division of company i.e. Astrom pharmaceutical is responsible for

marketing and sales.This division ensures accurate information of the product is
provided to the customer and to the clients.

The company follows guidelines for formulation of medicines as per IP i.e. Indian
Pharmacopeia.

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Product profiles:

The company’s product profile can be categorized as follow:

● Oral liquid formulations:

Such as cough syrups, emulsion, suspension, solutions etc

● Tablets:
Such as Ibufen, Infacold, metroplus,famine

● Hand wash
● Hand sanitizers
● Face mask
Such as N95, surgical mask, cotton mask

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 CHAPTER 3
PRODUCT PROFILE

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Now let us see product profile in detail:

Following are top products of the company:

SR.NO BRAND NAME PACK COMPOSITION MRP

1 INFADEX-D 60/100ml Each 5ml contains: 45.00

SYRUP Dextromethorphan Hydrobromide 60.00
I.P. 10mg
Phenyephrine Hcl I.P.
5 mg
Chlorpheniramine Maleate I.P.
2mg
Flavoured syrupy base
Q.S.
Colour:Ponceau 4 R
2 INFADEX-A 60/100ml Each 5ml contains 45.00
SYRUP Ambroxol hydrochloride I.P. 60.00
15mg
Terbutaline Sulphate I.P.
1.25mg
Guaiphenesin I.P.
50mg
Menthol I.P.
1mg
Flavoured syrupy base
Q.S.
Colour:Ponceau 4 R
3 INFARIL SYRUP 60/100ml Each 5ml contains 45.00
Bromhexine hydrochloride I.P 60.00
4mg
Terbutaline Sulphate I.P.
1.25mg Guaiphenesin I.P.
50mg
Menthol I.P.
2.5mg
Flavoured syrupy base
Q.S.
Colour:Brilliant Blue FCF And
Tartrazine
4 INFAMOL-250 60ml Each 5ml contains: 40.00
SUSPENSION Paracetamol I.P.
250 mg
Flavoured syrupy base
Q.S
Colour: Sunset Yellow FCF
5 INFA COLD-DS 60ml Each 5ml contains: 45.00
SUSPENSION Paracetamol I.P.
250 mg
Phenylephrine Hcl I.P.
5 mg

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 Chlorpheniramine Maleate
2 mg
Flavoured syrupy base
Q.S
Colour: Sunset Yellow FCF
6 INFACOLD 60ml Each 5ml contains: 40.00
SUSPENSION Paracetamol I.P.
125 mg
Phenylephrine Hcl I.P.
2.5 mg
Chlorpheniramine Maleate
1 mg
Flavoured syrupy base
Q.S
Colour: Erythrosine & Carmiosine
7 INFACOLD 15ml Each ml contains: 40.00
DROPS (Withbox) Paracetamol I.P.
125 mg
Phenylephrine Hcl I.P.
FOR PEDIATRIC 2.5 mg
USE Chlorpheniramine Maleate
1 mg
Flavoured syrupy base
Q.S
Colour:Ponceau 4 R

8 CYPIN-TC 200ml Each 5ml contains: 85.00

SYRUP (Withbox) Cyproheptadine Hcl I.P.Eq to
Anhydrous Cyproheptadine Hcl
2mg
Tricholine Citrate I.P.
275mg
Flavoured syrupy base
Q.S.
Colour: Sunset Yellow FCF
9 AZIN-100 15ml Each 5ml contains: 27.00
SUSPENSION (Withbox) Azithromycin Dihydrate I.P.Eq. to
Azithromycin
FOR PEDIATRIC 100mg
USE Flavoured syrupy base
Q.S.
Colour: Sunset Yellow FCF

Etc. all the above are most popular products of the company.

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 CHAPTER 4
RESEARCH METHODOLOGY

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RESEARCH METHODOLOGY:

Research is defined as - The process which includes defining and redefining

problems, formulating hypothesis or suggested solutions, collecting. organizing and
evaluating data; making deduction and reaching conclusion; and at the last carefully
testing the conclusions to determine whether they fit the formulating hypothesis."--
Clifford Woody

The research is an original contribution to the existing stock of knowledge

making for its advancement. It is the pursuit of truth with the help of study,
observation, comparison and experiment. Research Methodology is a way to
systematically solve the research problem.

It may be understood as a science of studying how research is done significantly.

In it we study the various steps that are generally adopted by a researcher in studying
his research problem along with the logic behind it. Research design plays an
important role in collecting useful information in cost effective manner.

The flow of the research process is decided first hand, so that the conduct of the
research does not take an incorrect diversion from its objective. Research comprises
defining and redefining problems, formulating hypothesis, collecting, organizing,
evaluating data; making deduction and reaching conclusion and at last carefully
testing the conclusion to determine whether they fit the formulated hypothesis.

The Research Process:

DEFINE RESEARCH PROBLEM

REVIEW THE LITERATURE

FORMULATING HYPOTHESIS

RESEARCH DESIGN

DATA COLLECTION

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 ANALYSIS OF DATA

DATA ANALYSIS AND REPORT

Research Design refers to "framework or plan for a study that guides the collection
and analysis of data". A typical research design of a company basically tries to resolve
the following issues:

a) Determining Data Collection Design

b) Determining Data Methods

c) Determining Data Sources

d) Determining Primary Data Collection Methods

e) Developing Questionnaires

f) Determining Sampling Plan

(1) Descriptive Research Design:

Descriptive research design was performed.

Research methodology is a way to systematically solve the problem. It may be
understood has a science of studying how research is done scientifically. In it we
study the various steps that all generally adopted by a researcher in studying his
research problem along with the logic behind them.

The scope of research methodology is wider than that of research method. Each
research problem is in some way unique, and therefore requires a tailored research
procedure. In the following, the research process of this study is shown below:

Formulation of the problem and the research questions

Methodology

Mail questionnaire Interviews

Analysis

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 ↓

Conclusion

DATA COLLECTION:

Primary Data:

The Primary data is also known as fresh data or firsthand data.

The Primary data was collected with the help of structured interview method of data
collecting using a predesigned questionnaire.

I have used several forms data in my research. These include books, articles and
course literature with useful information for this study. Thereby, I received not only
an indication of the content as well as an idea of their quality, but I also gained a
deeper understanding of the presented research problem. This primary data was then
used for writing the theoretical framework and the background.

● Personal Investigation
● Observation Method
● Information from correspondents
● Information from superiors of the organization
Secondary data;

Secondary data, in comparison with primary data holds the advantage that it is
cheap and most of the time easy to access. According to the literature, the researcher
should first focus on secondary data in the process of data collection.

Although a problem is not completely solved by secondary data, it contributes to a

better statement of the problem under investigation. It offers improved methods or
data.

● Published Sources such as Journals, Newspapers and Magazines etc.

● Research papers
● Website of company

RESEARCH DESIGN:

Research Descriptive

Data source Primary Data

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Research Technique. Structured Questionnaire

SAMPLING DESIGN

Sampling Design Non Probability convenient sampling

Sample unit. The employees of inpha

Sample size. 50 employees

Method. Structured Questionnaire

Data analysis method. Pie chart

Area of survey. Inpha, Deesa

Data source

The company Employees, Inpha

Data collection method:

There are two types of data viz, primary Data and secondary Data. The primary data
are those which are collected a fresh and for the first time and thus happen to be
original in character. The secondary data, on the other hand, are those which have
already been passed through statistical process while doing our research I had taken
the help of both primary data as well as secondary data for analyzing the results

Primary Data

QUESTIONNAIRE

Information through questionnaire containing questions was collected from 50

employee

This is the most popular tool for the data collection. I have used self-designed
questionnaire framed according to the topic and objective of the research project. In
the questionnaire, I have included following type of questions.

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Multiple Questions such as follow:

● Dichotomous
● Multiple choice questions
● Close ended questions
Multiple questions researcher used because many options in this kind of questions and
easy for getting response from respondent. Questions of this type offer the
respondents an alternative to choose the right answer among others. It is faster, time
saving and less biased. It's also simplifies the tabulating process.

Dichotomous

Dichotomous question very simple and any one can able to answer that particular
question. These are the questions which are Boolean in nature. These answers are
straightforward and respondent have to answer them in a straight way. That means the
answer can only be either Yes' or 'No.

Secondary Data:

It was collected via internet, official website of the company.

Formula used for analysis and interpretation is as follow:

No.of Respondents

% (PERCENTAGE) = ------------------------------- * 100

Total no.of respondents

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 CHAPTER 5
THEOROTICAL BACKGROUND

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Introduction to Training

• Training is the systematic process of increasing the knowledge & skills of an

employee for

doing a specified job by providing a learning experience.

• There are two aspects of Training – “Process Training and Behavioral Training”

• It helps the trainee acquire new skills, technical knowledge, problem-solving ability
etc. thereby

increasing the performance of the employees.

Scope to Training

• It equips an individual with competencies that help him/her cope-up with day-to-day
problems of living & manage interpersonal relations and improving them.

• The scope has considerably widened

• At present, the scope of Training is to give support to the operations and other
functional department so that they function in a better way towards the growth of the
organization.

Importance of Training

• Define the objective – What are we trying to solve with the help of Training

• Purpose – Have a clarity on the purpose

• Duration – Are we looking for a short term period or a long term period

• Audience – Who would be the audience whom the training needs to be given

• Outcome- What is the outcome which we are trying to attain.

● Stages of Trainer intervention in Front liner Life cycle

1. Pre Training
2. During Training
3. Post Training effectiveness
4. Tenured resources

Benefits of Training:

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 1. Healthier career development
2. Better adaptability to new
3. methods and technology
4. Higher confidence and motivation
5. Greater job satisfaction
6. Actualized goals and needs

7. Stronger employee- Employer relationship

8. Continuous knowledge sharing
9. Lower staff turnover
10. Improved work environment
11. Increased efficiency
12. Productivity Enhancement

Difference Between Training, Education & Development

Training: is short term, task oriented and targeted on achieving a change of attitude,
skills and knowledge in a specific area. It is usually job related.

Education: Is a lifetime investment. It tends to be initiated by a person in the area of

his/her interest.

Development: Is a long-term investment in human resources.

Qualities of a Trainer:

Encourage Engagement

Be Good Listener

Appreciate good instructional design

Approach Training

Strategically oriented

Be Organized

Have belief of improving again and again

Inclined towards knowing new learning trend

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Skills of a Trainer

• Analytical Skills

• Good Communication Skills

• Adaptability Skills

• Research Skills

Introduction to TNI

A training and development needs assessment may be defined as the process of

identifying problems that are signalled by deficiencies in compliance with standards
or external requirements and that can be resolved wholly or partly by training and
development programme.

1. Problem Identification

The sorts of problems that lend themselves to solution by means of training include
the following. rough the failure to meet organizational goals. Problems can be
anticipated.

2. Problem Analysis:

The next step is to analyse the problems so that necessary training may be identified.
Problem analysis involves collecting information about the problem so that its causes
can be determined. It also requires determining an appropriate standard, which should
be met.

3. Determining Solution

If training is the solution or part of the solution, the particular training needs must be
identified. What combination of skills and knowledge is required and whom?

4. Setting Priorities and Goals

Once training and development needs have been clearly identified,the next step is to
set priorities and objectives. Consideration must be given to the relative urgency of
various training needs, taking into account factors such as the relative severity of
consequences should no training is undertaken, the frequency with which problems
are likely they occur.

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Definition of TNI

“Training Need Assessment (identification) Is the systematic effort that we make to

gather opinions and ideas from a variety of sources on performance problems or new
systems and technologies” - Allison Rosset

Why Need for Training?

A training need exists when there is a gap between what is required of an employee to
perform their work competently and what they actual known.

Training Process:

• Problem Identification: Firstly, the problem or problem areas need to be

identified for appropriate training intervention.

• Design of needs analysis: The design of the needs analysis is to be determined

in order to identify appropriate method for training and development intervention.

• Data collection of needs: This step pertains to collecting data of training and

development needs.

• Data analysis: After collection of data, it needs to be carefully analyzed.

Quantitative & qualitative analysis are undertaken to interpret the raw data.

• Providing feedback: Feedback should be provided to the management either

through a written or through oral presentation.

• Developing action plan: here, an action plan is developed to meet the

identified needs of training and development of employees.

Methods of TNI

Tools/ Methods for identifying training and development needs

depend on the scope of the assessment and on available resources.

All or some of the following methods may be used:

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1. Documentation review: various workplace process and inspection reports can be
examined to determine problems faced in workplace, which has bearing, and needs.

2. Specific analysis: various investigation reports of external agencies such as buyers,

statutory authorities and job and task analyses may be examined for their specific
relevance to the problem in question.

3. Observation: Observation of work samples of supervisors, workers and others be

used to assess attitudes and perceived problem areas.

4. Surveys: Surveys are usually in the form of a questionnaire.

5. Interviews: Interviews may be formal or informal.

6. Suggestion box: A suggestion box is a very basic needs assessment tool.

7. Meetings, reports, newsletters: Attending meetings, and reading the organizational

newsletter can be useful to find out about new programs and services, and new
directions the organization is taking, in order to anticipate the need for collecting
certain subject areas.

Meaning of Trainer

• The typical trainer’s job used to be fairly straightforward in the past.

• His or her main responsibility was to impart standard work-related material to each
new batch of employees.

• Sessions were held in classes for fixed periods of time and

used many of the same teaching methods commonly used in high school or college
classrooms.

• At the end of each session, the new recruits were tested and Send off to their jobs.

Competencies of Trainer

1. Technical Competencies
2. Business Competencies
3. Inter-personal Competencies
4. Intellectual Competencies
The competencies identified in Models for HRD Practice by McLagan in 1989 and
later adopted as a definitive model of competencies by the American Society for
Training and Development.

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Leadership Style:

Whilst someone's position could be anywhere on the grid depending on the relative
importance, he/she attaches to People and Task, the Blake Mouton Grid highlights
five extremes on the grid - each of which is given a memorable name:

Impoverished Management

Country Club Management

Authoritarian

Team Management

Hiring a Trainer

• The steps involved in hiring and training trainers

are as under:

– Vacancy identification:

• The training manager should identify the need for hiring

trainers.

– Job analysis and competency mapping:

• Job analysis brings out the job description and the job specification.

– Estimate the cost and obtain sanction:

• The training manager should estimate the cost involved for hiring, training and
retaining trainers.

• The steps involved in hiring and training trainers are as

under:

– Recruitment and Selection of Trainers:

• Recruitment involves communicating and motivating

qualified persons to apply for the job.

– Training the trainers:

• Trainers require both domain expertise and training

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delivery skills.

• All trainers are required to be trained in the areas in which they are deficient.

Selecting and Preparing the Training Site:

Recognizing the trainee, learning can be facilitated through both mental and physical
involvement, it is important to consider this when choosing, designing or deciding a
training space.

Because training classes nowadays involve online learning, teamwork, physical

movement and quite contemplation, spaces need flexible furniture and equipment that
can be moved within the class. The key is to have a classroom that is able to
accommodate a wide variety of activities and instructor-learner , learner-learner and
learner content interaction.

Features of Good Training Site

TRAINING SITE - refers to the room where training will be conducted.

1. It is comfortable and accessible.

2.It is quite private, and free from interruptions. 3.It has sufficient space for trainees to
move around easily.

DETAILS TO BE CONSIDERED IN THE TRAINING ROOM:

1.Noise: Check heating for Noise from and air conditioning systems, adjacent rooms
and corridors and outside the building.

2.Colors: Mostly pastel and fresh colour.

3. Ventilation: The room should be spacious and have good ventilation.

4. Lightening: Adequate and mostly fluorescent

5. Seating Type:

● Fan type
● Classroom
● Conference
● Horse shoe

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Types of Training

1.Induction or Orientation Training

2.Job Training

3.Safety Training

4.Promotional Training

5.Refresher Training

6.Remedial Training

7.Internship Training

Ten tips for effective training

Competence and confidence is an ideal mixture in the workplace.

Employees with these traits can motivate others to work together and create a safe and
productive environment. These 10 tips will help you make

Tip 1: Use variety.

You have many training media and methods available: Use as many as you
feel comfortable with. For example, if you tell a group of electricians some facts
about troubleshooting a new motor drive, you'll pass on some knowledge. But you'll
pass on much more if you let them view a video on that drive, read the manual, watch
another electrician working on it, or listen to a tape on how to troubleshoot it. The
more ways you present information, the more your staff will learn and retain. Vary the
pace and style of your training. Formal training is good, but informal training fills in
many gaps. Magazines, books, and on-the-job training (OJT) are all very useful.
Because magazines cover many topics in a single issue, you can bring the knowledge
of many experts into one place.

Tip 2: Use repetition.

Informal training repetition can mean you distil portions of the training
into slogans, factoids, and images. Including slips of paper in with pay checks with a

45
sentence or two about some idea can work well with safety training. You can also
include photos, illustrations, or icons to get your point across. Even passing around a
copy of a magazine article, maybe twice a year, can help employees remember
important information. Refresher courses are also a form of formal training repetition.
Recap previous sessions before continuing with new material.

You may also follow up with annual or semi-annual recertification. Let's

say someone earns a Master Electrician's License. That license requires extensive
knowledge of the NE Code and how to make Code-related calculations. Yet, a typical
Master Electrician will use only a portion of the knowledge needed for the exam,
while expanding knowledge in other areas. If you have a monthly refresher course
that takes, say, 1 hr each Friday, you keep the bulk of that knowledge at the front of
the electrician's mind. Once a year, you can take a half-day to give a portion of the
Master Exam in-house. Anyone going through even this low level of repetition will be
90% prepared for licensing day.

Tip 3: Use feedback.

Feedback reinforces learning by making the student recall information.

The method of feedback is important. For example, master exams tend to intimidate
people. Brief quizzes reinforce the learning experience, without intimidation. In fact,
success on frequent quizzes will boost the student's confidence. Quizzes can be
formal, informal, oral, or written. Using these tools in combination is best.

For some reason, the learning communication path is wider when it has
two-way traffic. One simple way to get feedback is to ask for it. For example: "What
did you learn about photo sensors today? Take 5 min and tell me some details." Some
companies try to get feedback by requiring electricians to write follow-up reports.
This approach seems cold and impersonal, so the emotional element that reinforces
the training just isn't there.

Tip 4: Administer small doses.

Most people get "burned out" if they get too much of a good thing-at
least too much at one time. That's just the way most minds work. If you're going to
schedule a week of training, you'll do better to spread all five topics, a little at a time,
across five days, rather than covering a full topic each day. Administratively, this is a
little more work, but the payback is much higher. Having a tip of the day is another
easy way to administer small doses.

Tip 5: Apply knowledge right away.

It's too easy to forget something if you don't use it. Experts disagree on
the "shelf life" of learning, but there's somewhat of a consensus you should wait no
longer than two weeks to make use of newly acquired skills. Even if people didn't

46
forget, they are much more motivated when they know they can put their learning
investment to use right away.

When someone returns from a training session, assign that person some
work related to that training. For example, if you're going to send a person to PLC
training, delay non-emergency PLC work until that person gets back. Then, give that
work to the person who just got the training. Remember the saying made famous by
Gloria Steinem, "Tell me, and I'll forget. Show me, and I may not remember. Involve
me, and I'll understand."

Tip 6: Make it interesting.

Bore people, and their minds become stones instead of sponges. Keep
material dry, and you get nowhere.

First, if you're using written materials, how do they sound when you read them out
loud? Does the writer try to bring you into the discussion? Do you feel any emotional
response? Does the material sound wordy or stuffy? If so, it makes poor training
material. It needs to be concise and clear. If the material sounds like the author wrote
it to impress someone with a huge vocabulary, rather than to share with the reader,
then that's probably the case. On the other hand, if the writer seems to be talking to
you, this is probably good material to use in training.

Second, can you draw any parallels between the material and other interests of the
students? Can you show them how this will affect their work or lives? Does it relate to
any outside interests? Build a profile of each person.

Third, add an interactive element whenever you can. Group projects and discussions
help accomplish this objective. It's always good to ask people how this relates to their
work. "Do you have breakers that give you nuisance trips?" Another question might
be: "Do you have any sloppy wire way in your plant?" Personalize the training to
make it interesting. People are more interested when you're helping them solve their
problems than when you're passing on information, they don't have an immediate
need for. Find that need!

Tip 7: Use training experts.

Several companies produce interesting training videos and other aids that
use the principles of variety, repetition, and small doses. Who are the experts?
Certainly, a company that makes motors knows about motors. A company that makes
digital MultiMate’s knows about digital MultiMate’s. These companies provide

47
training aids at very low prices. You can find some of these by looking through this
issue of EC&M.

Realize you have experts among your own people. They may not know
everything, but they know enough to be a good resource for training. The typical OJT
arrangement is apprentices working under a journeyman. If you keep track of the
kinds of work assigned to the apprentices, you can count their experience as training.

Let's say you have an annealing furnace with specialized controls. You
have four people who maintain the furnace. One of them always serves as the brains
when you do any major repair or troubleshooting. That person may be the one you
need to pair other people with. You could use the same OJT techniques electrical
apprentices’ use: hands-on training under the guidance of a qualified person.

If you want your in-house experts to put on formal training, educate them on how to
train others. Your local community college is one resource, or sends your experts to
one of the many "train the trainer" seminars.

Tip 8: Use your vendors.

Vendors routinely put on mini-courses. While these may accent a

particular product, it's worth it to pass on information an attendee can use. Many
times, a vendor will come to your office or plant. Many companies train their sales
representatives. Granted, that training tends to be equipment-specific, but don't you
buy and use specific equipment?

This type of training has some side benefits. For one thing, your own people become
familiar with the vendors on a first-name basis. Sometimes, this can get you
exceptional service you wouldn't get otherwise. You also learn more about your
equipment and usually wind up on the short list for product update information; and
the ball caps, screwdrivers, and pens vendors usually hand out at these mini-courses
are always an added bonus.

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Tip 9: Use a matrix.

Many engineers and financial types often use spreadsheets. If you

don't have spreadsheet knowledge, ask for help. If you don't have a matrix, you're
administering your training in a haphazard manner. This says something to the people
who work for you. Change the message to a positive one.

Nobody likes to be behind their coworkers. If posted prominently, a matrix allows

people to compare their own training progress with their peers. This can have a
motivating effect. Before you post such a matrix, though, make sure you've taken at
least the first step toward correcting imbalances. If someone feels cheated, it'll be
counterproductive to showcase the reasons why.

Tip 10: Give everyone a chance.

What was that comment about feeling cheated? If you leave an employee
behind the group in terms of training, you marginalize that person. Use training to
show you have confidence in them and their contribution is important.

When you show everyone is important, through the way you administer training, you
have a positive effect on the team dynamic. When everyone is an expert in something,
then you've accomplished one of the main goals of training: a strong, knowledgeable
staff. The attitudes from such an environment give rise to teamwork as well as
excellence.

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FINDINGS:
• The training program has increased employee morale, motivation and job
satisfaction.
• The training program has helped employees to acquire new technical
skills.
• The rate of absenteeism has been decreased.
• Most of the employees are satisfied with their training program
• The training program improved the overall effectiveness in the quality of
production.

SUGGESTIONS

• Trainers should be experienced where technical knowledge is parted to

employees.
• Employees should be set free for training as it helps them to perform better
in the organisation.
• Training session should be held at regular interval and it should be
interesting.
• Intimation of training should be given at least 10-20 days in advance.
• Interaction should be encouraged between trainer and trainee

LIMITATION:
The limitations to the study are as follows:

● The study was carried in only few sections of the company.

● The period of study is limited i.e. 2 months

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CONCLUSION:

Employee development can serve to save funds that the company would otherwise
have to write off. Employee development allows for the development of the employee
so that they can better equip themselves for their career choices. Each time an
employee leaves the company the company loses the money it spent training and
developing that employee for the future with the company. The proposed plan allows
the company to support and assist the employee desire to develop in career skills
while at the same time discouraging a cash loss. If the employee stays with the
company the development program risks very little of the company’s assets before the
employee has proved themselves a long-term investment. This plan allows the
employee to fully develop and to feel that the company supports the loyalty he or she
has shown by years of service while encouraging education as well as cross training.
The organizational consultant, per the research information and plan, challenges the
organization to embrace the detailed plan to further develop each valuable employee.
No matter what, organizational leaders must see the value in employee development
and be willing to make the effort to show loyalty to its employees.

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BIBLIOGRAPHY:
BOOKS:

Infinitive Pharmaceutical Industry Handbook

INTERNET WEBSITES:
https://www.scribd.com/document

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Annexure:
Questionnaire:

We are doing study on the topic EMPLOYEE DEVELOPMENT

THROUGH EFFECTIVE TRAINING. We will be very thankful to if you fulfil this
question with the best of your abilities.

DEPARTMENT: -...........................................................................................................

JOB TITLE: -..................................................................................................................

DATE: -.........................................................................................................................

Rate your training program

1 2 3 4 5

Strongly Agree Neutral Disagree Strongly

Agree disagree

Using the scale shown above, rate your level of TRAINING and
DEVELOPMENT with the following aspects of your job. Encircle your opinion.

1. Does Company provide you proper training program?

1 2 3 4 5

2. Does training program improve the job knowledge and skills at current
job?

1 2 3 4 5

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3. Does training program helps in preparing guidelines for career planning?

1 2 3 4 5

4. Do you think training increase job satisfaction?

1 2 3 4 5

5. Does training program helps in achieving self confidence and self

development?

1 2 3 4 5

6. Does training program help you to perform better in the organisation?

1 2 3 4 5

7. Does training program helps in bringing out your leadership skills?

1 2 3 4 5

8. Are you being given the training according to changing technology?

1 2 3 4 5

9. Does the training help the employees to acquire technical knowledge and
skills?

1 2 3 4 5

10. Does training program satisfy your needs?

1 2 3 4 5

11. Does the norms and the values of the company are clearly explained to
the new employees during training period?

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 1 2 3 4 5

12. Does the senior management take interest and spends time with the staff
during training period?

1 2 3 4 5

13. Do you think that the training is really effective for your career
advancement?

1 2 3 4 5

14. Did the absentee decrease in the organization post training?

A) YES
B) NO

15. Was there any improvement in the quality of product post training
session?
A) YES
B) NO

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