Project Manan

8/4/2019 Project Manan

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PROJECT ON MASS RECRUITMENT, Sadhana Center For Management And Leadership Development.

2010-C-58 Page 1

The live Project Report on Recruitment &

Selection for Lupin Limited

Project Report Submitted to Sadhana Centre for Management &

Leadership Development of Pune

In Partial Fulfillment of Requirement for the Award of Certificate

of

Post Graduate Program for Executive Leadership

By

Mr. MananHathi

Sadhana Centre for Management & Leadership

Development

2010-11


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The live Project Report on Recruitment &

Selection for Lupin Limited

Project Report Submitted to Sadhana Centre for Management &Leadership Development of Pune

In Partial Fulfillment of Requirement for the Award of Certificateof

Post Graduate Program for Executive Leadership

By

Mr. MananHathi

Under the guidance of

Mr. Mayur Mamidwar

MBA(HR.), B.PHARMA

Sadhana Centre for Management & Leadership

Development

2010-2011


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DECLARATION

I, the undersigned, hereby declare that the Project Report entitled The Live Project Report on Recruitment and Selection For Lupin Limited written andsubmitted by me to the Sadhana Centre For Management & Leadership

Development of Pune, in partial fulfillment of the requirement for the award of

Certificate of Advance Programe of Executive Leadership & Development

under the guidance of (Dr.GaneshNikkam) is my original work and theconclusions drawn therein are based on the material collected by myself.

Place:Pune

Date: 30th

July 2011 Signature of Student:


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GUIDES CERTIFICATE

This is to certify that the Project Report entitled The Live Project Report On

Recruitment & Selectionwhich is being submitted herewith for the award of the

Certification of Advance Programe for Executive & Leadership

Development(APEL) of Sadhana College, is the result of the original research

work completed by ( Mr.MananHathi ) under my supervision and guidance.

To the best of my knowledge and belief the work embodied in this Project Report

has not formed earlier the basis for the award of any degree or similar title of thisor any other University or examining body.

Place: Pune

Date:30th july2011 Signature of Project Guide


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ACKNOWLEDGEMENT

The completion of the project involves the valuable co-operation and advice of

many people, without whose support the completion of this project was not

possible.

I sincerely give my thanks to Dr.Ganesh, Director of Medulla Recruitments

&Mr.Mayur, Team Leader of this live project for graciously giving me the

opportunity of the project. I am grateful to him for the support I received during

tenure of this project.

I am thankful to Mr.Gaurav Mehta, H.R.Head of Lupin India for wilfully sharingtheir knowledge and time with me. Encouragement and valuable suggestions given

by them have enhanced the value of this project.

I extend my thanks to all the participants, students and my colleagues (Mr.Guntas

Singh, Mr Shawn Kurian, & Mr Irfan Khan).

Signature of Students


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EXECUTIVE SUMMARY

This project pertains the work of recruitment procedure activities for Lupin

Limited. The basic objective of undertaking this project was to understand and

analyze recruitment procedure by actual involvement into recruitment Drive of

Lupin Limited in Belgaum &Karwar District of Karnataka and Kolhapur and

Sholapur district in Maharashtra.

Recruitment and Selection, are differentiated functions, in that recruitment deals

with the forming a pool of applicants, whereas Selection deals with picking out the

best one. However, in practice no clear distinction is seen between the two; it isconsidered as an integrated process.

Recruitment must start with a thorough assessment of immediate staffs

requirements. The vacant job should be analysed, and a job description and

employee specification written out to show what the job involves and the type of

person who is needed to do it. Attention must also be given to future staff

requirements, with any prospective employee able enough to be transferred or

promoted to other jobs as they arise.


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CONTENTS

CHAPTER

NO.

TITLE PAGENO

I. Introduction 11

II. Profile Of Organization 15

III. Conceptual Background 21

IV. Research Design & Methodology 34

V. Data Presentation , Analysis and Interpretation 40

VI. FINDINGS , SUGGESTIONS AND CONCLUSION 47

VII BIBLIOGRAPHY 50

VIII ANNEXURE 55

IX PROJECT CHECKLIST 61


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INTRODUCTION


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Chapter I

INTRODUCTION

Lupin Limited is the third largest pharmaceutical company of India, it is

headquartered in Mumbai.it is an innovation led transnational pharmaceutical

company producing a wide range of quality, affordable generic and branded

formulations and APIs for the developed and developing markets of the world.

The Company today has significant market share in key markets in the

Cardiovascular (prils and statins), Diabetology, Asthma, Pediatrics, CNS, GI,

Anti-Infectives and NSAIDs therapy segments.it also has global leadership

positions in the Anti-TB and Cephalosporins.

Lupin has nine manufacturing plant in India and seven manufacturing plant

outside India. In India manufacturing plant are located Ankleshwar and Baroda in

Gujarat , Tarapur and Aurangabad in Maharashtra ,Indore and Mandideep in

Madhyapradesh ,Goa and Jhammu.

Companys products reach over 70 countries in the world. Today, Lupin has the

unique distinction of being the fastest growing top 10 Generics Company in the

two largest pharmaceutical markets of the world-The U.S. and Japan. For the

Financial Year 2009-10,Lupins Consolidated Revenues were around Rs. 4767

Crores(USD 1.1 Billion).

In FY 2011, net sales grew by 20% to INR 57,068 million up from INR 47,736

million the previous year. EBITDA margins increased to 20% and net profits grew

at 27% to INR 8,626 million compared to INR 6,816 million in FY 2010. Standing

on the shoulders of our past performance record, these results deliver some of

the best growth numbers in the industry - 27% CAGR in Gross Sales; 32% CAGR in

EBITDA and 38% CAGR in PAT, for the last 6 years.

Lupins world class manufacturing facilities, spread across India and Japan, haveplayed a critical role in enabling the Company realize its global aspirations.

Benchmarked to International standards, these facilities are approved by

international regulatory agencies like US FDA, UK MHRA, Japans MHLW,

TGA Australia, WHO, and MCC South Africa


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STATEMENT OF PROBLEM:

To face the higher attrition rate, Lupin want to prepare its future work force & also

want to generate the employment for young & bright students from rural &

unprivileged areas of India.

AIM OF THE PROJECT

To Recruitment of those students, who secured a minimum of 50% marks

in the Higher Secondary Certificate Examination (12th class-science) or any

equivalent examination.

To maintain the pool of work force in Lupin Limited and reduce the effect

of higher attrition rate.

To generate employment opportunities in rural and undeveloped areas of

India and also to reach out to those people who are the most desirable

candidates for the job. It is part of the Corporate Social Responsibilities

(CSR) of Lupin Limited.

To understand the various problems arising during recruitment and

selection. And also to study problems during mass recruitment.

To convert the recruitment target of 150 students, from Karwar and

Belgaum district of Karnataka, and Sholapur and Kolhapur of Maharashtra.

SCOPE IN THE PROJECT

To reach out to as many schools and Jr.colleges having students of science.

InBelgaum and Karwar(Karnataka) there were in total 15 Talukas having

science colleges and high school.

There were approx. 50 schools and colleges having science in these two

districts. out of this 50 schools there were approx. 25 school and colleges

which fulfill the requirement of the project .i.e. students who have got


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above 50% in science and those who are looking for this type of

opportunities.

The result of S.S.C Board was quite satisfactory in Maharashtra with more

than 70% students passed out successfully.

In two districts Kolhapur and Sholapur (Maharashtra) there were 20

Talukas having science school and colleges.

There were approx. 80 schools and colleges in these districts having science

school and colleges. Out of which 40% were fulfilling the requirement of

the project.

So from all these four districts we had the database of around ten thousand

students, out of which valid data was around two Thousand of which

contact number and addresses were available.

LIMITATIONS IN THE PROJECTS

The S.S.C result of KARNATAKA was not satisfactory .Nearly 40%

students passed the exam successfully.

Valid data base decreased due to unsatisfactory result in Belgaum and

Karwar in Karnataka.

Language problem was the great barrier in the project as the people wascomfortable speaking only KannadandMarathi. As going deep inside the

Talukas and Villages the language problem increased more.

Support from schools and colleges were very less. Principal and staff in

some schools were not ready to share students database i.e. their contact

numbers and address.

Many schools didnt keep their students record, so it become very difficult

to approach to those students.

Also the students were waiting for their results of other competitive exam

(CET) which was again a great barrier as the student were not able to take

decision.


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PROFILE OF THE ORGANIZATION


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CHAPTER II

PROFILE OF ORGANIZATION

MISSION STATEMENT:

Our aspiration is to become a multi-billion dollar transnational company and be

counted amongst the top generic pharmaceutical companies in the world. Going

forward, we have to consistently set ourselves standards and benchmarks that will

be world-class but uniquely Lupin.

Lupin is at a very interesting point of its evolution, well on course on its intendedjourney to emerge as a global generics powerhouse - a point in time where I findnot only a new level of energy and excitement brewing within Lupin's rank andfile, but most importantly, a keen sense of pointed urgency to achieve and excel.

VISION STATEMENT :

AN INNOVATION LED TRANSNATIONAL PHARMACEUTICAL COMPANY.

CURRENT STATUS OF LUPIN LIMITED

Today Lupin is Indias 3rd largest pharmaceutical company having turnover of

approx. 5000 crores .It is having nine manufacturing plant in India and seven

outside India.it is having business in around 70 countries across the world .

In FY 2011, net sales grew by 20% to INR 57,068 million up from INR 47,736

million the previous year. EBITDA margins increased to 20% and net profits grew

at 27% to INR 8,626million compared to INR 6,816 million in FY 2010. Standing

on the shoulders of our past performance record, these results deliver some of the

best growth numbers in the industry - 27% CAGR in Gross Sales; 32% CAGR in

EBITDA and 38% CAGR in PAT, for the last 6 years


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COMPETITORS OF LUPIN PHARMA :

Some of the competitors of Lupin Pharma are as follows :

Ranbaxy

CIPLA

Dr. Reddys Lab

Pfizer

Wokhardt

Mankind

Glaxo smith Kline Becheme

ASTRO ZENEKA / CADILLA

ABBOTT

Albert David LAB


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PRODUCTS MANUFACTURED BY THE COMPANY

Anti-allergy Anti-asthma Anti-bacterial/fungal creams Anti-diabetic Anti-oxidants An xiolytic Anti-malarial Anti-TB Anti-viral Cardiovascular Cephalosporin

Gastro-intestinal Herbal Iron preparations Laxatives Multi-vitamins NSAID OA/RA Quinolones

HISTORY AND ACHIEVEMENT

Top Indian Pharma company under the Pharmaceuticals sector for the

Dun & BradstreetRolta Corporate Awards 2010

Lupin ranked amongst India's Top 3 'Best Companies to Work For' in

Healthcare and Pharma Sector

Lupin ranked 2nd amongst India's "Best Companies to Work for" in the

Biotechnology and Pharmaceutical Sector

Indian Pharmaceutical Company of the Year 2010" by Frost & Sullivan

India Excellence in Healthcare Awards 2010.


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Best Drug Development Company, Asia' by The New Economy

Pharmaceutical & Healthcare Awards 2010

International Excellence Award by Institute of Economic Studies IN 2009

IN 2008'Wal-Mart Supplier Award of Excellence' for overall commitment,

performance, on-time shipping, innovative programs and overall

partnership

IN 2007 Cardinal Health conferred two awardsthe Trade Representative

of the Year and the Quality Supplier Award to Lupin Pharmaceuticals

Inc.

Amerisource Bergen, one of the largest and leading wholesalers in the US

conferred the Best New Manufacturer of the Year, Generics Rx to Lupin

Pharmaceuticals

ABOUT THE ORGANIZATION

BIOJOBZ

Biojobz was established in the year 2007 with a focus on providing human

resource consulting & staffing solution exclusively to the Biotech &

Pharmaceutical industry Within a short time span of 3 year Biojobz has come out

as most preferred human resource staffing agency for their global clients, which

can be gauged by the repeat orders and the increase in volume of work

Biojobz is the first Headhunting and staffing agency from India to specialize in the

Biopharma and life-science industries. Within a year the company have delivered

on some of the most challenging recruitment assignments - applying a focused,

committed and creative approach designed to exceed client expectations.

Biojobz reputation is built on its recognised ability to assess objectively both

competency and cultural fits, whilst having access to high-calibre, rare talent as a

result of unrivalled global/local networks. The company invest heavily in


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equipping our staff with the specialist skills necessary to perform to the highest

standards, while developing their careers.

VISION OF THE COMPANY

To serve competencies globally while creating avenues for learning & career.

MISSION OF THE COMPANY

To be the no.1 recruiting and staffing company of biopharma in India.

Values company offer

1 Transparency:

We are very open to all our customer and stake holders i.e. Client Company,

Candidates and Employees. We share regular feedback of our candidates with

company and at the same time share company views and short comings with

candidates.

2 Speed:

Speed is an essential component of our delivery mechanism not enforced by

competition but our values and beliefs. Following 2 processes are examples to

showcase our value to ensure highest professional standards:Resume sending time of less than 2 days post requirement.

We reach every prospective and reactive candidates by e-mail, sms, and Phone.

3 Excellence:

We believe in doing best of our ability. We make sure that we have excellent

system to back-up our delivery e.g. Giving snap shot summary ensures a less time

spend on short listing candidate by company. This can also be seen from our

communications be it oral, electronicor referral.

We work with only those companies who have best HR culture and clarity in

terms of career progression for the candidates recruited through us. In short

companies and professionals who walk the talk and that makes Biojobz Indias

leading specialist and executive search catalyst for Life Science Industry.


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CONCEPTUAL BACKGROUND


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CHAPTER III.

CONCEPTUAL BACKGROUND

TheIndian pharmaceutical industry is the world's second-largest by volume andis likely to lead the manufacturing sector of India India's bio-tech industry clockeda 17 percent growth with revenues of Rs.137 billion ($3 billion) in the 2009-10financial year over the previous fiscal. Bio-pharma was the biggest contributorgenerating 60 percent of the industry's growth at Rs.8,829 crore, followed by bio-services at Rs.2,639 crore and bio-agri at Rs.1,936 crore The first pharmaceuticalcompany are Bengal Chemicals and Pharmaceutical Works, which still exists

today as one of 5 government-owned drug manufacturers, appeared in Calcutta in1930. For the next 60 years, most of the drugs in India were imported bymultinationals either in fully formulated or bulk form. The government started toencourage the growth of drug manufacturing by Indian companies in the early1960s, and with the Patents Act in 1970, enabled the industry to become what it istoday. This patent act removed composition patents from food and drugs, andthough it kept process patents, these were shortened to a period of five to sevenyears. The lack of patent protection made the Indian market undesirable to themultinational companies that had dominated the market, and while they streamedout, Indian companies started to take their places. They carved a niche in both the

Indian and world markets with their expertise in reverse-engineering newprocesses for manufacturing drugs at low costs. Although some of the largercompanies have taken baby steps towards drug innovation, the industry as a wholehas been following this business model until the present.

In 2002, over 20,000 registered drug manufacturers in India sold $9 billion worth offormulations and bulk drugs. 85% of these formulations were sold in India while over60% of the bulk drugs were exported, mostly to the United States and Russia. Most of theplayers in the market are small-to-medium enterprises; 250 of the largest companiescontrol 70% of the Indian market. Thanks to the 1970 Patent Act, multinationals

represent only 35% ofthe market, down from 70% thirty years ago.

Most pharma companies operating in India, even the multinationals, employIndians almost exclusively from the lowest ranks to high level management.Mirroring the social structure, firms are very hierarchical. Homegrownpharmaceuticals, like many other businesses in India, are often a mix of public andprivate enterprise. Although many of these companies are publicly owned,
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leadership passes from father to son and the founding family holds a majorityshare.

In terms of the global market, India currently holds a modest 1-2% share, but ithas been growing at approximately 10% per year. India gained its foothold on the

global scene with its innovatively engineered generic drugs and activepharmaceutical ingredients (API), and it is now seeking to become a major playerin outsourced clinical research as well as contract manufacturing and research.There are 74 U.S. FDA-approved manufacturing facilities in India, more than inany other country except US.

MAJOR COMPANIES IN THE PHARMACEUTICAL INDUSTRY

Rank Company CountryTotal

Revenues(USDmillions)

Net income/

(loss)(USD millions)

Employees

1 Johnson & Johnson UnitedStates

63,747.0 12,949.0 118,700

2 PfizerUnitedStates

48,296.0 8,104.0 81,800

3 GlaxoSmithKline UnitedKingdom

44,654.0 8,438.6 99,003

4 Roche Switzerland 44,267.5 8,288.1 80,080

5 Sanofi-Aventis France 42,179.0 5,636.7 98,213

6 Novartis Switzerland 41,459.0 8,195.0 96,717

7 AstraZeneca UnitedKingdom

31,601.0 6,101.0 65,000

8 Abbott Laboratories UnitedStates

29,527.6 4,880.7 68,838

9 MerckUnitedStates

23,850.3 7,808.4 55,200

10 WyethUnitedStates

22,833.9 4,417.8 47,426

11Bristol-MyersSquibb

UnitedStates

21,366.0 5,247.0 35,000

12 Eli Lilly UnitedStates

20,378.0 2,071.9 40,500
http://en.wikipedia.org/wiki/United_States_dollarhttp://en.wikipedia.org/wiki/United_States_dollarhttp://en.wikipedia.org/wiki/United_States_dollarhttp://en.wikipedia.org/wiki/Johnson_%26_Johnsonhttp://en.wikipedia.org/wiki/Johnson_%26_Johnsonhttp://en.wikipedia.org/wiki/Pfizerhttp://en.wikipedia.org/wiki/Pfizerhttp://en.wikipedia.org/wiki/GlaxoSmithKlinehttp://en.wikipedia.org/wiki/GlaxoSmithKlinehttp://en.wikipedia.org/wiki/Hoffmann%E2%80%93La_Rochehttp://en.wikipedia.org/wiki/Hoffmann%E2%80%93La_Rochehttp://en.wikipedia.org/wiki/Sanofi-Aventishttp://en.wikipedia.org/wiki/Sanofi-Aventishttp://en.wikipedia.org/wiki/Novartishttp://en.wikipedia.org/wiki/Novartishttp://en.wikipedia.org/wiki/AstraZenecahttp://en.wikipedia.org/wiki/AstraZenecahttp://en.wikipedia.org/wiki/Abbott_Laboratorieshttp://en.wikipedia.org/wiki/Abbott_Laboratorieshttp://en.wikipedia.org/wiki/Merck_%26_Co.http://en.wikipedia.org/wiki/Merck_%26_Co.http://en.wikipedia.org/wiki/Wyethhttp://en.wikipedia.org/wiki/Wyethhttp://en.wikipedia.org/wiki/Bristol-Myers_Squibbhttp://en.wikipedia.org/wiki/Bristol-Myers_Squibbhttp://en.wikipedia.org/wiki/Bristol-Myers_Squibbhttp://en.wikipedia.org/wiki/Eli_Lilly_and_Companyhttp://en.wikipedia.org/wiki/Eli_Lilly_and_Companyhttp://en.wikipedia.org/wiki/Eli_Lilly_and_Companyhttp://en.wikipedia.org/wiki/Bristol-Myers_Squibbhttp://en.wikipedia.org/wiki/Bristol-Myers_Squibbhttp://en.wikipedia.org/wiki/Wyethhttp://en.wikipedia.org/wiki/Merck_%26_Co.http://en.wikipedia.org/wiki/Abbott_Laboratorieshttp://en.wikipedia.org/wiki/AstraZenecahttp://en.wikipedia.org/wiki/Novartishttp://en.wikipedia.org/wiki/Sanofi-Aventishttp://en.wikipedia.org/wiki/Hoffmann%E2%80%93La_Rochehttp://en.wikipedia.org/wiki/GlaxoSmithKlinehttp://en.wikipedia.org/wiki/Pfizerhttp://en.wikipedia.org/wiki/Johnson_%26_Johnsonhttp://en.wikipedia.org/wiki/United_States_dollarhttp://en.wikipedia.org/wiki/United_States_dollar


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RECRUITMENT

Recruitment refers to the process of attracting, screening, and selecting qualifiedpeople for a job. For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of theprocess to recruitment agencies.

The recruitment industry has four main types of agencies: employment agencies,recruitment websites and job search engines, "headhunters" for executive andprofessional recruitment, and niche agencies which specialize in a particular areaof staffing. Some organizations use employer branding strategy and in-houserecruitment instead of agencies. Recruitment-related functions are generallycarried out by an organization's human resources staff.

The stages in recruitment include sourcing candidates by advertising or other

methods, screening potential candidates using tests and/or interviews, selecting

candidates based on the results of the tests and/or interviews, and on-boarding to

ensure the candidate is able to fulfill their new role effectively

SOURCES OF RECRUITMENT

Sources of recruitment in clued mainly two types

1. External sources

2. Internal sources

EXTERNAL SOURCES:

Sources of recruitment from outside the company are called external sources. It is

of following types

1. Press and Advertisements of the vacancy in newspapers and journals area widely used source of recruitment. The main advantage it has that it haswide reach.
http://en.wikipedia.org/wiki/Employmenthttp://en.wikipedia.org/wiki/Recruiterhttp://en.wikipedia.org/wiki/Employment_agencyhttp://en.wikipedia.org/wiki/Employment_agencyhttp://en.wikipedia.org/wiki/Executive_searchhttp://en.wikipedia.org/wiki/Employer_brandinghttp://en.wikipedia.org/wiki/Human_resourceshttp://en.wikipedia.org/wiki/Advertisinghttp://en.wikipedia.org/wiki/Advertisinghttp://en.wikipedia.org/wiki/Human_resourceshttp://en.wikipedia.org/wiki/Employer_brandinghttp://en.wikipedia.org/wiki/Executive_searchhttp://en.wikipedia.org/wiki/Employment_agencyhttp://en.wikipedia.org/wiki/Employment_agencyhttp://en.wikipedia.org/wiki/Recruiterhttp://en.wikipedia.org/wiki/Employment


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2. Educational Institutes: Various management institutes, engineeringcolleges, medical Colleges etc. are a good source of recruiting well qualifiedexecutives, engineers, medical staff etc. They provide facilities for campusinterviews and placements. This source is known as Campus Recruitment.

3. Placement Agencies: Several private consultancy firms performrecruitment functions on behalf of client companies by charging a fee. Theseagencies are particularly suitable for recruitment of executives and specialists. Itis also known as RPO (Recruitment Process Outsourcing)

4. Employment Exchanges: Government establishes public employmentexchanges throughout the country. These exchanges provide jobinformation to job seekers and help employers in identifying suitablecandidates.

5. Labor Contractors: Manual workers can be recruited throughcontractors who maintain close contacts with the sources of such workers.This source is used to recruit labor for construction jobs.

6. Unsolicited Applicants: Many job seekers visit the office of well-knowncompanies on their own. Such callers are considered nuisance to the dailywork routine of the enterprise. But can help in creating the talent pool orthe database of the probable candidates for the organization.

7. Employee Referrals / Recommendations: Many organizations havestructured system where the current employees of the organization can refer

their friends and relatives for some position in their organization. Also, theoffice bearers of trade unions are often aware of the suitability ofcandidates. Management can inquire these leaders for suitable jobs. In someorganizations these are formal agreements to give priority in recruitment tothe candidates recommended by the trade union.

INTERNAL SOURCES :

The source of recruitment inside the company is called internal sources.

1. Transfers: The employees are transferred from one department toanother according to their efficiency and experience.

2. Promotions :The employees are promoted from one department toanother with more benefits and greater responsibility based on efficiencyand experience3. Upgrading And Demotion of present employees according to their


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performance.

4. Retired and Retrenched Employees may also be recruited once againin case of shortage of qualified personnel or increase in load of work.

Recruitment such people save time and costs of the organizations as thepeople are already aware of the organizational culture and the policies andprocedures.

5. The dependents and relatives of Deceased Employees And DisabledEmployees are also done by many companies so that the members of thefamily do not become dependent on the mercy of others.

RECRUITMENT PROCEDURE

1 Head Hunting

Head hunter is a choice for all its clients. It has closed over 20 positions through

head hunting at Sr. Management level over last 6 months. This includes

scientifically intensive position like director API R&D, Director Formulation

R&D, Director Biological Regulatory Affairs & Director Process Engineering to

functional intensive positions like Divisional controller Finance, Head Human

Resource, Director Medical Affairs & Head Clinical Data Management. These are

the result of extensive scientific know how & deep functional understanding

across the bands.

2. Recruitment & Staffing

Companies successfully recruits many candidates which includes

Diverse scientific expertise like group leader (Analytical chemistry) Group

Leader (Molecular Biology), Sr. Scientific Manager(Oncology),Sr.Medical

Advisor


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Functional and General management intensive positions like Sr. Manager (Eng.),

Finance Controller, Manager(SCM)& Executive positions for secretarial Human

resource &Warehouses administration companies have successfully recruited a

entire Clinical Data Management team as a turnkey assignment for world leadingEuropean MNC to help its shift of operations from Singapore to India.

3Customized Salary Surveys

Companies conducts small surveys to help their clients to do compensation bench

marking & understand salaries paid for functional scientific expertise.

Recently we conducted survey of top 3 clinical research organizations to

understand salary band for levels like CRA, Associate Manager, Project Manager,Clinical Operation Manager, and Director Clinical Research etc. This survey

enables our clients to be confident that they have competitive pay packages in

place to attract the right professionals, while helping them to achieve employee

cost optimization.

In our project we have done MASS RECRUITMENT. For LUPIN

PHARMACEUTICALS.

Lupin pharmaceuticals needed candidates for its two manufacturing plants .i.e.

Goa and Tarapur.

Requirement in Goa manufacturing plant was around 150 whereas in Tarapur

manufacturing plant it was 20. So for Goa manufacturing plant we conducted the

drive in three different district such as Belgaum, Karwar and Sholapur and

Kolhapur drive was conducted for the tarapur manufacturing plant.

So as per mass recruitment it is specialist recruitment experts work for abroad nationwide base of clients who regularly return to us for our help withthe recruitment of the right assistant project managers for their project


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management teams. We source permanent assistant project managers, as well ascontract staff for both short and long-term roles.

Typical key responsibilities for the assistant project managers we supply haveincluded: producing regular project management reports taking detailed briefs

from clients and end users and preparing outline project budgets for clientapproval. As you are the prospective employer and our client, at MassRecruitment we always put your specific requirements first.

So for the purpose of mass recruitment we visited different talukas and villages of

the mentioned cities and contacted different students and explain them about our

program .after all this process we did venue finalisation the place where the

entrance test and interview that had to be conducted .on the decided date and

place the student were called and the test was conducted .

EXPERIENCE DURING THE PROJECT

The name of our drive was EARN AND LEARN IN LUPIN PHARMA. This

drive was for Goa manufacturing plant of lupin and also for the Tarapur plant of

the lupin. Earlier it was only for Goa manufacturing plant but on see the

requirement in Tarapur plant it was also included in the programme Our drive

started on 7th of May 2011.We headed to Karnataka on 7th night and boarded at

Belgaum on 8th may. Two of the four of us went to Karwar for conducting drive

and two of us remain in Belgaum after finding a suitable accommodation we

started our job of going to different schools and colleges of Belgaum .We first

went to education office from where we got the list of schools and colleges having

12th science .

On the first day we went to the top college of Belgaum i.e. Jyoti college where we

met the principal and staff of the college including the lecturer of science dept .the

liked the program which we offered them but there were no student to whom we

could approach .so we collected data from the college and decided to personally

call the students and explain them the program .after that we visited other colleges

like Rls, Sheikh Group Of Institution, Maratha Mandal Jr College etc. We also

went to different cyber caf where student came to take results


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After going to different colleges of Belguam .I moved towards the Talukas of

Belgaum

And went to first Taluka Chikudi it was around 40 kms away from Belgaum there

I visited three colleges KLE college RD college and Magudam college ,from all

these colleges I got the mixed response KLE COLLEGEdidnt share the data in

RD college staff were not available and in Magudam they were not having the

contact number of the students. I got few contact numbers from the two colleges

.meanwhile we had started getting data from the city colleges like RLS, Gogte

college and Uslamia college .

Then after that I went to second Taluka Khanapurwhich was around 25 kms from

Belgaum, where there were only two colleges KLE and Maratha Mandal jr.

College. K.L.E. didnt had any staff and principal available so no availability of

data was there .in Maratha Mandal, I got the data of 20 odd students to which Icontacted and explained the program.

After that I went to other Taluka called Gokak it was around 50km away from

Belgaum it was more in deep Karnataka side where the people spoke only Kannad

there I find three college to be suitable i.e. JSS COLLEGE, LET COLLEGEand

GOVT COLLEGE ,where I could get data from LET College of around 100

students .

Meanwhile we had a lot of data and started calling the students personally, there

we came across a lot of problem such as language problem less interest of student

in the program, students were confused where to go, as the result was not

satisfactory only 40% student managed to pass the 12th exam it was difficult for us

to communicate to more and more students. So we started sending them detail in

post, so that more and more students get to know about our program .after calling

to the data, I realised still we had less required data. So I again started to visit

another Talukas.

So then I went yet another Taluka calledHukkeri it was around 40 km away from

the Belgaum and was a small Taluka were there were only three colleges SVCOLLEGE, GOVT COLLEGEetc. Where only from Government college I got the

appropriate data. Next day I went to small Taluka called SANKESHWAR where

there was a college called S.K.V.S college from where i got the data of around 105

students now we had sufficient data and less time to contact to all we than started


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calling and reminding students about the Entrance test, Entrance date and Venue

.We approached new students and calling already coming students. After doing all

the hard work and running, then came the day of the entrance test of Belgaum .But

yet there was another external factor that was weather it rained heavily the last

night and in the morning that result in the less footfall then that expected we againgot back to calling there we got another shock the students who were confirmed

the last night for attending the interview they back out and left us with less choice

.One after the other students started back out .And we were left out with nothing

.Belgaum drive didnt got that success which we anticipated when we started the

drive, .out 100 student expected only 30 turnout and only 19 got the offer letter.

The Belgaum drive failed in all prospects neither there were student nor there were

much offer to be given target remained un achieved. All what we expected at that

day nothing happened everything remained out of favour for us.

GREATEST LEARNING WE GOT FROM THIS DRIVE WAS THAT DONT

GO ON ASSUMPTION ONLY RELY ON THE INFORMATION WHICH IS

CORRECT. AND ALSO WE LEARNED TO CHANGE THE APPROACH AND

STRATEGY IN THE NEXT DRIVE TO STOP THE REOCCURANCE OF

THE DEBACLE AGAIN.

Belgaum drive ended with lot to think while going to another drive that was

Kolhapuras we just tasted the failure it was important for us to go back to basicsand restart again with fresh new place and state .problem we faced in Belgaum

were still in our mind and it was just the time not to repeat the mistake we did

earlier. What happened in last drive were still in our memories and would help us

to take the next step cautiously.

Kolhapurwas bigger district then Belgaum both area wise and economically so

main target was to approach to as many student as we could. We started our drive

with employment exchange we went there talk to the concerned person explain

the program to him also asked for the help he can offer to us, he liked the

programme also promised to support us .and also helped us in giving the

advertisement in newspaper.

From there we went in search of college having science with the information we

got from the sources . We started our journey from the colleges likeMain Rajaram


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, Vidyapeeth ,Maharashtra high school , New college , Gokhle college,

Vivekanand and Mahaveer College . We got a relevant data from few of them

.After having some data and a good response from advertisement now it was tome

to visit different talukas of Kolhapur.

I started my journey with place called Hathkanangal which was a taluka 25 kms

from the Kolhapur .InHathkanagal, I went to a city called Ichalkururnji there I

found the colleges which were required in the project. After visiting different

colleges and also having a good responses from the Principal of the college there

arose an opportunity for me to get the student and I decided to visit the place again

and try to take out maximum out of it .

Result of the S.S.C board were out and the result were satisfactory and on 6th June

and the mark sheets were out in different a school and colleges so students come

to collect their result in the respective school colleges, so it was good opportunityfor us to interact with the student face to face and thats what I did , I interacted

with many students explain them the programme and discuss with them and if

interested I would fill their details in form. This was an application form which

included details of the students and also the detail about their parents which was

important for us. Our programme was for the students who had capability but they

were not able to study as they had no money so those students are the target people

of our company, and those candidates we were getting in the programme. So in

search of the student i went to different Talukas ofKolhapursuch asIchalkurunji ,

Jaisinghpur, Gadhingluj,Shirol Kagal,Nippani and Panhala and their respectivedifferent villages . I use to talk to students take their details and went to colleges

collect the data of the students, personally talk to students explain them the

programme and try to convince him to be part of t programme. I also use to

interact students who use to come to employment exchange and clear their doubts

which they had for the project so day by day we use to approach to more and more

students and visiting different place so that more and more people became the part

of our programme and get the benefit out of it. So we all started collecting the data

of the students and calling them giving information about exam, venue, date and

procedure. So we had a data of 2000- 3000 student data out of which only 500-

600 was the valid data.

The biggest advantage for us in Kolhapur was that unlike Belgaum we were

getting a good response from the school and colleges and the language barrier


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which was incorrigible problem in Belgaum was not an issue here. So we were

able to make a good platform here and also the people understood what we were

trying to deliver. We were getting the response from other districts also so our

database started growing .So what mistake we had done in earlier drive we were

trying to avoid in this drive as we were going more towards the public which wewere not able to do so in Belgaum.

With this drive we also entered in the other parts of programme which we were

not in Belgaum that is venue selection, preparing master excel, preparing different

list of students their roll number. We went to different colleges asked them to give

their building for one day to conduct a programme earlier three was no good

response but finally we were able to convince two or three colleges for our drive .

And we choose one of them which were the most suitable venue for that day to

conduct the drive.

So 25th June was the biggest day for all of us as it was also the deciding day for us

and the end of the drive. As expected we got a great crowd of students at the

venue. Approx 150 students come to appear in the entrance test and as the

requirement of the candidate was less in the company it was quite difficult for us

to manage the crowd but we were able to do it .as the requirement was less

screening was very high and many students went back disappointed that was a

biggest disheartening aspect of the drive to see students going back empty handed.

That day we were able to manage everything right from the beginning wedistributed work and every person did his work well. And there was no empty

space for anybody. Whole day we were busy and above all weather was also fine

as compared to last drive where we face nightmare of bad weather.

So on that day we gave 20 offer letters for Tarapur plantand 15 students were

selected for the Goa plant. So our drive finished on high. And most importantly

we were able to get the students and also could stand up to the expectation of the

company and also we were able earn some name and self-respect for our self.

The learning I got from this drive was that every activity performed is anexperience and every commitment given is the commitment for the life .sincere

efforts doesnt go in vain, different approach and strategies at different time and

place has the different value altogether. Planning is essential in doing each and

every work with systematic approach.


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8) OVERVIEW OF ALL MY RECRUITMENT DRIVES:

Serialno.

Date ofexam

State District Totalcandidates

Candidatesreported

Candidates selected

1. 21/5/2011 Karnataka Karwar 60 44 332. 28/5/2011 Karnataka Belgaum 100 31 19

3. 25/6/2011 Maharashtra Kolhapur 230 151 12

So the selection ratios in the districts were as follows

Karwar = 75%

Belgaum = 62%

Kolhapur = 8%

Conclusions from the above displayed table:1. Percentage of candidates reported from the total candidates in different

drives us:

Karwar = 75%

Belgaum = 31%

Kolhapur = 65.36%

Hence the highest number if the reliable candidates who actually reported on the

date of interview are of the district Karwar in Karnataka whereas the leastreliable candidates who actually reported on the date of interview out of the totalcandidates is of district Belgaum in Karnataka.

2. Maximum number of candidates got selected from the district and the least

number of got candidates got selected from the city of Kolhapur.

3. In number maximum students reported from the city of Kolhapur but the

fact was that the least number of candidates got selected from this city.

Hence these are the major conclusions that can be withdrawn from the abovedisplayed table.


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RESEARCH DESIGN & METHODOLOGY


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CHAPTER IV.

RESEARCH METHODOLOGY

STATISTICAL ANALYSIS:

I will divide my statistical analysis into the three parts:

1) PROBLEM: My problem in this case is to test whether the desire of the

people to do the job in the areas (i.e. Belgaum and the Kolhapur),

where I conducted my recruitment drives, is same or not.2) APPROACH TO SOLVE THIS PROBLEM: as a part of my approach to

solve this problem I will use The Independent sample proportionate test.

Because in this in order to test my problem I will use the sample collected

from the completely independent populations. As in the first case the

population is from the city of Belgaum and in the other case the

population was from the city of Kolhapur.

Out of the total students that were called only those people have a desire todo the job, who actually reports for an examination.

3) FACTS FOR SOLVING THIS PROBLEM: the facts about the two

cities for solving this problem is being explained as follows:

BELGAUM: In this city were having the total data of approximately

1000 students. Out of the total data about 200 -250 people do not

understand the Hindi properly and hence we cannot understand that

whether the people have the desire for the job or not. Out of the

remaining 700 data only 90 were people were interested in joining

the Lupin Pharmaceuticals.

KOLHAPUR: in this city we were having the total of approximately3250 students and out of those 250 students cannot understand

Hindi. Out of the balance 3000 students nearly 170 students were

really ready to join Lupin Pharmaceuticals.


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4) FRAMING OF THE REAL PROBLEM:

In Belgaum out of the700 people available 31 people want to go for ourprogram. Where as in case of Kolhapur out of the total 3000 people nearly170 people were really ready to do the job in our company, so I just want toanalysis that whether the people in both the cities have the equal desire for

joining Lupin Pharmaceuticals or not. In this case the level of significancethat I am assuming is 5 percent.

5) SOLUTION FOR THE PROBLEM:

As in this case samples are being taken from the completely two differentpopulations hence to find out that whether the desire to do the jobs in thecompletely two cities that is Belgaumand the Kolhapur we will use an INDEPENDENT SAMPLE PROROTIONTEST.

In this case the hypothesis that I am framing is that the desire of the peopleto do the job in Lupin Pharmaceuticals is same in case of both the cities thatare the Belgaum and Kolhapur are same. The alternate hypothesis that I amassuming while working on this problem is that the desire of the people todo the job in Lupin Pharmaceuticals is not same. In case of Belgaum I havethe total number of 700 people out which only 31 people for theexamination organized by my companyOut of the total number of 3000 people in Kolhapur only170 people camefor giving the examination of my company.Hence I am testing this hypothesis by using an Independent sampleProportion test which is being explained in detail as follows:

Ho: People in Belgaum and Kolhapur have an equal desire of doing the jobin Lupin Pharmaceuticals.

H1: People in Belgaum and Kolhapur do not have an equal desire of doingthe job in Lupin Pharmaceuticals.So on performing the two population proportion test.


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State the Hypotheses

Every hypothesis test requires the analyst to state a null hypothesis and an

alternative hypothesis. The table below shows three sets of hypotheses. Each

makes a statement about the difference dbetween two population proportions, P1

and P2. (In the table, the symbol means " not equal to ".)

The first set of hypotheses is an example of a two-tailed test, since an extreme

value on either side of the sampling distribution would cause a researcher to reject

the null hypothesis. The other two sets of hypotheses are one-tailed tests, since anextreme value on only one side of the sampling distribution would cause a

researcher to reject the null hypothesis.

When the null hypothesis states that there is no difference between the two

population proportions (i.e., d = 0), the null and alternative hypothesis for a two-

tailed test are often stated in the following form.

H0: P1 = P2

H1: P1 P2

Analyze Sample DataUsing sample data, complete the following computations to find the test statistic

and its associated P-Value.

Pooled sample proportion. Since the null hypothesis states that P1=P2, we

use a pooled sample proportion (p) to compute the standard error of the

sampling distribution.

p = (p1 * n1 + p2 * n2) / (n1 + n2)
http://stattrek.com/Help/Glossary.aspx?Target=Null%20hypothesishttp://stattrek.com/Help/Glossary.aspx?Target=Alternative%20hypothesishttp://stattrek.com/Help/Glossary.aspx?Target=Two_tailed_testhttp://stattrek.com/Help/Glossary.aspx?Target=Sampling_distributionhttp://stattrek.com/Help/Glossary.aspx?Target=One_tailed_testhttp://stattrek.com/Help/Glossary.aspx?Target=standard%20errorhttp://stattrek.com/Help/Glossary.aspx?Target=standard%20errorhttp://stattrek.com/Help/Glossary.aspx?Target=standard%20errorhttp://stattrek.com/Help/Glossary.aspx?Target=One_tailed_testhttp://stattrek.com/Help/Glossary.aspx?Target=Sampling_distributionhttp://stattrek.com/Help/Glossary.aspx?Target=Two_tailed_testhttp://stattrek.com/Help/Glossary.aspx?Target=Alternative%20hypothesishttp://stattrek.com/Help/Glossary.aspx?Target=Null%20hypothesis


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Where p1 is the sample proportion from population 1, p2 is the sample

proportion from population 2, n1 is the size of sample 1, and n2 is the size of

sample 2.

Standard error. Compute the standard error (SE) of the samplingdistribution difference between two proportions.

SE = sqrt{ p * ( 1 - p ) * [ (1/n1) + (1/n2) ] }

Where p is the pooled sample proportion, n1 is the size of sample 1, and n2

is the size of sample 2.

Test statistic. The test statistic is a z-score (z) defined by the following

equation.

z = (p1 - p2) / SE

Where p1 is the proportion from sample 1, p2 is the proportion from sample

2, and SE is the standard error of the sampling distribution.

P-value. The P-value is the probability of observing a sample statistic as

extreme as the test statistic. Since the test statistic is a z-score, use the

Normal Distribution Calculator to assess the probability associated with the

z-score.

After applying the above test that I got the Z value that is .0093 which is

less than my critical value that is 1.96 in this case.

10) INTERPRETATION:

As in this the z value that is.0093 is less than the critical value that is 1.96.

Therefore the null hypothesis that is desire of the people of Belgaum is equal to

the desire of the people of Kolhapur to do a job in Lupin Pharmaceuticals hascome out to be true.

On the other hand side if the z value would have been more than the critical value

than in that I would have come to the conclusion that the desire of the people is
http://stattrek.com/Tables/Normal.aspxhttp://stattrek.com/Tables/Normal.aspx


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not equal to the desire of the people of Kolhapur to do the in Lupin

Pharmaceuticals.

11). RESULT OF DRIVES:

Out of the four recruitment drives, in two drives we are able to meet the

recruitment targets. These two drives were the Karwar and the Kolhapur drives.

On the other hand we were not able meet the recruitment drive conducted in

Belgaum and hence my recruitment drive in Belgaum got failed.


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DATA INTREPRETATION AND ANALYSIS


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Chapter v

DATA INTREPRETATION AND ANALYSIS

Data interpretation can be done on the basis of the following tables

Table .1

Sr.No.

Drive NameDate of

InterviewDirect Application

Telephonic CallingConfirmed

Total Turnout

1 Solapur Drive 3/6/2011 220 20 240

2 Karwar Drive 5/21/2011 9 51 44

3Belgaum

Drive5/28/2011 4 96 31

4 Solapur Drive 6/18/2011 200 50 230

5Kolhapur

Drive6/25/2011 200 30 151

Graph .1

From the above figure it can be stated that in Solapur and Kolhapurdirect

application was more effective as compared to telephonic calling .


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From the above figure it can be stated that in Belguam and Karwar

telephonic calling was the approach and was more effective than direct

application.

Also it can be stated that in both Solapur and Kolhapur when direct

application were given the student turnout was also more as compared to

that inBelgaum and Karwar.

Table .2

Drive NameDirect

ApplicationTotal Turnout

Turnout/ApplicationRatio(%)

Solapur Drive 220 240 109Karwar Drive 9 44 489

Belgaum Drive 4 31 775

Solapur Drive 200 230 115

KolhapurDrive

200 151 76

Graph .2


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So according to this figure Solapur and Kolhapur drive have less

application/ turnout ratio states the effectiveness of the application

According to this figure it can be stated that the application turnout ratio is

more inBelgaum and Karwarcan be concluded that the footfall was less as

compared to Kolhapur and Solapur.

More the ratios less is the availability of the students.

Table.3

Drive NameTelephonic

CallingConfirmed

Total TurnoutTotal Candidates

Joined

TurnoutRatio/Telephonicconfirmation(%)

Solapur Drive 20 240 70 1200

Karwar Drive 51 44 22 86

Belgaum Drive 96 31 10 32


KolhapurDrive

30 151 503

Graph 3


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From the figure it is concluded that more the ratio less the impact of

telephonic calling.

Solapur and Kolhapur drive has high ratio this mean less response from

telephonic calling.

In Belgaum and Karwarless ratio implies more impact of telephonic

calling as compared to direct application.

Table.4

Drive Name Total TurnoutTotal No. of

Candidates OfferedOffered/Turnout

Ratio(%)


Karwar Drive 44 33 75

Belgaum Drive 31 19 61


KolhapurDrive

151 12 8

Graph 4


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Ratio of offered to turnout is more in Karwar due to more offered being

given and the turnout was less.

And in both Solapurdrives the turnout was very much so offered had to be

less as offers cant be increased with the turnout so the ratios is less.

In Kolhapur turnout was very high and the requirement was very less so

less offer were out as a result ratio is least in it.

In Belgaum turnout and offer both were less so ratio is high.

Table.5

Total No. ofCandidates Offered

Total CandidatesJoined

Offered/TurnoutRatio(%)

Offer/JoiningRatio(%)

103 70 43 68

33 22 75 67

19 10 61 53

115 50

12 8


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Graph.5

Table.6

Total No. ofCandidates Offered

Total CandidatesJoined

TargetedPlant

Conclusion

103 70 Tarapur PlantSuccessful & Target

Achieved

33 22 Goa PlantSuccessful & Target

Achieved

19 10 Goa PlantFailure & Target not

Achieved

115 Goa PlantSuccessful & Target

Achieved

12 Tarapur Plant Successful & TargetAchieved


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FINDING SUGGESTION AND CONCLUSION


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Chapter VI

FINDINGS AND CONCLUSION FROM THE ABOVE DATA

INTREPRETATION

Offered to Joining ratios is between 65-70%.

Turnout ratios have improved in Maharashtra as there were approx 10% referralCandidates.

Kolhapur had lowest offer ratio to turnout at 8%.

Karwar had highest offer/turnout ratio as the candidates were 100 km from GoaAnd the English skills were exceptional.

For Tarapur Plant the Target of 70 achieved and 12 candidates offered in Kolhapur

16 on holding in case there is a drop out , So the expected target achieved 100%.

For Goa Plant target was 110 which include Karnataka 40, Maharashtra 50 and Goa20 was achieved .

Maharashtra expected joining at 70% is 80 , Goa Target dropped after consultationWith Goa HR as there was no response from locals.

From the above figure it can be concluded that Solapur,Kolhapurand Karwarweresuccess because in that target was achieved but in Belgaum it didnt had a good turnout so

less offers were given by the company.

RECOMMENDATIONS :

Company should choose different plan of action for Goa manufacturing

plant what company can do is if they want the candidates from

Karnataka and other southern areas they should choose

representatives from that side only .i.e. if they have to choose candidate

for Belgaum try to give responsibility of the drive person who is

familiar with the place and language so that he will able to

communicate in much better way.

This will solve the language problem which was a great barrier in

Belgaum an Karwar.


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Also company should try to explore new places to conduct drive like

suppose the drive was unsuccessful in Belgaum so now they should try

in other districts like Hubley can also look for more districts in

Maharashtra only, as the Kolhapurand solapurdrive were successful

Company is doing C.S.R but not showing it i.e. they are not writing it in

promotional advertisement this will directly give their target segment

and if person doesnt suit will not apply.

Time to launch the programme was not proper and company should

promote the programme 2-3 month before .i.e. in the month of March

or April when students are still there in the school.


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BIBLIOGRAPHY


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CHAPTER VII

BIBLIOGRAPHY

1) Pharmaceuticals.aspx.

2) Wikipedia3) Actual experience of the project.

4) J K sharma , Hand Book of Statistics

5) www.lupinworld.com

6) www.pharmaworld.com

7) www.hrfield.com

8) www.citehr.com
http://www.lupinworld/http://www.lupinworld/http://www.pharmaworld.com/http://www.pharmaworld.com/http://www.hrfield.com/http://www.hrfield.com/http://www.citehr.com/http://www.citehr.com/http://www.citehr.com/http://www.hrfield.com/http://www.pharmaworld.com/http://www.lupinworld/


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MY PROJECT WORK

TITLE OF MY PROJECT.

STUDENTS WRITING EXAM DURING RECRUITMENT

PROCESS.


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REGISTRATION OF STUDENTS COMING FOR

INTERVIEW.

STUDENTS GIVING THE INTERVIEW.


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STUDENTS WAITING TO GET THEIR OFFER LETTERS.

BRIEFING ABOUT THE COMPANY GIVEN TO THE

STUDENTS.


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ANNEXURE


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FINAL CHECKLIST


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FINAL CHEKCLIST

1. LEGAL COMPLIANCES OF THE ACTS:

A.FACTORIES ACT 1948:

The factories ac provides for the health, safety and the other aspectsof the workers in the factories. After the amendment of the act in theyear 1976, there has been a substantial modernization an innovation inthe industrial field. Several chemical factories have come up with thenew ways to deal with the hazardous and the toxic substances. This hasbrought in its train problems of industrial safety and computationalhealth efforts.General duties of manufacturers as regards the articles and substancesfor use in the factories:1. The article to be used in should the factory should be so designed

that it should be used in the factory without causing any kind todamage or the health problem to the workers.2. The various uses of the articles should be made properly aware to

the workers. The people used all are trained in using the differentarticles that are being introduced in the company.

3. When someone wants to introduce the new article in the factoryproper research should be conducted upon it to ensure that the articledoes not cause any damage to the health of the workers.

4. Any kind of duty imposed on the person shall be binding on theperson only up to the time that the worker is working in the factory.

INSPECTORThe various officers such as the chief inspector, additional chief

inspector, and joint inspector are being appointed by the state govt.

to look into the various acts of the companies and take into account

the violation of the rules by the companies.

Powers of the inspector:

1. The person can enter into the factory at any time when he thinks fit

and without any ones permission.

2. He can also do the thorough examination plants, premises and

buildings.

3. He can also inquire into any accident that has taken place in the

company.


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4. He can also seize of any documents or the books of the company which

he thinks to be beneficial for the company.

5. He can also take the necessary photographs in the factory which thinks

is necessary as a part of his examination.

6. If the inspector is able to find any article in the factory which he thinksto be harmful to the people in some sense, he can order that article to be

dismantled.

SURGEONS

The special surgeons are also being appointed by the state govt. for

the companies. The surgeons are specially appointed to look after the

health of the people working in the companies. While the important

point that I want to mention in this concept is that no person whether itis a surgeon is allowed to work as the surgeon for the workers in the

company. The various duties for the people working as a surgeon in the

company are explained as follows:

1. The examination and the correction of the young persons under this act.

2. The detailed examination of the worker involved in the hazardous

places in the factories.

3. He is also required to sort out:

That whether any illness to the workers has been caused due to thedefault in the processes of the factories or it is due to any otherreason.He is also required to see that whether the illness has been caused due

to the introduction of the new product or due to t) he changes in the

manufacturing processes of the company.

Hence these are some of the important responsibilities of the

factory inspector.


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CLEANLINESS:

1) Floor of all the workrooms should be cleaned once in week using

any kind of disinfectants.

2) In case the floor becomes wet necessary steps should be taken by the

company to organize the necessary drainage systems.

3) All the ceilings and the buildings of the company should be properly

painted to avoid any problems.

DISPOSAL OF WASTES AND AFFLUENTSThe wastes and the affluent should be disposed in such a

manner that it should not do any harm to the society.

VENTILATION AND TEMPERATURE:It should be taken into account that the proper air filtering and thetemperature of the factory should be such it should not exceed thedesired level.

WASHING FACILITIES:Washing facilities should be taken into account so that the sufficientwater could be available to each and every person in the factory.

FIRST AID:First aid appliances should be properly put in the company for the

proper health safety of the people in the company.

SHELTERS AND REST ROOMS:Shelters and the rest rooms should also be properly organized in the

factories so that workers are able to take the rest and save them from

the heat when it is required.

CRETCHES:

Proper crutches should also be organized for the women in casewhere the numbers of women working in the companies are thirty in

number. Crches are the facilities provided for the children of the

women working in the companies.


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B. CONTRACT LABOR (REGULATION AND ABOLITION) ACT,1970.

Contract labor: contract labor is the labor supplied by the contractors

for the factories. There are a lot of regulations for the contractors. The

most important point that I want to state in this case is that the owner of

the contract labor should have a license from the government.

The various facilities such as the:

First aid rooms Canteen facilities Rest rooms

If any of the above provisions are not being properly complied withthen the strict actions can be taken against these people by thegovernment.

If any of the facilities for the welfare of the workers are not beenorganized by the contractor then such facilities are required to be

organized by the principal employer for the welfare of the contract labor

and later on that money can be recovered from the contractor.

C.PAYMENT OF WAGES:Another important point that I want to explain in this case is that if

the contractor is no ready to pay the wages to the contract labor then atthat point it is the responsibility of the principal employer to pay themoney to the labor. Later on the principal employer can recover the

required amount from the contractor.

INSPECTION: Special people have also been employed by the

central government who have the power to inspect the factories at

any moments of time and can find that if the people are being

properly treated in the factory or not and it is also seen that whether

the names of the people have been properly recorded in the registers

of the company or not.

For this once or twice the warnings are given by the factory

inspectors and then the serious actions are taken against the

management for the misappropriations


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D. EMPLOYEES STATE INSURANCE ACT (E.S.I.) 1948:

An act to provide certain provisions to the employees in terms of

sickness, maternity, employment injury and to make provision for

certain other matters in relation the employees have been stated as

follows:Medical benefits:

Special medical benefits are being provided to all the workers registered

under the E.S.I. act. Like in this case special doctors are being arranged

for the welfare of the workers registered under this act. Normally one

doctor is being assigned the 2500 workers under this act. Moreover

under this act mobile dispensaries are also being arranged if the worker

is in such a bad condition that he is even not in a condition to go to the

doctor .the biggest and the most important fact about these medicalfacilities is that if the doctor are been reserved under the E.S.I. act then

they are not even allowed to continue their private duties.

Sickness benefit: Sickness benefit is also received by the worker for the

period of eight months when he is ill. While the point that is important

to mention here is that the benefit of sickness will not be received by the

person in a case when the worker has no properly contributed to this

fund.

Maternity benefit: This is the benefit allowed to the women when thewomen is pregnant now with the help of this scheme the women now no

longer has to worry that her job might be lost because of her pregnancy.

The benefit will only be received by the women provided she

contributed to this fund the period of the past 36 to 40 months of period.

The other important point that I want to state in this case is that this

benefit cannot be attained for a period of more than 12weeks.

Disablement benefit: when the person gets disabled from doing his

work, the disablement benefit is provided to that person. The fact that I wantto state in this case is that this benefit can last only for a period of maximum

of 7days. While in case of the permanent disablement this benefit can be

availed by the person for his entire life. The rate of this benefit in case of the


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permanent disablement is little over half of the average daily wage of the

person.

Defendants benefit: in a case of the death of the spouse, the pension of

the person is given to widow of that person for her entire lifetime and even the

separate fund is given to the children of that person. Daughter of that person is

paid the money until that person gets married or up to 18 years of age if that

girl is studying.

It is the compulsory duty of the principal employer to register all his

employees under the E.S.I. act. If the new employees have appointed then

those people are to be registered under the E.S.I. act as fast as possible.

Only the employee in the areas where the benefit provisions of the act

have come into force will be required to make this contribution. Those in theother areas will not have to pay anything in the form of the contribution. From

the rate of the employees contribution it is clear that it is the large benefit

from the small contribution.

D.MINIMUM WAGES ACT (1948):International labor organization has passed the conventions asking the

member countries to fix minimum wage level and as an effect India passed the

minimum wages act in year 1948.

The basis of passing this act is the care of the spouse and his twochildren below the ages of the 14 years. We have to take into account the

requirement of the family consisting of the three adult consumption units.

Food requirement of the one adult consumption unit is 2700 calories

per day.

Clothing requirements per person is the 18yards per year.

Housing facility includes the facility provided by the rate that the

government provides to the sixth class employee in the government

owned company. Fuel and the other expenses are provided at the rate of 20% of the

expenses on the food, clothing and the housing that the government

spends on the workers in the company.


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It provides the fixation of the wages of the workers in the scheduledemployments. Various kinds of scheduled employments include theengineering workers and the rubber workers.Overall it is the responsibility of the government to fix the minimum

wages in the company.

Procedure for fixing the Minimum Wages:

There are two ways of deciding the minimum wages of the employees

in the company.

1.)Government calculates out the minimum wages of the employees in

the company with the help of formulating the committee in the

organization. The committee consists of the members from the

various parties which are stated below:

Employer representative

Union representative

Independent member of the organization.

In this system recommendation of the minimum of the workers are

given by the government only and any suggestions for the

modifications are freely invited by the government from the people.

Government will do the modification by publishing the matter in the

official budget of the company

In this case it is the responsibility of the employer to pay the

minimum wages to the workers of the company. Employer that do

not have the money to pay the people will have to close down their

establishments and go away rather than making the people suffer

because of them. The minimum wages is also called as the saturation

wages in the company.

2) Notification method

In case of the notification method government passes the level of the

minimum wages by publishing them in the official budget. But the biggest

fact is that in this case the government gives the 60 days time for the

objections from the people who are being invited by the passing of the level


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of the minimum wages in the company. If suggestions come from the people

government thinks over that point and pass the necessary adjustments in the

official budget if the governments things that the suggestion given by the

people are good.

If the sixty days got lapsed and n suggestions are coming from the people

affected by the system of the minimum wages passed by the central

government. Then in that case the level of minimum wages has been

accepted by the people and no one has any problem related to the level of the

minimum wages fixed by the government.

Components of the Minimum wages:

The various components of the minimum wages are explained as

follows:

Basic wages: the basic wages of the company are not normally altered from

time to time but they are constantly being revised over a period of 5 years.

Special allowance is also being awarded by the companies to the people I

order to help the people resist the changes in the cost of living indexes of

the companies.

The cost of living indexes is being changed over the period of every six

months in the company. When the minimum wages gets increased up to

the certain level the special allowance provided by the company again getsstarted from the level of zero again.

The benefit of this method is that if the employer is not paying the exact

amount of money to the employees then the employees are entitled to

receive the compensation of up to 10 times of the amount of the salary not

paid by the employer to the worker.

Hence this system was designed by keeping into account the welfare ofthe people working in the company by introducing the system of the

minimum wages.

E. PAYMENT OF BONUS:


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Bonus has to be paid in the company from an account called as the

allocable surplus:

From the Gross profit we have to subtract the charges called as the prior

charges to calculate out the Available surplus, and finally the allocable

surplus is 20% of the available surplus. Bonus is paid from the allocable

surplus of the companies only. Out of the balance 20% of the amount is

transferred to the set on account which s maintained for the payment of

money in the future in case of the contingencies. Set on account can be

maintained for a period of a maximum of four years including the

current year. In the four year the amount put in the first year in the set

on account get automatically transferred to the capital account. On the

other hand side if the sufficient amount is not available for the payment

of the bonus then the required amount is being withdrawn from the

capital account. The account that is maintained when the amount is

being withdrawn from the capital account is called as the set off account

and that deficiency of the capital account that is called as the set off

account is being reimbursed from time to time.

Cultural Activities:Cultural activities are being encouraged in the companies to

encourage goodwill in the mind of the people about the companies.Sometimes in the companies the family of the people are also invited so

that they are also become emotionally attached to the companies. Henceit is the good of making the people emotionally attached to thecompanies. Moreover strengthens the thread of team work in theworkers of the companies. It also acts as the good source ofrefreshments for the people working in the companies. Usually culturalevents are organized on the days like on the festival of the Denali. Italso acts as the good source of motivation for the people working in thecompanies.

E. INDUSTRIAL DISPUTE ACT AND TRADE UNIONS:

Industrial disputes act was designed due to the reason that the lot ofthe conflicts started took placing between the management and the

workers. In order to solve out these tensions between the management

and the workers the industrial disputes act was designed. The conflicts


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were so dangerous that the daily workers used to sit on the strikes and

they also started damaging the property in the companies in anger.

So the formulation of the Industrial disputes act acted as the biggest and

the most important solution to these types of problems in the companies.

Trade unions:

Trade unions were approved by the government to address their

grievance if they have any of them in the company. The main purpose

of designing the trade unions was to help the management in the

difficult times. But the main problem that took place was that the

workers started doing the wrong things in the companies by forming the

unions. In the domestic inquiry also the trade unions support the

individual workers when they are being harassed by the managementwithout any reason.

The person who was capable of heading the unions of the people is

called as the union leaders. Every problem of the workers has to be put

before the management only through find tough the help of the union

leaders. Even in the severe case it is the duty

Project Manan

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