COMPANY PROFILE

Sun Pharmaceutical
Sun Pharmaceutical Industries Limited (NSE: SUNPHARMA, BSE: 524715) is an
Indian

multinational pharmaceutical company

headquartered

in Mumbai,

Maharashtra that manufactures and sells pharmaceutical formulations and active

pharmaceutical ingredients (APIs) primarily in India and the United States. The
company

offers

formulations

in

various

therapeutic

areas,

ascardiology, psychiatry, neurology, gastroenterology and diabetology.

It

such
also

provides APIs such as warfarin, carbamazepine, etodolac, and clorazepate, as well

as anticancers, steroids, peptides, sex hormones, and controlled substances.[3]
Company
Sun Pharmaceuticals was established by Mr. Dilip Shanghvi in 1983 in Vapi with
five products to treat psychiatry ailments. Cardiology products were introduced in
1987 followed by gastroenterology products in 1989. Today it is the largest chronic
prescription company in India and a market leader in psychiatry, neurology,
cardiology, orthopedics, ophthalmology, gastroenterology and nephrology.
The 2014 acquisition of Ranbaxy will make the company the largest pharma
company in India, the largest Indian pharma company in the US, and the 5th
largest speciality generic company globally.
Over 72% of Sun Pharma sales are from markets outside India, primarily in the
US. The US is the single largest market, accounting for about 50% turnover;in all,
formulations or finished dosage forms, account for 93% of the turnover.
Manufacturing is across 26 locations, including plants in the US, Canada, Brazil,

Mexico and Israel. In the US, the company markets a large basket of generics, with
a

strong

pipeline

awaiting

approval

from

the

U.S. Food

and

Drug

Administration (FDA).[4]
Sun Pharma was listed on the stock exchange in 1994 in an issue oversubscribed
55 times. The founding family continues to hold a majority stake in the company.
Today Sun Pharma is the second largest and the most profitable pharmaceutical
company in India, as well as the largest pharmaceutical company by market
capitalisation on the Indian exchanges.[5]
The Indian pharmaceutical industry has become the third largest producer in the
world in terms of volumes and is poised to grow into an industry of $20 billion in
2015 from the current turnover of $12 billion.[citation needed] In terms of value India still
stands at number 14 in the world.
Acquisitions and Joint Ventures
Sun Pharma has complemented growth with select acquisitions over the last two
decades.

In

1996,

Sun

purchased

bulk

drug

manufacturing

plant

at Ahmednagar from Knoll Pharmaceuticals and MJ Pharma's dosage plant at

Halol that are both U.S. FDA approved today. In 1997, Sun acquired Tamil Nadu
Dadha Pharmaceuticals Limited (TDPL) based in Chennai, mainly for their
extensive gynaecology and oncology brands. Also in 1997, Sun Pharma initiated
their first foray into the lucrative US market with the acquisition of Caraco
Pharmaceuticals, based in Detroit.
In 1998, Sun acquired a number of respiratory brands from Natco Pharma. Other
notable acquisitions include Milmet Labs and Gujarat Lyka Organics (1999),
Pradeep Drug Company (2000), Phlox Pharma (2004), a formulation plant at
Bryan, Ohio and ICN, Hungary from Valeant Pharma and Able Labs (2005), and

Chattem Chemicals (2008). In 2010, the company acquired a large stake in Taro
Pharmaceuticals,[6] amongst the largest generic derma companies in the US, with
operations across Canada and Israel. The company currently owns ~ 69% stake in
Taro,for about $260 million.[7]
In 2011, Sun Pharma entered into a joint venture with MSD to bring complex or
differentiated generics to emerging markets (other than India).
In

2012,

Sun

announced

acquisitions

of

two

US

companies: DUSA

Pharmaceuticals,[8] a dermatology device company; and generic pharma company

URL Pharma [9] In 2013, the company announced an R&D joint venture for
ophthalmology with the research company, Intrexon.[10]
On 6 April 2014, Sun Pharma announced that it would acquire 100% of Ranbaxy
Laboratories Ltd,[11] in an all-stock transaction, valued at $4 billion. Japan's Daiichi
Sankyo held 63.4% stake in Ranbaxy. After this acquisition, which is expected to
close by end 2014, Sun Pharma would be the largest pharmaceutical company in
India, the largest Indian Pharma company in the US,and the 5th largest generic
company worldwide
In December 2014, the Competition Commission of India approved Sun Pharma's
$3.2 billion bid to buy Ranbaxy Laboratories, but ordered the firms to divest seven
products to ensure the deal doesn't harm competition.[13][14]
In March 2015, Sun Pharma announced it had agreed to buy GlaxoSmithKline's
opiates business in Australia to strengthen its pain management portfolio.[14]
People
Sun Pharma's Board of Directors include:

Israel Makov: Chairman

Dilip Shanghvi: Managing Director

Sudhir V. Valia: Executive Director

Sailesh T. Desai: Executive Director

Hasmukh S. Shah: Non Executive Independent Director

Keki M Mistry: Non Executive Independent Director

Ashwin Dani: Non Executive Independent Director

S. Mohanchand Dadha: Non Executive Independent Director

Rekha Sethi: Non Executive Independent Director

Vijay Patel: Non Executive Independent Director

SPARC
In 2007, Sun Pharma demerged its innovative R&D arm, and listed it separately on
the stock market as the Sun Pharma Advanced Research Company Ltd.
(NSE: SPARC,BSE: 532872). In 2013, SPARC declared revenue of Rs.
873 million.[15] SPARC focuses on new chemical entities (NCE) research and new
drug delivery systems and offers an annual update[16] of its pipeline (NDDS).[17]
Awards and Recognitions
Sun Pharma stood second in the India's Most Reputed Brands (Pharmaceutical)
list [18] in a study conducted by BlueBytes,[19] a leading Media Analytics firm in
association with TRA Research,[20] a brand insights organization (both a part of the
Comniscient Group).

sun Pharma is the fifth largest speciality generic pharmaceutical company in the world. We
provide high-quality, affordable medicines trusted by healthcare professionals and patients in
over 150 countries. It is also Indias largest, most trusted, and most valuable pharmaceuticals
company by market capitalisation. Our global revenues exceed US$ 4.6 billion.
We attribute our growth and success to our over 30,000 strong multi-cultural workforce from
over 50 different nationalities. Our team has taken Sun Pharma to the heights that it has scaled
and are now working to take it further up on its high growth trajectory.
Our people are our most valuable asset. Our culturally diverse workforce is one of our biggest
strengths and the rich experience they bring, across varied skill-sets and backgrounds, is
invaluable. We are proud that our global workforce is bound together by our common values.
We are committed to hiring exceptionally talented people and nurture them professionally. Our
multi-dimensional work environment offers high growth opportunities through challenging roles
with clear responsibilities and the opportunity to work on a variety of assignments. At Sun
Pharma, our employees are provided with opportunities to enhance their technical and soft skills
through continuous training and development programmes.
As an employee of Sun Pharma, you will work with an inspiring, approachable and visionary
leadership. Our open, enabling and trust-based culture will offer you an exciting environment to
work and grow.

As a fast growing organisation, our team members are always presented with challenging
opportunities and a wide variety of responsibilities. They are empowered with the freedom to
execute and truly enjoy their work.
Meritocracy
We have a strong belief in a performance-oriented culture. Our team members are recruited,
rewarded and given opportunities in the organisation purely based on their merit. The backbone
of our meritocratic culture is the Performance Management System which has been put in place
with the objective of evaluating our employees performance in a fair and transparent manner.

Autonomy and Entrepreneurship

Our culture encourages individuals to take risks, be pioneering and enterprising in their
respective domains, while always striving for excellence. This is achieved by giving them
freedom and letting them discover their true potential at work. We take pride in the fact that our
employees are given responsibility early in their careers. This helps foster entrepreneurship
within the entire organisation.
Creativity and Innovation
Entrepreneurial culture is all about envisioning opportunities and capitalising on them. This, we
believe, paves the way to innovation. At Sun Pharma, an innovator need not necessarily be a part
of the Research & Development team. Thus, creativity becomes a pivotal element of our culture
and is part and parcel of every employees daily work routine.
Employee Recognition
In our organisation, there is a continuous and conscious effort to recognise excellence in
performance through various programmes implemented across the company. Prompt and instant
recognition is given to employees for exceptional performance through various recognition
schemes. Regional and functional awards facilitate the recognition of employees involvement
and inputs towards the realisation of goals.
Management Programmes for Employees
We are committed to the growth and welfare of our employees. Through our tie-up with the SP
Jain Institute of Management & Research in Mumbai, India we offer unique management
programmes to our people to enhance their management skills without interrupting their careers.
These are custom-designed modules focusing on advanced specializations and quality
courseware while improving the business acumen of our employees. These unique academic
initiatives aim to enable employees to contribute significantly at work through improved results.
We offer Executive MBA to Middle Management employees and SPEED (Special Executive
Education Development Programme) to Senior Management team members

Sun Pharma Excellence Awards

In our constant endeavour to promote young pharma talent, we recognise top academic
performers through the Sun Pharma Excellence Award Programme. This honour is given to final
year students of the MBA in Pharmaceutical Management programmes in various institutes.

EMPLOYEE SATISFACTION

What does the term Satisfaction imply to an employee? It implies nothing else than the feeling
of either being contended or non-contended on using a product.
Employee Satisfaction is a prerequisite for the customer satisfaction.
Enhanced employee satisfaction leads to higher level of employee retention.
A stable and committed workforce ensures successful knowledge transfer, sharing, and creation
--- a key to continuous improvement, innovation, and knowledge-based total customer
satisfaction.
When companies are committed with providing high quality products and services; when
companies set high work standards for their employees; and when employees are empowered
through training and development, provided with knowledge and information, permitted to make
mistakes without punishment, and trusted; they will experience an increase in their level of
satisfaction at work.
This level of satisfaction can be enhanced further if teamwork and visionary leadership are
introduced.
Continuous improvement comes from the efforts of the empowered employees motivated
by visionary leadership. This is supported by the findings that empowerment and visionary
leadership both have significant correlation with employee satisfaction. Teamwork is also
supported by the findings. In addition, the study found significant correlation between employee
satisfaction and employees intention to leave.

The success of a corporation depends very much on customer satisfaction. A high level of
customer service leads to customer retention, thus offering growth and profit opportunities to the
organization. There is a strong relationship between customer satisfaction and employee
satisfaction. Satisfied employees are more likely to stay with company and become committed
and have more likely to be motivated to provide high level of customer service, by doing so will
also further enhance the employees satisfaction through feeling of achievement. Enhanced
employee satisfaction leads to improved employee retention; and employee stability ensures the
successful implementation of continuous improvement and customer satisfaction. Customer
satisfaction will no doubt lead to corporate success and greater job security. These will further
enhance employee satisfaction. Therefore, employee satisfaction is a prerequisite for customer
satisfaction.

Measuring employee satisfaction

Employee satisfaction drives customer satisfaction, indirectly creating profit for an organisation.
Research on the service-profit chain shows that satisfied employees are far better than unsatisfied
ones at delivering excellent customer service and hence enhancing customer satisfaction with the
organisation's products and services.

Employee satisfaction is also a prerequisite for staff retention. Organisations with higher staff
retention rates are naturally better at retaining knowledge, which can lead to better performance
and profit for the business.
Improved employee satisfaction reduces the cost of staff turnover, builds brand loyalty with staff
and positions the company as an employer of choice that attracts talented people to the
organisation.

PERSONAL BEST can:

Design an employee satisfaction survey customised to the company's strategy and performance
needs.

Implement the survey and report on the results.

Recommend specific actions designed to improve employee satisfaction and

productivity.

Measuring employee satisfaction can yield far more than a measure of morale. The initiative
provides a catalyst for change.

Methods of employee satisfaction

1. Job In General Scale (JIG)
job In General Scale is a method of employee satisfaction and developed as a global measure of
job satisfaction.
JIG is similar to JDI, it introduced 1969 by Smith, Kendall, & Hulin, was modified in 1985 by
the JDI Research Group.

2. Job Descriptive Index (JDI)

Job Descriptive Index is a scale used to measure five major factors associated with job
satisfaction: Work itself, Supervision, Pay, Promotion, Co-workers.
The JDI was first introduced in 1969 and since then has been used by over 1,000 organizations
in many sectors.

3. Satisfied / dissatisfied method

In this method, you just send a question form that include:
What is good thing in our company?
What is not good one in our company?
This method is suitable for emergency events and you need result in a short time.

4. Interview method
This method is used for:
Review all data collected from other method..
Review key person.

EMPLOYEE
MOTIATION

EMPLOYEE
SATISFATION
SSSSSSSSSSATISATIF
ACTION
EMPLOYEE

METHODS

MORALE
METHODS

Motivating the Workforce

In order to understand the needs of the workforce, organisations need to
understand what is driving behaviours and what the key motivating factors are for
staff members. Most work motivation theories are based on the work of Maslow,
though the motivational spectrum is wide and can vary over time for different
individuals.
Herzberg's theory is probably the most well known theoretical framework related to
job satisfaction. His model identifies basic "hygiene" factors such as pay and
conditions which serve to remove the dissatisfaction from work, rather than
promote satisfaction. If these factors are not satisfied, it will impact on employee
efficiency. The "satisfiers" are factors which motivate staff, give them an incentive
to work and have a direct and positive impact on satisfaction, thereby increasing
worker efficiency. The "satisfiers" tend to be related to achievement, recognition,
responsibility, and the nature of the work that is done.

Motivational theories can be helpful in looking at groups of staff and understanding

where their motivations lie, though satisfaction at work is achieved through a
complex interplay of these variables. High pay will rarely compensate for very poor
working conditions and swish, modern offices and good working conditions will
rarely compensate for very low pay. Research by Theresa Welbourne at the
University of Chicago, identified 4 segments of staff based on their motivations at
work:
Segment
Survivalists

Seekers

Contributors

Motivated By
Need for income to survive
Need for good pay coupled with personal
satisfaction
Need to "make a difference" and not
motivated by money

"Fun"damentalists Need for work to be fun, enjoy what they

do, helps others and part of the work social

scene

Whether or not Welbourne's segments are recognisable in your company is

unimportant, because if you look, there will be segments of employees that can be
found.

HOW TO BUILD EMPLOYEE MOTIVATION

1. Employee Motivation By Building Satisfaction
Employee motivation as it relates to employees satisfaction is vitally important. And, it goes
way beyond just a "happier workforce." Why?
Because there is an undeniable link between satisfied, motivated employees, and satisfied
customers. In other words, focus on creating satisfied employees, focus on employee
motivation, and those motivated, satisfied employees will take care of your customers.

2. Employee Motivation through Genuine Appreciation

At times, managers unknowingly sabotage employee motivation by failing to recognize the

positive behaviors and achievements of their employees. As a result, employees don't know whether
or not they are doing a good job.
I recently had an employee of an organization tell me, "The only time we ever hear anything from
management is when we do something wrong!"
Fortunately, savvy managers can improve employee motivation by rewarding employees with
personal attention. This can include a pat on the back, a hand-written note, or a quick comment in the
hall.
When showing appreciation, be specific. Instead of just saying, "We really are grateful
for the good job you do around here," the approach might be, "I really appreciate how
you handled the Franklin Industries account last week when we had to get their rush
order out late Friday afternoon. Your effort really made a difference."
By being specific, the employer comes across as much more sincere, and the employee

realizes their actions are truly being watched. And, a highly level of employee
motivation is the natural result.

3. Employee Motivation through Recognition

Many people will do for recognition what they will not do for money. And, this is the
manager's secret weapon for employee motivation. Some people are
motivated by the opportunity to get their name on the wall, receive a trophy at an
annual banquet, or see their name in the company newsletter. It gives them an
"emotional payoff" for their actions.

Look for ways to increase employee motivation by recognizing excellence in the

workplace. Ring a bell every time an individual or team hits the production target.
Put up posters with the photographs of team members who have had the most days
without accidents. Give out awards for attendance records. Just do something. It is
so inexpensive, yet highly effective in your efforts of employee motivation.

4. Employee Motivation through Inspiration

Inspiration comes from leadership. This form of employee motivation includes the
company's mission, purpose and goals. People want to be part of an organization
that is going somewhere, that stands for something, and that provides a meaningful
service to the marketplace.

If you want to lead an inspired, mission-guided organization, follow these steps and
watch employee motivation improve dramatically.
1. Have a clear mission - in other words, know where you are going.
2. Be excited and passionate about your mission. After all, if you don't get
excited, they won't either.

3. Be able to communicate the mission, it's value to the marketplace. In other

words, why it's worthwhile.
4. Make sure everyone in the organization understands and can communicate
the mission.
5. Be sure employees understand how they fit into the process of fulfilling the
organization's mission.
6. Make the connection between the mission and the individual values and goals
of your employees.

5. Employee Motivation through Compensation

Some employees are motivated by money. In fact, most are motivated by money; at
least for their basic needs. Employee motivation through compensation can come in
the form of raises, performance bonuses, commissions, profit sharing, or any
number of "extra benefits" like, automobiles, vacations, or other tangible items
purchased and used as rewards.

WAY TO IMPROVE EMPLOYEE MORAL

Surveys
An easy way to monitor your employee's morale is through an employee satisfaction survey.
These surveys should be anonymous, and should ask very specific questions such as "Are you
content and fulfilled in your position?" "Do you feel there is room to grow in your job?" "How
likely are you to stay with the company?" The survey should also provide a space for the
employee to provide suggestions, or to provide you with information that may not have been
specifically asked in the survey.

Periodic Interviews

Performing periodic performance interviews with your employees can also help you gauge the
overall employee satisfaction. These interviews provide you with a chance to tell your employee
the things he is doing well and the things he needs to work on, as well as give the employee the
chance to have input on ways to improve the company to increase employee satisfaction and
productivity.

Productivity
Measuring the overall productivity of your workforce on a monthly basis, and over an extended
period of time, gives you a wide range of months to compare how well your employees are
performing. Employees who are satisfied at work often perform better, increasing your
company's overall productivity. If you begin to see a noticeable drop in your production
numbers, this may be a sign that employee morale is low and you need to examine ways to
increase overall satisfaction in the workplace.

Turnover Rate
Your employee turnover rate is another good gauge for how satisfied your employees are in the
workplace. A relatively low turnover rate can signify that your employees are happy and that you
are doing the right things to keep morale high. However, a high turnover rate can be a sign that
employee satisfaction is low, forcing many to move on to better paying jobs, or jobs in a better
work environment.

Absence Rate
How often your employees are absent from work can also be a sign of poor employee morale.
When employees enjoy their job, absence rates go down. However, if an employee does not
enjoy her job, she/he may be more apt to take extra time off or to call into work sick more often,
even if she is not sick. Absent workers reduce your productivity, which can cost your business
money.

Improve Employee Morale

Factors that can contribute to positive employee morale include, but are not limited,
to these. Almost anything you do that contributes to a positive work environment
for employees helps to build employee morale. When you take care of factors such
as these, employee morale can remain high even in turbulent, uncertain times.

treating employees with respect,

providing regular employee recognition,

empowering employees,

offering open and regular communication about factors important to

employees,

providing feedback and coaching,

offering above industry-average benefits and compensation,

providing employee perks and company activities, and

Positively managing employees within a success framework of goals,

measurements, and clear expectations.

FIVE WAYS TO IMPROVE EMPLOYEE SATISFACTION

Many employers often feel that they should master the art of happiness.
Employee satisfaction is a key for business success as employees mirror the
company to the world. The attitude of your employees tells the moral of your firm
and only happy employees can reflect a good picture of your company to the public.
Compensation plays a big role in job satisfaction; however, not everything depends
on it. Certain small, inexpensive changes can bring in a long-term effect on the
satisfaction levels of your employees. Hence it's highly important that employers

work on areas to improve employee contentment and here are some tips you can
apply.

1. Enforce Minimum Constraints on Your Employees

The more restrictions you put on the freedom of your employees, more the level of job
satisfaction deteriorates. The sense of control over their daily activities will negatively affect the
output. Employers can expect better performance when employees are given adequate freedom
over their schedules and work habits. The modern corporate work scenario offers many flexible
methods and employees should be given enough opportunities to experiment and figure out the
best working method to follow. Creating a method where work- ltd balance is well managed will
help to improve the satisfaction level.

2. Make Your Employees Feel Valued

You can expect loyalty from your employees when you make them feel valued in your
organization. Earn their trust by keeping your promises. Treat them with respect and be
ready to listen to them. The best part of job satisfaction comes when you recognize and
reward their valuable services. A good relationship naturally develops when you
appreciate their inputs in the decision-making process. Treat all your employees fairly
and impartially so that everyone feels they are valued in the organization.

3. Encourage Social Connections

Happiness is a byproduct of adequate positive socialization. Employers

should encourage improved interaction among the employees of the
organization. Social relations should be promoted by providing an office
environment that fosters communication. You should look at the different
options such as arranging workstations or team outings to provide enough
platforms for employees to interact and get to know each other.

4. Promote Career Development

Employees would enjoy working in an atmosphere that offers career growth.

Jobs are not merely a source of income but rather a venue for learning and
growth. Employers should be open to spend on training and workshops for
their employees. You can develop a sense of belonging in your employees
when you provide them with adequate opportunities to expand their skills
and responsibilities. Sans these steps, employees will get bored and lose their
motivation.

5.

Develop Effective Employee Benefit Strategies

The benefits of effective employee benefit strategies are enormous. It

involves competitive compensation and favorable benefits. There should be a
proper evaluation policy to promote adequate appraisals. Employees are to
be appreciated for their outstanding performances through adequate
incentives or rewards. Further more, programs like promoting good health
and reducing the commuting stress are really important. Poor health not only
damages employees, but is detrimental to businesses as well. The severe
stress from long and arduous travel makes employees feel frustrated and
powerless. Adequate programs should be designed to address these
problems.

RESEARCH METHODOLOGY:

RESEARCH PROBLEM:

Every project work is based on certain methodology, which is a way to systematically solve the
problem or attain its objectives. It is a very important guideline and lead to completion of
any project work through observation, data collection and data analysis.

PROBLEM FORMULATION:

To study the Employee Satisfaction of SUNPHARMA ltd

RESEARCH OBJECTIVE:

The study is conducted with the following objectives:

1.

To discover the various expectations that determines the satisfaction level of employee.

2.

To rank the factors according to the importance.

3.

To measure the level of satisfaction of employees with respect to the company.

DATA COLLECTION:

Data collection has been done through:

Primary Data, which includes:

questionnaire

interviews

observations

Secondary Data, which includes:

Secondary data is collected from previous researches and literature to fill in the
respective project. The secondary data was collected through:

Text Books

Articles

Journals

Websites

RESEARCH DESIGN:

Descriptive research design has been used as it includes various types of factfindings and inquiries which are done through survey which includes questionnaire,
interviews.

SAMPLING DESIGN:

SAMPLING TECHNIQUE

Convenience Sampling has been used as it attempts to obtain a sample of

convenient elements and respondents are selected because they happen to be in
the right place at the right time.

SAMPLE SIZE:

Accordingly, 20 officers and 40 workers have been selected at

random from all the departments of the organization and feedback forms
(questionnaire) have been obtained. The data has been analyzed in order to arrive
at present training practices in the organization.

SAMPLE AREA:

DEHRADUN

DATA ANALYSIS AND INTERPRETATION

1) Overall, how satisfied are you with your current job at

SUNPHARMA.
Options

No.
of %
of
Respondents
Responses

Highly satisfied

25%

Satisfied

35%

Cant Say

15%

Dissatisfied

5%

Highly Dissatisfied

20%

Total

20

100%

INTERPRETATION
35% of the respondents satisfied to their current job in SUNPHARMA, in addition to 25%
who are very satisfied. But a small population dissatisfied as 20% very dissatisfied to this
notion. the level of satisfaction of employees with respect to the company.

2) At work, do your opinions seem to count.

Options

No.

of %

Respondents

Responses

Highly satisfied

30%

Satisfied

40%

Cant Say

15%

Dissatisfied

10%

Highly Dissatisfied

5%

Total

20

100%

of

INTERPRETATION
70% of the respondents feel that their opinion seems to count.15% respondents
could not comment on the question and 15% think that company cannot count the
opinion, so they are dissatisfied.

3) Does your supervisor, seem to care about you as a

person.

Options

No.
Respondents

of % of Responses

Highly satisfied

31%

Satisfied

21%

Cant Say

21%

Dissatisfied

16%

Highly Dissatisfied

11%

Total

20

100%

INTERPRETATION
53% respondents feel that their supervisor seem to care as a person but 26% feel
that it was just doing their responsibility. Also, 21% could not comment on the
question.

4) Are your associates (fellow employees) committed to

doing quality work.
Options

No.

of % of Responses

Respondents
Highly satisfied

20%

Satisfied

40%

Cant Say

15%

Dissatisfied

15%

Highly Dissatisfied

10%

Total

20

100%

INTERPRETATION

60% of the respondents believe that their fellow employees committed to doing
quality work, 15% could not comment on the question yet 25% dissatisfied to this
notion. Quality work drives customer satisfaction, indirectly creating profit for an
organisation

5) In the last year, have you had opportunities at work to

learn and grow.

Options

No.
Respondents

of % of Responses

Highly satisfied

25%

Satisfied

40%

Cant Say

10%

Dissatisfied

15%

Highly Dissatisfied

10%

Total

20

100%

INTERPRETATION
65% respondents feel that numbers of opportunity to learn & grow in HDFC SLIC.
10% respondents could not comment on this while 25% differ in opinion. They feel
that they cannot utilize the all resources of the company which help to build
employees morale &motivation level..

6) Is there someone at work who encourages your

development.
Options

No.

of % of Responses

Respondents
Highly satisfied

20%

Satisfied

35%

Cant Say

25%

Dissatisfied

15%

Highly Dissatisfied

5%

Total

20

100%

INTERPRETATION
55% of the respondents believe that management & supervisor encourages for their
development. yet 20% dissatisfied to this notion. 25% respondents did not
comment on the issue. employee satisfaction is a factor in employee motivation,
employee goal achievement, and positive employee morale in the workplace

7) Do you have the materials and equipment you need to do your work right.
Options

No.

of % of Responses

Respondents
Highly satisfied

15%

Satisfied

30%

Cant Say

20%

Dissatisfied

20%

Highly Dissatisfied

15%

Total

20

100%

INTERPRETATION
45% respondents believe that material& equipment they needed for work right is
sufficient, but 35% dissatisfied to this notion.20% respondents did not comment on
the issue. At times, managers unknowingly sabotage employee motivation by
failing to recognize the positive behaviors and achievements of their employees. As
a result, employees don't know whether or not they are doing a good job.

8) In the last six months, has someone at work talked to you about your
progress.
Options

No.
Respondents

of % of Responses

Highly satisfied

10%

Satisfied

40%

Cant Say

10%

Dissatisfied

25%

Highly Dissatisfied

15%

Total

20

100%

INTERPRETATION
50% respondents have the opinion that their associates, supervisor, &management
analyzed the performance in last six months, but 50% of the respondents differ to
this. , the employer comes across as much more sincere, and the employee realizes
their actions are truly being watched. And, a highly level of employee motivation is
the natural result.

9) Does the mission/purpose of your company make you

feel your job is important.
Options

No.
Respondents

of % of Responses

Highly satisfied

25%

Satisfied

40%

Cant Say

10%

Dissatisfied

15%

Highly Dissatisfied

10%

Total

20

100%

INTERPRETATION
65% respondents feel that the job is important for company mission/purpose
numbers.10% respondents could not comment on this while 25% differ in opinion. A
companys ambition to be a global specialist in manufacturing lighting electronics
and energy efficient lighting solution.

CONCLUSION

Research shows that satisfied, motivated employees will create higher

customer satisfaction and in turn positively influence organizational performance.
Convenient work location, working with young people, opportunities for promotion
and career prospects, fair salary, good policies, job security and dynamic working
environment are few attributes which are critically important from the view point of
most of the employees in SUNPHARMA.

Employees have an overall satisfaction for doing the job in SUNPHARMA

which indicates that the employees are relatively satisfied with the various services
being catered by the company as against their important.
Some Employees dissatisfied in the section of material & equipment they think that
company not fulfill their needs for providing proper tools regarding work right.
Differences in employee perceptions, mainly due to development and grade levels,
and to a lesser opportunities for learn& growth.
In conclusion, there is greater satisfaction with teamwork and professionalism
with employees.

SUGGESTIONS

Based on the data collected through the questionnaire and interactions with
the Staff and Workers of SUNPHARMA the following recommendations are made for
consideration:

1.

Complaint and Suggestion System: Employee can freely deliver complaints and

suggestions through facilities like suggestion box, personal meetings with seniors etc.
2.

Lost Employee Analysis: The exit interviews are conducted or employee loss rate

is

computed.
3.

Employee Satisfaction Survey: Periodic surveys by use of questionnaire or telephone calls

to random sample of recent buyer help to find out customer satisfaction and relate to repurchase
intention and word of mouth score.
Employee satisfaction has been defined as a function of perceived
performance and expectations. It is a persons feeling of pleasure or disappointment
resulting from comparing a products outcome to his/her expectations

BIBLIOGRAPHY

BOOKS

Aswathappa k, Human Resource & Personnel Management

Craig L. Robert Training And Development Handbook

Kothari C. R Research Methodology

Mamoria C.B., Personnel Management

Singh P.N Training For Management Development

Personnel Manual of SUNPHARMA

WEBSITES

www.Sunpharma ltd.com/

cp.Sunpharma .com/cpweb/

1) Overall, how satisfied you are and with your current job
at SUNPHARMA?
Highly satisfied
Satisfied
Cant Say
Dissatisfied
Highly dissatisfied

2) At work, do your opinions seem to count?

Highly satisfied
Satisfied
Cant say
Dissatisfied
Highly dissatisfied

3) Does your supervisor, seem to care about you as a

person?
Highly satisfied
Satisfied
Cant say
Dissatisfied
Highly dissatisfied

4) Are your association (fellow employees) committed to

doing quality work.
Highly satisfied
Satisfied
Cant say
Dissatisfied
Highly dissatisfied

5) In the last year, have you had opportunities at

work to learn and grow.

Highly satisfied
Satisfied
Cant say
Dissatisfied
Highly dissatisfied

6) Is there someone at work who encourages your

development.

Highly satisfied

Satisfied

Cant say

Dissatisfied

Highly satisfied

7) Do you have the materials and equipment you need to

do your work right.
Highly satisfied
Satisfied
Cant say
Dissatisfied
Highly satisfied

8) In the last six months, has someone at work talked to

you about your progress.
Highly satisfied
Satisfied
Cant say
Dissatisfied
Highly dissatisfied

9) Does the mission/purpose of your company make you

feel your job is important.
Highly satisfied
Satisfied
Cant say
Dissatisfied
Highly dissatisfied

************