Академический Документы
Профессиональный Документы
Культура Документы
recognition have direct costs associated with them, such as cash bonus stock
awards, and wide variety of company paid perks. The primary objective of
include cash bonus, stock awards, company paid perks, gift certificates. Non
ceremonial awards, and small trinkets such as mugs, t-shirts, sets of pens and
performance.
1
Pharmaceutical Industry:
The pharmaceutical industry is one of the largest and the most exciting
advances have taken place over the past 20 years. Furthermore, it will continue
to develop and evolve at an ever-increasing pace over the next decade. New
drugs, new technologies and exciting new discoveries have driven this
converted to dosage forms suitable for patients to imbibe. In its basic chemical
ingredients (APIs) and the final dosage forms are known as formulations.
♦ Synthetic chemicals
2
Classification of pharmaceuticals
The Registration Regulation which ran into force on March 2nd, 1996
the pharmaceuticals which are supplied to healthcare services are in the extent
the trial opened by the application of Turkish Union of Pharmacists, the Council
of State took the decision of stopping the execution. For this reason, no further
development could be recorded later than the regulation published on April 27th,
Basing on the Registration Regulation which ran into force on March 2nd,
1996 the Ministry of Health turned the license status of many pharmaceuticals
applied for registration and many pharmaceuticals in the same category existing
3
Due to some practices in basic applications like promotion, pricing,
Freedom in pricing.
4
WORLD PHARMACEUTICAL MARKET
Year 2001 2002 2003 2004 2005 2006 2007 2008 2009
Size 292.0 294.8 304.2 338.0 373.0 406.9 438.0 469.4 505.8
Source: Global Pharma Forecasts
World Audited Market 2008 Sales ($bn) % Global Sales ($) % Growth (constant $)
North America 229.5 49 +11
European Union 115.4 25 8
Rest of Europe 14.3 3 14
Japan 52.4 11 3
Asia, Africa and Australia 37.3 8 12
Latin America 17.4 4 6
Total $ 466.3bn 100% +9%
Source: IMS World Review 2009
5
To understand the extent to which the rewards & recognition provided by
industry.
6
Dr. Reddy’s Laboratories Limited has been in the Pharmaceutical
Industry since many years and witnessing their expertise in this pharma field it
was obvious that they had soon marked a name for themselves in the global
internationally has its presence in majority of the countries around the world.
More specifically the project aim is to know the Rewards & Recognition
provided by the DRL to their employees, and how much the Rewards &
Rewards and Recognition covers monetary rewards and non monetary reward,
RESEARCH METHODOLOGY
7
The researcher mainly based on two sources of the data via:
Primary source:
The primary source of data is applied for getting the required and relevant
information directly from the department heads in the course of discussion with
Jr. Managers. The following are the data collected through primary source.
laboratory.
c) About the course covered through discussion with the employees &
through questionnaire.
Secondary Source:
and files from the integrated product development unit of Dr. Reddy’s some
part of Data was collected from the Internet. The institutional guide gave us the
Sample Study:
8
The sample selected for gathering the data is based on ‘random sampling’
Analysis:
The data has been analyzed after collection and a study was made by
subject.
9
Time was the major constraint as the mentioned period was not enough to
10
Chapter I - First Chapter covers the Introduction part which
Chapter III - Third Chapter covers the concept of the Rewards and
Recognition’s do or don’t.
Interpretation.
11
INDIAN PHARMACEUTICALS MARKET
millions and ensuring that essential drugs at affordable prices are available to
-Richard Gerster
science based industries with wide ranging capabilities in the complex filed of
9 percent annually. It ranks very high in the third world, in terms of technology,
companies associated with this sector have stimulated, assisted and spearheaded
this dynamic development in the past 53 years and helped to put Indian on the
20,000 registered units. It has expanded drastically in the last two decades.
12
The leading 250 pharmaceutical companies control 70% of the market
fragmented market with severe price competition and government price control.
There are about 250 large units and about 80000 Small Scale Units,
which form the core of the pharmaceutical industry in India (including 5 Central
Public Sector Units). These units produce the complete range of pharmaceutical
formulations i.e., chemicals having therapeutic value and used for production of
pharmaceutical formulations.
Advantage Indian:
Competent workforce: India has a pool of personnel with high managerial and
13
Legal & Financial Framework: India has a 53 year old democracy and hence
has a solid legal framework and strong financial markets. There is already an
producer and supplier of quality bulk drugs and formulations to the world.
Exports:
contribute nearly 55% and the rest 45% comes from bulk drugs. Imports have
registered a CAGR of only2% in the past 5 years. Import of bulk drugs have
slowed down in the recent years. The Bulk Drug industry contributed Rs. 5100
14
The Indian pharmaceutical industry is also getting increasingly USFDA
Indian companies such as Ranbax, Sun Pharma, and Dr. Reddy’s are
around.
The drug price control order (DPCO) continues to affect the industry
15
COMPANY PROFILE
The company was incorporated by Dr. Anji Reddy in 1984. Over the
years DRL (Dr. Reddy’s Lab) has successfully transformed itself from a
segment. Currently six of its brands are among the top 300-pharma brands in the
company behind Glaxo and Ranbaxy after its merger with Cheminor Drugs and
American Remedies.
DRL has transformed itself from process engineering and research driven
landmarks in 2001 with its ADR issues, launch of generic Fluxetine in the US
16
Currently DRL manufactures over 100 bulk actives and serval key intermediates
at their six bulk actives facilities, all of which are c GMP – complaint and
USFDA inspected.
All the activities are carried out in-house, supported by the indigenous
focused marketing and support strategies gave an access to a wide and versatile
range of products, combined with the advantage of fast and responsive single-
point interaction.
17
Mission Statement
Vision
Values
elements:
Truth & Integrity: Its business practices are guided by the highest
Respect for the Individuals: DRL tries to bring out the best in
18
DR. REDDY’S STRATEGIC BUSINESS UNITS
3) Bulk actives
4) Custom chemicals
5) Bio-technology
6) Diagnostics
7) Critical care
8) Discovery research
Dr. Reddy’s has a leading presence in India and the world market for
value-added branded finished dosages. They over the years acquired a strong
reputation for their quality branded formulations. Their state – of-the – art
dosages in line with global regulatory requirements. This has helped them carve
a niche for themselves in the world market. Dr. Reddy’s international operation
span Asia, Africa and Latin America. With the help of joint-ventures, Dr.
19
GENERIC FINISHED DOSAGE
Innovative products worth US$ 60 billion are likely to go off patent in the
next 8-10 years in the regulated markets. Dr. Reddy’s recognized this
business, operational since 1998, will target over 60% of the Drugs going off
proposition.
BULK ACTIVES
The bulk Actives business caters to the needs of both Innovators &
actives and several key intermediates. Dr. Reddy’s have 6 bulk actives
supply chain enables them to provide you with high quality Bulk Actives at
cater to the generic and patent challenge formulators in regulated markets and
20
Custom chemicals
requirement.
CONTRACT RESEARCH
CUSTOMER SYNTHESIS
CONTRACT MANUFACTURING
BIOTECHNOLOGY
Dr. Reddy’s is the first company in India to develop a molecule from the
significant market area; they are in the process of setting up bulk recombinant
cardiovascular diseases.
21
CRITICAL CARE
2003: The Far Eastern Economic Review magazine has ranked Dr. Reddys
among the ‘Top 200’ companies in Asia, and among the ‘Top 10’ in India.
2002: The first overseas acquisition of BMS Laboratories Limited and Meridian
Healthcare, UK.
2001: On April 11, Dr. Reddy’s became the first Asia Pacific pharmaceutical
company, outside Japan, to list on the New York Stock Exchange. Dr. Reddy’s
exclusive marketing rights for a generic Drug in the US market with the launch
2000: Dr. Reddy’s becomes India’s third largest pharmaceutical company with
22
1999: Dr. Reddy’s acquires Chennai-based American Remedies Limited.
1998: Dr. Reddy’s license anti-diabetic molecule, DR.F 2725, to Novo Nordisk.
1994: Makes GDR issue of US$ million when the foundation stone was laid for
operational.
1990: Dr. Reddy’s for the first time in India, exports Norfloxacin and
1988: Dr. Reddy’s obtained its first USFDA approval for Ibuprofen and started
formulations operations.
1986: Dr. Reddy’s enters international market with exports of Methyldopa and
goes public.
23
Dr. Reddy’s Pharmaceutical Market
currently make over 100 bulk actives and several key intermediates. Dr.
fully integrated though global Supply Chain Practices and ERP systems, which
increased by 14%
DRL produces around 60 molecules and deals with over 100 molecules.
Manufacturing capabilities
Our bulk manufacturing operation across six units in the state of Andhra
Pradesh in India, have a total manufacturing capacity of over 1800 KL. These
facilities are built and operated according to the latest systems of CGMP. Our
facilities are approved by the USFDA and other reputed international inspection
agencies for all our major products. State-of-the-art equipment and instruments
24
The infrastructure, with its optimum installed capacities and capital cost
& innovation capabilities courtesy. Our people have repeatedly proven their
integrated supply chain practices and ERP systems (SAP R/3) which enable
them to provide a faster response and service to their gamut of customers across
the world.
During the year, the Bulk Actives business recorded a turnover of Rs.
4312mn, with exports accounting for 67% of the sales. The bottom line
reduction achieved in certain products like Losartan and Ciprofloxacin and the
25
With the successful FDA inspection of Miryalaguda Plant, all the six
Bulk Active plant are FDA approved. During the year, 30 new products were
registered across the globe. 14 new products were launched during the year.
towards 39% of the international sales followed by Asia Pacific at 22% and
Europe at 15%.
This was a result of the shift in business focus towards the more profitable
international markets.
In the financial year 2005s, the overall domestic export mix is expected to
be skewed more in favor of exports. In Bulk Actives SBU, the focus will be on
the regulated markets to realize better returns on the resources deployed. The
strategy will be to time the supply so as to be the first source generic alternative
to the top tier generic player through improved process for product selection,
26
In Branded Formulations of SBU, the main focus in the Domestic
DRL STRENGTHS :
introductions.
Manufacturing Practices).
27
All our operations are supported by fully integrated Supply chain
Impurity profile is very good and DRL performs intense stability tests
formulation drugs, i.e., if shelf life of bulk ingredients is “x” months, the
is famous for its strong product pipeline (as soon as a patent expires, they
enter a market).
28
REWARDS AND RECOGNITION
Introduction:
the employees to observe the extent to which these standards are attained and
allocate rewards & based on the observance of the performance. There rewards
can be applied only where performance and results can be directly and
quantitatively measured.
powerful message that the recipient is important. It says that the organization
performance may drift in search of a direction. If low performers are treated the
same as high performers, the message will be translated that high performances
gets you no where. Eventually, many in the workforce will settle at some
agenda forum have confirmed that most workers say they are working
29
Concept of Rewards and Recognition:
Like a child being given a chocolate cup cake and a big hug after cleaning
her room, rewards & recognition can be powerful tools for employee motivation
direct costs associated with them, such as cash bonus stock awards, and a wide
variety of company paid perks, like car allowances, paid packing and giving
certificates. Other type of rewards and recognition may be less tangible, but
top-performing worker.
30
reduction strategy might focus on rewards for ideas to minimize or eliminate
costs and employee stock awards to foster an on going cost reduction emphasis.
DEFINATION:
Rewards:
Recognition:
neuron groups, their comparison and the fact that the impulses are identical,
31
NEED FOR REWARDS AND RECOGNITION
Most employees feel that they are worth more than they are actually paid.
There is a natural disparity between what people think they should be paid and
great and another opportunity occurs, turnover can result. Pay is defined as the
Pay is more than "dollars and cents;" it also acknowledges the worth and
value of the human contribution. What people are paid has been shown to have
for performance not only affect the person being recognized, but others in the
organization as well.
meaningful; however, if the reward system is broken, the opposite effect will
occur.
32
Employees may feel that their performance is unrecognized and not
valued or that others in the organization are rewarded for the wrong behaviors.
Recognition for a job well done fills the employees' need to receive
positive and honest feedback for their efforts. Recognition should be part of the
performers. Rewards are one of the keys to avoiding turnover, especially if they
turnover by avoiding hiring mistakes and selecting and retaining top performers.
evaluate whether getting a bonus at the end of the year is more or less rewarding
than getting smaller, more frequent payouts. Additionally, a personal note may
mean more than a generic company award. Employees should be asked for
input on their most desirable form of recognition. Use what employees say
33
Designing a Rewards and Recognition Solution
should be considered.
awards) are also highly motivating and should also use a set criteria and
a spa membership. The non monetary rewards are best received when
34
they are thoughtfully prepared and of highest quality. Professionalism in
parameters, and desired results are all factors. Recognition for a job well
Resources, a data processing services company that employees more than 6,000
Mahaffey, and Rick, 2002). Rewards are given on a monthly, quarterly, and
yearly basis, and range from Nebraska football tickets, gift certificates, pens,
One of the most popular awards at First Data is called the "Fat Cat
35
• Appreciation letter from the CEO and senior management
Profit sharing and pay-for- skills are monetary bonus plans that both
are valuable for employee daily motivation. Sometimes a personal note may
mean more than a generic company award. In one survey, employees cited the
36
Objectives of Rewards & Recognition:
To motivate the employees to pursue their goals and reach their potential.
recognition from their managers and peers. Creative use of personalized non-
37
retention and performance. Non-monetary Rewards and Recognition can be in
RECOGNIZING EMPLOYEES
the effort simply to thank employees for a job well done. The guidelines for
effectively rewarding and recognizing employees are simple; these are informal
Match the reward to the person. Start with the individual's personal
preferences, reward him or her in ways he or she truly finds rewarding. Such
substantial way than one who simply does a favor for you. The reward
should be a function of the amount of time you have to plan and execute it
38
Be timely and specific. To be effective, rewards need to be given as soon as
Once you have consistently rewarded the desired performance, your pattern
The program should reflect the company's values and business strategy.
programs.
Since what is meaningful to you may not be meaningful to someone else, the
The programs should have a short life span and must be changed frequently.
39
INFORMAL REWARDS
can be implemented with minimal planning and effort by almost any manager.
the most powerful motivator was personalized, instant recognition from their
managers. "Managers have found," Graham adds, "that simply asking for
least often, and perceived that company-initiated rewards for presence ( that is,
rewards based simply on being in the organization) occurred most often. Even
though the first type of reward has the highest motivational impact and the
40
5. The manager holds morale-building meetings to celebrate successes.
Only 42% of the respondents believed that their managers typically used
employees who do a good job. The other top factors were perceived by less than
25% of the respondents as being typically used. Not only are informal rewards
more effective, but they tend to be less expensive. According to the "People,
sincere word of thanks from the right person at the right time can mean more to
plaques. Part of the power of such rewards comes from the knowledge that
someone took the time to notice the achievement, seek out the employee
that the type of reward employees most preferred was personalized, spur-of-the-
41
American workers, 63% of the respondents ranked "a pat on the back" as a
meaningful incentive.
influence on job satisfaction is the supervisor, any manager has all the
RECOGNITION ACTIVITIES:
Many effective forms of recognition are one time events that celebrate a
to be timely and pertinent to the situation and the person being recognized. A
Most respondents said they highly valued day-to-day recognition from their
supervisors, peers and team members. Other findings from the survey:
68% of the respondents said it was important to believe that their work was
appreciated by others.
63% agreed that most people would like more recognition for their work.
67% agreed that most people need appreciation for their work.
42
Only 8% thought that people should not look for praise for their work
efforts.
programs are more important now than in the past”. Employees increasingly
employees who are highly interested in their work and take great satisfaction in
their achievements.
Reward strategies:
automatic pilot and concentrate on daily tasks by turning the workplace into a
game with a series of specific, widely known, achievable objectives. One way
to do this is to target important tasks, give them point values, and allow
A total, such as 100, should be designated as the goal. The total points
employees to achieve improbable goals, the key to this type of system is that it
to create extreme peaks and valleys in performance. Any organization can adopt
43
this technique as long as management tailors the specific steps to its own
praises, and thanks employees who have made positive contributions to the
44
To illustrate this, a team or individual should have the following
1. An aggressive attitude.
Once candidates have been selected, the following rewards can be used to
1. Accolades.
2. Acknowledgment.
3. Awards, and
4. Appreciation.
Although managers often say their most valuable asset is their employees,
they do not always behave in ways that make employees feel they are truly
appreciated. Recognition-award programs are helpful in creating recognition
moments and in teaching praise techniques.
3. Express thanks.
45
In addition, the significance of the event should correspond with the
for increasing sales and productivity, but some form of ongoing remembrance
of the award should also be given. When the recognition program is created,
4. the way the program reinforces the company culture and values.
techniques include:
46
Cash rewards cost more and offer less leverage. Recognition is an honor
award, recognition programs of all kinds are fulfilling people's needs for a kind
sophisticated and well-planned as any other modern business process. They are
47
that they want to be involved and appreciated and get personal satisfaction from
the way to inspire it. If employees perform to certain standards simply for the
material reward promised, they will come to expect that kind of reinforcement
constantly and will be difficult to motivate in the absence of what they perceive
The key to motivating employees is to make them want to do the job well
for its own sake. Employees should see how they fit into the company's larger
scheme - how they tangibly contribute to the making of the product. Employees
an award gift. Many firms in the award business have developed catalogs that
can display a company's logo and special message; some employ substantial
marketing staffs to ensure that employee recognition programs work for the
48
to traditional symbols of appreciation with a focus on the corporate identity.
identity.
1. peer review.
2. bonuses.
return for their commitment, people expect financial rewards such as salary,
challenge is to get the balance right to get the best results. You will need to
and make informed decisions about flexibility and fairness, the level of rewards,
49
following key points will help you manage reward to improve your business
results. Ensure that all reward programmes are aligned to business objectives.
Determine the present situation - typically you will have people with a
maximum return will occur. 'One size' does not necessarily fit all. Target your
spend and tailor your reward programe for the different areas of your
organization. Ensure that the different elements of the reward package don't
overlap. For example, salespeople are often paid cash bonuses and receive
recognition awards.
Both elements are rewarding the same behaviour, don't pay twice.
Benchmark your pay and benefits against the market - there is no need to be
over generous when compared with your peer organizations. When reward
programs are successful, they should be linking to, and supporting, other people
issues.
Over the years that I have been involved with recognition processes, I
have developed a list of what I call “Recognition Do’s and Don’ts”. When one
ventures into recognition in the workplace, one will, invariably, make mistakes.
50
So what are those elements of recognition that either make it succeed, or
2. Keep the recognition criteria wide open: Too many times organizations
will limit the criteria by which one can receive recognition. The committees
I have worked with found that there are so many opportunities for
deserved.
nominate some one for recognition. One of the greatest nominations our
committee ever received came from a pipefitter who had added two
51
4. Maintain confidentiality during investigations: All persons nominated for
will help to avoid hurting someone, and bring crediability to the process.
may be aware of other issues that may affect the committee’s decision.
5. Make the recognition special, not expensive: In the past, some of the
more powerful “thank you”. However, as the dollar amounts climbed, the
“thank you” became lost somewhere. The recognition process became more
appreciation will hang in the den forever. Money, however, will be spent
and forgotten.
52
REWARDS & RECOGNITION IN DR. REDDYS LABORATORIES
motivate its employees and to satisfy their needs, the company has providing
employee to learn further, acquire latest skills & knowledge and to develop their
perform better.
The important Rewards and Recognition provided by the Dr. Reddys are:
Monetary Rewards :
1. Promotions.
2. Incentives.
3. Performance bonus.
4. Training.
5. Job rotation.
6. Work shops.
53
Non-Monetary Rewards :
2. Celebrations.
3. Awards.
4. Certificate of Appreciation’s.
5. Small Trinkets.
6. Complements.
Promotion :
These promotions will be given by the measuring the performance. The Dr.
reward him for his work so that he may have an incentive to forge ahead.
Employees will have little motivation if better jobs are reserved for outsides.
Incentives:
and reward the sales team with in an organization. Incentives are designed to
54
Incentives often include small gifts like gift cards. Dr. Reddys provided
Performance bonus:
The minimum bonus is paid as per the payment of bonus Act 1965 to all
the employees who are working under organization. Dr. Reddys provide the
bonus as per the act as well as something given or paid in additional to what is
usual for the excellence performance of the employees. This performance
bonus will be given to those who perform better than other.
Training :
Dr. Reddy’s has provided employees with the many training programs to
affect their communication & behaviour, how to deal with various situations
and how creativity could help in solving problems. This type of training
the perfect IDPs. This training tells the real-life situations & some case studies
other training programs like “A mountain of learning” it tells about the value of
55
Job Rotation:
This job rotation is one type of reward to get the job knowledge and gains
Through this the employees may understand the problem of each every job.
Work Shop:
practical and interactive, have drawn much appreciation from the trainees. Dr.
Solving, Decision making and Time Management’. These workshops are very
56
Non-Monetary Rewards :
Provide the Lunch & Dinner when celebrations & Award functions
are held.
Celebrations:
Celebrations are held for the purpose of fan, friendship & togetherness.
Dr. Reddys celebrates the important days like women days, may day,
It is a two days program. On first day there will be a carnival time. The
carnival includes the variety of fun games, stilt walkers, tattoo artists, pottery
stalls, bangle stalls, fun rides for children. Many dance programs and musical
among the employees and resolve non-compliance issues. And also conducted
the safety celebrations to know the importance of safety in the work place.
57
Awards :
building the company will distributes the CM excellence awards, team awards
• Best unit.
58
Certificate of Appreciation :
and resulting “good feeling” to the entire family. Some programs conducted by
the Dr. Reddys will invite the employees as well as their families. The ‘Spirit
Elite :
Elite is a Dr. Reddys special program Dr. Reddys honoured its top 52
professional their targets for 3 years in a row and helping in building the
The Elite as they are called – were invited to some place with their
families and entertained lavishly and at a gala dinner held in the everything at
celebrity they were presented with special plaques. There were prices for
Small Trinkets : Small trinkets will be given to their employees like t-shirts,
59
Achievements & Awards Received by Dr. Reddy’s
The efforts of Dr. Reddy’s have been recognized in various. Some of the
major awards received by Dr. Reddy’s are in the area of packaging, best unit,
innovation etc.
When the company bagged prestigious awards for their products. The
on may 28, 2004 Dr. Reddy’s was voted the “Best Bulk Drug company”
Dr. Reddy’s Brazil has bagged prestigious “convite para o premio” – Top
of business award for the year 2004 from montreal events & globo.com.
Dr. Reddy’s has bagged 10 prestigious ‘Indian star 2004’ national awards
60
Dr. Reddys won award from the ‘Public Relation society of India” on
of India in the 6th ‘All India Awards’ as a part of the 7th Andhra Pradesh
March 14th, 2005 Dr. Reddy’s has been rated among the 13 best managed
companies in India.
61
DATA ANALYSIS AND INTERPRETATION
Response % of Respondents
Yes 70%
No 30%
Total 100%
62
2. Type of Rewards and Recognition are provided to you
Response % of
Respondents
Monetary 60%
Non Monetary 40%
Total 100%
From the above analysis the employees are provided rewards &
63
3. The Rewards and Recognition provided to you by the organization?
Response % of
Respondents
Yes 65%
No 35%
Total 100%
64
4. Rewards and Recognition being introduced in the Organisation?
Response % of
Respondents
Superior 50%
Co-worker 30%
Websites 20%
Total 100%
From the above analysis the new rewards and recognition introduced in
65
5. The Opinion on rewards and Recognition provided by your
Organization?
Response % of
Respondents
Excellent 40%
Good 30%
Average 20%
Satisfaction 10%
Total 100%
From the above analysis the rewards and recognition are provided by
66
6. Have you get any Rewards and Recognition for your performance in
your organization?
Response % of
Respondents
Yes 70%
No 30%
Total 100%
From the above analysis the rewards and recognition for performance in
67
7. The rewards and recognition do you prefer more?
Response % of
Respondents
Monetary 60%
Non Monetary 40%
Total 100%
68
8. The Motivation level of you through these Rewards and Recognition
Response % of
Respondents
Yes 80%
No 20%
Total 100%
69
9. The satisfaction level of you through these Rewards and Recognition
Response % of
Respondents
Very Good 50%
Good 30%
Bad 20%
Total 100%
70
10. The success of your organization largely depends on the Rewards
Response % of
Respondents
Yes 65%
No 35%
Total 100%
71
11. The different monetary rewards provided to you?
Response % of
Respondents
Profits 60%
Bonus 40%
Total 100%
72
12. The different non monetary rewards provided to you?
Response % of
Respondents
Gifts 60%
Hikes 20%
Perks 20%
Total 100%
73
CONCLUSION
effectively on employees.
employees.
employees.
to their work.
74
SUGGESTIONS
5. The management should update its rewards systems in order to motivate the
employees from time to time.
8. The training and relation should be improved and trade union should actively
participate in where ever the workers are brutally suppressed.
75
QUESTIONNAIRE
a. Formal
b. Informal
Yes No
a) Monetary
b) Non monetary
c) Both
76
6. Is the reward system practiced in the organization properly
communicated to all the employees in the organization?
Yes No
If yes, How?
a) Monthly
b) Quarterly
c) Half yearly
d) Yearly
e) Occasionally based on extra ordinary accomplishments.
8. What are the behaviours that you are trying to encourage in your
employees?
9. Are all the employees eligible for the Reward as per your company
policy?
Yes No
77
11.The criteria considered for rewarding the employees:
a) Group vote
b) Decision from top officials
c) Decision from a single manager
d) None of the Above
a) Improved performance
b) Reduced absenteeism
c) Others
78
17.Are the employee suggestions considered while reviewing the Reward
program?
Yes No
20.What are the various short comings in your company’s Reward &
Recognition Scheme?
a) Yes b) No
79
24. Are you aware of all the Rewards and Recognition provided to you by the
organization ?
a) Yes b) No c) Partially.
25. How did you come to know about any new Rewards and Recognition
organization?
27.Did you get any Rewards and Recognition for your performance in your
organization?
a) Yes b) No
80
29.What is the motivation level of you through these Rewards and
100%
100%
31. Do you accept that the success of your organization largely depends on
a) Yes b) No c) Partially.
a) Profits b) Bonus
81
BIBLIOGRAPHY
Books:
Human Resource Management - Subba Rao
Websites:
* Company Profile - www.drreddys.com
www.pharma.org
www.pharmaceutical_industry.info
www.pharmaceutical_drug_manufactures.com.
82