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Summer Training Report


For
Lupin Limited, Lucknow

Submitted to
KNIPSS MANAGEMENT INSTITUTE SULTANPUR UP

Affiliated to
DR. AKTU LUCKNOW
In partial fulfilment of the
Requirement for the degree of
MASTER OF BUSINESS ADMINISTRATION

Submitted By AJIT KUMAR, Roll no:


1813570005

KNIPSS MANAGEMENT INSITITUTE


SULTANPUR

2018-20
College Certificate
DECLARATION

I undersigned AJIT KUMAR student of MBA from KNIPSS


MANAGEMENT INSTITUTE hereby declare that I have prepared this
report to confirm that work done by me is original and true to the best of my
knowledge and behalf. It is the result of my efforts and dedication.
Moreover it has been approved by the management of LUPIN Ltd.,
Ankleshwar does not contain any material objectionable to them. This
project is just a part my college curriculum and will not be used elsewhere.

DATE: ____/____/_____
PLACE: SULTANPUR

AJIT KUMAR
ACKNOWLEDGEMENT

“SUCCESS IN ANY TASK CANNOT BE ACHIVED WITHOUT A


PROPER GUIDANCE & HARDWORK.”
It is a great pleasure for me that I am presenting this project. This project is the
outcome of the efforts of many who guided me thought its presentation. I am really very
much indebted to all of them. So it is my sincere duty to thank all of them who have
directly or indirectly helped me in this project.
Firstly, I would like to thank to our college Director Dr. Anupam Agrwal , My Mentor
Dr.Inderjeet Kaur for giving me such opportunity to complete my training in such
organization. I would also like to thanks Mr.Nikhil Srivastava, Mr. Madhvendra Pratap
Singh , Mr. Rajat Krishna Lal and Dr. Archana Singh for giving proper guidance and
support.
I would like to thank Mr.Digant Chhaya (DGM, HR) for allowing me to do
summer training at Lupin Limited. I would also like to thank to Mr.Bhavesh Prajapati
(Executive, HR) & Mr. Hardik Dave (Manager, M1, HR) spending their precious time
during HR sessions.

My intellectual debt is to Bharat Nigam Sir (Technical Trainer), Krunal Koyawala(


Executive, QA), BK Mehta (Purchase Manager) N.R.Patel sir (Manager, M1, A/c),
AK Singh(Executive, Cefadroxil Plant) , Ritesh Gohil (Officer, Warehouse) and
Mrs. Pushpa Patel (DGM, R&D, ADL)who have provided me their valuable time for
preparing my project report. I am thankful to them for keeping trust in me and giving me
an opportunity to do something better for my bright future.
INDEX
6

Sr. No
Chapter Pg. No

1
General Information 1-18

2
Production Department 19- 25

3
HR Department 26- 41

4
Finance Department 42-47

5
Purchase/ Stores Department 48-57

6
Quality Assurance Department 56-61

7
Quality Control Department 62-65

8
Dispatch & Logistics 66-67

9 Engineering Department 68-71

10 Mini Project 72-88


List of Tables
Sr. No. Subject Page No.
1 Milestones 5

2 Awards 7

3 Board of Director 9

4 Management Team 10

5 Performance Graph 12

6 Locations in India 13

7 Subsidiary Companies 13

8 Shareholding Pattern 14

9 Present Product Mix 16

10 Uniform Policy/Rainy wear 28-30

11 Shift Time 30

12 Taxes 46

13 Movement of Share Price 47

14 Mini project criteria 77

List of Graph

Sr. No. Subject Page No


1 Sales 12
2 Profit 12
3 Performance Appraisal system 37
4 Mini project 77
List of Charts

Sr. No. Subject Page No


.1 Lupin’s Value 2
2 Organisation Structure 18

3 20
Production departmental structure

4 Process of cefadroxil 23
5 HR departmental structure 27
6 Finance departmental structure 43
7 Purchase/store departmental structure 49
8 Process of Purchase 51
9 Receipt of Raw material 52
10 Issue of Raw material 53
11 57
Q.A departmental structure

12 Q C departmental structure 61

13 63
Types of Calibration

14 Engineering Departmental Structure 69


Introduction of Pharmaceutical in India
Today, The Indian Pharmaceutical Industry is in the first rank of India’s Science-
based industry with wide ranging capabilities in the complex field of drug manufacturing
and technology. A highly organized sector, the Indian pharmacy Industry is estimated
to be worth 4.5$ billion, growing at about 8%-9% annually. It ranks very high in the
world, in terms of technology, quality and range of medicine manufactured from simple
headache pills to sophisticated antibiotics and complex cardiac compounds, almost
every type of medicine is now made indigenously.
The Indian pharmaceutical sector is highly fragmented with more than 20,000
registered units. It has expanded drastically in the last two decades. The leading 250
pharmaceutical companies control 70% of the market with market leader holding nearly
7% of the market share. It is an extremely fragmented market with severe price
competition and government price control. The pharmaceutical industry in India meets
around 70% of the country’s demand for bulk drug, drug intermediates, chemicals,
tablets, capsule, orals and Inject able.
Introduction of Lupin Ltd
It is founded in 1968, is focused on excellence through technology and research.
Through its facilities in Aurangabad and Tarapur (Maharashtra), Mandideep (M.P) and
Ankleshwar (Gujarat). Lupin manufactures intermediates, bulk actives and drugs,
including Phytomedicines, six oh lupin’s API plants have been approved by the USFDA
and two plants (one dosage and one API) have been approved but the UKMCA. The
therapeutic areas including, among others, Anti-TB, cephalosporin’s cardiovascular and
non-steroidal, Anti-inflammatory Drugs (NSAIPS) . the company caters generics
markets in the US and EUROPE through strategic marketing alliances. Lupin’s research
park in pune city near Mumbai. Conducts leading edge research in generics, new
chemical entities, novel drugs delivery system (NDDS) oral controlled release system
(OCRS) and Phytomedicines.

Page 0
The Meaning of LUPIN:-

L= Learning organization.

U= Unity (Team Work).

P= Performance to achieve the best.

I= Involvement

N=Nature the culture.

Page 1
Lupin’s Value:-

Page 2
Background of Lupin
 Lupin Limited was established in 1968 by Dr. Desh Bandhu Gupta with 600
Employees .It is the manufacturer of Active Pharmaceutical Ingredients,
Pharmaceutical Raw Material, Drugs and Pharmaceutical products.
 Headquartered in Mumbai, India. Lupin Limited today 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.
 Lupin first gained recognition when it became one of the world’s largest
manufacturers of Tuberculosis drugs.
 Lupin’s world class manufacturing facilities, spread across India and Japan, have
played a critical role in enabling the companies realize its global aspirations.
Benchmarked to International standards, these facilities are approved by
international regulatory agencies like US FDA ( US Food and Drug
Administration), UK MHRA ( UK Medicines and Healthcare Product Regulatory
Agency) , Japan’s MHLW (Ministry of Health Labour and Welfare), TGA
(Therapeutic Goods Administration) Australia, WHO (World Health Organization),
and the MCC (Medicines Control Council) South Africa.
 The Company's US revenues grew by 54% to 36,830 million during FY 2013, up
from 23,930 million in FY 2012. The Brands business contributed 21% of total US
sales whereas the Generics business contributed 79% during FY 2013. The
Company aims to strengthen its branded portfolio with the launch of additional
products
 Lupin’s Drugs and products reach over 70 countries in the world. Today, Lupin
has emerged as the 5th largest and the fastest growing Top 5 company in the
U.S, the only Asian company to achieve that distinction. The company is also the
fastest growing, top 5 pharmaceutical players in India and the fastest growing top
10 Generic players in Japan and South Africa.

Page 3
Objectives
√ Enable you to make a smooth & harmonious beginning with organization & the

work environment.

√ To provide uniform guidelines & standardized procedure for the implementation

of various policies.

√ To communicate HR related policies as established and amended by the

management.

Vision Statement
AN INNOVATION LED TRANSNATIONAL PHARMACEUTICAL
COMPANY

Page 4
Milestones:-
Year Milestones
Lupin Acquires Gavis Pharma in New Jersey.
2016

Inaugurated a centre of Excellence for Inhalation Research in Coral


Springs,Florida
Lupin Acquires Specialty Product Portfolio of Temmler Pharma Gmbh & co. In
2015
German
Lupin Acquires Biocom in Russia.
Lupin Acquires Medquimica in Brazil

Lupin Acquires Laboratories Grin, Mexico; Specialty Ophthalmic Company; Enters


2014
the Latin American Market.

2013 Inauguration of new plant at Nagpur.


2011 Lupin Acquires I'rom Pharmaceuticals through its Japanese Subsidiary.
Lupin acquired stake in Generic Health Pty Ltd., in Australia.
2008
Lupin acquired Pharma Dynamics in South Africa.
Lupin acquired Vadodara based Rubamin Laboratories Ltd.
2007
Lupin acquired Kyowa Pharmaceutical Industry Company Limited, a leading
Generic Company in Japan.

2006 A new Facility was set up at jammu.


Maiden Bonus Share were issued in the ratio of 1:1

US FDA and MHRA (UK) approvals were received for Goa.


2005
New Lovastatin plant at Tarapur was approved by the US FDA.

2004 WHO approval was received for Plants at Goa and Aurangabad.

Lupin had successfully implemented SAP ERP across the Company to unify
2003
all business functions and processes.
2002 New Anti-TB facility was commissioned at Aurangabad.

Page 5
Lupin became the only Asian Pharmaceutical company to receive US FDA
approvals for its sterile cephalosporin facility.
2001
Lupin Chemicals Ltd, whose name was changed to Lupin Limited.
2000 Work commenced on the R&D Centre at Pune.
1997 7 ACCA at Ankleshwar got US FDA approvals.
1996 Government of India conferred the 'Best Exporter' Award on Lupin.

Won FICCI's (Federation of Indian Chambers of Commerce and Industry) award


1992
for contribution towards rural development.
Lupin Chemicals (Thailand) Ltd was established.
Two Plants Ankleshwar and Mandideep received US FDA approvals for
1989
maintaining stringent quality standards.

1988 Cephalexin Plant at Mandideep and 7 ADCA plant at Ankleshwar went on stream.

1980 Lupin commissioned a formulations plant and an R&D center at Aurangabad.


1972 Lupin Laboratories Pvt Ltd was incorporated.
1968 Lupin commenced business.

Page 6
Awards:-

Year Awards
2015  CNBC-TV 18 Indian business leader award (outstanding company
of the year)
 DUN & BRADSTREET CORPORATE AWARDS 2015 (Top Indian
company in the pharmaceutical sector)
 ICICI & CNBC Risk management Award 2015 ( risk management
firm of the year)
 ICA Awards for Excellence in financial reporting (winning of gold
shield under manufacturing sector)
 Great place to work- Best companies to work for 2015 india.
2014  Ms Vinita Gupta - Forbes Asia Businesswomen - Power 50.
2013  Dr Kamal Sharma bags the Business Today Best CEO Awards
2013.
 Dr Desh Bandhu Gupta (Founder and Chairman) won the Frost &
Sullivan - Lifetime Achievement Award.
 Ms Vinita Gupta, CEO, Lupin Pharmaceuticals, bagged the Ernst &
Young US 2012 'Family Business Award'.
2012  Lupin bags "Niryat Shree" Gold Trophy for 'outstanding export
performance' in the category of chemicals, drugs, pharma and
allied products, during the year 2009-2010, by FIEO (Federation of
Indian Export Organisations).
 Dr Desh Bandhu Gupta (Founder & Chairman) has won the 'Ernst
& Young Entrepreneur of the Year 2011' Award in the Life
sciences and Healthcare sector.
 Lupin ranked 1st amongst India's "Best Companies to Work for" in
the Biotechnology and Pharmaceutical Sector.

Page 7
2011  IMM (Institute of Marketing and Management) Award for
Excellence as Top Organisation.
 Lupin has won the NDTV Business Leadership Awards, 2011:
Indian Pharmaceutical Company of the Year.
 Lupin ranked 2nd amongst India's "Best Companies to Work for" in
the Biotechnology and Pharmaceutical Sector.
2010 Best Drug Development Company, Asia' by The New Economy
Pharmaceutical & Healthcare Awards 2010.
 Outstanding Export Performance Award by Pharmexcil
2009 (Pharmaceuticals Export Promotion Council of India).
 International Excellence Award by Institute of Economic Studies.
'Wal-Mart Supplier Award of Excellence' for overall commitment,

2008 performance, on-time shipping, innovative programs and overall


partnership.
2007 Cardinal Health conferred two awards – the “Trade Representative of the
Year” and the “Quality Supplier Award” to Lupin Pharmaceuticals Inc.

Page 8
Present Profile:-

 Board of Directors
Sr.No. Name Designation
1 Dr Desh Bandhu Gupta Chairman
2 Dr Kamal K Sharma Vice Chairman
3 Mrs M. D. Gupta Executive Director
4 Mrs. Vinita Gupta CEO
5 Mr. Nilesh Gupta Managing Director
6 Dr Vijay Kelkar Independent Director
7 Mr Richard Zahn Independent Director
8 Mr R. A. Shah Independent Director
9 Dr K. U. Mada Independent Director
10 Mr. Dillep C. Choksi Independent Director

Page 9
 Management Team:-
Sr.No. Name Designation
1 Dr Desh Bandhu Gupta Chairman
2 Dr Kamal K Sharma Managing Director
3 Mrs Vinita Gupta Group President & CEO
Lupin Pharmaceuticals Inc
4 Mr Nilesh Gupta Group President &
Managing Director
5 Dr Rajender Kamboj President
Novel Drug Discovery & Development
6 Dr Cyrus Karkaria President Biotechnology
7 Mr Ramesh Swaminathan President Finance & Planning
8 Mr Shakti Chakraborty Group President India Region
Formulation
9 Mr Vinod Dhawan Group President AAMLA & Business
Development
10 Mr Divakar Kaza President Human Resources
Development.
11 Mr Naresh Gupta President API & Global TB
12 Mr Paul McGarty President Lupin Pharmaceuticals Inc
13 Mr Sunil Makharia Executive Vice President Finance
14 Mr Andrew Macaulay Executive Vice President Europe
15 Mr Alok Ghosh President Technical Operation.
16 Mr Debabrata Chakravorty Executive Vice President
Supply Planning & Strategic Sourcing

Page
10
Types of Communication Channel
Two types of communication channel.
1. Formal Communication Channel
It is consisting of upward, downward, horizontal communication channel.
Upward communication channel
It takes place between Bottom levels to Top level.
Downward communication channel
It takes place between Top levels to Bottom level.
Horizontal communication channel
It takes place between different parameters.
2. Informal communication channel
It is used by those employees who work together and this communication
channel provide useful information for upcoming event

Intercom Fax Post


E-mail
Hot line Outside Dialling
Telex

Page
11
Performance Graph over Last Three Year:-

Year Sales (Rs. In millions) Profit (Rs In millions)

2014-15 110,866 18,364

2015-16 125,997 24,032

2016-17 137,016 22,707

Sales (Rs. In million)


160,000
137,016
140,000 125,997
120,000 110,866
100,000
80,000 2014-15

60,000 2015-16
40,000
2016-17
20,000
0

Profit (Rs. In million)


30,000
24,032
25,000 22,707

20,000 18,364

15,000 2014-15

10,000 2015-16

5,000 2016-17

Page
12
Locations in India-

GROUP
LOCATION OFFICE
Company
Mumbai
Lupin Ltd Ankleshwar
Mumbai
Lupin Ltd Aurangabad
Mumbai
Lupin Ltd Mandideep
Mumbai
Lupin Ltd Thane
Mumbai
Lupin Ltd Goa
Mumbai
Lupin Ltd Indore
Mumbai
Lupin Ltd Jammu
Mumbai
Lupin Ltd Vadodara

Subsidiary companies-
Company name Country Date of take over

Lupin Pharmaceutical Inc. U.S.A 30th June, 2003

Lupin Australia pvt. Ltd. Australia 1st December, 2004

Lupin Holdings B.V Netherland 30th March, 2007

Lupin Atlantis Holdings SA Switzerland 5th June, 2007


Kyowa Pharmaceutical industry
Japan 18th October, 2007
co. ltd.
Pharma Dynamics Ltd. South Africa 1st March, 2008

Harmosan Pharma Gmbh Germany 25th July, 2008


Multicare Pharmaceuticals
Philippines 26th March, 2009
Philippines, Inc.,
Lupin (Europe) Ltd. U.K 5th June, 2009

Page
13
Lupin Pharma Canada Ltd. Canada 18th June, 2009

Lupin Mexico SA de CV Mexico 23rd August, 2010

Generic Health Pty Ltd. Australia 27th September, 2010

Bellwether Pharma Pty Ltd. Australia 27th September, 2010

Max Pharma Pty Ltd. Australia 27th September, 2010

Lupin Philippines Inc. Philippines 20th December, 2010

Lupin Healthcare Ltd. India 17th March, 2011

Generic Health SDN. BHD. Malaysia 18th March, 2011

I'rom Pharmaceutical Co. Ltd. Japan 30th November, 2011

SHARE HOLDINGS PATTERN

Category No of shares Percentage (%)


Promoters 20,95,99,940 46.75%
Mutual funds 2,24,01,111 5.00%
Insurance 2,83,24,972 6.32%
Foreign Institutional
14,28,32,871 31.86%
Investor
Foreign Banks 7079 0.00%
Non Resident 10,71,955 0.24%
Public 4,41,37,879 9.84%
Total
44,83,75,804 100.00%

Page
14
Competitive Scenario:-

1. Sun Pharma Industry


2. Ranbaxy Laboratory
3. Cadila Health care
4. Glenmark Pharma
5. GlaxoSmithKline Pharma
6. Shilpa Medicare
7. Dr. Reddy’s Laboratory

Page
15
Present Product Mix:-

CENTERAL NERVOUS
ANTI-BIOTIC ANTI-TB
SYSTEM

Cephalexin
Ethambutol Levetiracetam

Cefactor
Pyrazinamide Lacosamide

Cefadroxil
Rifampicin Eslicarbazepine Acetate

Cefprozil
Rifabutin Rasagiline Mesylate

Rifazimin
Pregabalin

Product Mix at Ankleshwar:-

Bulk Drug (Active Pharmaceutical Ingredients (API))


Ethambutol Hydrochloride
Cefadroxil

 Bulk Drug Intermediates


 7-ADCA (Amino Deacetoxy Cephalosphoranic Acid)

 7-ACCA (Amino Chloro Cephalosphoranic Acid)

 7-APDCA (Amino Phenyl Di Cefalosphoric Acid)

 7-STAR

 TA- Titric Acid

Page
16
MPP (Multi Product Plant)

Its a plant in which many products are made. They are the raw material in the form of
acid made in company it self so company don’t have to buy it from out. They are raw
material for intermediates.

Present Manpower Status :

Company employees 975

Contract-based 900
employees

Total 1875

ADDRESS:-
Corporate address: - 159, C S T Road,

Kalina Santacruz (East),

Mumbai- 400098,

Maharashtra (India)

Work Address: - 124 GIDC Estate,

Ankleshwar- 393001 Gujarat (India)

Page
17
Organizational structure :

Site Head

Departmental Head

Deputy General Manager

Senior manager

Manager

Senior Executive

Executive

Officer/Trainee officer

Page
18
Page
19
Departmental Structure:-

General Manager

Sr Executive

Officer (4)

Superior

Assistant Operator

Helper

Page
20
Activities:-

 Preparing, reviewing, approving and distributing the instruction for the production
of intermediate or API as per SOP.
 Reviewing of all production batch records and ensuring that these are completed
and signed.
 Making sure that all production activities are reported, evaluated and critical
deviations are investigated with the help of Q.A department and the conclusions
are recorded.
 Ensuring that all the necessary calibrations are performed and its records are
maintained.
 Evaluating proposed changes in product, process or equipment.

Types of product and their specifications:-

 API
 ETB
 Cefadroxil
 Intermediates
 7-ADCA (Amino Deacetoxy Cephalosphoranic Acid)
 7-ACCA (Amino Chloro Cephalosphoranic Acid)
 7-APDCA (Amino Phenyl Di Cefalosphoric Acid)
 7-STAR
 TA- Titric Acid

 Cefadroxil Raw Materials:


 DCM (Di Chloro Methlene)
 DMF (Di Methyl Formate)
 7ADCA (7 Amino Di Cefalusphuric Acid)
 Phenyl dane salt
 EDTA (Ethylene Diamine Tetra Acetate)
 Sodium sufite
 BSA (Bis Sylyl Acetamide)
 HMDS (Hexa Methylene Di selazane)
 TMCS (Try Methane Chloro Selane)
 MSA (Methane Sulphuric Acid)

Page
21
 ECF (Ethyl Chloro Formate)
 NMM (N-methyl Morphylene)
 HCL
 Ammonia

 Utility used in Cefadroxil plant :


 Liquid Nitrogen (N2)
 -20 & -35 brine
 Cold & hot water
 Steam
 Power

There are 5 reactors in cefadroxil plant.


In 1st Reactor 1001, 7ADCA, DCM, BSA, HMDS, TMCS are added.
In 2nd Reactor 1002, DCM, DMF, MSA, ECF, NMM are added.
In 3rd Reactor 1009, HCl, Ammonia, EDTA, Sodium sulphite are added.
In 4th Reactor 1004, Ammonia+DMF.
Then in centrifuge, liquid passes of and the solid form of product remain.
Then in dryer it’s dried.
Finally in 5th Reactor 1005, final cefadroxil is there.
Further final process of cefadroxil API in PPA like shifting, milling and packaging.

Page
22
Production Process and its flow chart:

Reactor 1001 Reactor 1002


No.1 No.2

Reactor 1009
No.3

Reactor 1004 A
No.4

Centrifuge

Dryer

Reactor 1005
No.5

Powder processing area

Page
23
Types of material handling equipment used:-

 Trolley
 Lift
 Forklift
 Pallet
 Stackers
 Mobile rack
Inventory management for raw material and finished materials:-

 Raw Material stores in the blue drums.


 Finished Product stores in the cold storage

Micro-Motion Study
 Reactor cleaning- batch to batch or after 40 batches. Cleaning time is 15-20
minutes.
 Instruments calibration- daily and periodically. Duration is 20-30 minutes.
 Plant area cleaning- daily.
 Batch completion time- 3 days
 % yield- 1.62
 Batch size- 250 kg
 Monthly batches- 54-56

Page
24
Co-ordination between:-

1. Stores and Production:

Store department stores raw material, spare part of machinery & chemical whenever
Production department need, store department issue the raw material & spare part.

2. Purchase and Production:

Purchase department purchase raw material, spare part & safety equipment for
employees. Whenever Production department need any kind of materials it
communicates with the purchase department.

3. Production and Dispatch:

Production department sent the finished product to the Dispatch department and
Dispatch department sent the finished at their respective places.

4. Production and Maintenance:

Whenever Production department require any kind of service to machinery Maintenance


department take care of maintenance. The Maintenance people also takes the regular
visit of the Production area to check test the machines & equipment.

Page
25
Page
26
Departmental structure:-

President HR

Vice President HR

Sr. Manager

Manager HR

Sr.Executive HR

Officer HR

Jr.Officer

Page
27
HR Policy

1 Medical Policy-:

All employees are covered by the mediclaim policy subject to the terms
and limits prescribed under the scheme.

This policy covers self, spouse and two children up to the age 21.

2 Group Accident Insurance Policy-:

This insurance covers all the employees against accident resulting in


death or permanent disablement

This policy does not cover death, injury or disablement resulting from
intentional self-injury, suicide or attempted suicide insanity or the influence of
drugs or drink.

3 Uniform Policy-:

All the categories of employees are given 3 set of uniforms ones in a year.

None wearing of uniform is indiscipline, employees at workers level have


deduction in their salary.

Welfare Items Category Time


Safety shoes Workmen Every year
Staff & manager Every two year
Civil shoes Admin./Q.C dept. Every two year

Page
28
 Rainy Wear
Welfare Items Category Time
Rain coat All employees Once in two years
Rainy shoes Workmen & tech. Every year
personnel
Admin. Personnel/ Q.C Once in two year.

Activities:-

 Manpower Planning
 Recruitment of Manpower
 Joining and Induction
 Compensation & Benefits
 Performance Appraisals
 Welfare Facilities
 Employee Relation
 Reward System
 Self-Development Scheme
 Learning & Development Programme
 Industrial Relation
 Conflict Resolving

Page
29
Function of Time Office:-

Attendance Marking:-

Individual employees are issued punch cards through which he/she should record
his/her attendance on all the occasions of entering the premises or going out of premise
in case forgot to personal department through the HOD otherwise employee will be
marked absent.

Shift change:-

An employee will be eligible for shift change on two occasions for his colleague in a
month through prescribed form. This is strictly at the discretion of the management and
depending on work exigencies

Shift Time
1st Shift 7 am to 3 pm
2nd Shift 3 pm to 11pm
3rd Shift 11 pm to 7 am
General Shift 9:15 am to 5:45 pm

Late coming:-

 Workmen are allowed to late for duty each shift up to 10 minutes.


 After 11 to 15 minutes late coming is consider.
 Late coming is allowed on 3 occasions per month.
 After 3 occasions half day leave will be deducted.
 If leave is not in balance, washing allowance will be deducted.
 After 15 minutes workman are not allowed for duty.

Page
30
 Transport facility;- In case vehicle does not reach the point then workman who come to
duty in such occasion 30 minutes late coming is allowed.

Salary Procedure:-

As a policy salary payments are made through bank transfer for whom an employee has
to open an account in HDFC Bank/Axis Bank / ICICI Bank/Kotak Bank.

Lupin mostly prefers Kotak Bank a/c of employees.

Paid Holidays:-

Company gives weekly off on Sunday & additional weekly off is on 2 nd Saturday of every
month.

Every year 10 Paid holidays are being enjoyed by the employees.

Page
31
Leave Policy—
 Annual Leave:-

Holidays- All permanent employees can enjoy annual leave of 30 days per annum.
Leave will be credited @ of 2.5 days per month.

 Sick Leave (SL):-

Application for sick leave should be submitted as soon as possible & within 2 days
submitted a medical certificate from a registered medical practitioner. The certificate
should be submitted immediately on resuming duty along with fitness certificate.

 Maternity Leave (ML):-

All permanent female employees who are not covered under ESI (Employee State
Insurance) scheme shall be entitled to maternity leave of 84 days (12 week) twice in
their service.

 Only those female employees who have put in 80 working days in a period of 12
months immediately preceding the commencement of leave prior to delivery shall
be entitled to maternity leave.

 Paternity Leave (PL):-

Lupin gives Paternity leave to permanent employees to support his wife & family after
the birth of child. Paternity leave would be allowed for maximum 5 working days. Such
leaves can be availed maximum twice in service tenure.

 Leave for Adoption: - Employees will be entitled to leave for adoption of child aged
below 12 years. This leave will of 6 weeks for female employee and for male employee
it will as per the paternity leave.

 Sabbatical Leave: - All employees who have put in minimum 3 years of services in
organisation can take ‘Break in service’, normally allowed once in a career in order to
manage any personal situation. Such break in service not exceed 1 year.

Page
32
Details in employees personal file.

o Original application of candidate


o Interview call letter
o Joining formats like,
 Induction form, all academic credentials, experience certificates of
previous employment, Age proof, Training Certificate, Joining letter
etc.
o Appointment letter
o Training attendance sheet
o Performance appraisal form
o Promotion letter

When the employee leaves the service, the resignation letter & company’s acceptance
letter is filled at the end of which his service file is closed. Employee’s file remains with
the company for a period of at least 5 years.

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Human Resource Planning

 Human Resource Planning is the process of details about manpower’s


requirement and means of meeting the requirement in order to carry out the
integrated plan of the organisation.
 Human Resource Planning is very important task for HR department.
 HR department decided right number of people and right kind of people at right
place at right time.
 The aim of Human Resource Planning in Lupin Limited is:-

√ To meet future human resource needs.

√ To utilize the existing manpower.

√ To integrate and monitor human resource policy.

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Recruitment & Selection Procedure:-
It is conducted at the plant to fill up the vacancies in both management & non-
management level. The first step is to analyse the need of the manpower. The various
sources are adopted for the management as well as non-management staff.

i. Recruitment
ii. Induction
iii. Training & Development
iv. Payroll
v. Employee engagement
vi. Welfare
vii. Separation

a. Recruitment
a) Gap Identification (Budget-Actual)
b) Personal Requisition
c) Sources
d) Scrutinization
e) Shortlisting
f) Interview call
g) Interview day
h) Medical check-up
i) Document + offer
j) Joining

b. Payroll
a) Bank a/c
b) Attendance
c) Salary process
d) Bonus Mediclaim

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c. Induction
a) Udbhav- Induction at Lonawala
b) One week in plant induction
c) Department allotment

d. Training & Development


a) Behavioural
b) Language
c) Technical training
d) Utkarsh
e) Leader plus
f) First time manager
g) Apni to Pathsala
h) SETU

e. Employee engagement
a) Buddy Programme

f. Welfare
a) Uniform
b) Canteen
c) Transportation
d) Marriage Gift
e) Employee Credit Policy
f) Surbhi Kala Kendra

g. Separation

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Performance Appraisals System :-
In Lupin Bell curve method is used to do performance appraisal.

Bell curve performance appraisal method is normally based on the process of Target
setting & to achieve it.

1 2 3 4 5

1. PSBP – Performance significant Below plan


2. PBP – Performance Below plan
3. PMP – Performance Meets Plan
4. PAP – Performance Above Plan
5. PSAP – Performance significant Above Plan

Every year targets are evaluated in month of April. And on the base of the result
employee gets transfer, promotion, increment, new targets, allowances, awards etc.

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Training and Development activities:-
After completion of training, trainer take written test from the employee and get the
feedback .

Types of training programmes for employees:-

Types of training

1. On the job training

2. GMP training

3. Safety training

4. Induction training “UTKARSH”

Procedure of Training:-

 As per the performance appraisals training includes, the name of the employees
who required the training & the subject of training.
 After this, the arrangement for training is done. The training can takes place at
both the inside & outside the factory premises. For internal training the external
faculties called or otherwise the internal identified trainers may conduct the
training.
 An Individual intimation form is send to the concern employee regarding the type
of training which he needs to undergo with date & venue after intimation to the
HODS.
 After the completion the trainee the employee fill the training feedback form
submit the same to the HR department.
 Company also takes the written test of the trainee after the completion of training.
 The feedback form is then analysed & checked to know the effectiveness of
training. Then the comparison of his earlier performance& the current
performance takes places.

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Promotion and Transfer Policy:-

 Promotion:-

The company gives more than 100 promotion in year & this promotion is purely on the
basis of performance of employee. The promotional need is identified after the
performance appraisal of employee takes place and also on bases of organizations
requirement & while giving promotion the following points are taking in to consideration.

 Employee’s performance
 Attitude of employee
 Quality of work
 Attendance of employee
 Employee capabilities
 Awareness of work

 Transfer:-

Transfer is not viewed as a punishment in Lupin limited. Transfer takes places for the
betterment of organisation as well as for employee or due to the employee’s requests.
Transfer can take place within department at same location or within the group
company. But here whenever transfer is given to an employee as per policy. The salary
also revised with transfer company also provide paid holidays, joining time,
transportation costs, transport allowance etc.

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Welfare activities:-
 Canteen
 Uniform & Safety shoes
 Rainy wear & gumboot & winter wear
 Mediclaim
 Washing allowance &Leave travel allowance
Sport competition
 Education allowance
 Loans
 Birthday wishes & anniversary wishes card
 Long term service award:
 Gold Coin
 Silver Award
 Marriage Gift
Administrative activities:-

Transportation
Canteen
Ticket booking
Guest house
Mailing system
Photocopying
Communication
Liaison
Scrap sales
By-product sales
Pest control
Safety and Security
Gardening
Cleaning and Housekeeping Activity

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Industrial Relations environment:-
The overall industrial environment is conductive. Till the date strikes of any type are not
occurred in Lupin, Ankleshwar, so we can say that employees are happy with the
organization. If in case there is any problem related to the employee, the employee has
discussed with the worker committee and there are at some conclusion. The worker
welfare committee has seven members in total.

Activities carried out towards organization


development:-
The following activities are carried out towards organisation development.

 To maintain good relation with workmen representation committee.


 To make settlement with workmen representative committee.
 The company gives that type of facilities which aim to take employee feel ease
with following facilities,
 General clearness
 Lighting & ventilation
 Safety measures
 Parking area
 High Security

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Departmental Structure:-

Finance HOD
DGM

Manager Account Manager Costing

Executive (3) Officer (2) Officer

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Function of all departmental employees

 Maintaining and Keeping of account record.


 MIS and Costing
 Compliance to various outside agencies like VAT, Central sales tax, Income tax
etc.
 Cash & Bank transaction.
 Vendor/Supplier & job processes.
 Sales & Customer Accounting.
 Accounting of fixed assets.
 Other Expenses like services & consultancy labour supplier.
 Accounting of Inventories.
 Provision of Expenses.
 Monthly/Quarterly/Yearly Account Closing.
 Accounting of various taxes and filling of returns.
 Get accounts audited from audit agencies.

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Budgetary Control System / Process:
 Budget Manual:

As per the corporate guidelines budget prepare for whole year.

 Budget Period:

April to March.

 Principal Budget Factor:

 Marketing Requirement.
 Profitability.

 Budget Centres:

 Production.
 Utilities.
 Other Overheads.

 Accounting Methods/System:

Accounting Method is Dual Entry System.

 Costing of the main Product:-

Raw Material

Packaging of Material

Utilities

Salary & Welfare

Spares

Overheads

Depreciation

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Long-term & Short-term Finance:
 Long Term:

 Equity Share capital.


 Reserves & Surplus.
 Loans.
 Short Term:

 Inventories.
 Sundry Debtors.
 Cash & Bank Balances.
 Loans & Advances.

 Procedure of raising Finance:

Procedure of raising Finance is done by Head office, Mumbai.

 Working Capital Management:

It is handled by Head office, Mumbai.

 Computer Software used to assist in Financial Management:

SAP is used to assist in Financial Management.

Taxes:-

Types Rates For whom to pay


Corporate Tax 34% Central Government
Excise Duty 8% Central Government
Income Tax Central Government
1.Tax Deduction Source (TDS)
2.Tax Collection Source (TCS)
Value Added Tax (VAT) State Government
Central Sales Tax (CST) 2% State Government

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Works Contract Tax (WCT) 4% State Government

Movement of share price during one month:


Date Closing Price Date Closing Price
2/05/2017 1264.20 18/05/2017 1304.90
3/05/2017 1264.20 19/05/2017 1314.90
4/05/2017 1263.50 22/05/2017 1262.90
5/05/2017 1250.50 23/05/2017 1260.20
8/05/2017 1279.55 24/05/2017 1227.65
9/05/2017 1250.70 25/05/2017 1140.2
10/05/2017 1259.65 26/05/2017 1112.55
11/05/2017 1259.40 29/05/2017 1110.2
12/05/2017 1254.15 30/05/2017 1129.9
15/05/2017 1284.25 31/05/2017 1161
16/05/2017 1290.50 1/06/2017 1146.3
17/05/2017 1297.50 2/06/2017 1167.1

Financial MIS (Management Information System):-10/0

MIS contain the estimated product costing & production of each and every product as
well as deviation from actual cost and production cost which is prepare monthly basis.

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Departmental Structure:-

Unit Head

Purchase Manager G.M. Engineering

Purchase Executive Purchase Officer Purchase Officer Purchase Assistant

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Activities:-

 Purchase handling
 Local & Imported purchase
 Raw material Job work
 Capital Goods
 Keep eye on Market for new technology & vendor
 Develop healthy relation with vendor
 Standardisation
 Co-ordination with other location
 Co-ordination with departments

VISION

Right Quality

Right Price

Right Time

Right Source

Right Quantity

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Process of Purchase:-

Receipt of purchase Requisition

Enquiry

Price of competitors offer

Negotiation on with the vendor

Release of purchase order

Place of actual order

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Stores Procedure:-
Receipt &Storage of Raw Materials
Vehicle with Materials arrives at Main gate

Materials for Lupin No


Vehicle sent back
Yes

Record Vehicle reporting time & other details

Receipt Document Checking

Make gate entry, Weighing & Vehicle sent to store

Unloading of Materials

Verification of material

De-dusting of containers
Inform QC, Initiate
Insurance
Storage of Materials in Warehouse formalities

Packaging Damage Yes

If Material is ok Prepare Goods Receipt Note

“Under test” Labels sticked by Store

Sampling by QC & Sampled Labels pasted by QC

Rejected labels
QC Test pasted by QC & Mate.
Shifted to Rejected
Page area.
52
Material OK Material Not OK

Affix Approved labels by QC Disposal Decision

Issue of Raw Materials:-

As per requirement production department send “Issue Slip”

Checking of Issue Slip

Post the Issue Slip

Physically takes out the materials as per issue slip

Load in Tempo

Materials Issue to user department & acknowledgement taken

Filling of Issue Slip

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Material Coding System:-
At Lupin Limited, all stored material is coded with six digit number for which starting
number of all are fixed which are as follow.

1- Raw Material

2- Packing Material

6-Semi finished Goods

3-Finished Goods

Inventory Management System:-


Lupin is using two types of inventory management system.

1. FEFO (First Expiry First Out)


2. FIFO (First In First Out)

Stock Verification
For Raw material & Packing material company used to verify stock once in a month
while engineering & consumable stock verification is done once in a year.

Types of Divisions in Ware house


 Raw Materials Stores
 Engineering Stores
 Solid Materials Stores
 Liquid Materials Stores
 Tanker Stores
 Cold storage

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 5.10Transporter for logistic :

 Bajrang transport
 R.D. cargo

Material Handling Equipment :

 Pallet 800
 Cleaner (for De dusting)
 Weight machine
 Internal tempo 1
 Forklift 4
 Stacker 4
 Fixed racks
 Mobile racks

Capacity of Racks :

 Horizontal 1500kg
 Vertical 6000kg

Label system for Racks :

For knowing the current position of material in the racks different color label are
used
Yellow label- For material in quarantine
Green label- For approved material
Red label- For Rejected material (Kept under Lock & Key Area)

Temperature :

 Cold rooms – below 25°C


 Cold storage - -2to -8°C

Finished Goods:

 Four drum yards are there outside the ware house for storing the liquid material.
 Capacity of each drum used there is around 200-250 kgs.

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Departmental Structure

President- Technical operation

Sr. Vice President- Q.A

Vice President- Q.A

DGM- Head Quality (Ankleshwar)

Sr. Manager Sr. Manager

Executive & officer Executive & officer

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What is Quality Assurance?
The sum total of the organized arrangements made with the object of ensuring that all
Drug products of the quantity required for their intended use and that quantity system
are in place.

Key Principle of Quality Assurance

 “Fit for purpose” (Product should be suitable for intended purpose)

“Right 1st time” (Mistake should be eliminated)

 6.3 Activities

 Preparation & approval standard operating procedures. (SOPs).


 Distribution of Documents.
 Documentation control
 Handling and investigation of Market complaints and batch recalls.
 Review & Retrieval of Records.
 Training of personnel.
 Handling of Deviations.
 Handling of OOS (Out of Specification).
 Handling of OOT (Out of Trend).
 Inspection of Returned Goods.
 Self-Inspection (Internal Audit).

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 Training
 Qualification
 Validation
 APR (Annual Product Review)
 Handling of GMP (Goods Manufacturing Practises)

Different between Q.A & Q.C Department


The main work of Quality Assurance department is to check that either the
finished product is as per the set of standard or not. Q.A department is also known as
the Father of the Quality Control department. The reason is that Quality control
department is keep check the quality of each and every batch of the products either it is
in the form of raw material, semi-finished goods or finish goods while Quality Assurance
department is assure that the material which is passed by the Q.C is correct or not.

In the Q.C department total three sections

 Raw material section


 In process material section
 Final product section

Quality of the products is checked in their all stages by their respective sections. At the
end of the production process Q.C department is check the quality of finished item &
then they send the results to Q.A department to assure the quality of the product that it
is as per the standard norms or not.

If Quality Assurance department found OOS, OOT or Deviation in the quality of the
product then they inform the Q.C department and start the further formalities.

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Types of Instruments-:
Analytical Balance — To weigh the material from 50mg to 200gm.

Micro Balance — To weigh the material from 2 mg to 100gm..

Heads space — To find the part of particle.

Karlfisher Titrator — To measure the water in material.

Fourier Transform chromatograph — To compare the Products.

UV spectrometer — To identify the original colour of material.

Sieve shaker — To find the powder quantity in material.

Ph meter — To find the ph rate.

Calibration
Definition:-

Calibration refers to the process of setting the magnitude of the output of a


measuring instrument to the magnitude of the input property within specified
accuracy and precision.

For example a weighing machine could be calibrated so that it showed the Weight at
the correct point.

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6.6.1 Type of Calibration

Calibration

External Internal
(Done by External Agency (Done by Plant Personal)
or Instrument)

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Departmental Structure:

DGM- Head Quality (Ankleshwar)

Sr. Manager Sr. Manager

Executive & officer Executive & officer

DEFINITION:

QUALITY: “Quality refers to the some of the attributes or properties that


describe a product” that means it is –
1. Fitness for the purpose.
2. Degree of conformance (should be match with the standard)
3. Degree of satisfaction.

QUALITY CONTROL: “Quality control means to control the quality of products


by establishing specific standards”

QUALITY POLICY:

 Commitment to serve the customer is our top most priority, which springs from
Lupin’s Quality policy.
 Quality policy is extra something that customer remembers long after the price is
forgotten. Therefore, it is the policy of Lupin ltd to provide its customers with
products and service which exceeds their requirements. The company shall
abide at all times by Quality systems and procedures in order to achieve the
customer satisfaction.
 The document is preliminary intended to incorporate Lupin’s Quality policy to be
followed with in the organization for implementation of current operating

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Procedures and systems. It also includes policy guidelines which principally aim at
continuous improvements in Quality systems and procedures

QUALITY POLICY STATEMENT:


 The company shall establish and maintain high standards of Quality of its product
manufactured at various locations including those at contract manufacturingsites,
meeting cGMP and cGLP norms.
 Products shall be manufactured and marketed meeting all quality parameters
related to identify, purity, safety & efficacy through well-defined Quality
assurance and validating systems.
 Company shall comply with current national and international regulations as
applicable and continuously moves toward meeting stringent global standards.
 Major thrusts shall be given on quality up gradation and product integrity on
continuous basis to achieve higher level of customer satisfaction.
 Continuous training shall be given to the employees in the organization to
enhance their skills in performing their assigned tasks.

QC DEPARTMENT AT ANKLESHWAR:

QC department is responsible for –


1. Testing of quality of the raw material, in process samples and intermediate
/ API as per defined specification.
2. To carried out stability studies as per define specification.
3. Microbiological testing as per define specification.

SCOPE:
• To elucidate the purpose and functioning of API section of QC Department
at Ankles war location.
• To provide reference for various systems, procedures and equipment’s in
the factory.

Types of Instruments-:

Analytical Balance - To weigh the material from 50mg to 200gm.

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Micro Balance - To weigh the material from 2 mg to 100gm..

Heads space - To find the part of particle.

Karl fisher Titrator - To measure the water in material.

Fourier Transform chromatograph -To compare the Products.

UV spectrometer - To identify the original colour of material.

Sieve shaker - To find the powder quantity in material.

Ph. meter - To find the ph rate.

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Activities:-
 Receive Finished products from factory
 Storage of Finished products
 Dispatch of products
 Maintain of Finished products record

Mode of dispatch and logistics:-

Lupin Ltd is sending some part of goods to Head office Mumbai & some part directly to
customers. For transporting goods at Head Office Mumbai, company is sending it by
road & for exporting company is using air and sea.

Source of the dispatch:-

Most probably for dispatch company is using ISO Container.

Dispatch Formats:-
For Local Sale:-

 Form 45
 Delivery challan cum excise invoice
 Packing List
 Certificate of analysis lorry receipt

For Export:-

 ARE 1
 Form 45
 Lorry receipt

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Departmental structure:

General Manager

Deputy General Manager

Manager

Executive

Officer

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ENGINEERING:

The machine should perform as good as new all the time without any
degradation rather with a good innovation men and think system even the
performance of the machine / equipment should improve over the periodic and
with minimum cost inputs, the designed life should measured.

Activity:

 Maintenance of plant equipment


 Modification job in plants
 Procurement testing and verification
 Suggestion implementation of equipment design to improving
 Assist stores and purchasing in inventory management
 Co-ordinate with PED/ project for expansion
 Executive expanse activity
 Vender develop
 Energy conservation
 Service department
 TPM / BBH

Work system:

 Type of maintenance :-
 Preventive maintenance
 scheduled
 Conditional
 Corrective maintenance
 General plant maintenance
 Maintenance report
 Maintenance budget
A) Men power
B) Utility
C) Revenue
D) Overhead
�Work permit
�Spares equipment

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BBH: - (Bachha Bolta Hai)

It is one of the best activities done by plant maintenance department in BBH


activity particular equipment assign to particular equipment assign to particular
parent (employee) and parent responsible for its cleaning, maintenance and all
related activity
It is done by day to day bases so by these avoid any type of breakdown of particular
Equipment.

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Introduction :-

Meaning of Job Rotation:

Job Rotation implies systematic movement of employees form one job to the
other. Job remains unchanged but employees performing them shift from one job to the
other. This is described as job rotation. With job rotation, an employee is given an
opportunity to perform different jobs, which enriches his skills, experience and ability to
perform different jobs. However, the jobs offered under job rotation are more or less of
the same nature. As a result, he will be skilled to a new job which is more or less similar
to his earlier job.

Benefits of Job Rotation

1. Raises intrinsic reward potential of a job: Job Rotation is likely to raise


intrinsic reward potential of a job due to different skill and abilities needed to
perform it. A worker becomes a broader based versatile worker due to job
rotation. Management gets the benefit of job rotation because workers become
competent in several jobs rather than only in one job. Staff adjustment in
different department is possible easily due it the practice of job rotation.

2. Beneficial to the organization: Due to job rotation, the organization stands


to gain because of the versatility of its employees who develop skills due to job
rotation. It develops a common culture because of wide and common exposure
to workers.

3. Worker becomes competent in several jobs: Due to job rotation, workers


know about a variety of jobs. It also facilitates personal growth of employees

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and makes the workers more useful and valuable to the organization. The
organization stands to benefit as the workers become competent in several
jobs. As and result, the management gets employees who can perform a
variety of tasks to meet contingencies.

4. Improves inter-departmental co-operation: Periodical job rotation


improves inter-departmental co-operation. Employees understand each other’s
problems properly and this facilitates co-operation among them.

5. Motivates employees: Job rotation technique is used for motivating


employees in the organizations. It is suggested as a motivational strategy.

6. Reduce Boredom: Job rotation reduce boredom and disinterest among


employees. Due to job rotation, a given employee performs different jobs of
more or less the same nature. The employee gets some variety of work,
workplace and peers.

7. Develops wide skills among workers: job rotation develops and wide
range of skills among employees. It broadens knowledge and skills of an
employee. Personal worth of employee also improves.

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Objective of Study

 To know about the job rotation in the company.


 How much the job rotation influences the workers of the company?
 To know about the level of knowledge of job rotation among the
employees.
 To know about the skills of the employees applied in the areas as a
result of rotation.
 To understand the psychological satisfaction of employees in the
area of work as a result of rotation.
 Planning and organizing the job rotation in various departments by
the company.

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Research Methodology:

– Source of data: - Collected through questionnaires.


– Data collection Method:-
Primary data:
 I prepared questionnaires so that I can easily get the information from the
respondents.
 There were ten questions in questionnaire. And the questions are open
ended.
Secondary data:
 From policy handbook of company

– Field work & Experience: - The field of work in survey are not in any particular
department but, I complete my survey by approaching the different employees
from different departments.
– Sample Size- 30

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DATA ANALYSIS AND INTERPRETATION

Q1. To which department you belong to?

Scale Frequency of Frequency in Per.


Response

5 16.67
HR

PRODUCTION 10 33.33

FINANCE 5 16.67

If Others Specify 10 33.33

Total 30 100

Respondents

16.67

33.33
HR
PRODUCTION
FINANCE

33.33 OTHERS

16.67

Interpretation:
From the above chart of the respondents it shows that 16.67% respondents were from
the HR & Finance department. 33.33% respondents were equally from Production and
Other department.

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Q2. Gender:

Scale Frequency of Response Frequency in Per

MALE 29 96.67

FEMALE 1 3.33

Total 30 100

GENDER
3.33

MALE
FEMALE

96.67

Interpretation:
In the above chart it shows that 96.67% respondents were Male employees. Remaining
3.3% of respondents were Female employees.

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Q3. Number of years working:

Scale Frequency of Frequency in Per


Response

0-5 yrs. 10 33.33

5-10 yrs. 10 33.33

10-15 yrs. 7 23.33

More than 15 yrs. 3 10

Total 30 100

No. of years working

10
33.33 0-5yrs
23.37 5-10 yrs
10-15 yrs
More than 15yrs

33.33

Interpretation:
In the above chart among the respondents, 33.33% people work in the company during
the period of 0-5 years and 5-10 years. 23.37% people work in the company during the
period of 10-15 years. The remaining 10% people work with lupin for more than 15
years.

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Q4. How often you were rotated in the present company?

Scale Frequency of Response Frequency in Per

Once 4 13.33

1-3 times 12 40

3-5 times 3 10

Never 11 36.67

Total 30 100

Rotation Time

13.33

36.67

Once
1-3 times
40 3-5 times

10 Never

Interpretation:
Among the 30 people from the survey, 13.33% people have done rotation in their field of
work at least once. 40% people have done their rotation 1-3 times. 10% people have
done their rotation 3-5 times and 36.67 % people have never experienced the rotation.

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Q5. Do you think rotation helped you to learn about different departments where
you have worked as a result of rotation?

Scale Frequency of Response Frequency in Per

YES 19 63.33

NO 11 36.67

Total 30 100

Knowledge in diiferrent departments

36.67

YES
63.33
NO

Interpretation:
% people mention that the rotation helped them to learn about different sections or
departments as a result of rotation. Remaining 36.67% people have not experienced
rotation so they don’t have any idea about development of knowledge as a result of
rotation.

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Q6. Does it lead to more expense in training for new job?

Scale Frequency of Response Frequency in Per

YES 5 16.67

NO 25 83.33

Total 30 100

Expense

16.67

YES
NO

83.33

Interpretation:
From the survey it is being noticed that 16.67% people says that training in new job
leads to more expense and 83.33% people says that it doesn’t result ton much expense
as a result of rotation.

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Q7. Do you think rotation helped you to negate the boredom of a particular job
position?

Scale Frequency of Response Frequency in Per

YES 19 63.33

NO 11 36.67

Total 30 100

Rotation & Boredom

36.67

YES
63.33
NO

Interpretation:
As a result of rotation 63.33% people says that it helps to negate the boredom of a
particular job position. Remaining 36.67% people gives an opposite reaction which
shows that the rotation doesn’t help in negating the boredom in the job.

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Q8. Do you think job rotation improves the performance level?

Scale Frequency of Response Frequency in Per

YES 22 73.33

NO 8 26.67

Total 30 100

Performance Level

26.67

YES
NO
73.33

Interpretation:
Among the respondents in the survey, 73.33% people says that rotation improves the
performance level of the employees and the rest 26.67% people says that rotation
doesn’t improve the performance level of employees.

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FINDINGS

There were 30 respondents to the survey conducted on Job Rotation. From the survey I
have found:
1) From the 30 respondents, the highest number of response was from production
with a number of 10. There were equal number of respondents with a number of
5 from HR, Finance and other departments.

2) Among the respondents 29 employees were male and only 1 employee were
female. From the survey I came to know that the Strength of the female
employees in lupin ankleshwar is comparatively less.

3) All the employees responded in survey have different years of work experience
with Lupin ltd. Among the respondents 10 people have the work experience
between 0-5 years. 10 people have 5-10 years of work experience. 7 people
have work experience of 10-15 years. 3 people have more than 15 years of work
experience.

4) Rotation has also influenced the employees in Lupin ltd. Among the 30
respondents, 4 employees have rotated once. 12 employees have rotated 1-3
times. 3 employees have rotated 3-5 times. 11 employees have never
experienced the rotation. The rotation was mostly taken place in Production,
Quality Assurance and Quality control department. In HR and Finance
Department rotation is not practiced commonly. In Lupin ltd, the rotation
commonly takes place in Production Department and Quality Unit (QA & QC)
Department. In Quality control section the rotation takes place between finish
section, in process section, Stability section and Raw material Section. In Quality
Assurance department the rotation takes place mainly in the area of record
keeping and analysis section.

5) Out of 30 employees, 19 people say that the rotation helped them to learn about
different sections. Remaining employees didn’t have any experience in the
rotation, so they didn’t give any positive feedback.

6) As a result of rotation, 25 people say that lead too much doesn’t lead to much
expense as a result of rotation. 5 people says that it will lead to expense for
training in the new section.

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7) As a result of rotation 19 people says that rotation helps to negate the boredom
in a particular job position. This means job rotation will help the employees to
keep dedication towards their work. 11 people says that mood of employees
doesn’t change as a result of job rotation.

8) From the survey, 22 people say that Job Rotation improves the performance
level in an organization. As a result of rotation in different sections, the shortage
of employees can be overcome by another employee and hence improves the
performance level. 8 people give a negative feedback by saying that rotation
doesn’t improve the performance level.

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ADVANTAGES OF JOB ROTATION IN LUPIN ltd:
1) Job rotation reduces the boredom and monotony through diversifying the
employees’ activities.
2) Employees with a wider range of skills give management more flexibility in
scheduling work, adapting to changes and filling vacancies.
3) It broadens the range of experience of employees and is an effective
training technique.

DISADVANTAGES OF JOB ROTATION IN LUPIN lid:


1) Work is disrupted as rotated employees take time to adjust to a new set
up.
2) Training costs are increased.
3) It can demotivate intelligent and ambitious trainees who seek specific
responsibilities in their chosen specialty.

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Suggestions To The company regarding Job
Rotation:

 Job rotation must start with an end goal in Lupin ltd.


 Job rotation must be carefully planned.
 Employees are able to assess whether the job rotation is achieving
the goals.
 The company need to conduct a Job analysis to determine the
components of the job that are most important to learn during the job
rotation.
 Develop and Implement internal communications.
 The company need to measure the skills and reward success to the
employees.

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Recommendations

 Company should give the guidance regarding employee’s role, responsibility &
authority.

 Company should modify their HR & welfare policy that all employees can
understand easily.

 Organization should implement the Job rotation after giving proper guidance &
arrangement regarding job.

 The freedom for taking the decisions should be increased in the case of
management level of employees because some time quick decisions are
necessary for handling the situation.

 The level of security checking is so high at Lupin so it should be decreased at


some requires level because outsiders & company employees are not satisfied
with it.

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Conclusions

This report is prepared during the summer training undertaken at Lupin ltd.
at Lucknow on partial fulfilment of MBA Course. It has been a very great
experience to get training under such a reputed Multinational
pharmaceutical company.

After preparing report on Job Rotation among the employees, I learn lots of
things about it and how it is important to the organization. It helps me to
increase my knowledge & level of understanding the people. In Lupin ltd.
There are easy & systematic system for all activities related to work & their
human relations are very good in nature & organization culture is very
much inspirational. All employees are very supportive & enthusiastic about
the organization growth.

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Respected Sir/Madam
I am AJIT KUMAR of MBA (Third Year) KNIPSS MANAGEMENT INSTITUTE. I am working on the
project:’ Study on companies ‘Job Rotation’. I kindly request you to spend your valuable time
to fill up the questionnaire. The questionnaire will be used only for academic purpose and will
be kept confidential.

Q1. Name of the employee: …………RUCHI PANDEY…………………


Q2.To which department you belongs to:
[ ] Finance [ ] HR [ ] Production [ ] if others specify ………………..
Q3. Age of the employee: ………………………………
Q4. Gender: Male [ ] Female [ ]
Q5. Current Job profile/ Profession: ……………………………
Q6. Number of years working:
[ ] 0-5 yrs. [ ] 5-10 yrs. [ ] 10-15 yrs. [ ] more than 15yrs
Q7. How often you were rotated in the present company?
[ ] Once [ ] 1-3 times [ ] 3-5 times [ ] Never
Q8. Mention the names of all the departments where you have worked as a result of
rotation?
………………………………………………………………………………………………………
Q9. Do you think rotation helped you to learn about different departments where you
have worked as a result of rotation?
Yes [ ] No [ ]
Q10. Does it lead to more expense in training for new job?
Yes [ ] No [ ]
Q11. Do you think rotation helped you to negate the boredom of a particular job
position?
Yes [ ] No [ ]
Q12. Do you think job rotation improves the performance level?
Yes [ ] No [ ]

THANK YOU 












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BIBILIOGRAPHY

 www.lupinworld.com
 www.economictime.com
 www.lupin.com

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