STPR 5

SUMMER TRAINING PROJECT REPORT
AT
HARMAN FINOCHEM LIMITED PLOT A-100, MIDC AREA, SHENDRA, AURANGABAD
BY Ms.LEENA .S. DONGARDIVE MASTER OF BUSINESS ADMINISTRATION ROLL NO: 18 DEOGIRI INSTITUTE OF MANAGEMENT STUDIES AURANGABAD
INDEX Chapter No. 01 02 03 04 05 06 07 08 09 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 Title Page No.
Acknowledgement Executive Summary Introduction Company Profile Business Range Organisation Structure Company Departments & Customers Human Resource Department Finance Department Marketing Department Production Department Q.C & Q.A Department Maintenance Department Safety Department stores Department I.T Department Purchase Department Excise Department R&D Department Microbiology department SWOT Analysis Participant Observation Synthesis Company contacts Bibliography
06 08 09 10-15 15-16 17-27 28-29 30-42
30 to 32 43-45 46-50 51-54 55-60 61-62 63-68 69-70 71 72 73 74 75 76-77 78-80
81 82 83
Submitted By-Leena.S.Dongardive
ACKNOWLEDGEMENT
I take this opportunity to express my sincere thanks to Mr Shailendra Singh,HR Manager,of Harman Finochem Ltd for giving me the opportunity to carry out my inplant training in his organization-Harman Finochem Ltd,Aurangabad and also giving me the considerable value addition in my knowledge related to specifics of Human Resource and for all the kind help and co-operation intended to me in the completion of my my training.Without his valuable help I would not have been able to gain my knowledge with which I am euipped now. I would like to thank Mr Gorakh pawar,executive HR , who inspite of their pressing schedules and responsibilities provided me valuable guidance and supported me in my training. I extend my sincere thanks to honourable Director Mr Ulhas Shiurkar, of Deogiri College, Aurangabad, who gave us the opportunity to experience the ground level realities of human resource. I express my sincere thanks to everyone.
Leena.S.Dongardive
Executive Summary
To attain this practical insight in the operations of business administration we the students of MBA, are supposed to undergo two internships in the industry, one of them is the summer internships, which is suppose to be done with a service provider or a manufacturer in the field of business administration. This summer internship was the first experience of business administration.It was experiencing my perceptions about business administration and the ground realities.The learning in the classroom was only restricted to theoretical aspect but working with the organization was a very different experience. I took training in Harman Finochem Ltd,Aurangabad, as a part of summer internship. Harman Finochem Ltd is a professionally managed company engaged in manufacturing of Active Pharmaceutical Ingredients (API).There I was exposed to various concepts of human resource . I worked mainly with HR which was very beneficial for me. After this internships I observed that HR department to work smoothly , small players called service provider play a very important role. Thus learning experience for 1 month at Harman Finochem Ltd played a very important role.
INTRODUCTION
Harman Finochem Ltd is a professionally managed company engaged in manufacturing of Active Pharmaceutical Ingredients (API). The company was established in 1983 by Mr Bhupinder Singh Manhas Chairman and Managing Director of the Company. The company has three plants across the india two are in aurangabad,maharashtra. 1.Harman finochem ltd Chikalthana (e-9) 2.Harman finochem ltd Shendra MIDC (A-100) 3. The corporate office of company is working in mumbai,maharashtra. The general manager of chikalthana branch is Mr somanath dutta & shendra plant is Mr kheemanand sharma.
ABOUT HARMAN FINOCHEM AT SHENDRA:

Manufacturing facilities spread in 1,65,760 sq m 40000 sq
m. Company is complying with GMP norms with green house project and full fleged ETP.The plant has been Accrediated by USFDA (United State Food and Drug Administration) and EDQM (Europe Drug and Quality Management). The focus of company is on core segment of anti diabetic CNS acting drug, controlled substances and Anxiolytes ,Antigoat. The company is, Manufacturer and exporter of APIs to pharma and generic companies. Certified as EXPORT HOUSE by govt of india. Manufacturing facilities inspected and complying with GMP norms as per USFDA, ICHQ7A,PIC,WHO_GMP,SCHEDULE_M and japaneese foreign accrediation. QC laboratory HPLC compliance. Powder processing area with Pneumatic control.
Company Profile:
The emergence of Harman into a leading partner in the specialized field of Bulk Pharmaceutical Chemicals/ Active Pharmaceutical Ingredients (APIs) as well as in Chemical Intermediates began way back in 1983, initiated by Mr. Bhupinder Singh Manhas, Chairman & Managing Director. The company has two Manufacturing sites at Aurangabad and one at Vapi. The company has been accredited with Certificate of
Suitability from European Directorate for Quality of Medicines (EDQM) & holds WHO-GMP Certificate. We have submitted DMFs to various International Regulatory Authorities such as USFDA, TGA, HPB etc. Our organization has been recognized as an Export House by Ministry of Commerce, Government of India for the meritorious contribution in the field of Export of APIs.
MOTTO: QUALITY IS OF PARAMOUNT IMPORTANCE TO THE SUCCESS AND GROWTH OF OUR COMPANY BUSINESS. The policy of Harman is to ensure that customers worldwide are delighted by receiving APIs which are safe, efficient and are of highest quality. We, at Harman adhere to principles of cGMP and everyone at all levels is committed to achieving the corporate quality goal.
PEOPLE:
At Harman, They consider that well trained human resource is the key for servicing their clients. They are proud of their personnel in all areas from R&D, Manufacturing, Quality Management, Marketing, Finance, to Supply Chain. They
believe in respect and welfare of employees at all levels in the organization
VISION: Their Vision is to acquire Prominence in the global market, in the field of Bulk Pharmaceutical Chemicals (Active Pharmaceutical Ingredients). Their focus is on the core segments of Anti-Diabetics, CNS Acting Durgs, Controlled Substances, etc. They have come up with a new manufacturing site at Shendra Aurangabad with state of the art facilities, fully compliant with cGMP norms as per USFDA, TGA-Australia, HPB-Canada, etc. for Custom/ Contract manufacturing of chemical intermediates, APIs and finished dosage forms, to serve the global market.
STRENGTH:
Manufacturing Facilities: Two manufacturing sites at Aurangabad and one at Vapi. Reactors of various capacities ~ 1,80,000 Litres. Centrifuges of different types and sizes. Fluid bed dryer/ Air dryer/ Spray dryer/ Glasslined Rotocone Vacuum dryer. Clean room facilities with dedicated AHU systems, inclusive of terminal HEPA filters. Separate dedicated areas for Run-away reactions. High Vacuum Tank farms for solvents/ chemicals. Distillation assemblies with fractionation columns for purification of liquid API Intermediates. Separate storage & warehousing areas for RMs, Packaging Materials & Finished goods. High Performance Liquid Chromatographs (HPLCs). Gas Chromatographs with Head Space and auto sampling devices. Stability studies chambers. Auto-titrators. Microbiological testing facilities. Particle size analyze
QUALITY:
Their quality management systems are based on: ICH Q7A GMP guidelines for Active Pharmaceutical Ingredients. 21 CFR PART 210 WHO GMP SCHEDULE M
REGULATORY APPROVALEGUEGLATORY APPROVAL:
COS EDQM STRASBOURG USFDA HPB CANADA EUROPEAN MINISTRY OF HEALTHS COMMON TECHNICAL DOCUMENTS (CTD) KOSHER CERTIFICATE FOR VITAMINS
R&D
To identify and develop new products with speed and cost effectiveness. Smooth Technology Transfer from lab to plant. To optimize manufacturing processes.
THEIR EXPERTISE:
Hydrogenation Grignard reaction Cyanation Bromination
Phosphorylation High Vacuum Distillation Sodium Metal
Esterification Decarboxylation Condensations
Reactions Corrosive Reactions involving Sod2, POCL3
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Quotation ject Inquiry Secrecy Secrecy Agreement Agreement Evaluation/ Feasibility Studies
CONTRACT MANUFACTURING:
Controlled substances and niche APIs From kilograms to multi-tonnes capabilities Multi step synthesis Finished Dosage Form Complete Regulatory Documentation support. cGMP compliant facilities
NEW PROJECT CYCLE:

A new project is identified and mutual secrecy agreement is signed. Data on technical and marketing aspects are exchanged. Harman evaluates the project based on the data and offers a quote after feasibility study and on mutual consent/ contract, will go ahead with lab/ pilot and then commercial production along with this phase, a drug master file (DMF) is also created as per new CTD format for Regulatory approval.
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Kilolab / CTD DMF mmercial Supply Pilot Plant Regulatory Approval Consent/ for Analytical Development Process Contract
THEIR GLOBAL PRESENCE:
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BUSINESS RANGE:
Anesthetic Ketamine HCL Anti-Convulsant; Anti-Epileptic Lamotrigine Phenobarbital* Phenobarbital Sodium* Anti-Cholinergic Oxybutynin Anti-Diabetics Glibenclamide Glimepiride Metformin
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Hydrochloride* Phenytoin Hydrochloride Phenytoin Sodium Sodium Valproate Valproic Acid Anti-Emetic Buclizine Meclizine Anti-Gout Allopurinol* Dipropionate Probenecid Betamethasone Valerate Betamethasone Sodium Phosphate Anti-Fungals Fluconazole Ketoconazole Corticosteroids Betamethasone Phenformin
PIPELINE PRODUCTS:
Amiodarone Amitriptyline
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Alprazolam Bezafibrate Bupropion Hydrochloride Butalbital* Bromazepam* Glycopyrrolate Gabapentin Ketoprofen Leflunomide Lisinopril Methylphenidate* Methadone Hydrochloride* Pentobarbital* Ramipril Tetrazapam* Tilidine* Zolpidem* Olanzapine
COS Certificate of Suitability/ * Controlled Substance Products protected by valid patents are not offered for sale in countries where the sale of such products constitutes a patent infringement
DEPARTMENTS IN HARMAN HR & ADMINISTRATION
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PRODUCTION STORE (RM STORE/ ENGG STORES) MAINTENANCE QUALITY CONTROL QUALITY ASSURANCE ETP EHS SAFETY R&D IT ACCOUNTS EXCISE PURCHASE MICROBIOLOGY
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COMPANY CUSTOMER:
1) GLANEMARK 2) SANDOZ 3) VIVATIZ 4) GLAXOSMITH 5) AURBINDO 6) BIPHARMA 7) CIPLA 8) EMCURE 9) ENTAZ 10)IPCA 11)ETHIC 12)EPIC 13)HOBID 14)MACHLEORD 15)RANBAXY 16)ZYDOZ 17)WOCKHART
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Introduction to HRM
A. Evolution of HRM
Earlier references: In western countries HRM had its primitive beginning in 1930s. Not much thought was given on this subject in particular and no written records or documents interesting to note HRM concepts was available, in ancient philosophies of Greek, Indian and Chinese. This is not to suggest that industrial establishment and factories system, as it is known today, existed in ancient Greece, India or china. The philosophy of managing human being, as a concept was found developed in ancient literatures in general and in Indian philosophy in particular. Personnel functions: Till 1930s, it was not felt necessary to have a separate discipline of management called Personnel management. In fact, this job was assigned as part of the factory manager. Adam Smiths concept of factory was that it consists of three resources, land, labour and capital. This factory manager is expected to procure, Process and peddle labour as one of the resources. The first time when such a specialist person was used; it was to maintain a buffer between employer and employee to meet the legitimate need of employees. However, it is the employer who decided what is legitimate need of employees. In fact, the specialist person was more needed to prevent unionization of employees. This was the case before 1930-s all over the world.
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B. Environmental Influences on HRM: Since 1930s, certain developments took place, which greatly contributed, to the evolution and growth of Human Resources Management (HRM). These developments are given below: 1. Scientific Management 2. Labour Movements 3. Government Regulations.
C. Need for the Study :

1. Shortage of skills. Skills and knowledge people are always on short supply. Alternatively they are too costly to hire from outside. The best alternative is to improve skill and knowledge of existing employees 2.Technological Obsolescence. Growth of technology takes places very fast. This will render current technology obsolete in the future. There is a great need to upgrade technology. This needs suitable training. 3.Personal Obsolescence. At the time recruitment employees possess a certain of knowledge and skill. As time passes knowledge becomes obsolete, unless it is updated by proper training. This happens because of changes taking place in product technology, production methods, procurement of better machines, setting up of modern production lines, introduction of modern method of supervision and information processing through MIS and EDO.. 4.Organization Obsolescence. Modern management has introduced a number of
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innovative steps in functions of management like planning, organizing, controlling, coordinating and directing. Organization which is impervious to such changes is bound to fail and become obsolete. 5.Upgrading Ability of Threshold workers. Public policy provides reservation to disadvantaged sections of the society like handicapped, minorities and dependents of deceased workers etc. All these are threshold workers having less than minimum prescribed level of knowledge and skill. They require extensive training to bring them up to the minimum level of performance standard. 6.Coercive training by government. In order to provide better employability chances of unemployed youth, certain governments taken initiative to mobilize resources available at pubic/government and private sectors to outside candidates. One such example is the Apprentice Training conducted by govt. of India. A part of expenditure incurred for this by private sectors are reimbursed by government. Human capital The latest thinking is to treat employees as human capital. The expenditure involved is training and developments are now being considered as an investment.
Scope of Human Resource Management

The Scope of HRM is in deed fast. All major activities in the working life of worker from time of his entry in an organization until he / she leaves, come under the preview of HRM. Specifically, the activities included are Human Resource planning, Job analysis and design, Recruitment, Selection, Orientation and placement, Training and
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development, Performance appraisal and Job evaluation, employee and executive renumeration and communication, employee welfare, safety and health, industrial relations and the like. HRM is becoming a specialized branch giving rise to a number of specialized areas like : Staffing Welfare and Safety Wages and Salary Administration Training and Development Labour Relations
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Human Resource Management in HARMAN:

Personnel/Human Resource of an undertaking is its important constituent. Efficiency, Profitability and in fact the very existence of the undertaking will depend on this constituents. Co-operation and dedication in performance on the part of its personnel ends in the accomplishment of its objectives. Therefore human resource is of immense importance since it involves
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matters such as identifying, placing, evaluating, and developing individuals at work and maintaining effective multilateral communication systems. Human resources along with financial and material resources contribute to production of goods and services in an organization.. In short HRM may be defined as the art of procuring, developing and maintaining competent workforce to achieve the goals of an organization in an effective and efficient manner.
Objectives of the HRM are to secure the following: Industrial peace: This is secured by excellent union management relations, healthy inter-personal relationships, and promoting participative management style and good industrial and labour relations. Achieve High Productivity: The underlying objective brings to increase the quantity or volume of the product or service for a given input, productivity improvement programme is very significant in a competitive environment. Better quality of working life of employees: This involves both intrinsic and extrinsic factors connected with work. Obtain and sustain competitive advantage through empowerment : continuous improvement and innovative steps being the two essential ingredients to achieve and sustain competitive advantage, todays industries are knowledge based and skill intensive. Cordial relationship between the employer and employees. Personnel research functions.
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Proper orientation and introduction to the new employees.
HR FUNCTIONS
Human Resources may set strategies and develop policies, standards, systems, and processes that implement these strategies in a whole range of areas. The following are typical of a wide range of organizations: Maintaining awareness of and compliance with local, state and federal labor laws Recruitment, selection, and on boarding (resourcing) Employee record-keeping and confidentiality Organizational design and development Business transformation and change management Performance, conduct and behavior management Industrial and employee relations Human resources (workforce) analysis and workforce personnel data management
Compensation and employee benefit management Training and development (learning management) Employee motivation and morale-building (employee retention and loyalty)
Implementation of such policies, processes or standards may be directly managed by the HR function itself, or the function may indirectly supervise the implementation of such activities by managers, other business functions or via third-party external partner organizations. Applicable legal issues, such as the potential for disparate treatment and disparate impact, are also extremely important to HR managers.
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Manpower Planning : Hiring employees for short span of time. A employee can meet top management for problem solving at any time with-out prior permission. This is unique feature of this group, as directors are involved in day-to-day activities. Directors of this group discuss their problem with departmental heads & then all units are taken into faith. Thus resulting in involvement. All departmental heads are versatile in nature & can solve any problem of organization. This results in smooth running
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of organization & giving a good communication, which generally do not takes place in big organization. Readjustment of worker can take place in organization.
SELECTION & RECRUITMENT PROCEDURE Procedure for selection & recruitment is very simple. It is top managements decision to selector reallocate existing staff. Recruitment plan depends upon order given for that particular year. This organization generally follows word mouth procedure; person with this organizational background is taken with desired quality, while surplus talent is taken into consideration for filling vacancies. Method of selection depends upon for which it is done. All option is taken into considerations word of mouth & references are crossverified. Interviews are conducted by one partner & departmental head junior level while selecting, educational qualifications, family background, physical & mental fitness are checked & written test is also taken in consideration as result getting always an active employee. TRAINING & DEVELOPMENT Training & development takes place department wise. On job training & in house training takes place in organization. After selection of candidate has to go under training for at least one to two months. In training safety measures are taken to consideration. Wages and Salary Administration: Company follows minimum wages act for two types of workers. Permanent worker Temporary contract base Permanent workers get fixed wages and fixed leaves also. Time in employee stock option program is not there but following ways benefits employees. With cities top management gets their claims while union level D A is fixed. There is group accident policy, which provides Personnel medical claim for top management. Field staff is entitled to get according sales their incentive
Incentives and Non Financial Plan:
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Rewards are given; incentives are in the form of promotion, awards and recognition when a worker is not supported by rewards but group. Job Evaluation and Job Analysis: The machine s or daily base checks every workers productivity. Records of daily basis quantity are maintained. Rejected production is also taken into consideration for job evaluation. Analysis is carried out on daily, monthly and quarterly basis and cost per unit is calculated there by giving financial, non financial rewards to workers. In this way job evaluation and analysis is carried out. Welfare For Workers Group provides healthy working conditions to the employees and uses welfare as the motivational technique. Management also gives innovative prize to worker for his good performance in year. Medical facility covering the entire family is also a part of this.
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There is no trade union in this organization. Thus there is no problem of having industrial relation. If any of the problems arises then workers can directly meet the top management.
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Human Resources Management Issues People are our greatest asset is a mantra that companies have been chanting for years. But only a few companies have started putting Human Resources Management (HRM) systems in place that support this philosophy. There are a number of challenges in the Indian industry which require the serious attention of HR managers to find the right candidate and build a conducive work environment which will be beneficial for the employees, as well as the organization. The industry is already under stress on account of persistent problems such as attrition, confidentiality, and loyalty. Other problems are managing people, motivation to adopt new technology changes, recruitment and training, performance management, development, and compensation management. With these challenges, it is timely for organizations to rethink the ways they manage their people. Managing HR in the knowledge based industry is a significant challenge for HR managers as it involves a multi task responsibility. In the present scenario, HR managers perform a variety of responsibilities. Earlier their role was confined to administrative functions like managing manpower requirements and maintaining rolls for the organization. Now it is more strategic as per the demands of the industry. Managing People In view of the industry dynamics, in the current times, there is a greater demand for knowledge workers. Resumes abound, yet companies still fervently search for the people who can make a difference to the business. Often talented professionals enjoy high bargaining power due to their knowledge and skills in hand. The attitude is different for those who are taking up responsibilities at a lesser age and experience. These factors have resulted in the clear shift in
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approach to individualized career management from organization career commitment.
Motivating the Workforce As the competition is growing rapidly in the global market, a technological edge supported by a talent pool has become a crucial factor for survival in the market. Naturally, as a result every organization gives top priority to technology advancement programs. HR managers are now performing the role of motivators for their knowledge workers to adopt new changes.
Competency Development Human capital is the real asset for any organization, and this makes the HR role important in recruiting, managing, and retaining the best. The HR department has a clear role in this process and determines the success tempo of any organization. An urgent priority for most of the organizations is to have an innovative and competent HR pool; sound in HR management practices with strong business knowledge. Recruitment and Training Recruitment has become a major function from an imperative sub system in HR, particularly in the industry. HR managers play a vital role in creating assets for the organization in the form of quality manpower. Attracting new talent also is a top priority for software companies, but less so for smaller companies. Another challenge for HR managers is to put systems in place to make the people a perfect fit for the job. Skill redundancy is fast in the industry. To overcome this problem, organizations give the utmost
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priority to training and skill enhancement programs on a continuous basis. Many companies are providing technical training to the employees on a quarterly basis. These trainings are quite useful also in terms of providing security to the employees. The Trust Factor Low levels of trust inhibit tacit knowledge sharing in the knowledge based industry. It is essential that Our Company takes more initiatives to improve the security levels of the employees. Work life Balance Factor Another dimension to the challenges faced by our company is the growing pace of talent acquisition. This aspect creates with it the challenge of a smoother assimilation and the cultural binding of the new comers into the organization fold. The pressure of delivering the best of quality services in a reduced time frame calls for ensuring that employees maintain a work life balance.
Attrition/Retention of the Talent Pool One of the toughest challenges for the HR managers in the industry is to deal with the prevalent high attrition levels. Though there is an adequate supply of qualified staff at entry level, there are huge gaps in the middle and senior level management in the industry. Further, the salary growth plan for each employee is not well defined. This situation has resulted in increased levels of poaching and attrition between organizations. The industry average attrition rate is 3035 per cent and could range up to 60 per cent.
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Bridging the Demand Supply Gap HR managers have to bridge the gap between the demand and supply of professionals. They have to maintain consistency in performance and have to keep the motivation levels of employees high, despite the monotonous nature of work. The same also leads to recurring training costs. Inconsistent performance directly affects revenues. Dwindling motivation levels lead to a loss of interest in the job and a higher number of errors.
HR DEPARTMENT AT HARMAN
1. DEPARTMENT PURPOSE: This Department is responsible for guiding and monitoring the overall provision of Human Resources services, policies and programs for both the sites. 2. ESSENTIAL DUTIES & RESPONSIBILITIES OF HR PERSONS: To work closely with the team to manage recruiting efforts for all position openings. To establish and lead the standard recruiting practices and procedures necessary to recruit and hire a superior workforce. To lead the implementation of Performance Management System that includes Performance Development Plans and Employee Development Programs. To develop and administer programs, procedures, and
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guidelines to help align the workforce with the strategic goals of the company. To define all Human Resources training programs. To provide necessary education and materials like manuals, employee handbooks and standardized reports. To lead the implementation of an in-house employee training system that addresses company training needs including training need assessment, new employee orientation, management development, measurement of training impact. To assist managers with the selection and contracting of external training programs and consultants. To assist managers with manpower planning. To formulate and recommend Human Resources policies and objectives for the company with regard to employee relations. To develop an employee-oriented company culture that emphasizes quality, continuous improvement and high performance. To administer the security procedures. Ensure all statutory requirements are met for both the sites.
FINANCE DEPARTMENT
Finance department has to use resources of firm effectively which can result in utilization of scare resources. Thus smooth running of organization resources are scare today. Function of Finance Department is: A Maintain cash and bank transaction A Payment of salary and wages
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A making statutory payment A operate account
Cash and Bank Transactions They are prepared as Invoice copy supplies Delivery challan In case other payment necessary if vouchers necessary then attach it. Expenses are debited to wage account head by narrating them as capital revenue expenditure. The factory account ensures that a competent authority duly authorizes all cash and bank vouchers.
Payment of Salary and Wages Salary and wages are paid on 1st of every month. Wages are generally paid in cash or cheques. A unit follows maximum return in terms of profit rather than wealth. As firm gives maximum stress to return of company. Cash sources of firm are from sales, banks loans and short term loans. 2. Working capital is managed with motive of minimizing inventory, minimizing Debtors, minimizing credit limits without disturbing rounding activity. Inventory is valued at: Raw material for working capital at cost. Packing material at cost. See finished goods at cost.
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Finished goods.
FUNCTION AND ACTIVITIES OF FINANCE DEPARTMENT 1. Dealing with bank working capital. 2. Dealing with asks guarantees and letter of credits. 3. Maintained of bank account. 4. Deposits of cheques received from customers, payment of cheque and their release to party. 5. Advance payment to parties 6. Retirement of document released by bank. 7. Preparation pay roll. 8. Reduction of tax resource & disbursement of wages. 9. Cash handholding.
FINANCE DEPARTMENT AT HARMAN:
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1. DEPARTMENT PURPOSE: This Department is responsible for day to day disbursement of cash and cheques as per factory requirements and to maintain proper records of accounts. To organize funds for factory expenses in coordination with head office..
2. ESSENTIAL DUTIES & RESPONSIBILITIES 1.Disbursement of cash, cheque for payment of Octroi, Transporters, Suppliers and Govt.Taxes as per statutory govt. rules, 2.Preparation of appropriate vouchers and daily cash for Bank reports. 3.To assist Senior Officers , Accounts during assessment of Sales Tax Departments. 4.To coordinate with purchase ,Stores and other departments at factory and accounts head office for organizing funds for factory.Verification of Suppliers bills as per Purchase Order G.R.R. and disbursement and distribution of cheques to suppliers.
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MARKETING
The Chartered Institute of Marketing defines marketing as "the management process responsible for identifying, anticipating and satisfying customer requirements profitably
INTRODUCTION
Marketing is defined as the process of determining the needs and wants of consumers and being able to deliver products that satisfy those needs and wants. Marketing includes all of the activities necessary to move a product from the producer to the consumer. Think of marketing as a bridge from the producer to the consumer.Marketing starts with market research, a learning process in which marketers get to know everything they can about the needs and wants of consumers, and it ends when somebody buys something. Many companies feel that services provided to customers after the purchase also are an important part of marketing. All of these enterprises -production, advertising, transportation, processing, packaging, and selling -- are included in the marketing process. THE FUNCTIONS OF MARKETING . The functions are: Buying - people have the the opportunity to buy products that they want. Selling - producers function within a free market to sell products to consumers. Financing - banks and other financial institutions provide money for the production and marketing of products. Storage - products must be stored and protected until they are needed. This function is especially important for perishable products such as fruits and vegetables.
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Transportation -products must be physically relocated to the locations where consumers can buy them. This is a very important function. Transportation includes rail road, ship, airplane, truck, and telecommunications for non-tangible products such as market information. Processing - processing involves turning a raw product, like wheat, into somethingthe consumer can use -- for example, bread. Risk-Taking - insurance companies provide coverage to protect producers and marketers from loss due to fire, theft, or natural disasters.
MARKETING DEPARTMENT
Marketing Manager
MARKETING EXECUTIVE
SALES
SALES
SALES
Marketing deals with identifying and meeting human social needs. It is meeting needs profitability. It is typically as task of creating, promoting, & delivering goods & services to the consumer & business. Customer satisfaction is base for new order and it help to get new customer by references. Thus result s in expansion for
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the new business. Feedback from existing customer is taken for improvement of product which is building good relations. Harman Finochem Ltd is defined as battle that is fought through ideas, concept, planning, to get good results. Marketing head office is situated in Mumbai, Maharashtra. The location gives the easy distribution of products over geographical area of India and Abroad and is connected to all major distribution centers through railway route, road route,sea route & also air route. Availability of skilled & unskilled labor is good in this place. There are no dealers of company. They directly appoint the Management students with appreciates background as marketing executive, which directly go to company by identifying the potential area thus customer are increased by either references of old customer or with companys marketing executive s visit to potential market. FACTORY Factory is heart of any organization because the finished goods are produced here. So, as to balance demand & supply it is necessary that there should be proper coordination between the manufacturing unit and provides the feedback to the factory in advances means to the planning department.
BONDED STORE-ROOM So the finished product as to meet the demand, it bridges the gap between the demand & supply. Marketing is the very important aspects besides production & design, unless your product gets the healthy market to
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your company cant sustain. Thus, marketing strategies decides profit, turnover of company & overall companys growth. Before approaching to any new customer (company) marketing manager sends an introduction letter to the concern company then he takes an appointment of the concern person of the company. In the meeting he collects the specification and the quantity of the product required and gives suitable suggestions if any. According to specification and quantity of the product, managing director works out on the quotation & the marketing manager puts the proposal before concern person. They provide samples for temporary use to the customer (company). Marketing manager takes the feedback from them and accordingly takes the further actions.
REPORTING SYSTEM Marketing information system is a vital part of any organization. Marketing excellence is the net outcome of correct marketing decisions, and these decisions can be correct only when they are information based. Marketing executive directly report to marketing manager.
Co-ordination with Other Departments Material
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Finance
Production
Planning
Other units
MATERIAL HANDELING AND PACKAGING

Material Handling: Material handling is the handling of raw material, semifinished parts or finished product mechanically or manually. It involves packing, loading, unloading, & transportation.
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During all this process / stages every care has to be taken starting from the point of raw material entering into the company & going out of in the form of finished product. In Harman Finochem Ltd raw material and semi finished goods is kept on the floor. PACKAGING: In the company thy give more attention to the packaging of finished products. The plastic bags are placed in wooden box along with quality control sheet.
PRODUCTION DEPARTMENT
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Mr R.T.Kulkarni is the assistant general manager of company and also production head and he works for process & projects. This plant is having the ultra sophisticated machines, technology and highly skilled professional and stringent quality of control systems to manufacture. Production Department is divided in three units as A. Intermediate -1plant B. Intermediate -2plant C. Pharma plant A.Intermediate plants to reactors of different capacities are Reactors 1.GLR-101 2.GLR-102 3.GLR-103 4.GLR-104 5.GLR-105 6.GLR-106 7.GLR-107 8.GLR-108 9.GLR-109 10.GLR-110 Capacity 3KL 10KL 6KL 6KL 8KL 5KL 5KL 2KL 1KL 1KL
GLR-Glass line reactors SSR-Stainless steel reactor Glass line reactors are used for toxic,acidic and viscous reactions. The non toxic,basic and non viscous are carried out in SSR.
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Products:
Meprobonate Valproic acid Finofibrate
B. INTERMEDIATE PLANT: In this four reactors are installed which are as follows: Reactors SSR-116 SSR-117 SSR-120 SSR-121 FBD-102 Centrifug-108 Capacity kl 10 10 6 6 300 250kg
C. PHARMA PLANT: In reaction area 2 glassline reactor of 5 kl and 3 SSR of 5 kl are provided as follows: Reactors SSR-111 SSR-112 SSR-113 SSR-114 SSR-115 Capacity KL 5 5 5 5 5
In centrifuge are CF-105 & CF-107 are installed in FBD room.
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A. PRODUCTION, DESPATCH PLANNING & IMPLEMENTATION Monthly, Weekly & Daily schedule preparation & implementation. Changing of production schedule as per market requirement Operation of plant at optimum utilization B. TROUBLE SHOOTING All kinds of problems in process & engineering
C. MANPOWER PLANNING Deployment of manpower & supervisor as per production requirement Optimum utilization of manpower D. PROCESS OPTIMIZATION Achievement and maintenance of plant efficiency, yield, utility cost, manpower, productivity, machine uptime Scaling up incoming R&D projects to production. E. MAINTENANCE OF REGULAR & PREVENTIVE Planning for the production machines and equipments machines minimize downtime. F. REJECTION Ensure 0% rejection G. CUSTOMER COMPLAINT
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Implementation of the findings by Q.A. analysis in case of any customer complaint Zero down the customer complaint.
QUALITY CONTROL
QUALITY CONTROL: Quality control is the combination of all the devices and the techniques that are used to control the quality of products at the most economical costs which yield adequate customer satisfaction. Quality control is directly associated with inspection Harman Finochem goes for 100% inspection it. Consumes time but it assure that no faulty product is send to customer and no product is rejected. They are using highly precise & imported instrument as follows. At Harman Finochem, quality is a top priority. Here, quality is a means to an end. There focus on quality will allow them to further increase speed and innovation throughout the company. Emphasis is placed on quality assurance and operational procedures, developed in accordance with ISO 9001 guidelines. Quality has always been at the helm of all happenings in the group of companies. We are followers of ISO and GMP standards.
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Quality might be the most important factor underlying the long-term success of products and firms. The business press routinely cites quality as the cause of firm success and failure. However, it is now well established that it is not quality per se but rather customers perceptions of quality that drive preferences and, ultimately, satisfaction, loyalty, sales, and profitability. Of course, numerous anecdotes suggest that customer perceptions of quality do not reflect objective quality. Companies frequently find that negative perceptions persist even after products perform well in quality tests. Still, many researchers believe that customer perceptions of quality do respond to changes in quality and that quality changes are apparent to consumers only in the long-term. For example, while Toyota is currently reaping the benefits of higher perceived quality, it took many years for customers to recognize its quality advantage over US automakers.
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It is crucial for managers to understand these lagged customer perception processes. So they set out to examine how the objective measures of quality and perception of quality are linked over time for different products. They did so by collecting and analyzing time series of quality and perceptions of quality across many product categories, constructing a model, and then testing several hypotheses
QUALITY CONTROL DEPARTMENT AT HARMAN:
1.DEPARTMENT PURPOSE: This Department is responsible for top lead a team of qualified Q.C personnel for the implementation of GLP and regulatory requirements as per international standards. 2. ESSENTIAL DUTIES & RESPONSIBILITIES Prepare and approve Quality control schedules for all incoming raw materials. Identify in-process checks as well as checks on materials and packing materials. Prepare and get approved methods for analysis of raw
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intermediates in conjunction with R & D and Production, draw specifications and methods for the same. Approve or reject RMs, Packing materials & APIs based on their merits. Implementation and maintenance of GLP Interaction with QC / QA / Stores / Production for releases. Interpretation and approval of test results. Internal Audit and fulfillment of Regulatory requirement and audit compliance. Participate in process and cleaning validation exercise. Responsible for Analytical development and validation. Responsible for stability studies and control samples. Responsible for qualification, calibration and maintenance of instruments / equipment. Responsible for the preparation of working standards and procurement and maintaining reference standards. Investigation of deviations / OOS / OOT situations and customer complaints.
Quality Policy
Quality is of paramount importance to the success of our companys business. The policy of Harman Finochem Ltd. Is to ensure that
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customers worldwide receive products, which are safe, effective and of the highest quality, complying predetermined standards and meeting requirements of marketing authorizations. We, at Harman Finochem Ltd., ensure that everyone, in all aspects of business, is committed to achieving this corporate quality goal. In an increasingly competitive environment of global challenges, the future of the company depends on excelling in quality and keeping the customers satisfied and delighted throughout the world.
QUALITY ASSURANCE DEPARTMENT AT HARMAN:
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Quality Assurance (QA) provides security for your investment. There solutions based QA Service performs critical functions that focuses on taking proactive vs. reactive steps. For example, They spend their clients precious time wisely by placing an appropriate emphasis on process driven early identification and mitigation of potential risks and bad actors. This process places QA staff in the driver's seat to anticipate assurance activities rather than in a catch-up mode.The span of QA covers acquisition management, business operations and implementation. After the report of qc department the QA Department assures whether the material is accepted or rejected. Accepted material is forwaded to further process and rejected for disposal process.
FACILITIES IN QA/QC DEPARTMENT:

1.HPLC ROOM: -5 HPLC instruments are available for the analysis of raw material,intermediate,and finished products. 2.GC ROOM For analysis of all solvents and finished products 5 GC instruments are available. 3. XRD Polymorphism is done by XRD department. 4.STABILITY ROOM Two incubators are available for various studies. 5. HOT ROOM. Oven,furnace with air hood& other safety precautions are kept in hot room.
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1. DEPARTMENT PURPOSE: This Department is responsible for the effective implementation of cGMP and GLP in manufacturing, QA, QC. 2. ESSENTIAL DUTIES & RESPONSIBILITIES Preparation of labels as per requirement and maintaining their records. Preparation of COAs as per requirement of the partys specifications. Printing of LMR/BMRs & Review sheet for issuance. Maintaining dispatch records as per requirement. Co-ordination with dispatch section, QC and QA for timely dispatches
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MAINTENANCE
The head of maintenance department is Mr.D.D Kulkarni They are working as maintenance head in companyThe department consist of installation reactors,line springs,valves. The Department consist of following rooms: 1.BOILING ROOM: The boiler is the heart of any company,because the steam are mostly used for reactors,towers,vaccums,steam jector.There are two types of boiler one is water tube boiler and fire tube boiler. Thermic fluid heater(TFH-101)is also installed. 2.AIR COMPRESSOR AND CHILLING PLANT: Air compressor(ac-101&102)are provided which provides air in every section of plant where it is required. 3.DG ROOM Deisel generator is installed in dg room in case of electric failure. 4.HVAC&AHU Heat ventilation and air conditioner are provided to cool the room. 5.WATER PURIFYING SYSTEM:
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CLEANING AND CARE OF MACHINE Precaution is better than cure 1.Conscious maintenance prologs the service life of machine and ensures satisfactory at all the times. Note lubrication instruction given and change oil at prescribed time and clean oil chambers. Also keep coolant tank & piping clean. 2.At the end of days work clean m/c carefully. Do not use compressed air. Never use fluffy rags or cotton waste. 3.Through cleaning should be under taken once a week. When m/c is used for very long production runs. The clamping points on the table for work piece or fixture should be frequently changed, if possible so as to avoid any uneven wear of guide ways.
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MAINTENANCE DEPARTMENT AT HARMAN:
1. DEPARTMENT PURPOSE: This Department is responsible for the all Engineering related and Associated Systems. 2. ESSENTIAL DUTIES & RESPONSIBILITIES Co-ordinate with Production and Quality Assurance Department to ensure smooth functioning of the facilities. To maintain daily activity record. To ensure and maintain of all equipments and associated systems for Preventive maintenance and break downs. To plan and organize the activities for fabrication and errection of all equipments and All P.P./HDPE/FRP related equipments and all electrical and instrumentation of related equipments. Preparation of documentations for all equipments to meet the cGMP standards Preparation of the CAPEX, Annual budgets To ensure equipment calibration test, vessel test
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certificates, associated systems as per regulatory norms are addressed. Planning the manpower for related job works to coordinate the systems. To initiate & implement ideas with respect to energy conservation. 9. Co-Ordinate with Vendors.
Safety Department:
Use of PPE is very useful for safety,during acid handling.The concern Person should wear apron,hand gloves,safety shoes,safety goggles,helmets,masks etc. Safety has much more importance in company because they daily handles the hazardous chemicals like nitric acid,sulfuric acid.hydrochloric acid etc For safety company banned on mobile phones,electronic device,pager phones also company banned on chewing tobacco,cigarettes etc. Company takes care of employees health and safety.Every plant is provided with treatment box. In company every plants are provided with the national safety council of India,safety slogan& carton to avoid any accident in plant. Clean pharma plant are specially provided with shoe covers,hair caps.mask,and safety white apron dress.
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Safety fire extinguishers are provided at every plant floors Employees are provided with safety training every month.
EFFLUENT TREATMENT PLANT:(ETP) A.In primary process1.Equlisation tank. 2.Chemical treatment tank. B.In secondary process1.Primary sedimentation tank 2.Areation tank. 3.holding tank 4.Mechanical agitator tank C.Tertiary process1.Storage tank. 2.Pressure sand fitter. 3. Activated carbon fitter.
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INDUSTRIAL SAFETY
Harman Finochem is keen towards their industrial safety program. It is very important as any accident can harm their skilled workers & their production rate. Hence, the company provides following safety items to the workers: 1.Safety shoes 2.Aprons 3.Hand glows Also they take care of following things: 4.Wiring of machines are under ground and wire is covered with plastic pipes. 5.Wiring of lamp and tubes are over head with minimum length of wire remaining open. 6.Proper ventilation is provided & number of lamps is sufficient so that, workers can observe clearly without any stress on their physical body. 7.Machines are installed at proper places so that, each worker can move freely without any obstruction. It
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helps in flow of material from one machine to another machine freely & safely. 8.A first aid box is kept in every corner of workshop & in office also. 9.To avoid fire accidents cease fire is provided in workshop. 10.Blackening equipments & chemicals are placed at out-side the working area so that bad odor should not affect workers physical body & in work efficiency.
SAFETY DEPARTMENT AT HARMAN:
1.DEPARTMENT PURPOSE: This Department is responsible for all Safety aspects. 2. ESSENTIAL DUTIES & RESPONSIBILITIES Over all responsible for safety of plant and employees. Handling and management of Work permit system, OHC, Fire extinguishers. Accident investigation and reporting. Management and disposal of PPEs. Compliance of Factory Inspectors as per Factorys Act
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1948. Safety Training, MOCK drill, fire fighting training etc. Safety Week celebration, to create awareness in employees.. Internal documentation. HAZOP Study, Risk Analysis etc. Statutory compliance like pressure vessel testing, hydraulic testing etc.
Safety, Health & Environmental Policy
We believe to conduct its operations in such a way as to take foremost account of health and safety of its employees and give proper regards to the conservation of environment. Harmans policy of Safety, Health and Environment comprises:
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Provide, maintain and upgrade facilities, operations and working conditions which are safe for all-employees, visitors, contractors and public. Conform to all regulations local or otherwise in letters and spirit. Protect the health of employees and encourage them to adopt practice for maintenance of good health & safe working procedures. Operate business in an environmentally and socially responsible manner. Integrate safety, Health and Environment aspects in planning of operations. Encourage and adopt measures for continuous improvement of Safety, Health & Environment parameters. Provide necessary information and training to all for conducting operations effectively and responsibly. Design and maintain appropriate emergency response procedures and business continuity capabilities.
ETP/EHS DEPARTMENT AT HARMAN:

Supervision, Operation, Maintenance and troubleshooting of Effluent Treatment Plant.
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Handling & management of hazardous waste. Management & disposal of domestic waste. Monitoring Air pollution Fulfill the statutory compliances of CPCB, MPCB etc. Explanation of ETP, hazardous waste management during the inspection by MPCB/ CPCB. Coordination of safety, first aid training. House Keeping, Issuance of safety equipments. Overseeing Safety, Health and Environment. Tractability study of effluent streams. Maintaining and upkeep of day-to-day reports. Statutory documentation such as consents, NOC, Mass balance, water budget etc.
Chemist ETP
Daily analysis of ETP samples. Preparation of solutions Setting of Lab Calibration of equipments. Internal documentation. S.T.P. of ETP. Supervision of ETP Supervision of Housekeeping Handling of hazardous waste Looking after safety and health aspects in the shifts.
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Trainee Chemist ETP

Operation of plant Legal and internal documentation Preparation of MPCB documents, consents, and other forms ETP analysis SHE documentation Reliever to ETP chemist
RAW MATERIAL AND STORAGE DEPARTMENT:

QA Dept set 24 norms for RMS dept for various procedure.raw materials and mechanical equipments comes to RMS dept.After security check,Quality check is done after that proper dedusting is done and then raw material is kept.
Materials sending to next department is done followingly, A. FIFO (First in first out) Generally the materials which comes in department first is used first and send to production first. Materials are stored in store room as per guidance.the approved materialby QC/QA is stored on green line rope fencing also the show bored mentioned the material name ,quantity of material,expiry date,product code etc are mentioned for easily handling.The under test material are mentioned by yellow ropeway lining .
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The rejected and damaged material are mentioned by redline. Materials more than 10 Tons is kept in premises with specific codes. Rejected material is send for disposal.
STORES DEPARTMENT
1. DEPARTMENT PURPOSE: This Department is responsible for Stores Department. 2. ESSENTIAL DUTIES & RESPONSIBILITIES Proper allocation of work to workmen & getting job done by them. Closely monitoring receiving, rejected, under test, Sampling Quarantine Area, Approved Storing material. Checking of requisition for issuance of materials and maintain Bin Card. Maintaining & recording house keeping in Stores Daily. Preparation of Audit and visit preparation as well as explain our system to visitors / Auditors. Face the audit of Vendor & Govt. Preparing store related SOP as per cGMP norms. Reconciliation of raw & packaging materials Correspondence with H.O. & other Depts. Training of Staff & workers. Physical verification of stock Followup with the Purchase.
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Full control of inventory and manpower and planning. Maintain minimum stock as per planning & daily communicate to H.O. about requirement of raw material & packing material.
Daily & Monthly receipt consumption statement. Maintain all log book as per cGMP .Handling return goods. Recording of accessories calibration in store
IT DEPARTMENT:
This Department is managed by IT Officer Mr.Ramesh Abhang
1. DEPARTMENT PURPOSE: This Department is responsible for routine maintenance, procurement of all hardware Network and software for data management. 2. ESSENTIAL DUTIES & RESPONSIBILITIES Routine maintenance and procurement of all the computers, printers, photocopiers including hardware and software at sites. Trouble shooting for any IT related activities at site.Up-dation of various softwares like antivirus in all PCs at site Data management backup on server at site. Implementation of networking and its routine maintenance for ease of data sharing and backup.
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Routine monitoring and maintenance of mail server and internet activities. Maintain entire Network. Maintain entire Intercom system.
PURCHASE DEPARTMENT:
1. DEPARTMENT PURPOSE: This Department is responsible for timely procurement of materials as per factory requirements, vendor development and aims at effective serving on procurement by using materials management principles.
2. ESSENTIAL DUTIES & RESPONSIBILITIES To arrange for local purchases as per factory requirements. To coordinate with user department, stores and head office to cater the needs of user departments To call for quotations, release purchase orders their
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distribution to vendors, follow-ups with vendors for timely supply of materials To search new vendors and develop them as per factory requirements. To make necessary follow-ups for ensuring payments to suppliers as per terms of Purchase order. To implement principle of materials management for achieving organizational goals
This Department is managed by department head Mr.S.K.Dabir
1. DEPARTMENT PURPOSE: This Department is responsible for the effective implementation of Central Excise Rules, procedures by maintaining proper records and submission to Central Excise Office as per the Central Excise Rules..
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2. ESSENTIAL DUTIES & RESPONSIBILITIES Preparation and submission of final proofs, Applications, rebate claim against exports. Internal audits of excise records and preparation and submission of monthly returns to Central Excise. Payment of service tax, preparation & submission of returns and maintenance of appropriate records. Liasoning with Central Excise officers at range & Division level To prepare and maintain appropriate records as per Central Excise Rules To attend Central Excise audits, CERA audits and presentation of document s to Auditors To attend Central Excise officers during their factory visit.
R&D DEPARTMENT:
1. DEPARTMENT PURPOSE: This Department is responsible for process development in the lab. 2. ESSENTIAL DUTIES & RESPONSIBILITIES
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Literature search Bench work to develop the API as per laid down specifications Scale up in Kilo scale Synthesis of Impurities as well as working standard Trouble shooting of projects done
MICROBIOLOGY DEPARTMENT:
1.DEPARTMENT PURPOSE: This Department is responsible for monitoring
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microbiological attributes of process water, environment, hygiene, and products manufactured as per cGMP. 2. ESSENTIAL DUTIES & RESPONSIBILITIES Carry out microbiological sampling & testing of process water, micro sensitive raw material and finished product. Qualitative & quantitative environmental monitoring, cleaning validation of equipment. Microbial culture procurement, maintenance & evaluation, media preparation & growth promotion studies. Provide support to manufacturing to carry out necessary microbiology testing as per requirement. Carry out Bacterial Endo toxin testing & TOC testing. Carry out equipment validation & calibration on time. Carry out microbiology methods validation as per requirement. Prepare relevant SOPs, validation protocols, report formats & ensure the appropriate data recording. Ensure strict microbiology discipline inside the microbiology laboratory. Carry out new microbiologist testing validation before handing over the routine responsibilities. Ensure daily required recoding is being done. Coach & train new joined microbiologists. Trending of the result data as per the management requirement specifically for purified water results, environmental monitoring results etc. Extend support to implement the upcoming advancements in the micro lab. Daily reporting to Asst. Manager on the happenings in
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the microbiology lab.
SWOT ANALYSIS
The strength, weakness, opportunities & threats of HARMAN FINOCHEM LTD is as under these will suggest suitable measures for the company to build up with the changing requirement /needs for training & development of the employees.
Strengths: 1. Man power:

Harman Finochem Ltd. is having experienced and qualified man power to perform the activities as per the company goals. Human Resources : Harman Finochem Ltd. is maintaining excellent Human relations and providing the induction training for new employees as well as helping the employees at every front. USFDA Approval : Harman Finochem Ltd. is a USFDA approved facility. Company follows current good manufacturing practices (cGMP) and committed to develop the quality products. Research & Development :
Research and Development is the backbone of the company for new drug discovery and process and development of the existing products. Training & Development :
Harman Finochem Ltd. is having well planned training manuals which covers the training & development of all
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the employees of the company and it is as per the USFDA and cGMP guidelines.
Weakness:
Training & development is focused on job related training only. It should cover the personality development, interpersonal relation development, effective communication etc. Management development is to be improved. Human Resources department is not involved/responsible for Training and development of the employees.
Opportunity:
Training & development of the employees are the basic needs of the company in now a days to develop and progress simultaneously for their survival and attainment of mutual goal. It is a requirement to company the approval from the agencies inside or outside of the country, so employees training & development is most important and credential as it leads to improve the profitability and or more positive attitudes towards profit orientation. There is a scope for the Harman Finochem Ltd. to identify the training needs of each individual employee to improve
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the job knowledge and skills at all levels of the organization.
Threats:
Trained employees left the jobs. Meet the updated requirement of USFD
PARTICIPANT OBSERVATIONS
Structure and Infrastructure of Company
1. Location and Travelling Facility: Harman Finochem is situated in the heart of Aurangabad city. There are around 2 Buses of the company itself for the employees facility. In the morning time they bring employees before 8:15 A.M.whereas the office timings start from sharp 8:30 A.M. The buses are Green and White in color with Harman Finochem Ltd written on it. Every day the employees would stand in a proper Queue for travelling. The buses would connect to most places from chikhalthana to shendra Every time the buses would leave on time.. There used to be a lot of traffic on the way in the evening time. The Security was immense. People used to were their uniform everyday and would pass through security gate. There was a Cars parking for senior officers .
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2. Company Buildings and Infrastructure The Area of the company Campus is very huge. There were tree plantations everywhere. The colors of all buildings were in White in color. The QC building consisted of Glass Gate. The office looked very vibrant Cream and blue color. There was lot of positive energy in the atmosphere. The chairs were Black in color. There was a LCD on every desk. There was presence of centralized AC.Whereas the HR and Corporate HRs offices were different. They had open Cubicles which had complete transparency. There was facility for board room for meetings on 1st floor of QC department. Also there is a pantry area.The employees were provided with tea for two times in a day at there desk as there was problem with coffee machine. There was constructions going for further development of new plants at free space.
3. Factory Visit I visited the shop floor where the actual workings take place with some of the workers. There were workers in Gray uniform and safety hats. There was process going on at intermediate plants. They were basically preparing the intermediate products which was send to pharma plant for further process. Hence lot of raw material storage, machineries, and chemicals were being used. I met Mr. R.T.Kulkarni over there who is AGM of production
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department.. He was very helpful initially., He was explaining everything by himself. He seemed to be proud of everything he knew, and wanted us to ask questions. Then I met Mr G.S.Nawale, Asst.officer, E.H.S, who gave me detailed imformation about their department and related conditions which are necessary to be followed as per government norms. There were many shop floor workers and they were working shift wise. 4. Interaction with Employees My first interaction came on the first day itself with Mr Gorakh Pawar (Executive-hr) was a very kind hearted and helpful person .My experience with pawar sir was very great he use to make us laugh whenever we use to get bored.The company was going with the Audit process of HR Department and the very first day I worked for related activities and necessary documentation. Then I met IT Officer Mr Ramesh Abhang.He was also helpful to me. As a part of getting training inputs I was constantly in touch with the group heads. Then on first day I also met Mr Shailendra Singh ,Manager-HR ,he was also very friendly and helpful to us . He use to share with us past experiences about his work. Then I met Mr Kheemanand Sharma, General Manager, Who was of very analytical mind.He was not having that Bossy Attitude, but a very kind gentleman. Basically he was very sophisticated person.
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The most tedious process was getting the data of personal details and reporting structure from everyone so that it could be analyzed. The employees were very much reluctant to do so. The Management whereas was of a very Analytical mind. All the group heads analyzed each and Every slide of demographic data,every point recommended by the employees and huge concern was shown for the span of reporting.There was lot of discussion among themselves. The pantry was the place where you could get all the updates about everyone.
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SYNTHESIS
My experiences in Harman was shaped by various things, like the people to whom I met, the work environment/culture, the formal/informal interactions I had also the things done for employee wellness. This organization had a culture of caring for its people, both workers and as well the management. Safety is given a huge importance. Though the Workers used to think HR just as a support function and they had an upper hand always. This is clear from their communication of having ambiguity in the HR processes and also treating training as just another exercise for the HR. There is encouragement for taking initiatives and scope for creativity. The organization infrastructure reflects the flat structure wherein there is less of hierarchical pattern and the open cubicles reflect smooth communication base. Its basically a technology driven organization with more emphasis on Learning and Development, Leadership Development . There is application of both MACHINE and ORGANIC metaphors . The processes are structured and are in place, though at some places there is mechanistic work involved. In ORGANIC metaphor the system is ready to accept feedback and enact change .Its initiation of the Post Employee engagement Analysis itself tells its quest to bring development of system, Processes and People.
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Therefore a comprehensive Employee Satisfaction process can be a key to a more motivated and loyal workforce leading to increased customer satisfaction and overall profitability for the organization.
COMPANY CONTACTS
Corporate Office: Harman Finochem Ltd. 107-A, Vinay Bhavya Comples, 159-A, C.S.T. Road, Kalina, Santacruz (E), Mumbai 400 098 INDIA Ph: +91-22-2652 8080 (5 Lines) Fax: +91-22-2652 8285 Email: info@harmanfinochem.com
Manufacturing Sites: Harman Finochem Ltd. Plot E-9, MIDC Area Chikaltnana, Aurangabad 431 210 INDIA Ph: +91-240-248 5706/ 248 5415/ 248 8758 Fax: +91-240-248 4987 Email: factory@harmanfinochem.com
Harman Finochem Ltd. Plot A-100, MIDC Industrial Area, Shendra, Aurangabad 431 210 INDIA
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Ph: +91-240-2622001/ 2622002 Email: shendra@harmanfinochem.com
BIBLIOGRAPHY:
Notes made during training. Business Organization And Management ByS.A.Sherlekar Human Resource Management By-Khanka Online books from Google.com. Organisation Structure And Behaviour By Luthans
shendra@harmanfinochem.com
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SUMMER TRAINING PROJECT REPORT

HARMAN FINOCHEM LIMITED PLOT A-100, MIDC AREA, SHENDRA, AURANGABAD

INDEX Chapter No. 01 02 03 04 05 06 07 08 09 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 Title Page No.

06 08 09 10-15 15-16 17-27 28-29 30-42

30 to 32 43-45 46-50 51-54 55-60 61-62 63-68 69-70 71 72 73 74 75 76-77 78-80

ABOUT HARMAN FINOCHEM AT SHENDRA:

believe in respect and welfare of employees at all levels in the organization

REGULATORY APPROVALEGUEGLATORY APPROVAL:

Hydrogenation Grignard reaction Cyanation Bromination

Phosphorylation High Vacuum Distillation Sodium Metal

Esterification Decarboxylation Condensations

Reactions Corrosive Reactions involving Sod2, POCL3

NEW PROJECT CYCLE:

THEIR GLOBAL PRESENCE:

DEPARTMENTS IN HARMAN HR & ADMINISTRATION

C. Need for the Study :

Scope of Human Resource Management

Human Resource Management in HARMAN:

Proper orientation and introduction to the new employees.

Incentives and Non Financial Plan:

MarketingfLayoutInCell1fBehindDocument0fIsButton1fHidden0fLay outInCell1 INDUSTRIAL RELATIONS

approach to individualized career management from organization career commitment.

A making statutory payment A operate account

FINANCE DEPARTMENT AT HARMAN:

Co-ordination with Other Departments Material

MATERIAL HANDELING AND PACKAGING

In centrifuge are CF-105 & CF-107 are installed in FBD room.

QUALITY CONTROL DEPARTMENT AT HARMAN:

QUALITY ASSURANCE DEPARTMENT AT HARMAN:

FACILITIES IN QA/QC DEPARTMENT:

MAINTENANCE DEPARTMENT AT HARMAN:

SAFETY DEPARTMENT AT HARMAN:

Safety, Health & Environmental Policy

ETP/EHS DEPARTMENT AT HARMAN:

Trainee Chemist ETP

RAW MATERIAL AND STORAGE DEPARTMENT:

This Department is managed by department head Mr.S.K.Dabir

1.DEPARTMENT PURPOSE: This Department is responsible for monitoring

the microbiology lab.

Strengths: 1. Man power:

the job knowledge and skills at all levels of the organization.

Ph: +91-240-2622001/ 2622002 Email: shendra@harmanfinochem.com

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