0601015 training & development

Topic – Training and Development
Name – Dhanunjay Y.
Course - MBA
Executive Summary
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Executive Summary
This project was carried out in Dr.Reddy’s Laboratories Ltd. The project
work was done in Active Pharmaceutical Ingredients Unit-2 of the company. The area
of project was “Training and Development”.
The essential elements in any commercial enterprise are material,
equipment and manpower. Manpower, out of all resources is most important because
it is the only human resource, which can act and react. A company has to plan and it
has to develop human beings.
Training is one of the most important aspects of labor development.
It has gained significance since the 1960s and continues to be growing in importance
in all the organization.
As a society is changing rapidly, training and development is not
only an active that is desirable but also an activity. An organization must undertake to
maintain a valuable and knowledge work force. Training is an organization
procedure, which brings about a semi-permanent change in behavior for a definite
purpose. The three main area involved are skills, knowledge and attitude but always
the objective or the definite purpose of training is aimed at specific job based
objectives.
Every organization has its own policies and objective before it
starts functioning. It is needless to say that the organization objectives are to make
profits to grow and all times to meet certain social goals. The organizational
effectiveness depends upon the growth of the individual employees. Therefore, the
effectiveness of individual or his efficiency plays a major role in reaching
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organizational objectives through training. Training is necessary for all round
development of job related skills and efficiency of the employees at work.
Objective & Scope of the Project
3

Objective & Scope of the Project
• Title of the Project:
The project is carried out in the Dr. Reddy’s Laboratories
Ltd at Hyderabad. And the title of the project is “Training and Development.”
• Objective of the Project:
1) Primary Objective:
The objective of the project is to study Training and
Development as an important tool in the hand of managers to develop the will and
skill of the Employees at Dr. Reddy’s Laboratories Ltd, which shall result in
• To study the existing training methods.
• Job satisfaction
• To test the effectiveness of training efforts undertaken
• To find the training needs of the employees.
2) Secondary Objective:
The secondary objectives of the project include:
• To study and analyze the training programmers undertaken in past
years.
• To make statistical study of the same to find out the star areas as
well as the Problem areas.
• To know the attitude of the workers towards training programmers
arranged for them.
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• To give suggestion to improve the procedure of training and
development.
• To provide valuable inputs to HR department for lining future
training decision.
• Area of Operation:
The Operating area for this project study is -
• To find out the relevance of any training program.
• The study covers about the changes in subordinate’s effectiveness
after attending training programme.
• Location:
The project study is carried out in the Dr. Reddys Laboratories Ltd.
at Hyderabad.
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Company Profile
Dr.Anji Reddy, an entrepreneur-scientist, founded Dr. Reddy’s
Laboratories in 1984. The DNA of the company is drawn from its founder and his
vision to establish India’s first discovery led global pharmaceutical company. In fact,
it is this spirit of entrepreneurship that has shaped the company to become what it is
today.
Dr. Anji Reddy, having moved out of Standard Organics Limited, a
company he had successfully co-founded, started Dr. Reddy’s Laboratories with $
40,000 in cash and $120,000 in bank loan! Today, the company with revenues of
Rs.2, 427 crore (US $546 million), as of fiscal year 2006, is India’s second largest
pharmaceutical company and the youngest among its peer group.
The company has several distinctions to its credit. Being the first
pharmaceutical company from Asia Pacific (outside Japan) to be listed on the New
York Stock Exchange (on April 11, 2001) is only one among them. In addition, as
always, Dr. Reddy’s chose to do it in the most difficult of circumstances against
widespread skepticism. Dr. Reddy’s came up trumps not only having its stock
oversubscribed but also becoming the best performing IPO that year.
Dr. Anji Reddy is well known for his passion for research and drug
discovery. Dr.Reddy’s started its drug discovery programme in 1993 and within three
years it achieved its first breakthrough by out licensing an anti-diabetes molecule to
NovoNordisk in March 1997. With this very small but significant step, the Indian
industry went through a paradigm shift in its image from being known as just
‘copycats’ to ‘innovators’! Through its success, Dr. Reddy has pioneered drug
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discovery in India. There are several such inflection points in the company’s
evolution from a bulk drug (API) manufacturer into a vertically integrated global
pharmaceutical company today.
Today, Dr. Reddy’s continues its journey. Leveraging on its ‘Low
Cost, High Intellect’ advantage. Foraying into new markets and new businesses.
Taking on new challenges and growing stronger and more capable. Each failure and
each success renewing the sense of purpose and helping the company evolve.
With over 950 scientists working across the globe, around the clock,
the company continues its relentless march forward to discover and deliver a
breakthrough medicine to address an unmet medical need and make a difference to
people’s lives worldwide. And when it does that, it would only be the beginning and
yet it would be the most important step. As Lao Tzu wrote a long time ago, ‘Even a
1000 mile journey starts with a single step.’
Company Vision
“To become a discovery led global pharmaceutical company”.
Company Mission
“To be the first Indian pharmaceutical company that successfully takes
its products from discovery to commercial launch globally.”
Core purpose
“To help people lead healthier lives”
Values
Excellence: “We strive for excellence in everything we think, say and do”.
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Quality: We are dedicated to achieving the highest levels of quality in
everything we do to delight customers, internal & external, every
time.
Respect for the Individual: We uphold the self-esteem and dignity of each
other by creating an open culture conducive for expression of
views and ideas irrespective of hierarchy.
Innovation & Continuous Learning: We create an environment of
innovation and learning that fosters, in each one of us, a desire to excel
and willingness to experiment.
Collaboration & Teamwork: We seek opportunities to build relationships
and leverage knowledge, expertise and resources to create greater
value across functions, businesses and locations.
Harmony & Social Responsibility: We take utmost care to protect our
natural environment and serve the communities in which we live and
work.
Board of Directors
Dr. Anji Reddy – Chairman.
Dr. Anji Reddy is the founder-Chairman of Dr. Reddy's Laboratories. He is
considered a doyen in the Indian Pharmaceutical industry for his exemplary work in
bringing in affordable medicines to the masses and for ushering in drug discovery
efforts in the private sector. In addition, he is a philanthropist who founded two not-
for-profit organizations that are focused on alleviating urban poverty and providing
primary education for children from underprivileged groups.
G V Prasad - Vice Chairman & Chief Executive Officer.
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GV Prasad drives the overall strategy for the organization with particular emphasis on
innovation and growth. He has spearheaded the company's foray into the global
generics markets particularly the United States and is focused on creating new
platforms of growth that include Specialty Pharmaceuticals, Custom Pharmaceutical
Services and Aurigene.
K. Satish Reddy - Managing Director & Chief Operating Officer.
Dr. Reddy’s Laboratories was founded by Dr Anji Reddy, a entrepreneur-scientist, in
1984. The DNA of the company is drawn from its founder and his vision to establish
India’s first discovery led global pharmaceutical company. In fact, it is this spirit of
entrepreneurship that has shaped the company to become what it is today.
AWARDS AND RECOGNITION in 2007
Best Employers in India - Hewitt Associates & The Economic Times
Second Best Annual Report in South Asian Region -
South Asian Federation of Accountants
Global HR Excellence Award - Asia-Pacific HRM Congress
Best Overall Recruiting and Staffing Organization of the Year –
Asia-Pacific HRM Congress
Excellence in Human Resources Award - Employer Branding Awards
Corporate Social Responsibility
While 'Sustainability: The Triple Bottom Line' as a term may have a contemporary
ring to it, the spirit underlying it has been relevant through the ages.
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In 1987, the World Commission on Environment and Development (established by a
resolution of UN General Assembly) defined sustainability as "Development which
meets the needs of the present without compromising the ability of future generations
to meet their own needs". It also popularized the use of this term for resource
renewability, desired business plan and a progressive way of doing things.
At Dr. Reddy's, we believe that any high performance sustainable organization rests
on the three pillars of economic, social and environmental performance. To be a truly
sustainable organization, in the broadest definition of its terms, an organization must
perform well across all three dimensions.
As a company, we are fully committed to the principles of sustainability. We see our
stakeholders as shareholders, to whom we promise sustained economic performance,
the society - to whom we promise to create positive impact through our activities both
business as well as voluntary - and finally the environment, which we promise will be
well protected and enriched from our various activities.
Key Milestones
1984 Inception
1986 International exports of Active Pharmaceutical Ingredients
1992 Established Dr.Reddy’s Research Foundation
Set up subsidiary in US
1995 First Patent Filed
1996-97 Established subsidiary in Russia
Out licensed first molecule
1999-2000 First commercial launch of generics in North America
Research lab in Atlanta operational zed
Set up JVin China
2001 Listed on NYSE
Fluoxetine ANDA approved
2002 Acquired BMS in UK
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2003-2004 Agreement with Pliv for Oncology product
Set up operations in S.A,Brazil
Trigenesis
2005 Formation of Perlecan Pharma
Acquired 4th
largest Generics company of Germany “Betaharm”
2006 Crossed USD 1 Billion in revenues
Acquired Roche’s API Manufacturing facility at Mexico
Businesses
Dr. Reddy's is a vertically integrated, global pharmaceutical company
with proven research capabilities and presence across the pharmaceutical value chain.
We manufacture Active Pharmaceutical Ingredients and Finished Dosage forms and
market them globally, with a focus on United States, Europe, India and Russia. In
addition, the drug discovery arm of the company conducts basic research in the areas
of diabetes, cardiovascular, inflammation and bacterial infection.
Core areas
Our core businesses of Active Pharmaceutical Ingredients (API) and
Branded Formulations are well established with an impressive track record of growth
and profitability. Our Generics business started operations in 2001 and focuses
primarily on the North America and EU markets. We have built a robust pipeline of
generic products, which will help us drive growth in the medium and long term. In
addition, the company is investing in creating businesses of the future - the innovation
led businesses - of Specialty and Drug Discovery.
Our revenues for fiscal 2007 were U.S. $1.51 billion.
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The following charts show the break-up of our revenues, for the fiscal 2007, by
business and by geography.
Project Management
CPS executes cost effective and time bound projects for its customers,
and provides them CGMP compliant products manufactured in FDA inspected, ISO
certified facilities. A team of experienced project managers ensures smooth progress
of the projects from initiation to closure in order to avoid any cost and time overruns.
Each project team is supported by world-class software, hardware and
communication channels that help in executing the project to the customer's
satisfaction. Our trained chemists and engineers understand CGMP manufacturing
and regulatory requirements for synthesis, manufacture and formulation of an NCE
from pre-clinical stage to commercialization. The project team at CPS becomes an
effective extension of the project team at customer's end and shares increasing
responsibilities of the project manager at the customer's end.
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Discovery Chemistry
Overview
Dr.Reddy’s is a drug research and development company from India
focused on the goal of developing breakthrough treatments that will make a real
difference in
patients' lives.
We, at Dr. Reddy's, bank on the strength of our products. Not only are
they the logical results of our efforts, they are also our means of achieving our end
purpose of ‘helping people lead healthier lives’. Products are the only aspect of our
pharmaceutical value chain, which directly touch people’s lives.
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Our discovery centric philosophy, along with our internationally ratified
facilities, enables us manufacture a range of products that are known for their quality
and efficacy. Dr.Reddy’s product portfolio spans an impressive mix of Active
Pharmaceutical Ingredients, Generics and Branded Formulations as well as Biologics.
Active Pharmaceutical Ingredients
Generic, North America
Generic, European Union
Branded formulations
Biologics
“At Dr. Reddy’s we aim to foster a culture of building fair, effective, and
mutually beneficial—winning—collaborations. The importance that we place on
building winning collaborations is evidenced partly by the early and substantial
involvement of senior management. In this way, we achieve quick decision-making
and the allocation of necessary resources to achieve success.”
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THEORETICAL BACKGROUND
THEORETICAL BACKGROUND
Many a times we hear from our seniors that man always learn, he must
always be a student. This particular advice opens deep spheres of thinking in the
minds of persons really keen to learn. Perhaps what is hidden in the advice is the
incompleteness in each one of us. No human being is complete. If man wants to be
complete one, the gap has to be field in from what he is to, what he wants to be, this
is achieved through training.
What is training?
Training is process of learning a sequence of programmed behavior. It is application
of knowledge. It gives people awareness of the rules and procedures to guide there
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behavior. It improves there performance on the present job or prepare them for an
intended job. Training is set of increasing knowledge and skill of an employee for
doing a particular Job.
According to J.P.CHAMPBELL
Training refuges only to instruction in the technical and mechanical questions
specifically stated training to organization procedure by which people learn
knowledge and skill for definite purpose.
Why training needs?
A training need is the gap between the knowledge skill and attitude that the job
demands, on the knowledge, skills and attitudes already possessed by the trainee. It
exists at all levels of the organizations. It so only an employee on one or the other
aspect which changes whether one is growing a new chairman as instructing an
operator, given knowledge skill and attitudes or the chosen criteria around which all
jobs based in the assessment of training needs. It is possible to over stress the need for
overall view if the companies aim, objectives and work force needs, given the
exercise, other determines the priorities for implements training which can off course
be critical.
When does training needs occur?
There are three major area in which the staff displays such gaps as knowledge skills
and attitude that the job demands and the knowledge, skills and attitudes already
possessed.
1. To match the employee specifications with the job requirements and organization
needs: when their performance is their present position does not match up with the
required standards this could not be a fault of their own E.g.:-new job.
2. Organizational viability and the transformation process when the requirement of
job changes due to changing circumstances.
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3. When the present job Indus job holder to the change the job created which can be
field up only through training.
4. Technological advance: every organization in order to survive and to be effective
should be adopt the latest technology that mechanization, computerization &
automation.
5. Organizational complexity: with the emergency of increase mechanization,
&automation, manufacturing of multiple product and product or dealing in services
diversified lines, extension of operation to various reason of the country or in
overseas countries , organization of the most companies have become complex. This
leads to growth in number & kinds of employees and layer in organization hierarchy.
This creates the complex problem of coordination and integration of activities
adaptable for and adaptable to the expanding and diversifying situations.
6. Human relations: - The trends in approach towards personnel management has
changed from the commodity approach to partnership approach crossing the relation
approach. So, today’s management of most of the organization has maintain human
relations decide maintaining sound industrial relation all though either to the
managers are not accustomed to the deal with workers accordingly. Therefore,
training in human relation is necessary to maintain the industrial peace and deal with
human problems.
7. Change in job assignment: - Training is also necessary when the existing employee
is promoted to the higher level in the organization and when there is some a new job
or occupations due to transfer. Training is also necessary to equip the old employee
with the advance disciplines, techniques or technology.
Five steps of training and development process:
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1. Needs analysis
2. Instructional design
3. Validation
4. Implementation
5. Evaluation and follow-up.
Areas of Training
1. Company policies and procedures:
2. Specific skills:
3. Human relation:
4. Problem solving:
5. Managerial and supervisor skill:
Methods of training
1. ON THE JOB TRAINING
a) Job rotation
b) Coaching
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c) Job instruction
d) Committee assignment
e) Junior board
2. OFF-THE-JOB-TRAINING
a) Vestibule training
b) Role-playing
c) Lecture Method
d) Conference or Discussion
e) Programmed instruction
What is Training need identification and analysis?
As in many areas of training and development jargon describing
various processes in needs identification is life. Umbrella description includes
training need analysis and training need identification, or simply need analysis or
need identification. The first two words terms are excellent, provided we are sure that
we are only identifying or analyzing training the other two common terms are too
general to define the area of discussion.
We shall see later that when the needs of individuals and organizations
are being investigated, the solution are not necessary those of training and
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development in fact man are (or should be) concerned with the motivation,
commitment and practice of the people who should be carrying out the work for
which the have received training. The failure in such cases is in the commission of
training rather than its omission. Of course, the learning opportunity may not has
been sufficiently effective to give the learners the skill to practice the area of learning
back at work. Man barriers arise in the implementation of learning in addition to the
failure to the training to provide the necessary knowledge, skills and attitudes;
The negative attitude of the line manager to the introduction or implementation of
new methods or techniques.
What is development?
Development is a related process. It covers not only those activates which
improve job Performance but also those, which bring about growth of the personality,
help individuals in the progress towards maturity and actualization of their potential
capacities. So, that the become not only good employees but also better men and
women. In organizational terms, it is imperative to equip persons to earn promotion
and hold greater responsibilities and higher position. Training a person for a bigger
development includes not only imparting specific skills and knowledge but also,
imparting certain personality and interpretation of knowledge. Training and
development opportunities involve active participation by employees. This
approach is stated by following ancient proverb.
 I hear, I forget.
 I see. I remember.
 I do, I understand
Benefits of training
A well-planned and well-executed training program should result in
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 Reduction in waste and spoilage.
 Improvement in methods of work reduction in learning time.
 Reduction in supervisor’s burden.
 Reduction in machines breakage and maintenance.
 Reduction in accident rate.
 Improvement in quality of products.
 Improvement in production rate.
 Improvement of moral and reduction in grievance.
 Reduction in manpower obsolescence.
 Enlarge skill personal growth.
Prerequisites of Effective training
1. Provide successive glimpses of the job in such dimensions that the skill required
for each can be grassed, practiced separately if necessary, and then put together with
other parts when the time comes. In other words, what a program puts reward for the
attention of participants at a given time must be realistic.
2. Provide time and other resource, such as the trainer’s knowledge and experience, in
such measure that participants can convert the training event in to and experience for
themselves.
3. Protect participants and work organizations against personal harm and expensive
error arising from lack of knowledge and skill.
4. Make the learning process itself conscious for participants so that the then know
how to deal with new situations as they arise and can continue learning.
5. Expose participants to ideas and methods beyond those new available within the
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work organization.
6. Provide opportunities for experimentation end the tolerance of an operation
organization and for feedback of results.
7. Give participants the experience of belonging to group outside the origination,
especially professional and occupational groups, which can faster a continual
exchange of ideas and the development and maintenance of high professional
standards.
8. Provide opportunities to step back from day-to-day task to think about the job as
a whole, analyze priorities and division of time, and how the job fits in to the
participants patterns of life.
9. Provide opportunities for a very intensive experience for patricians through a
specialized program with highly skilled trainers.
Training and Skill Development at Dr. Reddy’s
We believe that skill renewal and development drive employee growth, In view of
this, the company fostered an environment of ongoing learning, innovation and
creativity in the pursuit of outstanding performance-supporting employees
development at a personal level and providing the necessary training in this
regard.Dr.Reddy’s training investment in 2005-06, comprising Ankur, business unit
and field training, was Rs.23.3 million. The Total number of person-days of training
was 9085 in 2005-06 with an average 1.20 person-day of Training per employee, this
figure is expected to increase to 2+3 days (managerial + technical training) in 2006-
07.
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Ankur-Virtual Corporate University
The company provided institutionalized through Ankur (means ‘sprout’ in
Sanskrit), the company’s virtual corporate university. Commissioned with the vision
to make the company a ‘learning organization’ by involving people (employees,
families, customers and other stakeholders), Ankur’s Endeavour is to build and
promote a culture of continuous learning and innovation.
Since its inception in 1998, Ankur has evolved into a strategic business partner,
bridging gaps in competence, leadership, values and culture. Over the years, it has
extended its reach to learning and development team, business unit representatives,
technical training and sales training teams.
Ankur focuses on customized skill building, with the addition of an MBA program in
collaboration with Narsee Monjee Institute of Management and Higher studies,
Mumbai, one of the top 10 business schools in India. Technical Conclaves, higher
education programs, leadership courses helped the company build niche capabilities
to de-risk and augment business-building efforts.
The Charter of Ankur
 People’s learning and development
 Cultural transformation
 Preparing for tomorrow’s needs
 Knowledge management
 Engaging families of employees and building networks
ANKUR PROGRAMS
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Ankur –Guiding Principles
 Create a learning climate, wherein each employee assumes the responsibility
for skill and knowledge development.
 Strengthen leadership skills across different management levels.
 Build strategic capabilities and widen talent pools in the area of Intellectual
Property Management and Regulatory Affairs among others.
 Facilitate a transition towards the desired culture through a shared
understanding of the core values and promoting value –based functioning.
Leadership Development Programmes
Basic Leadership Programmes
Advanced Leadership Program
Long-term Education Programs
M.sc(Pharmaceutical Chemistry)
MBA (Execcutive-Pharma
Management)
Certification Courses
Intellectual Property
Management
Project Management
Training Programs
Know Your Business
Managerial Effectiveness
Programs
Technical and functional
Programs
Training on Quality
Organization Development Initiatives
Values Week (Value deployment)
360-degree feedback
Organization Climate Survey
Code of Business Conduct and
Ethics roll out
Family Programs
Art of Living
Stress Management
Art and culture related sessions
Learning Resources
Library
E-campus
Knowledge Sharing Platform
Technical Conclaves
Pragnya forum in API
Cutting Edge
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Offer higher education opportunities besides involving families in the development
process.
Some Ankur programs in 2005-0We hosted two Technical Conclaves to continuously
keep our scientific community abreast of cutting-edge technology and interact with
thought leaders in our interest areas of science. Over the course of the year, we
invested in 9,000 person-days of training and strength enedour capability to deliver
relevant and customized in-house programs across different functional areas.
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RESEARCH METHODOLOGY
Meaning:
In common, language research refers to a search for knowledge.
We can also define Research as a scientific and systematic search for pertinent
information on a specific topic. Thus, research is an original contribution to the
existing stock of knowledge making for its advancement. It is a purposive
investigation. The main aim of research is to find out the truth which is hidden and
which has not been discovered yet. Research process involves defining the
problem, formulating the hypothesis, organizing and evaluating the data,
deriving inference and conclusion after careful testing.
Definition:
According to berry “A careful investigation or inquiry specially
through search for new facts in any branch of knowledge”
Redman and mory defined research as “Systematized effort to gain new
knowledge”
For every comprehensive research, a proper research methodology is
indispensable and it has to be properly conceived.
Collection of data
Initially the informal discussion was administered with personnel manager and then
the sample was fixed as in the second step, the questionnaire was about the subject
Training and Development and its usefulness for the organization with assistance of
personnel manager.
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Primary data
Primary data is collected through direct interaction with the Dr.
Reddy’s employees through questionnaire.
Secondary data
Through Official documents like -
1. Various files of administrator department
2. Annual training reports
3. Data from training department
4. Training manual
SAMPLING
Sample is the small group taken under consideration from the total
group. Therefore, I tried to collect information from every kind of employee from Dr.
Reddy’s Lab.
Calculation of sample size is based on random sampling technique for the project.
Sample Space – Dr. Reddy’s Laboratories Ltd.
Samples – Employees
Sampling Technique – Random Sampling
Sample Size – 60 Employees
DATA EVALUATION
The extensive data collected through the questionnaires was
evaluated to arrive at the needs of training to the employees and the effect of training
on the improvement of their performance.
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DATA ANALYSIS
1) How long have you been working in this organization?
NO OF EMPLOYEES
10%
17%
10%63%
Below 2years
2 to 5 years
5 to 10 years
Above 10years
Analysis: Around 63% of employees are working from last 10 years.
2) How your training needs identified by your organization?
OPTION Below 2years 2 to 5 years 5 to 10 years Above 10years
NO OF
EMPLOYEES 6 10 6 38
PERCENTAGE 10% 17% 10% 63%
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OPTION
By systematic
Analysis
Individual
Assessment and
requirements
Based On
p.appraisal
Based on feed
back of you
superior
Any
other(please
specify)
NO OF
EMPLOYEES 8 16 14 18 4
PERCENTAGE 13% 27% 23% 30% 7%
13%
27%
23%
30%
7%
By systematic Analysis
Individual Assessment
and requirements
Based On p.appraisal
Based on feed of you
superior
Any other(please
specify)
Analysis: Around 30% of the employee said that their training needs identified by the
feed back of immediate superior.
3) Whether the duration of the training period in DR.REDDY’S is?
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47%
23%
30%
Adequate
Long
Short.
Analysis: Most of the employees are satisfied with the duration of the training
programme.
Option Adequate Long Short.
No
employees 28 14 18
Percentage 47% 23% 30%
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4) Are you satisfied by the schedule of the training program ?
70%
10%
20%
Yes
No
Can’t say.
Analysis: Most of the employees satisfied with the training schedule of Dr.Reddy’s.
However, there can be improvement in program.
Option Yes No Can’t say.
No
employees 42 6 12
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5) How many training programmers have you undergone in the last year?
27%
40%
20%
13%
1 program
2-3 programs
4-6programes
more then 6programes
Options
1
program
2-3
programs
4-
6programes
more then
6programes
No of
employees 16 24 12 8
Percentage 27% 40% 20% 13%
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Analysis: Around 40% of the employees undergone the training programmes for
twice or thrice.
6) Rate the infrastructure facilities of the place where training programme is
conducted?
20%
43%
37%
0%
Excellent
Satisfactory
Good
Not satisfied
Options Excellent Satisfactory Good Not satisfied
No of
employees 12 26 22 0
Percentage 20% 43% 37% 0%
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Analysis: Most of the employees satisfied with the infrastructure facilities of the
place where training program is conducted.
7) Which type of training methods are followed in your organization?
Options On-the-job Off-the-job Both.
No of
employees 22 6 32
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37%
10%
53%
On-the-job
Off-the-job
Both.
Analysis: Around 53% of the employees said they followed on- the- job training as
well as off- the- job training.
8) In case of on-the-job training, which type of training, do you prefer?
Options
Role
playing Coaching
job
instruction
Committee
assignments Any other
No of
employees 22 16 12 6 4
Percentage 37% 26% 20% 10% 7%
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36%
27%
20%
10% 7% Role playing
Coaching
job instruction
Committee assignments
Any other
Analysis: Around 36% of the employees prefer job rotation in case of on-the-job
training.
9) In case off the job training which type does you prefer?
Options Role playing
Conference or
Discussion Vestibule training
Programmed
instructions
Any
other
No of
employees 20 18 10 12 0
Percentage 33% 30% 17% 20% 0%
40

33%
30%
17%
20% 0%
Role playing
Conference or
Discussion
Vestibule training
Programmed
instructions
Any other
Analysis: Around 33% of the employees prefer role-playing in case of off-the-job
training.
10) Whether the training is evaluated after training programme?
Options Yes No Cannot say.
No of
employees 40 10 10
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66%
17%
17%
Yes
No
Can’t say.
Analysis: Most of the employees are satisfied with evaluation after training
completed.
11) Up to what extent are you satisfied with the training methods followed by your
organization?
Options Excellent Moderately satisfied Not satisfied
No of 20 34 6
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employees
33%
57%
10%
Excellent
Moderately satisfied
Not satisfied
Analysis: Around 57% of the employees moderately satisfied by the training methods
followed by the Dr.Reddy’s.
12) Whom does the training is benefit?
Options Organization Employee Both.
No of
employees 14 12 34
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23%
20%
57%
Organization
Employee
Both.
Analysis: Around 57% of the employees said that training is benefited to
organization as well as employees.
13) Which option suits the best with the recently completed training program?
Options Excellent Satisfactory Not satisfied.
No of
employees 16 36 8
44

Analysis: Most of the employees satisfied with recently completed program.
14) Do you receive feedback from the trainer after the training?
Options Yes No
No of
employees 40 20
Percentage 67% 33%
45

67%
33%
Yes
No
Analysis: Most of the employees receiving feed back after training period.
15) After training you feel that you are able to enhance your performance?
Options Yes No To some extent
No of employees 36 8 16
46

60%
13%
27%
Yes
No
To some extent
Analysis: Around 60% of the employees improve their performance after training.
16) Are you satisfied with the training instructions of the trainer?
47

60%
13%
27%
0%
Fully satisfied
Satisfied
Good
Not satisfied
Analysis: Most of the employees satisfied by the instructions of the trainer.
Options Fully satisfied Satisfied Good Not satisfied
No of
employees 36 8 16 0
Percentage 60% 13% 27% 0%
48

Findings
1) A majority of employees feel that they satisfactorily from the
training programmes offered by Dr. Reddy’s.
2) A majority of employees agreed to the fact that training improves
their skill and knowledge and supports them in career
development.
3) Most of the employees feel that they require further training in
latest methods to enhance their skills.
4) Most of the employees satisfied with the duration and schedule of
training program.
5) Most of the employees attended between 2-3 training programs in
a year.
6) All most all employees satisfied with facilities of training center.
7) Most of the employees moderately satisfied with training methods
followed by Dr.Reddy’s.
8) 60% of the employees satisfied with recently completed program.
9) Most of the employees receive the feed back after training period
completed.
10) Most of the employees satisfied with training instructions of the
trainer.
50

SUGGESTIONS
&
RECOMMENDATIONS
51

SUGGESTIONS & RECOMMENDATIONS
1. It has been observed that the training programs, especially the behavioral once
have been highly accepted by the employees. In order to maintain high moral and
ethics among the employees this program should be undertaken more frequently.
2. Training programs should be made more innovative and interesting to make
attractive to the workers.
Example: - Environment can be made informal by cracking jokes, inviting participant
to deliver speech on given topic. Training program can also be arranged in different
location to override the boredom of the employees.
3. Quality of instructors should be very high a man with proven record of
accomplishment should given training.
4. Training modules should be meticulously designed to make more objects
oriented.
5. Maximums no. of employees should be brought within the ambit for the training
program. Functional area to use ones knowledge. There was lot of learning is which
are mentioned in the report.
6. Conduct the training programs that helpful to shop floor people i.e. Technical.
7. Training with example.
8. Required more training programs enhanced trainee performance at work place.
52

9. It should be mutually interactive succession with more discussions.
10. Conduct the training programs frequently.
11. After training trainer must be available at any time for trainee to doubts
clarification.
12. Organization should increase training programs towards technical areas for more
technical people.
13. Take the feedback from the trainees and it must be implementing for next training
program.
53

CONCLUSION
The careful analysis of available data shows that the training practices in Dr.Reddy’s
Laboratories Ltd. are more or less same with standard training practices. In the rat
race of business, every organization tries to have a competitive advantage over its
rivals. In this regard proper training & development activities can play a very crucial
role. The training practices in Dr.Reddy’s Laboratories Ltd mainly comprises of
training need identification, preparation of training calendar, conduction of training
programs, feedback & evaluation and final evaluation by respective HOD. The
training program generally includes both on-the-job & off-the-job techniques. In the
end, the project like this requires a complete support from the organization & I
received it in a very professional manner in Dr.Reddy’s it means that due to such
support from the organization I was able to achieve the objectives set by me before
starting my project.
55

ANNEXURE
Questionnaire for Dr. Reddy’s Employees
1) How long have you been working in this organization?
a) Below 2 years b) 2to 5 years
c) 5 to10 years d) Above 10 years.
2) How your training needs identified by your organization?
a) By systematic analysis.
b) Individual assessment and requirements.
c) Based on performance appraisal.
d) Based on feed back of your supervisor / in charge.
e) Any other (please specify).
3) Whether the duration of the training period in DR.REDDY’S is?
a) Adequate
b) Long
57

c) Short.
4) Are you satisfied by the schedule of the training program?
a) Yes
b) No.
c) Can’t say.
5) How many training programmes have you undergone in the last year?
a) 1 programme b) 2-3 programmes
c) 4-6 programmes d) More than 6 programmes.
6) Rate the infrastructure facilities of the place where training programme is
conducted?
a) Excellent b) Satisfactory
c) Good d) Not satisfied.
7) Which type of training methods are followed in your organization?
a) On-the-job
58

b) Off-the-job
c) Both.
8) In case of on-the-job training which type of training do you prefer?
a) Job rotation b) coaching
c) Job instruction d) Committee assignments
9) In case of off-the-job training which type do you prefer?
a) Role playing b) Conference or Discussion
c) Vestibule training d) Programmed instructions.
10) Whether the training is evaluated after training programme?
a) Yes b) No. c) Can’t say.
If Yes how?
11) Up to what extent are you satisfied with the training methods followed by your
organization?
a) Excellent
b) Moderately satisfied
59

c) Not satisfied.
12) Whom does the training is benefit?
a) Organization
b) Employee
c) Both.
13) Which option suits the best with the recently completed training program?
a) Excellent
b) Satisfactory
c) Not satisfied.
14) Do you receive feedback from the trainer after the training?
a) Yes
b) No.
15) After training you feel that you are able to enhance your performance?
a) Yes
60

b) No
c) To some extent.
16) Are you satisfied by the training instructions of the trainer?
a) Fully satisfied b) Satisfied
c) Good d) Not satisfied.
17) Give your suggestions to improve the training programme?
61

BIBLIOGRAPHY
Web Sites:
www.drreddys.com
www.hrguru.com
www.google.com
Books:
HRM Review – ICFAI University
Training & Development By: - S.K. Bhatia
Training Evaluation for Results By: - A.K.Saxena
Human Resource Management By: - Anjalis Ghanekar
63

0601015 training & development

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