Prestige Institute of Management, Gwalior

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A PROJECT REPORT
ON
AN OVERALL STUDY OF HR PROCESS
AT
SUBMITTED TO
JIWAJI UNIVERSITY
GWALIOR
MASTERS OF BUSINESS ADMINISTRATION
2018-2020
SUBMITTED BY
PANKAJ OJHA

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Declaration by the Candidate
I hereby declare that the training report entitled, “An Overall Study Of HR Process.”
submitted by me to Prestige Institute of Management, Gwalior in fulfillment of the
requirement for the award of masters of Business Administration is a record of my original
work carried out by me under the guidance of Prof. Sanjay Gupta. I, further declare that
the work reported in this report has not been submitted, and will not be submitted, either in
part or in full, for the award of any other degree or diploma of this University or to any other
institute or university.
Date:
Place: GWALIOR
Signature of the candidate (……………….)
(PANKAJ OJHA)

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CERTIFICATE FROM FACULTY GUIDE
This is to certify that Mr. Pankaj Ojha Student of MBA 2nd
semester program has
completed his summer training of LUPIN LTD. PITHAMPUR INDORE. Weeks from
20TH
APRIL/2019 to 20TH
JUNE 2019 and prepared this report entitled “An Overall
Study of HR Process” under my guidance.
His performance during the training was excellent.
Date:
Signature of Faculty Guide (…………………………….)
Prof. SANJAY GUPTA

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ACKNOWLEDGEMENT
The presentation of this report gives me the feeling of fulfillment, as this Project is the final
frontier which is the final step in achieving a Master Degree. The activity of going through
project I feel that this leads to one of the practical real-life project-work.
I thank my institute as they have provided academic advertisement to make the one real-life
project. I thank our respected Director Sir, DR. S.S BHAKAR and Placement Cell of our
organization and I am also thankful to all other faculty members of Prestige Institute of
Management, Gwalior who have directly or indirectly helped me in my project
development.
I wish to express my gratitude to LUPIN LTD. for giving me an opportunity to be a part of
their esteemed organization and enhance my knowledge by granting permission to do
summer training project under their guidance.
I am deeply indebted to my guide, Mr. Vijay Sharma, HR Manager, LUPIN LTD, for his
valuable and enlightened guidance. He provided me with the opportunity to learn in the HR
Process and spared his valuable time to help me. My special thanks to Mr. Anoop Operation
Head, Lupin Ltd. for providing great support and help whenever was required.
A special thanks to my faculty guide, Prof Sanjay Gupta for being the chief facilitator of
this project and helped me enhance my knowledge in the field of HR Management.
This project has been possible due to the support of several wonderful individuals. I would
like to thank many unknown individuals, with whom I interacted. All of them with their due
cooperation and motivation made the completion of this project successful. I would like to
thank them all.
Last but not the least I am highly obliged to my friends and colleagues for their help and
support. The learning during the project was immense and valuable.
Regards
Pankaj Ojha

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Contents
CHAPTER-1..............................................................................................................................1
1.1 HISTORY OF THE ORGANIZATION ..........................................................................2
1.2 ORGANIZATIONAL STRUCTURE..............................................................................5
CHAPTER-02............................................................................................................................7
2.1 FINANCIAL PERFORMANCE......................................................................................8
2.2 THE RECRUITMENT PROCESS ..................................................................................9
2.3 PERSONNEL POLICIES ..............................................................................................11
2.4 PRODUCTION..............................................................................................................14
2.5 MARKETING................................................................................................................17
CHAPTER-3............................................................................................................................21
3.1 SWOT ANALYSIS........................................................................................................22
3.2 ANY OTHER SPECIAL POINT OBSERVED BY YOU ............................................23
CHAPTER 04 ..........................................................................................................................24
4.1 INTRODUCTION OF THE CONCEPT .......................................................................25
4.2 Application of the Concept in Organization ..................................................................27
4.3 SUGGESTIONS AND IMPLICATION........................................................................28
CHAPTER 05 ..........................................................................................................................30
CONCLUSION....................................................................................................................31
REFRENCES .......................................................................................................................32

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1.1 HISTORY OF THE ORGANIZATION
HISTORY AND EVOLUTION
Lupin was founded in 1968 by DeshBandhu Gupta, who was a professor of chemistry
at BITS-Pilani, Rajasthan. Gupta moved to Mumbai in the 60s to work on his business
enterprise for which initially he had initially borrowed Rs 5000 from his wife to fund his
venture. Subsequent funding from Central Bank of India, the company was able to start their
manufacturing facility for producing folic acid and iron tablets for Government of India
mother and child health program. Later Lupin started manufacturing anti TB drugs which at
one point formed 36% of the company sales and was considered as the largest TB drugs
manufacturer in the world.
PHARMACEUTICAL INDUSTRY
The pharmaceutical industry in India had experienced phenomenal growth, especially since
2005. The industry had grown at a rate of 14 per cent in 2005-2010, which was a significant
increase over the 9 per cent growth witnessed between 2000 and 2005. Global management
consultants, McKinsey & Co. had predicted that the Indian pharmaceutical market would
grow to $55 billion in 20202 (from $21.6 billion in 2009). According to Palash Mitra, Partner
at McKinsey & Company, and leader of the Pharmaceuticals & Medical Products Practice in
India,3 “The scale and complexity of the market is increasing as India is moving towards the
global top tier in the pharmaceutical industry.” The pharmaceutical market in India was
highly competitive and fragmented with the top 10 players accounting for 36.1 per cent of the
total sales in 2008. Tier-1 markets4, which constituted 60 per cent of the total market, had

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been growing at 14-15 per cent throughout 2005-2010. This trend was expected to continue.
Rural markets, on the other hand, were predicted to account for 25 per cent by 2020, up from
20 per cent in 2010. An increased patient pool due to increased urbanization and lifestyle
changes, increased accessibility to drugs, greater acceptance of new medicines, greater
affordability due to rising incomes, increasing insurance coverage, growing investment in
healthcare infrastructure, introduction of product patent legislation along with cost advantage
were driving the growth of the domestic market. Beyond the domestic market.
Indian pharmaceutical companies had a large portion of their revenues coming from exports
as well. While some firms were focused on the generic market in the US and Europe, others
were focused on custom manufacturing for innovative global firms. A major factor that had
contributed to the success of the Indian pharmaceutical industry was the patent regime that
had existed prior to 2005. Reverse engineering, facilitated by process patent (and exclusion of
product patent) coupled with high quality yet low cost generic drug manufacturing allowed
many pharmaceutical firms to achieve near global-player status. With the signing of WTO
and TRIPs agreements by the Government of India (effective 1995), the scenario changed. In
particular, the Third Amendment to the Indian Patent Act (2005) ushered in an innovation-
focused phase. Consequently, the number of patents being filed by the Indian pharmaceutical
firms began to double almost every year, not only in India but in the US as well. On the one
hand, increased local competition and subsequent price erosion posed serious threats; on the
other hand, a new threat emerged in the form of global pharmaceutical firms who were
expected to launch their new products in India backed by the new product patent regime.
Nevertheless, the market still held a lot of promise for domestic firms.
India’s competitive strengths in research services, along with English-language competency,
availability of low-cost, high-skilled doctors and scientists and large patient population with
diverse disease characteristics, provided a fertile ground for medical research. In addition,
both global innovators and generic majors had found it profitable to outsource production to
India given its adherence to international quality standards. Although there had been a
slowdown in this area, the scenario was expected to improve as the pressure to prune costs
increased in developed countries.

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LUPIN LIMITED
Headquartered in Mumbai, India, Lupin Limited was Dr. Desh Bandhu Gupta’s dream-child.
In Dr. Gupta’s words, “My dream of contributing to the process of nation-building and vision
to fight life-threatening infectious diseases by manufacturing drugs of highest national
priority were the compelling reasons and guiding principles that led to the formation of
Lupin.”5 After completing his Master’s in Chemistry, Dr. Gupta started his career as an
Associate Professor at the Birla Institute of Technology and Science (BITS), Pilani, and later
on became a catalyst in setting up Lupin in 1968. Started with seed money of just Rs. 5,000
(US $111 approx.), Lupin Limited had emerged as the second fastest growing pharmaceutical
company in India with sales worth US $477 million in 2010. Lupin Limited was a
transnational pharmaceutical company that had grown faster than most of its peers in a
number of growth markets

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1.2 ORGANIZATIONAL STRUCTURE

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COMPANY PROFILE OF LUPIN, INDIA
Date of Incorporation 01-Mar-1983
Date of Listing 30-Nov-1994
Management
Name Designation
Desh Bandhu Gupta Chairman
Vinita Gupta Chief Executive Officer
Manju D Gupta Executive Director
Ramesh Swaminathan Executive Director
R A Shah Independent Director
Vijay Kelkar Independent Director
Dileep C Choksi Independent Director
Jean-Luc Belingard Independent Director
K U Mada Independent Director
Richard Zahn Independent Director
Nilesh Gupta Managing Director
Kamal K Sharma Vice Chairman

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2.1 FINANCIAL PERFORMANCE
Profit & Loss account of Lupin in Rs. Cr.
Mar '19 Mar '18
12 moths 12 moths
Income
Sales Turnover 11,356.32 10,088.18
Excise Duty 0.00 7.60
Net Sales 11,356.32 10,080.58
Other Income -48.64 131.12
Stock Adjustments 147.23 -84.67
Total Income 11,454.91 10,127.03
Expenditure
Raw Materials 4,040.13 3,782.94
Power & Fuel Cost 0.00 381.32
Employee Cost 1,515.42 1,441.64
Miscellaneous Expenses 3,095.22 2,304.15
Total Expenses 8,650.77 7,910.05
Mar '19 Mar '18
12 moths 12 moths
Operating Profit 2,852.78 2,085.86
PBDIT 2,804.14 2,216.98
Interest 35.47 33.24
PBDT 2,768.67 2,183.74
Depreciation 426.30 389.81
Profit Before Tax 2,342.37 1,793.93
PBT (Post Extra-ord Items) 2,342.37 1,793.93
Tax 803.54 449.27
Reported Net Profit 1,538.83 1,344.66
Total Value Addition 4,610.64 4,127.11
Equity Dividend 0.00 338.81
Corporate Dividend Tax 0.00 68.97

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Per share data (annualised)
Shares in issue (lakhs) 4,525.00 4,520.83
Earning Per Share (Rs) 34.01 29.74
Equity Dividend (%) 250.00 250.00
Book Value (Rs) 378.28 349.16
2.2 THE RECRUITMENT PROCESS
At Lupin involves various steps to fulfill the vacant position. for that all round judgment of
candidate is done on following grounds like Technical, Function, Behavioral, Academic
Knowledge & skills.
 process to discover the sources of manpower to meet the requirements of the
staffing schedule and to employ effective measures for attracting that manpower in
adequate numbers to facilitate effective selection of an efficient workforce."
 recruitment as "the process of searching for prospective employees and stimulating
them to apply for jobs in the organization."
Selection is a process of picking individuals (out of the pool of job applicants) with requisite
qualifications & competence to fill jobs in Organization.
STEPS OF RECRUITMENT PROCESS
Job Analysis
job should The job analysis is the first step in the recruitment and selection process when a
State agency has a vacancy ready to fill. Job analysis is essential to identify the minimum
duties, knowledge, skills and abilities needed for the position to be successfully performed.
Prepare a job Description

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Design of job to be prepared as what Sex, Age Qualification, Skills, Work experience.
It is hereby cautioned to the general public that in recent past, some individuals and
Recruitment agencies have tried to mislead the public by fictitiously claiming to be
Employees of Lupin Limited (and/or its group companies) or posing as authorized
Recruitment agencies of Lupin Limited (and/or its group companies).
It has been brought to our notice that they send fake e-mails to the potential job
seekers luring them with job offers and appointment letters using the details of Lupin Limited
(and/or its group companies). These individuals / recruitment agencies are misguiding the
job-seekers by promising them well-placed jobs with the company and asking them for a
security deposit for providing return air-fare for the final round of interview. Further, they are
corresponding through fake letterheads and bogus of @lupin.com domain name.
Kindly note that Lupin Limited (and/or its group companies) follows a formal
Recruitment process through its own HR department and does not outsource the final
Selection of prospective employees to any individuals or agencies. Further, Lupin Limited
(and/or its group companies) does not ask for any security deposit or fees (refundable or non-
refundable) at any stage of recruitment process.
Please be advised that any potential job-seeker willingly corresponding with such
Individuals and recruitment agencies in any manner whether by e-mails or otherwise will be
doing so at their own risks and consequences. Lupin Limited (and/or its group companies)
strongly recommends that the potential job-seekers should not respond to
Such solicitations.
Recruitment is a process of identifying, screening, short listing and hiring potential
Resource for filling up the vacant positions in an organization. It is a core function of Human
Resource Management. Recruitment is the process of choosing the right person for the right
position and at the right time. Recruitment also refers to the process of attracting, selecting,
and appointing potential candidates to meet the organization’s resource requirements.

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2.3 PERSONNEL POLICIES
Working as an Executive Director of Lupin Human Welfare & Research
Foundation (LHWRF) with overall administration and control of integrated and holistic
rural development activities being carried out in eight Indian States, viz., Rajasthan, Madhya
Pradesh, Maharashtra, Uttarakhand, Andhra Pradesh, Goa, Jammu & Kashmir and Gujarat.
Corporate Non-governmental Organization Lupin Human Welfare & Research Foundation
(LHWRF) has been promoted by Lupin Limited – a major Indian pharmaceutical company.
MEDICAL POLICY:
 All employees are covered by the mediclaim policy subject to the term and limits
prescribed under the scheme.
 This policy covers self, spouse and two children up to the age 21.
INSURANCE POLICY;
 This insurance covers all the employees against accident resulting in death or
permanent disablement.
TRAINING AND DEVELOPMENT
After an employee is selected, placed and introduced in an organization he/she must
be provided with training facilities in order to adjust him to the job. Training is the act of
increasing the knowledge and skill of an employee for doing a particular job. Training is a
short-term educational process and utilizing a systematic and organized procedure by which
employees learn technical knowledge and skills for a definite purpose.
the training as "The organized procedure by which people learn knowledge and/or skill for a
definite purpose."
After completion of training, trainer take written test from the employees and get the
feedback.
Type of training programmers for employees:-
1. On the job training

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2. Safety training
3. Induction training “UTKARSH“
As per the performance training includes the name of the employees who required the
training & the subject of training.
After individual intimation form is sent to the concern employee regarding the type of
training which he need to undergo with date & venue after intimation Hr department.

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2.4 PRODUCTION
Generics : Lupin Pharmaceuticals, Inc. entered the U.S. generic pharmaceutical
market in 2003 with the ANDA approval for Cefuroxime Axetil Tablets. Since then we have
received more than 75 FDA approvals and have become one of the fastest growing
pharmaceutical companies in the US. Our consistent track record of growth is a result of a
valuable pipeline, solid customer relationships, and flawless execution.
We are vertically integrated, from process development of the API to the submission of
dossiers for finished dosages. This provides control over the supply chain and the ability to
offer quality products at the right time and at competitive prices.
Our integrated manufacturing capability provides a portfolio of the highest quality generic
products.
Expanding the product portfolio, Lupin Pharmaceuticals, Inc. is geared to file 20 or more
ANDA's per year in some of the following areas:
Oral and injectable cephalosporins;
Cardiovascular;
Controlled release ANDA's;
Paragraph IV's.

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QUALITY CONTROL
The importance of quality cannot be undermined in any organization. The customers both in
India and overseas are becoming increasingly demanding with respect to cost, quality and
delivery performance. Achieving these three require imbibing the philosophy of 'Total
Quality Management' into the organization's culture. At Lupin, it is the very
essence of our operations.
At Lupin, we take pride in maintaining superior quality at every stage of our processes. That
we ensure and assure. Our operations are guided by our Quality Policy. We believe that
quality is the backbone of competitiveness. Thus, we constantly create an environment of
Quality and Compliance in line with the global best practices.

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The Corporate Quality Assurance (CQA) cell at Lupin works as a link between research &
manufacturing for quality products for customers. It targets at ensuring that the Lupin Group
follows a standardized common quality system ensuring consistency, effectiveness and
efficiency while manufacturing APIs and formulations at all sites. The Company now has a
host of drug delivery platforms that have already been developed.
THE CQA FOCUSES ON:
- Establishing Quality Standards
- Developing processes to achieve those standards
- Monitoring to ensure Compliance
- Upgrading technology standards
- Training personnel on quality aspects

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2.5 MARKETING
Pharmaceutical marketers are unique in the sense that they have a wealth of information that
mass marketers lack. Pharmaceutical marketing is the business of advertising or otherwise
promoting the sale of pharmaceuticals or drugs. They will have excellent data on how many
prescriptions a medical practitioner wrote for a 46 particular brand. They will also know how
many prescriptions medical practitioner wrote for its competitors. They have all this data
month by month. Pharmaceutical marketers will also know how many details and samples the
doctor received for the brand in question. Finally, because pharmaceutical companies rely on
medical representatives to deliver their marketing messages through ETHICAL
PROMOTION, they can call on whom they should as often as they should, as long as the
doctors will see them. Pharmaceutical representatives don't have to call on doctors who aren't
worth it, assuming the medical representatives know who they are. Medical representatives
can devote extra effort to doctors who will be the most responsive. Most importantly they

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can, if armed with the right information, call on each doctor according to his or her likelihood
of responding to detailing and sampling at that point in time.
Lupin's mission is to become a transnational pharmaceutical company through the
development and introduction of a wide portfolio of branded and generic products in key
markets.
COMPETITORS
 Ajanta Pharma
 Cipla
 Roche
 Johnson & Johnson
 Sun Pharma

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HIGHLIGHTS
Lupin Ltd (Lupin) focuses on the development and manufacture of generic and branded
formulations, biotechnology products and active pharmaceutical ingredients (APIs). The
company has expertise in the areas of cardiovascular, asthma, dialectology, pediatrics, central
nervous system, gastro-intestinal, anti-infective, no steroidal anti-inflammatory drugs
(NSAIDs), anti-TB and cephalosporin’s. It undertakes extensive research and development of
pharmaceuticals for treatment of migraine, gastrointestinal, psoriasis, central nervous system,
cardiovascular, tuberculosis, diabetes and inflammation. Lupin develops value-added generic
pharmaceuticals based on its platform technologies. The company along with its subsidiaries
has manufacturing facilities in India, the US, Japan, Mexico and Brazil. Lupin is
headquartered in Mumbai, Maharashtra, India.
Equip yourself with information that enables you to sharpen your strategies and transform
your operations profitably.
Opportunities that the company can explore and exploit are sized up and its growth potential
assessed in the profile. Competitive and/or technological threats are highlighted.
Scout for potential investments and acquisition targets, with detailed insight into the
companies’ strategic, financial and operational performance.
Financial ratio presented for major public companies in the profile include the revenue trends,
profitability, growth, margins and returns, liquidity and leverage, financial position and
efficiency ratios.
Gain key insights into the company for academic or business research.
Key elements such as SWOT analysis, corporate strategy and financial ratios and charts are
incorporated in the profile to assist your academic or business research needs.
ADVERTISING & SALES PROMOTION
Production Lupin is one of the leading pharma companies in India. Lupin’s businesses can be
classified into, Formulations both generic and branded; API’s; Advanced Medicine Delivery
Systems and also Biotechnology. It is one of the largest producers for medicines that cure

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tuberculosis. And the Lupin Company has a major market shares in the medicines that cater
to segments like - Asthma, CNS, GI, Pediatric, Anti-Infective and NSAID. All these offerings
in the product mix are a part of the marketing mix. Also Lupin holds a key position in other
segments like Cardiovascular and Dialectology. Its API business is the key driver of revenues
and market share and Lupin targets to develop 4 to 6 API’s per quarter. From 2014 it is
developing API for third party businesses in advanced markets. Its advanced medicine
delivery system focuses on creating technologies that provide clinical technology and
facilitate a good patient experience. Lupin’s biotechnology division develops biosimilar’s
addressing oncology, diabetes and other therapies.

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3.1 SWOT ANALYSIS
 STRENGTHS
1. Worldwide leader in Cephalosporin and Anti TB drugs
2. Considerable presence in market for drugs against Asthma, Pediatrics, Diabetes, and CNS
boosts the sales
3. In the US and Japanese market it is the largest generic player
4. Acquisition of Iron pharmacy helped to increase its product list and in turn sales
5. Wide global footprint as it is present in over 70 countries
 WEAKNESSES
 Here are the weaknesses in the Lupin SWOT Analysis:
 High dependence on global formulation business with 84% revenue coming from US
market
 Forecasting done on technological level is less
 OPPORTUNITIES
 1.Increased health awareness
 2. Emerging technological trends in drug delivery
 3. Increasing prevalence of TB in developing countries

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3.2 ANY OTHER SPECIAL POINT OBSERVED BY YOU
 The company, however, did not provide any details about the nature of the
observations
 The company is confident of addressing the observations satisfactorily..
 HR Lupin outlines the appraisal procedure, An effective performance appraisal
emphasizes individual objectives, organizational objectives and also mutual
objectives.

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4.1 INTRODUCTION OF THE CONCEPT
"An overall study of HR Process"
Each organization works towards the realization of one vision. The same is achieved by
formulation of certain strategies and execution of the same, which is done by the HR
department. At the base of this strategy formulation lie various processes and the
effectiveness of the former lies in the meticulous design of these processes. But what exactly
are and entails these processes? Let’s read further and explore.
The following are the various HR processes:
Human resource planning (Recruitment, Selecting, Hiring, Training, Induction, Orientation,
Evaluation, Promotion and Layoff).
Employee remuneration and Benefits Administration
Performance Management.
Employee Relations.
The efficient designing of these processes apart from other things depends upon the degree of
correspondence of each of these. This means that each process is subservient to other. You
start from Human resource Planning and there is a continual value addition at each step. To
exemplify, the PMS (performance Management System) of an organization like Infosys
would different from an organization like Walmart. Let’s study each process separately.
Human Resource Planning: Generally, we consider Human Resource Planning as the
process of people forecasting. Right but incomplete! It also involves the processes of
Evaluation, Promotion and Layoff.
Recruitment: It aims at attracting applicants that match a certain Job criteria.
Selection: The next level of filtration. Aims at short listing candidates who are the nearest
match in terms qualifications, expertise and potential for a certain job.
Hiring: Deciding upon the final candidate who gets the job.
Training and Development: Those processes that work on an employee onboard for his skills
and abilities upgradation.

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Employee Remuneration and Benefits Administration: The process involves
deciding upon salaries and wages, Incentives, Fringe Benefits and Perquisites etc. Money is
the prime motivator in any job and therefore the importance of this process. Performing
employees seek raises, better salaries and bonuses.
Performance Management: It is meant to help the organization train, motivate and
reward workers. It is also meant to ensure that the organizational goals are met with
efficiency. The process not only includes the employees but can also be for a department,
product, and service or customer process; all towards enhancing or adding value to them.
Performance management system (PMS) that carries all the information to help
managers evaluate the performance of the employees and assess them accordingly on their
training and development needs.
Employee Relations: Employee retention is a nuisance with organizations especially in
industries that are hugely competitive in nature. Though there are myriad factors that
motivate an individual to stick to or leave an organization, but certainly few are under our
control.
Employee relations include Labor Law and Relations, Working Environment,
Employee heath and safety, Employee- Employee conflict management, Employee-
Employee Conflict Management, Quality of Work Life, Workers Compensation, Employee
Wellness and assistance programs, Counseling for occupational stress. All these are critical to
employee retention apart from the money which is only a hygiene factor.
All processes are integral to the survival and success of HR strategies and no single process
can work in isolation; there has to be a high level of conformity and cohesiveness between
the same.

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4.2 Application of the Concept in Organization
The human resources management team suggests to the management team how to
strategically manage people as business resources. This includes recruiting and hiring
employees with specific skill sets to meet the company's current and future goals,
coordinating employee benefits and suggesting employee training and development
strategies. In this way, HR professionals are consultants, not workers in an isolated business
function; they advise managers on many issues related to employees and how they help the
organization achieve its goals.
Developing Skills for the Future: At all levels of the organization, managers and HR
professionals work together to develop employees' skills. For example, HR professionals
advise managers and supervisors how to assign employees to different roles in the
organization, thereby helping the organization adapt successfully to its environment. In a
flexible organization, employees are shifted around to different business functions based on
business priorities and employee preferences.
Building Loyalty and Commitment: HR professionals also suggest strategies for increasing
employee commitment to the organization. This begins with using the recruiting process or
matching employees with the right positions according to their qualifications. Once hired,
employees must be committed to their jobs and feel challenged throughout the year by their
manager.
Building a Talent Pipeline: An HRM team helps a business develop a competitive
advantage, which involves building the capacity of the company so it can offer a unique set
of goods or services to its customers. To build the effective human resources, private
companies compete with each other in a "war for talent." It's not just about hiring talent; this
game is about keeping people and helping them grow and stay committed over the long term.
Staying Current and Competitive: Human resource management requires strategic
planning addressing not only the changing needs of an employer but also a constantly shifting

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competitive job market. Employee benefit packages must be continually assessed for costs to
the employer. Tweaking the packages also provides an opportunity to increase employee
retention through the addition of vacation days, flexible working arrangements or retirement
plan enhancements. For example, in recent years many human resource professionals have
overseen the addition of preventative health components to traditional health plans for both
employment recruitment and retention efforts.
4.3 SUGGESTIONS AND IMPLICATION

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 Training should be given to mostly to those who are less efficient and
Weed in their job areas.
 Training should be so organized that each and every worker can
Participate.
 New technologies & knowledge – based training should be given.
 Technical programs like latest field in technology concerning their
Operations.
 Yoga and mediation & personality – based training should be
 Conducted frequently. It helps the Individual in overall development.
 Training should be job related and emphasis more on practical aspects
With more Audio-visual clips.
 Training should be conducted frequently, every 6 months and regular
Feedback should take.
 Subject method should be discussed thoroughly, in detail and both
Extensively and intensively.
 Homogenous groups should be formed for training so thot they can
Easily and quickly understand each others problems.

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CONCLUSION
This report is prepared during the summer training undertaken at Lupin Ltd. at pithampur on
partial fulfillment of MBA course. It has been a very experience to get training under such a
reputed pharmaceutical company.
After preparing report on job satisfaction among the employees. I learn lots of things about it
and how it is important to the organization it helps me to increase my knowledge & level of
understanding the people. In Lupin Ltd. there are easy & systematic system for all activities
related to work & their human relations are very much inspiration. All employees are very
supportive & enthusiastic about the organization growth.

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REFRENCES
 www.lupin.com
 www.economictime.com
 moneycontrol.com
 wikipedia.com

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DAILY WORK SHEET FOR SUMMER TRAINING REPORT
Name of the Student: PANKAJ OJHA
Course and Semester: MBA II SEM
Batch: 2018-2020
Specialization: HR & MARKETING
Name of Summer Training Organization: LUPIN LTD. PITHAMPUR, INDORE
DAY DATE DESCRIPTION OF WORK
1 20/04/2019 Introduce to employer
2 22/04/2019 HR File, printing document
3 23/04/2019 Joining Report
4 24/04/2019 Application Form
5 25/04/2019 Resume
6 26/04/2019 Basic Need Basket Survey Form
7 27/04/2019 Document scanning
8 29/04/2019 New joining
9 30/04/2019 Joining report (checklist documents)
10 01/05/2019 Docket File (Information employment)
11 02/05/2019 Joining Docket (Scan All document and checked)
12 03/05/2019 THEME Environment Health &; Safety
13 04/05/2019 EPFO (Employees Provident Fund Organization). kyc Aadhaar
card &I pan card

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EPFO Aadhaar link
14 06/05/2019 Reimbursement Form new Joiner/ Transfer
15 07/05/2019 Time office (attendance checked )
16 08/05/2019 EPFO Working
17 09/05/2019 Personal Information
18 10/05/2019 Emergency contact Details
19 11/05/2019 Yogdhaan suggestion
22 15/05/2019 Buddy Program
23 16/05/2019 Brithday Employees
24 17/05/2019 Open House
25 18/05/2019 Family Details checked
26 20/05/2019 Update Date of Marriage/Unmarried
27 21/05/2019 Short list Resume
28 22/05/2019 Verification Document
31 25/05/2019 New Joining’s Medical
32 27/05/2019 Transfer letter
33 28/05/2019 EPFO Aadhaar link
34 29/05/2019 Attendance Management

35
36 31/05/2019 Short list Resume
37 01/06/2019 Emergency contact Details
39 03/06/2019 Family Details checked
41 15/06/2019 EPFO Aadhaar link
42 17/06/2019 Induction Of new Joining
44 19/06/2019 Induction Of new Joining
45 20/06/2019 New Joining’s Medical
Name of the Faculty Guide: Prof. Sanjay Gupta
Signature of Faculty Guide:
Remark:
Note: Student have to enclose this daily work report sheet with their summer training report at the
time of submission along with the signature of their Faculty Guide. Student will not be able to submit
his/ her file to the department without the signature of faculty guide.

36
WEEKLY WORK REPORT FORMAT
Name of the Student: PANKAJ OJHA
Course and Section: MBA II SEM ‘D’
Weekly report for (Duration of Week): 20/04/2019 to 20/06/2019
WEEK FROM TO DESCRIPTION OF WORK
1
20/04/2019 27/04/219 Hr File, Printing document
2
29/04/2019 11/05/2019 Basic Need Basket Survey Form, Emergency contact
Details
3
13/05/2019 18/05/2019 Verification all Document , Update Date of
Marriage/Unmarried
4
20/05/2019 25/05/2019 EPFO (Employees Provident Fund Organization).
kyc Aadhaar card & pan card
5
10/06/2019 15/06/2019 THEME Environment Health &; Safety
6
17/06/2019 20/06/2019 Yogdhaan suggestion Form , Attendance
Management
Thanks and Regards,
Yours Sincerely
(PANKAJ OJHA)

37
STUDENTS PERFORMANCE EVALUATION FORM
Name of Student:
Duration for Summer Training:
Department:
Course:
Batch:
You are requested to give your valuable feedback on following parameters on a scale of 1 to
5 where 1 indicates the strongly disagree for the statement and 5 indicates for maximum
agreement for the student’s performance who has undergone training in your valuable
guidance.
Regularity and Punctuality during training
1 2 3 4 5
Openness for Learning and Acceptability of task allotted
1 2 3 4 5
Able to work in team
1 2 3 4 5
Behavior in the Organization
1 2 3 4 5
Quality in work allotted
1 2 3 4 5
Any other observation
…………………………………………………………………………………………………
…………………………………………………………………………………………………
…………………………………………………………………………………………………
………………
Date:
Place:
Name and Signature of Industry Guide

38
STUDENT EVALUATION FORM FOR FACULTY GUIDE
Name of the Student:
Course:
Specialization:
Section:
Batch:
Date and Day when student reported first time :
Kindly give feedback for the following points
1. Whether the student have reported before he/she proceeded for summer training .
a. YES
b. NO
2. Whether the Student get the approval for Topic of Summer Training
a. YES
b. NO
3. Kindly mark the performance of the student for following Parameters on a scale of 1
to 5
a. Regularity and Punctuality during training including reporting and submission of
Weekly wok report
1 2 3 4 5
b. Openness for Learning and Acceptability of task allotted
1 2 3 4 5
c. Able to work in team
1 2 3 4 5
d. Behavior

39
1 2 3 4 5
e. Quality in work allotted
1 2 3 4 5
Overall Remark on Student performance
…………………………………………………………………………………………………
…………………………………………………………………………………………………
…………………………………………………………………………………………………
………………
Date:
Place:
Name and Signature of Faculty Guide
Prof. Sanjay Gupta
Note: This evaluation sheet need to be enclosed with the report of the student at the time of
submission.

Prestige Institute of Management, Gwalior

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