Internship project

1. Engaging/ Hiring Fresh talent

2. OVERVIEW
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What are the current practices?
Currently, we have various practices across sites with regards to engaging young external talent for short term and long term
period with the intent to create pipeline for potential candidates. The purpose of this project is to review those current practices
and propose a refined strategy to engage and hire fresh talent.
CAMPUS HIRING
3APPRENTICESHIP
2INTERSHIP
1• Goa, Noida & Gajraula & Ambernath
(SOD) sites engage Interns . Period
ranges from 01 to 06 months
• Number hired in 2019: 30 (approx.)
• Plan for 2020: Adhoc
• Only TAPI & Goa site are engaging apprentices as
per Apprentice Act 1961.
• Number hired in 2019: 50
• Plan for 2020: Unclear
• Are all sites legally bound to hire apprentice?
Exploring with Aparajitha
• Conversion of Apprentices into FTE: Through
Open position for entry level from GCA 05 to 08.
Conversion rate as FTE : 2-3 apprentices.
UNEXPLORED
Context

3. External Reference
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Industry Practices and Key Points
Industry Interns Apprentices Campus Hiring
Sandoz Adhoc Basis , No Stipend Engaged in factories as per the Act No structured process.
Mylan Adhoc Basis , No Stipend Engaged in factories as per the Act Site specific, some sites like Nashik & Indore
they hire B.Pharm, M.Pharm, M.Sc.
Novartis Adhoc Basis , No Stipend Engaged in factories as per the Act Yes, every year they hire MBA graduates for
Marketing and Sales vertical.

4. Exploring the Unexplored Path (Campus Hiring)
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01
Can this be our strategy to pump in
fresh talent?
HRD’s View
Is our business ready to attract, groom
and retain fresh talent?
R & D /Clinic can’t hire freshers .
Org. readiness
Leaders to agree on % of AOP HC as
campus hire. Eg.: 2% of total HC
AOP HC
What would be the career path & structure
progression. (Start point GCA 8?).
Selection / Career Path
How and when we want to launch the pilot
program? Other consideration – budget ,
success measurement
Star Date
02 03 04 05
Geographically selection of colleges