Bhavya's Project Report

A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT
Executive Summary:
As a part of our curricular of MBA, this project report is based on Study on effectiveness of
training and development conducted at Shilpa Medicare Ltd. Raichur. This project is an attempt
to bridge the gap between the academic institution and the corporate world. It helps us to apply
the theoretical knowledge in to practical experience. Hence I have got an opportunity to get the
exposure of corporate world.
My project Company is Shilpa Medicare Ltd. Raichur; has 250+ workers working for the
company. Established in 1987, Shilpa Medicare Limited has carved a niche for itself in the
exceedingly competitive and quality-conscious sphere of pharmaceuticals manufacturing. It
produce and export consistently high-quality active pharmaceuticals ingredients fine chemicals,
intermediates, herbal products and specially chemical products using sophisticated technology,
meticulously following international specification. The company has earned its spurs as a
successful and reliable partner within the pharmaceutical industry. Buyers within the country and
from across the borders count on its fast track integrated process development and finely honed
expertise of its skilled and experienced personnel. The Company is already exporting to USA,
Canada, Australia, Japan and European Countries s viz., Germany, Switzerland, Netherlands,
Belgium, Spain, Greece, Cyprus, Italy, United Kingdom etc., South American Countries like
Mexico, Brazil, Columbia etc. African Countries like Kenya, Nigeria and West Indies etc., Asian
Countries like Singapore, Taiwan, China, Malaysia, and Thailand.
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S.L.N. COLLEGE OF ENGINEERING DEPT OF MANAGEMENT STUDIES,RAICHUR
Page 1
PART-A
1. INDUSTRY PROFILE
The Indian Pharmaceutical Industry today is in the front rank of Indias science-based
industries with wide ranging capabilities in the complex field of drug manufacture and
technology. A highly organized sector, the Indian Pharma Industry is estimated to be worth $ 4.5
billion, growing at about 8 to 9 percent annually. It ranks very high in the third world, in terms of
technology, quality and range of medicines manufactured. From simple headache pills to
sophisticated antibiotics and complex cardiac compounds, almost every type of medicine is now
made indigenously.
Playing a key role in promoting and sustaining development in the vital field of
medicines, Indian Pharma Industry boasts of quality producers and many units approved by
regulatory authorities in USA and UK. International companies associated with this sector have
stimulated, assisted and spearheaded this dynamic development in the past 53 years and helped
to
put
India
on
the
pharmaceutical
map
of
the
world.
The Indian Pharmaceutical sector is highly fragmented with more than 20,000 registered
units. It has expanded drastically in the last two decades. The leading 250 pharmaceutical
companies control 70% of the market with market leader holding nearly 7% of the market share.
It is an extremely fragmented market with severe price competition and government price
control. The pharmaceutical industry in India meets around 70% of the country's demand for
bulk drugs, drug intermediates, pharmaceutical formulations, chemicals, tablets, capsules, orals
and ingestible. There are about 250 large units and about 8000 Small Scale Units, which form the
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core of the pharmaceutical industry in India (including 5 Central Public Sector Units). These
units produce the complete range of pharmaceutical formulations, i.e., medicines ready for
consumption by patients and about 350 bulk drugs, i.e., chemicals having therapeutic value and
used for production of pharmaceutical formulations.
Following the de-licensing of the pharmaceutical industry, industrial licensing for most of
the drugs and pharmaceutical products has been done away with. Manufacturers are free to
produce any drug duly approved by the Drug Control Authority. Technologically strong and
totally self-reliant, the pharmaceutical industry in India has low costs of production, low R&D
costs, innovative scientific manpower, strength of national laboratories and an increasing balance
of trade. The Pharmaceutical Industry, with its rich scientific talents and research capabilities,
supported by Intellectual Property Protection regime is well set to take on the international
market.
ADVANTAGE TO INDIA
Competent workforce: India has a pool of personnel with high managerial and technical
competence as also skilled workforce. It has an educated work force and English is commonly
used. Professional services are easily available.
Cost-effective chemical synthesis: Its track record of development, particularly in the area of
improved cost-beneficial chemical synthesis for various drug molecules is excellent. It provides
a wide variety of bulk drugs and exports sophisticated bulk drugs.
Legal & Financial Framework: India has a 53 year old democracy and hence has a solid legal
framework and strong financial markets. There is already an established international industry
and business community.
Information & Technology: It has a good network of world-class educational institutions and
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established strengths in Information Technology.
Globalization: The country is committed to a free market economy and globalization. Above all,
it has a 70 million middle class market, which is continuously growing.
2. COMPANY PROFILE:
Name of the company
: SHILPA MEDICARE LTD
Address of the company
: Plot No: 33-33A Raichur Industrial Grow,

Wadloor Road Chicksugur Cross, Hyderabad
Road, Chicksugur-584170
Incorporation Date
: 20/11/1987
Area
: 20 Acers
Board of Directors
: Shri Omprakash Inani(Chairman)

Shri visnukant Bhutada(Managing Director)
Shri Pramod Kasat(Director)
Shri Carlton Periera(Director)
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Shri Abhay B Upsani(Director)
Shri Ajeet Singh Karan(Director)
Auditors
: M/S Bohra Bhandari Bung & Associate, Raichur
Bankers
: Lakshmi Vilas Bank Ltd

State Bank of India
ICICI Bank Ltd
Axis Bank Ltd
Company Head Office/Quarters
: 10/80 1st Floor,Rajendra gunj,Raichur.
Fax
: 91-08532-235876
E-mail
: info@vbshilpa.com
a. Background and inception of the company:

Established in 1987, Shilpa Medicare Limited has carved a niche for itself in the
exceedingly competitive and quality-conscious sphere of pharmaceuticals manufacturing. It
produce and export consistently high-quality Active Pharmaceutical Ingredients Fine Chemicals,
intermediates, herbal products and specialty chemical products using sophisticated technology,
meticulously following international specifications. The company has earned its spurs as a
successful and reliable partner within the pharmaceutical industry. Buyers within the country and
from across the borders count on its fast track integrated process development and finely honed
expertise of its skilled and experienced personnel. The Company is already exporting to USA,
Canada, Australia, Japan and European Countries viz., Germany, Switzerland, Netherlands,
Belgium, Spain, Greece, Cyprus, Italy, United Kingdom etc., and South American Countries like
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Mexico, Brazil, and Columbia etc. African Countries like Kenya, Nigeria and West Indies etc.,
Asian Countries like Singapore, Taiwan, China, Malaysia, and Thailand. Shilpa Medicare is
synergizing strength through tie-ups for manufacturing products and co-marketing rights, for it
believes in working together and sharing success. Being proactive in approach, the company
continually seeks out enquiries for development of new products drawing from the extensive
knowledge-base of its qualified and experienced people as well as sophisticated facilities.
b. Nature of the business carried:
Reliable partner for APIs and customs synthesis; recognized by Govt.of India & Export
House. It is the largest manufacturer and exporters of Oncology APIs from India & Bulk Drugs.
Products registered in Europe, Russia, Korea, Iran, Canada, Japan, Australia, etc. with world
class state of the art facility. WHO GMP approved plant. Patents filed for non-infringing
manufacturing process. Highly efficient & cost effective technology & manufacturing process.
c. Vision, Mission and Quality policy:

Vision
To become a leading supplier in pharmaceuticals in the world by 2015 with a focus on
Oncology API's and formulations and contract research and manufacturing services.
Mission
Shilpa's primary goal is to create GMP facilities to manufacture Oncology API's that will enable
to obtain approvals from EDQM, UK MHRA, TGA Australia, Health Canada and USFDA. By
supplying products complying the above regulatory authorities to the pharmaceutical companies
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worldwide, Shilpa will provide an optimum return on investment to our investors, shareholders
and our employees. The common people will also enjoy the highest quality products at an
affordable price.
Quality policy
Shilpa Medicare provides consistent quality to the customers. Strict quality assurance is
inherent in every step of our process, from incoming raw materials to shipment of the finished
product. Each of our raw materials is selected by our experienced purchasing department, based
on strict physical and chemical criteria. Upon arrival at Shilpas facility, each ingredient lot is
carefully checked and analyzed by our quality control personnel.
The Quality Assurance Department ensures that the manufacturing facilities and
procedures are standardized to provide the international quality attributes to the products
consistently for each batch through a well-documented, validated and audited system. Shilpa
Medicare is fully equipped with gas chromatograph, spectrophotometers and other high-tech
apparatus; as also micro-biological facilities to check the quality of raw material, semi-finished
products and finished products following Good Laboratory Practices by qualified and approved
chemists. The Company follows Quality Standards for the manufacture of Bulk-Drug and
Intermediates. Our business aim is to follow a safety system, and adhere to the responsible care
programmer and most of all provide customer satisfaction. For this purpose, the Company has
acquired the required Licenses and Permissions from various Government Agencies to set the
pharmaceutical and industrial standa
d. Product/Service Profile:
1. Oncology products
Anastrozole
Bendamustin HCl
2. Non-Oncology products
Abacavir Sulfate
Ambroxol HCl
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Bicalutamide
Bortezomib
Busulfan
Capecitabine
Carboplatin
Cisplatin
Cladribine
Decarbazine
Docetaxel
5-Fluoro Uracil
Gefitinib
Gemcitabine HCl
Hydroxy urea
Imatinib Mesylate
Irinotecan HCl Trihydrate
Lenalidomide
Letrozole
Oxaliplatin
Paclitaxel
Pemetrexed Disodium
Temozolomide
Thalidomide
Topotecan HCl
Zoledronic acid
Acebrophylline
Buflomedil HCl
Lamivudine
Nifedipine
Phenylephrine HCl
Sildenafil Citrate
Strontium Ranelate
Terfenadine
Ticlopidine HCl
3. under Development-Oncology
Altretamine
Cladribine
Dasatinib Monohydrate
Cytrabine
Estramustine
Exemestane
Ifosfamide
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Melphalan
Methotrexate
Pazopanib
Sunitinib
Azacytidine
Cyclophospamide
Disodium Pamidronate
Decitabine
Erlotinib HCl
Fludarabine Phosphate
Lapatinib Distosylate
Mitotane
Nilotinib
Sorafenib Tosylate
Tandutinib
4. under Development-Non Oncology
Aliskiren
Orlistat
e. Area of operation: (Global)

o
o
o
o
o
o
o
Itly
Germany
China
Japan
Australia
Usa
Turkey
f. ownership pattern :
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Shilpa Medicare ltd is a privately owned company which is under taken by the following
members:
Chairman
:Shri Ompraksh Inani
Managing director
:Shri Vishnukanth Bhutada
Directors
:Shri Pramod Kasat

:Shri Carlton Periera
:Shri Abhay b Upsani
Other directors
:Shri Rajendra Sunki Reddy

Shri N P S Shinh
g. competitors information:
Anjaneya Life Care Ltd

Aarey Drugs & Pharmaceutical Ltd
Aarti Drugs Ltd
Abbott India Ltd
ABL Bio-Technologies Ltd
Addlife Pharma Ltd
Cipla
Piramal Healthcare
Ranbaxy Labs
Dr Reddys Lab
Sun Pharma
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h. Infrastructural facilities:
the company has state of art facilities for the employees. It gives importance to the environment
and takes the utmost care of health of the workers. The company is situated in the outskirts of the
city and is away from the pollution causing due to vehicles. The company has 20 acres. The
space is also used for greenery concentrating on the environment that creates a good working
condition for the employees. The company provides all the facilities to the employees, like:
Canteen Facility
Quality Assurance
Planning
Better Sales and Services
Wash Rooms
Drinking water
Transport facility
First Aid
i. Achievements/Awards:
Karnataka State Govt. 'Best Entrepreneur Award'.
Govt. of India 'Best Entrepreneur Award'.
Star Export House Status from Ministry of Commerce and Industry, Govt. of India
'cGMP' Certificates from W.H.O. for 20 API's
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'Best Export Award' from Visvesvaraya Industrial Trade Centre, Bangalore, Govt. of
Karnataka, INDIA.
'Registration with 'Russian Health Authority' for Ambroxol HCl
'Certificate of Suitability' received from EDQM for Ambroxol HCl (R0-CEP 2004-201Rev 00)
'Certificate of Suitability' received from EDQM for Ticlopidine HCl (R0-CEP 2005-004Rev 00)
'Certificate of Suitability' received from EDQM for Carboplatin (R0-CEP 2006-212-Rev

00)
Patent application on Irinotecan HCl Trihydrate "An improved process for the preparation
of Irinotecan HCl Trihydrate" published as WO2006016203 on date 2006-02-16
Patent file for Gemcitabine HCl and Anastrozole manufacturing process.
Filed ASMF/EDMF of Gemcitabine HCl over 21 EU countries
Filed ASMF/EDMF of Irinotecan HCl Trihydrate HCl over 27 EU countries
Filed ASMF/EDMF of Oxaliplatin HCl over 11 EU countries
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"Best District Export Award" received from FKCCI, Bangalore on 16.06.2007
Korean FDA Approved for Gemcitabine HCl & Ambroxol HCl
COS received from EDQM for Buflomedil HCl (R0-CEP 2006-080-Rev.00)
COS received from EDQM for Oxaliplatin EP (R0-CEP 2006-201-Rev.00)
"Best District Export Award" received from FKCCI, Bangalore on 20.06.2008.
'Outstanding Industrial Award' from Indian Junior Chamber.
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j. Work Flow Model(End to End):
STAGE: 1
Raw Material
Additions
Filtration
Drying
QC
Analysis
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STAGE: 2
Stage:1
Addition of
Raw Material
Filtrations
Drying
QC Analysis
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STAGE:3
Stage:2
Addition of
Raw Material
Reaction
Filtration
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Drying
Milling
Shifting
Packing
Product Export
k. Future Growth and Prospects:
Shilpa Medicare is expecting to construct Raichem Medicare Pvt Ltd
Opposite to Shilpa Medicare Ltd
Constructing Raichem Life sciences Pvt Ltd (Formulation unit).
It has strong determination to expand its plant.
The important plan of the company is to be leader in the market or to be in the leading
position.
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3. MCKINSEYS 7S FRAME WORK

The McKinsey 7S Framework is a management model developed by well-known
business consultants Robert H. Waterman, Jr. and Tom Peters "Management By Walking
Around" motif, and authored In Search of Excellence in the 1980s. This was a strategic vision for
groups, to include businesses, business, and teams. The 7S are structure, strategy, systems, skills,
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style, staff and shared values. The model is most often used as a tool to assess and monitor
changes in the internal situation of an organization.
The model is based on the theory that, for an organization to perform well, these seven elements
need to be aligned and mutually reinforcing. So, the model can be used to help identify what
needs to be realigned to improve performance, or to maintain alignment (and performance)
during other types of change. Whatever the type of change restructuring, new processes,
organizational merger, new systems, change of leadership, and so on the model can be used to
understand how the organizational elements are interrelated, and so ensure that the wider impact
of changes made in one area is taken into consideration.
Let's look at each of the elements specifically:
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Strategy: the plan devised to maintain and build competitive advantage over the
competition.
Structure: the way the organization is structured and who reports to whom.
Systems: the daily activities and procedures that staff members engage in to get the
job done.
Shared Values: called "super ordinate goals" when the model was first developed,
these are the core values of the company that are evidenced in the corporate culture and
the general work ethic.
Style: the style of leadership adopted.
Staff: the employees and their general capabilities.
Skills: the actual skills and competencies of the employees working for the company.
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Strategy:
To maintain and build competitive advantage over the competition. Shilpa Medicare
follows competitive strategy. As the company wants to expand their business by providing
good quality and to create good work environment in the organization.
The other strategies used by the company are:
To perform beyond customer expectation and to create a long term relationship with
customers.
To provide products and services of high quality.
Staff:
The employees and their general capabilities which are necessary to accomplish the
job which leads to achi organization goals effectively and efficiently. Staff refers to the
number of employees and types of employees in an organization. Staff is responsible for the
development of the organization. Shilpa Medicare consists of skilled, semiskilled, and
unskilled employees. The strength (size) is 190 on role, 60 contractors all together 250
employees.
Shilpa Medicare PVT LTD staff:
o Office staff
- 80
o Skilled employees
- 60
o Semi-skilled
- 30
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o Unskilled
- 20
Structure:
The way the organization is structured and who reports to who is all included in the
structure of the organization. The design of the organization structure is critical task of the
management of an organization. It is the skeleton of the whole organization. The organization
structure refers to relatively more durable organizational arrangements and relations. Shilpa
Medicare pvt ltd has implemented and successfully working with FUNCTIONAL
ORGANIZATION STRUCTURE. Functional organizations contain specialized units that
report to a single authority, usually called top management.
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Chairman
Omprakash Inani
ORGANIZATION CHART:
Managing Director
B.Vishnukant
Finance Manager
Ramakant Inani
Store & excise

Purchase manager
Manager
HRD
Manager
General Manager
Operations
K.Sharath Reddy
Accounts
Manager
Vice President, R&D

Prashant Purohit
Manager, R&D
R&D chemist
Production manager
Vice president Q.A &

Regulatory affairs
Pramod kumar
Q.A manager
QC,QA chemist
& microbiologist
Maintenance manager
Shift in charges
Maintenance supervisor
Chemists
Operators
Fitters
Welders
Electricians
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PRODUCTION DEPARTMENT:
Production is the basic activity of all industrial units. All other activities revolve around
this activity. The end product of the production activity is the creation of goods and services for
the satisfaction of the human wants. The production activity is nothing but the step-by-step
conversion of one form of material into another either chemically or mechanically. This is done
in factories which house manufacturing processes. The basic input of the production processes is
men, machines, plant, services and methods.
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WORLD-CLASS PRODUCTION FACILITIES
Reactor capacities ranging from 63 L to 6000 L capacities for low volume-high cost and high volumelow cost products.
State-of-the-art facilities at Shilpa Medicare are geared to manufacture quality bulk drugs. They include
stainless steel and glass-lined reactors having capacity ranging from 350-5000 liters. Production
processes used at Shilpa Medicare are environment friendly.
Served by steam, brine, nitrogen and vacuum services.
Range of Temperatures:- 25C to +300C.
Vacuum: < 1 mm/Hg.
Tray and Air-bed Drier, Centrifuges, Blenders and Jet Mill.
Bulk storage of solvents including fully closed and delivery systems to reactors. Chemical and biologica
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waste water treatment.

Research and Development Department:
Shilpa Medicare is a fast growing pharmaceutical active ingredient manufacturing
company engaged in manufacturing of world class pharmaceutical bulk drugs, under WHOGMP guide lines. Our manufacturing plant is equipped to manufacture APIS and chemicals
and having all the facilities of in house testing and R & D.
Shilpa Medicare is fully focused on R&D as a means to offer quality products at
competitive price and also for development of new products. We undertake innovation of new
products as per customers' requirement. The production technologies of all existing products
have been developed in-house and the R&D efforts are aimed at developing highly efficient
and cost-effective technologies and manufacturing processes.
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Quality Assurance Department:

Shilpa Medicare provides consistent quality to the customers. Strict quality assurance
is inherent in every step of our process, from incoming raw materials to shipment of the
finished product. Each of our raw materials is selected by our experienced purchasing
department, based on strict physical and chemical criteria. Upon arrival at shilpas facility,
each ingredient lot is carefully checked and analyzed by our quality control personnel.
The Quality Assurance Department ensures that the manufacturing facilities and
procedures are standardized to provide the international quality attributes to the products
consistently for each batch through a well-documented, validated and audited system.
Shilpa Medicare is fully equipped with gas chromatograph, spectrophotometers and
other high-tech apparatus; as also micro-biological facilities to check the quality of raw
material, semi-finished products and finished products following Good Laboratory Practices
by qualified and approved chemists.
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Skill:
Skilled: The actual skills and competencies of the employees working for the company. Skills of the
work force are technically qualified like ITIs, chemical technology, engineers or any specified courses
completed.
SEMI SKILLED: semi skilled employees will be having basic knowledge about the work, they will not
be holding any technical education semiskilled employees qualification like 8th or 10th pass out.
Unskilled: no qualification is enquired, employees like helper(loading and unloading the material,
movement of materials from one place to another), office boys.
Style:
The style which is followed in the organization is autocratic. The Top-Down
management is followed. Most of the decisions are taken at the top managerial level which is
executed by the respective departmental heads. Only top management is involved in decision
making.
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System:
Shilpa Medicare Ltd uses the complete systematic process in all the fields like quality
control systems, standardized operating procedure, and the date and time analysis systems for
manufacturing process.
Shared value:
Shared values observed in Shilpa Medicare Ltd are:
Discipline
Unity
Teamwork
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4. SWOT ANALYSIS:
STRENGTHS:
It produces and exports consistently high-quality Pharmaceutical Products.
Good quality of pharmaceuticals products, which is one of the major strength to face
competition in global environment.
Plant running from past 21 yrs. There is no major break down because of close
supervision and maintenance.
No major accidents in the unit.
Provides employees various benefit viz. medical facility, subsidized facilities in canteen,
traveling facility to increase the morale of employees.
Various measures are taken to prevent the environmental hazard by the organization to
maintain ecological balance.
WEAKNESS:
Modern machines and equipments are not installed in the Company.
Absenteeism is the main problem in the Company.
Transportation costs are high.
OPPORTUNITIES:
Shilpa Medicare Limited is having a better opportunity to setup a new plant in abroad
since the export market for Shipla Medicare Products is very well established.
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Shilpa Medicare Limited can establish a new oral liquid plant at Raichur.
Better network of customers
Availability of cheap and efficient labor in Raichur.
THREATS:
The production comes under Hazardous activity.
Competitors are updating latest technology, globally.
Competitive prices
Economic crisis
5. Analysis of Financial Statement:

PROFIT AND LOSS ACCOUNT FOR THE YEAR ENDED 31ST MARCH 2011
Current year
(31st March, 2011)
Previous year
(31st March, 2010)
Sales Turnover
263.37
240.67
Excise Duty
5.82
5.43
NET SALES
257.54
235.24
Other Income
0.00
0.00
TOTAL INCOME
261.30
235.44
Manufacturing Expense
7.79
6.67
Material Consumed
154.26
128.36
Personal Expenses
17.59
12.12
Selling Expenses
3.89
5.56
Particulars
INCOME
EXPENDITURE:
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Particulars
Current year
(31st March, 2011)
Previous year
(31st March, 2010)
Administrative Expenses
4.23
4.33
Expenses Capitalized
0.00
0.00
Provisions Made
0.00
0.00
TOTAL EXPENDITURE
187.76
157.05
Operating Profit
69.79
78.19
EBITDA
73.54
78.40
Depreciation
10.42
9.76
Other Write-offs (Bad-Debts)
0.00
0.00
EBIT
63.12
68.63
Interest
2.27
5.49
EBT
60.85
63.14
Taxes
14.91
21.23
Profit and Loss for the Year
45.94
41.91
Non Recurring Exp /(Income)
4.86
3.96
Other Non Cash Adjustments
0.09
0.24
REPORTED
50.93
46.01
Other Adjustments
0.04
-01
50.88
46.12
REPORTED PAT & Prior

Period Items
KEY ITEMS
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Particulars
Current year
(31st March, 2011)
Previous year
(31st March, 2010)
Preference Dividend
0.00
0.00
Equity Dividend
1.92
1.54
Equity Dividend (%)
40.00
35.00
Shares in Issue (Lakhs)
240.24
220.24
EPS - Annualised (Rs)
21.20
20.89
Balance Sheet as ON 31st March 2011

Particulars
Liabilities
Share Capital
Reserves & Surplus
Money Received Against Share
Warrants
Net Worth
Secured Loans
Unsecured Loans
Deferred Tax Liability
TOTAL LIABILITIES
Assets
Gross Block
Current year
Previous year
(31st March, 2011)
(31st March, 2010)
9.18
226.03
4.40
107.79
0.00
0.00
235.21
50.97
0.00
0.00
286.18
112.19
67.47
0.00
0.00
181.19
163.00
155.96
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(-) Acc. Depreciation
35.90
28.02
Net Block
127.09
127.94
3.01
3.69
28.08
3.69
Capital Work in Progress

Investments
Inventories
Sundry Debtors
Cash And Bank
Loans And Advances
Total Current Assets
37.44
33.63
83.75
32.09
43.65
31.49
2.09
42.23
186.91
120.45
Current Liabilities
41.05
52.02
Provisions
17.87
21.93
Total Current Liabilities
58.91
73.95
NET CURRENT ASSETS
128.00
46.50
0.00
0.00
286.18
181.19
Misc. Expenses
TOTAL ASSETS (A+B+C+D+E)
6. Learning experience:
Learning is continues process it enriches the knowledge and gives us the edge in our career.
The experience was wonderful which exposed me to practical knowledge of what I studied in
the class room. It gave me practical knowledge with regards to the functioning of the
organization, its culture, values and beliefs. This project work helped me to understand the
working culture of the organization in different areas. It enriched my practical knowledge
about the field work experience in human resource specialization.
Gained practical knowledge regarding functions of the various department of the
company.
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Our study conducted on shilpa Medicare has explored, various factors lying behind the
success of the flow serve micro finish in the manufacturing industry.
Understood the concept of delegation of authority, responsibility, co-ordination, and
team work carried out in the company.
Gained knowledge about overall view of the management operation.
Practical experience of production process cried out in the company, maintenance of
quality of the product, packaging and exporting of the products.
It was great experience for me to practically visit the plant and know about the
production process of shilpa Medicare. At this stage I learnt of production process
from procurement of raw materials to dispatch of the product.
PART-B
1. a. INTRODUCTION:
I have under taken project on Study on Effectiveness of Training & Development at
Shilpa Medicare. The main reason is to learn how different methods of training affect
employees in their work. The main aim is to understand what good training and development
means to employees and how it effects to the companies. T he project helps me to understand
how a companys HR department try to improve their business by giving good training &
Development to employees. It helps to understand how training and development help
employees to work more efficiently. After employee is selected, placed and introduced in an
organization he/she must be provided with training facilities in order to adjust to the job.
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Training refers to a planned effort by a company to facilitate employees learning of job-related
competencies. These competencies include knowledge, skills or behaviors that are critical for
successful job performance.
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. In
other words, training improves changes and moulds the employees knowledge, skill, behavior
and aptitude and attitude towards the requirements of the job and the organization. Training
refers to the teaching and learning activities carried on for the primary purpose of helping
members of an organization to acquire and apply the knowledge, skills, abilities and attitudes
needed by a particular job and organization.
Thus training bridges the differences between job requirements and employees present
specifications.
What is Training and Development?

Training is concerned with imparting developing specific skills for a particular purpose.
Training is the act of increasing the skills of an employee for doing a particular job. Training is
the process of learning a sequence of programmed behavior.
In earlier practice, training
programme focused more on preparation for improved Performance in particular job. Most of the
trainees used to be from operative levels like mechanics, machines operators and other kinds of
skilled workers. When the problems of supervision increased, the steps were taken to train
supervisors for better supervision.
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Development Management development is all those activities and program when recognized and
controlled have substantial influence in changing the capacity of the individual to perform his
assignment better and in going so all likely to increase his potential for future assignments. Thus,
management development is a combination of various training programme, though some kind of
training is necessary, it is the overall development of the competency of managerial personal in
the light of the present requirement as well as the future requirement. Development an activity
designed to improve the performance of existing managers and to provide for a planned growth
of managers to meet future organizational requirements is management development.
Training is an educational process. People can learn new information, re-learn and reinforce
existing knowledge and skills, and most importantly have time to think and consider what new
options can help them improve their effectiveness at work. Effective trainings convey relevant
and useful information that inform participants and develop skills and behaviors that can be
transferred back to the workplace.
Training Methods
As a result of research in the field of training, a number of programmers are available. Some
of these are new methods, while others are improvements over the traditional methods. The
training programmers commonly used to train operative and supervisory personnel are discussed
below. These programmers are classified into on-the-job and off-the-job training programmers
1).On The-Job Training Methods

This type of training, also known as job instruction training, is the most commonly used method.
Under this method, the individual is placed on a regular job and taught the skills necessary to
perform that job. The trainee learns under the supervision and guidance of a qualified worker or
H.K.E. SOCIETY
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instructor. On-the-job training has the advantage of giving first-hand knowledge and experience
under the actual working conditions. While the trainee learns how to perform a job, he is also a
regular worker rendering the services for which he is paid. The problem of transfer of trainee is
also minimized as the person learns on-the-job. The emphasis is placed on rendering services in
the most effective manner rather than learning how to perform the job. On-the-job training
methods include job rotation, coaching, job instruction or training through step-by-step and
committee assignments.
Job Rotation:
This type of training involves the movement of the trainee from one job to another. The trainee
receives job knowledge and gains experience from his supervisor or trainer in each of the
different job assignments. Though this method of training is common in training managers for
general management positions, trainees can also be rotated from job to job in workshop jobs.
This method gives an opportunity to the trainee to understand the problems of employees on
other jobs and respect them.
Coaching:
The trainee is placed under a particular supervisor who functions as a coach in training the
individual. The supervisor provides feedback to the trainee on his performance and offers him
some suggestions for improvement. Often the trainee shares some of the duties and
responsibilities of the coach and relieves him of his burden. A limitation of this method of
training is that the trainee may not have the freedom or opportunity to express his own ideas.
2).Off-the-Job methods
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Under this method of training, the trainee is separated from the job situation and his attention is
focused upon learning the material related to his future job performance. Since the trainee is not
distracted by job requirements, he can place his entire concentration on learning the job rather
than spending his time in performing it. There is an opportunity for freedom of expression for the
trainees. Companies have started using multimedia technology in training; Off-the-job training
methods are as follows:
Vestibule Training:
In this method, actual work conditions are simulated in a classroom. Material, files and
equipment, which are used in actual job performance, are also used in training. This type of
training is commonly used for training personnel for clerical and semi-skilled jobs. The duration
of this training ranges from days to a few weeks. Theory can be related to practice in this
method.
Role Playing:
It is defined as a method of human interaction that involves realistic behavior in imaginary
situations. This method of training involves action, doing and practice. The participants play the
role of certain characters such as the production manager, mechanical engineer, superintendents,
maintenance engineers, quality control inspectors, foremen, workers and the like. This method is
mostly used for developing inter-personal interactions and relations.
Lecture Method:
The lecture is a traditional and direct method of instruction. The instructor organizes the material
and gives it to a group of trainees in the form of a talk. To be effective, the lecture must motivate
and create interest among the trainees. An advantage of the lecture method is that it is direct and
can be used for a large group of trainees. Thus, costs and time involved are reduced. The major
limitation of the lecture method is that it does not provide for transfer of training effectively.
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Conference or Discussion:
It is a method in training the clerical, professional and supervisory personnel. This method
involves a group of people who pose ideas, examine and share facts, ideas and data, test
assumptions and draw conclusions, all of which contribute to the improvement of job
performance.
How to make Training Effective
Determine training needs through job description, performance appraisal forms and
potential appraisal discussions.

Prepare a training calendar in discussion with managers.
Training programs should have well-defined specific objectives.
Nominate the employees for training based on a need for training.
Trainers should be qualified and experienced.
Recent Developments in Training

Employee Self Initiative
Employees have realized that change is the order of the day and they have started playing the
role of a change agent. Consequently, employees identify their own training needs, select
appropriate training program organized by various organizations and undergo the training
program. Thus, employees in recent times started taking proactive measures on their own.
On-Line Training
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Companies started providing on-line training. Trainees can undergo training by staying at the
place of their work. Participants complete course work from wherever they have access to
computer and Internet. Different types of media are used for on-line train.
NEEDS & SIGNIFICANS OF THE STUDY:

After employees have been selected for various positions in an organization, training them for
the specific tasks to which they have been assigned assumes great importance. It is true in many
organizations that before an employee is fitted into a harmonious working relationship with other
employees, he is given adequate training. Training is the act of increasing the knowledge and
skills of an employee for performing a particular job. The major outcome of training is learning.
A trainee learns new habits, refined skills and useful knowledge during the training that helps
him improve performance. Training enables an employee to do his present job more efficiently
and prepare himself for a higher-level job. The essential features of training may be stated thus:
Increases knowledge and skills for doing a particular job; it bridges the gap between job
needs and employee skills, knowledge and behaviors

Focuses attention on the current job; it is job specific and addresses particular
performance deficits or problems

Concentrates on individual employees; changing what employees know, how they work,
their attitudes toward their work or their interactions with their co-workers or supervisors
Tends to be more narrowly focused and oriented toward short-term performance
concerns.
Training is needed to serve the following purposes:
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Newly recruited employees require training so as to perform their tasks effectively.

Instruction, guidance, coaching help them to handle jobs competently, without any
wastage.
Training is necessary to prepare existing employees for higher-level jobs (promotion).
Existing employees require refresher training so as to keep abreast of the latest
developments in job operations. In the face of rapid technological changes, this is an
absolute necessity.
Training is necessary when a person moves from one job to another (transfer). After
training, the' employee can change jobs quickly, improve his performance levels and
achieve career goals comfortably

Training is necessary to make employees mobile and versatile. They can be placed on
various jobs depending on organizational needs.

Training is needed to bridge the gap between what the employee has and what the job
demands.
Training is needed to make employees more productive and useful in the long-run.
Training is needed for employees to gain acceptance from peers (learning a job quickly
and being able to pull their own weight is one of the best ways for them to gain
acceptance).
STATEMENT OF THE PROBLEM:

The project aims to study the effectiveness of training and development on employees.
The management wants to know whether the training and development programmers are
effective to develop their skills and how it effects the employees job satisfaction.
Based on the above Management problem the research problem is to identify the factors training
and development so that the problems related to them can be solved. This has created a need to
assess the effectiveness of training and development at Shilpa Medicare.
OBJECTIVES OF THE STUDY:
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The primary objective of the project is to act as a facilitator in identifying the
organizational and individual training needs (sample size of 50) and to analyze the same to give
feedback and suggestions to the organization for improving the training & development process
of the organization.
The objectives of the project are as follows:
To identify, study and analyze the training needs of the employees (sample size of
50).
To study the training and development process carried on in the Company.

To identify the knowledge and skills required to perform the job efficiently and
effectively.
To recommend appropriate interventions to bridge the gap in order to hone the training &
development process.
To identify the strengths and areas of improvement of the organization.
SCOPE OF THE STUDY:

Training and Development is very important and essential in every organization due to the
following:
Training is required to cover essential work-related skills, techniques and knowledge. It is
the process used to reduce the gap between the desired performance and the actual
performance which eventually results in increased Productivity, quality and healthy work
environment.
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Optimum Utilization of Human Resources Training and Development helps in optimizing
the utilization of human resource that further helps the employee to achieve the
organizational goals as well as their individual goals.
Training helps to eliminate obsolesce in work, it gives the employees a clear view of what
is needed and also helps in upgrading their skills and knowledge to keep in pace with the
ever changing technology which is very essential in todays competitive market.
Development of Human Resources Training and Development helps to provide an
opportunity and broad structure for the development of human resources technical and
behavioral skills in an organization. It also helps the employees in attaining personal
growth.
Team spirit Training and Development helps in inculcating the sense of team work, team
spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the
employees.
Safety in work place is another important feature of training which helps to avoid accidents
and injuries in the work place.
Organization Culture Training and Development helps to develop and improve the
organizational health culture and effectiveness. It helps in creating the learning culture
within the organization.
Training and Development aids in organizational development i.e. Organization gets more
effective decision making and problem solving. It helps in understanding and carrying out
organizational policies
Training and Development helps in developing leadership skills, motivation, loyalty,

better attitudes, and other aspects that successful workers and managers usually display.
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For every employee to perform well especially Supervisors and Managers, there is need
for constant training and development. The right employee training, development and
education provides big payoffs for the employer in increased productivity, knowledge,
loyalty, and contribution to general growth of the firm. In most cases external trainings
for instance provide participants with the avenue to meet new set of people in the same
field and network. The meeting will give them the chance to compare issues and find out
what is obtainable in each others environment. This for sure will introduce positive
changes where necessary.
RESEARCH METHODOLOGY:
Source of data collection:
The primary and secondary sources of data have been utilized for the purpose of
collecting data.
Primary Data: Primary data was collected in the form of questionnaire, direct
interaction with employees as well as with HR manager.

Secondary Data: secondary data was collected from the records, files, and
administrative manuals of the organization, books, internet etc.
Research Design:
In this study, a descriptive study is adopted which a fact-finding investing with adequate
interpretation. The data for this reseach are collected by questionnaire method. The procedure to
be used in descriptive study must be carefully planned since here the aim is to obtain complete
and accurate information.
Sampling Frame:
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The sampling frame for the study are the employess at Shilpa Medicare Ltd.
Sampling Unit:
Sampling unit comprises of 177 employees in shilpa Medicare.
Sampling Size:
Sample size comprises of 50 respondents in different departments of the company.
Sampling Type:
Simple random sampling technique is used for the study to select the sample from the
population.
Research Instrument:
Well structures questionnaire which was instructed by the companys HR department and my
internal guide from college was used to collect the primary data.
LIMITATION OF THE STUDY:
Time constraint - While getting all the questionnaires filled, I faced that most of the
employees didnt want to respond because of the limited time they had. I faced a lot of
problem while convincing them
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Sample size constraint - Number of employee covered in this survey is limited to the
sample size of 50 employees only. This limits the scope of the project study and the analysis
may not represent the whole population.
Duration constraint - The time duration for the project is limited to nine weeks so it was
difficult to analyze the trainings needs at micro level.
Perception constraint - Also, Employees have a tendency to underestimate their skills
before training and over estimate their skills post training to validate their participation in the
training program. In this way it is seen that it is difficult to comprehensively evaluate or
capture the effectiveness of a training program.
Interpretation constraint - Due to the use of management words (e.g.: Change
Management, Work-life balance/issues, In basket exercise etc.), few questions in the
questionnaire are difficult to interpret by employees. These questions needed to be explained
to respondents every time so that they can understand and answer the question in best
possible manner.
b.ANALYSIS,INTERPRETATION OF RESULTS:
1). Training has an adequate importance in Shilpa Medicare Ltd.
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Training Importance at Shilpa Medicare
Valid
Strongly Agree
Frequency
14
Percent
28.0
Valid Percent
28.0
Agree
36
72.0
72.0
Total
50
100.0
100.0
Interpretation:
From the survey conducted, we can make a opinion that, 72% of the employees are satisfied
about the companys importance for training and 28 % of the employees are highly satisfied with
the same. None of the employees feel that training is not given importance in the company.
2). Management takes interest in providing training programs to the employees.
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Management interest in providing training program to the employees
Valid
Valid
Strongly
Frequency
20
Percent
40.0
Percent
40.0
Agree
Agree
30
60.0
60.0
Total
50
100.0
100.0
Interpretation:
From the survey conducted, we can make a opinion that, 60% of the employees feel that the
Management takes interest for providing the training programme.40% of the employees are
highly satisfied with the managements interest in providing training to the employees.
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3). Training provides excellent opportunity to new comers to learn comprehensively in the
organization.
Opportunity to new comers
Valid
Valid
Strongly
Frequency
9
Percent
18.0
Percent
18.0
Agree
Agree
Neither
40
1
80.0
2.0
80.0
2.0
50
100.0
100.0
Agree
Disagree
Total
nor
Interpretation:
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From the survey conducted, we can make a opinion that, most of the employees (80%) as new
comers, had an opportunity to learn comprehensively in the organization. 18% of the employees
are highly satisfied with the training provided to the new comers. Some employees (8%) neither
agreed nor disagreed for the same.
4). Training programs provided to us are sufficient for fulfilling skill requirements for job
Skill requirements for job
Valid
Valid
Strongly
Frequency
8
Percent
16.0
Percent
16.0
Agree
Agree
Disagree
41
1
82.0
2.0
82.0
2.0
Total
50
100.0
100.0
Interpretation:
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From the survey conducted, we can make a opinion that, most of the employees (82%) skill
requirement for the job are fulfilled by the Training programs provided in the company.16% of
the employees are highly satisfied with the training programs that have helped to fulfill the skill
requirements of their job. But the training provided has not helped some of the employees(2%) to
fulfill the skill requirements for the job.
5). Training has increased my confidence about work.
Confidence about work
Valid
Valid
Strongly
Frequency
22
Percent
44.0
Percent
44.0
Agree
Agree
28
56.0
56.0
Total
50
100.0
100.0
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Interpretation:
From the survey conducted, we can make a opinion that, most of the employee confidence has
been increased through the training program provide to them in the company.56% of the
employees are satisfied with their increased confidence due to training and 44% of the
employees are highly satisfied with their increased confidence towards work.
6). My negative attitude towards job has been reduced due to training.
Attitude towards job
Valid
Valid
Strongly
Frequency
13
Percent
26.0
Percent
26.0
Agree
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Agree
Total
37
50
74.0
100.0
74.0
100.0
Interpretation:
From the survey conducted, we can make a opinion that, training has reduced most of the
employees negative attitude.74% of the employees are satisfied with the increase in their
positive attitude towards job due to training and 26% of the employees are highly satisfied for
the same.
7). I am able to work on my job without any difficulty.
I am able to work on my job without any difficulty.

Frequency
Percent
Valid Percent
Cumulative
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Valid
Strongly
13
26.0
26.0
Agree
Agree
Disagree
Total
33
4
50
66.0
8.0
100.0
66.0
8.0
100.0
Percent
26.0
92.0
100.0
Interpretation:
From the survey conducted, we can make a opinion that, majority of the employees can do their
job without any difficulty due to the training provided.66 % of the employees are highly satisfied
for they are able to work on their job without any difficult due to the training provided to them
and 26 % of the employees are highly satisfied for the same.8 % of the employees still face
difficulty in doing their job although the training was provided to them.
8). I am able to cope with the changes that take place in the organization.
Employee contribution to the changing requirements of the organization
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Valid
Valid
Strongly
Frequency
15
Percent
30.0
Percent
30.0
Agree
Agree
Disagree
Total
30
5
50
60.0
10.0
100.0
60.0
10.0
100.0
Interpretation:
From the survey conducted, we can make a opinion that, majority of the employees are able to
cope with the changes that take place in the organization.60% of the employees are satisfied with
their ability to work parallel with the organization changes.30% of the employees are highly
satisfied with their ability of work towards the changes in the organization.10% of the employees
are unable to cope with the changes that take place in the organization, although the training was
provided to them.
9). I am satisfied with the training period.
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Training period scheduled by the company
Valid
Percent
20.0
Valid Percent
20.0
Agree
Agree
26
Neither Agree 3
52.0
6.0
52.0
6.0
nor Disagree
Disagree
Total
22.0
100.0
22.0
100.0
Strongly
Frequency
10
11
50
Interpretation: From the survey conducted, we can make a opinion that, 52% of the employees
are satisfied with the training period.22% of the employees are unhappy with the training
period.20% of the employees are highly satisfied with the schedule of the training conducted.
10) Trainer has covered all the topics related to our job in the training program.
Job related Topics in the Training program
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Valid
Valid
Strongly
Frequency
11
Percent
22.0
Percent
22.0
Agree
Agree
Neither
33
1
66.0
2.0
66.0
2.0
5
50
10.0
100.0
10.0
100.0
Agree
Disagree
Disagree
Total
nor
Interpretation:
From the survey conducted, we can make a opinion that, majority (66%) of the employees are
satisfied with the training topics covered in the program.22% of the employees are highly
satisfied with the topics covered by the trainer in the training program.
11). Trainer has conducted effective and valuable training.
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Effectiveness of Training
Valid
Valid
Strongly
Frequency
20
Percent
40.0
Percent
40.0
Agree
Agree
Disagree
Total
29
1
50
58.0
2.0
100.0
58.0
2.0
100.0
Interpretation:
From the survey conducted, we can make a opinion that, majority of the employees are happy
with the training provided by the trainer.58% of the employees are satisfied with the training
approach of the trainer and 40 % of the employees are highly satisfied with the effective and
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valuable training.2 % of the employees felt that the trainers approach towards training was not
so good.
12). Training has reduced accidents in work place.
Reduction in Accidents at work place due to Training
Valid
Strongly
Frequency
13
Percent
26.0
Valid Percent
26.0
Agree
Agree
Total
37
50
74.0
100.0
74.0
100.0
Interpretation:
It is revealed from the survey that, the occurrence of accidents in the company has been reduced
due to the training provided.74 % are satisfied with the training provide on safety of employees
and 26% of the employees are highly satisfied with the same.
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13). Quality of my work has increased due to training.

Quality of Work
Valid
Strongly
Frequency
27
Percent
54.0
Valid Percent
54.0
Agree
Agree
Disagree
Total
22
1
50
44.0
2.0
100.0
44.0
2.0
100.0
Interpretation:From
the
survey conducted, we can make

a opinion that, majority of the
employees have improved the
quality of their work due to the
training provided.54 % of the
are highly satisfied with their
improved quality of work due
to
training.44%
of
the
employees are satisfied with

their quality work. And 2 % of
the employees were unable to improve their work quality although the training was provided.
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14). Group and individual communication has increased due to training.

Impact of Training on Individual and Group Communication
Valid
Valid
Strongly
Frequency
10
Percent
20.0
Percent
20.0
Agree
Agree
Disagree
Total
32
8
50
64.0
16.0
100.0
64.0
16.0
100.0
Interpretation: From the survey conducted, we can make a opinion that, Group and individual
communication has increased due to training.64% of the employees were satisfied with the
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communication with other employees in the company. 20% of the employees could reach out to
maximum number of people in the organization.16 % of the employees couldnt improve their
group communication although the training was provided.
15). Training has reduced the fear of attempting new task in the organization.
Impact of Training in attempting new jobs
Valid
Valid
Strongly
Frequency
15
Percent
30.0
Percent
30.0
Agree
Agree
Disagree
Total
34
1
50
68.0
2.0
100.0
68.0
2.0
100.0
Interpretation:
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From the survey conducted, we can make a opinion that, majority of the employees fear of
attempting new task in the organization has reduced due to the training.68% of the employees are
satisfied with their ability of performing new tasks in the orgaisation.30% of the employees are
highly satisfied with the same. But for 2% of employees, the fear regarding attempt of new task
either remained the same or was increased.
Findings:
In Interview with the HR Manager, it was found that the company conducts various
Trainings such as:
In-house Training
External training
Training methods such as:
Lecture
Audio visional
Workshops
Satisfaction level with the interest that management takes in providing training program
at Shilpa Medicare:
90% of the employees are satisfied with the interest that management takes in
providing training program and 90% of the employees are highly satisfied with
the same.
Satisfaction level of employees with the opportunity provided through training:
80% of the employees are satisfied with the training program provided as it gives
them an opportunity to explore themselves.

18% of the employees are highly satisfied with the same.
2% of the employees rated that they have an average and normal satisfaction towards
the same.
Most of the employees are happy and satisfied with the training programs in the company
as it has helped them fulfill the skill requirements for the job and it has also increased
their confidence at work. It is found out that, most of the employees are able to reduce
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their negative attitude towards job and are able to work on their job without any difficulty
as they are getting better guidance from trainers and supervisors.

It is found out that, out of 100% employees,90% employees are able to cope with the
changes in the organization as Training has made them gain confidence and knowledge
regarding particular job. Where in 10% employees are unable to cope with the changes as
they are unable to follow the training completely

It was found that, most of the employees are satisfied with the trainers way of training as
the trainer has covered most of the topics related to the job and in turn this has helped the
employees to improve their quality at work.

It was found that, due to training, most of the employees are able to attempt new task in
the organization without any difficulty and hence the accidents at work place have
reduced.
Employee satisfaction with the training period:
52% of the employees are satisfied with the training period.
20% of the employees are highly satisfied with the training period.
22%of the employees are not satisfied with the training period because they feel that it
has not been scheduled properly.
6% of the employees are neither satisfied nor dissatisfied with the training period.
Out of 100% employees,68% of the employees feel that, some additional training can
make their performance change from good to excellent.24% strongly agreed with the
same.6% of the employees feel that there is no need of additional training.2% of them
strongly feel the same.

Out of 100% employees,32% employees somewhat feel that the methods of training
although good ,have to be upgraded.24% of them strongly agree with the same.38% of
the employees disagree with the same because they prefer the current training methods.
Out 0f 100% employees,76% of them agree that the company considers their suggestions for the
training needs required.18% of them strongly agree with the same.6% of the employees feel that
their suggestions regarding the training needs are not been considered by the company.
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SUGGESTIONS
Training should be conducted according to the employees needs.

Trainer, Training place, training method, trainee are the major things that should be
considered while conducting the training program.

More improvement in latest knowledge should be added in the training program.
The in-house-training programs can be improved by inviting faculties from various
business schools.
According to employee perception, training program was well designed and functioned in
systematic way to some extent , it should be changed to great extent.

According to employees perception the Trainers performance was some what good, it
should be changed to great extent.

Employee feedback must be considered.
Trainees feel difficulty in understanding the language used by the trainer. Language must
be simple and easily understood by the trainees.

Some of the machines are recently computerized and workers are not getting adequate
knowledge about computers so management must give sufficient knowledge about
computers to the workers.
Conclusion:
The study conducted at Shilpa Medicare. Ltd, Raichur deals with analyzing the satisfaction of
employees towards the training provided in the company.
H.K.E. SOCIETY
Page 66

The present study conclude that majority of the employees are interested in attending training
program and most of them agree that they could transfer the learning by implementing new
knowledge, skill, ability and technology that they got from the training program.
In general, the company provides a well designed and widely shared trained policy to its
employees. However there could be improvement in the case of conducting feedback reviews so
as to analyze the status of the employees after training.
ANNEXURE
Questionnaire
I, Bhavya.G studying in MBA IV semester from SLN College Of Engineering & Management,
Raichur, have under taken project on Study on effectivenss of training and development at
Shilpa Medicare,Raichur. I kindly request you to cooperate in my research work by responding
to the questionnaire provided to you. This information will be used for academic purpose and
will be kept confidential.
Name:
Gender:
Male
Female
Age group: Below 25 yrs
25-35yrs
46-50 yrs
Above 50yrs
36-45yrs
Note: Please tick in the appropriate options for the following questions.
H.K.E. SOCIETY
Page 67
Neither
Qstn
Strongl
no.
Questions
y Agree
Training has an adequate importance in
Shilpa Medicare
Agree
Agree
Strongl
nor
Disagre
Disagre
Disagre
Management takes interest in providing

training programs to the employees.
Training provides excellent opportunity to

new comers to learn comprehensively in the
3
organization.
H.K.E. SOCIETY
Page 68

Training programs provided to us are
sufficient for fulfilling skill requirements for
4
job.
Contd..
Neither
Qstn
no.
Strongl
Questions
y Agree
Agree
Agree
Strongl
nor
Disagre
Disagre
Disagre
Training has increased my confidence about

5
work.
My negative attitude towards job has been

6
reduced due to training.
H.K.E. SOCIETY
Page 69
I am able to work on my job without any

7
difficulty.
I am able to cope with the changes that take

8
place in the organization.
I am satisfied with the training period.
Trainer has covered all the topics related to

10
our job in the training program.
Trainer has conducted effective and valuable

11
training.
12
Training has reduced accidents in work place.
Quality of my work has increased due to

13
training.
H.K.E. SOCIETY
Page 70
Group and individual communication

14
has increased due to training.
Training
15
has
reduced
the
fear
of
attempting new task in the organization.
The training provided in the company

has helped to increase my knowledge
16
and skill about the particular job.
I still require training to perform my job

17
in the company.
I am fully satisfied with the training
18
program undergone in the company.
I feel that there must be changes in the

methods of training provided in this
19
company.
Company considers my suggestions for

20
the training needs I require.
H.K.E. SOCIETY
Page 71

THANK YOU
BIBLIOGRAPHY
Employee Training and Development, Mc Graw Hill Publications

Managing Human Resources-Bohlander et all-cengage learning 13Ed.,2004
Human Resource management, text & cases-VSP Rao,Excel Books,2005
Websites:
H.K.E. SOCIETY
Page 72

o www.vbshilpa.com
o www.hr.org
H.K.E. SOCIETY
Page 73

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A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

: SHILPA MEDICARE LTD

Address of the company

: Plot No: 33-33A Raichur Industrial Grow,

: Shri Omprakash Inani(Chairman)

A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

: M/S Bohra Bhandari Bung & Associate, Raichur

: Lakshmi Vilas Bank Ltd

Company Head Office/Quarters

: 10/80 1st Floor,Rajendra gunj,Raichur.

a. Background and inception of the company:

A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

c. Vision, Mission and Quality policy:

A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

4. under Development-Non Oncology

e. Area of operation: (Global)

A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

:Shri Ompraksh Inani

:Shri Vishnukanth Bhutada

:Shri Pramod Kasat

:Shri Rajendra Sunki Reddy

Anjaneya Life Care Ltd

A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

Karnataka State Govt. 'Best Entrepreneur Award'.

Govt. of India 'Best Entrepreneur Award'.

'cGMP' Certificates from W.H.O. for 20 API's

A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

'Registration with 'Russian Health Authority' for Ambroxol HCl

'Certificate of Suitability' received from EDQM for Carboplatin (R0-CEP 2006-212-Rev

Patent file for Gemcitabine HCl and Anastrozole manufacturing process.

Filed ASMF/EDMF of Gemcitabine HCl over 21 EU countries

Filed ASMF/EDMF of Irinotecan HCl Trihydrate HCl over 27 EU countries

Filed ASMF/EDMF of Oxaliplatin HCl over 11 EU countries

A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

"Best District Export Award" received from FKCCI, Bangalore on 16.06.2007

Korean FDA Approved for Gemcitabine HCl & Ambroxol HCl

COS received from EDQM for Buflomedil HCl (R0-CEP 2006-080-Rev.00)

COS received from EDQM for Oxaliplatin EP (R0-CEP 2006-201-Rev.00)

"Best District Export Award" received from FKCCI, Bangalore on 20.06.2008.

'Outstanding Industrial Award' from Indian Junior Chamber.

A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

j. Work Flow Model(End to End):

A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

3. MCKINSEYS 7S FRAME WORK

A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

Let's look at each of the elements specifically:

A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

Style: the style of leadership adopted.

Staff: the employees and their general capabilities.

A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

Store & excise

Vice President, R&D

Vice president Q.A &