Professional Documents
Culture Documents
Chapter-I
INTRODUCTION
INDUSTRY PROFILE
ORGANIZATION PROFILIE:
India's emerging pharmaceutical industry has appeared as the world leader in the
fabrication of standard generic drugs, ever since the Patent Act 1970 permitted India
to seriously approach and contribute in the pharmaceutical market worldwide. India is
the preferred nation for pharmaceutical generation, with low charges for research and
development as well as production of drugs. And the pharmaceutical companies in
India have made full use of the favorable environment offered by the country to make
it big.
The workforce and technological proficiency of pharmaceutical companies in India
ensures the growth of the industry on a global scale as well as within India. The sector
is predicted to value about $3.1 billion (USD).
Growth of Indian Pharmaceutical market
In the year 2008, Indian pharmaceutical market was assessed at $7,743m which
witnessed an augmentation of 4.0% over 2007. Business observers predict that the
Indian pharmaceutical market will escalate at an increasing mode as compared to the
global pharmaceutical market, at a CAGR of 13.2% during the fiscal years 2009-14 to
reach an overall worth of $15,490m in 2014.
India has also appeared as the preferred location for the pharmaceutical companies of
the world because of its towering growth scenario furnished by elderly population,
alteration in disease profile, developing patent system and socio-economic
circumstances.
The competition in the Indian pharmaceutical market is cutthroat and the market is
divided among the top 10 pharmacy companies accounting for 36.1% of the overall
R&H sales in the fiscal year 2008.
India began to abide by the World Trade Organization's Trade Related Aspects of
Intellectual Property Rights (WTO-TRIPS) agreement and acknowledged product
rights after the revision of the Indian Patent Act in January 2005. Indian firms are
laying out strategies to benefit from the Japanese government proposal to endorse
generic drugs to minimize healthcare charges.
By sales India's largest pharma firm with the returns touching Rs 4,198.96
crore (Rs 41.989 billion) in 2007
With a turnover of Rs 4,162.25 crore (Rs 41.622 billion) in 2007, Dr Reddy's lab
is second largest drug firm in India by sales .
Cipla
Cipla generated an annual revenue of Rs 3,763.72 crore (Rs 37.637 billion) in
2007 making itself the third largest pharmaceutical firms.
Sun Pharma Industries had an overall earnings of Rs 2,463.59 crore (Rs
24.635 billion) in 2007.
Lupin Labs:
Lupin Labs yielded total profit of Rs 2,215.52 crore (Rs 22.155 billion) in
2007.
Aurobindo Pharma
India's sixth largest pharma company by sales, Aurobindo posted Rs 2,080.19
crore (Rs 20.801 billion) annual returns in 2007.
GlaxoSmithKlineg
With 2007 turnover touching Rs 1,773.41 crore (Rs 17.734 billion, GSK is
India's seventh largest pharma firm.
Cadila Healthcare
Cadila's earnings was Rs 1,613.00 crore (Rs 16.13 billion) in the fiscal year
2007, establishing itself as India's eight largest drug company.
With an annual revenue of Rs 983.80 crore (Rs 9.838 billion) in 2007, Aventis
Pharma has made a place for itself in the top ten pharma companies in India
Ipca Laboratories
Ipca is India's 10th largest pharma company by sales and in 2007 it had a
turnover of Rs 980.44 crore (Rs 9.804 billion)
Failure of the new patent system: Prerequisites associated with Sec 3(d) of the
Patent (Amendment) Act 2005 restrict the copyright of an existing drug.
Lack of proper infrastructure: Issues associated with regular power cuts and
lack of suitable transport infrastructure will decelerate the expansion of the
sector.
Inadequate funds: Restricted funding from FIs, venture capitalists and the
government may decelerate the expansion of biotechnology sector in India.
Severe competition: Low margins and restricted capital to assist R&D is the
result of intense pricing competition among local producers. This rivalry will
further deepen from the joining in of the big drug companies in the Indian
market to control the cost benefit and large reserve sources
Company Profile
Today HETERO DRUGS LIMITED is a name, epitomizes hard work,
experience and success.
A relatively young company that is making its presence felt and making rapid
progress nationally and internationally.
Involved in the manufacturing of active pharmaceutical ingredients and
finished dosage forms, Hetero is one of its kinds of the very few companies, which
have been able to crave a niche in the pharmaceutical industry, given the present
scenario where it requires a right blend of intellectual strength, core competencies and
a precise foresight for the future.
Hetero has come a long way since its inception in the year 1993 to be
recognized as a strong player in the field of pharmaceutical, as a result of its
combined strength in research, manufacture and marking.
Established in the year 1993, with the motto to be the best in the API
manufacturing, Hetero today embodies the vision of a top notch player in developing
and commercializing products catering to a variety of therapeutic categories,
Integrating into a leading finished dosage manufacturer.
True to the statement, Where the Future Started Yesterday, with a foresight
on the current trends in the pharmaceutical Market, Hetero has grown from strength to
strength, combining its Research strengths, Manufacturing capabilities, and Human
Resources and well established quality management system.
With full-fledged marketing capabilities, the company has been able to market
its products in over 80 countries in Asia, Middle East, Eastern Europe and Latin
America. With its compliance to the most stringent requirements, Hetero has today
gained foothold to market several of its APIs in the United States, Canada and Europe.
With all nine manufacturing facilities supported by excellent infrastructure and
compliance to the GMP requirements, Hetero has crossed numerous milestones in a
comparatively short period since its inception.
HETERO GROUP
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HETERO LABS
SYMED LABS
GENX PHARMA
FOUNDER
The spirit and brain behind the story of hetero is its founder Dr. BPS Reddy, a
scientist who started the company drawing immense from the vast and rich experience
he gained during his stint laboratory where he was instrument in developing and
commercializing processes of several APIs.
The company was started by him with a vision to be recognized as an
aggressive company the combines its strength of R&D and manufacturing with
definite advantages in terms of cost and chemistry with a strong emphasis on quality
of products.
The untiring efforts of the chairman saw hetero develop process for several
products at relatively low cost, thus making it possible for several life saving drugs to
be available at affordable prices meeting all the regulatory and quality norms.
With the organization having reached a point where it is identified among the
widely recognized companies the chairman is now focusing on given new dimensions
to the company in terms of exploring possibilities of further growth, exploring new
horizons in the field of pharmaceutical development and evolving strategies to take
the company to greater heights.
MILESTONES/AWARDS
The company has been scaling New Heights on a conditional basis. These
Achievements have been the result of concerted efforts on the part of different
functions with in the organization to achieve the organizational goal of being a leader.
In its path to success. Hetero has seen many a milestone being crossed and
achieved many awards on various fronts. Awards for exemplary work in R&D and
marketing are just a few name.
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National Award for best efforts in Research And Development from the
department of scientific and Industrial Research Ministry of Science and
Technology Government of India, in the year 1996.
Highest Exporter award (for the year 1999) against stiff competition from
internationally recognized domestic competitors.
retroviral drugs.
VISION&VALUES
Hetero visualizes itself as an aggressive player in the global pharmaceutical scenario,
supplying generics developed, combining intellectual property, research strengths and
strong human resource input.
The company values the concept of having social responsibilities in the
courser of its assent to greater heights. It strongly believes in focusing on customer
requirements and delivering the products at the right pace.
Hetero considers its human resources as the core of all its capabilities and
believes in tapping and honing the talents of its members to reach the zenith of
success.It believes in continuous evaluation and improvement in all the factors that
contribute in transforming the organization into a global force to reckon with.
Hetero takes due cognizance to the fact that the processes that it develops
should be all eco-friendly and should not result in and consequence that harms the
ecological harmony.
MISSION
Heteros mission is to be a globally acclaimed pharmaceutical company,
meeting the requirements of healthcare imbibing the philosophy of both commercial
and social concerns, driven by research and manufacturing capabilities.
Hetero API Facilities are designed to meet the best of global standards for an
API Facility.
These states-of-the-art facilities cater to the growing demand of manufacturing
a large spectrum of APIS.
Heteros production muscle stems from its endeavors to install plant,
equipment, systems and personnel that portray the best in the Indian pharmaceutical
industry. Professional teams equipped with cutting-edge technology come together in
developing, commercializing and delivering latest intermediate and active
pharmaceutical ingredients across the globe.
Heteros state-of-the-art plant, which conforms to stringent CGMP guidelines,
facilitates pilot and large-scale production. This has enabled it to deliver a wide range
of APIs of international standard and intermediate chemicals for diverse healthcare
applications.
FINISHED DOSAGES
The finished dosage flagellates of Hetero are designed to match the best
globally.
The facilities house the best of the equipment in terms of design and capacity.
The approval by several regulatory authorities and the approval by WHO, Geneva
stands a testimony of the fast that serious efforts are made to ensure that every activity
being taken up in these facilities are in compliance with the requirements in terms of
quality and integrity of the products being manufactured.
25
60
565
100
250
Total Strength
1000
MANUFACTURING CAPABILITIES
Type of Reactors
Reactors sizes
Total Reactor Volume
Temperature Range
Pressure Range
QUALITY ACCRTDITTONS
providing life saving drugs at relatively low costs, short span of time.
Therapeutic Use
Donepezil Hcl
Anti-Alzhemers
Nitazoxanide
Antiriarrheals
Tolterodine Tartrate
Urinary incontinence
Chapter-II
Design Of The
Study
RESEARCH METHODOLOGY
TITLE: EMPLOYEE SATISFACTION
NEED FOR THE STUDY:
Organization .It has major influence on performance through its impact on
individual motivation.
Since welfare of individual on the job goes long-way in determining his efficiency.
Organization in order to retain potential competent employees strives in
The presence of co-workers where the respondents when. the questions were
asked, may have biased the answers.
Employee Satisfaction has some relation with mental health of the people;
dissatisfaction with ones job may have an especially volatile spill over affects
Supervision
Job content
Occupation level
Specialization
Age
Education level
The above results are sustained by two other studies-one regarding the 200
railroad work and second one that of 6000 workers at a tractor factory.
EMPLOYEE SATISFACTION:
Human Resource is considered to be the most valuable assert in any
organization. It is the sum-total of inherent abilities, acquired knowledge and skills
represented by the talent and aptitudes of the employed persons who comprise
executive, supervisors and the rank and file employees. It may be noted here that
Human Resource should be utilized to the maximum possible extent, in order to
achieve individual and organizational goals. It is thus the employees performance
which ultimately decides the attainment of goals. However, the employee
performance is to a large extent, influenced by motivation and Employee Satisfaction.
Employee Satisfaction refers to a person; feeling of the satisfaction on
the job which acts as a motivation to work. It is not the self satisfaction, happiness or
self-contentment but the satisfaction on the job.
The term job relates to the total relationship between an individual and
the employers for which he is paid. Satisfaction does mean the simple feeling-state
accompanying the attainment of any goal; the end state is feeling accompanying the
attainment by an impulse of its objective. Job dissatisfaction does mean absence of
motivation at work.
Employee Satisfaction is defined as the pleasures emotional state
resulting from the appraisal of ones job as achieving or facilitating the achievement
of ones job values, in contrast, job dissatisfaction is defined as the unpleasures
emotional state resulting from the appraisal of ones job as frustrating or blocking the
attainment of ones job values or as entailing disvalues.
Fulfillment theory
Discrepancy theory
Equity theory
Two-factors theory
FULFILLMENT THEORY:
The proponents of this theory measure satisfaction in terms of rewards a
person receives or the extent to which his/her needs are satisfied. Further they thought
that there is a direct / position relationship between Employee Satisfaction and the
actual satisfaction of the expected needs. The main difficulty in this approach is that
Employee Satisfaction is absorbed by willing ,is not only a function of what a person
receives as there would be considerable difference in the actual and expectation of
persons.
DISCREPANCY THEORY:
The proponents of this theory are that satisfaction is the
functions of what is
person actually receives from the job situation and what he thinks he should receive or
what he expects to receive. When the actual satisfaction derived is less than that of
expected satisfaction, it results in dissatisfaction. As discussed earlier, Employee
Satisfaction and dissatisfaction are functions of perceived relationship between what
one wants from ones Job and what one perceives, it is offering. This approach does
not make it clear whether or not over satisfaction is a part of dissatisfaction and if so,
how does it differ from dissatisfaction. This led to the development of equity theory of
Employee Satisfaction.
EQUITY THEORY:
The proponents of this theory are of the view that a persons satisfaction is
determined by his perceived equity, which in turn is determined by his input-output
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Chapter-III
Review Of Literature
INTRODUCTION
HUMAN RESOURCE MANAGEMENT
Modern organizational setting is characterized by constant changes relating to
environmental factors and human resources. As regards environmental factors, we
find changes in the operating organizational structure, the networking procedures,
customs or norms and the economic, political and social patterns in which
organizations exist. Moreover, there is constant change in human resources. New
individuals are being employed with their new ideas and expectations while the
existing workforce is constantly changing vis--vis ideas, attitudes and values.
Although the change may provide solution to some problems, it may create
several new ones. There is an urgent need to understand these problems, anticipate
them and to find solutions to them. The responsibility to find out solutions to these
problems lies with every manager who has to be prepared to deal with different
changes effectively through educational and developmental programmes. Obviously,
every manager is responsible for management of human resources of course with
the advice and help of personnel department. Management of human resources is the
essence of being a manager who has to get things done through others. Specifically,
his task relates to leading, mobilizing and directing the efforts of people without
which he can be a technician but not a manager.
DEFINITION OF HRM
Human resource management is management functions that helps manager's
recruit, select, train and develop members for an organization. It focuses on the people
in organization.
SCOPE OF HRM
The scope of HRM is indeed vast. All major activities in the working life of a
worker from the time of his or her entry into an organization until he or she leaves
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H. R .M. FUNCTIONS
SUPPORTING FUNCTIONS
HR Planning
Assessment
Selection
Placement
Training and Development
Appraisal
Compensation
Employee relation
Benefits
Union management
OBJECTIVES OF HRM:
Societal objectives: - To be ethically and socially responsible to the needs and
challenges of the society while minimizing the negative impact of such demands upon
the organization.
Organizational objectives: - To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only a mean to assist the organization with its
objectives.
Personal objectives: - To assist employees in achieving their personal goals enhance
the individuals contribution to the organization. Personal objectives of employees
must be met if workers are to be maintained, retained and motivated. Otherwise,
employee performance and satisfaction may decline and employees may leave the
organization.
Chapter-IV
RESEARCH
METHODOLOGY
RESEARCH METHODOLOGY
Data source
Research approach
Survey method
Sampling scheme
Convenience sampling
Contact method
Direct contact
Population of employees
1000
Sample size
120
Methodology deals with the research design used, data collection methods
used, sampling methods used, analysis and interpretation done and limitations
inherent in the project.
Methodology is one of the main aspects of every research. This explains how
the research was conducted following methodology has been in this project work.
Research Design:
The research design for this research descriptive in nature. Descriptive
research studies attempt to obtain a clear, complete and accurate description of a
situation. Descriptive study is necessary when the research is interested in knowing
the characteristic of a certain group.
Data Sources:
Data for this research was collected both from primary and secondary sources.
There are two types of data sources:
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1. Primary sources:
This consists of original information gathered for specific purpose. The
normal procedure is to interview people individually and /or on groups, to get the
required data Here the data being sought is various methods and techniques of
recruitment followed in this organization.
2. Secondary sources:
The profile of the company and text books on HRM and PERSONNEL
MANAGEMENT and various magazines.
RESEARCH APPROACHES:
The research availed the 'survey research' type of research where in the researcher
goes to the respondent with the questionnaire, clarifies and doubts rose by the
respondent and notes the responses. This is of the form of personal interviewing of the
respondent, who may fill in the questionnaire.
RESEARCH INSTRUMENTS:
The researcher has used questionnaire as the research instruments.
Types of questions used in the questionnaire:
Open-ended questions
Close-ended questions
Open-Ended questions:
Open ended questions are used to get the suggestions from the respondent in order
to give feedback to the company.
Closed-Ended questions:
In closed ended questions, there are two types of questions:
1. Multi choice questions
2. Double -ended questions.
Multi choice questions:
TOOLS OF ANALYSIS
Simple percentage method :
No of Respondents
* 100
Total responders
Chi-Squire test:
It is used to check accuracy of the statements given by respondents with
the help of
Chi-squire = ------------ Ei
Observed values ( Oi ),
Expected values ( Ei )
No of rows (r)
No of columns (n)
Chi-squire calculated value chi-squire table value then accept the null hypothesis
Ho.
Chapter-5
Data analysis
&
Interpretation
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TABLE-5.1
How long have you worked for the company
Variable
3months-1year
1-3 years
4-6 years
7-10 years
Above 10 years
Total
No of respondents
10
20
20
70
120
Percentage (%)
8
17
17
58
100
Graph: 5.1
work experience
work experience
No of respondents in %
80
60
40
20
0
17
17
58
Variables
INTERPRETATION:
From the above table it is observed that 58% of the respondents says above
10years work experience and 17% respondents says 4-6years and 7-10 years work
experience in the company and 8% respondents 3months-1year work experience in
the company.
TABLE-5.2
Welfare facilities
Variable
Excellent
Good
Average
Below Average
Poor
Total
Graph :5.2
Welfare facilities
Welfare facilities
80
60
40
20
No of respondents in %
0
63
20
16
Variables
INTERPRETATION:
From the above table it is observed that 63% of the respondents rated welfare
facilities as excellent and 20% as good and 16% of respondents rated as average in the
company.
TABLE 5.3
Employee policies
Variable
Highly satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Highly dissatisfied
Total
No of respondents
65
25
20
10
120
Percentage (%)
54
20
16
8
100
Graph : 5.3
Employee policies
Employee policies
No of respondents in %
60
40
20
0
54
20
16
Variables
INTERPRETATION:
From the above table observed that 54% of the respondents are highly
satisfied and 20% of the respondents are satisfied with the employee policies in the
company. 16% of the respondents are neither satisfied nor dissatisfied and, 8% of the
respondents dissatisfied with employee policies in the company.
TABLE-5.4
Overall communication
Variable
70
28
15
7
120
58
23
13
4
100
Graph :5.4
Overall communications
Overall communication
No of respondents in %
80
60
40
20
0
58
23
13
Variables
INTERPRETATION:
From the above table it is observed that 58% of the respondents are
highly satisfied and 23% of the respondents are satisfied with the overall
communication in the company 13% of the respondents neither satisfied nor
dissatisfied and 4% of the respondents are dissatisfied with the overall communication
in the company.
TABLE-5.5
Working conditions
Variable
Highly satisfied
Satisfied
No of respondents
62
22
Percentage (%)
52
18
20
16
120
16
13
100
Graph :5.5
Working Conditions
Working conditions
60
50
40
30
20
10
0
52
18
16
13
No of respondents in %
Variables
INTERPRETATION:
From the above table it is observed that the 52%of the respondents are highly
satisfied 18% of the respondents are satisfied with the working conditions in the
company 16% of the respondents neither satisfied nor dissatisfied and 13% of the
respondents are dissatisfied with the working conditions in the company.
TABLE-5.6
Working Hours
Variable
Highly satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
No of respondents
72
28
15
5
Percentage (%)
60
23
13
4
120
100
Graph : 5.6
Working Hours
Working Hours
No of respondents in %
70
60
50
40
30
20
10
0
60
23
13
Variables
INTERPRETATION:
From the above table it is observed that 60% of the respondents are highly
satisfied with the working hours and 23% of the respondents are satisfied with the
working hours in the company. 13% of the respondents are neither satisfied nor
dissatisfied and 4% of the respondents are dissatisfied with the working hours in the
company.
TABLE-5.7
Satisfied with the Salaries
Variable
Highly satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Highly dissatisfied
Total
No of respondents
80
30
10
120
Percentage (%)
67
25
8
100
Salaries
No of respondents in %
80
60
40
20
0
67
25
Variables
INTERPRETATION:
From the above table describes that 67% of the respondents are highly
satisfied with the salaries and 25% of the respondents are satisfied with the salaries in
the company. 8% of the respondents neither satisfied nor dissatisfied with the salaries
in the company.
TABLE-5.8
Satisfaction with training and development
Variable
Highly satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Highly dissatisfied
Total
No of respondents
50
45
25
120
Percentage (%)
42
38
21
100
Graph : 5.8
Satisfaction with training and development
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42
38
21
No of respondents in %
Variables
INTERPRETATION:
From the above table it is observed that 42% of the respondents are highly
satisfied with the training and development and 38% of the respondents are satisfied
with the training and development programs in the company. 21% of the respondents
neither satisfied nor dissatisfied with the training and development programs in the
company.
TABLE- 5.9
Satisfaction with supervision
Variable
Highly satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Highly dissatisfied
Total
No of respondents
85
30
5
120
Percentage (%)
71
25
4
100
Graph :5.9
Satisfaction with supervision
Supervision
No of respondents in %
100
50
0
71
25
Variables
INTERPRETATION:
From the above table it is observed that 71%of the respondents are highly
satisfied with the supervision of superiors and 25% of the respondents are satisfied
with the supervision of superiors in the company. 4% of the respondents neither
satisfied nor dissatisfied with supervision of superiors in the company.
TABLE- 5.10
The cooperation from other departments
Variable
Highly satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Highly dissatisfied
Total
No of respondents
75
30
15
120
Percentage (%)
63
25
13
100
Graph : 5.10
The cooperation from other departments
No of respondents in %
80
60
40
20
0
63
25
13
Variables
INTERPRETATION:
From the above table it is observed that 63% of the respondents are highly
satisfied with the cooperation from other departments and 25% of the respondents
satisfied with cooperation from other departments in the company. 13% of the
respondents are neither satisfied nor dissatisfied with the cooperation from other
departments in the company.
TABLE-5.11
Satisfied with treating employee problems
Variable
Excellent
Good
Average
Below Average
Poor
Total
No of respondents
60
35
15
10
120
Percentage (%)
50
29
12.5
8
100
Graph : 5.11
No of respondents in %
50
40
30
20
10
0
42
29
12.5
Variables
INTERPRETATION:
From the above table it is observed that 42%of the respondents rated excellent
in treating employee problems. And 29% of the respondents rated well in treating
employee problems in the company. 12.5% respondents rated average and 8%
respondents rated as below average in treating employees. .
TABLE-5 .12
Satisfaction with the Benefits
Variable
Highly satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Highly dissatisfied
Total
No of respondents
50
40
30
120
Percentage (%)
42
33
25
100
Graph : 5.12
Satisfaction with the Benefits
Benefits
No of respondents in %
50
40
30
20
10
0
42
33
25
Variables
INTERPRETATION:
From the above table it is observed that 42%of the respondents are highly
satisfied with the benefits provided by the company and 33% of the respondents
satisfied with the benefits provided by the company. 25% respondents said neither
satisfied nor dissatisfied with the benefits provided by the company.
TABLE-5.13
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No of respondents
Percentage (%)
60
30
20
10
120
50
25
17
8
100
Highly satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Highly dissatisfied
Total
Graph :5.13
No of respondents in %
60
40
20
0
50
25
17
Variables
INTERPRETATION:
From the above table it is observed that 50% of the respondents highly
satisfied and 25% of the respondents satisfied with the employee compensation match
responsibilities in the company. 17% of the respondents neither satisfied nor
dissatisfied and 8% respondents dissatisfied with the compensation match
responsibilities in the company.
TABLE: 5.14
Recognizes the accomplishment of employees
No of respondents
50
40
dissatisfied
Dissatisfied
Highly dissatisfied
Total
Graph: 5.14
Percentage (%)
42
33
20
10
120
17
8
100
No of respondents in %
50
40
30
20
10
0
42
33
17
Variables
INTERPRETATION:
From the above table it is observed that 42% of the respondents highly
satisfied with recognizes the accomplishment of the employees and 33% of the
respondents satisfied and 17% of the respondents neither satisfied nor dissatisfied and
8% respondents said with the recognizes accomplishment of the employees in the
hetero drugs company.
Table: 5.15
Satisfied with job security
Variable
Highly satisfied
Satisfied
No of respondents
70
30
Percentage (%)
58
25
10
10
120
Dissatisfied
Highly dissatisfied
Total
8
8
100
Graph: 5.15
Satisfied with job security
Job security
No of respondents in %
80
60
40
20
0
58
25
Variables
INTERPRETATION:
From the above table it is observed that 58% of the employees, they have
highly satisfied with job security and 25%of the respondents say they have satisfied
with job security. 8% of the respondents dissatisfied and 8% respondents neither
satisfied nor dissatisfied with job security in the company.
Table: 5.16
Satisfied with opportunities
Variable
Highly satisfied
Satisfied
Neither satisfied nor dissatisfied
No of respondents
80
40
Percentage (%)
67
33
120
100
Graph: 5.16
Satisfied with opportunities
Opportunities
No of respondents in %
80
60
40
20
0
67
33
Variables
INTERPRETATION:
From the above table it is observed that 67% of the respondents are highly
satisfied with the opportunities provided by the company. And 33% of the respondents
are satisfied with the opportunities provided by the company.
Table: 5.17
Appropriate recognition for your contribution
Variable
Highly satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Highly dissatisfied
Total
25
100
Graph: 5.17
No of respondents in %
50
40
30
20
10
0
42
33
25
Variables
INTERPRETATION:
From the above table it is observed that 42% of the employees highly satisfied
in recognition for their contribution and 33% of the employees satisfied in recognition
for their contribution in the company. 25% of the employees neither satisfied nor
dissatisfied in recognition for their contribution in the company.
Table: 5.18
Satisfied with safety appliances
Variable
Excellent
Good
Average
Below Average
Poor
Total
No of respondents
90
10
10
10
120
Percentage (%)
75
8
8
8
100
Graph: 5.18
SRI VASAVI INSTITUTE OF MANAGEMENT, S.D.G.S COLLEGE
Safety appliances
No of respondents in %
80
60
40
20
0
75
8
Variables
INTERPRETATION:
From the above table it is observed that The above table 75% of the
respondents rated excellent with safety appliances provided by company. 8% of the
respondents rated as good and 8% of the respondents rated as average and below
average with safety appliances provided by the company.
Table :5.19
Satisfied with career growth opportunites
Variable
No of respondents
Highly satisfied
40
Satisfied
30
Neither satisfied nor dissatisfied
20
Dissatisfied
20
Highly dissatisfied
10
Total
120
Percentage (%)
33
25
17
17
8
100
Graph: 5.19
No of respondents in %
40
30
20
10
0
33
25
17
17
Variables
INTERPRETATION:
From the above table it is observed that 33% 0f the respondents highly
satisfied and 25% of the employees satisfied with career growth opportunities
provided by the company. 17% of the respondents neither satisfied nor dissatisfied
and 8% of the respondents highly dissatisfied with the career growth opportunities
provided by the company.
Table: 5. 20
Program activities to cope with stress or pressure with work
Variable
Highly satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Highly dissatisfied
Total
No of respondents
50
30
20
10
10
120
Percentage (%)
42
25
17
8
8
100
Graph: 5.20
Program activities to cope with stress or pressure with work
60
40
20
0
42
25
17
Variables
INTERPRETATION:
From the above table it is observed that 42% of the respondents highly
satisfied and 25% of the respondents satisfied for conduct program activities for their
relaxation and 17% of the respondents neither satisfied nor dissatisfied and 8% of the
respondents dissatisfied for conducting the program activities in the company.
Table: 5.21
Welfare facilities
department levels * hr Cross tabulation
Count
hr
department levels
Total
excellent
good
average
Total
hrdepartment
16
20
marketing
29
40
production
10
11
30
distribution
21
76
5
24
4
20
30
120
Chi-Square Tests
Value
df
Pearson Chi-Square
Likelihood Ratio
Linear-by-Linear
20.623a
21.618
2.116
6
6
1
.002
.001
.146
Association
N of Valid Cases
120
a. 2 cells (16.7%) have expected count less than 5. The minimum expected count
is 3.33.
Interpretation
H1: Employees are satisfied with the welfare facilities provided by the company.
H0: Employees are not satisfied with the welfare facilities provided by the company.
H1>H0
H1 is accepted.
That means there is a significance relationship between the opinions of departments
regarding employees are satisfied with their welfare facilities.
Table: 5.22
Career growth opportunities
marketing
Total
Neither
satisfied
Highly
Highly
nor dis
Dis
satisfied satisfied satisfied Dis satisfied satisfied
department
levels
Hr
department
10
20
marketing
15
15
40
production
11
30
distribution
Total
7
40
10
30
3
20
6
20
4
10
30
120
Chi-Square Tests
Pearson Chi-Square
Likelihood Ratio
Linear-by-Linear
Association
N of Valid Cases
Value
df
27.042a
29.337
5.656
12
12
1
.008
.004
.017
120
a. 6 cells (30.0%) have expected count less than 5. The minimum expected count is 1.67.
Interpretation
H1: Employees are satisfied with the career growth opportunities provided by the
company.
H0: Employees are not satisfied with the career growth opportunities provided by the
company.
H1>H0
H1 is accepted.
That means there is a significance relationship between the opinions of
departments regarding employees are satisfied with their career growth opportunities.
Chapter-6
SRI VASAVI INSTITUTE OF MANAGEMENT, S.D.G.S COLLEGE
FINDINGS
&
SUGGESTION
S
FINDINGS
1)
In hetero drugs all most of all the respondents (58%) are above 10 years
working experience in the company.
2)
Most of the (63%) of the respondents benefited with the welfare facilities
provided by the hetero drugs company.
3)
The most (58%) employees are satisfied by using employee policies in the
hetero drugs company.
The most of the respondents (58%) of the respondent stated that they are
satisfied overall communication among the employees in the hetero drugs
company.
5)
The employees (52%) are satisfied with the working conditions provided by
the hetero drugs Company.
6)
Most of the respondents 60% of the respondents are satisfied with the working
hours in the company.
7)
67% of the respondents are highly satisfied with the salaries provided by the
company.
8)
42% of respondents stated that they are highly satisfied with the training and
development programs provided by the company.
9)
71% of respondents are highly satisfied with superior supervision in the hetero
drugs Company.
10)
Most of the (63%) employees are stated they have cooperation from other
departments in the hetero drugs Company.
11)
12) The few of the respondents (42%) are highly satisfied with the benefits provided
by the company.
13)
The employees (50%) are stated they are highly satisfied compensation
matches responsibilities in the company.
14)
15)
The employees (58%) have job security and remaining (8%) employees dont
have job security in the hetero drugs company.
16)
Most of the employees (67%) are satisfied with the opportunities provided by
the company.
17)
Half of the employees (42%) are stated that they have appropriate recognition
for their contribution in the hetero drugs company.
Most of the employees (75%) are getting safety appliances provided by the
hetero drugs company.
19)
Few of the employees (33%)can get career opportunities and reamaing are not
get opportunities in the hetero drugs company.
20)
Few of the of the employees (42%) are using program activities for their
relaxation.other employees not using relaxation activities.
SUGGESTIONS
Still the company has to furnish the employees with appropriate training
facilities.
The company needs to improve the employee strengths by improving their self
recognition in the company.
The company has to improve the benefits to that the employees completely
satisfies in the organization.
CONCLUSION
The study of employee satisfaction is very important for the company like
HETERO DRUGS pvt ltd, Hyderabad with deals producing the pharmaceuticals. So
the study should have important.
It can be conclude that HETERO DRUGS Company follows most of the
satisfaction measures given by the law.
SRI VASAVI INSTITUTE OF MANAGEMENT, S.D.G.S COLLEGE
Appindex
QUESTIONNAIRE
1. How long have you worked for the Hetero drugs company?
(a) 3 months-1 year
(B) Good
(C) average
(B) satisfied
(B) satisfied
5. How satisfied are you with the working conditions in your company?
(A) Highly satisfied
(D) Dissatisfied
(B) satisfied
6. How satisfied are you with the working hours in the company?
(A) Highly satisfied
(D) Dissatisfied
(B) satisfied
(B) satisfied
8. How satisfied are you with the training and development provided by the company?
(A) Highly satisfied
(D) Dissatisfied
(B) satisfied
(B) satisfied
10. How satisfied are you with the cooperation from other departments?
(A) Highly satisfied
(D) Dissatisfied
(B) satisfied
(D) Fair
(C) typical
(E) Poor
12. How satisfied are you with the benefits provided by the company?
(A)Excellent
(B) Good
(E) Poor
(C) average
13. How satisfied are your compensation matches your responsibilities in the
company?
(A) Highly satisfied
(D) Dissatisfied
(B)satisfied
14. Are you satisfied, the company recognizes the accomplishment of employees?
(A) Highly satisfied (B)satisfied
(D) Dissatisfied
15. How satisfied are you with your job security at your company?
(A) Highly satisfied
(D) Dissatisfied
(B) satisfied
16. How satisfied are you with the opportunities to advance in your company?
(A) Highly satisfied
(D) Dissatisfied
(B) satisfied
17. Are you satisfied, you receive appropriate recognition for your contribution?
(A) Highly satisfied
(D) Dissatisfied
(B) satisfied
18. According to you how are the safety appliances in the company?
(A) Excellent
(B) Good
(E) Poor
(C) Average
19. Are you satisfied, The company provide carrer growth opportunities?
(A) Highly satisfied
(D) Dissatisfied
(B) satisfied
20. Are you satisfied, the company provides any program to cope up with the
stress/pressure with the work?
(A) Highly satisfied
(D) Dissatisfied
(B) satisfied
BIBLIOGRAPHY
AUTHOR
Momoria ,C.B
P. Subba Rao
P.C.Tripathi
Samarians
Punekare, S.D
Deadhar, S.B
WEBSITES
www.heterodrugs.com
www.google.com
www.hrabout.com