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INDUSTRIAL TRAINING REPORT ON HUMAN RESOURCES DEPARTMENT AT

FERMENTA BIOTECH LIMITED, MANDI

PRESENTED BY:-KOMAL THAKUR()SHAILESH AHLUWALIA()PANKAJ THAKUR(2649)

COMPANY PROFILE

Fermenta Biotech Ltd (FBL) is a multifaceted organization with a high degree of focus in Biotechnology, Pharmaceuticals and Environment solution and is known for its innovative spirits. Incepted under the umbrella of Duphar Interfran Ltd (better known as DIL Ltd), was the brain child of Late Mr. Vasant Kumar Datla. Established in 1986, FBL was the pioneer of Penicillin G Amidase enzyme in India and soon emerged as the leader in enzyme technologies for beta-lactams. It made cost effective and efficient enzymes for application in beta-lactam production a commercial reality in India.FBL also manufacture vitamin D3, a business it took over in 2004 from DIL, the first to harness this technology in India who had seen manufacturing vitamin D3 since 1947. Even now FBL remain the only organization in India to manufacture vitamin D3.

VISION: To emerge as an organization committed to offering products and service with the best quality backed by focused research and development to attain a leadership position.

MISSION: To create a system and nature it to reach a state of functioning , that would enable us to acquire a state ( a currently theoretical concept) of timeless stability and growth.

HISTORY/ MILESTONE:

1986: Foundation of Fermenta Biotech Limited (Erstwhile Fermenta Pharma Biodil Ltd.).

1989: Pioneered the launch of immobilized Pencillin G Amidase (PGA) catalyst. 1998: Launch of improved enzyme catalyst PGA white for beta-lactam intermediates.

2004: Commencement of manufacturing of cholcalciferol ( vitamin D3), Isoxsuprine HCI, Phenyramidol HCI and DILVIT.

2005: Launch of PGA brown (Fermase PA 1500 ) for cephalosporin intermediated and even introduced R-oxynitrilase ( Fermase OX) for chiral systhesis.

2006: Produced Dilbeads, oxirane polymer beads for enzyme immobilization and launch of PGA catalyst blend for cephalosporin intermediates.2007:Upgaradation of pharmaceuticals facility for cGMP compliance.Kosher certification for Vitamin D3.Halal certification for Vitamin D3.

2008:Novel Pencillin G Acylase (NPGA) for beta-lactam synthesis viz. Amoxicillin.WHO-GMP certification for API facility.Launch of silicon Powder (Activated Dimethicone Powder).Launch of the FBL-Environmental solutions.

2009: Obtained CEP certification for vitamin D3 ( Cholecaciferol) from EDQM.

2010: Application for authorization of feed additive (vitamin D3) in accordance with regulation (EC) no. 1831/2003.

2011:Export to 30 countries.Regular production batches commenced from June 2011.Increased production of Vitamin D3.

2012:Successfully completed US FDA inception for Dietary supplement.Commercialized Novel Penicillin G Acylase (NPGA) with major customer around the world.Augmented vitamin D3 resins capacity at Dahej.

2013:New and improved Novel penicillin G Acylase (NPGA) launched for Amoxicillin and cephalexin systhesis.New enzyme platform developed for cephalosporin antibiotics (e.g cefaclor, cefadroxil).Enhanced CAL B E enzyme catalyst (immobilized & free enzyme) launched.New and improved DILBEADS launched.

EMPLOYMENTEMPLOYMENT BENEFITSHIRING PROCESSTRAINING & DEVELOPMENTWORK ENVIRONMENTHR RESOURCES MANUALApplicability of the manual:The purpose and the objective enshrined in the manual applies to all the employees belonging to the different hierarchies of the organization may it be the temporary workers, the trainees, employees on probation and the permanent employees that need to be implemented by each one within the well defined policies of the company.

EMPLOYMENT

Equal Employment opportunity:No discrimination on the basis of caste, color, creed, gender or place of birth.

Introduction of New Employees: Introduction training in each and every department to the new employees so that it become easier for them to adapt the work culture of the organization.

Probationary Period: Employment is subject to a six month probationary period during which the performance of Probationary Employee is evaluated and subsequently issued confirmation letter.

HIRING PROCESSApproval:Prior approval is to be obtained from director before starting hiring process for new vacancies on account of:ReplacementsNew hires :-Where persons are required to fill a new position (work role).Process:The process of hiring passes through various stages that involve critical evaluation and assessment. Internal and external outsourcing is utilized and offers are made verbally or in written.

Employment of Relatives:FBL is implementing its policy of Equal Employment Opportunity and it does not entertain such kind of an activity that leads to biased attitude.

Retirement:The age of retirement of the employees is fixed to 58 years. FBL follows the retirement policies pursued by the state government. TRAINING & DEVELOPMENTTraining Process:

Training and Development will be identified through the performance appraisal process.HR department will initiate the process. Source for nomination to training programs:

A result of the performance appraisal process.Nominating Manager identifies a specific need for the employee.Employee wants to acquire these skills.Right time in the employees career for further development.

Training Costs:The company believes that training and development efforts are integral to the success of the company and the employees . Moreover certain employees are nominated for technical training in which significant cost & time involvement is involved.

WORK ENVIRONMENT Hours of work

Normal work week: General shift: 9am to 5pmA shift: 6am to 2 pmB shift: 2pm to 10 pmC shift: 10 pm to 6amWeekly off: one weekly off based on the shiftLunch/ Dinner Break:It is recommended that the employees may take 30 minutes lunch / dinner break based on the shift timing.National/ Festival Holidays:The companys establishments will observe 8 national/ festival holidays in a calendar years.Dress Code: wearing attire that is appropriate for the office, work / process environmentSafety & Security -No smoking policy: Office premise/ compound is designated as NO SMOKING zone.-Injury on Duty: injured to be sent for medical treatment immediately in the company ambulance; tie-up with local hospital and clinics.-Security: security access cards (SAC) are issued to each and every employee.

EMPLOYMENT BENEFITS

Compensation & BenefitsPay Policy: pay equitably for the services renderedPay Days: 7th day of every month, Salary transferred directly into Bank accounts of employees. Performance Management System:-Objective: systematic approach for defining, measuring, motivating and improving the value creation of an organization through its processes, teams and individuals-Process:Set goals for the year and define Key Performance Areas Quarterly review of KPA defined Counsel, advice and support each employee periodically Measuring the overall performance of the year jointly with the appraisal at the year end. This output of the system is also used as one of the inputs for reward, progressions etc. -KPA Setting Process: set on a participative basis through discussion between the superiors and the subordinates.

-Leave Policy:-Objective:Paid absence is extended to the employees to provide for personal work, rest and recreation , sickness, emergencies. Eligibility:Permanent Employees -Privilege Leave:Manager or Officer level:- 28days/year Staff cadre:- 22days/yearBelow staff cadre:- 18/year -Casual leave:All Employees:- 7/year, maximum 3 at a time -Sick leave:All Employees:- 7/ Year, maximum 2 at a time -Maternity Leave:All Female employees: as per the Maternity Benefits Act, 1961-Cafeteria:- Subsidized meals at companys cafeteria-Mobile Usage: The company provides mobile connections with handset to the Top Management level employees.STANDARD OPERATING PROCEDURES(SOPS)Training of personnel Specimen Signature Defining Job Responsibilities and Organizational Organogram.

SOP FOR TRAINING OF PERSONNELOBJECTIVE

To describe a procedure for Training appropriately trained and qualified to perform management to ensure that each person is all tasks as per his/her jobSCOPE

-Quality Assurance-Quality control-Production-Warehouse-Engineering-HR-IT-EHS

RESPONSIBILITIESOperating Manager

Trainee

HR Manager

PROCEDUREThe training system at FBL is categorized as follow:

Induction Training

On the Job Training

External / offsite Training

Identification Of The Training Needs

Identification Of The Trainee

Retraining

SOP FOR SPECIMEN SIGNATUREOBJECTIVE

To lay down the procedure for maintaining the record for specimen signature in order to identify the individual through their signature and authority is awarded.SCOPE

The scope of the SOP shall be limited-HR-Quality Assurance

RESPONSIBILITIESOffice/Executive HR:

To maintain the specific signature card as per procedure laid down in SOP.Responsible for the compliance of the SOP.

PROCEDUREIn HR executive shall maintain the specific signature card.

In case of new joinee, HR officer/ executive shall prepare employees specimen signature card and shall take full and initial specimen signature of new joinee.

In case an employee resigns, HR executive shall close the specimen signature card.

SOP FOR DEFINING JOB RESPONSIBILITIES AND ORGANIZATIONAL ORGANOGRAMSOBJECTIVESTo describe the procedure for defining and preparation of job responsibility for each position and organization organogram at FBL.SCOPE-Quality Assurance-Quality Control-Production-Warehouse-Engineering-HR

RESPONSIBILITIESEach individual:For compliance to defined job responsibilities.

Concerned Department Head:For defining job responsibilities of each position.

Manager HR:For preparation of organogram of each department

PROCEDUREJob responsibilities for position.

Organogram

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