REPORT ON EMPLOYEE SATISFACTION

A

SUMMER INTERNSHIP

PROJECT REPORT

ON

EMPLOYEE SATISFACTION

SUBMITTED TO:

PARUL INSTITUTE OF MANAGEMENT

MBA PROGRAMME

IN PARTIAL FULFILMENT OF THE REQUIREMENT OF THE AWARD FOR THE DEGREE OF

MASTER OF BUSINESS ADMINISTRATION

Affiliated to Gujarat Technological University

Ahmedabad

UNDER THE GUIDANCE OF

PROF. ALPA PARMAR

SUBMITTED BY:

DHAVAL N PRAJAPATI

138020592012

Batch: 2013-15

MBA SEMESTER II

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College Certificate

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Company Certificate

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Declaration

I hereby declare that this project report title “EMPLOYEE SATISFACTION” in Lupin/ Limited, Ankleshwar is prepared and submitted by me to the department of Human resource management and it is a result of my own work & my indebtedness to other work / publications, if any, have been duly acknowledge.

Place: Bharuch

Date: 16/07/2014 DHAVAL PRAJAPATI

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Acknowledgement

I am a student of MBA PARUL INSTITUTE OF MANAGEMENT,VADODARA

In this endeavor, I would like to express my deep sense of gratitude to all those who helped me in carrying out this study and resenting this report successfully.

First of all I would like to thank to Mr Digant chhaya (Head, HR) for allowing me to do training in Lupin Limited. I would also like to thank to Mr Hemant Rana (Executive, HR), Mr Saurabh Mehta (Executive, HR) & Bhavesh Prajapati (Officer, HR) & Mr Pranav Parekh (Executive, HR) spending their precious time during the HR session.

I also would like to thank to Mr. Hitesh Modi (Store executive) & Prakash Dixit (Executive, QA). I would like to thank to My college Director Prof. Fomi Dwivedi and MY Faculty guide Prof.Alpa Parmar for giving me such opportunity to complete my training in such organization. And finally, I would like to thank to each and every member of Lupin Limited for their kind support.

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TABLE OFCONTENTS

Sr. No Subject Page No.

1 General Information

1.1 Meaning of Lupin 091.2 Lupin’s Value 101.1 Background Of Lupin 111.2 Objective Of Lupin 121.3 Vision Statement 121.4 Milestones 131.5 Awards 141.6 Present Profile 141.7 Performance Graph 161.8 Location in India 171.9 Subsidiary Companies 171.10 Competative Scenario 181.11 Present Product Mix 19

2 HR Department2.1 Department Structure 212.2 H.R Policy 222.3 Activities 232.4 Function Of Time office 242.5 Salary Procedure 252.6 Leave Policy 262.7 Details in employees Personal life 272.8 Human Resource Planning 282.9 Recruitment & Selection Procedure 292.10 Performance Appraisal System 302.11 Training & Development Activities 312.12 Promotion & Transfer Policy 322.13 Administrative Activities 322.14 Welfare Activities 322.15 Industrial relation Environment 332.16 Activities Carried out towards Organization

Development33

3 Mini Project3.1 Employee satisfaction 35

3.2 Definition 353.3 Sources of Employee satisfaction 353.4 Objective of study 353.5 Research Methodology 35

3.6 Literature Review 37

3.7 Finding 58-613.8 Limitation 62

Recommendation 63Conclusion 64Questionnaire 66Bibliography 67

List of Tables6

Sr. No. Subject Page No.1 Milestones 122 Awards 133 Board of Director 134 Management Team 145 Performance Graph 156 Subsidiary Companies 167 Uniform Policy/Rainy wear 218 Shift Time 23

List of Graph Sr. No. Subject Page No

1 Sales 152 Profit 153 Performance Appraisal system 294 Employee satisfaction 36-25

List of Charts Sr. No. Subject Page No

.1 Lupin’s Value 92 HR departmental structure 20

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8

The Meaning of LUPIN:-

L= Learning organization.

U= Unity (Team Work).

P= Performance to achieve the best.

I= Involvement

N=Nature the culture.

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Lupin’s Value:-

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1.1 Background of Lupin• Lupin Limited was established in 1968 by Dr. Desh Bandhu Gupta with 600 Employees .It is the

manufacturer of Active Pharmaceutical Ingredients, Pharmaceutical Raw Material, Drugs and Pharmaceutical products.

• Headquartered in Mumbai, India. Lupin Limited today is an innovation led transnational

pharmaceutical company producing a wide range of quality, affordable generic and branded formulations and APIs for the developed and developing markets of the world.

• Lupin first gained recognition when it became one of the world’s largest manufacturers of

Tuberculosis drugs.

• Lupin’s world class manufacturing facilities, spread across India and Japan, have played a critical

role in enabling the companies realize its global aspirations. Benchmarked to International standards, these facilities are approved by international regulatory agencies like US FDA ( US Food and Drug Administration), UK MHRA ( UK Medicines and Healthcare Product Regulatory Agency) , Japan’s MHLW (Ministry of Health Labour and Welfare), TGA (Therapeutic Goods Administration) Australia, WHO (World Health Organization), and the MCC (Medicines Control Council) South Africa.

• The Company's US revenues grew by 54% to 36,830 million during FY 2013, up from 23,930

million in FY 2012. The Brands business contributed 21% of total US sales whereas the Generics business contributed 79% during FY 2013. The Company aims to strengthen its branded portfolio with the launch of additional products

• Lupin’s Drugs and products reach over 70 countries in the world. Today, Lupin has emerged as the

5th largest and the fastest growing Top 5 company in the U.S, the only Asian company to achieve that distinction. The company is also the fastest growing, top 5 pharmaceutical players in India and the fastest growing top 10 Generic players in Japan and South Africa.

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1.2 Objectives

√ Enable you to make a smooth & harmonious beginning with organisation & the work environment.

√ To provide uniform guidelines & standardized procedure for the implementation of various

policies.

√ To communicate HR related policies as established and amended by the management.

1.3 Vision Statement

• AN INNOVATION LED TRANSNATIONAL PHARMACEUTICAL COMPANY.

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1.4 Milestones:-

Year Milestones

2014Lupin Acquires Laboratories Grin, Mexico; Specialty Ophthalmic Company; Enters the Latin American Market.

2013 Inauguration of new plant at Nagpur.

2011 Lupin Acquires I'rom Pharmaceuticals through its Japanese Subsidiary.

2008Lupin acquired stake in Generic Health Pty Ltd., in Australia.Lupin acquired Pharma Dynamics in South Africa.

2007

Lupin acquired Vadodara based Rubamin Laboratories Ltd.Lupin acquired Kyowa Pharmaceutical Industry Company Limited, a leading Generic Company in Japan.

2005

US FDA and MHRA (UK) approvals were received for Goa.

New Lovastatin plant at Tarapur was approved by the US FDA.

2004 WHO approval was received for Plants at Goa and Aurangabad.

2003Lupin had successfully implemented SAP ERP across the Company to unify all business functions and processes.

2002 New Anti-TB facility was commissioned at Aurangabad.

2001

Lupin became the only Asian Pharmaceutical company to receive US FDA approvals for its sterile cephalosporin facility.Lupin Chemicals Ltd, whose name was changed to Lupin Limited.

2000 Work commenced on the R&D Centre at Pune.

1997 7 ACCA at Ankleshwar got US FDA approvals.

1996 Government of India conferred the 'Best Exporter' Award on Lupin.

1992Won FICCI's (Federation of Indian Chambers of Commerce and Industry) award for contribution towards rural development.

1989

Lupin Chemicals (Thailand) Ltd was established.Two Plants Ankleshwar and Mandideep received US FDA approvals for maintaining stringent quality standards.

1988 Cephalexin Plant at Mandideep and 7 ADCA plant at Ankleshwar went on stream.

1980 Lupin commissioned a formulations plant and an R&D center at Aurangabad.

1972 Lupin Laboratories Pvt Ltd was incorporated.

1968 Lupin commenced business.

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1.5 Awards:- Year Awards

2014 Ms Vinita Gupta - Forbes Asia Businesswomen - Power 50.

2013 Dr Kamal Sharma bags the Business Today Best CEO Awards 2013. Dr Desh Bandhu Gupta (Founder and Chairman) won the Frost & Sullivan -

Lifetime Achievement Award. Ms Vinita Gupta, CEO, Lupin Pharmaceuticals, bagged the Ernst & Young US

2012 'Family Business Award'.

2012 Lupin bags "Niryat Shree" Gold Trophy for 'outstanding export performance' in the category of chemicals, drugs, pharma and allied products, during the year 2009-2010, by FIEO (Federation of Indian Export Organisations).

Dr Desh Bandhu Gupta (Founder & Chairman) has won the 'Ernst & Young Entrepreneur of the Year 2011' Award in the Life sciences and Healthcare sector.

Lupin ranked 1st amongst India's "Best Companies to Work for" in the Biotechnology and Pharmaceutical Sector.

2011 IMM (Institute of Marketing and Management) Award for Excellence as Top Organisation.

Lupin has won the NDTV Business Leadership Awards, 2011: Indian Pharmaceutical Company of the Year.

Lupin ranked 2nd amongst India's "Best Companies to Work for" in the Biotechnology and Pharmaceutical Sector.

2010 Best Drug Development Company, Asia' by The New Economy Pharmaceutical & Healthcare Awards 2010.

2009

Outstanding Export Performance Award by Pharmexcil (Pharmaceuticals Export Promotion Council of India).

International Excellence Award by Institute of Economic Studies.

2008 'Wal-Mart Supplier Award of Excellence' for overall commitment, performance, on-time shipping, innovative programs and overall partnership.

2007 Cardinal Health conferred two awards – the “Trade Representative of the Year” and the “Quality Supplier Award” to Lupin Pharmaceuticals Inc.

1.6 Present Profile:-• Board of Directors

Sr.No. Name Designation

1 Dr Desh Bandhu Gupta Chairman

2 Dr Kamal K Sharma Vice Chairman

3 Mrs M. D. Gupta Executive Director

4 Mrs. Vinita Gupta CEO

5 Mr. Nilesh Gupta Managing Director

6 Dr Vijay Kelkar Director

7 Mr Richard Zahn Director

8 Mr R. A. Shah Director

9 Dr K. U. Mada Director

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http://www.lupinworld.com/bod.htm#ID1









10 Mr. Dillep C. Choksi Director

⇒ Management Team:-

Sr.No. Name Designation

1 Dr Desh Bandhu Gupta Chairman

2 Dr Kamal K Sharma Managing Director

3 Mrs Vinita Gupta Group President & CEOLupin Pharmaceuticals Inc

4 Mr Nilesh Gupta Group President & Executive Director

5 Dr Rajender Kamboj President Novel Drug Discovery & Development

6 Dr Cyrus Karkaria President Biotechnology

7 Mr Ramesh Swaminathan President Finance & Planning

8 Mr Shakti Chakraborty Group President India Region Formulation

9 Mr Vinod Dhawan Group President AAMLA & Business Development

10 Mr Divakar Kaza President Human Resources Development.

11 Mr Naresh Gupta President API & Global TB

12 Mr Paul McGarty President Lupin Pharmaceuticals Inc

13 Mr Sunil Makharia Executive Vice President Finance

14 Mr Andrew Macaulay Executive Vice President Europe

15 Mr Alok Ghosh President Technical Operation.

16 Mr Debabrata Chakravorty Executive Vice PresidentSupply Planning & Strategic Sourcing

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1.7 Performance Graph over Last Three Year:-

Year Sales (Rs. In millions) Profit (Rs In millions)

2011-12 5780.78 809.98

2012-13 7082.91 804.37

2013-14 9641.30 1260.43

Sales (Rs. In Crore)

5780.78

9641.3

7082.91

0

2000

4000

6000

8000

10000

12000

2011-12

2012-13

2013-14

Profit (Rs. In Crore)

809.98 804.37

1260.43

0

200

400

600

800

1000

1200

1400

2011-12

2012-13

2013-14

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1.8 Locations in India-

Aurangabad

Ankleshwar

Mandideep

Tarapur

Goa

Jammu

Vadodara (Navodigm)

Indore

Nagpur

1.9 Subsidiary companies-

Company name Country Date of take over

Lupin Pharmaceutical inc. U.S.A 30th June, 2003

Lupin Australia pvt. Ltd. Australia 1st December, 2004

Lupin Holdings B.V Netherland 30th March, 2007

Lupin Atlantis Holdings SA Switzerland 5th June, 2007

Kyowa Pharmaceutical industry co. ltd.

Japan 18th October, 2007

Pharma Dynamics Ltd. South Africa 1st March, 2008

Harmosan Pharma Gmbh Germany 25th July, 2008

Multicare Pharmaceuticals Philippines, Inc.,

Philippines 26th March, 2009

Lupin (Europe) Ltd. U.K 5th June, 2009

Lupin Pharma Canada Ltd. Canada 18th June, 2009

Lupin Mexico SA de CV Mexico 23rd August, 2010

Generic Health Pty Ltd. Australia 27th September, 2010

Bellwether Pharma Pty Ltd. Australia 27th September, 2010

Max Pharma Pty Ltd. Australia 27th September, 2010

Lupin Philippines Inc. Philippines 20th December, 2010

Lupin Healthcare Ltd. India 17th March, 2011

Generic Health SDN. BHD. Malaysia 18th March, 2011

I'rom Pharmaceutical Co. Ltd. Japan 30th November, 2011

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1.10 Competitive Scenario:-

1. Sun Pharma Industry2. Ranbaxy Laboratory

3. Cadila Health care

4. Glenmark Pharma

5. GlaxoSmithKlinePharma

6. ShilpaMedicare

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1.11 Present Product Mix:-

ANTIBIOTICS ANTI-TB CENTRAL NERVOUS SYSTEM

Cephalexin Ethambutol Levetiracetam

Cefaclor Pyrazinamide Lacosamide

Cefadroxil Rifampicin Eslicarbazepine Acetate

Cefprozil Rifabutin Rasagiline Mesylate

Rifaximin Pregabalin

1.11.1 Product Mix at Ankleshwar:-

Bulk Drug (Active Pharmaceutical Ingredients (API))

Ethambutol Hydrochloride

Bulk Drug Intermediates

7-ADCA (Amino Deacetoxy Cephalosphoranic Acid)

7-ACCA (Amino Chloro Cephalosphoranic Acid)

L-Mandelic Acid

D-Mandelic Acid

D2-Aminobutanol

7-Amino Ester

7-APCA

Celpoxime Acid

T2954.

L2-Aminobutanol

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2.1 Departmental structure:-

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President HR President HR

Vice President HR Vice President HR

Sr. Manager Sr. Manager

Manager HR Manager HR

Sr.Executive HR Sr.Executive HR

Officer HR Officer HR

Jr.Officer Jr.Officer

2.2 HR Policy

1 Medical Policy-:

1.1 All employees are covered by the mediclaim policy subject to the terms and limits prescribed under the scheme.

1.2 This policy covers self, spouse and two children up to the age 21.

2 Group Accident Insurance Policy-:

2.1 This insurance covers all the employees against accident resulting in death or permanent disablement

2.2 This policy does not cover death, injury or disablement resulting from intentional self-injury, suicide or attempted suicide insanity or the influence of drugs or drink.

3 Uniform Policy-:

3.1 All the categories of employees are given 3 set of uniforms ones in a year.

3.2 None wearing of uniform is indiscipline, employees at workers level have deduction in their salary.

Welfare Items Category Time

Safety shoes Workmen Every year

Staff & manager Every two year

Civil shoes Admin./Q.C dept. Every two year

Rainy Wear

Welfare Items Category Time

Rain coat All employees Once in two years

Rainy shoes Workmen & tech. personnel Every year

Admin. Personnel/ Q.C Once in two year.

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2.3 Activities:-

Manpower Planning

Recruitment of Manpower

Joining and Induction

Compensation & Benefits

Performance Appraisals

Welfare Facilities

Employee Relation

Reward System

Self-Development Scheme

Exist Interview

Learning & Development Programme

Industrial Relation

Conflict Resolving

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2.4 Function of Time Office:-

Attendance Marking:-

Individual employees are issued punch cards through which he/she should record his/her attendance on all the occasions of entering the premises or going out of premise in case forgot to personal department through the HOD otherwise employee will be marked absent.

Shift change:-

An employee will be eligible for shift change on two occasions for his colleague in a month through prescribed form. This is strictly at the discretion of the management and depending on work exigencies

Shift Time1st Shift 7 am to 3 pm2nd Shift 3 pm to 11pm3rd Shift 11 pm to 7 amGeneral Shift 9:15 am to 5:45 pm

Late coming:-

Workmen are allowed to late for duty each shift up to 10 minutes.

After 11 to 15 minutes late coming is consider.

Late coming is allowed on 3 occasions per month.

After 3 occasions half day leave will be deducted.

If leave is not in balance, washing allowance will be deducted.

After 15 minutes workman are not allowed for duty.

Transport facility;- In case vehicle does not reach the point then workman who come to duty in such occasion 30 minutes late coming is allowed.

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2.5 Salary Procedure:-

As a policy salary payments are made through bank transfer for whom an employee has to open an account in HDFC Bank/Axis Bank / ICICI Bank/Kotak Bank.

Lupin mostly prefers Kotak Bank a/c of employees.

Paid Holidays:-

Company gives weekly off on Sunday & additional weekly off is on 2nd Saturday of every month.

Every year 10 Paid holidays are being enjoyed by the employees.

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2.6 Leave Policy—

Annual Leave:-

Holidays- All permanent employees can enjoy annual leave of 30 days per annum. Leave will be credited @ of 2.5 days per month.

Sick Leave (SL):-

Application for sick leave should be submitted as soon as possible & within 2 days submitted a medical certificate from a registered medical practitioner. The certificate should be submitted immediately on resuming duty along with fitness certificate.

Maternity Leave (ML):-

All permanent female employees who are not covered under ESI (Employee State Insurance) scheme shall be entitled to maternity leave of 84 days (12 week) twice in their service.

Only those female employees who have put in 80 working days in a period of 12 months immediately preceding the commencement of leave prior to delivery shall be entitled to maternity leave.

Paternity Leave (PL):-

Lupin gives Paternity leave to permanent employees to support his wife & family after the birth of child. Paternity leave would be allowed for maximum 5 working days. Such leaves can be availed maximum twice in service tenure.

Leave for Adoption: - Employees will be entitled to leave for adoption of child aged below 12 years. This leave will of 6 weeks for female employee and for male employee it will as per the paternity leave.

Sabbatical Leave: - All employees who have put in minimum 3 years of services in organisation can take ‘Break in service’, normally allowed once in a career in order to manage any personal situation. Such break in service not exceed 1 year.

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2.7 Details in employees personal file.

o Original application of candidate

o Interview call letter

o Joining formats like,

Induction form, all academic credentials, experience certificates of previous employment, Age proof, Training Certificate, Joining letter etc.

o Appointment letter

o Training attendance sheet

o Performance appraisal form

o Promotion letter

When the employee leaves the service, the resignation letter & company’s acceptance letter is filled at the end of which his service file is closed. Employee’s file remains with the company for a period of at least 5 years.

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2.8 Human Resource Planning

• Human Resource Planning is the process of details about manpower’s requirement and means of meeting the requirement in order to carry out the integrated plan of the organisation.

• Human Resource Planning is very important task for HR department.

• HR department decided right number of people and right kind of people at right place at right time.

• The aim of Human Resource Planning in Lupin Limited is:-

√ To meet future human resource needs.

√ To utilize the existing manpower.

√ To integrate and monitor human resource policy.

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2.9 Recruitment & Selection Procedure:-

It is conducted at the plant to fill up the vacancies in both management & non-management level. The first step is to analyse the need of the manpower. The various sources are adopted for the management as well as non-management staff.

i. Recruitment

ii. Induction

iii. Training & Development

iv. Payroll

v. Employee engagement

vi. Welfare

vii. Separation

a. Recruitment

a) Gap Identification (Budget-Actual)

b) Personal Requisition

c) Sources

d) Scrutinization

e) Shortlisting

f) Interview call

g) Interview day

h) Medical check-up

i) Document + offer

j) Joining

b. Payroll

a) Bank a/c

b) Attendance

c) Salary process

d) Bonus Mediclaim

c. Induction

a) Udbhav- Induction at Lonawala

b) One week inplant induction

c) Department allotment

d. Training & Development

a) Behavioural

b) Language

c) Technical training

d) Utkarsh

e) Leader plus

f) First time manager

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g) Apni to Pathsala

h) SETU

e. Employee engagement

a) Buddy Programme

f. Welfare

a) Unifrom

b) Canteen

c) Transportation

d) Marriage Gift

e) Employee Credit Policy

f) Surbhi Kala Kendra

g. Separation

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2.10 Performance Appraisals System :-

In Lupin Bell curve method is used to do performance appraisal.

Bell curve performance appraisal method is normally based on the process of Target setting & to achieve it.

1. PSBP – Performance significant Below plan

2. PBP – Performance Below plan

3. PMP – Performance Meets Plan

4. PAP – Performance Above Plan

5. PSAP – Performance significant Above Plan

Every year targets are evaluated in month of April. And on the base of the result employee gets transfer, promotion, increment, new targets, allowances, awards etc.

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1 2 3 4 5

2.11 Training and Development activities:-

After completion of training, trainer take written test from the employee and get the feedback .

2.11.1 Types of training programmes for employees:-

Types of training

1. On the job training

2. Safety training

3. Induction training “UTKARSH”

2.11.2 Procedure of Training:-

As per the performance appraisals training includes, the name of the employees who required the training & the subject of training.

After this, the arrangement for training is done. The training can takes place at both the inside & outside the factory premises. For internal training the external faculties called or otherwise the internal identified trainers may conduct the training.

An Individual intimation form is send to the concern employee regarding the type of training which he needs to undergo with date & venue after intimation to the HODS.

After the completion the trainee the employee fill the training feedback form submit the same to the HR department.

Company also takes the written test of the trainee after the completion of training.

The feedback form is then analysed & checked to know the effectiveness of training. Then the comparison of his earlier performance& the current performance takes places.

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2.12 Promotion and Transfer Policy:-

Promotion:-

The company gives more than 100 promotion in year & this promotion is purely on the basis of performance of employee. The promotional need is identified after the performance appraisal of employee takes place and also on bases of organizations requirement & while giving promotion the following points are taking in to consideration.

Employee’s performance

Attitude of employee

Quality of work

Attendance of employee

Employee capabilities

Awareness of work

Transfer:-

Transfer is not viewed as a punishment in Lupin limited. Transfer takes places for the betterment of organisation as well as for employee or due to the employee’s requests. Transfer can take place within department at same location or within the group company. But here whenever transfer is given to an employee as per policy. The salary also revised with transfer company also provide paid holidays, joining time, transportation costs, transport allowance etc.

2.13 Administrative activities:-

Transportation

Safety and Security

Gardening

Cleaning and Housekeeping Activity

2.14 Welfare activities:-

Canteen

Uniform & Safety shoes

Rainy wear & gumboot & winter wear

Mediclaim

Washing allowance

Leave travel allowance

Sport competition33

Education allowance

Loans

Birthday wishes & anniversary wishes card

Long term service award:

• Gold Coin

• Silver Award

• Marriage Gift

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2.15 Industrial Relations environment:-

The overall industrial environment is conductive. Till the date strikes of any type are not occurred in Lupin, Ankleshwar, so we can say that employees are happy with the organization. If in case there is any problem related to the employee, the employee has discussed with the worker committee and there are at some conclusion. The worker welfare committee has seven members in total.

2.16 Activities carried out towards organization development:-

The following activities are carried out towards organisation development.

To maintain good relation with workmen representation committee.

To make settlement with workmen representative committee.

The company gives that type of facilities which aim to take employee feel ease with following facilities,

General clearness

Lighting & ventilation

Safety measures

Parking area

High Security

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3.1Employee Satisfaction The father of scientific management, F.W Taylor (1911) approach to job satisfaction was based on most essentially pessimistic philosophy that man is motivated by money alone. Over the years we have moved away from Taylor s society solely monetary approach to ‟amore humanistic orientation.

3.2Definition of Employee Satisfaction: The term of employee satisfaction was brought to limelight by Hop pock (1935). He reviewed 32 studies on employee Conducted prior to1933 and observed that employee satisfaction is combination circumstances that cause a person to say “I am satisfied with my job “. Perhaps one way to define employee satisfaction may be say that it is the end state of feeling emphasis the fact the after a task is accomplishment or activity has taken place whether it is highly individualistic effort of writing a book or collecting Endeavour of constructing of dam. We quote a few definitions of employee satisfaction. Employee satisfaction is defined as “a pleasurable or positive emotional state resulting from the appraisal of one s job or job experience. ‟Employee satisfaction is a set of favorable or unfavorable feelings with which employees view their work. Employee satisfaction will be defined as the amount of overall positive affect (or feelings) that individuals have towards their job.

3.3Sources of Employee satisfaction: 1. Job 2. Salary & benefits 3. Career development 4. Supervision 5. Working conditions 6. Team work

3.4Objectives of the Study: To identify the values that support creativity and innovation in the organization. To focus on knowing trust relationship among the employees. To give feasible suggestion regarding improvement of the employee satisfaction Levels at LEPRA Society. To know the welfare measures and living environment provided for the Employees. To identify the conditions in which the individuals are most likely to use intuition in decision-making.

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To know the avenues for to the employee development and growth in the organization.

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3.5 Research Methodology

The research is the pursuit of truth with the help of study, observation, comparison and experiment. Research methodology is a way to systematically solve the research problem. In it we study the various steps that are generally adopted by a researcher in studying his research problem along with logic behind them.

TITLE

“EMPLOYEE SATISFACTION IN PRIVATE AND PUBLIC SECTOR AMONG 50 EMPLOYEES AT LUPIN LIMITED.”

– Source of data :- Collected through questionnaires.– Data collection Method:-

1. Prepared questionnaires by me so that I can easily get the information from the respondents.

2. The questionnaires was designed in 5 levelsa. Poor Satisfactionb. Need to improvec. Seldom satisfactiond. Great Satisfactione. Extremely Delighted

– Field work & Experience:- The field of work in survey are not in any particular department but, I complete my survey by contacting the different employees from different departments.

– Sample Size- 50

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3.6 LITERATURE REVIEW

According to Nancy C. Morse (1997) “Satisfaction refers to the level of fulfillment of one s needs,wants and desire. Satisfaction depends basically upon what an ‟individual wants from the world, and what hegets.” Employee satisfaction is a measure of how happy workers are with their job and working environment.It is sure that there may be many factors affecting the organizational effectiveness and one of them is theemployee satisfaction. Effective organizations should have a culture that encourages the employee satisfaction,Bhatti & Qureshi, (2007)

Employees are more loyal and productive when they are satisfied Hunter & Tietyen, (1997), and these satisfied employees affect the customer satisfaction and organizational productivity, Potterfield, (1999).There is no limit for the employees to reach the full satisfaction and it may vary from employee toemployee. Sometimes they need to change their behaviors in order to execute their duties more effectively togain greater job satisfaction, Miller, (2006). Having good relationships with the colleagues, high salary, good working conditions, training and education opportunities, career developments or any other benefits may berelated with the increasing of employee satisfaction

Employee satisfaction is the terminology used to describe whether employees are happy, contendedand fulfilling their desires and needs at work. Many measures support that employee satisfaction is a factor inemployee motivation, employee goal achievement and positive employee morale in the work place. Susan M.Heath field (About.Com). Cranny, Smith & stone (1992) ‟defined ES as the combination of affective reactions tothe differential perceptions of what he/she wants to receive compared with he/she actually receives. Accordingto Moyes, Shao & Newsome (2008) the employee satisfaction may be described as how pleased an employee iswith his or her position of employment. As Spector (1997) defined job satisfaction as all the feelings that agiven individual has about his/her job and its various aspects. Employee satisfaction is a comprehensive termthat comprises job satisfaction of employees and their satisfaction overall with companies policies, company ‟environment etc.

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INTERPRETATION

1) Satisfaction level regarding working life’s in an organization

Scale Frequency of Response Frequency of Per.Poor Satisfaction 5 10.00Need to Improve 7 14.00Seldom Satisfaction 10 20.00Great Satisfaction 19 38.00Extremely Delighted 9 18.00Total 50 100.00

Figure 1

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding working life in the organization. 10% of employees are poor satisfied,14% of employees believe that it needs to improve,20% of the employees are seldom satisfied, while 38% of the employees are Greatly satisfied and 18% of the employees are extremely satisfied.

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2) Ability to balance work with their personal life

Scale Frequency of Response Frequency of Per.Poor Satisfaction 3 6.00Need to Improve 7 14.00Seldom Satisfaction 16 32.00Great Satisfaction 15 30.00Extremely Delighted 9 18.00Total 50 100

Figure 2

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the balance in their personal & professional life. 6% of employees are poor satisfied, 14% of employees believe that it needs to improve, 32% of the employees are seldom satisfied, while 30% of the employees are Greatly satisfied and 18 % of the employees are extremely satisfied.

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3) Level of understanding of rules, responsibility & authority in organisation.


Figure 3

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the understanding of role, responsibility & authority in the organisation. 18% of employees are poor satisfied, 6%of employees believe that it needs to improve,22 % of the employees are seldom satisfied, while 36% of the employees are Greatly satisfied and 18% of the employees are extremely satisfied.

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4) Level of understanding of HR and welfare policy


Figure 4

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding understanding of HR & Welfare policy. 12% of employees are poor satisfied, 20% of employees believe that it needs to improve, 20% of the employees are seldom satisfied, while 30% of the employees are Greatly satisfied and 18% of the employees are extremely satisfied.

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5) Level of understanding of vision statement


Figure 5

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the level of understanding of Vision statement of the company. 14% of employees are poor satisfied, 16% of employees believe that it needs to improve, 24% of the employees are seldom satisfied, while 34% of the employees are Greatly satisfied and 12% of the employees are extremely satisfied.

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6) Level of satisfaction regarding the physical condition of workplace & space.


Figure 6

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the Physical condition of workplace. 9% of employees are poor satisfied, 18% of employees believe that it needs to improve, 18% of the employees are seldom satisfied, while 22% of the employees are Greatly satisfied and 36% of the employees are extremely satisfied.

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7) Satisfaction level regarding co-operation between different department


Figure 7

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the co-operation between departments. 6% of employees are poor satisfied,12% of employees believe that it needs to improve,20% of the employees are seldom satisfied, while 46% of the employees are Greatly satisfied and 16% of the employees are extremely satisfied.

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8) Satisfaction level regarding interpersonal relationship with peers, superiors & subordinate

Scale Frequency of Response Frequency of Per.Poor Satisfaction 0 0.00Need to Improve 11 22.00Seldom 11 22.00Great Satisfaction 17 34.00Extremely 11 22.00Total 50 100.00

Figure 8

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the inter-personal relationship with peers & subordinates. 22% of employees believe that it needs to improve, 22% of the employees are seldom satisfied, while 34% of the employees are Greatly satisfied and 22% of the employees are extremely satisfied.

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9) The career path that respondent are able to see in the orgnisation


Figure 9

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the career path that they’re able to see at Lupin. 20% of employees believe that it needs to improve,22% of the employees are seldom satisfied, while 28% of the employees are Greatly satisfied and 30% of the employees are extremely satisfied.

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10) Plan to work with Lupin in future.

Scale Frequency of Response Frequency of Per.<1 Year 1 2.001-3 Year 9 18.004-6 Year 7 14.007-10 Year 3 6.00>=11 Year 5 10.00Till Retirement 9 18.00Depend upon Personnel Growth 16 32.00Total 50 100.00

Figure 10

Interpretation:

Above table & chart is showing the percentage of employees who wants to work with Lupin for different time period. 2% of employees wants to work with Lupin for less than 1 year, 18% of employees wants to work for 1-3 years with Lupin, other 14% employees wants to work for 4-6 years with Lupin while only 4% of the employees wants to work for 7-10 years, 10% of the employees wants to work for more than 11 years with Lupin, 18% employees liked to work with Lupin till their retirement while 32% employees’ decision is depends upon their growth.

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11) Level of which company makes good use of employees skills.


Figure 11

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the use of employees’ skill & ability by the Lupin. 2% of employees are poor satisfied , 8% of employees believe that it needs to improve, 22% of the employees are seldom satisfied, while 44% of the employees are Greatly satisfied and 24% of the employees are extremely satisfied.

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12) The freedom to try employee’s own method to do a job in better way.

Scale Frequency of Response Frequency of Per.

Poor Satisfaction 2 4.00Need to Improve 9 18.00Seldom Satisfaction 11 22.00Great Satisfaction 18 36.00Extremely Delighted 10 20.00Total 50 100

Figure 12

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding giving the freedom to the employees to do work in their own method. 4% of employees are poor satisfied, 18% of employees believe that it needs to improve, 22% of the employees are seldom satisfied, while 36% of the employees are Greatly satisfied and 20% of the employees are extremely satisfied.

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13) Quality of Training given by the Lupin.


Poor Satisfaction 1 2.00Need to Improve 8 16.00Seldom Satisfaction 8 16.00Great Satisfaction 17 34.00Extremely Delighted 16 32.00Total 50 100

Figure 13

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the Quality of training. 2% of employees are poor satisfied, the percentage of the employees who feel it need to improve & feel seldom satisfaction are same i.e 16%, while 34% of the employees are Greatly satisfied and 32% of the employees are extremely satisfied.

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14) The chances to learning something new.


Poor Satisfaction 1 2.00Need to Improve 4 8.00Seldom Satisfaction 8 16.00Great Satisfaction 19 38.00Extremely Delighted 18 36.00Total 50 100.00

Figure 14

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the chances of learn something new.2% of employees are poor satisfied, 8% of employees believe that it needs to improve, 16% of the employees are seldom satisfied, while 38% of the employees are Greatly satisfied and 36% of the employees are extremely satisfied.

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15) The way superior gets respondent’s view & take it when making the key decision.


Figure 15

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the way superior use the employees’ suggestion in the decision making. 8% of employees are poor satisfied, 18% of employees believe that it needs to improve, 14% of the employees are seldom satisfied, while 34% of the employees are Greatly satisfied and 26% of the employees are extremely satisfied.

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16) The level of stress laid by the superior or the management.


Figure 16

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the level of stress laid by the superior. 4% of employees are poor satisfied, 12% of employees believe that it needs to improve, 28% of the employees are seldom satisfied, while 36% of the employees are Greatly satisfied and 20% of the employees are extremely satisfied.

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17) The way by which management solve the problem of employees.


Figure 17

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the way by which management solve the employee’s problem. 4% of employees are poor satisfied, 12% of employees believe that it needs to improve, 12% of the employees are seldom satisfied, while 46% of the employees are Greatly satisfied and 26% of the employees are extremely satisfied.

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18) Satisfaction regarding safety provided by the company.

Scale Frequency of Response Frequency of Per.Poor Satisfaction 2 4.00Need to Improve 6 12.00Seldom 9 18.00Great Satisfaction 17 34.00Extremely 16 32.00Total 50 100

Figure 18

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the safety provided by the company. 4% of employees are poor satisfied, 12% of employees believe that it needs to improve, 18% of the employees are seldom satisfied, while 34% of the employees are Greatly satisfied and 32% of the employees are extremely satisfied.

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19) The way employee’s skills match with job.


Poor Satisfaction 0.00Need to Improve 3 6.00

Seldom Satisfaction 3 6.00Great Satisfaction 26 52.00

Extremely Delighted 18 36.00Total 50 100

Figure 19

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding employees’ skills match with the Job. 6% of employees believe that it needs to improve, 6% of the employees are seldom satisfied, while 52% of the employees are Greatly satisfied and 36% of the employees are extremely satisfied.

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20) Facility by which you (employees) feel more satisfied.

Scale Frequency of Response Frequency of Per.Vehicle for interior movement 9 18.00Food 24 48.00Picnic 9 18.00Mobile 8 16.00Total 50 100

Figure 20

Interpretation:

Above table & chart is showing the facilities that can satisfy the employees more if they provide by the Lupin, Ankleshwar. 18% of the employees feel that if company provide them vehicle for movement within the plant, 48% of the employees wants the Good Quality of the food, 18% wants that company should arranged a yearly picnic for the employees while other 16% employees will feel more satisfaction if management allow the mobile inside the company to the employees.

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3.7 Findings

From the Survey of the 50 employees of the Lupin I found that,

1. Out of the 50 employees , 9 employees are extremely delighted with their working life in Lupin, 19 employees are grate satisfied, 10 employees feel seldom satisfaction while 7 employees are think that it need to improve and 5 employees are poor satisfied with their working life in the organization.

2. Out of the 50 employees , 9 employees are extremely delighted that they are able to balance their personnel life with working life, 15 employees are grate satisfied, 16 employees feel seldom satisfaction while 7 employees are think that it need to improve and 3 employees are poor satisfied.

3. Out of the 50 employees , 9 employees are extremely delighted with understanding of rules, responsibility & authority at Lupin , 18 employees are grate satisfied, 11 employees feel seldom satisfaction while 3 employees are think that it need to improve and 9 employees are poor satisfied.

4. Out of the 50 employees , 9 employees are extremely delighted that they are able to understand the HR & welfare policy , 15 employees are grate satisfied,10employees feel seldom satisfaction while 10 employees are think that it need to improve and 6 employees are poor satisfied. I found that many employees are not able to understand the HR & welfare policy.

5. Out of the 50 employees , 6 employees are extremely delighted with understanding of the Vision statement of the company , 17 employees are grate satisfied, 12 employees feel seldom satisfaction while 8 employees are think that it need to improve and 7 employees are poor satisfied.

6. Out of the 50 employees , 18 employees are extremely delighted, 11 employees are grate satisfied, 9 employees feel seldom satisfaction while 9 employees are think that it need to improve and 3 employees are poor satisfied with the physical condition of workplace.

7. Out of the 50 employees , 8 employees are extremely delighted with co-operation between the departments, 23 employees are grate satisfied, 10 employees feel seldom satisfaction while 6 employees are think that it need to improve and 3 employees are poor satisfied. Here, I found that most of the employees are satisfied with the co-ordination between departments.

8. Out of the 50 employees , 11 employees are extremely delighted with their interpersonal relationship with their peers & superior, 17 employees are grate satisfied, 11 employees feel seld-om satisfaction while 11 employees are think that it need to improve and none of the employees are poor satisfied. I found that interpersonal relationship between employees are very piece full

9. Out of the 50 employees , 15employees are extremely delighted that they are able to see their career path in Lupin, 14 employees are grate satisfied, 11 employees feel seldom satisfaction while 10 employees are think that it need to improve and

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none of the employee are poor satisfied. I found that most of the employees are able to see their career path at Lupin.

10. Out of the 50 employees , 16 employees think that their plan to work with Lupin is depends upon their personal growth, 9 employees wants to work with Lupin till their retirement, 5 employees wants to work for 11 years or more than it, out of 50, 3 employees like to work for 7-10 years with Lupin, 7 employees for 4-6 years, 9 employees for 1-3 years while only 1 employee wants to work with Lupin for less than a year.

11. Out of the 50 employees , 12 employees are extremely delighted that company makes good use of employees skill, 22 employees are grate satisfied, 11 employees feel seldom satisfaction while 4 employees are think that it need to improve and only one employee feel poor satisfaction.

12. Out of the 50 employees , 10 employees are extremely delighted with freedom to do job in their own method, 18 employees are grate satisfied, 11 employees feel seldom satisfaction while 9 employees are think that it need to improve and 2 employees are poor satisfied. I found that most of the employees are satisfied with the freedom to do job in their own way to do job in better way.

13. Out of the 50 employees , 16 employees are extremely delighted with the quality of Training given by the Lupin, 17 employees are grate satisfied, 8 employees feel seldom satisfaction while 8 employees are think that it need to improve and 1 employees are poor satisfied.

14. Out of the 50 employees , 18 employees are extremely delighted with the chance to learn something new, 19 employees are grate satisfied, 8 employees feel seldom satisfaction while 4 employees are think that it need to improve and 1 employees are poor satisfied.

15. Out of the 50 employees , 13 employees are extremely delighted with the way superior gets their view and use in key decision, 17 employees are grate satisfied, 7 employees feel seldom satisfaction while 9 employees are think that it need to improve and 4 employees are poor satisfied.

16. Out of the 50 employees , 10 employees are extremely delighted with the level of stress laid by the superior or management, 18 employees are grate satisfied, 14 employees feel seldom satisfaction while 6 employees are think that it need to improve and 2 employees are poor satisfied.

17. Out of the 50 employees , 13 nemployees are extremely delighted with the way by which management solve the problem of employees, 23 employees are grate satisfied, 6 employees feel seldom satisfaction while 6 employees are think that it need to improve and 2 employees are poor satisfied. I found that most of the employees are satisfied with the way by which management solve the employees problem.

18. Out of the 50 employees , 16 employees are extremely delighted with the safety provided by the company, 17 employees are grate satisfied, 9 employees feel

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seldom satisfaction while 6 employees are think that it need to improve and 2 employees are poor satisfied with the safety provided by the company.

19. Out of the 50 employees ,18 employees are extremely delighted with the way employees’ skills match with job, 26 employees are grate satisfied, 3 employees feel seldom satisfaction while 3 employees are think that it need to improve and no one employees are poor satisfied.

20. Out of the 50 employees, 8 employees think that they feel more satisfaction if company allow mobile phone inside the plant, other 9 employees said that company should arrange yearly picnic, 24 employees said that company should provide the variety & high quality of food while 9 employees feel more satisfaction if company provide vehicle for interior movement.

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Findings

1. Major factors which lead to dissatisfaction among the employees of Lupin ltd.

• Poor canteen facility & low quality of food

• Merit base promotion

• Higher work load

• Poor understanding of HR policy

2. Major factors which lead to satisfaction among the employees of Lupin ltd

• Good relation between superior & subordinate

• Co-operation between different departments.

• The way of solving the problems of employees by HR

• Welfare activity

• Safety measures

• Safety measures provided by the company

• Physical condition of workplace

• Able to see their career path

• Infrastructure

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Limitation

• At the Lupin Ankleshwar plant there are so many restriction & protocols due to security & privacy reason. I did not get the permission to visit every area of the company, so I was not able to take the opinion of some department’s employee.

• Many employees did not respond for the survey due to fear of HR department.

• Some employees refuse to give answers by giving the reason that they have not the authority.

• Due to work load of employees they take so much time to feel the survey form.

• We find that employees have the fear of HR so I could not mentioned their age & name in the survey form.

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Recommendations

• Company should give the guidance regarding employees role, responsibility & authority.

• Company should modify their HR & welfare policy that all employee can understand easily.

• Organization should implement the Job rotation after giving proper guidance & arrangement regarding job.

• The freedom for taking the decisions should be increased in the case of management level of employees because some time quick decisions are necessary for handling the situation.

• The quality of the food of the Lupin Ankleshwar is not so good so company should modify their canteen facility because during the survey I found that most of the employees are dissatisfy with the canteen food quality.

• The level of security checking is so high at Lupin so it should be decreased at some requires level because outsiders & company employees also very highly dissatisfied with it.

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Conclusions

This report is prepared during the summer training undertaken at Lupin Ltd. at Ankleshwar on partial fulfilment of MBA Course. It has been a very great experience to get training under such a reputed pharmaceutical company.

After preparing report on Employee satisfaction among the employees, I learn lots of things about it and how it is important to the organization. It helps me to increase my knowledge and level of understanding the people. In Lupin Ltd. there are easy & systematic system for all activities related to work & their human relations are very good in nature & organization culture is very much inspirational. All employees are very supportive & enthusiastic about the organization growth.

So lastly all my best wishes for a better future.

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Questionnaire On Employee Satisfaction

*Poor satisfaction, **Need to improve, ***Seldom satisfaction, **** Great satisfaction, *****Extremly Delighted

Rate your Answer with star as above denoted

1 Satisfaction level rof working life’s in an organization.

2 Ability to balance work with their personal life.

3 Level of understanding of role, responsibility & authority in an organization. 4 Level of understanding the HR & welfare policy. 5 Level of understanding of vision statement.6 Level of Satisfaction regarding the Physical condition of workplace like space, storage & hygiene.7 Satisfaction level regarding co-operation between different departments.8 Satisfaction regarding the inter-personal relationship with peers, superior & subordinate.9 The career path that respondent are able to see in the organization.

10 Plan to work with Lupin in future. (Make a tick mark in front of your answer) a. <1 year b. 1-3 year. c. 4-6 year d. 7-10 year e. >=11 year f. Till Retirement g. Depend upon personnel growth11 Level of which company makes good use of employee’s skill & talent.12 The freedom to try employee’s own method to do a job in better way.13 Quality of training given by the Lupin to trainee.14 The chances to learning something new.15 The way superior gets respondent’s view & take it when making key decision.16 The level of stress laid by the superior or the management.17 The way by which management solve the employees’ problem.18 Satisfaction regarding the Safety provided by the company.19 The way employee’s skill match with the job.20 List of facility which you (employee) feel that it will help you to increase the satisfaction level.

(Make a tick mark in front of your answer) a. Man movement vehicle within the plant b. Allowing Mobile phone in co. c. Variety & high quality food should be provided by company. d. Yearly Picnic for employees. b. Allowing Mobile phone in co. c. Variety & high quality food should be provided by company. d. Yearly Picnic for employees.

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Bibliography

• BOOKS:

P.Subba Rao: Essentials of Human Resources Management and Industrial Relation, Himalaya Publishing house Edition – 2006.

Ashwathappa: Human Resources and Personal Management Himalaya Publishing house Edition– 2005.

L.M.Prasad : Human Resources Management Sultan Chand & Sons Edition – 2006.

V.S.P.Rao : Human Resources Management Himalaya Publishing house Edition – 2006.

• Web Sites

www.lupinword.com

www.economictime.com

Facebook.com/proudetobeatlupin

http://iosrjournals.org/

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http://www.economictime.com/

http://www.lupinword.com/

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