...CHAPTER 1: INTRODUCTION * Background of the study This term paper is prepared as a requirement of the course curriculum of “organizational behaviour in the context of a local company” by studying organizational behaviour practice in INCEPTA PHARMACEUTICALS CO. LTD. After studying on this company, we came to know about various factors of employee’s organizational behaviour. * Objective The objective of our study is to find out the expected organizational behaviour on the basis of OB model. The company that we studied is INCEPTA PHARMACEUTICALS. The study is focused on the following aims: * To identify the specific goals of the company. * To achieve knowledge about the company profile. * To know about the present business scenario of the company. * To know the level of the employee’s organizational behaviour. By evaluating these topics we will identify the organizational behaviour on the context of this company. * Methodology There are two types of sources of methodology. One is primary and another is secondary sources while conducting the study both primary and secondary information were explored. But hardly any primary information could be found. In the absence of primary information the majority of the study has been based on secondary information. We went for the answers in the analytic point of view, which provides the mitigation of our requirements. For the procurement of data, we had to take support of some specific methods as follows: Sometimes we...
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...Memorandum To: Karen Barton, SVP Human Resources, Zendal Pharmaceuticals RE: Quantifying the Benefits of Leadership Development Date: September 20, 2011 Issue You have hired QMDME Consulting to analyze both the impact and financial returns from executive leadership programs. You have also asked us to provide recommendations on how to present this analysis to your executive management committee, specifically your COO Dave Palmer. In the past, you were not able to provide the financials and quantitative analysis to support the funding of such programs, demonstrating they are a priority, not a perk, which adds to Zendal Pharmaceutical’s bottom line. Given the unstable economic environment that has persisted for several years, it is even more important to justify the costs of such programs. Justification must be communicated via skill enhancements/efficiencies, market competitiveness, and profits, not just through participant satisfaction surveys. Without a quantitative based argument, it is likely the 75% decrease in your budget will continue into the near future, and perhaps never be reinstated to prior levels. Also, you have asked QMDME Consulting to comment on the viability of an internal, custom leadership program or continuation of external leadership programs. We will address this issue in the context of Zendal’s recent acquisition of Premier. Analysis of Business Issue The Case for Leadership Development Program An important aspect of your presentation...
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...RESEARCH PROJECT ON “TRAINING AND DEVELOPMENT IN PHARMASUITICAL INDUSTRY WITH SPECIAL REFERENCE OF MANKIND PHARMA LTD” SUBMITTED IN PARTIAL FULFILLMENT OF DEGREE OF BACHELOR OF BUSINESS ADMINISTRATION SESSION (2011-2014) SUBMITTED TO: SUBMITTED BY: XYZ XYZ BBA III University Roll No. SUBMITTED TO ACKNOWLEGDEMENT “Gratitude is the hardest of emotions to express and one often does not find adequate words to convey what one feels and trying to express it” The present project file is an amalgamated of various thoughts and experiences .The successful completion of this project report would have not been possible without the help and guidance of number of people and specially to my project guide .I take this opportunity to thank all those who have directly and indirectly inspired, directed and helped me towards successful completion of this project report. I am also immensely indebted to my project guide, MS. Divya Vaid Lecturer, ICL, for his illumining...
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...production and that human factor is the most complicated phenomenon of industrial life. Mishandling of this complicated factor of production may lead to serious consequences. Workforce must be motivated to achieve desired goal. The Pharmaceutical factories of Bangladesh are one of the most important industrial sectors of the country. There are national and multinational pharmaceuticals companies in our country. There are some obvious factors of motivation which can lead the workmen of the pharmaceuticals industries to attain desired goal; higher productivity; of the companies & the absence of such factors lead to labor unrest and fails to secure company’s target, hence the matter should studied and try to locate the reasons for which the dissatisfaction in labor is prevailing and need to find out the possible scheme for motivating workmen for better performance. GlaxoSmithKline Bangladesh Ltd, from its early stage has stimulated the pharmaceutical Industry of the country with its variant existence. The top management team of GlaxoSmithKline Bangladesh Limited is a dynamic group, where each of them substitutes for their imperfections. Though GlaxoSmithKline Bangladesh Limited is not the top Pharmaceutical Company in the country, still the organization with its effectual technicality in both its products as well as imperative decision-making has created, captured, conjectured and conquered a big portion of...
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...I here by declare that this project report titled a study on “COMPENSATION MANAGEMENT” in HETERO DRUGS LIMITED has been carried out by me Submitted in partial fulfillment of the award of the degree of “ MASTER OF HUMAN RESOURCE MANAGEMENT”, in K.G.R.L .PG COLLEGE BHIMAVARAM. PLACE: DATE: (G.VARALAKSHMI) PREFACE In today’s changing world on should aware of latest trends market demand then only survival can be possible and can compete with others. The concept of “compensation management” plays a significant role in HUMAN RESOURECE MANAGEMENT. COMPENSATION MANAGEMENT is defined as “ systematic approach to provide monetary value to employee in exchange of work performed” A study has been conducted on “COMPANSATION MANAGEMENT” and a Questionnaire is prepared to conduct survey to know how it is working in “HETERO DRUGS LIMITED”. A through analysis is presented in this report on the study conducted with the help of graphical representation. ACKNOWLEDGEMENT I take the opportunity to express my deep sense of obligation to Sri. CHINNA BABU (DY.G.M) for the HR Dept, My external guide Mr. CH.Janardhan reddy. HETERO DRUGS Limited, Sanathnagar having provided me with such An excellent opportunity to carry out my project work in HETERO DRUGS Limited. It is singular honor for me to acknowledgment the opportunity and service rendered by Sri. CHINNA BABU, HETERO DRUGS...
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...Int. J. Mgmt Res. & Bus. Strat. 2013 Jaskanwal Singh Mand et al., 2013 ISSN 2319-345X www.ijmrbs.com Vol. 2, No. 1, January 2013 © 2013 IJMRBS. All Rights Reserved APPLICATION OF LEAN AND JIT PRINCIPLES IN SUPPLY CHAIN MANAGEMENT Chandan Deep Singh1, Rajdeep Singh1, Jaskanwal Singh Mand1* and Sukhvir Singh1 *Corresponding Author: Jaskanwal Singh Mand, mandjaskanwal@yahoo.com Supply Chain Management is a set of synchronized decisions and activities utilized to efficiently integrate suppliers, manufacturers, warehouses, transporters, retailers, and customers so that the right product or service is distributed at the right quantities, to the right locations, and at the right time, in order to minimize system-wide costs while satisfying customer service level requirements. SCM leads to a proficient way of doing things completely. Lean manufacturing and JIT play an importunate role in better functioning of SCM. Some of the lean manufacturing principles are: JIT inventory principle, JIT production principle, JIT human resource principle, JIT quality principle, JIT supplier relation principle, The present research involves role of lean manufacturing and JIT principles in SCM. Keywords: SCM, JIT, Lean manufacturing origin of the concept of lean or lean thinking cannot be easily assigned to any one person, company, INTRODUCTION Supply Chain Management (SCM) is a set of synchronized decisions and activities utilized to efficiently integrate suppliers...
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...in which they engage. The primary sector deals with the extraction and harvesting of natural resources. They then perform rudimentary processing of the products for sale directly to consumers (although rare) and to industries in the secondary sector. Primary sector industries include mining, agriculture, fishing, and the timber industry (Goodwin et al. 2014). The secondary sector then converts the outputs of the industry sector into products deemed suitable for consumption. Industries in the secondary sector include manufacturing industries (such as car manufactures, steel rollers and pharmaceutical industries) and processing industries (such as wine companies, soft drink companies and milling companies) (Goodwin et al. 2014). Then there is the tertiary sector that provides services to the primary and secondary sectors. Such services include marketing services, transport, consulting, education, finance and administration to mention just but a few (Goodwin et al. 2014). The management of physical and human resources differ from sector to sector and from industry to industry. Industries in the same sector may have similar or closely similar resource requirements. However, resource requirements largely depend on the activities of the business. The agriculture industry (generally the primary sector) is largely labour intensive (The World Bank 2003). This means that the sector is mainly dependent on human resource for its success. This is one of the reasons why developed countries...
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...Business Outcomes Behavior-based safety techniques can influence organizational performance By Treasa M. Turnbeaugh O ORGANIZATIONAL CULTURE is an important consideration in managing a firm’s overall success. Management can set goals and objectives, assign responsibilities and accountabilities, and monitor business outcomes and processes, but it must also consider the context in which all of these initiatives occur. Organizational culture is difficult to define and cannot be measured in a direct manner as it is a soft social science issue rather than a standardized quantitative measure. To confound matters, subcultures often exist within organizations that may or may not be cohesive with the firm’s overall goals and values. One such subculture is workplace safety. Workplace safety is an important factor for organizations as it affects virtually all other elements of an organization, including production, quality, job satisfaction and expenses. One approach to controlling workplace safety is the concept of behavior-based safety (BBS), a process by which all levels of an organization participate in improving specific safety-related issues by addressing actions (behavior). An interesting anecdotal finding pertaining to BBS is that it indirectly affects other business outcomes as well. Organizational Culture Organizational culture is a difficult concept to define and to measure, much less to understand and control. Schein (1965; 1985) (as cited in Hopkins...
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...maintenance of human resources. Scott, Clothier and Spriegel have defined Human Resource Management as that branch of management which is responsible on a staff basis for concentrating on those aspects of operations which are primarily concerned with the relationship of management to employees and employees to employees and with the development of the individual and the group. Human Resource Management is responsible for maintaining good human relations in the organisation. It is also concerned with development of individuals and achieving integration of goals of the organisation and those of the individuals. Northcott considers human resource management as an extension of general management, that of prompting and stimulating every employee to make his fullest contribution to the purpose of a business. Human resource management is not something that could be separated from the basic managerial function. It is a major component of the broader managerial function. French Wendell, defines ―Human resource management as the recruitment, selection, development, utilisation, compensation and motivation of human resources by the organisation‖. According to Edwin B. Flippo, ―Human resource management is the planning,...
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...1.1 Introduction: We study organizational behavior, so it is very important in an organization. We choose a company which name is Popular Pharmaceuticals Ltd. Popular develops several modern GMP standard production lines and are capable of producing a number of preparations separately in its different plants. Our capabilities and expertise in manufacturing finished formulations are exemplified by its wide range of dosage forms and packages. 1.2 Method : Popular Pharmaceuticals Ltd They follows the custodial model. They have an organization and they follow their rules and regulation. Manager follows their employees they soon recognized that although autocratically managed employees never talk back to their boss. Employee wants to say many things and sometimes they did say them when they quit or lost their tempers. Employees were filled with insecurity, frustrations and aggressions toward their boss. So they could not vent these feelings directly sometimes they went home and vented them on their families and neighbors, so the entire communication might suffer from this relationship. To satisfy the security needs of Employees Company have welfare programs. In this organization they extreme in order to show its emphasis on materials rewards, security and organizational dependence. 1.3 Limitation : In our Pharmaceutical Company here limitation are very few. We can not develop or product at the perfect time of the market due to the shortage of our raw materials. We think...
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...HUMAN RESOURCES Conference Paper Abstracts A CHANGE RECIPIENT PERSPECTIVE ON TRAINING AND COMPETENCE DEVELOPMENT DURING ORGANIZATIONAL CHANGE Olsen, Trude Hogvold; Harstad U. College; trude.olsen@hih.no Stensaker, Inger G.; NHH Norw.Schl of Economics and Business Adm.; inger.stensaker@nhh.no As organizations change and adapt to pressures in the external and internal environment, managers and employees are required to learn new competencies and skills. Ideally, new skill requirements should be identified and developed early in the change process in order to ensure that managers and employees are ready to face their new tasks and roles when the changes are implemented. However, despite good intentions at the top management level, employees and middle managers often report uncertainty and a lack of the necessary skills required to implement change. In this paper, we report from a qualitative study of two planned organizational change initiatives in the public sector. The changes involved new work tasks and managerial roles for a group of middle managers. Although the skill requirements appeared to be clear and formal training was initiated, a number of uncertain and ambiguous issues emerged among the change recipients. We examine the types of uncertainty and ambiguity that emerged and how change recipients attempted to handle these challenges. Our findings suggest that although necessary and important, formal training procedures are not adequate for resolving competence-related...
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...AND DEVELOPMENT PRACTICES OF INCEPTA PHARMACEUTICALS LTD. Submitted To: Mr. Shamim Ehsanul Haque Senior Lecturer BRAC Business School Submitted By: Nusrat Jahan Trisha ID – 09204115 BRAC Business School TABLE OF CONTENTS Title Page No Part- Ι Letter of Transmittals 5 Acknowledgement 6 Executive Summary 7 Part- ΙΙ Introductory Part 08-19 1.0 Introduction 09 1.1 Rationale of the Study 10 1.2 Objectives of the Study 11 2.0 Company overview 12-19 2.1 Profile of Incepta Pharmaceuticals Ltd. 12 2.2 History of IPL 12-13 2.3 Vision of IPL 13 2.4 Mission of IPL 13 2.5 Incepta Pharmaceuticals Ltd. at Glance 14 2.6 Divisions & Departments of IPL. 15 2.7 Organizational Hierarchy of IPL 16 2 2.8 Growth Rate of IPL 17 2.9 Products of IPL 18 2.10 CSR of IPL 19 ACTIVITIES UNDERTAKEN 20-37 3.1 Overview of HR practices in Incepta Pharmaceuticals Ltd. 21 3.1.1 Discussion about HRM 21 3.1.2 Functional area of HRM in Large Organization 21-22 3.1.3 Incepta Functional area of HRM 22-24 3.2 Overview of Training and Development Function of Incepta 25-44 3.2.1 Training Defined 25 3.2.2 Development 25 3.2.3 Importance of Training and Development 26 3.2.4 Review of Training function of Incepta 27 3.2.5 Types of training 28 3.2.6 Incepta Behaviors 29 3.2.7 Employee work process 30-31 3.2.8 Training...
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...Background Hiring employees is only the first step to creating a strong work force. Next, you have to keep them. Employee turnover costs businesses owners both in time and productivity, and the impact is especially large at a small firm because of the relative connection to its size. But how can a small firm offer the right motivational factors to ensure that the staff remains within the organization? How can they compete with motivational employee benefits of larger corporations? This paper looks at one case company, a small accountancy firm located in Sweden that offers a wide range of financial services, mainly within four main categories: economic consultations, tax-returns, bookkeeping and auditing. The firm currently has 13 employees of different educational background, divided into two sections; bookkeeping and auditing. The firm has one manager who is also the sole owner of the company. This person is an authorized accountant who will remain anonymous in this paper but referred to as “Laura” in the remaining of this paper. The firm is currently expanding but is experiencing difficulties in motivating well-educated employees to stay long term. During the past year, two employees have quit their jobs and one of the replacers is currently on sick leave due to burnout. The concern is that if the firm does not improve its employee retention, they will spend an excessive amount of time trying to recruit and train new people, so retention of the current employees is important...
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...Management Submitted to: Afsana Akhtar Assistant Professor BRAC Business School BRAC University Date of Submission: 13th August, 2013 LETTER OF TRANSMITTAL 13th August, 2013 To, Afsana Akhtar Assistant Professor BRAC Business School BRAC University. Sub: Submission of term paper for completion of course. Dear Madam, With high reverence we want to state that we have finished our term paper on the application of Henri Fayol's 14 Principles of Management in Beximco Group MIS in Bangladesh. While working with the term paper we got the first hand experience to learn about the applied management techniques in an organization. It helped us in gaining a new point of view on the significance of management theory like Henri Fayol's 14 Principles plays a role in effective and efficient performance of organizations such as Beximco Group MIS. We did some elaborate research and interviews and came up with sufficient resources to compile our term paper in a comprehensive manner. This term paper is valuable and a necessity to complete our course MGT211. In this term paper, all the team members contributed equally with sheer hard work. We faced some challenges in working as a team but due to everyone's collective efforts we overcame them and tried to produce this paper for you. It was a great opportunity given to us to experience the vibe of the corporate world, and we will like to take this platform to thank you. To end, we would like you to kindly accept...
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...Hospital pharmacies in the present day context face various issues including cost containment, productivity and leadership, patient safety, medical-legal and ethical considerations, human resource management and application of new technological developments in the functioning of the pharmacies. The pharmacists employed by the hospitals are expected to attend to a number of different functions that include writing down therapy management plans and desired patient outcomes, monitoring the drug-based therapies, educating patients and counseling them and writing medication histories. Despite these many different functions being discharged by the pharmacists, hospitals find it difficult to recruit pharmacists (Smith). At the same time many of the hospitals take initiatives like staff reductions due to lower patient concentration, reorganization of the hospital facilities, carrying out recommendations of external consultants, implementing automation in drug distribution and mergers and acquisitions of hospitals. In this context, a methodological review of the operations of a hospital becomes necessary for improving the efficiency and functioning of the healthcare settings. One of the recommendations is to apply Total Quality Management (TQM) for improving the performance of pharmacies in the hospitals. Although TQM has been practiced in manufacturing industries for quite some time, it is relatively a newer concept in the healthcare industry. Interest in the idea of TQM in healthcare...
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