2 PDF

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
1
College Certificate
2
Company Certificate
3
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
4
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.
5
TABLE OFCONTENTS
Sr. No Subject Page No.
1 General Information
1.1 Meaning of Lupin 09
1.2 Lupin’s Value 10
1.1 Background Of Lupin 11
1.2 Objective Of Lupin 12
1.3 Vision Statement 12
1.4 Milestones 13
1.5 Awards 14
1.6 Present Profile 14
1.7 Performance Graph 16
1.8 Location in India 17
1.9 Subsidiary Companies 17
1.10 Competative Scenario 18
1.11 Present Product Mix 19
2 HR Department
2.1 Department Structure 21
2.2 H.R Policy 22
2.3 Activities 23
2.4 Function Of Time office 24
2.5 Salary Procedure 25
2.6 Leave Policy 26
2.7 Details in employees Personal life 27
2.8 Human Resource Planning 28
2.9 Recruitment & Selection Procedure 29
2.10 Performance Appraisal System 30
2.11 Training & Development Activities 31
2.12 Promotion & Transfer Policy 32
2.13 Administrative Activities 32
2.14 Welfare Activities 32
2.15 Industrial relation Environment 33
2.16 Activities Carried out towards Organization 33
Development
3 Mini Project
3.1 Employee satisfaction 35
3.2 Definition 35
3.3 Sources of Employee satisfaction 35
3.4 Objective of study 35
3.5 Research Methodology 35
3.6 Literature Review 37
3.7 Finding 58-61
3.8 Limitation 62
Recommendation 63
Conclusion 64
Questionnaire 66
Bibliography 67
List of Tables
6
Sr. No. Subject Page No.
1 Milestones 12
2 Awards 13
3 Board of Director 13
4 Management Team 14
5 Performance Graph 15
6 Subsidiary Companies 16
7 Uniform Policy/Rainy wear 21
8 Shift Time 23
List of Graph
Sr. No. Subject Page No
1 Sales 15
2 Profit 15
3 Performance Appraisal system 29
4 Employee satisfaction 36-25
List of Charts
Sr. No. Subject Page No
.1 Lupin’s Value 9
2 HR departmental structure 20
7
8
The Meaning of LUPIN:-
L= Learning organization.
U= Unity (Team Work).
P= Performance to achieve the best.
I= Involvement
N=Nature the culture.
9
Lupin’s Value:-
10
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.
11
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.
12
1.4 Milestones:-
Year Milestones
Lupin Acquires Laboratories Grin, Mexico; Specialty Ophthalmic Company; Enters the Latin
2014 American Market.
2013 Inauguration of new plant at Nagpur.
2011 Lupin Acquires I'rom Pharmaceuticals through its Japanese Subsidiary.
Lupin acquired stake in Generic Health Pty Ltd., in Australia.

2008 Lupin acquired Pharma Dynamics in South Africa.
Lupin acquired Vadodara based Rubamin Laboratories Ltd.

2007 Lupin acquired Kyowa Pharmaceutical Industry Company Limited, a leading Generic
Company in Japan.
US FDA and MHRA (UK) approvals were received for Goa.
2005 New Lovastatin plant at Tarapur was approved by the US FDA.
2004 WHO approval was received for Plants at Goa and Aurangabad.
Lupin had successfully implemented SAP ERP across the Company to unify
2003 all business functions and processes.
2002 New Anti-TB facility was commissioned at Aurangabad.

Lupin became the only Asian Pharmaceutical company to receive US FDA approvals for its
2001 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.
Won FICCI's (Federation of Indian Chambers of Commerce and Industry) award for
1992 contribution towards rural development.
Lupin Chemicals (Thailand) Ltd was established.
Two Plants Ankleshwar and Mandideep received US FDA approvals for maintaining stringent
1989 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.
13
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.
 Outstanding Export Performance Award by Pharmexcil (Pharmaceuticals Export
2009 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
14
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 & CEO
Lupin 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 President
Supply Planning & Strategic Sourcing
15
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)

12000
9641.3
10000
7082.91
8000
5780.78 2011-12
6000
2012-13
4000
2013-14
2000
0
Profit (Rs. In Crore)

1400
1260.43
1200
1000
809.98 804.37
800
2011-12
600
2012-13
400
2013-14
200
0
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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.
Japan 18th October, 2007
ltd.
Pharma Dynamics Ltd. South Africa 1st March, 2008
Harmosan Pharma Gmbh Germany 25th July, 2008

Multicare Pharmaceuticals
Philippines 26th March, 2009
Philippines, Inc.,
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
17
1.10 Competitive Scenario:-
1. Sun Pharma Industry

2. Ranbaxy Laboratory
3. Cadila Health care
4. Glenmark Pharma
5. GlaxoSmithKlinePharma
6. ShilpaMedicare
18
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
19
20
2.1 Departmental structure:-
President HR
Vice President HR
Sr. Manager
Manager HR
Sr.Executive HR
Officer HR
Jr.Officer
21
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.
22
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
23
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 Time
1st Shift 7 am to 3 pm
2nd Shift 3 pm to 11pm
3rd Shift 11 pm to 7 am
General 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.
24
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.
25
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.
26
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.
27
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.
28
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
29
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
30
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 2 3 4 5
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.
31
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.
32
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 competition
33
 Education allowance
 Loans
 Birthday wishes & anniversary wishes card
 Long term service award:
• Gold Coin
• Silver Award
• Marriage Gift
34
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
35
36
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.
37
To know the avenues for to the employee development and growth in the organization.
38
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 levels
a. Poor Satisfaction
b. Need to improve
c. Seldom satisfaction
d. Great Satisfaction
e. 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
39
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 in
employee 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 to
the 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 is
with 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.
40
INTERPRETATION
1) Satisfaction level regarding working life’s in an organization
Scale Frequency of Response Frequency of Per.

Poor Satisfaction 5 10.00
Need to Improve 7 14.00
Seldom Satisfaction 10 20.00
Great Satisfaction 19 38.00
Extremely Delighted 9 18.00
Total 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.
41
2) Ability to balance work with their personal life
Total 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.
42
3) Level of understanding of rules, responsibility & authority in organisation.

Total 50 100
Figure 3
 Interpretation:
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.
43
4) Level of understanding of HR and welfare policy

Total 50 100
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
while 30% of the employees are Greatly satisfied and 18% of the employees are
44
5) Level of understanding of vision statement

Total 50 100
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.
45
6) Level of satisfaction regarding the physical condition of workplace & space.

Total 50 100
Figure 6
 Interpretation:
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.
46
7) Satisfaction level regarding co-operation between different department

Total 50 100
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%
47
8) Satisfaction level regarding interpersonal relationship with peers, superiors &
subordinate

Seldom 11 22.00
Extremely 11 22.00
Total 50 100.00
Figure 8
 Interpretation:
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.
48
9) The career path that respondent are able to see in the orgnisation

Total 50 100.00
Figure 9
 Interpretation:
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.
49
10) Plan to work with Lupin in future.

<1 Year 1 2.00
1-3 Year 9 18.00
4-6 Year 7 14.00
7-10 Year 3 6.00
>=11 Year 5 10.00
Till Retirement 9 18.00
Depend upon Personnel Growth 16 32.00
Total 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.
50
11) Level of which company makes good use of employees skills.

Total 50 100.00
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
while 44% of the employees are Greatly satisfied and 24% of the employees are
51
12) The freedom to try employee’s own method to do a job in better way.

Total 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
52
13) Quality of Training given by the Lupin.

Total 50 100
Figure 13
 Interpretation:
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.
53
14) The chances to learning something new.

Total 50 100.00
Figure 14
 Interpretation:
chances of learn something new.2% of employees are poor satisfied, 8% of employees
54
15) The way superior gets respondent’s view & take it when making the key
decision.

Total 50 100
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
55
16) The level of stress laid by the superior or the management.

Total 50 100
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
56
17) The way by which management solve the problem of employees.

Total 50 100
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
57
18) Satisfaction regarding safety provided by the company.

Seldom 9 18.00
Extremely 16 32.00
Total 50 100
Figure 18
 Interpretation:
safety provided by the company. 4% of employees are poor satisfied, 12% of employees
58
19) The way employee’s skills match with job.

Poor Satisfaction 0.00
Total 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.
59
20) Facility by which you (employees) feel more satisfied.

Vehicle for interior movement 9 18.00
Food 24 48.00
Picnic 9 18.00
Mobile 8 16.00
Total 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.
60
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
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
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
61
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
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
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
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
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
62
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.
63
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
64
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.
65
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.
66
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.
67
68
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 growth
11 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.
69
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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A

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

Affiliated to Gujarat Technological University

UNDER THE GUIDANCE OF

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

Sr. No Subject Page No.

U= Unity (Team Work).

P= Performance to achieve the best.

N=Nature the culture.

1.3 Vision Statement

• AN INNOVATION LED TRANSNATIONAL PHARMACEUTICAL COMPANY.

2013 Inauguration of new plant at Nagpur.

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

Lupin acquired stake in Generic Health Pty Ltd., in Australia.

Lupin acquired Vadodara based Rubamin Laboratories Ltd.

2002 New Anti-TB facility was commissioned at Aurangabad.

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.

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

1972 Lupin Laboratories Pvt Ltd was incorporated.

1968 Lupin commenced business.

Sr.No. Name Designation

2011-12 5780.78 809.98

2012-13 7082.91 804.37

2013-14 9641.30 1260.43

Sales (Rs. In Crore)

Profit (Rs. In Crore)

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

Harmosan Pharma Gmbh Germany 25th July, 2008

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

1. Sun Pharma Industry

1.11.1 Product Mix at Ankleshwar:-

Bulk Drug (Active Pharmaceutical Ingredients (API))

 Bulk Drug Intermediates

7-ADCA (Amino Deacetoxy Cephalosphoranic Acid)

7-ACCA (Amino Chloro Cephalosphoranic Acid)

2 Group Accident Insurance Policy-:

Welfare Items Category Time

 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.

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

• 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.

1. PSBP – Performance significant Below plan

2.11.2 Procedure of Training:-

2.13 Administrative activities:-

 Safety and Security

 Cleaning and Housekeeping Activity