A mini project on “A study on training and development of executives in the Himalaya drug Company” was submitted by Alok Kumar (from Galgotias University Greater Noida, Uttar Pradesh) to extrudesign.com.
|University:||Galgotias University Greater Noida, Uttar Pradesh.|
|Project Title:||A study on training and development of executives in the Himalaya drug Company|
|Submitted by:||Alok Kumar|
|Authors:||Alok Kumar and Alina Ahmad|
|Department:||Bachelor in Business Administration|
Training is a latent tool that can be used to bridge the gap between one’s potential and performance. Training has gained importance in the last few decades due to ISO observation and the fear of companies caused by the entry of multinationals. The Himalaya Drug Company is a leading pharmaceutical company. Pharmaceuticals, personal care goods, healthcare products, and animal health products are all sold by Himalaya. This project deals with the study of training and development of executives aim to find out the efficiency of employees before and after the training program. The training is identified through performance appraisal data. The data was collected through a questionnaire. The simple percentage approach, as well as other tools, were employed to conduct the analysis. single proportion test and correlation. The suggestions were, that training should be conducted once a year and there should be a proper training calendar, which has to be followed by the executives.
Training And development. programs are aimed to assist new employees. ineffectively adjusting. to the job. They also include corporations’ and other organizations’ formal continuing efforts to promote employee performance and self-fulfillment through a range of approaches and initiatives.
Training. and development. have arisen. as formal corporate roles, vital components of corporate strategy, and acknowledged. As professions with separate. Theories. and approaches, as corporations increasingly recognize the basic relevance of employee growth. and development, as well as the requirement. of a highly competent workforce, to increase success and efficiency. of their organizations.
For the most part, training and development are employed in tandem to ensure that an organization’s staff are properly acclimated, improved, and educated. While the names and their scope are similar, there are significant variances between them.
Mr. Mohammed Manal founded the Himalaya Drug Company in the year 1930. Himalaya started its venture with one or two products using Ayurveda as its base. Presently, the company is producing around 136 products. It consists of pharmaceutical products; personal care products, health care products, and animal health products. The company’s total turnover for the year ended 2005 crossed approximately Rs 350 crores.
Seventy-five years ago, on a visit to Burma, Mr. Mohammad Manal saw restless elephants being fed with some roots to pacify them. The plant from which these were taken was Rauwolfia Serpentina. Fascinated by the plant’s effect, he had it scientifically evaluated, which ultimately led to, Serpina, the world’s first antihypertensive drug in 1934.
The company started its operations in Dehradun in 1930, the company later spread its operations to Mumbai and across the country. In 1975 it set up a manufacturing plant in Makali, Bangalore. This became the company’s corporate headquarter later. Manufacturing facilities at Makali have the largest tablet-coating unit in India and today 2, 50,000 doctors around the globe spread over 60 countries trust Himalaya Products and prescribe it.
Meraj Manal, son of Mohammad Manal is the Chairman of Himalaya Drug Company. The company has won many credentials like Good Manufacturing Practices (2001), Good Laboratory Practices, and ISO 9001-2000 in the year 2003 and many more. The revenue of the company comprises 60 percent from pharmaceutical products, 20 percent from personal care products, 10 percent from exports, and 5 percent each from general health and animal health products respectively.
The company is broadly divided into several departments. It can be broadly classified as:
- HR & Administration
- Research and Development
- Information Technology
According to Michel Armstrong, “ Training is methodical development of the knowledge, chops, and stations needed by an individual to perform adequately a given task or job”.
According to Edwin B Flippo, “ Training is the act of adding knowledge and chops of a hand for doing a particular job.”
The term‘ training indicates the process involved in perfecting the aptitudes, chops, and capacities of the workers to perform specific jobs. Training helps in streamlining old bents and developing new bones.‘ Successful campaigners placed on the jobs need the training to perform their duties effectively.
The top ideal of training is to make sure the vacuity of a professed and willing pool to the association. In addition to that, there are four other objects Individual, Organizational, Functional, and Social.
- Individual Objects – These objects are helpful to workers in achieving their particular pretensions, which in turn, enhances the individual donation to the association.
- Organizational Objects – Organizational objects assist the association with its primary ideal by bringing individual effectiveness.
- Functional Objects – Functional objects are maintaining the department’s donation at a position suitable to the association’s requirements.
- Social Objects – Social objects ensure that the association is immorally and socially responsible for the requirements and challenges of society.
Research methodology is a way to systematically solve the research problem. It is a careful investigation or liquidity specially done through the search for new facts in any branch of knowledge.
SOURCE OF DATA
For collecting data, both Primary & Secondary data collection methods are used.
The data are collected through :
- An Interview is conducted with the executives
- A Questionnaire is constructed and is given to the E-level and M-level people of the organization department for their response.
That data was collected through
- Previous reports
- Company newsletters and Websites
- Management books, documents
This is descriptive, which aimed to capture cause & effect relationship by eliminating compacting explanation of observed findings.
The instrument used in collecting the primary data was a structured questionnaire.
It is not possible to collect information from the whole universe, the researcher reports to the sampling method “sample” is that portion of the universe of the population, which is selected as representative for the study. If in a known fact, the smaller the sample size higher will be the statistical error. Hence the optimum size of ‘so’ is chosen. The dependents freely expressed their ideas, convenience sampling is applied in this study.
- Sample unit/ Sample size
The data collected from the population constitute the sample size. The study covers the employees of the Executive level and manager level people in the company. The total population is 2100. The strength of executives and managers is 654. The sample size for the study is 50.
With the prior permission of the head of the department, the researcher meets the dependents that are freely able to answer. First of all, a rapport is created with the respondents by clearly informing them of the nature & objects of the study. The respondents are asked to take their own time & doubt if any questions are classified. To gather relevant & true data, the respondent is given assurance that the data gathered are highly confidential & are purely for a research study.
Tools used for analysis
Simple percentage analysis method
Here the researcher collected info. From the sample “sample” is that portion of the universe of the population, which is selected as the representative for the study. The smaller the sample size higher will be the statistical error.
Method to collect simple percentage Analysis
SPA = [No. Of respondents / Total No. Of respondents]X 100
Method to calculate likert’s scale analysis. The schedule is saved on the Likert scale, and the mean value of each factor is found. If the mean value is greater than 3, it is interpreted that the respondents are favorable to the statement that in they are not satisfied with the statement.
SCOPE OF THE STUDY
The development of any association depends on its workers. For organizational productivity training and development assumes great significance. The training aims at adding the knowledge and chops off the hand whereas organizational development, on the other hand, refers to the overall enhancement of the association similar to its structure, objects, programs, and procedures including directors and workers. Organizational development can be achieved by hiring the services of professional advisers. Training and development programs are frequently viewed as part of organizational development.
Better knowledge about these effects can grease the coach as well as the trainee in conducting and serving from the training. But training being a veritably complex process makes it a bit delicate. So the stylish way to achieve it’s by studying and assaying the feedback of workers as well as directors. The design includes collecting information from the staff of Himalaya Drug, assaying it, interpreting it, and concluding useful suggestions from it.
OBJECTIVES OF THE STUDY
- To identify the need for Training & Development and the impact of the program conducted already.
- To improve the new entrants the basic knowledge & skill they need for intelligent performance of definite tasks.
- To find out to what extent the trainees are involved in the training program.
- To identify the individual who lacks in certain skills or who will be required to face new technology.
LIMITATION OF THE STUDY
- The duration of the project is short & so the researchers could not go in-depth into the study.
- As the study is wide all matters regarding the study could not be analyzed & taken into consideration.
- The response is confined to the limited samples.
- Data depends on the respondent’s view which could change drastically or slowly
- Relocate of the execution in answering the vital question was there, even though confidentiality was proved.
- 68% of the respondent have ape below 10 & 32% of the respondent have above 10 years of experience.
- 80% of the respondents have the opinion that training need is identified through performance approval.
- Most of the respondents (38%) have the opinion that the training program is conducted yearly or frequently.
- The majority of the respondents (72%) are nominated for the training program through a need base.
- The majority of the respondent (94%) have the opinion that the training program is effective.
- The majority of the respondent (98%) agree with the supervisor’s judgment regarding the learning effectiveness.
- The majority of the respondent (66%) have the opinion that training program like personality development program needs improvement.
- The duration & the content of the training program should be systematized to suit the needs of the employees.
- There should be a proper training calendar, which has to be followed by the executives.
- Executives should be provided with additional monetary benefits or promotions as a result of the training undergone by them.
- The training program should not be rigid.
- The company should take great care in explaining the importance and benefits of such a training program to all its employees so that employees will voluntarily participate in the program.
- Companies also can use qualitative data similar as work habits, stations, development, rigidity, and action to estimate training programs.
- If the performances of the individuals are not improved as desired they should be given re-training.
The greatest discovery of this generation: a human being can alter their lives by altering their attitude which can be done only through training.
Training the human resources is more important to utilize manpower effectively & efficiently modernization needs more training for employees to meet necessities for improving quality, production, etc. So training is an important area where manpower is molded & retained to work better.
The training & development activity in the Himalaya Drug Company is carried out very effectively. Training needs are assessed based on performance appraisal and achievements of key resulting areas (KRA’s).
The company should provide training frequently to improve their work style. It is seen in this organization that the Human Resource Development aspects are effectively implemented By way of efficient training and development programs.
- Research Methodology – Kothari C.R, Vishwam Prakasha New Delhi – 1999
- Source: A Handbook of Human Resource Management Practice, Kogan Page, 8th Ed.,2001
- Source: Personnel Management, McGraw Hill; 6th Edition, 1984
- Source: Aswathappa, K. Human resource, and Personnel Management, New Delhi: Tata Mcgraw-HillPublishing company limited,2000, p.189
Credit: This mini project on “A study on training and development of executives in the Himalaya drug Company” was completed by Alok Kumar and Alina Ahmad from Galgotias University Greater Noida, Uttar Pradesh.
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